[Histonet] HT Certification

Tue Jun 21 16:29:06 CDT 2016

  Maybe someone can quote CLIA chapter and verse, but, in my understanding,
only registered HTs or HTLs are supposed to be doing embedding, cutting,
special stains and IHC unsupervised.  I think the regulation says
non-registered personnel (trainees) can perform these duties only under
direct supervision.  It all depends on how you define direct supervision.

 To me, direct supervision means someone standing over your shoulder.
However, it has been explained to me that as long as the people working are
being trained toward the exam, it is the responsibility of the Medical
Director of the lab to make sure they are doing the work adequately.  So
most places interpret this as, "Come get me if you have any questions."

  I run into unregistered, OJT techs all the time.   And some of them are
good techs.  And some people get upset when this subject comes up on
Histonet, because they feel like they do the job just as well as someone
who graduated from an NAACLS training program and has passed the test.

  As you said, this is becoming more and more common, and in my opinion, is
the main reason wages are still low, which in turn is the reason why there
is a chronic shortage of histotechs.

  I think you should pay the unregistered trainees minimum wage, sign a
contract stating they must pass the test within 18 months to continue
working, then raise their pay to $30./hr when they do (at least, I don't
know the cost of living in Springfield).  Carrot AND stick.  5% is peanuts,
it won't motivate anyone.  But that's just my opinion.

                                         Sincerely,

                                                 Jay A. Lundgren, M.S., HTL
(ASCP)

On Tue, Jun 21, 2016 at 12:57 PM, Morken, Timothy via Histonet <
histonet at lists.utsouthwestern.edu> wrote:

> I guess one question is, how did they get the impression they would get
> the 5%? That is not something that is normally written into the job
> description, but should be documented in a job offer, or it is made clear
> in some policy that as they gain competency, and the lab organization
> accommodates it,  they will move up the ladder. .  Was that written in or
> verbally given?
>
> The key is something you already mentioned: job classification. To move to
> a higher classification they need to learn the tasks for that
> classification. They need to do the tasks of that job while training so are
> technically doing the work. However, the difference is that while training
> they are under close supervision. Once they pass competency to do the work
> they can work with general supervision. And they get the raise. So if they
> start at entry level that does not require HT, the next level up does
> require it and pays more. That gives incentive to get the certification.
>
> This pertains to any position. Only those at a certain classification are
> allowed to do the work of that classification under general supervision.
> So, once they pass that competency you reclassify them to a higher
> category.  We have histotech 1, 2, 3, 4. 1 and 2 are bench techs doing
> routine work. 3 is a senior tech who can do test development and validation
> and write and edit SOP's. 4 is a Lead tech and expected to supervise a few
> people and organize daily work. Supervisor is above that. Once I am sure a
> person can do 3 work, and I need a 3-level tech, I will reclassify them.
> They get more responsibility and more pay. That is just the fair way to do
> it.
>
> You decide what the jobs tasks are in those classifications. So you can
> tell HR that level 1 an 2 do XXX and level 3 does XXX plus YYY.
>
> We don't make everyone a 3 just because they have been here a long time or
> can do certain things. We limit the number we have (you need a certain
> number of people who do the basic work!). If I have someone who is capable
> of being a 3, but cannot accommodate them in the organization, I will give
> them special short term projects, or find some way to let them do a bit
> more. However some may leave if they can find another  job that will give
> them what they want. That is just the way it is sometimes.
>
>
> Tim
>
>
> -----Original Message-----
> From: Vickroy, James via Histonet [mailto:
> histonet at lists.utsouthwestern.edu]
> Sent: Tuesday, June 21, 2016 12:28 PM
> To: histonet at lists.utsouthwestern.edu
> Subject: [Histonet] HT Certification
>
> I just got through meeting with HR regarding a salary incentive for
> employees that successfully pass their HT certification.   All of us are
> aware that many histology labs have employees that are not certified.   We
> are a small clinic lab that was set up about a year and a half ago.  When
> we first set up the lab we were able to bring three qualified HT's from
> another lab locally.   The lab has continued to grow since then and now we
> have 4 other staff members that are performing HT tasks including
> microtomy, H&E staining, and  grossing (they all have BS degrees).  They
> were hired believing that once they were eligible to take the HT
> certification that they would take the test and if they passed they would
> get a 5% salary adjustment.  However the incentive or 5% increase was not
> written into the job description.
>
> Currently the clinic purchases the study materials (self-instruction
> program) for the staff but we use very little work time for instructional
> purposes.  The staff are expected to study on their own, pay for the exam,
> and take the test.
> If they do not pass the test in the period of one year after completing
> the  on-the-job training then technically we could tell them they are no
> longer employed.  However where would that leave us given we couldn't find
> any additional certified HT's to hire in the first place.  We would have to
> start over again with another untrained BS graduate.
>
> One of the question I was asked in the HR meeting was, "What duties can a
> certified HT do that a non-certified technician cannot?".    Since all of
> our staff have BS degrees in biology and have all received gross training
> (90 days) I wasn't sure there was anything else that they couldn't do in
> the lab that only a certified HT could do.   I wish there were many
> duties.   I am afraid that if we don't have some certification requirements
> then in a few years we will have very few HT's except those wanting to be
> supervisory.    We are CAP certified.    Is anybody aware of certain HT
> duties that can and should only be done by a certified HT or HTL?  I know
> the high complexity requirement in grossing but this is based upon 90 days
> of training and a set number of science courses (biology and chemistry),
> and not certification.
>
> I know that some institutions have handled the incentive to take the HT
> certification by hiring new staff as HT trainees  and then if they passed
> the HT certification they move into another job class which has a higher
> salary range.  This is an option that may be done in the future here but
> unfortunately that was not set up initially here at the clinic.   I also
> know of institutions that have discouraged BS degree staff from taking the
> HT certification exam  thinking that if they become certified they will
> find a job elsewhere.
>
> So I am trying to list the advantages of staff becoming certified.  The
> clinic in particular wants to know what they get for the 5% increase if
> someone passes the certification.   Any ideas how to respond?
>
> Jim
>
> Jim Vickroy
> Histology Manager
> Springfield Clinic, Main Campus, East Building
> 1025 South 6th Street
> Springfield, Illinois  62703
> Office:  217-528-7541, Ext. 15121
> Email:  jvickroy at SpringfieldClinic.com<mailto:
> jvickroy at SpringfieldClinic.com>
>
>
>
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