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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? • 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 • 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 • 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 • Workload cover • GT training • GT competence • CPD • Career progression • Decrease GT turnover? Hopefully!
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 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 • 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 • 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 • 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 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 • 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 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 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).
