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ISSUE: RECRUITMENT OF RADIOLOGY THERAPY TECHNOLOGISTS
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ISSUE: RECRUITMENT OF RADIOLOGY THERAPY TECHNOLOGISTS

Recent turnover of Radiation Therapy Technologists has left the Division understaffed by 33%. Three of nine staff technologist positions are currently vacant. Filling these vacancies poses a dilemma in that a severe nationwide shortage exists, precluding effective recruitment of experienced Radiation Therapy Technologists. Repeated recruiting efforts have not been successful. The more promising pool of Radiation Therapy Technologists exists within Radiology schools, one of which is in session at the University of Virginia. As graduation approaches, these UVa-trained Radiation Therapy Technologists will be approached by various medical centers, who may be in a position to offer higher starting salaries or recruiting bonuses.

PROPOSED SOLUTION:

Most recruiting bonuses are paid at or after employment commences. We are recommending that we secure a commitment from our students before other offers are presented, by offering our four students a recruiting incentive of $2,000 each, payable immediately, in exchange for a written commitment that each will work for UVa for one year, commencing no later than September 1, 1990. Further, as it is anticipated that shortages may exist in other areas of Radiology, a lesser recruiting bonus of $1,000 should be offered to other students, enrolled in our school, for a similar one year commitment. We believe that by providing students the recruiting incentive immediately, we will accelerate the conventional recruiting period and beat our competition.

Plans are underway to redesign the stipend-scholarship employment provisions and requirements for future students who are enrolled in our medical center based schools.



ISSUE: RETENTION OF EXISTING RADIATION THERAPY TECHNOLOGISTS

Labor market survey data from our Fall 1989 survey indicate that for Radiation Therapy Technologists, UVa's ranges trail the market by 9% at the minimum and by 13% at the maximum, with average salaries down by over 6%.

PROPOSED SOLUTION:

To retain the present staff, it is recommended that they be given an increase of 6.0% effective February 1, 1990



ISSUE: STAFFING EVENING AND NIGHT SHIFTS IN THE DIAGNOSTIC DIVISION

A major issue of dissatisfaction in the Diagnostic Division including CT Scan and MRI, is that of the technologists having to rotate shifts. Year to date, 8 vacancies have occurred, reportedly due largely to the dissatisfaction of rotating shifts.

PROPOSED SOLUTION:

To resolve the issue and prevent future turnover, it is recommended that the practice of rotating shifts be abolished, and that permanent shift assignments be made. As an incentive for Diagnostic Technologists, including CT Scan and MRI, to work evening and night shifts, it is recommended that an extra $1.00 per hour shift differential be added to existing shift differential rates. A $1.00 add-on was successful previously in Nursing when the need arose to encourage off-shift work.



IMPLEMENTATION COSTS

    (1) RECRUITMENT INCENTIVES OR BONUSES FOR CURRENT RADIATION THERAPY TECHNOLOGIST STUDENTS

  • (4) students x $2,000 incentive = $8,000.

    (2) 6.% INCREASE APPLIED TO:

            
    OLD RATES  PROPOSED RATES 
    Class  Min  Max  Min  Max 
    Rad.Therapy Tech  22,370  30,557  23,712  32,390 
    Rad.Therapy Tech Sr.  24,458  33,407  25,925  35,411 
    Rad.Dosimetrist  24,458  33,407  25,925  35,411 
    Rad.Ther.Asst.Chief  26,745  36,517  28,350  38,708 
    Rad.Therapy Chief  29,230  39,935  30,984  42,331 
    Annualized Cost = $25,027.00 (Includes salary plus fringe benefits) 
  • (3) INCREASE TO SHIFT DIFFERENTIAL

  • Shift differential increase of $1.00 per hour for the Diagnostic Division.
  •        
    SHIFT  OLD RATES  NEW RATES 
    week day evening  1.25  2.25 
    week day night  1.50  2.50 
    weekend day  .75  1.75 
    weekend evening  1.75  2.75 
    weekend night  2.25  3.25 
    Annualized cost = $38,000