Careers in San Diego`s Healthcare Sector

Transcription

Careers in San Diego’s Healthcare Sector:
A Healthy Future
This report is dedicated to the memory of DR. JO-ANN ROSSITTO,
former Associate Dean of Nursing at San Diego City College,
who helped guide its development.
Table of Contents
TABLE OF CONTENTS
INTRODUCTION .........................................................................................................................................3
HEALTHCARE SECTOR PROFILE AND OUTLOOK......................................................................................7
FACILITIES AND EMPLOYMENT .............................................................................................................. 9
WAGES ................................................................................................................................................... 14
SECTOR TRENDS..................................................................................................................................... 15
OCCUPATIONAL OVERVIEW ...................................................................................................................19
CAREER LADDER PATHWAYS .................................................................................................................23
HEALTHCARE CAREER LADDERS .......................................................................................................... 23
CAREER LADDER VIGNETTES ................................................................................................................ 28
PRIMARY OCCUPATION PROFILES..........................................................................................................33
CARDIOVASCULAR TECHNOLOGISTS AND TECHNICIANS .................................................................. 33
CLINICAL, COUNSELING, AND SCHOOL PSYCHOLOGISTS................................................................... 37
DENTAL ASSISTANTS ............................................................................................................................. 42
DENTAL HYGIENISTS ............................................................................................................................. 46
DIETETIC TECHNICIANS ......................................................................................................................... 50
EMERGENCY MEDICAL TECHNICIANS AND PARAMEDICS.................................................................. 54
HOME HEALTH AIDES ........................................................................................................................... 59
LICENSED PRACTICAL AND LICENSED VOCATIONAL NURSES ............................................................ 63
MEDICAL AND CLINICAL LABORATORY TECHNICIANS (CYTOTECHNOLOGISTS).............................. 69
MEDICAL AND CLINICAL LABORATORY TECHNOLOGISTS ................................................................. 74
MEDICAL ASSISTANTS ........................................................................................................................... 79
MEDICAL RECORDS AND HEALTH INFORMATION TECHNICIANS ...................................................... 85
NURSING AIDES, ORDERLIES, AND ATTENDANTS ............................................................................... 90
OCCUPATIONAL THERAPIST ASSISTANTS ............................................................................................ 94
PHARMACY AIDES................................................................................................................................. 98
PHARMACY TECHNICIANS .................................................................................................................. 102
PHYSICAL THERAPIST AIDES ............................................................................................................... 106
PHYSICAL THERAPIST ASSISTANTS ..................................................................................................... 110
PHYSICAL THERAPISTS ........................................................................................................................ 114
PHYSICIAN ASSISTANTS....................................................................................................................... 119
RADIOLOGIC TECHNOLOGISTS AND TECHNICIANS .......................................................................... 124
REGISTERED NURSES ........................................................................................................................... 128
RESPIRATORY THERAPISTS.................................................................................................................. 134
RESPIRATORY THERAPY TECHNICIANS .............................................................................................. 140
SPEECH-LANGUAGE PATHOLOGISTS.................................................................................................. 143
SURGICAL TECHNOLOGISTS ................................................................................................................ 147
San Diego Workforce Partnership
Page i
Table of Contents
SECONDARY OCCUPATION PROFILES .................................................................................................. 155
DENTAL LABORATORY TECHNICIANS................................................................................................ 155
DIAGNOSTIC MEDICAL SONOGRAPHERS........................................................................................... 157
DIETITIANS AND NUTRITIONISTS........................................................................................................ 159
MASSAGE THERAPISTS ........................................................................................................................ 162
MEDICAL EQUIPMENT PREPARERS..................................................................................................... 164
MEDICAL TRANSCRIPTIONISTS ........................................................................................................... 166
MENTAL HEALTH AND SUBSTANCE ABUSE SOCIAL WORKERS ....................................................... 168
NUCLEAR MEDICINE TECHNOLOGISTS............................................................................................... 171
OCCUPATIONAL THERAPISTS ............................................................................................................. 173
OPTICIANS, DISPENSING...................................................................................................................... 175
PSYCHIATRIC TECHNICIANS ................................................................................................................ 177
APPENDICES .......................................................................................................................................... 181
APPENDIX A: DATA SOURCES FOR OCCUPATIONAL PROFILES ........................................................ 181
APPENDIX B: OCCUPATIONAL FORECASTING AND WAGE DATA METHODOLOGY...................... 183
Page ii
List of Tables
LIST OF TABLES
TABLE 1:
TABLE 2:
TABLE 3:
TABLE 4:
TABLE 5:
TABLE 6:
TABLE 7:
TABLE 8:
SUB-SECTORS IN THE SAN DIEGO HEALTHCARE SECTOR...................................................... 7
HEALTHCARE SECTOR SEGMENTS........................................................................................... 9
HEALTHCARE SECTOR FACILITIES IN SAN DIEGO, 2002-2004.............................................. 10
HEALTHCARE SECTOR EMPLOYMENT IN SAN DIEGO, 2002-2004 ...................................... 12
PROJECTED HEALTHCARE SECTOR EMPLOYMENT IN SAN DIEGO, 2004-2010 .................. 13
HEALTHCARE SECTOR AVERAGE WAGES IN SAN DIEGO, 2004 .......................................... 14
HEALTHCARE OCCUPATIONS WITH THE GREATEST EMPLOYMENT
IN SAN DIEGO, 2004 AND 2010 ............................................................................................. 19
HEALTHCARE OCCUPATIONS WITH THE HIGHEST MEDIAN ANNUAL WAGES
IN SAN DIEGO, 2004 ............................................................................................................... 20
Page iii
List of Figures
LIST OF FIGURES
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FIGURE 31:
PATIENT HEALTHCARE CAREER LADDERS............................................................................ 24
TECHNICAL HEALTHCARE CAREER LADDERS ....................................................................... 25
CLERICAL HEALTHCARE CAREER LADDERS .......................................................................... 26
SALARY POTENTIAL: NURSING PROFESSION ........................................................................ 29
SALARY POTENTIAL: RADIOLOGY TECHNOLOGY ............................................................... 30
CARDIOVASCULAR TECHNOLOGISTS AND TECHNICIANS – EMPLOYMENT FORECAST .... 33
CARDIOVASCULAR TECHNOLOGISTS AND TECHNICIANS – WAGE DISTRIBUTION............ 34
CARDIOVASCULAR TECHNOLOGISTS AND TECHNICIANS – SKILL IMPORTANCE............... 35
CARDIOVASCULAR TECHNOLOGISTS AND TECHNICIANS – EDUCATIONAL PROFILE........ 36
CLINICAL, COUNSELING, AND SCHOOL PSYCHOLOGISTS – EMPLOYMENT FORECAST..... 37
CLINICAL, COUNSELING, AND SCHOOL PSYCHOLOGISTS – WAGE DISTRIBUTION ............ 38
CLINICAL, COUNSELING, AND SCHOOL PSYCHOLOGISTS – SKILL IMPORTANCE ............... 39
CLINICAL, COUNSELING, AND SCHOOL PSYCHOLOGISTS – EDUCATIONAL PROFILE ........ 40
DENTAL ASSISTANTS – EMPLOYMENT FORECAST ............................................................... 42
DENTAL ASSISTANTS – WAGE DISTRIBUTION ...................................................................... 43
DENTAL ASSISTANTS – EDUCATIONAL PROFILE................................................................... 44
DENTAL HYGIENISTS – EMPLOYMENT FORECAST ............................................................... 46
DENTAL HYGIENISTS – WAGE DISTRIBUTION....................................................................... 47
DENTAL HYGIENISTS – EDUCATIONAL TRAINING................................................................ 48
DIETETIC TECHNICIANS – EMPLOYMENT FORECAST ........................................................... 50
DIETETIC TECHNICIANS – WAGE DISTRIBUTION................................................................... 51
DIETETIC TECHNICIANS – SKILL IMPORTANCE...................................................................... 52
DIETETIC TECHNICIANS – EDUCATIONAL PROFILE............................................................... 53
EMERGENCY MEDICAL TECHNICIANS AND PARAMEDICS – EMPLOYMENT FORECAST.... 54
EMERGENCY MEDICAL TECHNICIANS AND PARAMEDICS – WAGE DISTRIBUTION........... 55
EMERGENCY MEDICAL TECHNICIANS AND PARAMEDICS – SKILL IMPORTANCE.............. 56
EMERGENCY MEDICAL TECHNICIANS AND PARAMEDICS – EDUCATIONAL PROFILE ....... 57
HOME HEALTH AIDES – EMPLOYMENT FORECAST ............................................................. 59
HOME HEALTH AIDES – WAGE DISTRIBUTION..................................................................... 60
HOME HEALTH AIDES – EDUCATIONAL PROFILE................................................................. 61
LICENSED PRACTICAL AND LICENSED VOCATIONAL NURSES –
EMPLOYMENT FORECAST...................................................................................................... 64
FIGURE 32: LICENSED PRACTICAL AND LICENSED VOCATIONAL NURSES – WAGE DISTRIBUTION ..... 65
FIGURE 33: LICENSED PRACTICAL AND LICENSED VOCATIONAL NURSES – SKILL IMPORTANCE ........ 66
FIGURE 34: LICENSED PRACTICAL AND LICENSED VOCATIONAL NURSES –
EDUCATIONAL PROFILE ......................................................................................................... 67
Page iv
List of Figures
FIGURE 35: MEDICAL AND CLINICAL LABORATORY TECHNICIANS (CYTOTECHNOLOGISTS) –
WAGE DISTRIBUTION ............................................................................................................. 71
FIGURE 38: MEDICAL AND CLINICAL LABORATORY TECHNOLOGISTS – EMPLOYMENT FORECAST ... 74
FIGURE 39: MEDICAL AND CLINICAL LABORATORY TECHNOLOGISTS – WAGE DISTRIBUTION .......... 75
FIGURE 40: MEDICAL AND CLINICAL LABORATORY TECHNOLOGISTS – SKILL IMPORTANCE ............. 76
FIGURE 41: MEDICAL AND CLINICAL LABORATORY TECHNOLOGISTS – EDUCATIONAL PROFILE....... 77
FIGURE 42: MEDICAL ASSISTANTS – EMPLOYMENT FORECAST ............................................................. 80
FIGURE 43: MEDICAL ASSISTANTS – WAGE DISTRIBUTION .................................................................... 81
FIGURE 44: MEDICAL ASSISTANTS – SKILL IMPORTANCE ....................................................................... 82
FIGURE 45: MEDICAL ASSISTANTS – EDUCATIONAL PROFILE................................................................. 83
FIGURE 46: MEDICAL RECORDS AND HEALTH INFORMATION TECHNICIANS –
WAGE DISTRIBUTION ............................................................................................................. 87
FIGURE 49: NURSING AIDES, ORDERLIES, AND ATTENDANTS – EMPLOYMENT FORECAST ................. 90
FIGURE 50: NURSING AIDES, ORDERLIES, AND ATTENDANTS – WAGE DISTRIBUTION ........................ 91
FIGURE 51: NURSING AIDES, ORDERLIES, AND ATTENDANTS – EDUCATIONAL PROFILE .................... 92
FIGURE 52: OCCUPATIONAL THERAPIST ASSISTANTS – EMPLOYMENT FORECAST .............................. 94
FIGURE 53: OCCUPATIONAL THERAPIST ASSISTANTS – WAGE DISTRIBUTION ..................................... 95
FIGURE 54: OCCUPATIONAL THERAPIST ASSISTANTS – SKILL IMPORTANCE ........................................ 96
FIGURE 55: OCCUPATIONAL THERAPIST ASSISTANTS – EDUCATIONAL PROFILE ................................. 97
FIGURE 56: PHARMACY AIDES – EMPLOYMENT FORECAST................................................................... 98
FIGURE 57: PHARMACY AIDES – WAGE DISTRIBUTION .......................................................................... 99
FIGURE 58: PHARMACY AIDES – EDUCATIONAL PROFILE .................................................................... 100
FIGURE 59: PHARMACY TECHNICIANS – EMPLOYMENT FORECAST .................................................... 102
FIGURE 60: PHARMACY TECHNICIANS – WAGE DISTRIBUTION ........................................................... 103
FIGURE 61: PHARMACY TECHNICIANS – EDUCATIONAL PROFILE ....................................................... 104
FIGURE 62: PHYSICAL THERAPIST AIDES – EMPLOYMENT FORECAST ................................................. 106
FIGURE 63: PHYSICAL THERAPIST AIDES – WAGE DISTRIBUTION ........................................................ 107
FIGURE 64: PHYSICAL THERAPIST AIDES – EDUCATIONAL PROFILE .................................................... 108
FIGURE 65: PHYSICAL THERAPIST ASSISTANTS – EMPLOYMENT FORECAST ....................................... 110
FIGURE 66: PHYSICAL THERAPIST ASSISTANTS – WAGE DISTRIBUTION .............................................. 111
FIGURE 67: PHYSICAL THERAPIST ASSISTANTS – EDUCATIONAL PROFILE .......................................... 112
FIGURE 68: PHYSICAL THERAPISTS – EMPLOYMENT FORECAST .......................................................... 114
FIGURE 69: PHYSICAL THERAPISTS – WAGE DISTRIBUTION.................................................................. 115
FIGURE 70: PHYSICAL THERAPISTS – SKILL IMPORTANCE..................................................................... 116
FIGURE 71: PHYSICAL THERAPISTS – EDUCATIONAL PROFILE.............................................................. 117
FIGURE 72: PHYSICIAN ASSISTANTS – EMPLOYMENT FORECAST ........................................................ 119
Page v
List of Figures
FIGURE 73: PHYSICIAN ASSISTANTS – WAGE DISTRIBUTION................................................................ 120
FIGURE 74: PHYSICIAN ASSISTANTS – SKILL IMPORTANCE................................................................... 121
FIGURE 75: PHYSICIAN ASSISTANTS – EDUCATIONAL PROFILE............................................................ 122
FIGURE 76: RADIOLOGIC TECHNOLOGISTS AND TECHNICIANS – EMPLOYMENT FORECAST ............ 124
FIGURE 77: RADIOLOGIC TECHNOLOGISTS AND TECHNICIANS – WAGE DISTRIBUTION.................... 125
FIGURE 78: RADIOLOGIC TECHNOLOGISTS AND TECHNICIANS – EDUCATIONAL PROFILE................ 126
FIGURE 79: REGISTERED NURSES – EMPLOYMENT FORECAST ............................................................. 129
FIGURE 80: REGISTERED NURSES – WAGE DISTRIBUTION..................................................................... 130
FIGURE 81: REGISTERED NURSES – SKILL IMPORTANCE........................................................................ 131
FIGURE 82: REGISTERED NURSES – EDUCATIONAL PROFILE................................................................. 132
FIGURE 83: RESPIRATORY THERAPISTS – EMPLOYMENT FORECAST ................................................... 135
FIGURE 84: RESPIRATORY THERAPISTS – WAGE DISTRIBUTION........................................................... 136
FIGURE 85: RESPIRATORY THERAPISTS – SKILL IMPORTANCE.............................................................. 137
FIGURE 86: RESPIRATORY THERAPISTS – EDUCATIONAL PROFILE....................................................... 138
FIGURE 87: RESPIRATORY THERAPY TECHNICIANS – EMPLOYMENT FORECAST ................................ 140
FIGURE 88: RESPIRATORY THERAPY TECHNICIANS – WAGE DISTRIBUTION ....................................... 141
FIGURE 89: RESPIRATORY THERAPY TECHNICIANS – EDUCATIONAL PROFILE ................................... 142
FIGURE 90: SPEECH-LANGUAGE PATHOLOGISTS – EMPLOYMENT FORECAST.................................... 143
FIGURE 91: SPEECH-LANGUAGE PATHOLOGISTS – WAGE DISTRIBUTION........................................... 144
FIGURE 92: SPEECH-LANGUAGE PATHOLOGISTS – SKILL IMPORTANCE.............................................. 145
FIGURE 93: SPEECH-LANGUAGE PATHOLOGISTS – EDUCATIONAL PROFILE ....................................... 146
FIGURE 94: SURGICAL TECHNOLOGISTS – EMPLOYMENT FORECAST.................................................. 148
FIGURE 95: SURGICAL TECHNOLOGISTS – WAGE DISTRIBUTION ......................................................... 149
FIGURE 96: SURGICAL TECHNOLOGISTS – EDUCATIONAL PROFILE ..................................................... 150
FIGURE 97: DENTAL LABORATORY TECHNICIAN – EMPLOYMENT FORECAST.................................... 155
FIGURE 98: DENTAL LABORATORY TECHNICIAN – WAGE DISTRIBUTION........................................... 156
FIGURE 99: DIAGNOSTIC MEDICAL SONOGRAPHERS – EMPLOYMENT FORECAST............................. 157
FIGURE 100: DIAGNOSTIC MEDICAL SONOGRAPHERS – WAGE DISTRIBUTION.................................. 158
FIGURE 101: DIETITIANS AND NUTRITIONISTS – EMPLOYMENT FORECAST........................................ 160
FIGURE 102: DIETITIANS AND NUTRITIONISTS – WAGE DISTRIBUTION ............................................... 161
FIGURE 103: MASSAGE THERAPISTS – EMPLOYMENT FORECAST........................................................ 162
FIGURE 104: MASSAGE THERAPISTS – WAGE DISTRIBUTION ............................................................... 163
FIGURE 105: MEDICAL EQUIPMENT PREPARERS – EMPLOYMENT FORECAST .................................... 164
FIGURE 106: MEDICAL EQUIPMENT PREPARERS – WAGE DISTRIBUTION............................................ 165
FIGURE 107: MEDICAL TRANSCRIPTIONISTS – EMPLOYMENT FORECAST ........................................... 166
FIGURE 108: MEDICAL TRANSCRIPTIONISTS – WAGE DISTRIBUTION................................................... 167
FIGURE 109: MENTAL HEALTH AND SUBSTANCE ABUSE SOCIAL WORKERS –
EMPLOYMENT FORECAST.................................................................................................. 169
FIGURE 110: MENTAL HEALTH AND SUBSTANCE ABUSE SOCIAL WORKERS –
WAGE DISTRIBUTION ......................................................................................................... 170
FIGURE 111: NUCLEAR MEDICINE TECHNOLOGISTS – EMPLOYMENT FORECAST............................... 171
FIGURE 112: NUCLEAR MEDICINE TECHNOLOGISTS – WAGE DISTRIBUTION...................................... 172
FIGURE 113: OCCUPATIONAL THERAPISTS – EMPLOYMENT FORECAST ............................................. 173
Page vi
List of Figures
FIGURE 114:
FIGURE 115:
FIGURE 116:
FIGURE 117:
FIGURE 118:
OCCUPATIONAL THERAPISTS – WAGE DISTRIBUTION..................................................... 174
OPTICIANS, DISPENSING – EMPLOYMENT FORECAST...................................................... 175
OPTICIANS, DISPENSING – WAGE DISTRIBUTION............................................................. 176
PSYCHIATRIC TECHNICIANS – EMPLOYMENT FORECAST ................................................ 177
PSYCHIATRIC TECHNICIANS – WAGE DISTRIBUTION ....................................................... 178
Page vii
INTRODUCTION
Introduction
INTRODUCTION
Careers in San Diego’s Healthcare Sector: A Healthy Future provides information on the healthcare
sector, which offers health services to the general public through hospital, emergency care, and
outpatient care facilities; medical laboratories and offices; and long term care facilities. The
publication is organized into the following sections:
Healthcare Sector Profile and Outlook,
Occupational Overview,
Career Ladder Pathways,
Primary Occupation Profiles, and
Secondary Occupation Profiles.
The Healthcare Sector Profile and Outlook section provides a description of the healthcare sector, as
well as information on facilities, employment, and industry trends. The Occupational Overview
examines occupation wages and employment; and the Career Ladder Pathways section describes
opportunities to move up from one occupation to another within the healthcare sector.
The two sections of occupation profiles comprise the majority of this report. The Primary
Occupation Profiles section includes information on current and projected employment, wages,
education and training requirements, education and training providers, and career ladder
opportunities for 26 occupations. The Secondary Occupation Profiles section outlines current and
projected employment and wages for another 11 occupations.
Employment numbers in this report reflect only the number of people in an occupation within this
sector as defined in Table 1. Therefore, these numbers may differ from other countywide
occupational employment numbers that include workers in every sector.
More information on supply and demand conditions and policy recommendations related to the
healthcare sector are available in San Diego’s Healthcare Sector: A Prescription for Strength.
Page 3
HEALTHCARE SECTOR
PROFILE AND OUTLOOK
Healthcare Sector Profile and Outlook
HEALTHCARE SECTOR PROFILE AND OUTLOOK
The healthcare sector includes establishments providing such services as preventive care,
vaccination, diagnosis, prescription and administration of medicine, surgery, and attendance at
childbirth. Healthcare services are delivered by specialist providers, such as midwives, doctors,
nurses, home health aides, vaccination technicians, and physician assistants. Healthcare is one of the
world's largest and fastest growing sectors and professions.
For this study, the healthcare sector includes all of the sub-sectors in the healthcare and social
assistance sector (NAICS1 code 62) excluding those related to social assistance (those beginning with
code 624) (see Table 1).
Table 1
Sub-Sectors in the San Diego Healthcare Sector
Sub-Sector
Offices of Physicians (except Mental Health Specialists)
NAICS Code
621111
Offices of Physicians, Mental Health Specialists
621112
Offices of Dentists
621210
Offices of Chiropractors
621310
Offices of Optometrists
621320
Offices of Mental Health Practitioners (except Physicians)
621330
Audiologists
621340
Offices of Podiatrists
621391
Offices of All Other Miscellaneous Health Practitioners
621399
Family Planning Centers
621410
Outpatient Mental Health and Substance Abuse Centers
621420
HMO Medical Centers
621491
Kidney Dialysis Centers
621492
Freestanding Ambulatory Surgical and Emergency Centers
621493
All Other Outpatient Care Centers
621498
1
The North American Industry Classification System (NAICS) has been used since 1997 by the U.S. Government to group
businesses and calculate economic activity among industries in the U.S. economy. NAICS is an economic classification system
based on a single economic concept: economic units that use like processes to produce goods or services are grouped
together.
Page 7
Table 1 (Cont.)
Sub-Sector
Source:
NAICS Code
Medical Laboratories
621511
Diagnostic Imaging Centers
621512
Home Health Care Services
621610
Ambulance Services
621910
Blood and Organ Banks
621991
All Other Miscellaneous Ambulatory Health Care Services
621999
General Medical and Surgical Hospitals
622110
Psychiatric and Substance Abuse Hospitals
622210
Specialty Hospitals, except Psychiatric and Substance Abuse
622310
Nursing Care Facilities
623110
Residential Mental Retardation Facilities
623210
Residential Mental Health and Substance Abuse Facilities
623220
Continuing Care Retirement Communities
623311
Homes for the Elderly
623312
Other Residential Care Facilities
623990
North American Industry Classification System, 2002
These 30 sub-sectors can be grouped into five broad segments (see Table 2):
Hospital and Emergency Care Services – Full service hospitals and ambulance services.
Medical Laboratories – Laboratories and other medical analysis centers.
Medical Offices – Offices for general and specialized medical treatment.
Outpatient Services – Family planning centers, HMO medical centers, and other outpatient centers.
Long Term Care – Facilities or services where patients receive care while residing at home or an offsite facility.
Page 8
Table 2
Healthcare Sector Segments
Group Name
Hospital/Emergency
Care Services
Medical Offices
Outpatient Services
Long Term Care
Source:
Sub-Sector
Freestanding Ambulatory Surgical and Emergency Centers
Ambulance Services
All Other Miscellaneous Ambulatory Health Care Services
Offices of Physicians (except Mental Health Specialists)
Offices of Physicians, Mental Health Specialists
Offices of Dentists
Offices of Mental Health Practitioners (except Physicians)
Audiologists
Offices of All Other Miscellaneous Health Practitioners
Outpatient Mental Health and Substance Abuse Centers
HMO Medical Centers
Home Health Care Services
Residential Mental Health and Substance Abuse Facilities
NAICS Code
621493
621910
621991
621999
622110
622210
622310
621511
621512
621111
621112
621210
621310
621320
621330
621340
621391
621399
621410
621420
621491
621492
621498
621610
623110
623210
623220
623311
623312
623990
North American Industry Classification System, 2002.
FACILITIES AND EMPLOYMENT
In 2004, there were 5,626 healthcare facilities in the San Diego region. There was a 5 percent
increase in the number of healthcare facilities between 2002 and 2004. Home healthcare services
and diagnostic imaging centers experienced the greatest increase in the number of facilities, while
general medical and surgical hospitals and miscellaneous ambulatory healthcare services
experienced the greatest decrease in the number of facilities (see Table 3).
Page 9
Table 3
Healthcare Sector Facilities in San Diego, 2002-2004
NAICS Code
Sub-Sector
2002
Number of
Facilities
2004
Number of
Facilities
% Change
2002-2004
621111
Offices of Physicians, except Mental Health
1,792
1,932
8%
621112
621210
621310
621320
Offices of Mental Health Physicians
Offices of Dentists
144
1,366
376
184
136
1,436
413
191
-6%
5%
10%
4%
621330
621340
621391
621399
Offices of Mental Health Practitioners
Offices of Specialty Therapists
Offices of Miscellaneous Health Practitioners
176
139
47
58
178
158
43
62
1%
14%
-9%
6%
621410
621420
621491
621492
621493
Outpatient Mental Health Centers
HMO Medical Centers
Freestanding Emergency Medical Centers
19
55
11
17
35
21
62
13
17
34
11%
13%
15%
0%
-4%
621498
621511
621512
621610
Home Healthcare Services
30
57
34
82
29
66
40
98
-2%
16%
18%
19%
621910
621991
Ambulance Services
17
10
18
11
8%
10%
621999
Miscellaneous Ambulatory Healthcare
Services
25
20
-20%
622110
622210
General Medical and Surgical Hospitals2
75
-
54
-
-28%
-
622310
Specialty Hospitals, except Psychiatric and
Substance Abuse
-
-
-
623110
623210
85
153
91
141
7%
-8%
623220
Residential Mental and Substance Abuse
Care
57
60
5%
623311
623312
623990
11
208
73
11
215
78
0%
3%
7%
5,336
5,626
5%
Healthcare Sector Total
A hyphen (-) indicates that data was either suppressed or not provided for that year. Data may have been suppressed to
preserve the confidentiality of businesses providing data.
Source:
2
California Employment Development Department, Quarterly Census of Employment and Wages (ES202), 2002-2004.
Data include private sector facilities only.
Page 10
A total of 80,573 people were employed in the healthcare sector in San Diego in 2004. The subsectors with the highest concentrations of employment were general medical and surgical hospitals
and offices of physicians excluding mental health; together, these sub-sectors comprise 47 percent
of healthcare sector employment in San Diego.
In 2002, 81,072 people were employed in the healthcare sector, indicating that employment in the
healthcare sector actually declined by 1 percent between 2002 and 2004. During that two-year
period, some sub-sectors expanded, while others declined. The largest employment gains were in
HMO medical centers, continuing care retirement communities, and homes for the elderly. The
largest employment losses were in offices of miscellaneous health practitioners, residential mental
retardation facilities, and offices of mental health physicians (see Table 4). Between 2002 and 2004,
the decreases in employment among residential mental retardation facilities and offices of mental
health physicians corresponded to decreases in the number of facilities in these sub-sectors.
In the case of general medical and surgical hospitals, hospital closures have not resulted in
decreasing hospital employment overall. Although the number of general and medical surgical
hospitals in San Diego decreased by 28 percent, employment in the sub-sector actually increased by
two percent within the same time period. A look at changes in the average facility size within this
sub-sector in 2002 and 2004 suggests that as hospitals close, hospital employees may be
redistributed among the remaining area hospitals; in 2002, the average hospital size was 256
employees, whereas in 2004, the average hospital size was 366 employees.
Page 11
Table 4
Healthcare Sector Employment in San Diego, 2002-2004
NAICS Code
2002 Average
Employment
Sub-Sector
18,241
2004 Average
Employment
% Change
2002-2004
621111
18,129
-1%
621112
621210
Offices of Dentists
918
696
-24%
8,368
8,824
5%
621310
1,485
1,425
-4%
621320
901
1,007
12%
621330
1,030
1,123
9%
621340
1,565
1,325
-15%
621391
127
130
2%
621399
572
175
-69%
621410
239
298
25%
621420
628
704
12%
621491
HMO Medical Centers
44
69
57%
621492
643
686
7%
621493
486
380
-22%
621498
1,039
1,067
3%
621511
1,258
1,357
8%
621512
511
407
-20%
621610
4,193
3,381
-19%
621910
Ambulance Services
1,051
1,184
13%
621991
434
414
-5%
621999
Miscellaneous Ambulatory Healthcare Services
288
294
2%
19,183
19,653
3
622110
622210
-
-
-
2%
622310
Specialty Hospitals, except Psychiatric and Substance
Abuse
-
-
-
623110
7,526
7,647
2%
623210
3,308
2,468
-25%
623220
Residential Mental and Substance Abuse Care
1,450
1,574
9%
623311
890
1,092
23%
623312
2,646
3,187
20%
623990
2,048
1,878
-8%
81,072
80,573
-1%
A hyphen (-) indicates that data was either suppressed or not provided for that year. Data may have been suppressed to
preserve the confidentiality of businesses providing data.
Source:
3
California Employment Development Department, Quarterly Census of Employment and Wages (ES202), 2002-2004.
Data include employment in private sector facilities only.
Page 12
According to Economy.com, healthcare sector employment in San Diego is expected to grow by 23
percent between 2004 and 2010 (see Table 5). The greatest employment gains are expected among
psychiatric and substance abuse hospitals, outpatient care centers, offices of health practitioners,
and nursing care facilities.4
Table 5
Projected Healthcare Sector Employment in San Diego, 2004-2010
NAICS Code
2004 Actual
Average
Employment
Sub-Sector
6211
Offices of Physicians
6212
% Change
2004-10
18,825
21,486
14%
Offices of Dentists
8,824
11,440
30%
6213
Offices of Other Health Practitioners
5,184
6,935
34%
6214
Outpatient Care Centers
3,205
4,552
42%
6215
Medical and Diagnostic Laboratories
1,764
2,021
15%
6216
3,381
4,496
33%
6219
Other Ambulatory Healthcare Services
6221
5
708
907
28%
19,653
23,384
19%
644
928
44%
943
1,047
11%
6222
6223
Specialty Hospitals, except Psychiatric and Substance
Abuse
6231
7,647
10,268
34%
6232
Residential Mental Retardation, Mental Health and
Substance Abuse Facilities
4,042
4,667
15%
6233
Community Care Facilities for the Elderly
4,279
4,910
15%
6239
Source:
2010
Projected
Average
Employment
1,878
2,300
22%
80,976
99,339
23%
California Employment Development Department, Quarterly Census of Employment and Wages (ES202), 2004, and
Economy.com’s Detailed Employment Forecast for San Diego 2004-2010.
4
Economy.com forecast data is available at the 4-digit NAICS code level. Psychiatric and substance abuse hospitals (NAICS
code 6222) encompasses 622210 psychiatric and substance abuse hospitals; 6214 outpatient care centers includes 621410
family planning centers, 621420 outpatient mental health and substance abuse centers, 621491 HMO medical centers, 621492
kidney dialysis centers, 621493 freestanding ambulatory surgical and emergency centers, and 621498 all other outpatient
care centers; and 6231 nursing care facilities refers to 623110 nursing care facilities.
5
Data include employment in private sector facilities only.
Page 13
WAGES
In 2004, the average annual wage in the San Diego healthcare sector was $35,285 (see Table 6). The
highest wages within the sector were found in offices of physicians, except mental health,
($60,893), and miscellaneous ambulatory healthcare services ($60,206). The lowest wages within the
sector were found in family planning centers and homes for the elderly.
Table 6
Healthcare Sector Average Wages in San Diego, 2004
NAICS Code
2004 Average
Annual Wage
Sub-Sector
621111
621112
$60,893
$48,091
621210
Offices of Dentists
$36,523
621310
$31,429
621320
$27,943
621330
$35,581
621340
$31,288
621391
$24,467
621399
$28,320
621410
$19,596
621420
$29,972
621491
HMO Medical Centers
$46,789
621492
$42,149
621493
$41,442
621498
$34,441
621511
$52,501
621512
$55,804
621610
$28,478
621910
Ambulance Services
$28,181
621991
$32,773
621999
Miscellaneous Ambulatory Healthcare Services
$60,206
622110
General Medical and Surgical Hospitals6
$46,380
622210
-
622310
-
623110
623210
$23,447
623220
Residential Mental and Substance Abuse Care
$24,121
623311
$26,830
623312
$19,869
623990
$24,883
$25,576
Healthcare Sector Average
$35,285
A hyphen (-) indicates that data was not provided for that year.
Source: California Employment Development Department, Labor Market Information Division, Occupational Employment
Statistics Survey, 2004.
6
Data include private sector facilities only.
Page 14
SECTOR TRENDS
The major issues facing the healthcare sector include a continuing decline in hospital profitability
and continuing increases in healthcare insurance costs for both employers and consumers within a
system that is becoming increasingly consumer-driven. These trends will likely increase the demand
for healthcare employment in the region.
Declining Hospital Profitability
Hospital profitability is predicted to decline in the foreseeable future as cost burdens are shifted to
hospital facilities, hospital costs exceed Medicare and Medicaid reimbursements, and hospitals treat
a growing number of uninsured patients. Forty-six percent of hospitals and health systems have low
credit ratings, and many hospitals operate with low to negative profit margins. According to
California’s Office of Statewide Health Planning and Development, more than half of California
hospitals have negative patient care margins.
Historically, inadequate Medicare reimbursement has adversely impacted hospitals, but most
particularly in recent years. Between 1998 and 2002, California hospitals bore the brunt of $6 billion
in Medicare payment cuts as a result of the federal Balanced Budget Act passed in 1997. In 13 of the
last 15 years, hospitals have suffered from a 21 percent payment gap resulting from Medicare
reimbursement updates that have not kept pace with inflation. Although Medicare reimbursement
rates increased in 2004 and 2005, this is only a temporary boon for hospitals. Continued budget cuts
at the national level make it likely that inadequate hospital Medicare reimbursement will persist.
Medicaid payment shortfalls will continue to plague hospitals as well. The Medicaid fiscal crisis is
particularly extreme in California: California ranks last among the states in per-beneficiary
spending, but first in percentage of state residents enrolled in Medi-Cal, at 18 percent. With
California’s continuing budget crisis, Medi-Cal spending will be a likely target for state legislators.
Working groups of governors and state legislators nationwide have proposed sweeping reforms to
the Medicaid program, including increasing the costs (through copays) and reducing the benefits to
recipients. In the meantime, states are dropping recipients from their Medicaid rolls by reducing
eligibility, thereby increasing the already growing uninsured population.
The growing uninsured population, particularly in California, greatly contributes to hospitals’
financial woes. In California, where over 20 percent of the state’s population is without health
insurance and another 4 percent is underinsured, hospitals’ uncompensated care costs rose from less
than $4 billion in 2002 to slightly more than $5 billion in 2003. Because of the economic slowdown,
California’s uninsured population is expected to increase. Indigent care in itself tends to be more
costly by default. Because uninsured individuals lack a regular (and therefore preventive) source of
care, health problems are usually addressed when it is most costly to do so – at the emergency
room.
Increasing Health Insurance Costs
Increases in health insurance premiums continue to negatively impact both employers and
consumers. Since 2001, health insurance premiums for a family of four have increased annually at a
double-digit rate of growth, while workers’ earnings have been slowly decreasing in the same time
Page 15
period. As a result, employers are reacting by thinning out the health plan benefits that they offer
their employees, increasing the share of premiums paid by the employees, and declining to provide
coverage for employees’ dependents.
Health insurance plans in turn have been moving towards what is known as “consumer-driven
healthcare,” which increases consumers’ responsibility for the costs associated with their healthcare.
For example, medical savings accounts with defined contributions accompanied by catastrophic
insurance are emerging as an option to keep consumers’ out-of-pocket premium expenses low. The
use of medical savings accounts allows consumers to purchase health insurance plans with lower
monthly premiums but higher deductibles. It is anticipated that this solution may backfire on
healthcare insurance providers for two reasons: One, adverse selection may result, with the highestcost consumers – those with the most serious medical problems – opting for these lowpremium/high-deductible plans because they will easily reach their deductible during the plan year.
Two, consumers with higher deductibles may be more reluctant to seek care except for the most
life-threatening (and therefore the most costly) health problems, putting off the preventive care
office visits that might have averted the serious health conditions.
Page 16
OCCUPATIONAL OVERVIEW
Occupational Overview
OCCUPATIONAL OVERVIEW
Careers in San Diego’s Healthcare Sector provides data on current and projected growth, wages,
education requirements, education and training providers, recruitment strategies, and career ladder
movement to and from each occupation for 26 primary occupations. This overview is an analysis of
these 26 healthcare occupations.
In 2004, the occupations with the greatest employment were registered nurses; nursing aides,
orderlies, and attendants; licensed practical and licensed vocational nurses; and dental assistants.
These occupations are projected to have the greatest employment in 2010 as well (see Table 7).
Table 7
Healthcare Occupations with the Greatest Employment in San Diego, 2004 and 2010
Occupation
Registered Nurses
Nursing Aides, Orderlies, and Attendants
2004
Employment
2010 Projected Employment
12,693
15,305
6,269
7,982
Licensed Practical and Licensed Vocational Nurses
4,039
4,994
Dental Assistants
3,852
4,994
Medical Assistants
3,598
4,165
Home Health Aides
1,901
2,274
Dental Hygienists
1,377
1,785
892
1,108
Medical Records and Health Information Technicians
880
1,036
Radiologic Technologists and Technicians
776
894
Physical Therapists
Source:
SourcePoint and Godbe Research, 2005.
Page 19
Occupational Overview
In 2004, the median annual wage among the 26 primary healthcare occupations was $37,951. The
occupations that had the highest median annual wages were dental hygienists, physician assistants,
and occupational therapists (see Table 8).
Table 8
Healthcare Occupations with the Highest Median Annual Wages in San Diego, 2004
Occupation
Source:
Page 20
Wage
Dental Hygienists
$87,445
Physician Assistants
$70,746
Occupational Therapists
$65,131
Physical Therapists
$64,958
Speech Language Pathologists
$64,665
Nuclear Medicine Technologists
$61,661
Registered Nurses
$60,521
Radiation Therapists
$59,811
Diagnostic Medical Sonographers
$58,361
Clinical, Counseling, and School Psychologists
$58,260
CAREER LADDER PATHWAYS
Career Ladder Pathways
CAREER LADDER PATHWAYS
The focus on career ladders and pathways within the healthcare sector has intensified as the need
for skilled and experienced workers within the sector has increased. The growing demand for
journeyman level occupations, such as registered nurses and dental hygienists, provides an
opportunity for today’s certified nurse assistants and dental assistants to attain higher wages by
increasing their skills and productivity. While the advantages of career ladders for employees have
always been obvious – acquiring better jobs and higher wages, career ladders provide advantages
to employers as well. By advancing staff through career ladders, employers are able to develop the
human capital in their own organizations, which both builds employee loyalty and saves them the
expense of recruiting workers from the external labor market.
HEALTHCARE CAREER LADDERS
The three healthcare career ladder flow charts, shown on the next pages, show potential career
paths in all five healthcare sector segments: hospital and emergency services, medical laboratories,
medical offices, out patient services, and long-term care.7 The three career paths cut across the five
sector segments, and are defined instead by occupation type:
Patient Care Positions – Employees that have direct patient contact, such as nurses (see Figure 1).
Technical Positions – Employees that run tests or dispense medications, such as pharmacy technicians
(see Figure 2).
Clerical Positions – Employees that process paperwork or handle billing, dictation, and scheduling,
such as unit assistants (see Figure 3).
7
These flow charts were largely taken from The Career Ladder Mapping Project, with minor revisions based on advisory
committee feedback and research findings. The Career Ladder Mapping Project was produced by the Shirley Ware Education
Center, Service Employees International Union, and Kaiser Permanente-Northern California Region, in December 2002.
Page 23
Speech-Language
Pathologists
Managers or Directors
of Programs, Clinics,
or Research
Nurse Educators/
Faculty (MSN)
Occupational
Therapy Assistants
Occupational
Therapists
Clinical Nurse
Specialists (MSN)
Licensed Vocational Nurses
(LVN)
Registered Nurses
(ADN)
Respiratory
Therapy Techs
Respiratory
Therapists
Nurse Practitioners
(MSN)
Surgical Techs
Physician
Assistants
Certified Nurse Assistants, Medical Assistants, Unit
Assistants, Home Health Aids, Respiratory Therapy
Assistants, Physical Therapy Aides
Physical
Therapy Assistants
Physical
Therapists
Master of Science
in Nursing (MSN)
Bachelor of Science in
Nursing (BSN)
Certified Registered Nurse
Anesthetists (MSN)
Doctoral Nursing
Degree (PhD)
Figure 1
Patient Healthcare Career Ladders
Dental
Assistants
Dental
Hygienists
Certified Nurse
Midwives (MSN)
Figure 1 Patient Healthcare Career Ladders
Dietetic
Assistants
Nuclear Med Techs,
MRI, Techs,
Radiation Therapy Techs
Psychiatric
Technicians
Medical
LabTechs
Clinical Lab
Scientists
Pharmacy
Clerks/Aides
Pharmacy Techs
(Inpatient/Outpatient)
Pharmacy
Interns
Pharmacists
Certified Nurse Assistants, Medical Assistants,
Unit Assistants, Home Health Aides, Respiratory
Therapy Assistants, Physical Therapy Aides
Lab Assistants
Phlebotomists
Histologic
Technicians
Cytotechnologists
Clinical, Counseling, and
School Psychologists
Emergency Medical
Technicians & Paramedics
Ortho Techs, EKG Techs
ED Techs, OB Monitor Techs,
Echo Techs, Optical Techs
Cytogenetic
Technologists
Education Administrators or
Supervisors of Counselors
Supervisors, Operations Managers
Administrative Directors, Executive Directors,
Emergency Services, Instructors,
Dispatchers, or Physician Assistants
Diagnostic/PET
Scan Techs
Radiologic Techs
Diagnostic
UltraSonographers
Dietetic
Technicians
Assistant Directors,
Associate Directors,
and Directors of a
Dietetic Department
Figure 2
Technical Healthcare Career Ladders
Figure 2 Technical Healthcare Career Ladders
Certified Nurse Assistants, Medical Assistants, Unit
Assistants, Home Health Aides, Respiratory
Therapy Assistants, Physical Therapy Aides
Medical Records and Health
Information Technicians
Supervisors, Directors or Assistant
Directors of a Medical Records
and Health Information Department
Medical Coder
Trainees
Department
Secretaries
File Clerks, Unit Assistants and Schedulers
Medical Coders
Medical Secretaries
or Medical
Transcribers
Figure 3
Clerical Healthcare Career Ladders
Figure 3 Clerical Healthcare Career Ladders
Patient Care
Patient care occupations include traditional nursing positions, physical and occupational therapy
positions, and respiratory therapy positions. Employers for these occupations are largely found in
the hospital and emergency services, medical offices, and long-term care segments within the
healthcare sector. The nursing career pathway is the most recognized patient care and healthcare
sector career ladder. With additional education, certified nurse assistants and medical assistants can
progress to become licensed vocational nurses and then registered nurses. Further advancement is
possible for nurses who pursue higher educational degrees in nursing. Physical and occupational
therapy provides another example of a patient care career ladder tied to additional education.
Physical therapy aides can progress up the ladder to become either physical therapy assistants or
occupational therapy assistants, and from there move on to become physical or occupational
therapists. The expandable skill sets most often found in patient care occupations include:
Service Orientation – Actively looking for ways to help people.
Monitoring – Monitoring/assessing performance of self, other individuals, or organizations to make
improvements or take corrective action.
Speaking – Talking to others to convey information effectively.
Reading Comprehension – Understanding written sentences and paragraphs in work related
documents.
Information Gathering – Observing, receiving, and otherwise obtaining information from all
relevant sources.
Technical Positions
Technical healthcare occupations include pharmacy positions, medical and laboratory technicians
and technologists, and positions in radiation and nuclear medicine therapy. Employers for these
occupations are largely found in the hospital and emergency services, medical offices, and medical
laboratories segments within the healthcare sector. The pharmacy career pathway is probably the
most recognized career ladder among the technical occupations. Pharmacy clerks or aides can
progress to become pharmacy technicians, then pharmacy interns, and finally pharmacists.
Laboratory occupations provide another example of career ladders in the technical area. Laboratory
assistants or phlebotomists progress up the ladder to become either 1) medical laboratory
technicians who then move on to become clinical laboratory scientists, or 2) histologic technicians
who then move on to become cytotechnologists and cytogenetic technologists. The expandable skill
sets most often found in technical healthcare occupations include:
Science – Using scientific rules and methods to solve problems.
Operation Monitoring – Watching gauges, dials, or other indicators to make sure a machine is
working properly.
documents.
relevant sources.
Page 27
Clerical Positions
Clerical healthcare occupations include positions as medical coders, clerks or schedulers, medical
transcribers, and secretaries. Employers for these occupations are largely found in the hospital and
emergency services and medical offices segments of the healthcare sector. The clerical healthcare
career pathway is the only pronounced career ladder within this classification. File clerks, unit
assistants, and schedulers progress to become either 1) department secretaries who can advance to
become medical secretaries or medical transcribers, or 2) medical coder trainees who can advance to
become medical coders. The expandable skill sets most often found in clerical healthcare
occupations include:
Information Organization – Arranging things or actions in a certain order or pattern according to a
specific rule or set of rules.
Career Ladder Vignettes
The healthcare sector offers many opportunities for individuals to move up career ladders to higher
skilled jobs paying better wages. Advancement opportunities in this sector are frequently better
than those in other sectors because there are so many job openings at every level along the career
path. Moving up the healthcare career ladder, though, almost always requires additional education
and training.
Below are two stories of individuals who climbed their own healthcare career ladders, along with
the potential salary increases each was eligible to receive.
Dr. Jo-Ann Rossitto – A Lifetime Commitment to Healthcare in San Diego
Dr. Jo-Ann Rossitto began her healthcare career in 1969, enrolling in a licensed vocational nurse
(LVN) training program at San Diego Mesa College. After passing the board exam, she began
working in a local skilled nursing facility, where she started as a medication and treatment nurse
and was promoted to an LVN charge nurse.
After a couple of years working in the local skilled nursing facility, Dr. Rossitto decided to go back
to school to get further education to become a registered nurse (RN). She applied and was accepted
to the first career ladder program in San Diego, the LVN to RN program at San Diego City College.
While going to school, Dr. Rossitto continued working as an LVN at the local skilled nurse facility.
After graduating with an associate’s degree in nursing and passing the board exam, Dr. Rossitto
began working as an RN at the Veterans Administration (VA) Medical Center in San Diego.
Dr. Rossitto worked in a variety of areas as a RN: medical-surgical nursing; head, eyes, ears, nose,
and throat (HEENT); orthopedics/rehabilitation; skilled nursing; and hospital-based home care. In
1974, she returned to school to get a bachelor of science degree in nursing (BSN) from the
University of San Diego, while continuing to work full time at the VA Medical Center. Dr. Rossitto
remained at the VA after she received her BSN in 1976 and assumed more supervisory duties in
addition to her work in patient care and as a charge nurse.
With her growing wealth of knowledge in the nursing arena, Dr. Rossitto decided to become an
educator. Dr. Rossitto applied and was accepted to New York University's Master of Arts in Nursing
Education Program (1979-81), where, for the first time, she received financial aid awards that
enabled her to focus solely on her education. Dr. Rossitto received her master’s degree in 1981, and
applied to various colleges for a teaching position. She was hired at San Diego City College in
August 1981 as a nursing instructor, teaching beginning and advanced nursing students. While at
City College, Dr. Rossitto became department chairperson, and then assistant director. When the
full-time director retired, Dr. Rossitto applied for her job and became the Associate Dean/Director.
In1991, Dr. Rossitto decided to go back to school again, and began doctoral studies in nursing at the
University of San Diego. While continuing to work full time at San Diego City College, Dr. Rossitto
completed the coursework and dissertation for her doctorate. She graduated in 1997 with a
doctorate of nursing science.
Figure 4
Salary Potential: Nursing Profession
$94,350
$66,060
$63,340
$38,470
$23,430
Source:
Nursing School Administrators*
Postsecondary Nurse Instructors and Teachers
Registered Nurses
Licensed Vocational Nurses
Department of Labor, Bureau of Labor Statistics, Annual Mean Wages for San Diego MSA, 2004.
* This salary is the salary for all postsecondary education administrators.
Christopher Hayman – A Career in Radiology Technology
Originally from New York, Mr. Hayman received a license in radiology technology while serving in
the US Air Force from 1979 to 1983. His first job out of the Air Force was at the Henry Mayo Hospital
in Valencia, where he worked as a radiology technologist. In 1985 he was promoted to CAT scan
and special procedure technologist involved in angiography procedures. For this job, he had to
teach himself anatomy and the technical nuances of CAT scans.
In 1987, Mr. Hayman started working for Mobile MR, which trained him to become a magnetic
resonance imaging (MRI) technician. He began working with MRI because he enjoyed patient care,
and his interest in cutting edge technology made him want to get in on the ground floor of this
new technology. Mr. Hayman moved to San Diego in 1989 while still working for Mobile MR.
In 1991, he started working for Sharp-Reese-Stealy, one of the hospitals he serviced, as an MRI
technologist. In 1993, Mr. Hayman became a lead technician and evaluator at the Mira Mesa SharpReese-Stealy Outpatient Facility. In 2001, he became the regional supervisor for radiology at SharpReese-Stealy, working out of the downtown facility.
In 2003, Mr. Hayman again saw a chance to get in on the ground floor of a new technology and
became the Picture Archive Communication System (PACS) manager for Sharp-Memorial outpatient
care. Mr. Hayman’s job was to help set up the PACS technology, which translated radiology
Page 29
information (x-rays) into a digital format. In 2004, he took a job as the imaging manager for the
Sharp-Reese-Stealy Outpatient Radiology Department. Mr. Hayman has enjoyed his career in the
healthcare sector, and the opportunity it provided for him to combine patient care with cutting
edge technology.
Figure 5
Salary Potential: Radiology Technology
$85,665
$70,212
$57,927
$50,253
Source:
Imaging Services Administrators
Radiologic Technology Managers
Lead Radiologic Technologists
Radiologic Technologists
American Society of Radiologic Technologists, Wage and Salary Survey, 2004. California mean wages were derived
by taking national radiology technology occupational wage data and applying a correction factor to account for
higher average radiology technology wages in California in comparison to the average radiology technology wages
in the United States.
PRIMARY OCCUPATION PROFILES
Cardiovascular Technologists and Technicians
CARDIOVASCULAR TECHNOLOGISTS AND TECHNICIANS
Occupation Description
Cardiovascular technologists and technicians conduct tests on pulmonary or cardiovascular systems
of patients for diagnostic purposes. They may conduct or assist in electrocardiograms, cardiac
catheterizations, pulmonary-functions, lung capacity, and similar tests. Within the San Diego County
healthcare sector, employment as a cardiovascular technologist and technician is contained in the
hospital and emergency care services and medical offices segments.
Secondary Titles
There are no secondary titles for this occupation.
Employment Level and Projected Growth
In 2004, there were 211 cardiovascular technologists and technicians in the healthcare sector in
San Diego County. Two hundred forty-seven (247) cardiovascular technologists and technicians are
projected to be employed within the county healthcare sector by 2010, an average annual growth
rate of two percent (see Figure 6).
Figure 6
Cardiovascular Technologists and Technicians – Employment Forecast
# Employed
275
247
250
241
235
223
225
229
218
211
200
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 33
Wages
The median annual wage for cardiovascular technologists and technicians is $38,479.8 The entrylevel wage is $27,572, while the experienced wage is $53,384 (see Figure 7).
Figure 7
Cardiovascular Technologists and Technicians – Wage Distribution
$80,000
$64,620
$53,384
Annual Wage
$60,000
$38,479
$40,000
$27,572
$30,700
$20,000
$0
10th Percentile 25th Percentile
(Entry Level)
50th Percentile 75th Percentile 90th Percentile
(Mid-Point)
(Experienced)
Key:
A percentile graphic orders data in a way that easily demonstrates what percentage of the data falls above or
below a certain point. For example, if the 90th percentile wage were $100,000, then 90 percent of employees in the
occupation would make less than $100,000 and ten percent would make more than $100,000.
Source:
8
The median is the middle number in a series of data. If there is an even number of data points, the average of the two
middle values is taken as the median.
Page 34
Skill Assessment
Operation and control was ranked as the most important skill for cardiovascular technologists and
technicians (see Figure 8).
Figure 8
Cardiovascular Technologists and Technicians – Skill Importance
83
Operation and Control
80
Science
80
Operation Monitoring
77
Reading
Comprehension
0
20
40
60
80
100
Key: A rating of zero indicates the skill is “not important,” while a rating of 100 would mean the skill is “extremely
important.”
Source:
O*Net Online Occupational Information Network, 2005.
For cardiovascular technologists and technicians, the three most important skills are:
Operation and Control – Controlling operations of equipment or systems.
working properly.
Education and Sector Requirements
Cardiovascular technologists, vascular technologists, and cardiac sonographers normally complete a
two-year junior or community college program (see Figure 9).
Graduates from the 29 programs accredited by the Joint Review Committee on Education in
Cardiovascular Technology are eligible to obtain professional certification in cardiac catheterization,
echocardiography, vascular ultrasound, and cardiographic techniques from Cardiovascular
Credentialing International. Cardiac sonographers and vascular technologists also may obtain
certification from the American Registry of Diagnostic Medical Sonographers. Certification is not
required to find employment, but is preferred for some positions.
Page 35
Although a few cardiovascular technologists, vascular technologists, and cardiac sonographers are
currently trained on the job, most receive training in two-year to four-year programs.
Figure 9
Cardiovascular Technologists and Technicians – Educational Profile
Preferred Level of
Education
2
Minimum Education
Requirements
2
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
U.S. Bureau of Labor Statistics Occupational Outlook Handbook, 2004-05 Edition.
Education and Training Providers
The institutions offering education and training programs for cardiovascular technologists and
technicians are:
California College for Health Sciences – EKG technology courses; and
Grossmont College – certificate of achievement in cardiovascular technology, associate of
science in cardiovascular technology.
Recruitment Strategies
Jobs as cardiovascular technologists and technicians may be found by applying to doctors' offices,
government personnel offices, college placement centers, and private employment agencies. There
is information about job openings in newspaper classified ads and Internet job listings.
Positions that Move into this Occupation
There are no positions that advance to this occupation.
Positions that Build upon this Occupation
There are no positions to which this occupation can advance.
Page 36
CLINICAL, COUNSELING, AND SCHOOL PSYCHOLOGISTS
Clinical, counseling, and school psychologists diagnose and treat mental disorders, learning
disabilities, and cognitive, behavioral, and emotional problems using individual, child, family, and
group therapies. They may design and implement behavior modification programs. Within the San
Diego County healthcare sector, at least 95 percent of employment as a clinical, counseling, and
school psychologist is in the hospital and emergency care services segment.
Secondary Titles
In 2004, there were 154 clinical, counseling, and school psychologists in the healthcare sector in San
Diego County. One hundred eighty-three (183) clinical, counseling, and school psychologists are
rate of three percent (see Figure 10).
Figure 10
Clinical, Counseling, and School Psychologists – Employment Forecast
190
183
178
# Employed
180
173
168
170
164
160
160
154
150
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 37
Wages
The median annual wage is $58,260.9 The entry-level wage is $49,407, while the experienced wage is
$65,266 (see Figure 11).
Figure 11
Clinical, Counseling, and School Psychologists – Wage Distribution
$75,368
$80,000
$65,266
$58,260
Annual Wage
$60,000
$49,407
$52,730
$40,000
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
9
Page 38
Skill Assessment
Active listening was ranked as the most important skill for clinical, counseling, and school
psychologists (see Figure 12).
Figure 12
Clinical, Counseling, and School Psychologists – Skill Importance
100
Active Listening
93
Critical Thinking
90
Active Learning
Problem Identification
87
Information Gathering
87
Idea Evaluation
87
Learning Strategies
80
Information Organization
80
77
Implementation Planning
0
20
40
60
80
100
Key:
A rating of zero indicates the skill is “not important,” while a rating of 100 would mean the skill is “extremely
important.”
Source:
For clinical, counseling, and school psychologists, the three most important skills are:
Active Listening – Giving full attention to what other people are saying, taking time to understand
the points being made, asking questions as appropriate, and not interrupting at inappropriate
times.
Critical Thinking – Using logic and reasoning to identify the strengths and weaknesses of alternative
solutions, conclusions or approaches to problems.
Active Learning – Understanding the implications of new information for both current and future
problem solving and decision-making.
Licensing or certification as a counselor typically requires a master’s degree. A bachelor’s degree
often qualifies a person to work as a counseling aide, rehabilitation aide, or social service worker
(see Figure 13).
Many counselors elect to be nationally certified by the National Board for Certified Counselors, Inc.
(NBCC), which grants the General Practice Credential for National Certified Counselors. To be
certified, a counselor must hold a master’s or higher degree, with a concentration in counseling,
Page 39
from a regionally accredited college or university; must have at least two years of supervised field
experience in a counseling setting (graduates from counselor education programs accredited by the
Council for Accreditation of Counseling and Related Education Programs are exempted); must
provide two professional endorsements, one of which must be from a recent supervisor; and must
have a passing score on the NBCC’s national counselor examination for licensure and certification
(NCE).
The Commission on Rehabilitation Counselor Certification offers voluntary national certification for
rehabilitation counselors. Many employers require rehabilitation counselors to be nationally
certified. To become certified, rehabilitation counselors usually must graduate from an accredited
educational program, complete an internship, and pass a written examination.
Figure 13
Clinical, Counseling, and School Psychologists – Educational Profile
Preferred Level of
Education
4
Minimum Education
Requirements
4
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions offering education and training programs for clinical, counseling, and school
psychologists are:
Alliant International University – master of arts in psychology;
Azusa Pacific University – bachelor of arts in human development;
Chapman University – bachelor of arts in psychology, master of arts in psychology, master of arts
in school counseling;
National University – bachelor of arts in behavioral science, bachelor of arts in psychology,
master of arts in counseling psychology, master of arts in human behavior, master of science in
school psychology;
San Diego State University – bachelor of arts in psychology, master of science in counseling,
master of science in psychology, master of arts in psychology;
Page 40
Southwestern College – master of arts in counseling;
University of California at San Diego – bachelor’s degree in psychology, master of arts in
counseling, master of arts in marital and family therapy; and
University of Phoenix – bachelor of arts in psychology, bachelor of science in psychology.
Job seekers interested in finding work as clinical, counseling, and school psychologists should make
one or more contacts from:
State and federal rehabilitation agencies (positions are classified as vocational rehabilitation
counselors or specialists);
Professional associations and college job placement centers, and
Private rehabilitation companies.
Psychiatric technicians can advance into positions as clinical, counseling, and school psychologists.
Clinical, counseling, and school psychologists can advance into positions as education administrators
and supervisors of counselors.
Page 41
Dental Assistants
DENTAL ASSISTANTS
Dental assistants assist dentists, set up patients and equipment, and keep records. Within the San
Diego County healthcare sector, at least 95 percent of employment as a dental assistant is in the
medical offices segment.
Secondary Titles
Secondary titles include certified registered dental assistant, EFDA (expanded functions dental
assistant), expanded duty dental assistant, orthodontic assistant, RDA (registered dental assistant),
and surgical dental assistant.
In 2004, there were 3,852 dental assistants in the healthcare sector in San Diego County. Four
thousand nine hundred ninety-four (4,994) dental assistants are projected to be employed within
the county healthcare sector by 2010, an average annual growth rate of five percent (see Figure 14).
Figure 14
Dental Assistants – Employment Forecast
5250
4,994
# Employed
4,799
4750
4,595
4,396
4,214
4250
4,024
3,852
3750
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 42
Dental Assistants
Wages
The median annual wage for dental assistants is $32,199.10 The entry-level wage is $24,753, while
the experienced wage is $35,205 (see Figure 15).
Figure 15
Dental Assistants – Wage Distribution
$50,000
$40,827
$32,199
$40,000
$35,205
Annual Wage
$29,217
$30,000
$24,753
$20,000
$10,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The two most important skills for dental assistants are:
Coordination – Adjusting actions in relation to others' actions.
A state license is not required to practice as a dental assistant in California. However, a California
state license and continuing education are required to become a Registered Dental Assistant, or a
Registered Dental Assistant in Extended Functions (see Figure 16).
10
Page 43
Dental Assistants
Registered Dental Assistants (RDA): The license examination entrance requirements to become a
Registered Dental Assistant are completion of CPR training approved by the American Red Cross or
the American Heart Association and either:
Graduation from a state board approved dental assistant program; or
A minimum of 18 months on-the job training as a dental assistant for a California state licensed
dentist.
Registered Dental Assistants in Extended Functions (RDAEF): Registered Dental Assistants may apply
to take an examination leading to an RDAEF license. To obtain the RDAEF license, individuals must:
Have a current CPR certificate from the American Red Cross or the American Heart Association;
Possess a registered dental assistant license; and
Successfully complete a state board approved program in extended functions.
The California Dental Board's Committee on Dental Auxiliaries examines and licenses RDAs and
RDAEFs in California.
Figure 16
Dental Assistants – Educational Profile
2
Preferred Level of
Education
1
Minimum Education
Requirements
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
Most assistants learn their skills on the job, although an increasing number are trained in dentalassisting programs offered by community and junior colleges, trade schools, technical institutes, or
the Armed Forces.
Most programs take one year or less to complete, and lead to a certificate or diploma. Two-year
programs offered in community and junior colleges lead to an associate’s degree. Admission into all
dental-assisting programs requires a high school diploma or its equivalent, and some programs
Page 44
Dental Assistants
require science or computer-related courses for admission as well. A number of private vocational
schools offer four- to six-month courses in dental assisting, but the Commission on Dental
Accreditation does not accredit these programs.
The institutions offering education and training programs for dental assistants in San Diego County
are:
California College for Health Sciences – dental assisting diploma;
Concorde Career Colleges – courses in dental assisting;
Maric College – courses in dental assisting;
Mesa College – certificate in dental assisting, associate’s degree in dental assisting;
Palomar College – certificate in dental assisting; associate’s degree in dental assisting;
PDE and Excelle College – courses in dental assisting;
Pima Medical Institute – courses in dental assisting;
United Education Institute – courses in dental assisting; and
Valley Career College – courses in dental assisting.
Almost all dental assistants work in private dental offices and clinics. A small number work in dental
schools, private and government hospitals, or state and local public health departments.
Community college job placement offices, dental assistant training providers, and vocational schools
are excellent resources for job seekers.
Many employers recruit job applicants through newspaper advertisements. However, direct
application to employers remains one of the most effective job search methods. Private dental
offices are listed in the yellow pages under Dentists. California job openings can be found at various
online job boards.
Receptionists can advance into positions as dental assistants.
Dental assistants can advance into positions as dental hygienists, office managers, dental-assisting
instructors, and dental product sales representatives.
Page 45
Dental Hygienists
DENTAL HYGIENISTS
Dental hygienists clean teeth and examine oral areas, head, and neck for signs of oral disease. They
may educate patients on oral hygiene, take and develop x-rays, or apply fluoride or sealants. Within
the San Diego County healthcare sector, at least 95 percent of employment as a dental hygienist is
in the medical offices segment.
Secondary Titles
Secondary titles include hygienist, RDH (registered dental hygienist), and registered dental
hygienist.
In 2004, there were 1,377 dental hygienists in the healthcare sector in San Diego County. One
thousand seven hundred eighty-five (1,785) dental hygienists are projected to be employed within
the county healthcare sector by 2010, an average annual growth rate of five percent (see Figure 17).
Figure 17
Dental Hygienists – Employment Forecast
2000
# Employed
1,785
1,715
1750
1,642
1,571
1,506
1,438
1500
1,377
1250
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 46
Dental Hygienists
Wages
The median annual wage for dental hygienists is $87,445.11 The entry-level wage is $67,155, while
Figure 18
Dental Hygienists – Wage Distribution
$110,000
$87,445
$100,000
$93,887
$98,054
$81,003
$90,000
Annual Wage
$80,000
$67,155
$70,000
$60,000
$50,000
$40,000
$30,000
$20,000
$10,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The three most important skills for dental hygienists are:
solutions, conclusions or approaches to problems.
11
Page 47
Dental Hygienists
A minimum of an associate’s degree or certificate in dental hygiene is required for practice in a
private dental office in California. A bachelor’s or master’s degree usually is required for research,
teaching, or clinical practice in public or school health programs (see Figure 19). Dental hygiene
programs prefer applicants who have completed at least one year of college.
Dental hygienists must be licensed by the State of California to practice in San Diego. To qualify for
licensure, a candidate must graduate from an accredited dental hygiene school and pass both a
written and clinical examination. The American Dental Association Joint Commission on National
Dental Examinations administers the written examination, which is accepted by the State of
California. A state or regional testing agency administers the clinical examination.
Figure 19
Dental Hygienists – Educational Training
3
Preferred Level of
Education
2
Minimum Education
Requirements
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
Around the country, most dental hygiene programs grant an associate’s degree, although some also
offer a certificate, a bachelor’s degree, or a master’s degree. The only institution offering a training
program for dental hygienists in San Diego County is Southwestern College (courses in dental
hygiene).
Employers recruit through newspaper ads, employee referrals, and schools. Job seekers should also
apply directly with dentists and government agencies such as the California Department of
Corrections. Newspaper ads and online job listings are also a good place to look.
Page 48
Dental Hygienists
Dental assistants can advance into positions as dental hygienists.
Dental hygienists advance primarily in expanded roles and greater responsibilities. With additional
education and experience, they may specialize in areas such as orthodontia. Some go into teaching.
In government jobs, they may advance to dental hygienist auditor or consultant.
Page 49
Dietetic Technicians
DIETETIC TECHNICIANS
Dietetic technicians help dietitians provide food service and nutritional programs. Under the
supervision of dietitians, dietetic technicians may plan and produce meals based on established
guidelines, teach principles of food and nutrition, or counsel individuals. Within the San Diego
County healthcare sector, at least 95 percent of employment as a dietetic technician is in the
hospital and emergency care services segment.
Secondary Titles
In 2004, there were 41 dietetic technicians in the healthcare sector in San Diego County. Forty-nine
(49) dietetic technicians are projected to be employed within the county healthcare sector by 2010,
an average annual growth rate of three percent (see Figure 20).
Figure 20
Dietetic Technicians – Employment Forecast
50
49
48
# Employed
48
46
45
45
44
43
43
41
40
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 50
Wages
The median annual wage for dietetic technicians is $31,004.12 The entry-level wage is $22,702, while
Figure 21
Dietetic Technicians – Wage Distribution
$60,000
$47,621
Annual Wage
$39,885
$31,004
$40,000
$25,994
$22,702
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
12
Page 51
Skill Assessment
Information gathering and active listening were ranked as the most important skills for dietetic
technicians (see Figure 22).
Figure 22
Dietetic Technicians – Skill Importance
90
Active Listening
90
Idea Generation
83
Active Learning
83
Information Organization
80
Critical Thinking
80
77
Identification of Key Causes
77
Idea Evaluation
77
0
20
40
60
80
100
Key:
important.”
Source:
For dietetic technicians, the four most important skills are:
relevant sources.
times.
Idea Generation – The ability to come up with a number of ideas about a topic (the number of ideas
is important, not their quality, correctness, or creativity).
Though not required, most employers prefer to hire registered dietitians. There are two ways to
become registered: 1) Completion of a coordinated program, a bachelor's or master's degree
program that combines classroom and practical experience and is accredited by the ADA (American
Page 52
Dietetic Association), or 2) Completion of a didactic program in dietetics, an ADA-accredited
academic-only program that leads to at least a bachelor's degree, and then completion of either a
post graduate pre-professional practice program or a dietetic internship. In either case, graduates
are then eligible to take the Registration Examination for Dietitians (see Figure 23).
Figure 23
Dietetic Technicians – Educational Profile
Preferred Level of
Education
3
Minimum Education
Requirements
3
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The only institution offering a training program for dietetic technicians is the San Diego Unified
School District ROP (dietetic technician training).
Dietitians and technicians should apply directly to hospitals, skilled nursing facilities, the Veterans
Administration, public health agencies, and research foundations. Jobs for dietitians are listed in
newspapers and magazines, and with employment agencies. Applicants should register with college
placement offices and make contact with the California Dietetic Association. Newspaper ads and
online job listings are also a good place to look for jobs.
Dietetic assistants can advance into positions as dietetic technicians.
Dietetic technicians can advance into positions as assistant directors, associate directors, and
directors of a dietetic department.
Page 53
Emergency Medical Technicians and Paramedics
EMERGENCY MEDICAL TECHNICIANS AND PARAMEDICS
Emergency medical technicians and paramedics assess injuries, administer emergency medical care,
extricate trapped individuals, and transport injured or sick people to medical facilities. Within the
San Diego County healthcare sector, at least 95 percent of employment as an emergency medical
technician and paramedic is in the hospital and emergency care services segment.
Secondary Titles
Secondary titles include EMT/dispatcher (emergency medical technician), firefighter/EMT
(emergency medical technician), firefighter/first responder, fire fighter first responder,
firefighter/paramedic, flight paramedic, and multi care tech (technician).
In 2004, there were 698 emergency medical technicians and paramedics in the healthcare sector in
San Diego County. Eight hundred ninety-four (894) emergency medical technicians and paramedics
are projected to be employed within the county healthcare sector by 2010, an average annual
growth rate of five percent (see Figure 24).
Figure 24
Emergency Medical Technicians and Paramedics – Employment Forecast
950
894
# Employed
900
863
829
850
796
800
766
732
750
698
700
650
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 54
Wages
The median annual wage for emergency medical technicians and paramedics is $22,228.13 The entrylevel wage is $17,026, while the experienced wage is $27,655 (see Figure 25).
Figure 25
Emergency Medical Technicians and Paramedics – Wage Distribution
$36,114
$40,000
$27,655
Annual Wage
$22,228
$19,719
$17,026
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
13
Page 55
Skill Assessment
Coordination was ranked as the most important skill for emergency medical technicians and
paramedics (see Figure 26).
Figure 26
Emergency Medical Technicians and Paramedics – Skill Importance
90
Coordination
87
Judgment and Decision-Making
87
83
Active Listening
80
Equipment Selection
80
Critical Thinking
80
77
77
0
20
40
60
80
100
Key:
important.”
Source:
For emergency medical technicians and paramedics, the three most important skills are:
Coordination – Adjusting actions in relation to others' actions.
working properly.
Judgment and Decision-Making – Considering the relative costs and benefits of potential actions to
choose the most appropriate one.
Formal training and certification is needed to become an EMT or paramedic. Training is offered at
progressive levels: EMT-basic, also known as EMT-1; EMT-intermediate, or EMT-2 and EMT-3; and
EMT-paramedic, or EMT-4 (see Figure 27).
Page 56
All 50 states have a certification procedure. In California, registration with the National Registry of
Emergency Medical Technicians (NREMT) is required at some or all levels of certification. To
maintain certification, EMTs and paramedics must re-register, usually every two years. In order to
reregister, an individual must be working as an EMT or paramedic and meet a continuing education
requirement.
Figure 27
Emergency Medical Technicians and Paramedics – Educational Profile
Preferred Level of
Education
2
Minimum Education
Requirements
2
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions offering education and training programs for emergency medical technicians and
paramedics are:
Grossmont Union High School District ROP – EMT refresher course;
Miramar College – EMT training;
National City Adult School – EMT training;
Oceanside ROP – courses in medical occupations/first response;
Palomar College – EMT certificate and EMT associate degree;
Poway ROP – courses in medical occupations/first response; and
Southwestern College – EMT certificate and EMT associate degree.
Qualified EMT-1s, EMT-2s, and paramedics are encouraged to register with the Office of Emergency
Medical Services in the county or counties where they want to work. Job seekers should also apply
Page 57
directly to ambulance companies. Some city and county medical-provider agencies have a separate
classification for EMTs. Newspaper ads and online job listings are also a good place to look for jobs.
EMTs are an entry-level position. There are no jobs that advance into this position.
Emergency medical technicians and paramedics can advance into positions as supervisors, operations managers, administrative directors, executive directors of emergency services, instructors,
dispatchers, or physician assistants. They can also take jobs selling or marketing emergency medical
equipment.
Page 58
Home Health Aides
HOME HEALTH AIDES
Home health aides provide routine personal healthcare, such as bathing, dressing, or grooming, to
elderly, convalescent, or disabled people in the homes of patients or in residential care facilities.
Within the San Diego County healthcare sector, at least 95 percent of employment as a home health
aide is in the long-term care segment.
Secondary Titles
In 2004, there were 1,901 home health aides in the healthcare sector in San Diego County. Two
thousand two hundred seventy-four (2,274) home health aides are projected to be employed within
the county healthcare sector by 2010, an average annual growth rate of three percent (see
Figure 28).
Figure 28
Home Health Aides – Employment Forecast
2500
2400
2,274
# Employed
2300
2,215
2,152
2200
2,091
2100
2000
2,037
1,975
1,901
1900
1800
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 59
Home Health Aides
Wages
The median annual wage for home health aides is $19,293.14 The entry-level wage is $15,722, while
Figure 29
Home Health Aides – Wage Distribution
$30,000
$24,906
$22,206
Annual Wage
$19,293
$20,000
$15,722
$17,154
$10,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The most important skill for home health aides is:
In many cases, neither a high school diploma nor previous work experience is necessary for a job as
a nursing, psychiatric, or home health aide (see Figure 30).
The federal government has guidelines for home health aides whose employers receive
reimbursement from Medicare. Federal law requires home health aides to pass a competency test
14
Page 60
Home Health Aides
covering 12 areas: communication skills; documentation of patient status and care provided;
reading and recording vital signs; basic infection control procedures; basic body functions;
maintenance of a healthy environment; emergency procedures; physical, emotional, and
developmental characteristics of patients; personal hygiene and grooming; safe transfer techniques;
normal range of motion and positioning; and basic nutrition.
Figure 30
Home Health Aides – Educational Profile
Preferred Level of
Education
0
Minimum Education
Requirements
0
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions offering education and training programs for home health aides are:
Brighton Health Alliance – certified nurse assistant training;
Chula Vista Adult School – courses in certified nurse assisting;
Escondido Adult School/ROP – courses in certified nurse assisting;
George P. Glenner Alzheimer’s Family Centers School of Dementia Care – certified nursing
assistant training and certified home health aide (CHHA) training;
Golden Care Workforce Institute – certified home health aide training;
Golden Hill Health Careers Academy – certified home health aide (CHHA) training;
Grossmont Union High School District ROP – courses in certified nurse assisting;
Maric College – courses in patient care;
MiraCosta College – home health aide certificate;
National City Adult School – courses in certified nurse assisting;
San Diego Centers for Education and Technology – courses in certified nurse assisting, and
Page 61
Home Health Aides
Sweetwater Union High School District ROP – courses in certified nurse assisting.
Job seekers should apply at visiting nurses associations in their area or private agencies or
organizations that hire home health aides. Newspaper ads and online job listings are also a good
place to look.
File clerks, dietary aides, and central supply techs can advance into positions as home health aides.
Home health aides can advance into positions as pharmacy aides, physical therapy assistants,
histologic technicians, receptionists, LVNs, surgical techs, respiratory therapy techs, medical coder
trainees, occupational therapy assistants, and lab assistants.
Page 62
LICENSED PRACTICAL AND LICENSED VOCATIONAL NURSES
Licensed practical nurses (LPNs) and licensed vocational nurses (LVNs) care for ill, injured,
convalescent, or disabled people in hospitals, nursing homes, clinics, private homes, group homes,
and similar institutions. They may work under the supervision of a registered nurse. Within the San
Diego County healthcare sector, employment as a licensed practical and licensed vocational nurse is
contained in the long-term care, hospital and emergency care services, medical offices, and
outpatient services segments.
Secondary Titles
Secondary titles include charge nurse, clinic nurse, and office nurse.
Page 63
In 2004, there were 4,039 licensed practical and licensed vocational nurses in the healthcare sector
in San Diego County. Four thousand nine hundred ninety-four (4,994) licensed practical and licensed
vocational nurses are projected to be employed within the county healthcare sector by 2010, an
average annual growth rate of four percent (see Figure 31).
Figure 31
Licensed Practical and Licensed Vocational Nurses – Employment Forecast15
6000
5000
# Employed
4,039
4,209
4,358
4,502
4,664
4,994
4,833
4000
3000
1,923
2,010
2,100
2,187
1,844
2000
1,675
1,761
1,655
1,697
1,740
1,790
1,843
1,894
1000
1,592
660
673
690
704
721
738
753
0
2004
2005
2006
2007
2008
2009
2010
Year
All Licensed Practical and Licensed Vocational Nurses
Long Term Care
Hospital/Emergency Care Services
Medical Offices
Source:
15
Segments with less than five percent of total employment are not shown.
Page 64
Wages
The median annual wage for licensed practical and licensed vocational nurses is $36,243.16 The
entry-level wage is $29,782, while the experienced wage is $41,711 (see Figure 32).
Figure 32
Licensed Practical and Licensed Vocational Nurses – Wage Distribution
$51,551
$60,000
$41,711
Annual Wage
$36,243
$40,000
$29,782
$32,397
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
16
Page 65
Skill Assessment
Service orientation was ranked as the most important skill for licensed practical and licensed
vocational nurses (see Figure 33).
Figure 33
Licensed Practical and Licensed Vocational Nurses – Skill Importance
80
Service Orientation
80
Active Listening
77
0
20
40
60
80
100
Key:
important.”
Source:
The three most important skills for licensed practical and licensed vocational nurses are:
times.
relevant sources.
Page 66
California requires licensed practical nurses (LPNs) and licensed vocational nurses (LVNs) to pass a
licensing examination after completing a state-approved practical nursing program (see Figure 34).
Figure 34
Licensed Practical and Licensed Vocational Nurses – Educational Profile
Preferred Level of
Education
2
Minimum Education
Requirements
2
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions offering education and training programs for licensed practical and licensed
vocational nurses in San Diego County are:
Concorde Career Colleges – LVN training;
Grossmont Union High School District ROP – vocational nursing training;
MiraCosta College – LVN certificate; and
Southwestern College – LVN training.
Individuals looking for jobs as LVNs and LPNs should apply to employers or register with the
California Employment Development Department Job Service or private employment agencies. Jobs
may also be found through nursing associations. County, city, and federal civil service agencies
provide announcements of job openings. Many nursing jobs are advertised in newspapers, Internet
job listing websites, and professional journals. Medical recruitment agencies and personal referrals
can also bring applicants and employers together.
Page 67
Surgical technologists, certified nurse assistants, medical assistants, unit assistants, home health
aides, respiratory therapy assistants, and physical therapy aides can advance into positions as
licensed practical and licensed vocational nurses.
Licensed practical and licensed vocational nurses can advance into positions as registered nurses.
Page 68
Medical and Clinical Laboratory Technicians (Cytotechnologists)
MEDICAL AND CLINICAL LABORATORY TECHNICIANS
(CYTOTECHNOLOGISTS)
Medical and clinical laboratory technicians perform routine medical laboratory tests for the
diagnosis, treatment, and prevention of disease. They may work under the supervision of a medical
technologist. Within the San Diego County healthcare sector, employment as a medical and clinical
laboratory technician is contained in the hospital and emergency care services and medical
laboratories segments.
Secondary Titles
Secondary titles include cytotechnologist, lab assistant (laboratory assistant), lab associate
(laboratory associate), laboratory technician, MLT (medical laboratory technician), and nonregistered technician.
Page 69
In 2004, there were 421 medical and clinical laboratory technicians in the healthcare sector in
San Diego County. Five hundred one (501) medical and clinical laboratory technicians are projected
to be employed within the county healthcare sector by 2010, an average annual growth rate of
three percent (see Figure 35).
Figure 35
Medical and Clinical Laboratory Technicians (Cytotechnologists) – Employment Forecast17
525
501
# Employed
500
487
473
475
460
449
450
425
438
421
400
2004
2005
2006
2007
2008
2009
2010
Year
Source:
17
Page 70
Wages
The median annual wage for medical and clinical laboratory technicians is $37,220.18 The entry-level
wage is $24,266, while the experienced wage is $47,938 (see Figure 36).
Figure 36
Medical and Clinical Laboratory Technicians (Cytotechnologists) – Wage Distribution
$55,582
$60,000
$47,938
Annual Wage
$37,220
$40,000
$29,224
$24,266
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The three most important skills for medical and clinical laboratory technicians (cytotechnologist)
are:
documents.
relevant sources.
18
Page 71
The usual requirement for an entry-level position as a clinical laboratory technologist is a bachelor’s
degree with a major in medical technology or in one of the life sciences (see Figure 37), although it
is possible to qualify through a combination of education and on-the-job and specialized training.
Certification is a voluntary process by which a nongovernmental organization, such as a professional
society or certifying agency, grants recognition to an individual whose professional competence
meets prescribed standards. However, certification is a prerequisite for most jobs and often is
necessary for advancement. Agencies certifying medical and clinical laboratory technicians include
the Board of Registry of the American Society for Clinical Pathology, the American Medical
Technologists, the National Credentialing Agency for Laboratory Personnel, and the Board of
Registry of the American Association of Bioanalysts.
Figure 37
Medical and Clinical Laboratory Technicians (Cytotechnologists) – Educational Profile
Preferred Level of
Education
3
Minimum Education
Requirements
3
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
Institutions offering education and training programs for medical and clinical laboratory technicians
in San Diego County are:
Grossmont College ROP – medical lab/phlebotomy technician courses;
Grossmont Union High School District ROP – courses in medical lab assisting;
Oceanside ROP – medical lab/phlebotomy technician courses;
Poway ROP – medical lab/phlebotomy technician courses;
Sweetwater Union High School District ROP – courses in medical lab assisting; and
Vista Adult Education/ROP – phlebotomy technician training.
Page 72
Technologist trainees are usually hired by laboratories where they worked as interns. Therefore, an
internship is a vital step in a technologist’s career. The California Association for Medical Laboratory
Technology often lists the openings of employers that are recruiting. Job seekers should also check
classified ads in newspapers, online job listings and medical lab journals; network with other
technologists and former instructors; and apply directly to medical labs and health service centers.
Hospitals and reference lab websites are also good places to find current postings.
Histologic technicians can advance into positions as medical and clinical laboratory technicians.
Medical and clinical laboratory technicians can advance into positions as cytogenetic technologists
and medical and clinical laboratory technologists.
Page 73
Medical and Clinical Laboratory Technologists
MEDICAL AND CLINICAL LABORATORY TECHNOLOGISTS
Medical and clinical laboratory technologists perform complex medical laboratory tests for
diagnosis, treatment, and prevention of disease, and they may train or supervise staff. Within the
San Diego County healthcare sector, employment as a medical and clinical laboratory technologist is
contained in the hospital and emergency care services and the medical laboratories segments.
Secondary Titles
Secondary titles include CLS (clinical laboratory scientist), clinical laboratory manager, clinical
laboratory technologist, histologist technologist, medical lab tech (medical laboratory technologist),
medical technologist, and microbiologist.
In 2004, there were 599 medical and clinical laboratory technologists in the healthcare sector in San
Diego County. Seven hundred six (706) medical and clinical laboratory technologists are projected to
be employed within the county healthcare sector by 2010, an average annual growth rate of two
percent (see Figure 38).
Figure 38
Medical and Clinical Laboratory Technologists – Employment Forecast
725
706
# Employed
688
669
675
651
636
620
625
599
575
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 74
Wages
The median annual wage for medical and clinical laboratory technologists is $53,116.19 The entrylevel wage is $38,102, while the experienced wage is $67,071 (see Figure 39).
Figure 39
Medical and Clinical Laboratory Technologists – Wage Distribution
$86,009
$100,000
$67,071
$80,000
Annual Wage
$53,116
$60,000
$44,320
$38,102
$40,000
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
19
Page 75
Skill Assessment
Science was ranked as the most important skill for medical and clinical laboratory technologists (see
Figure 40).
Figure 40
Medical and Clinical Laboratory Technologists – Skill Importance
87
Science
Reading
Comprehension
78
78
77
0
20
40
60
80
100
Key:
important.”
Source:
For medical and clinical laboratory technologists, the three most important skills are:
documents.
relevant sources.
The usual requirement for an entry-level position as a clinical laboratory technologist is a bachelor’s
degree with a major in medical technology or in one of the life sciences (see Figure 41), although it
is possible to qualify through a combination of education and on-the-job and specialized training.
Certification is a voluntary process by which a nongovernmental organization, such as a professional
society or certifying agency, grants recognition to an individual whose professional competence
meets prescribed standards. However, certification is a prerequisite for most jobs and often is
necessary for advancement. Agencies certifying medical and clinical laboratory technologists and
Page 76
technicians include the Board of Registry of the American Society for Clinical Pathology, the
American Medical Technologists, the National Credentialing Agency for Laboratory Personnel, and
the Board of Registry of the American Association of Bioanalysts.
Figure 41
Medical and Clinical Laboratory Technologists – Educational Profile
Preferred Level of
Education
3
Minimum Education
Requirements
3
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
Institutions offering education and training programs for medical and clinical laboratory
technologists in San Diego County are:
Grossmont College ROP – medical lab/phlebotomy technician courses;
Grossmont Union High School District ROP – courses in medical lab assisting;
Oceanside ROP – medical lab/phlebotomy technician courses;
Poway ROP – medical lab/phlebotomy technician courses;
Sweetwater Union High School District ROP – courses in medical lab assisting; and
Vista Adult Education/ROP – phlebotomy technician training.
Technologist trainees are usually hired by laboratories where they worked as interns. Therefore, an
internship is a vital step in a technologist’s career. The California Association for Medical Laboratory
Technology often lists the openings of employers that are recruiting. Job seekers should also check
classified ads in newspapers and medical lab journals, network with other technologists and former
instructors, and apply directly with medical labs and health service centers. Hospitals and reference
lab websites are also good places to find current postings.
Page 77
Lab assistants can advance into positions as medical and clinical laboratory technologists.
Medical and clinical laboratory technologists can advance into positions as clinical lab scientists.
Page 78
Medical Assistants
MEDICAL ASSISTANTS
Medical assistants perform administrative and certain clinical duties under the direction of a
physician. Administrative duties may include scheduling appointments, maintaining medical records,
billing, and coding for insurance purposes. Clinical duties may include taking and recording vital
signs and medical histories, preparing patients for examination, drawing blood, and administering
medications as directed by a physician. Within the San Diego County healthcare sector, employment
as a medical assistant is contained in the medical offices and hospital and emergency care services
segments.
Secondary Titles
Secondary titles include CMA (certified medical assistant), certified ophthalmic technician,
chiropractor assistant, clinical assistant, medical office assistant, ophthalmic assistant, optometric
assistant, and registered medical assistant.
Page 79
Medical Assistants
In 2004, there were 3,598 medical assistants in the healthcare sector in San Diego County. Four
thousand one hundred sixty-five (4,165) medical assistants are projected to be employed within the
county healthcare sector by 2010, an average annual growth rate of three percent (see Figure 42 for
additional detail).
Figure 42
Medical Assistants – Employment Forecast20
5000
# Employed
4500
4000
3500
3000
3,971
4,073
4,165
3,872
3,598
3,691
3,786
2,893
2,954
3,024
3,158
2,824
3,095
2,767
832
867
893
918
948
978
1,007
2004
2005
2006
2007
2008
2009
2010
2500
2000
1500
1000
500
0
Year
All Medical Assistants
Medical Offices
Source:
20
Page 80
Medical Assistants
Wages
The median annual wage for medical assistants is $26,437.21 The entry-level wage is $19,745, while
Figure 43
Medical Assistants – Wage Distribution
$34,727
$40,000
$30,877
$26,437
Annual Wage
$22,664
$19,745
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
21
Page 81
Medical Assistants
Skill Assessment
Service orientation was ranked as the most important skill for medical assistants (see Figure 44).
Figure 44
Medical Assistants – Skill Importance
90
Service Orientation
83
Writing
80
Active Listening
Speaking
77
Information
Organization
77
0
20
40
60
80
100
Key:
important.”
Source:
For medical assistants, the three most important skills are:
Writing – Communicating effectively in writing as appropriate for the needs of the audience.
times.
Formal training in medical assisting, while generally preferred, is not always required (see Figure
45). Employers prefer to hire experienced workers or certified applicants who have passed a
national examination, indicating that the medical assistant meets certain standards of competence.
The American Association of Medical Assistants awards the Certified Medical Assistant credential;
the American Medical Technologists Agency awards the Registered Medical Assistant credential; the
American Society of Podiatric Medical Assistants awards the Podiatric Medical Assistant Certified
credential; and the Joint Commission on Allied Health Personnel in Ophthalmology awards
Page 82
Medical Assistants
credentials at three levels: Certified Ophthalmic Assistant, Certified Ophthalmic Technician, and
Certified Ophthalmic Medical Technologist.
Figure 45
Medical Assistants – Educational Profile
2
Preferred Level of
Education
1
Minimum Education
Requirements
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
Two agencies recognized by the U.S. Department of Education accredit programs in medical
assisting: The Commission on Accreditation of Allied Health Education Programs (CAAHEP) and the
Accrediting Bureau of Health Education Schools (ABHES). In 2002, there were 495 medical assisting
programs accredited by CAAHEP and about 170 accredited by ABHES. The Committee on
Accreditation for Ophthalmic Medical Personnel approved 14 programs in ophthalmic medical
assisting.
The institutions offering education and training programs for medical assistants in San Diego
County are:
Academy of Professional Careers – courses in medical assisting;
College for Health Sciences – medical assisting diploma;
Concorde Career Colleges – courses in medical assisting;
Escondido Adult School/ROP – courses in medical assisting;
Glendale Career College – courses in medical assisting;
Grossmont College – courses in medical assisting;
Grossmont College ROP – certificate in medical assisting;
Maric College – courses in medical assisting;
Mesa College – certificate in medical assisting; associate’s degree in medical assisting;
Page 83
Medical Assistants
Oceanside ROP – certificate in medical assisting;
Palomar College – certificate in medical assisting, associate’s degree in medical assisting;
Pima Medical Institute – courses in medical assisting;
Poway ROP – courses in medical assisting;
Sweetwater Union High School District ROP – courses in medical assisting;
United Education Institute – courses in medical assisting; and
Vista Adult Education/ROP – courses in medical assisting.
Jobs as medical assistants may be found by applying to doctors' offices, government personnel
offices, college placement centers, and private employment agencies. There is information about
job openings in newspaper classified ads and Internet job listings. Those looking for a civil service
job must pass a test.
File clerks, dietary aides, and central supply techs can advance into positions as medical assistants.
Medical assistants can advance into positions as pharmacy aides, physical therapy assistants,
Page 84
Medical Records And Health Information Technicians
MEDICAL RECORDS AND HEALTH INFORMATION
TECHNICIANS
Medical records and health information technicians compile, process, and maintain medical records
of hospital and clinic patients in a manner consistent with medical, administrative, ethical, legal,
and regulatory requirements of the healthcare system. They process, maintain, compile, and report
patient information for health requirements and standards. Within the San Diego County
healthcare sector, employment as a medical records and health information technician is contained
in the medical offices, hospital and emergency care services, and long-term care segments.
Secondary Titles
Secondary titles include coder, file clerk, health information clerk, health information systems
technician, medical records analyst, medical records clerk, medical records director, medical records
technician, office manager, and receptionist.
Page 85
In 2004, there were 880 medical records and health information technicians in the healthcare sector
in San Diego County. One thousand thirty-six (1,036) medical records and health information
technicians are projected to be employed within the county healthcare sector by 2010, an average
annual growth rate of three percent (see Figure 46).
Figure 46
Medical Records and Health Information Technicians – Employment Forecast22
1200
# Employed
1000
982
1,010
1,036
906
931
955
533
546
557
570
584
596
522
267
278
285
292
300
309
318
2004
2005
2006
2007
2008
2009
2010
880
800
600
400
200
0
Year
All Medical Records and Health Information Technicians
Medical Offices
Source:
22
Page 86
Wages
The median annual wage for medical records and health information technicians is $23,426.23 The
Figure 47
Medical Records and Health Information Technicians – Wage Distribution
$36,796
$40,000
$30,174
Annual Wage
$23,426
$19,425
$17,280
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The most important skill for medical records and health information technicians is:
Information Organization – The ability to arrange things or actions in a certain order or pattern
according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures,
mathematical operations).
Medical records and health information technicians entering the field usually have an associate’s
degree from a community or junior college (see Figure 48).
23
Page 87
Most employers prefer to hire Registered Health Information Technicians (RHIT), who must pass a
written examination offered by the American Health Information Management Association
(AHIMA). To take the examination, a person must graduate from a two-year associate’s degree
program accredited by the Commission on Accreditation of Allied Health Education Programs
(CAAHEP) of the American Medical Association. Technicians trained in non-CAAHEP-accredited
programs, or on the job, are not eligible to take the examination.
Figure 48
Medical Records and Health Information Technicians – Educational Profile
Preferred Level of
Education
2
Minimum Education
Requirements
2
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
Only one college in San Diego County offers education and training programs for medical records
and health information technicians:
Mesa College – program for medical records technicians.
Networking through professional associations and using professional health sector search firms are
the most common ways to find job leads. Job seekers should also apply directly to health services
centers, health research facilities, computer and accounting companies specializing in health
information, and state and federal agencies and private contractors responsible for managing the
Medicare Health Insurance program. Recent graduates should apply with their school placement
office.
Medical records administrators often get hired before graduation through instructor recommendations and placement.
Page 88
Certified nurse assistants, medical assistants, unit assistants, home health aides, respiratory therapy
assistants, and physical therapy aides can advance into positions as medical records and health
information technicians.
Medical records and health information technicians can advance into positions as supervisors,
directors, or assistant directors of a medical records and health information department.
Page 89
NURSING AIDES, ORDERLIES, AND ATTENDANTS
Nursing aides, orderlies, and attendants provide basic patient care under the direction of nursing
staff. They perform such duties as feeding, bathing, dressing, grooming, or moving patients, or
changing linens. Within the San Diego County healthcare sector, employment as a nursing aid,
orderly, and attendant is contained in the long-term care and hospital and emergency care services
segments.
Secondary Titles
Secondary titles include caregiver, CNA (certified nurse aide), CNA (certified nursing assistant),
nurse’s aide, nursing aid, nursing assistant, PCA (patient care assistant), patient care technician,
psychiatric attendant, and resident assistant.
In 2004, there were 6,269 nursing aides, orderlies, and attendants in the healthcare sector in
San Diego County. Seven thousand nine hundred eighty-two (7,982) nursing aides, orderlies, and
attendants are projected to be employed within the county healthcare sector by 2010, an average
annual growth rate of five percent (see Figure 49).
Figure 49
Nursing Aides, Orderlies, and Attendants – Employment Forecast
8500
7,982
# Employed
8000
7,684
7,376
7500
7,083
6,822
7000
6,560
6500
6,269
6000
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 90
Wages
The median annual wage for nursing aides, orderlies, and attendants is $22,246.24 The entry-level
Figure 50
Nursing Aides, Orderlies, and Attendants – Wage Distribution
$28,237
$30,000
$24,811
$22,246
$19,787
Annual Wage
$17,844
$20,000
$10,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The two most important skills for nursing aides, orderlies, and attendants are:
Social Perceptiveness – Being aware of others’ reactions and understanding why they react as
they do.
24
Page 91
In many cases, neither a high school diploma nor previous work experience is necessary for a job as
a nursing aide (see Figure 51). A few employers, however, require some training or experience.
Hospitals may require prior experience as a nursing aide. Nursing care facilities often hire
inexperienced workers who must complete a minimum of 75 hours of mandatory training and pass
a competency evaluation program within four months of their employment. Aides who complete
the program are certified and placed on the state registry of nursing aides.
Figure 51
Nursing Aides, Orderlies, and Attendants – Educational Profile
1
Preferred Level of
Education
0
Minimum Education
Requirements
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
Nursing aide training is offered in high schools, vocational-technical centers, some nursing care
facilities, and some community colleges. Courses cover body mechanics, nutrition, anatomy and
physiology, infection control, communication skills, and resident rights. Personal care skills, such as
how to help patients bathe, eat, and groom, also are taught.
The institutions offering education and training programs for nursing aides, orderlies, and
attendants in San Diego County are:
Brighton Health Alliance – certified nurse assistant training;
Chula Vista Adult School – courses in certified nurse assisting;
Escondido Adult School/ROP – courses in certified nurse assisting;
George P. Glenner Alzheimer’s Family Centers School of Dementia Care – certified nursing
assistant training and certified home health aide (CHHA) training;
Golden Hill Health Careers Academy – courses in certified nurse assisting;
Grossmont Union High School District ROP – courses in certified nurse assisting;
Page 92
Maric College – courses in patient care;
MiraCosta College – courses in certified nurse assisting;
National City Adult School – courses in certified nurse assisting;
San Diego Centers for Education and Technology – courses in certified nurse assisting, and
Sweetwater Union High School District ROP – courses in certified nurse assisting.
Newspaper ads and online job listings are good places to look for job openings.
There are no positions that advance into this occupation.
Nursing aides, orderlies, and attendants can advance into positions as certified nurse assistants,
medical assistants, unit assistants, home health aides, respiratory therapy assistants, and physical
therapy aides.
Page 93
Occupational Therapist Assistants
OCCUPATIONAL THERAPIST ASSISTANTS
Occupational therapist assistants help occupational therapists provide occupational therapy
treatments and procedures. They may, in accordance with state laws, assist in development of
treatment plans, carry out routine functions, direct activity programs, and document the progress of
treatments. Generally, formal training is required. Within the San Diego County healthcare sector,
employment as an occupational therapist assistant is contained in the medical offices and hospital
and emergency care services segments.
Secondary Titles
In 2004, there were 83 occupational therapist assistants in the healthcare sector in San Diego
County. One hundred eight (108) occupational therapist assistants are projected to be employed
within the County healthcare sector by 2010, an average annual growth rate of five percent (see
Figure 52).
Figure 52
Occupational Therapist Assistants – Employment Forecast
125
# Employed
115
108
104
105
99
95
91
95
87
85
83
75
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 94
Wages
The median annual wage for occupational therapist assistants is $43,092.25 The entry-level wage is
$32,926, while the experienced wage is $49,050 (see Figure 53).
Figure 53
Occupational Therapist Assistants – Wage Distribution
$53,944
$60,000
$49,050
$43,092
Annual Wage
$38,051
$40,000
$32,926
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
25
Page 95
Skill Assessment
Four skills rate at the top of importance for occupational therapist assistants (see Figure 54).
Figure 54
Occupational Therapist Assistants – Skill Importance
Social Perceptiveness
83
Service Orientation
83
Instructing
83
Active Listening
83
80
Speaking
Reading
Comprehension
77
0
20
40
60
80
100
Key:
important.”
Source:
For occupational therapist assistants, the four most important skills are:
Social Perceptiveness – Being aware of others' reactions and understanding why they react as
they do.
Instructing – Teaching others how to do something.
times.
An associate’s degree or a certificate from an accredited community college or technical school is
generally required to qualify for occupational therapist assistant jobs (see Figure 55).
Occupational therapist assistants are regulated and must pass a national certification examination
after they graduate. Those who pass the test are awarded the title Certified Occupational Therapist
Assistant.
Page 96
Figure 55
Occupational Therapist Assistants – Educational Profile
Preferred Level of
Education
2
Minimum Education
Requirements
2
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions offering education and training programs for occupational therapist assistants are:
Grossmont College – associate of science in occupational therapy;
Grossmont Union High School District ROP – courses in physical/occupational rehabilitation; and
Ola Grimsby Institute – courses in manual therapy.
Direct application to employers remains one of the most effective job search methods. Private
facilities are listed in the yellow pages under Occupational Therapists, Rehabilitation Services, and
Hospitals and Clinics. California job openings can be found at various online job-listing systems.
assistants, and physical therapy aides can advance into positions as occupational therapist assistants.
Occupational therapist assistants can advance into positions as occupational therapists.
Page 97
Pharmacy Aides
PHARMACY AIDES
Pharmacy aides record drugs delivered to the pharmacy, store incoming merchandise, and inform
the supervisor of stock needs. They may operate cash registers and accept prescriptions for filling.
Within the San Diego County healthcare sector, at least 95 percent of employment as a pharmacy
aide is in the medical offices segment.
Secondary Titles
Secondary titles include certified pharmacist assistant, pharmacy assistant, and pharmacy clerk.
In 2004, there were 89 pharmacy aides in the healthcare sector in San Diego County. One hundred
one (101) pharmacy aides are projected to be employed within the county healthcare sector by
2010, an average annual growth rate of two percent (see Figure 56).
Figure 56
Pharmacy Aides – Employment Forecast
# Employed
110
99
100
97
93
90
101
89
95
90
80
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 98
Pharmacy Aides
Wages
The median annual wage for pharmacy aides is $28,331.26 The entry-level wage is $20,016, while the
experienced wage is $31,871 (see Figure 57).
Figure 57
Pharmacy Aides – Wage Distribution
$36,115
$40,000
$31,871
$28,331
Annual Wage
$25,503
$20,016
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The three most important skills for pharmacy aides are:
Mathematics – Using mathematics to solve problems.
Employers favor those with at least a high school diploma (see Figure 58).
26
Page 99
Pharmacy Aides
Figure 58
Pharmacy Aides – Educational Profile
1
Preferred Level of
Education
0
Minimum Education
Requirements
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions in San Diego County offering education and training programs for pharmacy
technicians are:
Academy of Professional Careers – courses in pharmacy technology;
California College for Health Sciences – courses in pharmacy technology;
Escondido Adult School/ROP – courses in pharmacy technology;
Grossmont College ROP – courses in pharmacy technology;
Maric College – courses in pharmacy technology;
National University – pharmacy technician certificate;
Pima Medical Institute – courses in pharmacy technology;
United Education Institute – courses in pharmacy technology; and
Valley Career College – courses in pharmacy technology.
Hospitals frequently advertise openings in newspaper want ads and Internet job listing websites.
Job seekers should also apply directly to hospital personnel departments throughout the state. For
Veterans Administration Hospital positions, applicants must pass a federal civil service examination.
Page 100
Pharmacy Aides
assistants, and physical therapy aides can advance into positions as pharmacy aides.
Pharmacy aides can advance into positions as pharmacy technicians.
Page 101
Pharmacy Technicians
PHARMACY TECHNICIANS
Pharmacy technicians prepare medications under the direction of a pharmacist. They may measure,
mix, count, label, and record amounts and dosages of medications. Within the San Diego County
healthcare sector, employment as a pharmacy technician is contained in the medical offices and
hospital and emergency care services segments.
Secondary Titles
Secondary titles include CPHT (certified pharmacy technician) and pharmaceutical care associate.
In 2004, there were 386 pharmacy technicians in the healthcare sector in San Diego County. Four
hundred fifty-four (454) pharmacy technicians are projected to be employed within the county
healthcare sector by 2010, an average annual growth rate of two percent (see Figure 59).
Figure 59
Pharmacy Technicians – Employment Forecast
500
# Employed
454
443
450
431
399
400
410
419
386
350
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 102
Wages
The median annual wage for pharmacy technicians is $33,868.27 The entry-level wage is $25,685,
while the experienced wage is $37,456 (see Figure 60).
Figure 60
Pharmacy Technicians – Wage Distribution
$60,884
$70,000
$60,000
Annual Wage
$50,000
$33,868
$37,456
$30,244
$40,000
$25,685
$30,000
$20,000
$10,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The two most important skills for pharmacy technicians are:
documents.
Mathematics – Using mathematics to solve problems.
Employers who have neither the time nor money to provide on-the-job training often seek
pharmacy technicians with at least an associate’s degree (see Figure 61).
27
Page 103
The Pharmacy Technician Certification Board administers the National Pharmacy Technician
Certification Examination. This exam, which is voluntary in California, determines the competency
of individuals to work as pharmacy technicians.
For Veterans Administration Hospital positions, applicants must pass a federal civil service examination.
Figure 61
Pharmacy Technicians – Educational Profile
Preferred Level of
Education
2
Minimum Education
Requirements
2
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions in San Diego County offering education and training programs for pharmacy
technicians are:
Academy of Professional Careers – courses in pharmacy technology;
California College for Health Sciences – courses in pharmacy technology;
Escondido Adult School/ROP – courses in pharmacy technology;
Grossmont College ROP – courses in pharmacy technology;
Maric College – courses in pharmacy technology;
National University – pharmacy technician certificate;
Pima Medical Institute – courses in pharmacy technology;
United Education Institute – courses in pharmacy technology; and
Valley Career College – courses in pharmacy technology.
Page 104
Students in pharmacy technician training programs are sometimes hired after graduation by one of
the hospitals in which they performed their supervised clinical work experience. Hospitals
frequently advertise openings in newspaper want ads or recruit through private employment
agencies. Job seekers should also apply directly to hospital personnel departments throughout the
state. Newspaper ads and online job listings are also a good place to look.
Pharmacy aides can advance into positions as pharmacy technicians.
Pharmacy technicians can advance into positions as pharmacist interns and pharmacists.
Page 105
Physical Therapist Aides
PHYSICAL THERAPIST AIDES
Physical therapist aides, under close supervision of a physical therapist or physical therapy assistant,
perform only delegated, selected, or routine tasks preparing the patient and the treatment area.
Within the San Diego County healthcare sector, at least 95 percent of employment as a physical
therapist aide is in the medical offices segment.
Secondary Titles
In 2004, there were 113 physical therapist aides in the healthcare sector in San Diego County. One
hundred forty-five (145) physical therapist aides are projected to be employed within the county
healthcare sector by 2010, an average annual growth rate of four percent (see Figure 62).
Figure 62
Physical Therapist Aides – Employment Forecast
160
150
145
# Employed
140
140
134
128
130
120
123
118
113
110
100
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 106
Wages
The median annual wage for physical therapist aides is $25,002.28 The entry-level wage is $18,118,
Figure 63
Physical Therapist Aides – Wage Distribution
$40,000
$31,166
$28,490
Annual Wage
$25,002
$20,584
$18,118
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The three most important skills for physical therapist aides are:
documents.
28
Page 107
There are no certification requirements for physical therapist aides, and most are trained on the job
(see Figure 64).
Figure 64
Physical Therapist Aides – Educational Profile
1
Preferred Level of
Education
0
Minimum Education
Requirements
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions offering education and training programs for physical therapist aides are:
California College for Health Sciences – physical therapy aide diploma;
Grossmont College ROP – courses in physical/occupational rehabilitation;
MiraCosta College – physical therapy aide certificate;
Ola Grimsby Institute – courses in manual therapy training; and
Sweetwater Union High School District ROP – courses in physical therapy.
Applying directly to hospital and clinic physical therapy departments and to private practice
therapists is still the best way to find a job for both experienced and trainee physical therapy aides.
Graduate placement programs of accredited physical therapy assisting schools provide an important
link between employers and students through the on campus recruitment program. Applying
directly to hospital physical therapy departments and participating in professional associations
often leads to employment.
Page 108
File clerks, dietary aides, and central supply techs can advance into positions as physical therapist
aides.
Physical therapist aides can advance into positions as pharmacy aides, physical therapy assistants,
Page 109
Physical Therapist Assistants
PHYSICAL THERAPIST ASSISTANTS
Physical therapist assistants help physical therapists provide physical therapy treatments and
procedures. They may, in accordance with state laws, assist in the development of treatment plans,
carry out routine functions, document the progress of treatment, and modify specific treatments in
accordance with patient status and within the scope of treatment plans established by a physical
therapist. Generally, formal training is required. Within the San Diego County healthcare sector, at
least 95 percent of employment as a physical therapist assistant is in the hospital/emergency care
services segment.
Secondary Titles
Secondary titles include LPTA (licensed physical therapist assistant) and physical therapy technician.
In 2004, there were 62 physical therapist assistants in the healthcare sector in San Diego County.
Seventy-three (73) physical therapist assistants are projected to be employed within the county
healthcare sector by 2010, an average annual growth rate of three percent, (see Figure 65).
Figure 65
Physical Therapist Assistants – Employment Forecast
100
# Employed
90
80
70
62
64
66
67
2006
2007
69
71
73
60
50
2004
2005
2008
2009
2010
Year
Source:
Page 110
Wages
The median annual wage for physical therapist assistants is $41,372.29 The entry-level wage is
Figure 66
Physical Therapist Assistants – Wage Distribution
$52,349
$60,000
$45,342
$41,372
Annual Wage
$37,306
$40,000
$24,113
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The three most important skills for physical therapist assistants are:
Reading Comprehension – Understanding written sentences and paragraphs in work-related
documents.
29
Page 111
Physical therapist assistants typically earn an associate’s degree from an accredited physical therapist
assistant program (see Figure 67). Licensing can be applied for through education equivalency.
Information on licensure can be found at the Physical Therapy Board of California.
Figure 67
Physical Therapist Assistants – Educational Profile
Preferred Level of
Education
2
Minimum Education
Requirements
2
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions offering education and training programs for physical therapist assistants are:
Mesa College – associate’s degree in physical therapist assisting; and
Ola Grimsby Institute – courses in manual therapy.
Applying directly to hospital and clinic physical therapy departments and to private practice
therapists is still the best way to find a job for both experienced and trainee physical therapy aides.
Graduate placement programs of accredited physical therapy assisting schools provide an important
link between employers and students through the on campus recruitment program. Job seekers also
can apply directly to hospital physical therapy departments, participate in professional associations,
and check Internet job listings to find jobs.
assistants, and physical therapy aides can advance into positions as physical therapist assistants.
Page 112
Physical therapist assistants can advance into positions as physical therapists
Page 113
Physical Therapists
PHYSICAL THERAPISTS
Physical therapists assess, plan, organize, and participate in rehabilitative programs that improve
mobility, relieve pain, increase strength, and decrease or prevent deformity of patients suffering
from disease or injury. Within the San Diego County healthcare sector, employment as a physical
therapist is contained in the hospital/emergency care services and medical offices segments.
Secondary Titles
In 2004, there were 892 physical therapists in the healthcare sector in San Diego County. One
thousand one hundred eight (1,108) physical therapists are projected to be employed within the
county healthcare sector by 2010, an average annual growth rate of four percent (see Figure 68 for
additional detail).
Figure 68
Physical Therapists – Employment Forecast
1250
# Employed
1150
1,108
1,072
1,033
1050
996
963
950
929
892
850
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 114
Physical Therapists
Wages
The median annual wage for physical therapists is $64,958.30 The entry-level wage is $47,047, while
Figure 69
Physical Therapists – Wage Distribution
$86,127
$100,000
$77,677
$64,958
$80,000
Annual Wage
$53,566
$60,000
$47,047
$40,000
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
30
Page 115
Physical Therapists
Skill Assessment
Reading comprehension and judgment and decision-making were ranked as the most important
skills for physical therapists (see Figure 70).
Figure 70
Physical Therapists – Skill Importance
Reading Comprehension
83
83
80
Critical Thinking
Speaking
77
Service Orientation
77
Science
77
77
Active Listening
77
0
20
40
60
80
100
Key:
important.”
Source:
Page 116
Physical Therapists
For physical therapists, the three most important skills are:
documents.
solutions, conclusions, or approaches to problems.
All physical therapist programs seeking accreditation are required to offer degrees at the master’s
degree level and above, in accordance with the Commission on Accreditation in Physical Therapy
Education (see Figure 71).
All states require physical therapists to pass a licensure exam before they can practice, after
graduating from an accredited physical therapist educational program.
Figure 71
Physical Therapists – Educational Profile
4
Preferred Level of
Education
3
Minimum Education
Requirements
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The only institution offering an education and training program for physical therapists in San Diego
County is California State University San Marcos (master of science in physical therapy).
Page 117
Physical Therapists
Physical therapists can find jobs through school placement offices, professional associations, or leads
in medical journals.
facilities are listed in the yellow pages under Physical Therapy, Hospitals, and Rehabilitation services.
California job openings can be found at various online job-listing systems.
Physical therapist assistants can advance into positions as physical therapists.
There are no positions to which this occupation can advance.
Page 118
PHYSICIAN ASSISTANTS
Physician assistants provide healthcare services typically performed by a physician, under the
supervision of a physician. They conduct complete physicals, provide treatment, and counsel
patients. They may, in some cases, prescribe medication. Within the San Diego County healthcare
sector, at least 95 percent of employment as a physician assistant is in the medical offices segment.
Secondary Titles
In 2004, there were 246 physician assistants in the healthcare sector in San Diego County. Two
hundred eighty-one (281) physician assistants are projected to be employed within the county
healthcare sector by 2010, an average annual growth rate of two percent (see Figure 72 for
additional detail).
Figure 72
Physician Assistants – Employment Forecast
300
# Employed
290
281
275
280
269
270
263
257
260
250
246
251
240
230
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 119
Wages
The median annual wage for physician assistants is $70,746.31 The entry-level wage is $50,085, while
Figure 73
Physician Assistants – Wage Distribution
$108,327
$120,000
$90,433
$100,000
Annual Wage
$70,746
$80,000
$59,956
$50,085
$60,000
$40,000
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
31
Page 120
Skill Assessment
Problem identification and active listening were ranked as the most important skills for physician
assistants (see Figure 74).
Figure 74
Physician Assistants – Skill Importance
90
Active Listening
90
Speaking
83
83
Science
80
80
Critical Thinking
80
77
Service Orientation
77
0
20
40
60
80
100
Key:
important.”
Source:
For physician assistants, the four most important skills are:
Problem Identification – The ability to tell when something is wrong or is likely to go wrong. It does
not involve solving the problem, only recognizing there is a problem.
times.
documents.
Most physician assistants have at least a bachelor’s degree (see Figure 75).
Some physician assistants pursue additional education in a specialty such as surgery, neonatology, or
emergency medicine. Physician assistant postgraduate residency training programs are available in
areas such as internal medicine, rural primary care, emergency medicine, surgery, pediatrics,
Page 121
neonatology, and occupational medicine. Candidates must be graduates of an accredited program
and be certified by the National Commission on Certification of Physician Assistants (NCCPA).
All states have legislation governing the qualifications or practice of physician assistants and require
that new physician assistants complete an accredited, formal education program. All jurisdictions
require physician assistants to pass the physician assistant national certifying examination,
administered by the NCCPA and open to graduates of accredited physician assistant education
programs. Only those successfully completing the examination may use the credential Physician
Assistant-Certified.
Figure 75
Physician Assistants – Educational Profile
Preferred Level of
Education
3
Minimum Education
Requirements
3
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
No institutions providing education and training programs for physician assistants were identified in
San Diego. The institutions offering education and training programs for physician assistants are:
University of Southern California (in Los Angeles) – physician assistant program; and
Charles R. Drew University of Medicine and Science (in Los Angeles) – physician assistant
program.
The local county medical association has information on jobs available for physician assistants.
Placement offices in schools offering training help their graduates find employment.
Surgical technologists can advance into positions as physician assistants.
Page 122
Physician assistants can advance into positions as licensed practical nurses and registered nurses.
Page 123
RADIOLOGIC TECHNOLOGISTS AND TECHNICIANS
Radiologic technologists and technicians take x-rays and CAT scans or administer non-radioactive
materials into patient's blood stream for diagnostic purposes. This occupation includes technologists
who specialize in other modalities, such as computed tomography and magnetic resonance, and
workers whose primary duties are to demonstrate portions of the human body on x-ray film or
fluoroscopic screen. Within the San Diego County healthcare sector, employment as a radiologic
technologist and technician is contained in the hospital and emergency care services and medical
offices segments.
Secondary Titles
In 2004, there were 766 radiologic technologists and technicians in the healthcare sector in
San Diego County. Eight hundred ninety-four (894) radiologic technologists and technicians are
rate of three percent (see Figure 76).
Figure 76
Radiologic Technologists and Technicians – Employment Forecast
950
894
# Employed
900
873
850
850
828
809
789
800
766
750
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 124
Wages
The median annual wage for radiologic technologists is $49,561.32 The entry-level wage is $36,632,
Figure 77
Radiologic Technologists and Technicians – Wage Distribution
$80,000
$63,060
$56,276
$49,561
$60,000
Annual Wage
$42,123
$36,632
$40,000
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The most important skill for radiologic technologists and technicians is:
Formal training programs in radiography range in length from one to four years and lead to a
certificate, associate’s degree, or bachelor’s degree. Two-year associate’s degree programs are
usually required and most prevalent (see Figure 78).
The American Registry of Radiologic Technologists offers voluntary registration for radiologic
technologists. To be eligible for registration, technologists generally must have graduated from an
32
Page 125
accredited program and pass an examination. Many employers prefer to hire registered
radiographers. To be re-registered, radiographers must complete 24 hours of continuing education
every other year. California also requires certification for medical or dental radiography.
Figure 78
Radiologic Technologists and Technicians – Educational Profile
Preferred Level of
Education
2
Minimum Education
Requirements
2
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions offering education and training programs for radiologic technologists are:
Maric College – courses in radiologic technology, and sonography;
Mesa College – certificate in radiologic technology, associate’s degree in radiologic technology;
and
Pima Medical Institute – courses in radiography.
Students whose performance is superior during the clinical portion of their training may be hired
after graduation by the hospital in which they trained. School instructors may refer qualified
graduates to other jobs. Additional information regarding openings can be obtained from the
American Society of Radiologic Technologists webpage. However, job seekers need not wait for
openings to be advertised; they should also file applications directly with employers for future
consideration.
Ortho technicians, EKG technicians, ED technicians, OB monitor technicians, echo technicians, and
optical technicians can advance into positions as radiologic technologists and technicians.
Page 126
Radiologic technologists and technicians can advance into positions as diagnostic ultrasonographers, nuclear med technicians, MRI technicians, or radiation therapy technicians.
Page 127
Registered Nurses
REGISTERED NURSES
Registered nurses (RN) assess patient health problems and needs, develop and implement nursing
care plans, and maintain medical records. They administer nursing care to ill, injured, convalescent,
or disabled patients. They may also advise patients on health maintenance and disease prevention
or provide case management. Licensing or registration is required. Registered nurses include
advance practice nurses such as nurse practitioners, clinical nurse specialists, certified nurse
midwives, and certified registered nurse anesthetists. Advanced practice nursing is practiced by RNs
who have specialized formal, post-basic education and who function in highly autonomous and
specialized roles. Within the San Diego County healthcare sector, employment as a registered nurse
is contained in the hospital/emergency care services, medical offices, long-term care, and outpatient
services segments.
Secondary Titles
Secondary titles include cardiac care unit nurse, charge nurse, clinical nurse, coronary care unit
nurse, oncology RN (oncology registered nurse), OR RN (operating room registered nurse), relief
charge nurse, staff nurse, and staff RN (staff registered nurse).
Page 128
Registered Nurses
In 2004, there were 12,693 registered nurses in the healthcare sector in San Diego County. Fifteen
thousand three hundred five (15,305) registered nurses are projected to be employed within the
county healthcare sector by 2010, an average annual growth rate of three percent (see Figure 79).
Figure 79
Registered Nurses – Employment Forecast33
18000
16000
# Employed
14000
15,305
13,583
14,403
9,768
8,687
9,495
10,337
9,264
10,059
9,032
2,133
2,182
2,238
2,289
2,347
2,407
2,459
1,453
1,532
1,608
1,680
1,759
1,840
1,918
2004
2005
2006
2007
2008
2009
2010
12,693
13,191
12000
10000
14,865
13,963
8000
6000
4000
2000
0
Year
All Registered Nurses
Medical Offices
Long Term Care
Source:
33
Page 129
Registered Nurses
Wages
The median annual wage for registered nurses is $60,521.34 The entry-level wage is $44,336, while
Figure 80
Registered Nurses – Wage Distribution
$77,650
$69,864
$80,000
$60,521
Annual Wage
$60,000
$51,321
$44,336
$40,000
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
34
Page 130
Registered Nurses
Skill Assessment
Speaking and service orientation were ranked as the most important skills for registered nurses (see
Figure 81).
Figure 81
Registered Nurses – Skill Importance
Speaking
83
Service Orientation
83
78
78
78
Critical Thinking
77
Coordination
77
0
20
40
60
80
100
Key:
important.”
Source:
For registered nurses, the five most important skills are:
Social Perceptiveness – Being aware of others' reactions and understanding why they react as
they do.
Reading Comprehension – Understanding written sentences and paragraphs in work-related
documents.
Individuals interested in becoming registered nurses must obtain either an associate’s or a
bachelor’s degree. Individuals who already have a bachelor’s degree in another discipline can
pursue a master’s entry program in nursing to become a registered nurse (see Figure 82).
In all states and the District of Columbia, students must graduate from an approved nursing
program and pass a national licensing examination in order to obtain a nursing license. Nurses may
Page 131
Registered Nurses
be licensed in more than one state, either by examination, by the endorsement of a license issued
by another state, or through a multi-state licensing agreement. California requires periodic renewal
of licenses, which may involve continuing education, depending on how standards have changed.
Figure 82
Registered Nurses – Educational Profile
3
Preferred Level of
Education
2
Minimum Education
Requirements
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions offering education and training programs for registered nurses are:
California College for Health Sciences – bachelor of science in nursing, master of science in
nursing;
Cal State University San Marcos – bachelor of science in nursing (fall 2006), RN to bachelor of
science in nursing (fall 2007), LVN to RN program (pending program approval);
Cal State University San Marcos Extension – registered nurse refresher program;
Grossmont College – associate’s degree in nursing, associate’s degree in nursing (LVN to RN
transition program);
National University – associate of science degree in nursing, LVN to associate of science degree
in nursing, bachelor of science in nursing, LVN to bachelor of science in nursing, bachelor of
science in nursing for registered nurses;
Palomar College – associate of arts in nursing, LVN to RN program;
Point Loma Nazarene University – bachelor of science in nursing, master of science in nursing,
LVN to RN program;
San Diego City College – associate of science in nursing, LVN to RN program;
San Diego State University – bachelor of science in nursing, RN to bachelor of science in nursing,
master of science in nursing;
Page 132
Registered Nurses
Southwestern College – associate degree in nursing, LVN to RN program;
University of Phoenix – bachelor of science in nursing, master of science in nursing; and
University of San Diego – bachelor of science in nursing (post RN), accelerated RN to master's
degree, master's degree entry program in nursing, master of science in nursing, certificate
program in urgent/emergency care.
facilities are listed in the yellow pages under hospitals, nurse registries, medical clinics, and
physicians and surgeons. California job openings can be found at various online job-listing services.
Nursing schools' graduate placement services link RNs and nurse practitioners with jobs. Individuals
also can apply directly to hospitals, clinics, and physicians. Newspaper ads and Internet job listings
also have job leads. State, county, city, and federal personnel administration offices provide
announcements of jobs and requirements.
Licensed practical and licensed vocational nurses can advance into positions as registered nurses.
Registered nurses can advance into positions as nurse educators, clinical nurse specialists, nurse
practitioners, and certified nurse midwives.
Page 133
Respiratory Therapists
RESPIRATORY THERAPISTS
Respiratory therapists assess, treat, and care for patients with breathing disorders. They assume
primary responsibility for all respiratory care modalities, including the supervision of respiratory
therapy technicians. They initiate and conduct therapeutic procedures; maintain patient records;
and select, assemble, check, and operate equipment. Within the San Diego County healthcare
sector, employment as a respiratory therapist is contained in the hospital and emergency care
services and medical offices segments.
Secondary Titles
Secondary titles include certified respiratory therapist, clinical coordinator of respiratory therapy,
director of cardiopulmonary services, RRT (registered respiratory therapist), registered respiratory
therapist, respiratory care practitioner, and staff respiratory therapist.
Page 134
In 2004, there were 612 respiratory therapists in the healthcare sector in San Diego County. Seven
hundred twenty-three (723) respiratory therapists are projected to be employed within the county
healthcare sector by 2010, an average annual growth rate of three percent (see Figure 83).
Figure 83
Respiratory Therapists – Employment Forecast
800
# Employed
750
723
705
685
700
666
650
634
650
612
600
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 135
Wages
The median annual wage for respiratory therapists is $47,666.35 The entry-level wage is $38,174,
Figure 84
Respiratory Therapists – Wage Distribution
$80,000
$61,540
$54,971
$47,666
Annual Wage
$60,000
$38,174
$42,030
$40,000
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
35
Page 136
Skill Assessment
Operation and control was ranked as the most important skill for respiratory therapists (see
Figure 85).
Figure 85
Respiratory Therapists – Skill Importance
87
80
Monitoring
80
77
77
Critical Thinking
77
Active Listening
77
0
20
40
60
80
100
Key:
important.”
Source:
For respiratory therapists, the three most important skills are:
documents.
Monitoring – Monitoring/assessing performance of self, other individuals, or organizations to make
improvements or take corrective action.
Formal training is necessary for entry as a respiratory therapist. Training is offered at the
postsecondary level by colleges and universities, medical schools, vocational-technical institutes, and
the armed forces. An associate’s degree has become the general requirement for entry into this
field (see Figure 86).
Most employers require respiratory therapists to maintain a Cardiopulmonary Resuscitation (CPR)
Certification.
The National Board for Respiratory Care (NBRC) offers voluntary certification and registration to
graduates of programs accredited by Commission on Accreditation of Allied Health Education
Programs (CAAHEP) or the Committee on Accreditation for Respiratory Care (CoARC). Two
Page 137
credentials are awarded to respiratory therapists who satisfy the requirements: Registered
Respiratory Therapist (RRT) and Certified Respiratory Therapist (CRT). Graduates from accredited
programs in respiratory therapy may take the CRT examination.
More than 40 states license respiratory care personnel. Aspiring respiratory care practitioners should
be licensed by the Respiratory Care Board of California.
Figure 86
Respiratory Therapists – Educational Profile
Preferred Level of
Education
2
Minimum Education
Requirements
2
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The institutions offering education and training programs for respiratory therapists are:
California College for Health Sciences – associate of science in respiratory therapy, bachelor of
science in health sciences – with a respiratory care specialty;
Grossmont College – associate of science in respiratory therapy;
Maric College – courses in respiratory therapy; and
Pima Medical Institute – courses in respiratory therapy.
Respiratory therapists may apply directly to hospitals and civil service agencies. They may also
register with private registries and medical employment agencies. Other sources of assistance are
professional associations, ads in newspapers or medical journals, Internet job listings, and referrals
from instructors.
Page 138
Respiratory therapy technicians can advance into positions as respiratory therapists.
Respiratory therapists can advance into positions as registered nurses.
Page 139
Respiratory Therapy Technicians
RESPIRATORY THERAPY TECHNICIANS
Respiratory therapy technicians carry out specific, well-defined respiratory care procedures under
the direction of respiratory therapists and physicians. At least 95 percent of employment as a
respiratory therapy technician is in the hospital and emergency care services segment.
Secondary Titles
Secondary titles include CRT (certified respiratory therapist), CRTT (certified respiratory therapy
technician), certified respiratory therapy technician, and respiratory technician.
In 2004, there were 99 respiratory therapy technicians in the healthcare sector in San Diego County.
One hundred eighteen (118) respiratory therapy technicians are projected to be employed within
the county healthcare sector by 2010, an average annual growth rate of three percent (see Figure
87).
Figure 87
Respiratory Therapy Technicians – Employment Forecast
125
118
115
112
# Employed
115
105
103
106
109
99
95
85
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 140
Wages36
The median annual wage for respiratory therapy technicians in California is $42,568.37 The entrylevel wage is $30,497, while the experienced wage is $48,152 (see Figure 88).
Figure 88
Respiratory Therapy Technicians – Wage Distribution
$56,036
$60,000
$48,152
$42,568
Annual Wage
$37,500
$40,000
$30,497
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The three most important skills for respiratory therapy technicians are:
solutions, conclusions, or approaches to problems.
Monitoring – Monitoring/assessing performance of yourself, other individuals, or organizations to
make improvements or take corrective action.
36
Wage data for San Diego County is not available. Wage data for California is displayed.
37
Page 141
While not required, a postsecondary vocational award is the only certificate available to those
seeking formal education (see Figure 89).
Figure 89
Respiratory Therapy Technicians – Educational Profile
2
Preferred Level of
Education
1
Minimum Education
Requirements
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
The only institution offering a program for respiratory therapy technicians in San Diego County is
the Pima Medical Institute.
Respiratory therapy technicians may apply directly to hospitals and civil service agencies. They may
also register with the California Employment Development Department Job Service, private
registries, and medical employment agencies. Other sources of jobs are professional associations,
newspapers, or medical journal classified ads.
assistants, and physical therapy aides can advance into positions as respiratory therapy technicians.
Respiratory therapy technicians can advance into positions as respiratory therapists.
Page 142
Speech-Language Pathologists
SPEECH-LANGUAGE PATHOLOGISTS
Speech-language pathologists assess and treat people with speech, language, voice, and fluency
disorders. They may select alternative communication systems and teach their use. They may
perform research related to speech and language problems. Within the San Diego County
healthcare sector, at least 95 percent of employment as a speech-language pathologist is in the
hospital/emergency care services segment.
Secondary Titles
Secondary titles include communication specialist, educational speech-language clinician, speech
clinician, speech and language clinician, speech and language specialist, speech and language
teacher, speech pathologist, speech therapist, and teacher of the speech and hearing handicapped.
In 2004, there were 62 speech-language pathologists in the healthcare sector in San Diego County.
Seventy-three (73) speech-language pathologists are projected to be employed within the county
Figure 90
Speech-Language Pathologists – Employment Forecast
90
# Employed
80
70
62
64
66
67
69
71
73
60
50
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 143
Wages
The median annual wage for speech-language pathologists is $64,665.38 The entry-level wage is
Figure 91
Speech-Language Pathologists – Wage Distribution
$88,566
$100,000
$74,279
$64,665
$80,000
Annual Wage
$55,110
$60,000
$49,353
$40,000
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
38
Page 144
Skill Assessment
Instructing was ranked as the most important skill for speech-language pathologists (see Figure 92).
Figure 92
Speech-Language Pathologists – Skill Importance
90
Instructing
Learning Strategies
87
Active Learning
87
Critical Thinking
83
Active Listening
83
80
80
80
80
Idea Generation
0
20
40
60
80
100
Key:
important.”
Source:
For speech-language pathologists, the three most important skills are:
Instructing – Teaching others how to do something.
Learning Strategies – Selecting and using training/instructional methods and procedures
appropriate for the situation when learning or teaching new things.
A master’s degree or equivalent is required (see Figure 93). A passing score on a national examination on speech-language pathology offered through the praxis series of the educational testing
service is needed, as well.
Page 145
Speech-language pathologists also can acquire the Certificate of Clinical Competence in SpeechLanguage Pathology (CCC-SLP) offered by the American Speech-Language-Hearing Association
(ASHA).
Figure 93
Speech-Language Pathologists – Educational Profile
Preferred Level of
Education
4
Minimum Education
Requirements
4
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
About 233 colleges and universities nationwide offer graduate programs in speech-language
pathology. The only institution offering a program for speech-language pathologists in San Diego
County is San Diego State University (master of arts in communicative disorders).
Many SLPs and audiologists go to work for the institution where they served their internship. Job
seekers should network with others through ASHA, register with their school placement office, and
apply directly to state, federal, and private healthcare centers.
There are no positions that advance into this occupation.
Speech-language pathologists can advance into positions as managers or directors of programs,
clinics, or research.
Page 146
Surgical Technologists
SURGICAL TECHNOLOGISTS
Surgical technologists assist in operations, under the supervision of surgeons, registered nurses, or
other surgical personnel. They may help set up operating rooms, prepare and transport patients for
surgery, adjust lights and equipment, pass instruments and other supplies to surgeons and surgeon's
assistants, hold retractors, cut sutures, and help count sponges, needles, supplies, and instruments.
Within the San Diego County healthcare sector, employment as a surgical technologist is contained
in the hospital/emergency care services and medical offices segments.
Secondary Titles
Secondary titles include CST (certified surgical technologist), OR tech (operating room technician),
and surgical technician.
Page 147
In 2004, there were 356 surgical technologists in the healthcare sector in San Diego County. Four
hundred nineteen (419) surgical technologists are projected to be employed within the county
Figure 94
Surgical Technologists – Employment Forecast
500
# Employed
450
400
350
300
250
200
150
100
397
408
419
368
377
386
300
267
292
318
285
309
278
89
90
93
95
97
99
101
2004
2005
2006
2007
2008
2009
2010
356
50
0
Year
All Surgical Technologists
Medical Offices
Source:
Page 148
Wages
The median annual wage for surgical technologists is $37,423.39 The entry-level wage is $28,833,
Figure 95
Surgical Technologists – Wage Distribution
$60,000
$48,626
$43,566
Annual Wage
$37,423
$40,000
$32,419
$28,833
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
Skill Assessment
The most important skill for surgical technologists is:
Information Organization – The ability to arrange things or actions in a certain order or pattern
according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures,
mathematical operations).
Almost all employers require Basic Life Support (BLS) CPR certification and completion of a two-year
certification program (see Figure 96).
39
Page 149
Most employers prefer to hire certified technologists. Technologists may obtain voluntary
professional certification from the Liaison Council on Certification for the Surgical Technologist by
graduating from a program accredited by the Commission on Accreditation of Allied Health
Education Programs (CAAHEP) and passing a national certification examination. They may then use
the Certified Surgical Technologist (CST) designation. Continuing education or reexamination is
required to maintain certification, which must be renewed every four years.
Certification may also be obtained from the National Center for Competency Testing (NCCT). To
qualify to take the exam, candidates must follow one of three paths: complete an accredited
training program, undergo a two year hospital on-the-job training program, or acquire seven years
of experience working in the field. After passing the exam, individuals may use the designation
Tech in Surgery-Certified, TS-C (NCCT). This certification may be renewed every five years through
either continuing education or reexamination.
Figure 96
Surgical Technologists – Educational Profile
Preferred Level of
Education
2
Minimum Education
Requirements
2
0
No Formal
Education
Source:
1
High School
Diploma
2
Associate's
or Technical
Degree
3
Bachelor's
Degree
4
Graduate
Degree
Surgical technologists receive their training in formal programs offered by community and junior
colleges, vocational schools, universities, hospitals, and the military. In 2002, the Commission on
Accreditation of Allied Health Education Programs (CAAHEP) recognized 361 accredited programs.
The institutions offering education and training programs for surgical technologists in San Diego
County are:
Concorde Career Colleges – courses in surgical technology;
Glendale Career College – courses in surgical technology;
MiraCosta College – certificate in surgical technology; and
Page 150
Southwestern College – certificate in surgical technology, associate’s degree in surgical
technology.
Surgical technicians who are graduates of formal training programs and are certified by the Liaison
Council will have the best success finding jobs. Those without these qualifications can expect to face
competition for the jobs of their choice. Some training programs offer job placement services. Job
seekers should also check hospital job postings, Internet job listings, and the classified ads in
newspapers to find a job.
assistants, and physical therapy aides can advance into positions as surgical technologists.
Surgical technologists can advance into positions as physician assistants.
Page 151
SECONDARY OCCUPATION PROFILES
Dental Laboratory Technicians
DENTAL LABORATORY TECHNICIANS
Dental laboratory technicians construct and repair full or partial dentures or dental appliances. At
least 95 percent of employment as a dental laboratory technician is in the medical offices segment.
Secondary Titles
In 2004, there were 28 dental laboratory technicians in the healthcare sector in San Diego County.
Thirty-six (36) dental laboratory technicians are projected to be employed within the county
healthcare sector by 2010, an average annual growth rate of five percent (see Figure 97).
Figure 97
Dental Laboratory Technician – Employment Forecast
40
# Employed
36
35
35
33
32
30
30
29
28
25
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 155
Wages40
The median annual wage for dental laboratory technicians in California is $33,327.41 The entry-level
Figure 98
Dental Laboratory Technician – Wage Distribution
$60,000
$42,274
Annual Wage
$33,327
$40,000
$36,925
$28,889
$24,389
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
40
Wage data for San Diego County is not available. Wage data for California is displayed.
41
Page 156
DIAGNOSTIC MEDICAL SONOGRAPHERS
Diagnostic medical sonographers produce ultrasonic recordings of internal organs for use by
physicians. Within the San Diego County healthcare sector, employment as a diagnostic medical
sonographer is contained in the hospital and emergency care services and medical offices segments.
Secondary Titles
Secondary titles include cardiac/vascular sonographer, echo tech (echocardiagraphic technician),
registered diagnostic medical sonographer, sonographer, ultrasonographer, ultrasound technician,
and ultrasound technologist.
In 2004, there were 183 diagnostic medical sonographers in the healthcare sector in San Diego
County. Two hundred fifteen (215) diagnostic medical sonographers are projected to be employed
within the county healthcare sector by 2010, an average annual growth rate of two percent (see
Figure 99).
Figure 99
Diagnostic Medical Sonographers – Employment Forecast
225
215
# Employed
215
210
204
205
198
194
195
185
189
183
175
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 157
Wages
The median annual wage for diagnostic medical sonographers is $58,361.42 The entry-level wage is
Figure 100
Diagnostic Medical Sonographers – Wage Distribution
$76,738
$68,041
$80,000
$58,361
Annual Wage
$60,000
$51,555
$46,285
$40,000
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
42
Page 158
Dietitians and Nutritionists
DIETITIANS AND NUTRITIONISTS
Dietitians and nutritionists plan and conduct food service or nutritional programs to assist in the
promotion of health and control of disease. They may supervise activities of a department providing
quantity food services, counsel individuals, or conduct nutritional research. Within the San Diego
County healthcare sector, employment as a dietitian and nutritionist is contained in the hospital
and emergency care services and outpatient services segments.
Secondary Titles
Secondary titles include clinical dietitian, correctional food service supervisor, dietary manager,
dietitian, nutritionist, outpatient dietitian, pediatric clinical dietician, and registered dietitian.
Page 159
In 2004, there were 133 dietitians and nutritionists in San Diego County. One hundred sixty-six (66)
dietitians and nutritionists are projected to be employed within the county healthcare sector by
2010, an average annual growth rate of four percent (see Figure 101).
Figure 101
Dietitians and Nutritionists – Employment Forecast
200
# Employed
180
160
140
120
166
144
115
103
112
122
110
119
107
33
35
37
39
41
44
31
2004
2005
2006
2007
2008
2009
2010
133
100
80
60
40
160
155
149
139
20
0
Year
All Dietitians and Nutritionists
Outpatient Services
Source:
Page 160
Wages
The median annual wage for dietitians and nutritionists is $49,506.43 The entry-level wage is
Figure 102
Dietitians and Nutritionists – Wage Distribution
$80,000
$66,708
$57,619
$49,506
Annual Wage
$60,000
$41,422
$33,959
$40,000
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
43
Page 161
Massage Therapists
MASSAGE THERAPISTS
Massage therapists massage customers for hygienic or remedial purposes. At least 95 percent of
employment as a massage therapist is in the medical offices segment.
Secondary Titles
In 2004, there were 84 massage therapists in the healthcare sector in San Diego County. One
hundred twelve (112) massage therapists are projected to be employed within the county
healthcare sector by 2010, an average annual growth rate of six percent (see Figure 103).
Figure 103
Massage Therapists – Employment Forecast
120
112
115
107
# Employed
110
102
105
97
100
93
95
90
85
88
84
80
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 162
Massage Therapists
Wages
The median annual wage for massage therapists is $32,706.44 The entry-level wage is $25,219, while
Figure 104
Massage Therapists – Wage Distribution
$60,000
$48,029
Annual Wage
$40,818
$32,706
$40,000
$25,219
$27,772
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
44
Page 163
Medical Equipment Preparers
MEDICAL EQUIPMENT PREPARERS
Medical equipment preparers prepare, sterilize, install, or clean laboratories or healthcare equipment. They may perform routine laboratory tasks and operate or inspect equipment. Within the San
Diego County healthcare sector, employment as a medical equipment preparer is contained in the
hospital and emergency care services and outpatient services segments.
Secondary Titles
In 2004, there were 164 medical equipment preparers in the healthcare sector in San Diego County.
One hundred ninety-five (195) medical equipment preparers are projected to be employed within
the county healthcare sector by 2010, an average annual growth rate of three percent (see
Figure 105).
Figure 105
Medical Equipment Preparers – Employment Forecast
# Employed
225
200
175
190
171
175
180
195
185
164
150
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 164
Wages
The median annual wage for medical equipment preparers is $27,151.45 The entry-level wage is
Figure 106
Medical Equipment Preparers – Wage Distribution
$36,906
$40,000
$31,876
$27,151
Annual Wage
$23,608
$20,118
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
45
Page 165
Medical Transcriptionists
MEDICAL TRANSCRIPTIONISTS
Medical transcriptionists use transcribing machines with headsets and foot pedals to listen to
recordings by physicians and other healthcare professionals dictating a variety of medical reports,
such as emergency room visits, diagnostic imaging studies, operations, chart reviews, and final
summaries. They transcribe dictated reports, translate medical jargon and abbreviations into their
expanded forms, edit as necessary, and return reports in either printed or electronic form to the
dictator for review and signature, or correction. Within the San Diego County healthcare sector, at
least 95 percent of employment as a medical transcriptionist is in the medical offices segment.
Secondary Titles
In 2004, there were 315 medical transcriptionists in the healthcare sector in San Diego County.
Three hundred sixty (360) medical transcriptionists are projected to be employed within the county
healthcare sector by 2010, an average annual growth rate of two percent (see Figure 107).
Figure 107
Medical Transcriptionists – Employment Forecast
375
360
# Employed
352
344
350
336
329
325
322
315
300
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 166
Wages
The median annual wage for medical transcriptionists is $34,462.46 The entry-level wage is $28,156,
Figure 108
Medical Transcriptionists – Wage Distribution
$60,000
$42,620
Annual Wage
$34,462
$37,528
$31,289
$40,000
$28,156
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
46
Page 167
Mental Health and Substance Abuse Social Workers
MENTAL HEALTH AND SUBSTANCE ABUSE SOCIAL WORKERS
Mental health and substance abuse social workers assess and treat individuals with mental,
emotional, or substance abuse problems, including abuse of alcohol, tobacco, and/or other drugs.
Activities may include individual and group therapy, crisis intervention, case management, client
advocacy, prevention, and education. Within the San Diego County healthcare sector, at least 95
percent of employment as a mental health and substance abuse social worker is in the outpatient
services segment.
Secondary Titles
Secondary titles include case manager, clinical social worker, clinical therapist, community support
worker, counselor, mental health therapist, probation agent, probation officer, psychotherapist,
and social worker.
Page 168
In 2004, there were 72 mental health and substance abuse social workers in the healthcare sector in
San Diego County. One hundred two (102) mental health and substance abuse social workers are
rate of seven percent (see Figure 109).
Figure 109
Mental Health and Substance Abuse Social Workers – Employment Forecast
# Employed
125
100
75
72
76
81
86
91
97
102
50
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 169
Wages
The median annual wage for mental health and substance abuse social workers is $33,188.47 The
Figure 110
Mental Health and Substance Abuse Social Workers – Wage Distribution
$60,000
Annual Wage
$44,617
$33,188
$40,000
$27,424
$36,068
$30,307
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
47
Page 170
NUCLEAR MEDICINE TECHNOLOGISTS
Nuclear medicine technologists prepare, administer, and measure radioactive isotopes in
therapeutic, diagnostic, and tracer studies utilizing a variety of radioisotope equipment. They
prepare stock solutions of radioactive materials and calculate doses to be administered by
radiologists. They subject patients to radiation, and execute blood volume, red cell survival, and fat
absorption studies following standard laboratory techniques. Within the San Diego County
healthcare sector, at least 95 percent of employment as a nuclear medicine technologist is in the
hospital and emergency care services segment.
Secondary Titles
In 2004, there were 51 nuclear medicine technologists in the healthcare sector in San Diego County.
Sixty-one (61) nuclear medicine technologists are projected to be employed within the county
Figure 111
Nuclear Medicine Technologists – Employment Forecast
70
# Employed
65
61
59
60
58
53
55
55
56
51
50
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 171
Wages
The median annual wage for nuclear medicine technologists is $61,661.48 The entry-level wage is
Figure 112
Nuclear Medicine Technologists – Wage Distribution
$78,792
$90,000
$70,980
$80,000
$61,661
Annual Wage
$70,000
$60,000
$49,542
$54,142
$50,000
$40,000
$30,000
$20,000
$10,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
48
Page 172
OCCUPATIONAL THERAPISTS
Occupational therapists assess, plan, organize, and participate in rehabilitative programs that help
restore vocational, homemaking, and daily living skills, as well as general independence, to disabled
people. Within the San Diego County healthcare sector, employment as an occupational therapist is
contained in the hospital and emergency care services and medical offices segments.
Secondary Titles
Secondary titles include certified occupational therapy assistant, registered occupational therapist,
and staff therapist.
In 2004, there were 218 occupational therapists in the healthcare sector in San Diego County. Two
hundred seventy-nine (279) occupational therapists are projected to be employed within the county
healthcare sector by 2010, an average annual growth rate of five percent (see Figure 113).
Figure 113
Occupational Therapists – Employment Forecast49
300
279
268
# Employed
275
257
247
250
237
228
225
218
200
2004
2005
2006
2007
2008
2009
2010
Year
Source:
49
Page 173
Wages
The median annual wage for occupational therapists is $65,131.50 The entry-level wage is $50,053,
Figure 114
Occupational Therapists – Wage Distribution
$100,000
$82,053
$72,055
$65,131
$80,000
Annual Wage
$57,754
$60,000
$50,053
$40,000
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
50
Page 174
Opticians, Dispensing
OPTICIANS, DISPENSING
Opticians design, measure, fit, and adapt lenses and frames for clients, according to written optical
prescriptions or specifications. They help clients select frames, measure customers for the correct
eyeglass size, and coordinate frames with facial and eye measurements and optical prescriptions.
They prepare work orders with instructions for grinding and mounting lenses in frames for optical
laboratories, verify the exactness of finished lens spectacles, adjust frames and lens positions to fit
clients, and may shape or reshape frames. At least 95 percent of employment as an optician is in the
medical offices segment.
Secondary Titles
In 2004, there were 340 opticians in the healthcare sector in San Diego County. Four hundred fortyone (441) opticians are projected to be employed within the county healthcare sector by 2010, an
average annual growth rate of five percent (see Figure 115).
Figure 115
Opticians, Dispensing – Employment Forecast
475
441
# Employed
424
425
406
388
372
375
355
340
325
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 175
Wages
The median annual wage for opticians is $34,881.51 The entry-level wage is $32,075, while the
experienced wage is $38,507 (see Figure 116).
Figure 116
Opticians, Dispensing – Wage Distribution
$60,000
Annual Wage
$34,881
$40,000
$32,075
$38,507
$40,948
$32,116
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
51
Page 176
Psychiatric Technicians
PSYCHIATRIC TECHNICIANS
Psychiatric technicians care for mentally impaired or emotionally disturbed individuals, following
physician instructions and hospital procedures. They monitor patients' physical and emotional wellbeing and report to medical staff. They may participate in rehabilitation and treatment programs,
help with personal hygiene, and administer oral medications and hypodermic injections. Within the
San Diego County healthcare sector, at least 95 percent of employment as a psychiatric technician is
in the hospital and emergency care services segment.
Secondary Titles
In 2004, there were 175 psychiatric technicians in the healthcare sector in San Diego County. Two
hundred eight (208) psychiatric technicians are projected to be employed within the county
Figure 117
Psychiatric Technicians – Employment Forecast
230
# Employed
220
208
210
202
196
200
190
180
181
186
191
175
170
160
2004
2005
2006
2007
2008
2009
2010
Year
Source:
Page 177
Wages
The median annual wage for psychiatric technicians is $41,441.52 The entry-level wage is $29,632,
Figure 118
Psychiatric Technicians – Wage Distribution
$60,000
$48,440
$45,528
$41,441
Annual Wage
$36,474
$40,000
$29,632
$20,000
$0
(Entry Level)
(Mid-Point)
(Experienced)
Key:
Source:
52
Page 178
APPENDICES
Appendix A: Data Sources For Occupational Profiles
APPENDIX A: DATA SOURCES FOR OCCUPATIONAL PROFILES
California Employment Development Department cross-reference data, 6-digit SOC occupations
by 4-digit NAICS industry, San Diego County, 2003-2004.
by 4-digit NAICS industry, California, 2003-2004.
California Employment Development Department, Quarterly Census of Employment and Wages
(ES202), 2003.
Secondary Titles
Economy.com’s Detailed Employment Forecast for San Diego, 2004-2010.
(ES202), 2003.
Wages
(ES202), 2003.
Skill Assessment
Page 181
Appendix A: Data Sources For Occupational Profiles
SourcePoint Research: San Diego County University and College Catalogs, 2005.
San Diego County Office of Education, Adult Education and Regional Occupation Program, 2005.
California Employment Development Department, Labor Market Information Division, California
Occupational Guides, 2005.
Page 182
Appendix B: Occupational Forecasting And Wage Data Methodology
APPENDIX B: OCCUPATIONAL FORECASTING
AND WAGE DATA METHODOLOGY
ESTIMATING OCCUPATIONAL EMPLOYMENT AND GROWTH
IN THE HEALTHCARE SECTOR
SourcePoint and Godbe Research
Data Sources:
California Employment Development Department (EDD) cross-reference data, 6-digit SOC
occupations by 4-digit NAICS industry, San Diego County, 2003-2004.
Economy.com’s Detailed Employment Forecast for San Diego, 2004-2010.
(ES202), 2003.
Methodology:
1. Determined the initial employment estimates by combining the occupational estimates in the
California EDD’s cross-reference data file for San Diego County (2003-2004) for each of the 4digit NAICS codes that are included in the cluster definition. For those industries that are
defined at the 6-digit NAICS level, applied the 2003 ES202 6-digit industry proportion of 4-digit
industry employment to the 4-digit employment estimates to determine the initial employment
estimates. Applied the appropriate Economy.com 4-digit NAICS employment growth forecast to
the initial employment estimates to determine change in employment from 2004 to 2010. The
occupational forecasts where this method was used are the following:
Cardiovascular Technologists and
Technicians
Dental Assistants
Licensed Practical and Licensed Vocational
Nurses
Pharmacy Aides
Mental Health and substance Abuse social
workers
2. For those occupations where at least one, but not all, of the employment estimates by 4-digit
industry was unavailable, based initial employment estimates on those industries where
employment data were available. For example, if an occupation was found in three 4-digit
industries, but one of the industry occupational employment estimates was unavailable, the
Page 183
initial estimate for overall cluster employment was based on the counts from the two industries
with employment estimates. After the initial employment estimates were derived, applied the
appropriate Economy.com 4-digit NAICS employment growth forecast to the initial employment
estimates to determine change in employment from 2004 to 2010. The occupational forecasts
where this method was used are the following:
Clinical, Counseling, and School
Psychologists
Dieticians and Nutritionists
Emergency Medical Technicians and
Paramedics
Home Health Aides
Medical and Clinical Laboratory
Technicians
Technologists
Medical Assistants
Medical Records and Health Information
Technicians
Physical Therapists
Registered Nurses
3. For those occupations where employment estimates were unavailable for all of the relevant 4digit industries, applied the occupation’s proportion of employment within each relevant 4-digit
industry at the state level to San Diego’s overall employment in that 4-digit industry to derive an
initial employment estimate. After the initial employment estimates were derived, applied the
appropriate Economy.com 4-digit NAICS employment growth forecast to the initial employment
estimates to determine change in employment from 2004 to 2010. The occupational forecasts
where this method was used are the following:
Dental Hygienists
Massage Therapists
ESTIMATING OCCUPATIONAL WAGES IN THE HEALTHCARE SECTOR
SourcePoint and Godbe Research
Data Sources:
occupations by 4-digit NAICS industry, San Diego County, 2003-2004.
occupations by 4-digit NAICS industry, California, 2003-2004.
(ES202), 2003.
Methodology:
1. Developed occupational wage data by using the California EDD’s cross-reference data file for
San Diego County (2003-2004) to compute weighted averages. This was done by determining an
occupation’s proportional distribution of employment within each of the 4-digit NAICS codes,
and then multiplying the appropriate proportion by that occupation’s wage within each of
those 4-digit industries. For 6-digit industry definitions, used the 2003 ES202 file to determine
Page 184
the proportion of employment that the 6-digit industry accounts for in the larger 4-digit
industry. The occupational wage data where this method was used are the following:
Cardiovascular Technologists and
Technicians
Dental Assistants
Licensed Practical and Licensed Vocational
Nurses
Pharmacy Aides
Mental Health and substance Abuse social
workers
2. For those occupations where at least one, but not all, of the employment estimates by 4-digit
industry was unavailable, developed occupational wage data by using the proportional
distribution of employment across the 4-digit industries where data were available. For
example, if an occupation was found in three 4-digit industries, but the occupational
employment estimate was unavailable for one of the 4-digit industries, the occupational wage
data were based on the weighted average of the wages from the two industries with
employment estimates. The occupational wage data where this method was used are the
following:
Clinical, Counseling, and School
Psychologists
Dieticians and Nutritionists
Emergency Medical Technicians and
Paramedics
Home Health Aides
Technicians
Technologists
Medical Assistants
Medical Records and Health Information
Technicians
Physical Therapists
Registered Nurses
3. For those occupations where employment estimates were unavailable for all of the relevant 4digit industries, but wage data within the 4-digit industries were available, developed the
occupational wage data by averaging the wages in each of the 4-digit industries. The
occupational wage data where this method was used are the following:
Dental Hygienists
Massage Therapists
4. For those occupations where wage data were not available in the California EDD’s crossreference data file for San Diego County (2003-2004), developed occupational wage data by
using the data in the California EDD’s cross-reference data file for California (2003-2004). The
occupational wage data where this method was used are the following:
Page 185

Careers in San Diego`s Healthcare Sector

Transcription

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