Abstract
In today’s tight job market for biomeds, healthcare facilities can’t afford to let their highly trained technicians stagnate under antiquated personnel systems. Senior managers in the Clinical Engineering Department at the University of Rochester Medical Center (URMC) in Rochester, NY, learned that lesson first-hand when they started losing valuable, trained junior-level technicians who were trapped in a system based on seniority. Now, a comprehensive revamp of their system has formalized a skills-based promotion system, codified training requirements, and adjusted salaries. The result? Re-energized employees, satisfied managers, and appreciative senior hospital administrators.
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