[Histonet] RE: Recruiting Techs at work

Victoria Baker bakevictoria <@t> gmail.com
Mon Dec 15 12:40:47 CST 2008

Joelle -

I am very proud of you and so would Pat.


On Mon, Dec 15, 2008 at 1:29 PM, joelle weaver <joelleweaver <@t> hotmail.com>wrote:

> Hi Terri
> I appreciated your post. I think all histotechs know that jobs are
> plentiful ( at least in the current market), and most of us get lots of
> postings- But, I really don't even take notice unless there is something
> that is making me think and wonder if the grass is greener- this only very
> rarely has to do with $ for me. And, I really couldn't speak for everyone
> out there, but above a certain dollar amount (needed to buy food and provide
> shelter) I have personally not been tempted to move to another lab unless
> other important aspects that I consider important, were missing from my work
> environment. I do understand that aggressive recruiters could be annoying to
> management trying to get and retain good techs. I know that managers
> struggle to get a decent wage for their best employees- I think that is
> admirable.
> However, maybe this will make some feel better? The main reasons that I
> have considered changing employers had to do with work schedule(
> unreasonable number of hours, all weekends/ no vacation etc), and not
> feeling valued as an employee-(a big one). Just to give an example of a
> moral killer- a lab policy states that ALL histotechs, regardless of
> training, education, or experience, are disqualified for any type of
> promotion within Histology-or anywhere in the lab. I think that is pretty
> crappy- and I think that kind of stuff really makes you feel de-valued-as a
> histotech,  even if you are not seeking advancement at the present time. It
> is just an opinion, but I think that if managers value their techs,and let
> them see that, they will keep the ones worth keeping!
> J. Weaver
> > Date: Mon, 15 Dec 2008 11:00:37 -0500> From: tbraud <@t> holyredeemer.com>
> To: histonet <@t> lists.utsouthwestern.edu> Subject: [Histonet] RE: Recruiting
> Techs at work> > I agree that if you have a great work environment with
> competitive pay your staff will stay put, but how many of us at the
> department supervisory/manager level can actually make the final decision
> concerning salary and pay scales for a position. I suspect that most of us,
> including myself, can only make well documented pleas for salary increases.
> > When it comes to spending money, most institutions are reactive rather
> than proactive. If salaries are low, then you may have to lose a valuable
> tech before you can make the point that salaries need to be increased. > It
> may be a tough pill to swallow, but I am more than willing to let my folk
> listen to any pitchman that is trying to get their ear. Any tech worth
> his/her salt, knows that these calls are out there, so why try to hide it.
> If a tech can better themselves by a job change, then who am I to stand in
> their way. We generally discuss these in departmental meetings and I tell
> techs that I get frequent calls from recruiters and if they would like to
> correspond with them, may I give the recruiter their personal contact info.
> I ask in return, that if they do go elsewhere for a better salary, that they
> please give me the info, so I can use it to help increase the salary of
> those who remain. This keeps communication up front, honest, and open and I
> think in the long run, helps to quell murmuring about low salaries which are
> beyond my control as a supervisor.> Just another viewpoint. Terri> > Terri
> L. Braud, HT(ASCP)> Anatomic Pathology Supervisor> Laboratory> Holy Redeemer
> Hospital and Medical Center> 1648 Huntingdon Pike> Meadowbrook, PA 19046>
> (215) 938-3676 phone> (215) 938-3689 fax> > Message: 18> Date: Sat, 13 Dec
> 2008 13:46:57 +0000 (UTC)> From: lee2323 <@t> comcast.net> Subject: Re:
> [Histonet] Offended> > I think if you have a great work environment with
> competitve pay then you have nothing to worry about. Your staff will stay
> put. > > >
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