Abstract
Purpose
In 2005, Bureau of Labor Statistics growth projections for diagnostic medical sonographers were 27% during the next 5 years and recent surveys by the American Heart Association state that nationwide 42% of hospitals are reporting insufficient numbers of sonographers. Career ladders have been advocated for promoting professional development, stimulate certification, and to ensure employee longevity. We propose a vascular sonographer career ladder (VSCL) with specific objectives to document sonographer competency, reward certification, and stimulate long-term employment.
Methods
Vascular laboratory leadership and clinical administrators formed a committee to investigate and propose solutions to address staff retention and professional development. On the basis of recommendations from this committee, the Vascular Sonographer Career Ladder checklist was created.
Results
Before 2006, our vascular laboratory had an annual turnover rate of 20–30%. Upon implementation of the VSCL, there has been no vascular sonographer turnover.
Conclusions
Human resources experts state that employees want to feel challenged, engaged, and part of the team. It has established clear and easily modified objectives for defining sonographer competency, acts as a guide for achieving specific department and facility objectives, and has the flexibility to encourage individual initiative.
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