Cardiovascular Technologists And Technicians
The United States Bureau of Labor Statistics lists the 2010 mean salary at $49,000, the low being $27,000 and the high at $77,000. The bureau expects demand for the profession to climb nearly 29% between 2010 and 2020. The growth will be in response to changing cardiology technology. Advancements in imagining capabilities and heart technology will replace more costly and invasive procedures. In addition, the aging population will increase demand for cardio services. Hospitals are the primary employers but trends in outpatient care will increase demand for the profession in imaging clinics and physician's offices.
Typically an associate degree from a community college is sufficient preparation. Medical professionals who have already obtained a degree can also earn a certificate in the profession over a one year program in most community colleges. Although the profession requires a license in only a few states private and public insurance providers require additional certification. Certification requires graduation from an accredited program.
College program accreditation is awarded by the The Joint Review Committee on Education in Cardiovascular Technology. The committee applies standards set by the The Commission on Accreditation of Allied Health Professionals (CAAHEP). CAAHEP has accredited only 38 programs nationally. The largest number, six schools, is located in the state of Florida.
Certification beyond formal education is obtainable from the American Registry of Diagnostic Medical Sonographers (ARDMS) and the Cardiovascular Credentialing International (CCI). These certification organizations offer job postings or links to sites specializing in cardiology technology jobs and provide on-line certificate verification. Certification requires periodic renewal involving testing and the completion of additional training.
Recruitment of cardiovascular technologists and technicians may need to include offers of paid relocation due to the scattered nature of the formal training programs. The Alliance of Cardiovascular Professionals offers a job posting section.
However, experienced and new job hunters will be involved in social media like Facebook, Google Plus and Twitter. Establishing a presence on social media will place your organization where new recruits are to be found. Traditional want ads and even posting on Craig's list ignores a large sector of the potential workforce.
Partnering with a distant school can keep your organization in the minds of new recruits. Offering grants, scholarships and awarding prizes to seniors for research into imaging diagnosis will create a long term and renewing pool of qualified employment candidates. Professional sponsorship for school programs encourages program selection and provides an incentive for excelling at the course work and completing the program.
Career path management is an effective recruitment tool. Providing education stipends and pathways into advanced positions not only improves the quality of the workforce but increase retention of existing employees. Increased retention reduces future recruitment costs helping to offset the benefit expenses.
Federal and state training programs especially targeted for returning armed service veterans offer direct payments and tax incentives for their hiring and training. Additional funding is available targeting specific social and economical groups. Contacting the local Veterans Administration Office and a state's Economic Development Office will quickly make a connection with the program administrators. Many of these programs can also be used to improve the skills of qualified individuals already in the organization.
The increasing demand for cardiovascular technologists and technician services is inevitable. The opportunity to meet the demand will be dependent on successful recruiting and retention policies. These policies will require being visible where the workforce is searching such as on Facebook and other social media sites and participation in professional organizations. Exploring public programs can reduce the cost of developing and training staff in the required areas.
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