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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