HSPA VIEWPOINT
Travel advisory: traveling techs changing face of SPD
by David Taylor III, MSN, RN, CNOR A
major disruption in America’s labor force happened at the height of the pandemic, with an estimated 50 million workers leaving their jobs. So many workers quit that it has been referred to as the great resignation.1 Whether it was to search for better work-life-balance, greater flexibility, increased compensation, or improved work culture, it certainly left gaps in many industries—including healthcare and Sterile Processing. Interestingly, corporate profi ts are at an all-time high, outpacing labor costs and leaving frontline workers’ wages waning in comparison.2
Numerous studies have been
published about the shortages of medical professionals (mostly, registered nurses and physicians), but little is being reported on the shortage of allied healthcare professionals. A survey conducted by AMN Healthcare revealed that 85% of the facilities surveyed are experiencing shortages in this category.3 The Bureau of Labor Statistics has predicted that by 2029 there will be a need for over 70,000 [SP] technicians.4
Although SP has made more headlines in recent years due to patient safety risks and even infections associated with improperly processed medical instrumentation, it has been my experience as a healthcare consul- tant that not enough healthcare organiza- tions are doing what they should to improve the working conditions, environment and culture of their SPDs. Inadequate staffi ng, outdated equipment, limited device inven- tories to safely meet procedural demands, cramped workspaces, and pay that isn’t com- mensurate with the diffi cult roles and duties for which SP technicians are responsible are all-too-common occurrences. The risks are real—not only for those working in the SPD but also for the healthcare customers and patients they serve.
SP leaders nationally are tasked with engaging their workforce while retaining high-quality, skilled and, ideally, certifi ed technicians. On average, SP technicians earn between $16 and $21 per hour, although edu- cation level, experience and certifi cations held can play into the equation.5
Of course, the
state and region where one works also affect pay.6
In comparison, traveling SP technicians
make $62,336 on average nationally, and some salaries top $91,000.7
As a result of
more traveling technicians, many facilities seeking full-time, non-traveling technicians have had to hire inexperienced employees who require focused training, onboarding and mentoring before they can confi dently and competently step into the role. Personally, I have witnessed healthcare organizations being reticent to move sala- ries above market-wage averages or provide compensation incentives such as retention or hiring bonuses or even modest monetary increases for those who hold certifi cations. In one instance, I worked for a client organi- zation that lost four tenured SP profession- als in a single day because the organization refused to review technicians’ compensation and consider increases based on their deep experience, contributions, and commitment to quality and professionalism. Six weeks later, those same employees returned to the facility as traveling technicians—at far higher compensation. Higher compensation isn’t the only lure for traveling technicians. It can also create excit- ing personal and professional opportunities, allowing employees to see different areas of the country, explore a variety of healthcare settings, experience how other organiza- tions apply best practices, and more. One technician I worked with recently shared how she had never been on an airplane or even traveled out of her home state. Now, having worked three years as a traveling technician, she has experienced fi ve states and seen things she only read about previ- ously. Another experienced, full-time trav- eling technician and empty-nester sold her home and now says she is saving well for her retirement because she is living comfortably in hotels and has her vehicle and meal costs covered by the hospitals that employ her.
Hospitals must do better Healthcare organizations should take note of the employment shifts and how a growing lack of interest in full-time, non-traveling, low-compensation healthcare positions can jeopardize patient safety and customer ser- vice outcomes. Traveling technicians can cer- tainly be quality contributors to the existing
44 June 2023 • HEALTHCARE PURCHASING NEWS •
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SP team, but they require the same onboard- ing, training and attention as any other new employee; what they may have done in previ- ous facilities may not align with the existing facility’s policies and procedures, or even the latest industry standards. Likewise, it is essential that traveling SP technicians are viewed as a traditional mem- ber of the team, and encouraged to identify any questionable practices that may coun- ter instructions for use, standards, and guidelines. Over time, travelers will have experienced many different departments and, possibly, ways of doing things, so their knowledge and input should be solicited and celebrated just like full-time, non-traveling employees. Above all, every employee—full- time, traveling or otherwise—must be care- fully vetted and observed to ensure they are following appropriate policies and practices. There are times when hiring travel- ing technicians is a necessary and viable approach to fi lling staffi ng gaps, but I advo- cate for temporary contracts and a greater emphasis on establishing better hiring and retention strategies to attract and keep more full-time, skilled employees. SP technicians play a vital role in patient care, infection prevention, and other positive outcomes. It is time healthcare organizations look closely at the compensation and employment offer- ings being provided for SP professionals and ensure that the SPD culture and envi- ronment meet the needs of today’s quality- focused, experienced, and professional SP technicians and leaders. HPN
References:
1.
https://www.cnbc.com/2023/02/01/why-2022-was-the-
real-year-of-the-great-resignation.html
2.
https://www.epi.org/blog/corporate-profi ts-have-contribut- ed-disproportionately-to-infl ation-how-should-policymakers- respond/
3.
https://www.amnhealthcare.com/amn-insights/surveys/ survey-2021-temporary-allied-staffi ng-trends/
4.
https://www.careerwatch.co/blog/sterile-processing- tech#:~:text=The%20Bureau%20of%20Labor%20Sta- tistics%20predicts%20that%20by%202029%2C%20 there,will%20be%20a%2013%2C252%20increase!
5.
https://www.salary.com/research/salary/alternate/sterile- supply-processing-technician-hourly-wages
6.
https://www.herzing.edu/salary/sterile-processing- technician
7.
https://www.ziprecruiter.com/Salaries/Sterile-Processing- Technician-Travel-Salary
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