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Genetic Technologist – Rotation The Birmingham Experience. Why instigate a rotation?. Historical practices not working. Ever increasing workload, samples & diseases. Required reduction in turnaround times (WP). New equipment purchased through WP.

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why instigate a rotation
Why instigate a rotation?
  • Historical practices not working.
  • Ever increasing workload, samples & diseases.
  • Required reduction in turnaround times (WP).
  • New equipment purchased through WP.
  • Increase in both scientist and technical staff.
  • Lead to training issues, rotation problems, competence problems and space issues.
  • Address high GT turnover
historical perspective
Historical perspective
  • Each GT assigned to a disease.
  • Disease workload not even.
  • Length of time on each disease could vary.
  • GT not gaining experience/competence.
  • High GT turnover, diseases left with no technical cover or anyone suitably trained.
  • Sickness/holiday stretched GT resources to the limit.
  • New GTs moved around to “plug gaps”!
detrimental impact
Detrimental impact
  • Workloads not covered.
  • Increased reporting times.
  • Increased backlogs.
  • Increased stress, decreased morale.
  • High GT turnover.
  • How do we address these problems?
  • GT Rotation
genetic technologist rotation
Genetic Technologist Rotation
  • Workload cover
  • GT training
  • GT competence
  • CPD
  • Career progression
  • Decrease GT turnover? Hopefully!
genetic technologist rotation1
Genetic Technologist Rotation
  • First implemented in January 2004.
  • Work by technique rather than disease.
  • Lab divided into 4 areas of similar technique.
    • Extractions
    • Fragment Analysis
    • Molecular Oncology
    • High-Throughput Mutation Screening
  • Each area split into 3 units of specific technique.
  • Each area will have MTO3 in charge of training & workloads.
gt rotation original plan1
GT Rotation – Original Plan
  • GT will spend 3 months in each unit, thus rotating through the whole section in 3 years.
  • After 3 years rotation will return to beginning.
  • Inevitably more techniques/diseases taken on.
  • Increased automation, scope for new units.
  • Workloads in each unit will evolve over time.
  • Not all competences can be completed in just 3 months.
unit workloads
Unit workloads
  • Outline workloads for each unit and review associated competencies.
  • Define workloads that GTs are expected to achieve in a day or week.
  • Set achievable minimum levels for required workload.
  • Scope for personal development.
  • Also reviewing competencies to improve training.
  • Ensure all SOPs updated and correct.
training
Training
  • Poses huge training issues and commitment.
  • Initially, only 2 MTO3s in place.
  • Scientists on each disease will be responsible for training as required.
  • Continually monitor effectiveness.
rotation benefits
Rotation Benefits
  • For the DNA section:
    • More MTOs trained on more techniques thus able to provide more cover
    • Holiday/sickness cover also provided by MTO3s
    • After 1 year 4 MTOs able to cover a unit
    • If MTO leaves new recruit will slot straight in
  • Turnaround times maintained
  • Cover available for increased workload
rotation benefits1
Rotation Benefits
  • For the MTOs:
    • More variety
    • More interesting
    • Clear objectives on each unit
    • More competences completed
    • Career progression
    • CPD
    • Happier and more fulfilled!
gt rotation progress review
GT Rotation – Progress Review
  • Still in use, although undergone several modifications.
  • 3 month rotation, very optimistic.
  • Different GTs, different skills.
  • GTs have picked up more skills and more flexible in covering workload.
  • More variety in workload.
  • More competencies completed.
  • Career Progression – 3 more MTO3s.
gt rotation progress review1
GT Rotation – Progress Review
  • MTO3s greater responsibility for managing lab workload.
  • MTO3s provide nearly all the technical training to both GTs and CS trainees.
  • Remaining GTs are far more skilled than previous and adept at covering other units at short notice.
  • GTs more competent.
  • DON’T PLAN TOO FAR AHEAD
gt rotation progress review2
GT Rotation – Progress Review
  • Negative – still significantly high GT turnover, tend to have around 2-3/year on CS training scheme.
  • Salary difference, lack of official training/ education.
  • Still perceived as ‘stepping-stone’.
  • Ties in to future regulation and training of technical staff (see later).
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