Abstract
A survey of members of the American Society for Clinical Laboratory Science (ASCLS) in 2012 examined laboratory administrators' views on retention incentives and older Clinical Laboratory Professionals (CLP). Results indicated that retention strategies currently in place are not concordant with the ones CLP think are important. Further, with the exception of ergonomic equipment, administrators reported low feasibility for the workplace changes favored by practitioners. While all administrators attributed positive traits to older CLP, older administrators held more favorable views. Administrators perceived older CLP as productive, having a high level of technical skills and loyal. The combination of technical competence and work ethic make retention of older CLP attractive to laboratory administrators and advantageous for combatting workforce shortages. This study highlights the discordance between the retention incentives valued by CLP and those viewed as feasible by administrators. Findings should be used by administrators to refine incentive packages that better reflect the desires of CLP.
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