Report on Human Resources Surveys in Medical Imaging & Radiation Therapy for the Canadian Association of Medical Radiation Technologists (CAMRT)

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1 Report on Human Resources Surveys in Medical Imaging & Radiation Therapy for the Canadian Association of Medical Radiation Technologists (CAMRT) Keith Christopher PhD, CMC Principal Consultant, KC Surveys May 19, 2016

2 Executive Summary The purpose of the CAMRT Human Resources Survey was to provide the broader MRT community improved insight in both current and anticipated HR requirements in their respective fields. Review of the survey data shows the profession of Medical Radiation Technology appears to be generally in good health. The need for technologists is stable across disciplines while current vacancy rates vary considerably. As well, there are some modalities where there will be significantly more growth over the next three years. The executive summary and survey report illustrate this perspective. This CAMRT Human Resources Survey was an online survey. An announcement letter plus two reminders and a final follow up with non-respondents resulted in a 43.50% response rate for Medical Imaging (MI) and a 69.77% for Radiation Therapy (RT). These response rates provided a confidence limit of +/-5.76, 19 times out of 20 for MI, and a confidence limit of +/-9.95, 19 times out of 20 for RT (both at the 95% confidence limit). For both MI and RT these confidence limits were good indeed, which provides significant confidence in the accuracy and reliability of the results. This section will highlight the demographic features in MI and RT detailed in the survey report. The most common title for the population who responded to this survey was manager (see page 9); and the managers by far were mostly female (see page 10). However, while the ratio of female managers in MI is approximately the male-to-female ratio in the general MI population, it is somewhat less so for RT. Overall the managers in MI were considerably older than those in RT (see page 11), which likely means that some MI organizations should begin succession planning as soon as possible. For both MI and RT, the provinces where most of the respondents resided were Ontario, Quebec, British Columbia and Alberta (see page 12). Proportionally, more RTs tended to work in bigger cities compared to MIs (see page 13). For MIs and RTs, their facilities / multiple facilities tended to be funded publicly, with very few being funded publicly and privately (see page 15). This section highlights information gleaned in this survey about retirement, leaves and hiring. Most respondents (approximately 75%) for both MI and RT indicated that staff who retired would be replaced (see page 36). For staff on leave, both MIs and RTs (approximately 50%) indicated that these positions would be replaced (see page 37). To replace or increase MRT staff, for both MI and RT, the preferred choice would be first an experienced MRT from another Canadian facility, followed by a new Canadian MRT graduate, and lastly by internationally educated MRTs (see pages 38, 39 & 40). This next section highlights the information about modalities, particularly in which modalities in both MI and RT where there will be net increases in FTEs over the next three years. 2

3 Medical Imaging CURRENT Human Resource FTE Profile CHANGES over the next three years in FTE requirements A Decrease Will remain the same An Increase N Mean STD N N N Radiological Technology / OR % % % Computed Tomography % % % Angiography / Interventional % % % Electrophysiology / Cardiac Cath % % % Mammography % % % Bone Mineral Densitometry % % % Nuclear Medicine % % % Cyclotron % % % PET-CT % % % PET-MR % % % Magnetic Resonance % % % Sonography % % % Echocardiology % % % PACS % % % Clinical Education % % % Research % % % Professional Practice % % % Quality Control / Quality Improvement % % % From the highest to the lowest, the four modalities across the facilities / multiple facilities in MI that showed the highest net growth over the next three years were as follows: Sonography, Magnetic Resonance, Radiological Technology / OR, and Computed Tomography. To see the projected net FTE increases over the next three years in these modalities go to Sonography (page 28), Magnetic Resonance (page 27), Radiological Technology / OR (page 17), and Computed Tomography (page 18). The four modalities in MI that showed the greatest vacancy rates were as follows: Radiological Technology / OR (page 17), Sonography (page 28), Magnetic Resonance (page 27), and Computed Tomography (page 18). 3

4 Radiation Therapy CURRENT Human Resource FTE Profile CHANGES over the next three years for FTE requirements A Decrease Will remain the same An Increase N Mean STD N N N Brachytherapy % % % Dosimetry / Treatment Planning % % % External Beam Treatment % % % Simulation / Mold Room % % 1 3.8% Radiation Therapy, Advanced Practice % % % Clinical Education % % 1 3.7% Research % % % Professional Practice % % % Quality Control / Quality Improvement % % % From the highest to the lowest, Dosimetry / Treatment Planning, Brachytherapy, and External Beam Treatment are the three modalities in Radiation Therapy where there will be the greatest increases in staffing over the next three years. For the details on the projected net increases in FTE requirements over the next three years and on vacancy rates in RT see page 35. This next section will highlight the information for MI and RT about hiring and training in multiple modalities, as well as the effects of leaves, and how to facilitate recruitment and retention. To hire new staff, RTs more so than MIs prefer to hire staff who have training in multiple modalities (see page 41). The prime reason both MIs and RTs reported that staffing was inadequate was lack of funding for increased workloads and increasing complexity of cases followed by shortages in key modalities, particularly in sonography (see pages 42 & 43). To facilitate recruitment or retention, for both MI and RT, the most effective strategies are as follows: employing recruitment activities, treating staff well, and finally offering incentives (see page 44). Temporary leaves, for example maternity leaves, seem to affect RT organizations more so than MI (see page 45). More RT organizations report using nursing services as support services compared to MI; and RT also reports that they need more of these nursing support services compared to MI (see page 46). The efforts of the CAMRT Professional Practice Department to develop a population for this survey have dramatically improved the reliability of the results reported in this executive summary and survey report. 4

5 Purpose For both the surveys of Medical Imaging (MI) and Radiation Therapy (RT), the purpose of these surveys remains threefold: To improve forecasting Human Resources needs for the future To build a foundation of Health Human Resource statistics/data To provide the opportunity to determine where potential vacancies/growth are located Methodology The previous surveys conducted in 2014 were reviewed by Keith Christopher with input from a number of professionals from both MI and RT, and appropriate changes were made to ensure that these current surveys were clear and easy to complete, and met their intended purposes. For these surveys, a considerable amount of time was spent developing the populations to be surveyed. Developing these populations provided us with the opportunity to establish confidence limits. Establishing confidence limits also permitted us to estimate the accuracy and reliability of the results, which we were unable to do with previous CAMRT Human Resources surveys. For these reasons, I believe that the results for these current surveys should be regarded as the touchstones, the standards, against which we can measure future CAMRT Human Resources survey results. On November 12, 2015, a letter announcing the coming surveys was ed to our populations. Research and our experience demonstrate that letters announcing coming surveys increase surveys responses significantly. On Monday, November 16, the surveys were ed to the respective MI and RT populations. The deadline for returning the completed surveys was set at Monday, November 30. Two general reminders were ed to our populations on Tuesday, November 24, and on Friday, November 27. As of Tuesday, December 2, our response rate stood at 143, with 120 MIs and 23 RTs responding to our surveys. To increase our response rate, on December 3 and 4, we implemented a strategy which I have had some recent experience with. We ed the non-respondents a brief personal message. This message informed the non-respondents of how many of their colleagues had responded to the survey to date and encouraged them to join their colleagues in completing the surveys. We used the first name of each of the non-respondents a number of times and encouraged them to call us if they had any problems completing our surveys. With this message we also provided a link to the online surveys, so that no one had to look for the link in previous messages. This strategy resulted in a significant increase (51) in our response rate from 143 to a final count of 194, with 164 MIs and 30 RTs completing our surveys. So the net increase in our response rate stood at 35.66% (51/143). 5

6 The population for MI was 377 and for RT was 43. Therefore, the final response rate for MI stood at 43.50% (164/377), and for RT stood at 69.77% (30/43). Both these response rates are very good, especially for online surveys. This final response rate increased our confidence limits significantly. For the 164 MRT MI professionals responding to our survey from a population of 377 potential respondents, we have a confidence limit of +/- 5.76, 19 times out of 20 (i.e. at the 95% confidence limit), which is a very good confidence limit. And for the 30 MRT RT professionals responding to our survey from a population of 43 potential respondents, we have a confidence limit of +/- 9.95, 19 times our 20 (i.e. at the 95% confidence limit, which is still a good confidence limit.) Note: the confidence limit for RTs is not as high as it was for MIs because the population of RTs surveyed was small; therefore, small changes can make quite a difference. Not only were the confidence limits for both these surveys good, but also note on the graphs on the following page, the dispersion of the survey respondents across the country was similar to both the populations of MIs and RTs. This fact further supports the accuracy and reliability of these current survey results. Because the survey results in the 2014 surveys were less representative than these results, I will be comparing results between these two sets of surveys only where appropriate. In fact, I will report on the similarity of the results where they are positive or support the results of the current surveys. Keith Christopher PhD, CMC Principal Consultant, KC Surveys 6

Note 1: in Medical Imaging there were no responses in our sample from Newfoundland and Labrador, and in Radiation Therapy there

7 Medical Imaging Radiation Therapy Results: The results of the two surveys, for Medical Imaging and for Radiation Therapy, have been integrated. The graphs and tables have, accordingly, been appropriately labelled. Note 1: in Medical Imaging there were no responses in our sample from Newfoundland and Labrador, and in Radiation Therapy there were no responses in our sample from Saskatchewan. Note 2: The order of the presentation of the results follows the order of the survey in the Appendix on pages

8 Are you responsible for making Human Resource decisions in recruitment and retention? Medical Imaging Radiation Therapy Of the 164 MI respondents, 21 indicated that they were not responsible for making Human Resource decisions, and 3 of the 30 RT respondents also indicated that they did not have this responsibility. 8

9 What title most accurately describes your current position? Medical Imaging Radiation Therapy By far the most common title that describes the respondent s position for both MIs and RTs was manager. The title director was relatively uncommon for both of these disciplines, especially for RTs. Supervisor was the most common title in the other category. 9

10 What is your gender? Medical Imaging Radiation Therapy By far the most common gender among the respondents in both MI and RT was female. This ratio was consistent with the results in the 2014 surveys. Note: While the ratio of female managers to the male-to-female ratio of the MRT population is fairly consistent for MI, it is less so for RT. 10

11 What age group are you in? Medical Imaging Radiation Therapy On average, the respondents for RT tended to be younger compared to those from MI. These results were consistent with those in the 2014 surveys. Note: There were no responses in our sample for Radiation Therapy in the following age ranges: and

12 Which province/territory do you work in? Medical Imaging Radiation Therapy For both MI and RT, the provinces where most of the respondents reside were Ontario, Quebec, British Columbia and Alberta. Note: In Medical Imaging there were no responses in our sample from Newfoundland and Labrador, and in Radiation Therapy there were no responses in our sample from Saskatchewan. 12

work in larger communities compared to MI respondents.

13 What is the population of the city/town you work in? Medical Imaging Radiation Therapy Most RT respondents tended to work in larger communities compared to MI respondents. Note: In RT there were no responses in our sample from the following range: Less than 10,

A facility is a building where the various MRT services are provided and where these services may be offered in more than one location within this building.

14 A facility is a building where the various MRT services are provided and where these services may be offered in more than one location within this building. Multiple facilities are two or more buildings where the various MRT services are provided and where these services may be offered in more than one location within these buildings. Are you reporting for? Medical Imaging Radiation Therapy Most RT respondents tended to work in a facility compared to MI respondents, and more MI respondents tended to work in multiple facilities compared to RT respondents. 14

15 How is your facility / multiple facilities funded? Medical Imaging Radiation Therapy By far for both MI and RT, their facilities / multiple facilities tended to be funded publicly, and very few tended to be funded publicly and privately. 15

16 Medical Imaging Modalities reporting having these Modalities from Sample of

17 Radiological Technology / OR CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Mean STD MRT Staff FTE MRT Staff FTE Vacancies Total Vacancies across 148 facilities / multiple facilities offering Radiological Technology / OR equals 148 x 0.69 (vacancy mean) = FTEs. Projected Net FTE Increases over the next three years for 148 facilities / multiple facilities offering Radiological Technology / OR equals 148 x 0.19 (future mean) = FTEs. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase 1 0.7% 1 0.7% % increase 6 4.1% 8 5.4% % increase % % No change % % % decrease 6 4.1% 3 2.0% % decrease more than 20 % decrease % Reasons for Change Equipment change 9 7.5% % Facility modifications 6 5.0% % Funding changes 9 7.5% % MRT staffing 3 2.5% % Patient demographics % % Physician staffing % % Practice changes % % Not applicable % % MRT Staffing Changes No change % % Increase % % Decrease 7 4.7% 6 4.1% Do not know 1 0.7% 8 5.4% Mean STD Mean STD Change in MRT staffing FTE

18 Computed Tomography CURRENT Human Resource Profile Total Vacancies across 101 facilities / multiple facilities offering Computed Tomography equals 101 x 0.16 (vacancy mean) = FTEs. This section will determine the current status of the Human Resource profile for various locations. Mean MRT Staff FTE STD MRT Staff FTE Vacancies CHANGES to the Human Resource Profile Projected Net FTE Increases over the next three years for 101 facilities / multiple facilities offering Computed Tomography equals 101 x 0.18 (future mean) = FTEs. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 FUTURE CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase 6 5.9% 8 7.9% % increase % % No change % % % decrease 4 4.0% 1 1.0% % decrease 1 1.0% 0 0 more than 20 % decrease Reasons for Change Equipment change 4 5.5% % Facility modifications 3 4.1% 9 9.6% Funding changes 1 1.4% 8 8.5% MRT staffing 4 5.5% 3 3.2% Patient demographics % % Physician staffing % % Practice changes % % Not applicable % 8 8.5% MRT Staffing Changes No change % % Increase 8 7.9% % Decrease 2 2.0% 2 2.0% Do not know 2 2.0% 4 4.0% Mean STD Mean STD Change in MRT staffing FTE

19 Angiography / Interventional CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Mean STD MRT Staff FTE MRT Staff FTE Vacancies Total Vacancies across 47 facilities / multiple facilities offering Angiography / Interventional equals 47 x 0.10 (vacancy mean) = 4.7 FTEs Projected Net FTE Increases over the next three years for 47 facilities / multiple facilities offering Angiography / Interventional equals 47 x 0.14 (future mean) = 6.58 FTEs Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

20 Electrophysiology / Cardiac Cath CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Mean STD MRT Staff FTE MRT Staff FTE Vacancies 0 0 Total Vacancies across 23 facilities / multiple facilities offering Electrophysiology / Cardiac Cath equals 23 x 0 (vacancy mean) = 0 FTEs. Projected Net FTE Increases over the next three years for 23 facilities / multiple facilities offering Electrophysiology / Cardiac Cath 23 x 0.05 (future mean) = 1.15 FTEs. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

21 Mammography CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Total Vacancies across 102 facilities / multiple facilities offering Mammography equals 102 x 0 (vacancy mean) = 0 FTEs. Projected Net FTE Increases over the next three years for 102 facilities / multiple facilities offering Mammography equals 102 x 0.06 (future mean) = 6.12 FTEs Mean STD MRT Staff FTE MRT Staff FTE Vacancies 0 0 Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

22 Bone Mineral Densitometry CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Mean STD MRT Staff FTE MRT Staff FTE Vacancies Total Vacancies across 75 facilities / multiple facilities offering Bone Mineral Densitometry equals 75 x 0.01 (vacancy mean) = 0.75 FTEs. Projected Net FTE Increases over the next three years for 75 facilities / multiple facilities offering Bone Mineral Densitometry equals 75 x 0.02 (future mean) = 1.5 FTEs. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

23 Nuclear Medicine CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Total Vacancies across 73 facilities / multiple facilities offering Nuclear Medicine equals 73 x 0.07 (vacancy mean) = 5.11 FTEs. Projected Net FTE Increases over the next three years for 73 facilities / multiple facilities offering Nuclear Medicine equals 73 x 0.01 (future mean) = 0.73 FTEs. Mean STD MRT Staff FTE MRT Staff FTE Vacancies CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

24 Cyclotron CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Total Vacancies across 6 facilities / multiple facilities offering Cyclotron equals 6 x 0.0 (vacancy mean) = 0 FTEs. Projected Net FTE Increases over the next three years for 6 facilities / multiple facilities offering Cyclotron equals 6 x 0.83 (future mean) = 4.98 FTEs. Mean STD MRT Staff FTE MRT Staff FTE Vacancies 0 0 CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

25 PET-CT CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Total Vacancies across 21 facilities / multiple facilities offering PET- CT equals 21 x 0.0 (vacancy mean) = 0 FTEs. Projected Net FTE Increases over the next three years for 21 facilities / multiple facilities offering PET-CT equals 21 x 0.51 (future mean) = FTEs. Mean STD MRT Staff FTE MRT Staff FTE Vacancies 0 0 CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

26 PET-MR CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Mean STD MRT Staff FTE MRT Staff FTE Vacancies 0 0 Total Vacancies across 3 facilities / multiple facilities offering PET-MR equals 3 x 0.0 (vacancy mean) = 0 FTEs. Projected Net FTE Increases over the next three years for 3 facilities / multiple facilities offering PET-MR equals 3 x 0.0 (future mean) = 0 FTEs. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

27 Magnetic Resonance CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Total Vacancies across 74 facilities / multiple facilities offering Magnetic Resonance equals 74 x 0.24 (vacancy mean) = FTEs. Projected Net FTE Increases over the next three years for 74 facilities / multiple facilities offering Magnetic Resonance equals 74 x 0.48 (future mean) = FTEs. Mean STD MRT Staff FTE MRT Staff FTE Vacancies CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

28 Sonography CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Total Vacancies across 137 facilities / multiple facilities offering Sonography equals 137 x 0.62 (vacancy mean) = FTEs. Projected Net FTE Increases over the next three years for 137 facilities / multiple facilities offering Sonography equals 137 x 0.41 (future mean) = FTEs. Mean STD MRT Staff FTE MRT Staff FTE Vacancies CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

29 Echocardiology CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Total Vacancies across 76 facilities / multiple facilities offering Echocardiology equals 76 x 0.07 (vacancy mean) = 5.32 FTEs. Projected Net FTE Increases over the next three years for 76 facilities / multiple facilities offering Echocardiology equals 76 x 0.15 (future mean) = 11.4 FTEs. Mean STD MRT Staff FTE MRT Staff FTE Vacancies CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

30 PACS CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Mean STD MRT Staff FTE MRT Staff FTE Vacancies Total Vacancies across 127 facilities / multiple facilities offering PACS equals 127 x 0.01 (vacancy mean) = 1.27 FTEs. Projected Net FTE Increases over the next three years for 127 facilities / multiple facilities offering PACS equals 127 x 0.06 (future mean) = 7.62 FTEs. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

31 Clinical Education CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Total Vacancies across 94 facilities / multiple facilities offering Clinical Education equals 94 x 0.03 (vacancy mean) = 2.83 FTEs. Projected Net FTE Increases over the next three years for 94 facilities / multiple facilities offering Clinical Education equals 94 x 0.0 (future mean) = 0.0 FTEs. Mean STD MRT Staff FTE MRT Staff FTE Vacancies CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

32 Research CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Mean STD MRT Staff FTE MRT Staff FTE Vacancies 0 0 Total Vacancies across 41 facilities / multiple facilities offering Research equals 41 x 0.0 (vacancy mean) = 0 FTEs. Projected Net FTE Increases over the next three years for 41 facilities / multiple facilities offering Research equals 41 x 0.0 (future mean) = 0 FTEs. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

33 Professional Practice CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Total Vacancies across 78 facilities / multiple facilities offering Professional Practice equals 78 x 0.0 (vacancy mean) = 0 FTEs. Projected Net FTE Increases over the next three years for 78 facilities / multiple facilities offering Professional Practice equals 78 x 0.0 (future mean) = 0 FTEs. Mean STD MRT Staff FTE MRT Staff FTE Vacancies 0 0 CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

34 Quality Control / Quality Improvement CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Mean STD MRT Staff FTE MRT Staff FTE Vacancies CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. Total Vacancies across 117 facilities / multiple facilities offering Quality Control / Quality Improvement equals 117 x 0.01 (vacancy mean) = 1.17 FTEs. Projected Net FTE Increases over the next three years for 117 facilities / multiple facilities offering Quality Control / Quality Improvement equals 117 x 0.05 (future mean) = 5.85 FTEs. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase % increase % increase No change % decrease % decrease more than 20 % decrease Reasons for Change Equipment change Facility modifications Funding changes MRT staffing Patient demographics Physician staffing Practice changes Not applicable MRT Staffing Changes No change Increase Decrease Do not know Mean STD Mean STD Change in MRT staffing FTE

35 Radiation Therapy, General CURRENT Human Resource Profile This section will determine the current status of the Human Resource profile for various locations. Mean STD MRT Staff FTE MRT Staff FTE Vacancies CHANGES to the Human Resource Profile This section gathers data on any changes over the past year in the Human Resource profile for various locations. Total Vacancies across 30 facilities / multiple facilities offering Radiation Therapy, General equals 30 x 0.23 (vacancy mean) = 6.9 FTEs. Projected Net FTE Increases over the next three years for 30 facilities / multiple facilities offering Radiation Therapy, General equals 30 x 0.97 (future mean) = 29.1 FTEs. Mean and Standard Deviation (STD): the mean is the average of all the responses, and the STD includes the range for 68% of all the responses. For example, if the mean was 4.0 and the STD was 3.0, then the range would be or 3.0; that is, would range from +1.0 to +7.0 FUTURE CHANGES to the Human Resource Profile This section gathers data on any anticipated changes in the next 1 to 3 years that may occur in the Human Resource profile for various locations. Changes in Service Volume more than 20 % increase 0 0.0% 1 3.3% % increase % 1 3.3% % increase % % No change % % % decrease 2 6.7% 1 3.3% % decrease 0 0.0% 0 0.0% more than 20 % decrease 0 0.0% 1 3.3% Reasons for Change Equipment change 9 7.5% % Facility modifications 6 5.0% % Funding changes 9 7.5% % MRT staffing 3 2.5% % Patient demographics % % Physician staffing % % Practice changes % % Not applicable % % MRT Staffing Changes No change % % Increase 2 6.7% % Decrease 2 6.7% 2 6.7% Do not know 0 0.0% % Mean STD Mean STD Change in MRT staffing FTE

36 Would MRT staff be replaced when: Retiring Medical Imaging Radiation Therapy For both Medical Imaging and Radiation Therapy the percent of staff that would be replaced for a retirement is approximately the same, and these results are similar to those obtained in the 2014 survey. 36

37 Would MRT staff be replaced when: On leave Medical Imaging Radiation Therapy For both Medical Imaging and Radiation Therapy the percent of staff that would be replaced for a leave is approximately the same, which is approximately 10% less than was reported in the 2014 survey. 37

38 If increasing or replacing MRT staff, would you consider hiring a/an: Experienced MRT from another Canadian facility Medical Imaging Radiation Therapy Medical Imaging is more likely to consider hiring an experienced MRT staff from another Canadian facility if increasing or replacing MRT staff compared to Radiation Therapy. These results are approximately the same as those reported in the 2014 survey. 38

39 If increasing or replacing MRT staff, would you consider hiring a/an: New Canadian MRT graduate Medical Imaging Radiation Therapy When considering replacing MRT staff with a new Canadian MRT graduate, the percentages for Medical Imaging in this survey are similar compared to those in the 2014 survey. The percentages for Radiation Therapy in this survey were approximately 10% lower on average compared to those from the 2014 survey. 39

40 If increasing or replacing MRT staff, would you consider hiring a/an: Internationally educated MRT Medical Imaging Radiation Therapy When considering replacing MRT staff with an internationally educated MRT, the results were similar for both Medical Imaging and Radiation Therapy, and for the results in MI in the 2014 survey. They were approximately 10% lower for RT in the 2014 survey 40

41 When you hire new staff, you prefer to hire staff who have training in multiple modalities. Medical Imaging Radiation Therapy More Radiation Therapy organizations prefer to hire MRT staff who have training in multiple modalities compared to Medical Imaging. 41

42 Do you feel your current staffing levels are adequate? Medical Imaging Radiation Therapy In general more Medical Imaging organizations feel that their current staffing levels are adequate compared to Radiation Therapy. 42

Radiology Staffing Survey 2010

Radiology Staffing Survey 2010 A Nationwide Survey of Registered Radiologic Technologists Conducted by the American Society of Radiologic Technologists Reported June 2010 2010 ASRT. All rights reserved.