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: tbr...@holyredeemer.com> To:
> histonet@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: lee2...@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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