CLS advanced degrees and career enhancement. Part 2--A comparison of perceptions.

OBJECTIVE: To determine whether recipients of clinical laboratory science (CLS) advanced degrees (MS) perceive greater career enhancement value related to earning an advanced degree than is perceived by their baccalaureate level (BS) colleagues. DESIGN: Two questionnaires were used-one for certified or licensed CLS professionals who had earned MS CLS degrees; the other for matched BS CLS colleagues. SETTING: Five academic programs that conduct both National Accrediting Agency for Clinical Laboratory Sciences accredited CLS education and CLS MS degree programs participated. PARTICIPANTS: The number of survey respondents was 220 (117-MS; 103-BS level controls). The groups were matched for gender, residence region, and years of experience. MAIN OUTCOME MEASURES: The primary outcome measurements were the perceived benefits of having a CLS MS degree, the reasons for and against obtaining a CLS MS degree, and the overall evaluation of CLS degree programs at both levels. RESULTS: The highest perceived benefit of having a CLS MS degree was the same in both groups, "enhanced self esteem and confidence". The highest priority motivation of MS degree recipients for obtaining a CLS advanced degree was "personal satisfaction". The highest priority reason of the BS group for not obtaining a CLS advanced degree was "family obligation". In both levels of degree programs the subject most commonly cited as needing modification was laboratory management. CONCLUSION: The results indicate that CLS professionals who have CLS MS degrees perceive a greater career enhancement value of advanced CLS degrees than their BS level colleagues.     

An entry-level MS degree in clinical laboratory science: is it time?

OBJECTIVE: The study was undertaken to address the following questions: 1) Does the scope of practice of the clinical laboratory scientist require an entry-level master's (MS) degree? 2) How would a change to an entry-level MS degree in clinical laboratory science (CLS) affect educational programs, the practice field, and students? and 3) Based on this study, what recommendations can be made to CLS educators? DESIGN: Surveys were developed to assess the opinions of educators, managers, and practitioners on the need for an entry-level MS degree in CLS. Surveys were also sent to students to assess their interest in an entry-level MS degree and their perceptions of the advantages and disadvantages of this type of program. Surveys sent to educators included questions addressing the effect of a change to an entry-level MS degree in CLS on enrollment and program viability. Managers were asked questions concerning job expectations and compensation for graduates with an entry-level MS degree and practitioners were asked about their interest in this type of program. PARTICIPANTS: The sample for the survey included 280 directors of National Accrediting Agency for Clinical Laboratory Sciences (NAACLS) educational programs, 600 managers randomly selected from the Clinical Laboratory Management Association (CLMA) mailing list, 600 practitioners randomly selected from the American Society for Clinical Laboratory Science (ASCLS) mailing list, and 1400 CLS students selected by program directors. MAIN OUTCOME MEASURES: Educators, managers, and practitioners were asked to read 12 statements related to educational preparation for entry into CLS and indicate their level of agreement on a five point scale. Mean responses to these questions were compared for educators, managers, and practitioners, for educators in hospital-based and university-based programs, and for managers with BS and advanced degrees. Responses to demographic and other forced-choice type questions related to entry-level MS programs were counted and reported. RESULTS: Response rates of 58% (educators), 28% (practitioners), 39% (managers), and 40% (students) were obtained. Educators, managers, and practitioners all agreed that the scope of practice of CLS does not require an entry-level MS degree and that the MS degree is appropriate for those practitioners who wish to further their education. There were no major differences in educators', managers', and practitioners' responses to questions on the need for an MS in CLS. Students indicated that they would be interested in an entry-level MS program if the additional education would give them higher salaries and more job opportunities. Students who entered their CLS program with a baccalaureate (BS) degree were more interested in the entry-level MS option than students who entered with an associate degree or high school diploma. Managers indicated that they would not pay a graduate with an entry-level MS degree more than a graduate with a baccalaureate degree. CONCLUSION: There is currently no support for an overall change from the BS degree to the MS degree as the entry-level requirement for CLS practitioners. Entry-level MS programs in CLS may be attractive to students who already have BS degrees.     

Learning and utilization of generic skills by practitioners in the field of clinical laboratory science/medical technology.

OBJECTIVE: To determine whether and to what extent generic skills that are learned by practitioners are used on their clinical laboratory science/medical technologist (CLS/MT) jobs; and to determine if there are any significant differences in learning and/or using these skills by practitioners who were CLS/MT vs. Other BA/BS degree majors. DESIGN: In the field (ITF) laboratory practitioners were surveyed as to whether or not they: 1) were CLS/MT program graduates; 2) utilized the following generic skills in their jobs: analytical reasoning, communication, computer use, data correlation, decision making, precision studies, problem solving, quality assessment, supervision, teaching, technical writing, troubleshooting, research and utilization review; 3) learned these skills as students or practitioners. SETTINGS AND PARTICIPANTS: Data were collected from 515 CLS/MT ITF participants who were part of an ongoing longitudinal study. MAIN OUTCOME MEASURES: Participants were asked if they were CLS/MT program graduates; whether they used the skills frequently, sometimes, rarely or never; and whether they initially learned the skills as students or developed them on the job (OTJ). Chi square analyses were performed to test for differences among groups. RESULTS: The response rate was 44%. Frequencies for using the skills were generally over 90% with three exceptions reported as rarely or never used by the majority of the respondents, and two exceptions reported as being approximately equally used or not used by the respondents. A sizable minority (23% to 45%) of the sample reported never learning six of the skills. Significant (p < 0.05) chi square results occurred between learning and utilizing the following skills: computer use, participation in research, problem solving, supervision, technical writing and utilization studies. Although a consistently higher proportion of the CLS/MT graduates reported learning the skills as students and Other BA/BS graduates reported learning them OTJ, no significant differences between these sub-groups were observed for either learning or using these skills. CONCLUSION: For this sample group, most generic skills learned as CLS/MT students and/or practitioners are applied to the ITF jobs and are generally congruent with what is being taught in CLS/MT programs. However, there are some notable exceptions.     

Assessment of the graduate studies background of CLS faculty in university-based programs.

OBJECTIVE: To identify the degrees held and the graduate majors or fields of study for faculty teaching full-time and part-time in university-based, baccalaureate-degree clinical laboratory science/medical technology (CLS/MT) programs. DESIGN AND PARTICIPANTS: A survey and letter of project explanation was sent electronically to the 110 program directors of NAACLS-accredited university-based CLS/MT programs in the United States in May, 2003. Program directors were requested to provide for each full-time and part-time faculty member the following information: titles for all degrees held, major/field of study for each degree held, all specialist certifications held, all other formal degrees or certificates held, and all courses/areas taught in the CLS curriculum. RESULTS: Information was provided on 288 faculty in 52 CLS/MT programs, for a response rate of 47%. The majority of faculty (75%) described were full-time. A doctorate was held by 43% of the reported faculty, while 46% held a master's degree as their highest degree, and 11 % only a BS in CLS or in biology plus a certificate from a hospital-based CLS/MT program. Graduate degrees in a science major or field represented 52% of the degrees held by the reported faculty, while 48% of the graduate degrees were in education, public health, or administration. Only 13% of the reported faculty held master's degrees specifically in CLS. Detailed results are provided for degrees held, majors/fields of study, and specialist certifications by specific courses/areas of the curriculum taught. CONCLUSIONS: The results of this survey indicate that many faculty teaching in university-based CLS/MT programs are extending their preparation as scientists to the graduate level. This should prepare these faculty for their responsibilities in not only teaching but also research. A case cannot be made that a doctorate, as opposed to a master's degree, is viewed as the 'terminal degree' as less than half of the reported faculty in this study as well as others, held a doctorate. The results reported provide a national perspective on the graduate backgrounds of CLS faculty for comparison to an individual program's faculty during programmatic or institutional accreditation reviews.     

Assessing the educational preparation of clinical laboratory scientists.

OBJECTIVE: To assess the educational preparation of clinical laboratory science (CLS) graduates using an approach that addresses the general education and professional components of the curriculum and includes multiple programs. DESIGN: Survey of a convenience sample. SETTING: Four CLS programs in North Carolina. PARTICIPANTS: CLS graduates with one, three, and five years of experience. MAIN OUTCOME MEASURE: Results of 48 competency statements rated by graduates for level of preparation and importance in current jobs. RESULTS: Graduates indicated that they were well prepared in most conceptual and technical competencies with the exception of computers and management. Preparation in career marketability skills (interviewing, writing résumés, and career planning), contextual competence (understanding socioeconomic and governmental issues), and scholarly concern for professional improvement (research skills) was rated relatively low. Graduates considered the conceptual and technical competencies related to their current specialty as very important for their jobs. They also rated professional ethics, communication skills, and integrative competencies as very important for practice. Graduates in supervisory positions rated communication competencies significantly higher in importance than did graduates in other positions. Graduates rated as relatively unimportant competencies in conceptual and technical skills unrelated to their current specialties and scholarly concern for professional improvement. CONCLUSION: In the professional component of the curriculum, educators should review the amount of conceptual and technical content required and the level of preparation in career marketability skills. In the general education component of the curriculum, CLS students' preparation in contextual competencies and communication skills should be reviewed and strengthened.     

CLT and CLS job responsibilities: current distinctions and updates.

OBJECTIVE: This study was undertaken to address the following questions: 1. What tasks distinguish the job of a clinical laboratory scientist (CLS) from that of a clinical laboratory technician (CLT)? 2. What changes in role distinctions, have occurred for entry-level CLS and CLT practitioners over the five-year period 1993-98? 3. What tasks have been deleted from the CLT and CLS content outlines because they were not frequently performed or not considered entry-level? 4. What changes in practice are reflected in the current job analyses? DESIGN: A national job analysis of tasks constituting the job of clinical laboratory scientists (CLSs) and clinical laboratory technicians (CLTs) was conducted in 1998-99 as part of a standard setting process for the certifying examinations of the National Credentialing Agency for Laboratory Personnel (NCA). The job analyses relied upon mail surveys to 1200 individuals for each job level asking respondents to identify tasks significant to effective practice at job entry. The task lists resulting from statistical analysis of those surveys were examined to answer the study questions. PARTICIPANTS: The sample for each survey included 1200 practitioners, educators and laboratory managers selected at random from membership in professional organizations or from NCA certificant lists. Sampling was stratified to insure adequate practitioner representation. MAIN OUTCOME MEASURES: The mean rating on a four point scale for each item on the surveys was evaluated for overall significance as well as significance across geographic regions. The tasks meeting specified criteria were retained in the final task lists. Tasks were counted and their content evaluated to compare CLS and CLT job tasks. RESULTS: The response rates to the surveys were 33% for CLT and 21% for CLS. Reliability was judged based on average intraclass correlation coefficients of .86 and .82 for the CLT and CLS surveys, respectively. There were 952 tasks retained on the CLS content outline and 725 retained on the CLT content outline of the 1151 tasks on the original survey. Seven hundred and twenty two tasks were found on content outlines of both job levels, representing a 76% overlap. Tasks found only on the CLS outline included advanced technical tasks, a few management tasks, and more communication tasks. CONCLUSIONS: The jobs of CLS and CLT practitioners are distinct at job entry level with CLSs performing a broader array of technical and communication tasks as well as some management tasks. Though CLS staff uses few management skills at job entry, those tasks are performed by CLS staff in the laboratory and curricula must help prepare graduates for these tasks expected of experienced staff. CLTs perform tasks requiring problem solving and high level reasoning. CLT curricula must address the need for CLTs to perform these tasks.     

The learning and application of generic skills by CLSs/MTs who have 'left the field'.

OBJECTIVE: To determine whether generic skills that dinical laboratory scientists (CLSs)/medical technologists (MTs) learned as students and/or practitioners are applied to jobs outside the field of CLS/MT; and to determine if there are any significant differences in learning and/or doing these skills by CLS/MT majors vs. non-CLS/MT majors. DESIGN: An Occupational Change Survey was sent to CLS/MT practitioners who had identified themselves as having left the field (LTF) of CLS/MT. The participants were asked whether or not they were CLS/MT majors as undergraduates, whether they utilized generic baccalaureate level skills in their LTF jobs, and whether or not they learned these skills as CLS/MT students and/or practitioners. The skills were: problem solving, decision making, troubleshooting, analytical reasoning, data correlation, precision studies, quality assessment, teaching, research, communication, technical writing, computer use, utilization review, and supervision. SETTINGS AND PARTICIPANTS: The survey was sent to 105 participants of an ongoing longitudinal study who identified themselves as having LTF. MAIN OUTCOME MEASURES: Responses for doing/utilizing the skills were grouped as 'Yes' if participants indicated they frequently or sometimes used the skills in their LTF jobs, and 'No' if they indicated they rarely or never used the skills in their LTF jobs. Responses for learning the skills were grouped as 'Yes' if participant indicated they learned the skills as CLS/MT students, practitioners or both and 'No' if they indicated they never learned the skills as CLS/MT students, practitioners, or both. Participants indicated whether or not they were CLS/MT majors in college. Chi square analyses were performed to test for any statistical significant (p = 0.05) differences between: doing and learning the skills, doing the skills and being a CLS/MT major, and learning the skills and being a CLS/MT major. RESULTS: The response rate for the survey was 48% (50/103). Chi square analyses could not be performed for doing the skills in the LTF jobs for three variables: problem solving, analytical reasoning, and computer use because all respondents reported that they used these skills. Chi square analyses indicated there were no significant differences between doing and learning the skills in the LTF job for the entire sample group for all remaining skills except supervision. There were no significant differences between doing the skills in the LTF job and being a CLS/MT major. A statistically significant difference in learning the skills was observed between CLS/MT majors and non-CLS/MT majors for the following skills: problem solving, correlating data, precision studies, research, analytical reasoning, and troubleshooting. The 'Yes' answer frequencies for learning the skills was higher for the CLS/ MT majors for all the generic skills except teaching, where they were equal, and utilization studies where they were lower. CONCLUSION: The results indicate that, in general, for this sample group, generic skills learned as CLS/MT students and/or practitioners can be and are applied to a wide variety of LTF jobs. Furthermore, CLS/MT majors learned the generic skills at least as well, if not better, than other baccalaureate level laboratory practitioners who obtained degrees in other areas.     

Are new CLS practitioners prepared to stay?

OBJECTIVE: This study assessed the relationship between the educational preparation and career expectations of CLS students and their subsequent retention in the laboratory profession. DESIGN: Survey participants were given a list of 32 tasks that may be expected of early career professionals. Participants were asked to rate their educational preparation for and how frequently they performed each task in their current job using a four point Lickert scale. Additional questions addressed the participants' preparation for their current jobs, career satisfaction, plans for staying in the profession, and factors that influence retention. PARTICIPANTS: The survey sample consisted of 972 Clinical Laboratory Scientists who passed the National Credentialing Agency for Laboratory Personnel (NCA) CLS examination between June 2002 and June 2004. MAIN OUTCOME MEASURES: The mean rating for the level of preparation and the frequency of use for each of the 32 competencies was calculated. The mean ratings were used to assess the educational preparation in each competency and identify areas in which the level of preparation did not match the need for that skill in current practice. Using analysis of variance, respondents' answers to questions on their number of years of experience, their plans to stay in the profession, and their job satisfaction were compared based on their perceived level of preparation and the degree to which they felt their current jobs matched their career expectations at graduation. RESULTS: The response rate was 31%. Most of the respondents felt that they were well prepared for the responsibilities of their current laboratory position. There was a good match between the respondents' ratings of their preparation in each competency and the frequency with which they were required to perform that competency. Phlebotomy and flow cytometry appeared to have more preparation than respondents felt they needed. Troubleshooting, resolving problems, and performing multiple tasks were identified as areas in which more preparation was needed. The mean number of years that respondents planned to stay in the profession was 15.5 years and the factors that were most important in keeping them in the profession included interesting work, good salaries, and advancement opportunities. The respondents who rated the match between their career-entry expectations and their current job the highest were more satisfied and planned to stay in the profession the longest. CONCLUSION: Early career laboratory professionals felt well prepared for their jobs, though teaching of some tasks could be improved to better prepare graduates for the work environment. Most respondents indicated that they were prepared to stay in the profession for at least ten years; however they indicated that interesting work, good salaries, and opportunities to advance in the profession would be important in their decision to stay. A good match between laboratory employees' career expectations at the time of graduation and their work environment appears to improve their satisfaction with their careers and their desire to stay in the profession.     

A comparison of the career aspirations of degree and P2000 diploma graduates from UK nursing programmes

AIM: This paper reports the findings from a study of career aspirations undertaken as part of a larger study on the graduate outcomes of two different preregistration nursing educational programmes in the UK. METHODS: A self-completion questionnaire was administered to 52 degree graduates and 28 diplomates from two Universities on completion of their course. FINDINGS: The findings suggest that while graduates appeared more definite over their long-term career goals, diplomates were more confident in their initial decision to enter the nursing profession. All respondents showed a marked tendency towards hospital-based clinical posts on graduation. Degree graduates displayed a greater interest in working overseas, nominating a far broader range of possible destinations and expressed interest in a wider range of further education courses, including Master's and PhD degrees. CONCLUSIONS: The career aspirations of degree graduates and diplomates revealed in this study highlight a number of issues with implications for workforce planning, recruitment and retainment. Further larger scale longitudinal research is warranted.     

CLS competencies expected at entry-level and beyond.

OBJECTIVE: The study was undertaken to assess educators', practitioners', and managers' perceptions of the future job expectations of clinical laboratory scientists (CLSs) and their opinions on the skills that are expected of CLSs at entry-level and with experience. DESIGN: Survey participants were given a list of 44 competencies related to clinical laboratory science (CLS) practice and were asked whether they would expect a graduate of a respected CLS program to perform each competency in one of three educational categories: the first year of practice, with three to five years of experience but no additional education, or with three to five years of experience plus additional education. The competencies were subclassified into one of four major management functions: laboratory operations, human resource management, financial operations, or communications/consultation. Surveys also included eight Lickert-type questions designed to assess the respondents' opinions on the future job expectations of CLS practitioners. PARTICIPANTS: The sample for the survey included 280 directors of CLS educational programs, 600 managers randomly selected from the Clinical Laboratory Management Association (CLMA) membership, and 600 practitioners randomly selected from the American Society for Clinical Laboratory Science (ASCLS) membership. MAIN OUTCOME MEASURES: The percent of respondents selecting each educational category was tabulated and each competency was assigned to one educational category based onthe highest percent of respondents selecting that category. The means of the responses to the Lickert-type questions were calculated for all respondents and for each group of respondents (educators, managers, and practitioners). RESULTS: Response rates of 58% (educators), 28% (practitioners), and 39% (managers) were obtained. Of the 44 competencies in the survey, four were expected at career-entry, 17 were expected of CLS graduates with work experience but no additional education, and 23 were expected of CLS graduates with experience plus additional education. Competencies expected in the first year of practice were primarily scientific and technical. With three to five years of practice and no additional education, the expectations for practitioners were primarily in laboratory operations and communications/consultation areas. The majority of the human resource management and financial operations competencies were expected with three to five years of practice and additional education. All participants agreed that CLS staff-level practitioners need more management and administrative skills and that, in the future, CLS practitioners will spend less time performing laboratory tests and more time solving problems. CLS managers were more positive than CLS educators in response to statements asserting that CLT practitioners and non-certified personnel will have an increased role in the laboratory in the future. CONCLUSION: This study suggests that extensive laboratory operations and communication skills are expected of CLS graduates without any additional education beyond their CLS programs. CLS educators should adequately address those areas in the curriculum. Competence in other non-technical skills may not be expected without the benefit of post-baccalaureate education and in these areas, CLS programs can provide a foundation for future learning.     

The clinical laboratory practitioner.

OBJECTIVE: This study was designed to investigate potential areas of practice for the clinical laboratory scientist (CLS) and to propose a graduate curriculum to prepare the practitioner for an advanced level of practice. DESIGN: Meta-analysis of PharmD, physician assistant, physical therapy, and nurse practitioner curricula focusing on academic and clinical advanced practice was used to develop an educational model and curriculum for a professional doctorate in clinical laboratory science (CLS). MAIN OUTCOME MEASURE: (1) New educational model for CLS advanced practice; (2) A proposed curriculum for a Doctorate of Clinical Laboratory Science degree. RESULTS: A new curriculum model was adapted from established healthcare educational models. CONCLUSION: Although there is a need for a baccalaureate degree in CLS there is also a role for expanded education and responsibilities for CLS practitioners. The CLS Advanced Practitioner design focuses on moving students from the baccalaureate level to the doctoral level and prepares the individual to become an integral part of the healthcare team.     

The influence of perceived professional status on the career progression of CLS graduates.

OBJECTIVE: To determine if the perception of clinical laboratory science (CLS), as a profession, influences career progression. DESIGN: A questionnaire was designed to collect information on job history including salary and positions held, reasons for leaving the field, satisfaction with the field and the perception of the field as a profession or a technical occupation. SETTING: Research facilities at the Graduate School of Public Health, San Diego State University, San Diego, CA. PARTICIPANTS: Graduates from the CLS program of the University of Minnesota Division of Medical Technology, 1923-1996, were sent questionnaires; 1338 (70.2%) responded. MAIN OUTCOME MEASURES: The comparison of career progression for those who perceive CLS to be a profession to those who perceive it to be a technical field. RESULTS: Seventy-seven percent of the respondents perceived the field to be a profession. They were 1.7 times more likely to have progressed in their careers than those who perceived CLS to be a technical field. This was reflected in the percentage achieving higher positions both currently and over the respondents' entire job history. CONCLUSIONS: Those who perceive CLS to be a profession are more likely to progress in their career and remain in the field of CLS.     

Respiratory care managers' preferences regarding baccalaureate and master's degree education for respiratory therapists

OBJECTIVE: Determine respiratory care managers' preferences regarding baccalaureate and master's degree education for practicing respiratory therapists (RTs). METHODS: A survey was mailed to 1,444 members of the Management Section of the American Association for Respiratory Care. Managers were asked about their preferences for RTs who hold or are pursuing baccalaureate degrees, the value of various courses of study (majors), and degrees earned via distance learning. Demographic data and attitudes about distance learning, content, and target audiences for master's degree programs were also collected. RESULTS: Twenty-six percent of those polled responded. Thirty-four percent of respondents preferred baccalaureate degree over associate degree for entry-level RTs, 28% had no preference, and 38% no opinion. Regarding hiring of experienced RTs, 70% of respondents preferred RTs with baccalaureate degrees. Regarding baccalaureate completion degree majors, advanced respiratory care practice was most highly valued. Sixty percent thought that a degree earned via distance learning was equivalent to one earned in the traditional classroom setting; 23% thought a distance learning degree was of less value; 3% thought a distance learning degree was of greater value; and 14% were uncertain. The respondents thought graduate degrees were valuable for managers, clinical specialists, educators, and supervisors. Although 95% of managers would recommend graduate programs that have some distance learning courses, only 75% would recommend programs offered solely via distance learning. CONCLUSIONS: For RTs who plan to complete a baccalaureate degree, majoring in advanced respiratory care practice is potentially valuable. Managers showed preference for hiring experienced RTs with baccalaureate degrees but did not prefer entry-level therapists with baccalaureate degrees. Graduate degrees are supported for managers, clinical specialists, educators, and supervisors. Most managers supported some use of distance learning for graduate degrees.     

Early nursing career experience for 1994-2000 graduates from the University of Nottingham

AIM: This paper reports the views of nurses graduating from the University of Nottingham School of Nursing, UK, 1994-2000, Bachelor of Nursing (Hons) course, concerning career aspirations, progress and reflections on their qualification. BACKGROUND: Alongside academic knowledge and practical skills, this four-year Bachelor of Nursing course aimed to develop students' critical thinking and research skills. The degree's effect on nurses' career trajectories is unknown. METHODS: Self-completion questionnaires employing open and closed questions were sent to graduates 9 months after graduation and at intervals over the next 6 years. RESULTS: Most respondents were confident and motivated in their nursing careers. Promotion, increased responsibility, further study, specialization and qualifications were career priorities. Recent qualifiers also focused on changing jobs, travel and working overseas. CONCLUSION: The graduates' experience has salience for nurse managers, especially when matching graduates against post outlines within the knowledge and skills framework, considering staff skill mix, and advising graduates about their development and assisting them to find satisfaction in their nursing careers.     

Faculty members acceptance of web-based education.

OBJECTIVE: To assess the effect of the WebCLS project on clinical laboratory science (CLS) faculty members including improvement of participating CLS educators' skills in designing, developing, delivering, and evaluating interactive, Web-based instructional programs. DESIGN: A survey was developed that included 24 statements related to respondents' perceptions of how their participation in the project: a) improved their course development skills, b) developed their evaluation skills, and c) affected them personally. Four open-ended questions asked the respondents to comment on the project's effect on their traditional course development skills, plans for future usage of WebCLS-produced course materials, the most beneficial outcomes of their participation, any problems that participation in the project caused them, and any unexpected positive or negative outcomes that could be attributed to their participation. SETTING: The survey was sent to 27 individuals who had participated in the project. RESULTS: Twenty-four participants completed the survey for an 89% response rate. The mean response was 6.82 (S.D. 2.32) with sixteen respondents' (73%) reporting participation at the mean or above. CONCLUSION: Overall, the WebCLS project accomplished its objective of improving CLS educators' Web-based, distance education course development skills. One of the most positive outcomes of the project was the survey respondents' belief that their participation in the project expanded their contacts with colleagues in CLS education as well as with instructional design experts, computer programmers, and other technical support personnel. Furthermore, this outcome prompted several participating faculty to report that this enhanced collegial relationship will sustain their interest in curriculum development over time.     

Scholarly activities among clinical laboratory science faculty.

OBJECTIVES: To describe the research and scholarly productivity of faculty in four-year college and university clinical laboratory science (CLS) programs. To identify meaningful scholarship, to assign values to that scholarship, and to list the top 15 CLS programs according to faculty research productivity. DESIGN: In 1996, a national study involving 127 college and university CLS programs was conducted to determine whether faculty were participating in research. A questionnaire was distributed to 505 faculty members. Data from 286 respondents (57% response) representing 114 of 127 (90%) CLS programs were analyzed. SETTING: The study took place at The Ohio State University with collaboration from the University of Tennessee-Memphis and the University of Minnesota. PARTICIPANTS: All CLS faculty within a four-year university or college sponsoring a CLS program were invited to participate. MAIN OUTCOME MEASURES: To determine whether CLS faculty scholarly activities have been strengthened in the last decade, to quantitate scholarship productivity by point assessment, and to list the top 15 CLS programs according to faculty research productivity. RESULTS: Research productivity included time spent in research, numbers of publications and presentations, and grantsmanship. Data indicate that faculty who possess earned doctorates and are employed by research universities have higher levels of research productivity. While 46% of the CLS faculty hold doctorates and 50% are tenured, 42% of all CLS faculty members have not published a research paper or abstract since 1990. Conversely, faculty in some non-research institutions may not be expected to participate in such scholarly activities. On the other hand, 23% of the faculty responding had published six or more articles or abstracts since 1990, 46% were successful in obtaining external funding, and 15% of faculty members had been awarded grants larger than $100,000. CONCLUSIONS: The top 10% of clinical laboratory science faculty researchers are performing approximately one-half of all scholarly activities. The top fifteen research programs in CLS are identified, and not surprisingly, are located in research universities. In the past decade, and generally speaking, CLS faculty have made progress in scholarship including highest degree obtained, publications, presentations, and grantsmanship.     

The rural rotation in a medical technology program: a ten-year retrospective study.

OBJECTIVE: This study evaluated the effectiveness of a rural rotation as a tool to recruit medical technology program graduates to medically underserved areas. DESIGN: A paper survey was distributed to all 1994 - 2003 graduates of the West Virginia University Medical Technology Program. SETTING: The survey was mailed to the graduates' homes. PATIENTS OR OTHER PARTICIPANTS: Ninety-four of the two hundred six surveys were returned for a response rate of 45.6%. INTERVENTIONS: Surveys were mailed in January 2004. MAIN OUTCOME MEASURES: Responses to questions regarding choice of site for rural rotation, whether or not a job was offered at the rural site, and whether the graduate subsequently worked at a rural site were tabulated. Responses to questions concerning whether the rotation helped the respondent to appreciate the needs of rural health facilities and whether the rotation resulted in a greater interest in working in a rural area were tabulated. Responses were also tabulated for questions about the value of the rural rotation to the respondent's education and whether the rural rotation was recommended for future students. RESULTS: Of respondents, 70.2% chose their rural rotation sites due to proximity to their homes and 38.3% were offered jobs at their rural rotation sites. 50% of all respondents subsequently worked at a rural site. Of respondents, 73.4% indicated strong agreement that the rotation helped them appreciate the needs of the rural facility, and 37.2% indicated agreement with becoming more interested in working at a rural site. Of respondents, 65% indicated that the rural rotation was beneficial and that they would recommend it to future students. CONCLUSION: Results of the survey suggest that a prior rural affinity is a factor associated with selection of rural sites for medical technology program graduates. The survey results also suggest that a rural rotation during medical technology education is beneficial to individuals, including those who elect not to go to rural sites after graduation. ABBREVIATIONS: Health professions shortage areas (HPSAs) nurse practitioners (NP) medically underserved areas (MUAs) West Virginia Rural Health Education Partnerships (WVRHEP).     

Graduate Education in Public Health Nursing: Evaluation and Recommendations

A survey was conducted of graduates of ten public health nursing master's degree programs that support the aggregate approach to public health nursing. Topics included activities related to the aggregate focus, demographic and employment characteristics, job satisfaction, and reasons for selecting positions. There was a high level of employment among the respondents, and they tended to be satisfied with their jobs. They worked in diverse settings and held positions ranging from staff nurse to top administrator. Although the graduates performed aggregate focus activities in any setting, there were differences in level of performance among persons in the different types of positions. Based on analysis of the data, recommendations are made in areas of graduate programs, graduates, and employers and communities.     

Factors Affecting Physiotherapy Graduate Job Selection

A study was conducted into the factors influencing new physiotherapy graduates when choosing their first post. Questionnaires were sent to all 108 final-year students from the five schools in north-east England. The overall response rate was 72.5%. The factors of major influence on job choice were: attitudes of potential superiors, in-service training, attitudes of potential colleagues and post-registration resources. A high degree of concordance was shown between respondents. This study may serve to high-light some of the current recruitment issues.