Special Report - National Society for Histotechnology

Transcription

Special Report
The American Society for Clinical Pathology’s
2013 Wage Survey of Clinical Laboratories
in the United States
Edna Garcia, MPH,1* Patrick B. Fisher, MA2
Since 1988, the American Society for Clinical Pathology
(ASCP) has conducted its surveys to determine the extent
and distribution of workforce shortages within the nation’s
clinical laboratories. This confidential survey has been
administered every 2 years and has served as the primary
source of information for academic, government, and industry labor analysts. Results from past surveys show that
DOI: 10.1309/LMWO4E34BQGHZXGM
Keywords
Wage survey, CME, laboratory workforce, certification, technologists,
taskforce on workforce
Abbreviations
ASCP, American Society for Clinical Pathology; ASCP BOC, American
Society for Clinical Pathology Board of Certification; US, United
States; AABB, American Association of Blood Banks; AACC, American
Association for Clinical Chemistry; AAPA, American Association of
Pathologists’ Assistants; AMT, American Medical Technologists;
ASCLS, American Society for Clinical Laboratory Science; ASC,
American Society of Cytopathology; ASCT, American Society for
Cytotechnology; ASM, American Society for Microbiology; CLMA,
Clinical Laboratory Management Association; CCCLW, Coordinating
Council on the Clinical Laboratory Workforce; NSH, National Society
for Histotechnology; ARUP, Associated Regional and University
Pathologists; LabCorp, Laboratory Corporation of America; NAACLS,
National Accrediting Agency for Clinical Laboratory Sciences; CAAHEP,
Commission on Accreditation of Allied Health Education Programs; VA,
Veterans Administration; VHA, Veterans Health Administration; CTs,
cytotechnologists; HTs, histotechnicians; HTLs, histotechnologists;
MTs/MLSs/CLSs, medical technologists/medical laboratory scientists/
clinical laboratory scientists; PAs, pathologists’ assistants; LAs, laboratory asssistants; MLT/CLTs, medical laboratory technicians/clinical
laboratory technicians; PBTs, phlebotomists; SBBs, specialists in blood
banking; STEM, science, technology, engineering, and mathematics;
CGs, cytogenetic technologists; NS, not significant; NA, not applicable;
MBs, molecular biologists.
ASCP Institute of Science, Technology & Policy, Washington DC
ASCP Board of Certification, Chicago, IL
1
2
*To whom correspondence should be addressed.
E-mail: [email protected]
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laboratory medicine is a rapidly evolving field. Although
ASCP recognizes the importance of continuity, each time
the Wage and Vacancy Survey is administered represents
an opportunity to improve its methodology to collect the
most current relevant data while maximizing survey participation. The survey has evolved in response to changes
within the field of laboratory medicine. New questions
were added to the 2013 survey to examine some of the
factors that affect wage and vacancy rates. ASCP continues to gather questions, comments, and suggestions
from our members regarding laboratory medicine with the
goal of addressing them through this important survey.
The results of this survey will also serve as a starting point
for futher studies of the laboratory workforce by using the
current data collected to conduct in-depth surveys for the
purpose of recruitment, retention, education, marketing,
certification, and advocacy.
Methodology
The 2013 Wage Survey was conducted through collaboration between ASCP’s Institute of Science, Technology, and
Policy in Washington, DC and its Board of Certification
(ASCP BOC) in Chicago, IL. Select ASCP members who
work in the field of laboratory medicine were recruited to
review the survey questions and initial findings. Partner
organizations were also invited to participate in completing the survey to identify a broader range of current issues facing the laboratory workforce. Electronic survey
invitations were sent on March 11, 2013 via Key Survey
(an online survey vendor). The survey was closed on April
1, 2013. To maximize survey response, this survey used
snowball sampling, in which respondents were asked to
forward the invitation e-mail to other individuals who are
currently practicing in the field. ASCP also collected information on those who were disqualified from this year’s
wage survey for future research studies.
Fall 2013 | Volume 44, Number 4 Lab Medicine e97
Special Report
The majority of the initial e-mail recipient list, derived from
ASCP database, included:
• Individuals within the United States (US) and/or US
Territories who currently have a certification through
ASCP BOC
• Individuals within the US and/or US Territories who
currently do not hold certification through ASCP BOC
• Individuals who have taken relevant continuing
medical education (CME) coursework through ASCP
• Individuals who have participated in relevant CME
coursework but are not ASCP BOC certified
ASCP also requested participation from the following entities by allowing the wage survey link to be posted on their
web sites and distributed to their members:
• AABB (formerly the American Association of Blood
Banks)
• American Association for Clinical Chemistry (AACC)
• American Association of Pathologists’ Assistants
(AAPA)
• American Medical Technologists (AMT)
• American Society for Clinical Laboratory Science
(ASCLS)
• American Society of Cytopathology (ASC)
• American Society for Cytotechnology (ASCT)
• American Society for Microbiology (ASM)
• Clinical Laboratory Management Association (CLMA)
• Coordinating Council on the Clinical Laboratory
Workforce (CCCLW)
• National Society for Histotechnology (NSH)
• Associated Regional and University Pathologists
(ARUP) Laboratories
• Laboratory Corporation of America (LabCorp)
• Quest Diagnostics
Organizations in bold did not participate in the 2013
Wage survey.
The 2013 Wage Survey sought to collect staff-, lead-,
supervisor/manager–, and laboratory director–level data
on the following clinical laboratory occupations:
• Cytogenetic technologist (CG)
• Cytotechnologist (CT)
• Histotechnician (HT)
• Histotechnologist (HTL)
• Laboratory assistant (LA)
• Medical laboratory technician/clinical laboratory
technician (MLT/CLT)
e98 Lab Medicine Fall 2013 | Volume 44, Number 4
• Medical technologist/medical laboratory scientist/
clinical laboratory scientist (MT/MLS/CLS)
• Molecular biologist (MB)
• Pathologists’ assistant (PA)
• Phlebotomist (PBT)
• Specialist in blood banking (SBB)
Clinical laboratory occupations that were newly surveyed this year are shown in bold.
This year’s wage survey collected data on wages per clinical
laboratory occupation included in the survey, wages by facility and institution, and certification. New questions added
involved licensure, training sites, wages by state, union representation, and age of respondents. To further the scope
of this survey, ASCP will use its newly acquired geographic
information systems (GIS) software along with the wage
survey dataset to examine the laboratory workforce not only
by state but by regions within states. Doing so will provide a
more thorough view of the workforce climate.
Findings
A total of 13,108 responses were received to this year’s
wage survey. Table 1 details the total number of respondents by occupational title and level. Figure 1 shows
the percentage distribution of all survey respondents.
The following top 10 states provided most of the survey
responses: Texas (7.9%), California (5.7%), Ohio (4.7%),
Minnesota (4.5%), Illinois (4.0%), New York (4.0%), Florida
(4.0%), Pennsylvania (3.8%), Wisconsin (3.6%), and North
Carolina (3.4%). Results indicated that most laboratory
personnel held more than one clinical laboratory position;
some MT/MLS/CLS staff work as many as 3 jobs within the
clinical laboratory field.
Most laboratory professionals who responded to the survey have full-time permanent positions (87.3%), followed by
part-time (8.8%); PRN (pro re nata, which is Latin for “when
necessary”); on call, as needed (1.7%); per diem (1.2%); and
full-time/temporary contract (0.9%) (Figure 2). Staff- and
lead-level respondents indicated that they work, on average,
36 to 40 hours per week in the laboratory. Higher-level laboratory personnel, such as supervisors/managers and directors, work between 31 and 50 hours on average per week.
The average age of laboratory personnel is 44.3 years.
Most of the participants (70.6%) indicated that they had received their clinical training from National Accrediting Agency
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Table 1. Total No. of Responses by Occupational Title and Level
Occupational Level. No.
Occupational Title
Staff
Lead
Supervisor/Manager Laboratory Director
CG 263103 72 0
CT 34186 133 3
HT 35485 149 3
HTL 16471 121 5
LA 12313 7 0
MLT/CLT1459 181
124
5
MT/CLS/MLS4379
1025
1329
238
MB5720 26 0
PA 14841 33 0
PBT 44958 25 0
SBB34 38 100 8
Other140 105 298 99
Total 79111826 2417 361
Other
Total
17 455
14 577
26 617
15 376
7 150
31
1800
218
7189
4 107
10 232
44 576
20200
187829
593 13,108
CG, cytogenetic technologist; CT, cytotechnologist; HT, histotechnician; HTL, histotechnologist; LA, laboratory assistant; MLT/CLT, medical laboratory technician/clinical
laboratory technician; MT/CLS/MLS, medical technologist/clinical laboratory scientist/medical laboratory scientist; MB, molecular biologist; PA, pathologists’ assistant; PBT,
phlebotomist; SBB, specialist in blood banking.
60%
54.8%
50%
Distribution
40%
30%
20%
4.4%
3.5%
2.9%
1.8%
1.5%
1.1%
Figure 1
SB
PA
H
TL
G
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PB
T
T
C
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th
O
LT
C
LT
/
0.8%
M
M
T/
C
LS
/M
LS
0%
B
4.4%
M
4.7%
LA
6.3%
B
13.7%
10%
Occupation
Percentage distribution of all survey respondents. MT/CLS/MLS indicates medical technologist/clinical laboratory scientist/medical
laboratory scientist; MLT/CLT, medical laboratory technician/clinical laboratory technician; HT, histotechnician; CT, cytotechnologist;
PBT, phlebotomist; CG, cytogenetic technologist; HTL, histotechnologist; PA, pathologists’ assistant; SBB, specialist in blood banking;
LA, laboratory assistant; MB, molecular biologist.
for Clinical Laboratory Sciences (NAACLS)/Commission
on Accreditation of Allied Health Education Programs
(CAAHEP)–accredited or –approved training program,
whereas 23.4% selected “on-the-job training,” 4.6% selected “other,” and 1.3% selected “don’t know.” The survey
sought information on the type of facility in which a participant is employed. Over half of the respondents worked
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in laboratories serving hospitals with >100 beds, 8.2%
worked in reference laboratories, and 0.2% stated that
they are employed by a retail laboratory (Figure 3). Respondents are employed at academic, community-based,
government (local, state, or federal), nonprofit, military
(Veterans Administration [VA] or Veterans Health Administration [VHA]), private industry, and reference institutions.
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1.2%
Figure 2
8.8%
Percentage distribution of all survey respondents by employment
status. PRN indicates pro re nata (Latin for “as needed”).
1.7%
0.9%
87.3%
Facility Type/Characteristic
Full-time permanent
Full-time temporary/contract
Part-time
Per diem
PRN, on call, as needed
0.2%
1.1%
1.4%
1.9%
2.8%
3.5%
3.7%
4.6%
4.6%
Retail laboratory–Direct to Consumer
Public health Laboratory
Blood Center
Pathologist’s Laboratory
Private Laboratory
Academic Institution
Other
Outpatient Clinic Laboratory
Physician’s Office Laboratory
Reference or Independent Laboratory
Hospital with < 100 Beds
Hospital with 300-499Beds
Hospital with > 500 Beds
Hospital with 100-299 Beds
8.2%
13.4%
15.6%
17.4%
21.7%
0
Figure 3
5
10
15
20
25
Percentage of Employees
Percentage of employees by facility.
Those whose occupation did not fall into any given categories were asked to choose the “Other” option.
Differential pay for evening, nights, or weekend shifts is
most common in hospitals with 100 to 299 beds and in
nonprofit institutions; it is least common in public health
laboratories and military organization (such as the VA and
VHA) (Figures 4 & 5). Special rates for employees with
on-call or PRN status are found mostly in reference and
independent laboratories and nonprofit institutions and
found least in private laboratories and private industry
(Figures 6 & 7). Data show that more than 55% of each
institution in the survey (academic, community-based,
government [local, state, or federal], nonprofit, military [VA
or VHA], private industry, and reference) offers premium
pay for overtime, holiday, and weekend work; pension and
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Special Report
13.0%
26.0%
Private Laboratory
Other
Blood Center
46.1%
53.1%
53.3%
53.7%
54.2%
66.1%
73.1%
84.3%
90.1%
92.2%
93.2%
95.6%
0
20
40
60
80
100
120
Percentage
Figure 4
Percentage of facilities offering differential pay for evening, nights, or weekend shifts, by facility type/characteristics.
21.2%
Military, VA, or VHA
28.5%
Private Industry
29.4%
Facility Type
Reference
Government (Local, State, or Federal)
36.4%
Other
36.4%
45.0%
Community-Based
Academic
46.7%
Nonprofit
46.8%
0
5
10
15
20
25
30
35
40
45
50
Percentage
Figure 5
Percentage of facilities offering differential pay for evening, nights, and weekend shifts, by institution type. VA indicates Veterans
Administration; VHA, Veterans Health Administration.
11.2%
Private Laboratory
Other
Blood Center
16.4%
17.1%
26.4%
28.1%
30.1%
30.5%
35.0%
37.1%
44.9%
46.6%
47.2%
54.7%
62.7%
0
Figure 6
10
20
30
40
50
60
70
Percentage
Percentage of facilities offering special rate for employees with “on-call” or PRN status, by facility type/characteristic.
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60.6%
Private Industry
64.7%
Government (Local, State, or Federal)
66.5%
Facility Type
Other
76.0%
Reference
Military, VA, or VHA
78.4%
Academic
78.1%
87.1%
Community-Based
92.4%
Nonprofit
0
10
20
30
40
50
60
70
80
90
100
Percentage
Figure 7
Percentage of facilities offering a special rate for employees with on-call or PRN (pro re nata, Latin for “when necessary”) status, by
institution type. VA indicates Veterans Administration; VHA, Veterans Health Administration.
25
Licensed Respondants (%)
21.5%
20
18.7%
15.2%
30%
11.7%
10
7.2%
6.4%
5.1%
5
3.7%
3.0%
2.3%
2.2%
1.5%
1.4%
i
ai
aw
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to
H
ic
o
nd
er
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la
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ho
de
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ta
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ak
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irg
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tV
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rid
ss
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a
k
Fl
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Yo
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ew
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ifo
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ia
0
Licensure State/Territory
Figure 8
Licensed respondents currently working as laboratory professionals, by state.
retirement benefits; and medical and dental benefits. Academic institutions commonly offer tuition assistance and
continuing education. Nonprofits often pay for continuing
education as a benefit.
on laboratory professionals in states and territories that
require licensure: California, Florida, Georgia, Hawaii, Louisiana, Montana, Nevada, New York, North Dakota, Rhode
Island, Tennessee, West Virginia, and Puerto Rico.
Twenty-five percent of all respondents are licensed by the
state in which they currently work as a laboratory professional. Those licensed came mostly from California and
least from Hawaii (Figure 8). The survey gathered data
Union representation of laboratory professionals is most
common in New York (26.8%), Washington (24.9%), California (22.7%), Oregon (19.1%), Wisconsin (10.1%), Minnesota
(9.5%), Michigan (9.9%), Massachusetts (8.8%), and Texas
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60
Staff
Lead
Supervisor/manager
Laboratory director
40
$28.07
$32.11
$34.44
$48.74
$15.60
$16.71
$26.96
M
$46.32
$27.13
$30.81
$32.82
$36.18
LS
$20.49
$22.38
$22.60
$16.03
$26.63
$28.76
$32.41
10
$23.96
$26.81
$31.29
20
$31.45
$35.20
$37.09
30
$28.63
$32.22
$39.35
Average Hourly Wages ($)
50
SB
B
PB
T
PA
/M
M
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LT
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LA
TL
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0
Occupational Title
Figure 9
Average hourly wage for laboratory staff, lead, supervisor/manager, and director positions, per occupational title. Sample sizes for some
occupational levels were less than 30 (n <30) and did not allow for statistically significant comparisons. CG indicates cytogenetic technologist; CT, cytotechnologist; HT, histotechnician; HTL, histotechnologist; LA, laboratory assistant; MLT/CLT, medical laboratory technician/clinical laboratory technician; MT/CLS/MLS, medical technologist/clinical laboratory scientist/medical laboratory scientist; MB,
molecular biologist; PA, pathologists’ assistant;. PBT, phlebotomist; SBB, specialist in blood banking.
(3.0%). Overall, 7.5% of respondents reported being represented by a union at their place of employment.
Although this survey excluded clinical educators and those
not actively working in a clinical laboratory, consideration
was given to whether a separate survey would be needed
for that group. Of the respondents not currently working in
a clinical laboratory, 8.9% are clinical laboratory educators,
9.2% are retired, 19.1% are unemployed, and 22.1% work
in a laboratory related industry; 40.7% chose the “other”
option.
Cytogenetic Technologists
The national average hourly wage for staff-level cytogenetic
technologists (CGs) is $28.63 (SD, $6.85; Figure 9). Reference and independent laboratories pay a higher hourly
wage of $28.45, compared with hospitals with more than
500 beds, at $27.33. (The overall sample size [n <30] for this
occupational level was too small for meaningful statistical
analysis of pay rates by all facilities surveyed. Therefore,
only reference laboratories, independent laboratories, and
hospitals with > 500 beds are reported.) Private industry
appears to pay an average hourly wage of $29.83, which
is higher than the national rate. The hourly compensation
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Table 2. Average Hourly Wage by Occupational
Title of Certified vs Noncertified Respondents
Average Hourly Wage
Occupational Title
Certified
Noncertified
CG
$30.36NSa
CT
$32.81NSa
HT
$26.09$24.48
HTL
$28.40NSa
LA
$16.52$16.00
MLT/CLT $20.88$19.89
MT/MLS/CLS$28.39 $28.23
PBT
$16.08$13.91
SBB
$31.91NSa
CG, cytogenetic technologist; CT, cytotechnologist; HT, histotechnician; HTL,
histotechnologist; LA, laboratory assistant; MLT/CLT, medical laboratory
technician/clinical laboratory technician; MT/MLS/CLS, medical technologist/
medical laboratory scientist/clinical laboratory scientist; PBT, phlebotomist, SBB,
specialist in blood banking; NA, not applicable. NS, not significant;
a
Sample size was less than 30 (n <30) and did not allow for statistically
significant comparisons.
offered by nonprofit institutions is $28.23; academic institutions pay $26.93 hourly. The sample size of less than 30
for CGs who are not certified did not allow for statistically
significant comparisons (Tables 2 & 3). The average annual
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Table 3. Average Hourly Wage for Laboratory
Staff by Certification Designation
Average Hourly Wage
Occupational Title
Certified
Noncertified
CG
$28.93NSa
CT
$31.40NSa
HT
$23.94$24.13
HTL
$26.86NSa
LA
$16.09$15.88
MLT/CLT $20.55$19.44
MT/MLS/CLS$27.13 $27.00
PBT
$15.93$13.87
SBB
$28.07NAb
CG, cytogenetic technologist; NS, not significant; CT, cytotechnologist; HT,
histotechnician; HTL, histotechnologist; LA, laboratory assistant; MLT/CLT,
medical laboratory technician/clinical laboratory technician; MT/MLS/CLS,
medical technologist/medical laboratory scientist/clinical laboratory scientist; PBT,
phlebotomist, SBB, specialist in blood banking; NA, not applicable.
a
Sample size was less than 30 (n <30) and did not allow for statistically
b
All SBB respondents are certified.
Table 4. Average Annual Wages of CGsa
CG Job-Level Designation
Average Annual Wage
Staff$59,530
Lead$69,098
Supervisor/Manager$81,847
CG, cytogenetic technologist.
a
Some annual wages listed were made equivalent to a full-time salary.
Table 5. Average Annual Wages of CTsa
CT Job-Level Designation
Average Annual Wage
Staff$64,416
Lead$73,216
CT, cytotechnologist.
a
wages of CGs by job level are listed in Table 4. All (100%)
of the CG respondents who are certified had received
their certification from ASCP Board of Certification
(ASCP BOC).
Lead CGs earn an average hourly wage of $33.22 (SD,
$7.53; Figure 9); all our lead-CG respondents report that
they are certified and that they make this hourly wage.
Supervisor/manager-level CGs are paid an average hourly
rate of $39.35 (SD, $8.78; Figure 9).
On average, staff-level CGs are aged 39.2 years compared
with aged 43.2 years and 46.3 years for leads and supervisors, respectively (Figures 10-12). Further analysis of wage
data by facilities and institution could not be performed for
lead CGs and supervisors/managers because the results
would be rendered statistically insignificant (n <30). Certification data for supervisors/managers were also too small
for statistically significant analysis.
Cytotechnologists
Staff-level cytotechnologists (CT) are paid an average hourly wage of $31.45 (SD, $6.18; Figure 9). Pay
rates per hour are highest in reference and independent
laboratories and hospitals with more than 500 beds, at
$32.82 and $31.04, respectively. The facilities providing
lowest hourly pay for staff-level CTs are hospitals with
300 to 499 beds ($30.80) and hospital with 100 to 299
beds ($29.47). The overall sample size (n <30) for this occupational level was too small for meaningful statistical
analysis of pay rates by all facilities surveyed. Therefore,
we report data from only certain facilities. Academic institutions show a higher hourly pay rate compared to the
national average, at $32.74. Staff-level CTs earn an average hourly rate of $32.23 at private industries, $31.12 at
nonprofit institutions, and $29.56 at community-based
institutions. The sample size constraints also prevented
further analysis of wage rate differences in certification of
CTs (Tables 2 & 3). All (100%) of the CT respondents who
are certified had earned their certifications from ASCP
BOC.
Lead CTs earn an average hourly wage of $35.20 (SD,
$6.12; Figure 9). All of the lead CTs who participated in the
survey are certified and earn $35.20 per hour.
The average hourly wage for CT supervisors/managers is
$37.09 (SD, $8.12; Figure 9). Due to sample-size (n <30),
we could not perform wage analysis of the different certification held by individuals. The average annual wages of
CT by job level is shown in Table 5.
According to survey results, staff-level CTs have an
average age of 43.2 years. Lead CTs appear to be the
oldest group among all of the occupational titles, at an
average age of 50.3 years. Supervisors, on average, are
aged 49.6 years (Figures 10-12). The overall sample
sizes (n <30) of CT leads and supervisors were too small
for meaningful statistical analysis of pay rates by facility
and institution.
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50
47.0
45
43.2
43.0
42.7
42.0
41.9
40
41.1
40.1
39.2
37.7
Age (y)
35
36.0
30
25
20
15
10
5
B
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Occupational Title
Figure 10
Average age of staff by occupational title. SBB indicates specialist in blood banking; CT, cytotechnologist; LA, laboratory assistant; HT,
histotechnician; MT/CLS/MLS, medical technologist/clinical laboratory scientist/medical laboratory scientist; HTL, histotechnologist;
PBT, phlebotomist; MLT/CLT, medical laboratory technician/clinical laboratory technician; CG, cytogenetic technologist; PA, pathologists’ assistant; MB, molecular biologist.
50.3
48.4
46.5
45.4
44.4
43.6
43.3
43.2
C
50
LT
60
Age (y)
40
40.4
30
20
10
Figure 11
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T
PA
C
M
LT
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H
PB
TL
T
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/
M
H
LS
B
SB
C
T
0
Occupational Title
Average age of leads by occupational title. CT indicates cytotechnologist; SBB, specialist in blood banking; MT/CLS/MLS, medical
technologist/clinical laboratory scientist/medical laboratory scientist; HT, histotechnician; HTL, histotechnologist; PBT, phlebotomist;
MLT/CLT, medical laboratory technician/clinical laboratory technician; CG, cytogenetic technologist; PA, pathologists’ assistant.
Histotechnicians
The national average hourly wage for staff-level histotechnicians (HTs) is $23.96 (SD, $5.09; Figure 9). Pay rates
among the laboratory facilities surveyed are comparable
except for reference and independent laboratories, which
provide HTs with the highest hourly wage of $24.38. The
overall sample size (n <30) for this occupational level was
too small for meaningful statistical analysis of pay rates
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by all facilities surveyed. Facilities with significant data but
comparable wages include hospitals with 100 to more than
500 beds (at between $23.50 and $24.00/hr).
Community-based institutions and private industries pay
staff-level HTs higher than the national hourly wage, at
$24.69 and $24.26, respectively. Nonprofit institutions,
however, pay below the national average, at $22.74 per
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52
50
49.7
49.6
49.6
48.7
Age (y)
48
48.0
47.1
46
46.3
43.2
44
42
40
PA
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38
Occupational Title
Figure 12
Average age of supervisors/managers by occupational title. SBB indicates specialist in blood banking; CT, cytotechnologist; MT/ CLS/
MLS, medical technologist/clinical laboratory scientist/medical laboratory scientist; HTL, histotechnologist; HT, histotechnician; MLT/
CLT, medical laboratory technician/clinical laboratory technician; CG, cytogenetic technologist; PA, pathologists’ assistant.
Table 6. Average Annual Wages of HTsa
Table 7. Average Annual Wages of HTLsa
HT Job-Level Designation
HTL Job-Level Designation
Average Annual Wage
Average Annual Wage
Staff$49,837
Lead$55,769
Staff$55,390
Lead$59,820
HTs, histotechnicians.
a
HTLs, histotechnologists.
a
hour. The overall sample size (n <30) for this occupational
level was too small for meaningful statistical analysis of
pay rates by all institutions surveyed.
Overall, certified HTs are paid an average hourly wage of
$26.09, whereas noncertified HTs are paid $24.48 hourly
(Table 2). Certified staff-level HTs earn $23.94 per hour,
whereas noncertified staff-level HTs earn an hourly wage
of $24.13 (Table 3). Although it appears that average hourly
wages for noncertified HTs are higher compared with those
of certified HTs, the low sample size of noncertified compared with certified individuals may have provided an inaccurate comparison. Of the HTs who reported that they are
certified, 99.9% had received their certification ASCP BOC
and 0.1% from American Medical Technologists (AMT).
Lead-level HTs are paid an average hourly rate of $26.81
(SD, $4.96). HT supervisors earn an average hourly rate of
$31.29 (SD, $7.94; Figure 9). The average annual wages of
HTs by job level are shown in Table 6.
The average age of staff HTs is 42.7 years. The average
age of lead HTs is 45.4 years and that of supervisors/
managers is 48.0 years (Figures 10-12). Analysis of wage
data by facilities, institutions, and certification for lead and
supervisors/managers was not performed because the
results would provide statistically insignificant values.
Histotechnologists
The average hourly wage for staff histotechnologists (HTL)
is $26.63 (SD, $5.98). HTL leads earn an average hourly
rate of $28.76 (SD, $6.11). Supervisor/manager HTLs are
paid an average hourly wage of $32.41 (SD, $6.60; Figure
9). The average annual wages of HTL, by job level, are
listed in Table 7.
Staff HTLs have an average age of 41.9 years. The
average ages of leads and supervisors are 44.5 and 48.8
years, respectively (Figures 10-12). All of the HTLs in
this survey are certified by ASCP BOC.
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$19.79
Hospital < 100 Beds
$20.23
Facility
Hospital 100-299 Beds
$20.47
Reference Laboratory or
Independent Laboratory
$20.68
Outpatient-Clinic Laboratory
$20.72
Hospital > 500 Beds
$20.78
$19.20
$20.85
$19.40
$19.60
$19.80
$20.00
$20.20
$20.40
$20.60
$20.80
$21.00
Hourly Wage
Figure 13
Average hourly wage for staff medical laboratory technician/clinical laboratory technician (MLT/CLT) by facility.
Results of the wage difference among laboratory facilities, institutions, and individuals with different certification
grades for HTLs (Tables 2 & 3) does not allow for statistically significant comparisons because the respondent
group for most of the facilities included in the survey had a
sample size of less than 30.
Table 8. Average Annual Wage of Staff-Level
LAs
LA Job-Level Designation
Average Annual Wage
Staff$33,342
LA, laboratory assistant.
Laboratory Assistants
On average, laboratory assistant (LA) staff members make
$16.03 per hour (SD, $3.52; Figure 9). Certified LAs are
paid an average hourly wage of $16.52 and noncertified
LAs are paid $16.00 hourly on average (Table 2). Certified
staff-level LAs earn an hourly average of $16.09, compared
with noncertified LAs, who make an average of $15.88
hourly (Table 3). The average annual wage for staff-level
LAs is listed in Table 8.
According to survey results, 96.3% of certified LAs earned
their certification from ASCP BOC. Staff LAs have an average age of 43.0 years (Figures 10-12).
Results of the wage difference between laboratory facilities
and institutions for LAs do not allow for statistically significant comparisons. For the same reasons, we could not
perform analysis of the national average wage and average
age for LA leads and supervisors.
Medical Laboratory Technicians (MLTs)/
Clinical Laboratory Technicians (CLTs)
The national average hourly wage for staff-level medical
laboratory technicians (MLTs)/clinical laboratory technicians
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(CLTs) is $20.49 (SD, $4.39; Figure 9). Pay rates are highest at hospitals with 300 to 499 beds, at $20.85 per hour,
and lowest at physician’s office laboratories, at $19.79 per
hour (Figure 13). The overall sample size (n <30) for this
occupational level was too small for meaningful statistical analysis of pay rates by all facilities surveyed. Another
facility with significant wage data was hospitals with less
than 100 beds: the average hourly wage was $22.79. Staff
MLTs/CLTs earn higher than the national hourly average
wage in academic institutions, at $21.66. Based on the
data we collected, hourly wages by institution type are as
follows: nonprofit institutions, $20.57; community-based,
$20.53; government (local, state, or federal), $20.00; and
private industry, $19.99. The overall sample size (n <30) for
certain occupational levels was too small for meaningful
statistical analysis of pay rates by all institutions surveyed.
Overall, certified MLTs/CLTs earn an average hourly wage
of $20.88 and noncertified MLTs/CLTs make an average
hourly wage of $19.89 (Table 2).
Staff-level MLTs/CLTs who are certified earn 5% more than
those who are not certified (Table 3). Of the MLTs/CLTs
Special Report
60,000
40,000
$52,585
$52,562
$51,535
$45,333
$45,289
$45,145
$44,789
$44,540
$44,157
$43,984
$42,723
$41,197
$41,144
$40,867
$40,394
$40,048
$39,094
$38,786
$38,466
$38,404
20,000
$36,887
30,000
$35,694
Annual Wage ($)
50,000
10,000
a
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State
Figure 14
Average annual salaries for medical laboratory technician/clinical laboratory technician (MLTs/CLSs) by state, from lowest- to highestpaying. Sample size was less than 30 (n <30) for the rest of the states and did not allow for statistically significant comparisons.
Table 9. Average Annual Wage for MLT/CLTa
MLT/CLT Job-Level Designation
Average Annual Wage
Staff$42,619
Lead$46,550
MLT/CLT, medical laboratory technicians/clinical laboratory technicians.
a
Some annual wages listed were made equivalent to the salary for a full-time
working position.
who reported that they are certified, 97.8% earned their
certification from ASCP BOC, 2.0% from the American
Medical Technologists (AMT), and 0.1% from the American
Association of Bioanalysts (AAB).
Lead MLTs/CLTs are paid an average hourly wage of
$22.38 (SD, $4.45; Figure 9). Hospitals with 100 to 299
beds have higher hourly rates, at $24.21, compared with
physician’s office laboratories, at $19.79 per hour. The
by all facilities surveyed. Facilities with significant data
for hourly-staff wage were hospitals with 300 to 499 beds
($15.16), outpatient clinic laboratories ($14.95), hospitals
with less than 100 beds ($14.30), and hospitals with more
than 500 beds ($14.27). Nonprofits pay an average hourly
wage of $22.84; community-based institutions pay $22.57
per hour on average; and private industries pay less
than the national average, at $21.75 per hour. The overall
sample size (n <30) for this occupational level was too
small for meaningful statistical analysis of pay rates by
all institutions surveyed. MLTs/CLTs supervisors/managers earn an average rate of $22.60 (SD, $5.58; Figure 9).
Average annual rates for MLTs/CLTs by job level can be
found in Table 9.
Geographically, MLTs/CLTs, regardless of position level,
are paid significantly higher wages in Massachusetts, New
Jersey, Washington, Pennsylvania, Illinois, Minnesota, Indiana, Michigan, Virginia, and Wisconsin (Figure 14). The
average age of staff MLTs/CLTs is 40.7 years. The age of
leads averages 43.3 years, and that of supervisors/managers averages 47.1 years (Figures 10-12). Georgia has
the youngest staff MLTs/CLTs, at an average of 37.9 years,
and the state of Washington has the oldest staff, at an
average of 45.3 years (Table 16).
Due to sample-size restrictions (n <30), we could not
perform statistical analysis of wage differences between
certification of leads, supervisors/managers, and directors. We also could not perform further analysis of wage
data by facility and institution for supervisors/managers
because the results would be rendered statistically insignificant (n <30).
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$24.20
Private Laboratory
$25.47
Hospital < 100 Beds
$25.53
Facility
Blood Center
$25.72
$27.21
Hospital > 500 Beds
$27.25
$27.25
$27.44
$27.55
$27.84
$22.00
$28.18
$23.00
$24.00
$25.00
$26.00
$27.00
$28.00
$29.00
Hourly Wage
Figure 15
Average hourly wage for staff medical technologist/medical laborary scientist/clinical laboratory scientist (MT/MLS/CLS) by facility.
Medical Technologists (MTs)/Medical
Laboratory Scientists (MLSs)/Clinical
Laboratory Scientists (CLSs)
Staff-level medical technologists (MTs)/medical laboratory
scientists (MLSs)/clinical laboratory scientists (CLSs) are
paid an average hourly rate of $27.13 (SD, $10.74; Figure 9).
Based on the statistically significant data collected, academic institutions provide the highest hourly pay, at $28.18,
for staff MTs/MLSs/CLSs; physician’s office laboratories
offer the lowest average hourly rate, at $24.20 (Figure 15).
The overall sample size (n <30) for this occupational level
was too small for meaningful statistical analysis of pay
rates by all facilities surveyed. Therefore, only some of the
facilities are reported.
One explanation why academic institutions provide high
compensation could be that, mostly, they hire laboratory
personnel with more-advanced degrees (for example,
bachelor’s degrees). The following institutions provide
an average hourly wage to staff MTs/MLSs/CLSs that
surpasses the national average: military (Veterans Administration [VA] or Veterans Health Administration [VHA]), at
$27.74; community-based ($27.37); reference ($27.30), and
nonprofit ($27.25). Government (local, state, or federal)
and private industry pay below the national hourly average, at $26.27 and $25.82, respectively. Certified MTs/
MLSs/CLSs are paid an average hourly wage of $28.39.
Noncertified MTs/MLSs/CLSs earn, on average, $28.23
per hour (Table 2).
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Certified staff level MTs/MLSs/CLSs earn, on average,
$27.13, whereas noncertified MTs/MLSs/CLSs make on
average $27.00 per hour (Table 3). Our data indicate that
94.6% of certified MTs/MLSs/CLSs received their certification from ASCP BOC, 4.7% from the American Medical
Technologist (AMT), and 0.7% from the American Association of Bioanalysts (AAB).
The average hourly wage for lead MTs/MLSs/CLSs is
$30.81 (SD, $20.75; Figure 9). Reference and independent laboratories pay a significantly high hourly rate for
lead MTs/MLSs/CLSs compared with all facilities surveyed, at $40.52. The facility providing the lowest pay is
the hospital with less than 100 beds, at $28.67 per hour
(Figure 16). The overall sample size (n <30) for this occupational level was too small for meaningful statistical
analysis of pay rates by all facilities surveyed. Facilities
with significant data for hourly staff wage were hospitals
with 300 to 499 beds ($15.16), outpatient clinic laboratories ($14.95), hospitals with less than 100 beds ($14.30),
and hospitals with more than 500 beds ($14.27). The average age of MT/MLS/CLS staff by state can be seen in
Table 10.
Private industries, academic institutions, and reference
institutions pay higher than the national average hourly
wage, at $34.52, $31.72, and $30.88, respectively. Types
of institutions that pay slightly lower than the national
hourly average are nonprofits ($30.44), government (local,
state, or federal; $30.02), and community-based ($29.70).
Special Report
Hospital < 100 Beds
$28.67
$29.90
Facility
$30.78
$30.90
Hospital > 500 Beds
$30.95
$0.00
$40.52
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
Hourly Wage
Figure 16
Average hourly wage for lead medical technologist/medical laboratory scientist/clinical laboratory scientist (MT/MLS/CLS) by facility.
Table 10. Staff MT/MLS/CLS Average Age,
by Statea
State
Staff MT/MLS/CLS Average Age, y
Utah35.8
North Dakota
36.7
Minnesota36.8
Louisiana38.1
New Hampshire
38.3
Arkansas38.6
North Carolina
38.8
New York
39.4
South Carolina
39.7
Texas40.1
Massachusetts40.3
Alabama40.3
Michigan40.5
Missouri40.6
Montana40.7
Virginia40.9
Kansas41.3
Illinois41.3
Nebraska41.5
South Dakota
41.5
Tennessee41.6
Iowa42.1
New Jersey
42.4
Washington42.7
Georgia42.8
Maryland42.9
Nevada42.9
Wisconsin43.3
Connecticut43.4
Oklahoma43.4
Pennsylvania43.5
Rhode Island
43.7
Maine43.8
Colorado44.1
Ohio44.1
Oregon45.2
Florida45.7
Indiana45.7
Arizona47.2
California47.5
MT/MLS/CLS, medical technologist/medical laboratory scientist/clinical laboratory
scientist; y, years.
a
Sample sizes for other states were less than 30 (n <30) and did not allow for
statistically significant comparisons.
All MT/MLS/CLS leads who participated in the survey are
certified and earn at least $30.81 per hour.
MT/MLS/CLS supervisors/managers earn an average
hourly wage of $32.82 (SD, $8.60; Figure 9). Results
indicate that hospitals with more than 500 beds pay the
highest hourly wage, at $35.36, whereas physician’soffice laboratories pay $24.99 per hour (Figure 17). The
by all facilities surveyed. Facilities with significant data
for hourly staff wage were hospitals with 300 to 499 beds
($15.16), outpatient clinic laboratories ($14.95), hospitals
with fewer than 100 beds ($14.30), and hospitals with
more than 500 beds ($14.27). Participant data also reveal
that the following institutions provide an hourly compensation rate that is higher than the national average for this
occupational level: academic ($35.86), government (local,
state, or federal; $34.12), and nonprofit ($33.34). Community-based institutions pay slightly less than the hourly
average, at $32.60, and private industry even lower, at
$30.00. On average, MT/MLS/CLS laboratory directors
make $36.18 per hour (SD, $17.95; Figure 9).
The highest-paying states for all MT/MLS/CLS levels are
California, Nevada, Oregon, Connecticut, Massachusetts, Tennessee, Washington, New York, Arizona, and
Maryland (Figure 18). The average annual wage for MTs/
MLSs/CLSs by job level can be seen in Table 11.
The mean age for staff MTs/MLSs/CLSs is 42.0 years.
Lead MTs/MLSs/CLSs have an average age of 46.5 years,
and supervisors/managers have an average age of 49.6
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Facility
$24.99
$30.89
Hospital < 100 Beds
$30.89
$35.17
Hospital > 500 Beds
$35.36
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
Hourly Wage
Figure 17
$92,215.29
$65,812.16
$65,879.25
Oregon
$69,700.11
$65,138.08
Connecticut
Nevada
$62,909.36
Massachusetts
California
$62,839.67
Tennessee
$62,155.98
$62,815.92
$61,524.07
Georgia
New York
$60,412.65
Colorado
Washington
$60,332.78
Rhode Island
$62,560.66
$59,936.16
New Jersey
$62,801.11
$58,889.26
Minnesota
Arizona
$57,575.37
New Mexico
Maryland
$57,547.48
Idaho
$54,018.69
$54,141.42
Nebraska
New Hampshire
$54,005.86
Illinois
$55,492.52
$53,697.65
Florida
$56,075.10
$53,322.43
West Virginia
Wisconsin
$53,214.38
Kentucky
$55,253.83
$52,831.10
Kansas
Indiana
$52,780.32
Missouri
Montana
$52,693.46
Michigan
$54,786.61
$52,524.04
Pennsylvania
$55,252.46
$52,497.99
Iowa
Figure 18
Mississippi
$52,397.42
North Carolina
$54,704.88
$52,279.37
Utah
Texas
$52,061.43
South Dakota
$54,315.27
$51,429.93
Maine
South Carolina
$50,938.86
Louisiana
$54,307.33
$50,058.13
Oklahoma
Ohio
$48,114.25
Alabama
Virginia
$47,489.68
Arkansas
100,000
90,000
80,000
70,000
60,000
50,000
40,000
30,000
20,000
10,000
0
North Dakota
Annual Wage ($)
Average hourly wage for supervisor/manager medical technologist/medical laboratory scientist/clinical laboratory scientist (MT/MLS/
CLS) by facility.
States
Average annual salaries for medical technologist/medical laboratory scientist/clinical laboratory scientists (MT/MLS/CLS) by state, from
lowest- to highest-paying. Sample size was less than 30 (n <30) for the rest of the states and did not allow for statistically
years (Figures 10-12). Utah has the youngest staff MTs/
MLSs/CLSs, with an average age of 35.8 years, and California has the oldest, with an average age of 47.5 years.
Lead MTs/MLSs/CLSs in Minnesota have the youngest
average age, at 44.9 years, and California once again has
the oldest leads, at an average of 51.3 years. Last, Minnesota again has the youngest group of supervisor/manager
MTs/MLSs/CLSs, with an average age of 45.0 years, and
Tennessee again has the oldest supervisors/managers, at
an average of 53.0 years (Tables 16-18).
Due to sample-size restrictions (n <30), we could not
perform statistical analysis of wage differences between
certification of supervisor/managers and laboratory directors. We also did not perform analysis of wage data by
facility and institution for laboratory directors because the
results would provide statistically insignificant values.
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Table 11. Average Annual Wage for MT/MLS/
CLSa
MT/MLS/CLS Job-Level Designation
Average Annual Wage
Staff$56,430
Lead$64,085
Laboratory Director
$92,946
MT/MLS/CLS, medical technologist/medical laboratory technician/clinical
laboratory scientist.
a
Molecular Biologists
The average hourly wage for staff-level molecular biologists (MBs) is $26.96 (SD, $6.80; Figure 9). According to
survey results, MB staff members are the youngest laboratory professionals, with an average age of 35.89 years
Special Report
Table 12. Average Annual Wage for Staff-Level
MBa
MB Job-Level Designation
Average Annual Wage
Staff$56,069
MB, molecular biologist.
a
Table 13. Average Annual Wage for PAsa
PA Job-Level Designation
Average Annual Wage
Staff$96,346
Lead$101,370
PAs, pathologists’ assistants.
a
Table 14. PBT Average Annual Wagesa
PBT Job-Level Designation
Average Annual Wage
Staff$32,448
Lead$34,757
PBT, phlebotomist.
a
Table 15. Average Annual Wages of SBBsa
Job-Level Designation
Average Annual Wage
Pathologists’ Assistants
The national average hourly wage for staff-level pathologists’ assistants (PAs) employees is $46.32 (SD, $33.56;
Figure 9). The average hourly wage for PAs can be seen in
Table 13. Supervisor/manager–level PAs are paid an average hourly wage of $48.74 (SD, $9.13; Figure 9).
Staff PAs have an average age of 37.7 years. Leads and
supervisors/managers are the youngest among the laboratory professionals surveyed, at 40.4 years and 43.2 years
on average, respectively (Figures 10-12).
According to survey results, 100.0% of certified PAs are
certified by ASCP BOC. We did not perform analysis of
wage data by facility, institution, and certification for PAs
because the results would provide statistically insignificant values.
Phlebotomists
Staff phlebotomists (PBTs) are paid an average hourly
wage of $15.60 (SD, $23.35; Figure 9). Our results indicate
that physician’s office laboratories pay the highest hourly
wage, at $24.78, and that hospitals with 100 to 299 beds
pay the lowest hourly wage, at $13.41. Staff PBTs are paid
higher than the average national hourly wage of $19.61 at
private industries. Nonprofit and community-based institutions pay staff $14.55 and $13.81 per hour, respectively.
The overall sample size (n <30) for this occupational level
was too small for meaningful statistical analysis of pay
rates by all institutions surveyed.
Lead PBTs are paid an average hourly wage of $16.71
Staff$58,378
Lead$66,789
(SD, $4.13). Overall, PBTs make an average hourly wage
of $16.08, whereas noncertified PBTs earn $13.91 hourly
SBBs, specialists in blood banking.
a
(Figure 10). The average annual wage for staff-level MBs
can be seen in Table 12. Of the MBs who reported that
they are certified, 99.5% earned their certification from
ASCP Board of Certification (ASCP BOC) and 0.5% from
the American Association of Bioanalysts (AAB).
Results regarding the wage differences between laboratory
facilities, institutions, and certification attainment (Tables
2 & 3) for MBs do not allow for statistically significant comparisons because respondents in the survey had a sample
size of less than 30.
(Table 2). Certified staff-level PBTs earn 12.9% more than
those who are not certified (Table 3). Average annual
wages for PBT by job level can be seen in Table 14. Our
data show that 99.5% of PBTs are certified by ASCP BOC
and 0.5% by the American Medical Technologists (AMT).
The data indicate that the average age for staff PBTs is
41.1 years, and that leads have an average age of 43.6
years (Figures 10-12). Results of the wage differences
among laboratory facilities, institutions, and certification
statuses for lead and supervisor/manager PBTs do not
allow for statistically significant comparisons because the
respondents for most of the facilities included in the survey
had a sample size of less than 30. Also, we did not perform
further analysis of supervisors’/managers’ average age due
to sample size restrictions.
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Special Report
Table 16. Staff MLT/CLT Average Age by Statea
State
Staff MLT/CLT Average Age, y
Georgia37.9
Iowa38.4
Louisiana38.5
South Carolina
38.6
Ohio38.6
Texas38.8
Wisconsin39.5
Wisconsin39.5
North Carolina
40.2
Michigan40.6
Illinois41.2
Pennsylvania41.3
Massachusetts41.6
Tennessee41.9
Minnesota42.4
Indiana42.5
Virginia44.3
Washington45.3
MLT/CLT, medical laboratory technician/clinical laboratory technician; y, years.
a
Specialists in Blood Banking
Staff-level specialists in blood banking (SBB) are paid an
average hourly wage of $28.07 (SD, $6.68). SBB leads
earn an average hourly wage of $32.11 (SD, $6.17). The
average hourly wage for supervisor/manager SBB employees is $34.44 (SD, $6.24; Figure 9). Average annual wages
of SBBs by job level can be seen in Table 15.
All of the SBBs who responded to the survey are certified
(Tables 2 & 3). The data indicate that 99.5% of certified
SBBs received their certification from ASCP BOC and
0.5% from the American Medical Technologist (AMT).
Staff and supervisor/manager SBBs are the oldest group
of laboratory professionals, with an average age of 47.0
years for staff and 49.7 years for supervisors/managers.
Leads have an average age of 48.4 years (Figures 10-12).
Analysis of wage data by facility and institution for SBBs
was not performed because the results would provide statistically insignificant values.
Summary
Wages for staff- and supervisor/manager-level cytotechnologists (CTs), histotechnicians (HTs), histotechnologists
(HTLs), medical technologists/medical laboratory scientists/
clinical laboratory scientists (MTs/MLSs/CLSs), and
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Table 17. Lead MT/MLS/CLS Average Age
by Statea
State
Lead MT/MLS/CLS Average Age, y
Minnesota44.9
Ohio45.2
Wisconsin45.7
Indiana46.2
Illinois46.7
Texas46.9
Massachusetts47.3
New York
47.7
Florida48.2
Georgia48.4
California51.3
MT/MLS/CLS, medical technologist/medical laboratory scientist/clinical laboratory;
y, years.
a
Table 18. Supervisor/Manager MT/MLS/CLS
Average Age by Statea
Supervisor/Manager
State
MT/MLS/CLS Average Age, y
Minnesota45.0
Wisconsin46.1
Louisiana46.6
Missouri47.3
North Carolina
48.2
Texas49.5
Illinois49.5
Ohio49.9
Indiana50.6
New York
50.7
Georgia50.9
Pennsylvania51.2
California51.8
Florida52.9
Tennessee53.1
MT/MLS/CLS, medical technologist/medical laboratory scientist/clinical laboratory
scientist; y, years.
a
Sample sizes for other states were less than 30 (n<30) and did not allow for
pathologists’ assistants (PAs); staff laboratory assistants
(LAs), medical laboratory technicians/clinical laboratory
technicians (MLTs/CLTs), phlebotomists (PBTs), and
supervisor/manager specialists in blood banking (SBBs)
are up this year compared with the wages reported by
participants in the 2010 ASCP Wage survey (http://labmed.
ascpjournals.org/content/42/3/141.full). LAs and PBTs continue to have lower salaries and CTs and PAs to have higher
salaries than the rest of the laboratory professions surveyed.
Special Report
Table 19. Total Number of Years in Current Title for Staff, by Average Hourly Wagea
Time in Current Staff Title, y
CG
CT
1-5
6-10
11-15
16-20
$27.60 $29.43
$23.60 $25.99$14.12
$27.87 $30.62
$23.77 $26.47$16.25
$31.48 $33.16 $25.78NA NA
NA $35.20 NA NANA
Time in Current Staff Title, y
MLT/CLT
1-5
6-10
11-15
16-20
21-25
26-30
31-35
36-40
$19.11 $25.42
$26.47
$20.82$27.72 NA
$22.55$29.18 NA
$24.55$29.34 NA
$24.29$30.29 NA
$24.51$32.27 NA
$24.37$31.73 NA
NA $31.18 NA
MLT/MLS/CLS
HT
MB
HTL
PA
LA
PBT
$36.11$15.39
NA $15.09
NA $16.33
NA NA
NA NA
NA NA
NA NA
NANA
CG, cytogenetic technologist; CT, cytotechnologist; HT, histotechnician; HTL, histotechnologist; LA, laboratory assistant; MLT/CLT, medical laboratory technician/clinical
laboratory technician; MT/MLS/CLS, medical ltechnician/medical laboraty scientist/clinical laboratory scientist; MB, molecular biologist; PA, pathologists’ assistant;
PBT, phlebotomist, SBB, specialist in blood banking; NA, not applicable; y, years.
a
Sample sizes to determine average wage of other time brackets were less than 30 (n<30) and did not allow for statistically significant comparisons.
Table 20. Total Number of Years in Current
Title for Leads by Average Hourly Wagea
Time in Current Title, y
Lead MLT/CLT
Lead MLT/MLS/CLS
1-5
6-10
11-15
16-20
21-25
26-30
31-35
$21.45$28.39
$21.81$32.60
NA$30.63
NA$30.94
NA$33.23
NA$32.27
NA$33.69
NA, not applicable; y, years.
a
Sample sizes to determine average wage of other time brackets were less than
30 (n <30) and did not allow for statistically significant comparisons.
Table 21. Total Number of Years in Current
Title for Supervisors/Managers by Average
Hourly Wagea
Time in
Current Supervisor/
Title, y
Manager HT
Supervisor/
Manager
MLT/CLT
Supervisor/
Manager
MT/MLS/CLS
1-5 29.3
6-1031.6
11-15NA
16-20NA
21-25NA
26-30NA
21.531.3
21.433.7
NA 32.3
NA 32.3
NA 33.7
NA 35.6
NA, not applicable; y, years.
a
Sample sizes to determine average wage of other time brackets were less than
30 (n <30) and did not allow for statistically significant comparisons.
Total compensation by occupational title is highest in reference and independent laboratories and hospitals, except
for PBTs, who get paid the most at physician’s-office
laboratories. Where data allowed for comparisons between
certification status, wages tend to be higher for certified
laboratory personnel (Tables 2 & 3). Overall, the salary
outlook for the laboratory profession appears to
be thriving.
Although salaries appear to have increased over time for
the overall profession, there is not a considerable difference between the average hourly wages of laboratory
professionals working in their current occupational title
for 1 to 5 years compared with those working for longer
than 30 years (Tables 19-21). Results from the survey
also show that higher-level laboratory personnel work
an average of 31 to 50 hours per week and that a typical
laboratory professional holds more than one job in the
clinical laboratory. Laboratory professionals working in
more than one clinical laboratory may explain why vacancies remain relatively low, but is consistent with a critical
shortage of qualified personnel.
In addition to analyzing wages, this survey also asked
questions to gain an in-depth perspective on the laboratory workforce. According to survey results, the youngest laboratory professional group has an average age of
35.9 years and the oldest, 50.3 years, with supervisors/
managers in the older group (Figures 10-12). There have
been concerns that the laboratory workforce is aging and
www.labmedicine.com
Special Report
that the incoming increase in healthcare use will drive the
need for more laboratory personnel. Strategic recruitment of the next generation of laboratory professionals
must take place to fulfill future demands. The Task Force
on Laboratory Professionals Workforce Report (http://
www.ascp.org/PDF/Advocacy/ASCP-Task-Force-on-LabPros.pdf) pointed out that one of the main recruitment
challenges that could contribute to the shortage of welltrained laboratory professionals is the lack of recognition
for laboratorians in the healthcare environment. As a response, the report offered suggestions such as targeting
the STEM (science, technology, engineering, and mathematics) pipeline and providing support to nontraditional
students and prospective students from rural areas.
ASCP seeks opportunities to explore the key issues that
impact the clinical laboratory workforce. Some of the
data we collected will be used for further research, with
the goal of generating a separate report for each topic.
We plan to explore areas such as wage differences between licensure vs nonlicensure states, wages and union
representation, and salaries by regions within a state, as
well as conducting a separate survey on those who were
disqualified from this survey but work in a closely related
field, specifically clinical laboratory educators and those
who work in a laboratory related industry. LM
www.labmedicine.com
Contributors
Andrea Bennett, MPH, MT(ASCP)—ASCP Institute
of Science, Technology & Policy, Washington, DC
Matthew Schulze—ASCP Institute of Science, Technology
& Policy, Washington, DC
Patricia Tanabe, MPA, MLS(ASCP)CM—ASCP Board
of Certification, Chicago, IL
Reviewers
Mark Bailey, MA, HTL(ASCP)CM—The University of Texas
MD Anderson Cancer Center
Barbara Caldwell, MS, MLS(ASCP)CMSH—Clinical
Laboratory Services, MedStar Montgomery
Medical Center, Olney, MD
JoAnne Edwards, MEd, M(ASCP), MLS(ASCP)CM—
Consultant, Joint Commission
Phyllis Walker, MS, MT(ASCP) SBB—Consultant
James Wisecarver, MD, PhD, Division of Clinical
Laboratory and Molecular Diagnostics, Department
of Pathology and Microbiology, University of Nebraska
Medical Center, Omaha
Sue Zaleski, MA, HT(ASCP)SCT—Department of
Pathology, University of Iowa, Iowa City

Special Report - National Society for Histotechnology

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