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An Environmental Scan of the Human Resource Issues Affecting Medical Laboratory Technologists and Medical Radiation Technologists 2001

Prepared by Assessment Strategies for Health Canada
September 2001
ISBN: 0-662-32614-8
Cat. No.: H39-635/2002E

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Acknowledgement
Executive Summary
Section A: Introduction
Section B: The Canadian Health Care Context
Section C: Findings on Medical Laboratory Technologists
Section D: Findings on Medical Radiation Technologists
Section E: Overall Conclusions
Bibliography
Appendix A
Appendix B

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The views expressed in this report are those of the authors and do not necessarily represent those of Health Canada.

Ce document est aussi offert en français sous le titre : Analyse de la conjoncture des questions liées aux ressources humaines qui touchent les technologues de laboratoire médical et les technologues en radiation médicale

© Her Majesty the Queen in Right of Canada, represented by the Minister of Public Works and Government Services Canada, 2002
Cat. Nº H39-635/ 2002E
ISBN 0-662-32614-8

Our mission is to help the people of Canada maintain and improve their health. Health Canada

Acknowledgement

The Allied Health Working Group and Assessment Strategies Inc. wish to thank all the contributors to the environmental scan who gave most generously of their time to help make the information in this report as accurate and complete as possible.

Executive Summary

This report presents the combined findings of two different studies: an environmental scan that was performed in 1998 and an update completed in 2001. It provides the most current statistics as well as a description of new issues or factors that have emerged since 1998. For the most part, the two sets of findings are integrated so as to provide a unified picture of the situation in 2001.

In 1998 the Advisory Committee on Health Human Resources (ACHHR) asked the Allied Health Working Group to perform an environmental scan of the human resource issues affecting medical laboratory technologists and medical radiation technologists. Health Canada, on behalf of the Working Group, contracted the services of Assessment Strategies Inc. (ASI) to perform the study.

The environmental scan presented the ACHHR with information as well as a number of recommendations to help it determine appropriate strategies to address human resource issues affecting medical laboratory technologists and medical radiation technologists.

The scan reviewed the human resource situation for the following groups:

Medical laboratory technologists
Medical laboratory technicians or assistants
Medical radiation technologists
Diagnostic medical sonographers

The methodology used for the environmental scan was based on the gathering of information from key stakeholders across the country. It included a series of interviews, teleconferences and a review of relevant documentation. A similar method was used for the 2001 update.

In 1998 a number of issues were identified that impact on the two groups. The major conclusion of the first report was that serious shortages could be anticipated in both groups of technologists and that a national strategy was needed. In general, most of the issues identified in 1998 are still current and relevant in 2001. In some cases, new factors or events have developed that could modify the impact on the issues. These factors have been integrated into this report. Nevertheless, it has become apparent that shortages have worsened in the past 2 years.

The Health Care Needs of the Canadian Population

According to Statistics Canada (2001), Canada's demographic future will be characterized by slow population growth and an aging population, largely due to a low birth rate and the aging of the baby boom generation. As a consequence of these two factors, we may expect a higher prevalence of diseases common to older Canadians such as heart disease, stroke and cancer. As the diagnosis and treatment for these conditions rely heavily on medical technologies, an increase in demand for these services is to be expected. In addition, with improved health care, people will live longer but, because of their age, will be more likely to suffer from chronic illnesses that require diagnosis, long-term care and monitoring.

A Diminishing Workforce

The workforce in the groups being reviewed has been declining steadily since the early 1990s. This decline can be explained mainly by layoffs due to health care reform and laboratory restructuring during the last few years. Another reason for this decline is the attrition rate, with many technologists attaining retirement age.

Declining Enrolment in Canadian Programs

Between 1993 and 2001, there was a 60% decrease in enrolment in medical laboratory technology programs in Canada. The number of medical radiation technologist graduates has also diminished significantly with many program closures. Program closures or enrolment reductions were made in response to a decline in employment opportunities for graduates. For both groups, the difficulty of attracting new recruits has been mentioned as well as the health technology field not being seen as an attractive choice for many high school graduates.

Technological Advances

The field of medical technology is continually evolving with new instruments, increased computerization and new tests being developed. Technologists have to adapt to changing methods, technologies and equipment. As new tests become available, the demand for testing increases, thus increasing the workload. There is a need for ongoing training and a high potential for burnout among workers. Finally, the constant introduction of new technology also contributes to creating an ever-shifting work environment where the distribution of tasks may change geographically, among different groups of workers or between the private and public sectors.

Workplace Changes

The last few years have seen many changes to the delivery infrastructure resulting, for example, in the creation of core labs and the transfer of routine testing to private sector labs. Patients spend fewer days in hospital, which means tighter schedules for performing laboratory or imaging services. This results in longer hours and a high incidence in repetitive stress injuries. Morale is reported to be low with an increase in absenteeism and burnout.

Employer Needs

Several trends are reported where employer needs are concerned:

Use of Generalists In laboratory technology, there is a need to employ laboratory technologists who are trained in many sub-disciplines. Similarly, for medical radiation technologists, having them trained in more than one specialty is felt to increase the effectiveness and flexibility of services.

Cross-training There is increased interest in using cross-trained personnel (e. g. combined lab/ X-ray technician [CLX)]. Most provinces reported using cross-trained personnel in rural and small communities.

Use of Technicians The use of technicians or assistants instead of technologists is on the rise. The technician or aide is becoming more attractive to the employer mainly in high-volume areas because of lower wages and the development of a number of automated tests.

Type of Work Casual and part-time work represent increased flexibility for employers and as a result, many new graduates are limited to casual, temporary or part-time assignments thus further decreasing the attractiveness of the profession.

New Skills Required Employers are looking for skills such as communication skills, team building, problem-solving skills, computer literacy as well as the ability to troubleshoot on the new instruments and to manage the technology.

Conclusion

It is apparent that there are several concurrent and sometimes conflicting forces that are influencing the medical laboratory and medical radiation workforce. The supply of technologists has diminished significantly as a result of limited employment opportunities, high attrition, retirement rate and reduced enrolment. Even though program seats have been increased in many provinces, recruitment remains a serious problem with many newly opened seats remaining vacant.

A national concerted strategy and swift action are required if Canadians are to continue receiving the same degree of medical care to which they have been accustomed in the past.

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Section A: Introduction

1. Purpose of the Scan

This report presents the findings from two different studies: an environmental scan that was performed in 1998 and an update completed in 2001.

In response to concerns brought forward by the Canadian Society for Medical Laboratory Science (CSMLS), the Advisory Committee on Health Human Resources (ACHHR) formed the Allied Health Working Group, which was tasked to perform an environmental scan of the human resource issues affecting medical laboratory technologists and medical radiation technologists. Health Canada and the Working Group commissioned Assessment Strategies Inc. (ASI) to assist in gathering relevant data and to draft a report. In 1999 the Working Group submitted its report to the ACHHR with a series of recommendations. The major conclusion of the report was that serious shortages existed in both groups and that a national concerted effort was necessary to address the problems.

In 2001, the ACHHR felt that more information was needed regarding the various specialties among medical laboratory technologists and medical radiation technologists. As a result, the Allied Health Working Group decided to prepare an update and to provide additional information regarding the sub-specialties within the two groups. ASI was contracted by Health Canada on behalf of the Working Group to update the environmental scan and to perform the study.

The report begins with background information on the environmental scan and a summary of the anticipated health care needs of Canadians. This is followed by the presentation of the issues affecting medical laboratory technologists and medical radiation technologists. In general, the information obtained in 1998 and 2001 is presented in an integrated fashion so as to provide a unified picture of the situation in 2001.

2. The Scope of the Environmental Scan

The environmental scan addressed persons employed and those certified and eligible for employment in the fields of medical laboratory and medical radiation technology in Canada. Persons with some technical training (from college or on-the-job) and those with college diplomas or university degrees were included in the project. The scope was limited to persons employed in service delivery; staff in research laboratories were excluded. Occupations covered by this study fall under the following groups:

Medical laboratory technologist (may include cytotechnology, molecular genetics or cytogenetics technology)
Medical laboratory technician or assistant (including certified combined laboratory/ X-ray technicians (CLXT)
Medical radiation technologist
- Radiographer, radiological technologist or X-ray technologist (including other diagnostic imaging such as CT scan, and mammography)
- Radiation therapist
- Nuclear medicine technologist
- Magnetic resonance technologist
Diagnostic medical sonographers (ultrasound technologists)

It was decided at the outset to examine the two groups separately to avoid making any overgeneralizations from one group to the other. Even within each group, it was expected that there could be significant variability across the provinces and an effort was made to highlight the differences so that the ACHHR could better decide on the appropriateness of a national or regional approach.

3. Methodology for the 1998 Environmental Scan

The methodology used for the environmental scan capitalized on the gathering of information from key stakeholders across the country in the two groups of interest. The Working Group first invited two of the key professional/ certifying bodies to join them in data-gathering activities. The CSMLS represented medical laboratory technologists and the Canadian Association of Medical Radiation Technologists represented medical radiation technologists. The Canadian Society of Diagnostic Medical Sonographers was also contacted for information and data on sonographers. Following some initial data compilation and gathering, ASI began in December 1998 to lead focus group sessions and to undertake individual interviews.

Local Meetings and Teleconference Meetings A number of meetings with a cross section of stakeholders were held to obtain relevant data to explore major issues identified in the literature review and to identify issues that had not been addressed to date. Four half-day meetings, each with 10 to 15 invited participants, were conducted in Edmonton and Toronto. A total of four teleconference meetings (2 hours) with 8-10 invited participants were held for Quebec and the Atlantic provinces. For each location, one meeting dealt with medical laboratory technology and the other with medical radiation technology.

Interviews Based on the meeting results, 52 semi-structured telephone interviews were conducted. The purpose of the telephone interviews was to further explore issues identified at the meetings, to validate the findings, and to build on information already identified. A stratified sample was established, which included representatives from each province, from each discipline within the two groups, employers, provincial professional associations, educators, unions and government. Given the purpose of the environmental scan, a particular emphasis was placed on obtaining the views of employers.

The information gathered from all sources was consolidated and summarized in this report for the Working Group to the ACHHR. The report concluded that serious shortages of qualified workers in the two groups of professions existed or could be anticipated in the near future and made a number of recommendations for a national strategy to address the shortages.

4. Methodology for the 2001 Update

At the outset, the project to update the scan involved the following activities: gathering and reviewing relevant documentation that had not been reviewed in the 1998 report; updating all statistical information with the most current information (up to 2001 when available) using the same sources as in 1998, i. e. Statistics Canada, the Canadian Institute for Health Information, the Canadian Society for Medical Laboratory Sciences, the Canadian Association of Medical Radiation Technologists and the Canadian Society of Diagnostic Medical Sonographers.

Based on leads provided by the members of the Allied Health Working Group, informants from each province were contacted to obtain their participation in the initial teleconference or if not possible, to obtain names of other pote ntial participants. In this manner, informants were obtained for every province but two (New Brunswick and Newfoundland and Labrador). The recruited informants held various positions, such as educators, managers of hospital departments, heads of recruitment, directors or managers in regional health authorities, provincial government representatives. The list of informants is found in Appendix A.

A teleconference was organized to explore the human resource situation for the two groups of technologists. Due to summer holidays, it was impossible to have a representative from each province attend the teleconference. Individual telephone interviews were, therefore, organized to complete the provincial representation. The participants in the teleconferences and the interviewees were sent a memorandum describing the project and a number of questions in advance to consider before the teleconference. They were also sent a copy of the relevant section from the "Environmental Scan" (Health Canada, 1999) that addressed the situation regarding the particular group.

The purpose of the teleconference was two-fold as follows:

To obtain an update on the issues affecting medical laboratory technologists and medical radiation technologists.
To discuss and identify if there are any specialties within the medical laboratory technology and medical radiation technology fields that are more particularly affected by the current shortages. Another question that was considered is whether there are medical specialities (e. g. cardiology or oncology) where the shortages in technologists are more acute.

Following the teleconferences, the findings were summarized and sent to the informants for validation. The report for Phase 1 was then submitted to the Allied Health Working Group and after its feedback was received, the findings were integrated into this report.

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Section B: The Canadian Health Care Context

According to Statistics Canada (2001), Canada's future will be characterized by slow population growth and an aging population, largely due to a low birth rate and the aging of the baby boom generation. In 2000 Canada's population was estimated at 30.8 million, an increase of 13.8 million since 1966.

Table 1 presents the ages of the Canadian population from 1990 to 2000.

Table 1 Canadian Population Statistics by Age Group (1990-2000)
Year	Age 0-17	Age 0-17	Age 65+	Total Population
1990	6,895,450	17,778,180	3,116,965	27,790,595
1991	6,968,880	17,940,170	3,211,015	28,120,065
1992	7,039,275	18,201,870	3,301,070	28,542,215
1993	7,095,740	18,461,905	3,389,120	28,946,765
1994	7,132,750	18,650,630	3,472,220	29,255,600
1995	7,169,335	18,889,955	3,558,160	29,617,450
1996	7,198,080	19,127,410	3,643,715	29,969,205
1997	7,216,280	19,344,485	3,725,835	30,286,600
1998	7,185,052	19,333,124	3,729,773	30,247,949
1999	7,143,308	19,559,844	3,790,281	30,493,433
2000	7,109,003	19,791,187	3,849,897	30,750,087

(Source: Statistics Canada)

The annual rate of population growth is expected to drop to 0.9% by 2016 from 1.4% in 1993. Based on a medium-growth scenario, the population is projected to increase to 37 million by 2016. In addition to slow population growth, Statistics Canada expects the median age of the population (the point in the age distribution where half of the population is older and the other half is younger) to increase to 40.4 years in 2016 from 33.9 years in 1993.

In addition, the declining mortality rate has resulted in increased life expectancy for Canadians. In 1993 a baby boy was expected to live to age 75 (compared to 66.3 in 1951) and a baby girl to age 81 (compared to 70.8 years in 1951). By 2016, life expectancies forecasted by Statistics Canada are to reach 78.5 and 84.0 years for men and women respectively. Figures 1a and 1b show the age shift expected to occur in the male and in the female populations respectively by 2016.

Figure 1a
Canada's Estimated and Projected Male Population by Age Group
(Source: Statistics Canada 2001)

Figure 1a, Canada's Estimated and Projected Male Population by Age Group

Figure 1b
Figure Canada's Estimated and Projected Female Population by Age Group
(Source: Statistics Canada 2001)

Figure 1b, Figure Canada's Estimated and Projected Female Population by Age Group

Table 2a and Table 2b show the leading causes of death for Canadian men and women. Diseases common to older Canadians include heart disease, stroke and cancer. Diagnosis and treatment for these conditions rely heavily on the medical technologies that are the focus of the scan.

Table 2a
Leading Causes of Death for Men (1990-1997)
(Per 100,000 persons)*
Cause of Death	1990	1991	1992	1993	1994	1995	1996	1997
(Source: Statistics Canada, Health Canada, National Cancer Institute of Canada, Canadian Cancer Society)
Cancer	246.4	247.2	244.6	242.6	241.6	238.7	236.2	229.5
Lung	79.5	78.8	77.5	77.9	75.5	73.2	72.9	69.9
Colorectal	25.7	25.1	25.9	24.7	25.0	25.1	24.3	23.5
Prostate	30.1	31.2	31.0	31.0	30.7	31.0	29.0	28.4
Heart Diseases	269.1	263.7	256.8	255.9	244.8	239.2	232.5	230.8
Cerebrovascular Diseases	58.2	55.8	54.3	56.2	54.3	53.6	51.1	52.8
External Causes**	69.1	68.7	66.9	67.4	64.9	65.0	63.0	57.3

* Age-standardized to 1991 population.
** Includes events such as suicide, poisoning, and motor vehicle and other types of accidents.

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Table 2b
Leading Causes of Death for Women (1990-1997)
(Per 100,000 persons)*
Cause of Death	1990	1991	1992	1993	1994	1995	1996	1997
(Source: Statistics Canada, Health Canada, National Cancer Institute of Canada, Canadian Cancer Society)
Cancer	153.0	153.5	153.1	154.8	155.0	151.8	155.1	148.7
Lung	27.6	29.5	29.6	31.7	31.9	31.3	33.6	32.3
Colorectal	17.7	16.8	16.6	16.6	16.1	16.2	15.7	15.2
Prostate	31.3	30.1	30.4	29.4	30.0	28.7	28.9	27.4
Heart Diseases	150.1	147.6	140.8	140.4	137.9	134.9	131.7	129.7
Cerebrovascular Diseases	46.8	46.3	46.1	47.3	45.2	44.0	43.1	43.9
External Causes**	26.5	26.5	25.7	26.6	25.0	25.4	25.1	22.8

* Age-standardized to 1991 population.
** Includes events such as suicide, poisoning, and motor vehicle and other types of accidents.

With improved health care, people will live longer but, because of their age, will be more likely to suffer from chronic illnesses that require diagnosis, long-term care, and monitoring. At the same time, the coming generation of seniors will generally be healthier than previous generations with more advanced technology to detect illnesses earlier, more effective treatment options, and healthier lifestyles.

Over the years, the combined effects of low birth rate and mortality levels in Canada have resulted in an age structure with a larger proportion of older Canadians than younger. This aging of the population is expected to continue due to improved longevity and the aging of the baby boom generation. Population aging and longevity have an impact on health care needs that are likely to result in a greater demand for laboratory services and radiation and diagnostic imaging services.

Section C: Findings on Medical Laboratory Technologists

1. The Medical Laboratory Technologist

As a member of the health care team, medical laboratory technologists can perform a range of laboratory tests on human tissue and specimens. They practise in hospital laboratories, private medical laboratories, public health laboratories, transfusion service laboratories, government laboratories and research laboratories. The laboratory disciplines include the following:

Clinical Chemistry:: the measurement of chemical components of blood and body fluids, including hormones and drugs.
Clinical Microbiology:: the study of bacteria, fungi, viruses, and parasites, which invade the body.
Diagnostic Cytology:: the study of cells for the detection of cancer. Clinical Genetics (including cytogenetics and molecular biology): the study of chromosomes, DNA and RNA from cells of body fluids and tissues to diagnose genetic diseases.
Electron Microscopy:: highly magnified photographs of cells are prepared to capture details ordinary microscopes cannot detect.
Hematology:: the structure of diseases in blood cells and the clotting mechanisms of the blood.
Histotechnology:: the preparation of body tissues for examination under the microscope.
Immunology:: the study of the body's defence mechanisms against disease.
Transfusion Science:: the determination of blood types and cross-matching for transfusion.

Other personnel who work in the laboratory may collect and transport specimens, set-up for laboratory tests, or perform laboratory tests. The three most common groups of workers who give support to technologists are laboratory assistants, laboratory aides, and laboratory technicians. In addition, CLXTs are employed in several provinces.

2. Education and Certification

Most medical laboratory technologists possess a diploma-level certificate from a college or institute of technology. Programs may be 2 or 3 years in duration, depending on the type of high school diploma and include a clinical practise component. The disciplines covered in the general training program include clinical chemistry, clinical microbiology, hematology, histotechnology, and transfusion science. There is a separate specialized program in most provinces for cytotechnology and there are programs in clinical genetics in British Columbia and Ontario.

Following satisfactory completion of the educational program, graduates are eligible to write the examination offered by the CSMLS to obtain national certification, which is recognized throughout Canada.

The training for laboratory aides, assistants, technicians and CLXTs varies considerably across the country from on-the job training to community college courses or certificates.

3. The Current Workforce

The medical laboratory technologist workforce is the third largest health care group in Canada, following nurses and physicians. In 2000 the CSMLS membership, representing approximately 60% of the medical laboratory technologist workforce, was 10,760.

Figure 2 shows the number of CSMLS members from 1990 to 2000. During that time, there was a 44% decline in membership. Some of this decrease is attributable to changes in the regulatory requirements in Ontario, Alberta and Saskatchewan. However, the decline can be explained mainly by layoffs due to health reform and laboratory restructuring during the last few years (e. g. Alberta reportedly saw the greatest proportion of layoffs with a loss of almost 50% of its laboratory technologist positions). An equal reduction in the number of new medical laboratory technologist graduates has kept the number low.

Figure 2
Certified CSMLS Members Practising in Canada (1990-2000)
(Source: Canadian Society of Medical Laboratory Science)

figure 2 Certified Canadian Society of Medical Laboratory Science Members Practising in Canada (1990-2000)

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4. Enrolment in Canadian Programs

In 1993, 752 students (excluding Quebec) enrolled in 21 programs in Canada. With the health care reform initiatives, budgets were cut back and laboratories were consolidated. This, in turn, resulted in a significant reduction in employment opportunities for graduates. To respond to a diminishing demand for technologists and the simultaneous increase in the use of technicians, a large number of educational programs were closed and/ or enrolment reduced across the country.

The 2001 update indicates that a number of programs have been reinstated and in other programs, the number of seats was increased. However, some of the newly created seats are remaining vacant due to problems in the recruitment and retention of students. This issue will be addressed in a later section.

Figure 3 shows the enrolment in the various programs from 1993 to 2001. It illustrates the dramatic shift in training programs offered in medical laboratory technology. The current enrolment level defines the supply of new medical laboratory technologists that will be available to meet future demand.

Figure 3
Canadian Medical Laboratory Technologist
Training Program Enrolment in 1993 and 2001
(Source: Canadian Society of Medical Laboratory Science)

figure 3, Canadian Medical Laboratory Technologist Training Program Enrolment in 1993 and 2001

*Indicates program closure.

5. Number of Examinations

Table 3 shows the number of candidates writing the General Certificate Examination. In the past 10 years, the total number of candidates writing the English version of the examination has declined by approximately 80%. The total number of French-speaking candidates has remained stable. Programs in Nova Scotia, in the Western provinces, and English programs in Ontario have suffered the greatest reductions. The number of candidates writing the Diagnostic Cytology and Cytogenetics specialty examinations also declined from 46 to 20 and 38 to 6 respectively from 1990 to 1998. These numbers are not included in Table 3.

Table 3
Number of Exam Candidates by Province - General Certificate (1990-2000)
Province	1990	1991	1992	1993	1994	1995	1996	1997	1998	1999	2000
(Source: Canadian Society for Medical Laboratory Science)
NL	22	30	29	15	29	26	28	20	22	22	20
NS	39	32	41	31	32	26	30	3	0	0	0
NB	9	16	18	20	18	10	14	14	8	8	11
QC English	22	29	23	28	30	22	19	17	22	15	19
QC French	187	176	175	182	201	193	189	188	182	188	180
ON English	280	269	202	274	211	180	186	158	75	55	41
ON French	-	-	8	6	9	5	5	8	8	0	0
MB	32	27	31	36	28	22	24	23	0	0	0
SK	56	38	46	44	49	35	24	5	0	14	0
AB	116	122	107	115	107	64	53	27	19	24	29
BC	66	63	70	60	73	51	18	36	8	0	0
Total English	642	626	567	623	577	436	396	303	154	138	120
Total French	187	176	183	188	210	198	194	196	190	188	180

6. Entry-Level Requirements

In early 1999, the CSMLS Task Force to Re-examine the Entry-level to the Profession published a discussion paper to determine the support from members and other stakeholders for raising the educational standard for entry-level medical laboratory technologists to a university degree. As the professional organization and the certifying body for medical laboratory technologists, it is currently working toward achieving consensus on this issue with all key stakeholders. No position has yet been adopted by the CSMLS or the Task Force. Based on the information-gathering that was conducted for the environmental scan, there appears to be a variety of viewpoints on the issue, with some believing that a diploma exit option should be maintained. Because the subject was not the main focus of the environmental scan, more investigation would be needed to fully evaluate the costs associated with a higher educational standard for entry-level technologists in relation to the benefits to be gained.

7. The Aging Workforce

Figure 4 presents the number of practising CSMLS members by year of certification from 1953 to 1999. As membership is voluntary, these numbers reflect only part of the medical laboratory technologist workforce. An analysis of this information reveals that, as expected, the baby boomers are approaching the age of eligibility for retirement.

Figure 4
Active CSMLS Members by Year of Certification
(Source: Canadian Society of Medical Laboratory Science)

Figure 4, Active Canadian Society of Medical Laboratory Science Members by Year of Certification

Table 4 indicates the number of active CSMLS members by year of certification (between 1955 and 1977) and their estimated age in 2001, 2006 and 2011.

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Table 4
Estimated Number of Medical Laboratory Technologists Retiring in 2001, 2006, and 2011
Year of Initial Certification	Number of Members	Age in 2001	Age in 5 Years (2006)	Age in 10 Years (2011)
(Source: Canadian Society for Medical Laboratory Science)
1955	1	67	72	77
1956	0	66	71	76
1957	4	65	70	75
1958	9	64	69	74
1959	11	63	68	73
1960	26	62	67	72
1961	51	61	66	71
1962	60	60	65	70
1963	70	59	64	69
1964	77	58	63	68
1965	89	57	62	67
1966	118	56	61	66
1967	164	55*	60	65
1968	201	54	59	64
1969	195	53	58	63
1970	211	52	57	62
1971	276	51	56	61
1972	289	50	55	60
1973	332	49	54	59
1974	360	48	53	58
1975	389	47	52	57
1976	387	46	51	56
1977	372	45	50	55

Assumptions:
1. Average age of 21 years at initial certification.
2. Early retirement eligibility at 55.
Boldfaced type indicates early retirement age reached in 2001, 2006, and 2011.
* see Number of Members 1955-1967

Based on the data provided in Table 4, it is possible to estimate the number of CSMLS members eligible to retire over the next 10 years. Assuming early retirement eligibility at 55 years of age and an average age of 21 years at initial certification, approximately 680 individuals would have retired in 2001. This value is generated by summing the numbers of currently active members who were initially registered between 1955 and 1967. By 2006, an additional 1172 members may choose to retire early (those registered between 1968-1972). By 2011, another 1840 individuals may elect to take early retirement (initial registration between 1973 and 1977). As membership is voluntary, these numbers represent approximately 60% of the medical laboratory technologist workforce. Note also that individuals who have part-time or casual employment would be ineligible to retire early by age 55. Yet if age 65 is used as a cut-off instead of 55, retirements are delayed, but not eliminated.

In a recent provincial survey of medical laboratory technologists (NSDH 1999), the respondents indicated when they anticipated retiring. In this sample 11.7% reported plans to retire in the next 5 years, and an additional 21.4% over the following 5 years. These data correspond very closely to the CSMLS figures derived from Figure 4.

Assuming the number of medical laboratory technologist positions remains constant, and all eligible individuals actually take early retirement, a substantial increase in the number of graduates per year (i. e. an average of 370 graduates a year in the next 10 years for CSMLS) would be required to replace those lost to retirement or attrition.

These estimates are based on a number of assumptions such as age at initial certification, age at retirement and constancy in the number of available positions. Other human resource issues such as the increase use of technicians or assistants and the continued consolidation of laboratory services also influence these assumptions. Some of these issues are discussed in the following sections.

8. Technological Advances

The field of medical laboratory technology is evolving toward increased computerization with new instruments and new tests being continually developed.

Automation in the laboratories could have a dramatic impact on the laboratory technologist. To the extent that the automated testing systems can be operated by a technician or assistant, the need for the technologist is reduced. There will always be a requirement for the technologist in the laboratory but the proportion of technologist to technician/ assistant is shifting (in some cases significantly), at least in the larger centres. Robotics, which are now being implemented, are costly systems that are currently reserved for the high volume centres although some believe that eventually these systems will become cost-effective for the lower volume laboratories as well. It is assumed that automation will increase the productivity of laboratories, but so far, no objective evidence is available to confirm this.

With the increase in the number and complexity of laboratory testing, manufacturers have consolidated instruments so that multiple types of laboratory tests can be performed. This means that laboratory personnel must be effective in dealing with more complex equipment. It also reinforces the need for laboratory personnel to handle equipment malfunction.

New and emerging technology includes imaging analysis for the laboratory (e. g. Neo Path; Path Net) that is currently seen more in the United States. It is believed that it will eventually find its way to Canada and enhance quality assurance functions in laboratory work.

The most discussed advancement in technology relates to point-of-care testing instruments. These new instruments allow for testing at the hospital bedside, in the patient's home, in the physician's office, etc. The glucose meter is the instrument that has been most widely implemented although others are in use. With this type of testing, venipuncture can be avoided and a lesser volume of blood is removed from older and critically ill clients. Point-of-care testing can be performed by a number of health care professionals, but it is mainly performed by registered nurses. Despite general support for point-of-care testing, concerns about accuracy and quality control persist because testing is performed by personnel with no specialized training in testing protocol. The technologist's role is to establish quality assurance measures, including training the users on the proper procedures. The impact of these developments is to remove a small proportion of the testing from the laboratory.

At the same time as technologists need to learn how to operate new equipment, they also need to either maintain or acquire skills in the use of old equipment. As the older staff is retiring, the knowledge base in the use of older equipment is also disappearing.

9. Prescription Practices and Funding

As new testing devices become more readily available, there is a trend among physicians to prescribe more elaborate testing. Comments from participants in the 2001 update have indicated that at least a portion of the prescribed testing is unnecessary and that the information is either not essential or could be obtained by simpler, less technologically dependent means. At the same time, as medical knowledge about early signs of disease increases, governments are seeing the advantages of early detection and are allocating supplementary funds for detection and prevention programs. This again, creates a greater demand for medical laboratory technologists whose work is very crucial to detection programs.

10. Public and Private Sectors

There has been a shift in the distribution of work between the private and the public sectors. In private and public partnerships, such as that seen in Alberta, routine testing has moved from the hospital setting to the private domain while hospitals continue to perform specialized tests. British Columbia, Alberta, Ontario and Quebec have a mix of private and public laboratories. Saskatchewan and Manitoba have also moved to an exclusively public laboratory system and the eastern provinces continue to maintain only public laboratories.

Private sector laboratories are generally not unionized and can therefore have more flexibility in human resource policy. This has resulted in increased competition between the private and public sectors. Many technologists have moved to the private sector thus increasing shortages in the public sector.

11. Recruitment

In general, educators and employers believe that students do not consider medical laboratory technology as an attractive career choice. Aspects of the profession that may contribute to a negative image include high risk of contamination and exposure to disease (e. g. HIV testing), stress related to consequences of error, adverse working conditions such as shift work; lack of job security or promotion opportunities, and relatively low wages compared to other health professions.

Although laboratory technology is the third largest health care discipline and in spite of a very low unemployment rate, it appears that students are unaware of the possibilities in this field as they make their career choices.

Between 1998 and 2001, a number of provinces have either reopened programs or added seats to existing programs. However, many seats remain vacant. Some provinces have also reported a greater attrition rate among students who enter the programs. The proposed explanation for this phenomenon is that, due to difficult recruitment, programs have had to lower admission requirements, thus leading to a larger drop-out rate in the first years of study. The trend, however, is inconsistent across Canada and could not be confirmed by the national association.

It is interesting to point out that a significant proportion of students in the programs have already completed some university science courses, some even a full degree in a related discipline (e. g. biology). One source estimated that as many as 75% of the students in medical laboratory technologist programs had at least some completed university courses. In New Brunswick, there is now a recommendation to have one completed year of university before entering the program.

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12. Clinical Training

The field of medical laboratory technology is heavily dependent on state-of-the-art technological devices that are too costly for programs to acquire and as a result, a portion of the training needs to be performed on site. Several provinces have reported a serious shortage of clinical training sites. A number of factors could be related to this problem: some institutional departments have closed; overworked medical laboratory personnel may be unavailable to offer training and supervision; experienced staff that can provide training may have retired; if some of the tasks have been transferred to the private sector, some of the previously available training opportunities may not be available any longer.

13. Evolving Employer Needs

Generalists With the constraints on operating budgets and the establishment of core laboratories and rapid response laboratories, employers tend to require medical laboratory technologists who are trained in many sub-disciplines. Many have become generalists, with fewer maintaining or developing specialties and, as a result, it has become increasingly difficult to find candidates with the appropriate specialized experience.

Employers and medical laboratory technologists have no control over the laboratory service needs of the physicians as the number and diversity of tests will vary depending on the physician mix in the locality. This reinforces the need for technologists to be proficient in many areas to meet the demands of the requesting physicians.

Two exceptions are in the specialties of cytogenetics and molecular biology. There are limited positions in these specialties and few training opportunities. As a result, laboratories reportedly hire general medical laboratory technologists or university graduates with degrees in genetics or biology and provide them with the necessary training.

Cross-Training There is increasing interest in having medical laboratory personnel cross-trained in X-ray. Cross-training is particularly relevant in smaller centres and rural areas where the volume of testing is too low to justify both a medical laboratory technologist and a medical radiation technologist. Most provinces reported using cross-trained personnel (especially the CLXT) in rural and small communities.

Workforce Mix There is an obvious need for employers to make the most effective use of available laboratory personnel. With the increased automation of laboratory instruments and budgetary restrictions, the use of technicians or assistants in lieu of technologists is on the rise. A more detailed discussion of shifting workforce mix is presented later.

Rural and Urban Centres In rural centres, there are usually no pathologists on site to oversee the testing as in urban centres; the scope is broader, thus requiring more independent decision-making and analytical skills. Paradoxically, work is more routine, with the specialized testing being sent to the larger urban laboratories. As a result, it is more difficult in the smaller communities and rural centres, to become familiar with evolving technology.

Part-time and Casual Work As employers require flexibility in the medical laboratory technologist workforce, most new graduates can generally not expect more than part-time and casual work. Larger employers that hire across institutions can sometimes fill several casual positions with one medical laboratory technologist. Full-time employment as a medical laboratory technologist has declined from 67% in 1991 to approximately 63% in 1998. Part-time employment rose slightly from 27% to 30%.

Many medical laboratory technologists are unionized and seniority plays an important role in collective agreements. Labour contracts stipulate that full-time positions must be offered to employees according to seniority. As employers can rarely offer permanent work to the newly trained graduates, many of them are lost to other careers.

New Skills In the past, the choice of a career as a medical laboratory technologist was often made because it offered a career in health care without having to deal directly with clients or other professionals. Today however, the medical laboratory technologist must possess strong interactive and communication skills as they are often called upon to teach or assist other professionals and to address complaints from patients or physicians. Also, with generalized access to the Internet and the growth of environmental medicine, technologists need to have knowledge beyond their specialty to respond to various requests for information coming from the public or from other health professionals. Finally, sound time management principles are required in order to meet the demands for immediate results that are coming from physicians.

Computerization With the technological advances, it becomes necessary to manage the technology. Advanced computer literacy is now required by employers. There is a need to have information systems and laboratory personnel work more closely together. The needs of the laboratory services are not well known or understood by information technologists and therefore are not generally being effectively met. Technologists who possess these skills represent a valued asset for employers.

Troubleshooting New technology has brought about the consolidation of instruments such that laboratories are running on a 24-hour basis. To keep laboratories operating, technologists need to troubleshoot on equipment malfunctions (especially in rural areas). Currently, this skill is learned on the job, but employers believe that this training should be part of the educational program.

14. Evolving Role of the Medical Laboratory Technologist

With changes to the laboratory systems and advances in technology, there is a greater focus on the clinical and cognitive aspects of the profession as opposed to the hands-on process. Technicians or assistants can perform the routine work and medical laboratory technologists are, therefore, becoming information managers who validate information against other sources. This role requires a holistic view of the process and the client, as well as the ability to integrate many sources of information.

Currently, physicians are the gatekeepers of lab testing, but some participants believed that, in the future, the public might gain direct access to services. Others believed the laboratory walls are disappearing and that, in the future, the medical laboratory technologist will be seen more often in the community, in the home or in specialized clinics. Not all participants were convinced of the likelihood of this move to the community but if it did happen, it could lead to new demands in the skills needed such as the monitoring of blood pressure, respiration, etc.

15. Professional Issues

The reported initiatives were mostly provincial. In Ontario, reference was made to January 1, 1994, at which time, medical laboratory technologists became regulated and consequently became a "recognized" profession.

In the Western provinces, Alberta mentioned the new Health Professions Act which defines the scope of practice for the regulated professions. Continued competence requirements will be addressed within the next 5 years. In Saskatchewan, licensure is established for technologists (but not yet for technicians). The Saskatchewan government has begun to make all laboratories public as in Manitoba. Manitoba is also exploring registration, while British Columbia is establishing a college. Also in Alberta, the laboratory accreditation criteria are under review by the College of Physicians and Surgeons of Alberta. There is also a move toward establishing private hospitals, which would create a need for technologists and technicians.

In the Eastern provinces the focus of the discussion was on continued competence or continuing education. In Nova Scotia there is a licensing committee established to look at self-regulation (may take several years). New Brunswick is already self-regulated. Quebec participants reported work being done in the development of standards of practice. Also mentioned was the government's work in establishing laboratory requirements or criteria for both private and public institutions. Prince Edward Island will not be pursuing regulation in the near future.

There is the expectation that blood transfusion legislation may be introduced (either nationally or provincially), which will require more documentation and reporting and have an impact on the daily work of the technologist. Finally, there is some interest in establishing an interprovincial quality assurance program for laboratories.

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16. Workforce Mix

All provinces except Prince Edward Island reported using laboratory technicians, or assistants, and/ or aides and many also use CLXTs. The titles vary from province to province and training backgrounds range from on-the-job training to formal education. In Quebec, where assistants are not used, there are laboratory technicians who are fully trained technologists, but have chosen not to certify with the regulatory body. They receive the same salary as technologists and the only difference is they are not permitted to draw blood samples. In Ontario, extensive use is made of the technician or assistant, especially in the large automated laboratories. In Saskatchewan the technician or aide is trained on the job and has a much more limited role. In British Columbia, formal training is offered to become a laboratory assistant or aide. In New Brunswick, there are no technicians only assistants who are trained on the job. Newfoundland and Labrador laboratory assistants are no longer being trained and certified with this group slowly disappearing. However, the province makes use of aides in blood collection.

The technologist/technician ratio varies by province and by work setting within a province. In British Columbia for example, a ratio of one-to-one was reported. In Saskatchewan, there is also a one-to-one ratio in the urban centres, but with an increasing shift toward the technician. Also, rural laboratories are mainly staffed with technicians. In New Brunswick, the ratio tends to be one assistant to ten technologists. In Alberta, community collection services depend almost entirely on the use of assistants.

A 1999 CSMLS survey showed that, in most situations, the number of laboratory assistants reported appeared to be proportional to the number of technologists employed, with large laboratories employing more laboratory assistants. No past data was available for comparison.

Overall it can be said that there is a changing ratio of medical laboratory technologists to technician. The technician is becoming more attractive to the employer mainly in high volume areas because of the lower cost of this group and advances in technology that have automated a greater number of tests. This trend is not being seen in smaller labs. However, with the continued consolidation of laboratory services and technological advances, technicians will continue to be in high demand and the technologist/ technician ratio is likely to change.

In Ontario and Alberta, some medical laboratory technologists are accepting jobs as technicians when their preference is to remain in their area. Generally, centralization of services leads to a lowered need for technologists and a greater justification for using assistants.

Nevertheless, in 2001, all provinces that use technicians, aides or assistants report shortages in those groups as well. It appears the same forces that affect technologists also affect these workers. It is felt that any initiative to address the shortages among technologists should consider human resource issues related to those groups as well. Issues such as the distribution of tasks, the specific skills and training required, need to be reviewed for technicians and aides in relation to the overall situation.

17. Work Demands

The need for laboratory testing appears to be growing. Employers reported an increase in the number of laboratory tests performed every year for the past 10 years. In part this is due to the large increase in the number of available tests. Although technological advances have improved the productivity of laboratories, there has also been an increase in the complexity of tests available.

With health care reform and re-structuring, in-patients are more acutely ill and hospital stays shorter. In general, almost all patients need some form of testing. In fact, much of the circulation of patients in and out of hospitals revolves around the results of tests. For example, admission and discharge criteria can be based on results of lab tests that are needed quickly. Early release of clients is also based on satisfactory laboratory results. As well, the monitoring of released clients is done in part through regular testing. Overall, there is an increase in the volume and diversity of tests with a rapid response time needed.

With the general aging of the population, it is expected that there will continue to be a growth in the need for health care services, leading to a corresponding increase in the laboratory services that will be required.

With current workloads, the work of medical laboratory technologists has become more physically demanding. In cytology for example, back and neck injuries are common because of the higher volume of work; technologists must spend 7½ hours bent over a microscope with few breaks to relieve the strain. The faster pace, with fewer breaks, is also taking a toll on the generalist technologist, particularly with the older employee. Also, the need to run laboratories on a 24-hour cycle has required much more shift work, which is an added physical stressor.

Stress among medical laboratory technologists is reported to be currently at a high level. Employers report seeing more burnout cases.

18. Labour Unrest and Wage Parity

Many medical laboratory technologists in Ontario are working on expired contracts which are currently in arbitration. Employees perceive that there is a lack of recognition of stress factors, which affect the morale of the workforce. Finally, the liability factor associated with the performance of accurate results is an added stressor given the high volume of tests performed (although limited litigation is seen in Canada).

In many provinces, other health professionals have been successful in obtaining new benefits or increased wage s. Technologists have not been as successful as other groups and, as a result, the gap between their wages and those of other health professionals has increased. Compared to other health professionals who receive education and training of similar duration, the wages of medical laboratory technologists are not competitive.

19. Interprovincial and International Competition

There are inequalities in the wages received by medical laboratory technologists from province to province or even in some provinces, from one district to another, or between institutions. This has created fierce competition between institutions, health regions, as well as interprovincial competition for scarce medical laboratory personnel. Additionally, the United States is a powerful attraction and technologists in border regions often seek employment across the border.

20. Alternative Careers

At the national level, hospitals employ approximately 67% of the CSMLS members and the private laboratories 12%. This represents a decline of 4% and 8% respectively. A rise of 6% in the "other" employment areas is seen (i. e. outside medical laboratory) (CSMLS, 1996b). The difficulty in finding full-time work upon graduation has led to medical laboratory technologists taking other work. Those who are hopeful that the situation is temporary will accept work as technicians or assistants. Others in border cities will find work in the United States. More commonly, these individuals will find work in non-medical laboratory work, but in a laboratory setting. These opportunities are local or regional in nature. For example in Quebec, the agriculture and food industry is an option in the smaller centres. Elsewhere, manufacturing and pharmaceutical companies also value the training they bring and may hire them as research assistants. Other examples include the petrol-chemical industry and the veterinarian field.

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21. Current Situation and Expected Future Demand

Based on the sources consulted for the update of the environmental scan, there is general agreement that serious shortages exist or will be a reality in the next few years. Below is a summary of the situation, as described by informants from all provinces.

In British Columbia the shortage situation over the last few years is described as very unstable. There are currently significant vacancies in five different regions of British Columbia. Summer months are particularly difficult because of the non-existence of the casual pool. It is anticipated that shortages will become greater in the next few years as 30% of technologists are over 50 years old and 40% between 40 to 49 years of age.
Alberta has reported that shortages are greater than anticipated in 1998. A survey was recently conducted to determine provincial needs in laboratory staff and the results were alarming. The situation described in the 1998 scan is a poor description of the actual situation in Alberta. Programs have increased the number of available seats, but the number of clinical training sites has not been increased to accommodate a larger number of trainees.
Saskatchewan reported in 1998 that it was experiencing some difficulties in filling part-time and casual positions. It saw the employment requirements in the next 5 years (based on attrition and projected growth) exceeding the number of graduates produced. This projection included the CLXTs. In 2001, the informant for Saskatchewan reported that the situation is either as acute or more acute compared to 1998. It is felt that with the number of workers who will potentially retire in the next few years, the number of graduates needs to double the current workforce. Saskatchewan suffers from its proximity to Alberta, which pays the highest wages in Canada for medical laboratory technologists. As different unions represent the medical laboratory workforce in various areas of the province, there is actually no wage parity. Different health districts are therefore competing with one another to attract technologists.
Manitoba is having some difficulties in recruiting (e. g. for summer relief). In the medium-term, the province will require a large number of new technologists to work in Northern centres and to replace the retiring workforce in the urban centres. In 2001, the Manitoba informant reported that 25% of technologists are expected to leave the workforce within 5 years. The workload has also increased. There are currently 12 vacancies in Winnipeg alone. Some hospitals in rural centres are considering closing their acute care units because of the shortage of lab services. There is also now a registry for Pap smears, which will require expanded services.
Ontario reports that positions are starting to open up with the risk of shortages as the workforce begins to retire in higher numbers. In 2001 there is still a shortage, but this is mostly felt in the short-term or casual positions. There is also a new benefit from the Hospitals of Ontario Pension Plan program that provides for income to bridge the gap between early retirement and retiring at a normal age. This offer will hold until 2003. It is expected, as a result, that there will be a surge of retirements among the more experienced staff and the managers between now and 2003. Ontario reports a greater shortage in the private laboratories as salaries are better in the public sector. Program officials are finding it difficult to find sufficient funding for their programs, especially with the high cost of instruments.
Quebec reports that there is no critical situation or serious shortages, but that a certain tension exists around recruitment and retention. Recall lists are extensively used to find staff for temporary or short-term assignments. It is felt that shortages could soon become more evident. There is also a change in nursing tasks that has created an increased demand for technologists and technicians. A detection program for cervical cancer has recently been approved that will lead to increased demand for testing.
New Brunswick did not participate in the 2001 update. However, in 1998, it reported that there was a stable supply but expected a shortage in the coming 5 to 10 years due to attrition.
Nova Scotia reported in 1998 that there would be too few graduates to meet future demands (especially with the aging workforce).
Prince Edward Island sees the aging workforce as a major issue and will need more graduates. In 2001 the informant for Prince Edward Island reported that there were no major shortages and when full-time positions are offered, these can be filled. However, it is anticipated that shortages will develop within 3 to 5 years. The major problem for Prince Edward Island is not having its own training program and having to attract students from other provinces. This is difficult as it is not always possible to offer permanent or full-time positions. Many of the technologists are close to retirement age and it is expected that 12 to 15 technologists will be retiring within the next 4 years.
Newfoundland and Labrador report that there are no immediate shortages. They have a stable but older workforce. There is a need to retain graduates.
The CSMLS reports that the situation has worsened since 1998. In addition, there is increased competition between provinces, between the private and public sectors and also at the international level. There is also labour unrest in all fields and many unions are threatening strikes.

22. Initiatives Taken to Address Shortages

Alberta The medical laboratory program at the Southern Institute of Technology has been reinstated and the quota in the medical lab program at the Northern Institute of Technology has been doubled. However, while programs have increased the number of available seats, the number of clinical training sites has not been increased to accommodate the larger number of trainees. Also, new incentives are being provided in the workplace such as full-time positions. Alberta is recruiting outside the province.
Manitoba Some programs have reopened with 25 new trainees having started in September 2001. In addition, a combined program will be offered to 10 students by September 2002. The government is planning a reorganization of its laboratory system.
Quebec The government has given instructions to increase the number of seats. There is more active recruitment of students.

23. Suggestions from Participants

The National Association suggested that national certification should be instituted for laboratory assistants to enhance the quality of services and increase the protection of the public.
There should be a greater focus on laboratory assistants. We need to redefine the respective responsibilities of assistants, technicians and technologists.
Prescription practices need to be reconsidered to determine whether physicians are making the most appropriate use of tests and technology.
There is a need to look at the possibility of a program to facilitate the immigration of qualified technologists such as the one that was implemented for nurses in British Columbia.

24. Conclusions, Trends, and Knowledge Gaps

Based on the information gathered for the environmental scan from a cross section of stakeholders across the country, it is apparent that there are several concurrent and sometimes conflicting forces that are influencing the medical laboratory workforce. In recent years, the supply of technologists has diminished significantly in response to the decline in employment opportunities. The anticipated rate of retirement in the baby boom technologist workforce in the next 5 to 10 years is expected to create a shortage. This situation is also affected by the age trend in the general population. As the large baby boom generation continues to age, its health care needs will grow, requiring laboratory testing to diagnose the health conditions commonly associated with aging (e. g. cancer, heart disease).

In the 1998 environmental scan, it was believed that the number of technologists graduating from the existing programs would be insufficient to replenish the workforce. In the 2001 update, this was confirmed as most provinces were experiencing serious shortages in medical laboratory technology.

Nevertheless, it is extremely difficult to accurately project the labour market needs of the future. This is partly attributable to the difficulty in anticipating the technological advances in this field. But clearly medical laboratory technology is strongly influenced by the developments of new technology and new scientific testing discoveries. The future health care or laboratory restructuring initiatives that will be undertaken in response to these developments are unknown. However, the trend of using technicians for routine or automated testing has been rooted and will continue. At least in some provinces, this can only reinforce the trend of having multi-skilled technologists who can respond more effectively to the changes that can be introduced in their role.

Another difficulty in scanning the environment of medical laboratory technology is in obtaining not only accurate projections, but also in gathering complete data on the workforce. The differences across Canada in the laboratory personnel used (e. g. aides, assistants) and the corresponding variations in the training requirements (e. g. on-the-job vs. certificate) make the analysis difficult. The incomplete databases for the technologist workforce are also a limitation.

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Section D: Findings on Medical Radiation Technologists

1. The Medical Radiation Technologist

A brief description of each discipline within medical radiation technology is provided below to give a better understanding of the issues.

Radiological Technologists (or x-ray technologists) make up about 80% of the 10,500 members of the Canadian Association of Medical Radiation Technologists' (CAMRT). Their work covers a broad variety of procedures and specialties, including:

plain film radiography - x-rays of the spine, chest, bones, joints, gastrointestinal system;
mammography - to detect breast cancer in its earliest stages;
angiography - to examine the heart, blood vessels and blood flow;
fluoroscopy - real-time images that show movement;
computerized tomography (CT scans) - detailed cross-sectional images of the body.

At a physician's request, the technologist uses equipment that emits x-rays to produce images of a body part or system. A radiologist studies the images and provides advice that helps the physician make a diagnosis and prescribe treatment. Some procedures require that barium and/ or a dye (called contrast medium) be given to the client to highlight organs and structures that otherwise would not be seen.

Radiation Therapists work in hospitals or cancer clinics as members of the cancer treatment team. More than half of all cancer clients receive radiation treatments, which may be in conjunction with other forms of treatment. Radiation therapists use focussed beams of radiation to destroy tumours, while minimizing harm to healthy tissues. Alternatively, treatment may involve placing radioactive agents into the client's body. The therapist is also involved in counselling clients on possible side-effects of treatment and strategies to minimize them.

Nuclear Medicine Technologists carry out diagnostic imaging and some treatment procedures in hospitals or private clinics. They obtain images that help pinpoint the nature of a disease and how it affects the body. Nuclear medicine involves the use of radioactive drugs, called tracers, that concentrate in specific organs when introduced into the client's bloodstream. As the tracer emits radiation, a special detector (called a gamma camera) collects data. A computer processes the data and produces images of the organ from different angles. Cross-sectional images can be obtained if required. The images generally appear on a computer monitor or as a photograph or computer printout.

The main uses of nuclear medicine include:

evaluating coronary disease;
studying how the brain, heart, lungs, kidneys and other organs are functioning;
determining the location of tumours or the nature of the disease;
monitoring the progression of cancer and the results of cancer treatments;
diagnosing of hormonal disorders.

Magnetic Resonance Technologists became a discipline in Canada following the introduction of the diagnostic medical imaging tool in the 1980s. Magnetic resonance uses magnetism, radio waves and computers to acquire images. Some magnetic resonance procedures require the use of contrast agents. The image obtained from a magnetic resonance scan generally appears on a computer monitor or as a photograph or computer printout.

Although recently developed, Magnetic Resonance Imaging is firmly rooted in medical practice, particularly for:

studying the cardiovascular system;
detecting tumours, especially in the brain and spinal column;
studying body chemistry and functions;
imaging soft tissues such as muscles, tendons or arteries.

A number of technician or assistant positions are found within diagnostic imaging services. These include x-ray assistants, diagnostic imaging assistants, technical assistants and CLXTs. References will be made to these groups throughout the report and a specific discussion about their interaction with technologists is provided in the section on "Cross-training".

The Diagnostic Medical Sonographer

Sonographers (ultrasound technologists) use non-ionizing high frequency sound waves to produce two-dimensional images of the body. The areas and structures of the body that can be examined using ultrasound include the infant head, the eyes, the neck, the chest, the heart, many of the abdominal, pelvic and reproductive organs, the developing fetus and the vascular systems. Most ultrasound examinations are non-invasive, but with the advances in technology, some procedures require the use of more invasive methods such as transvaginal, transrectal or transesophageal probes.