Using career ladders to motivate and retain employees: an implementation success story.
In October 2000, Phoenix-based Sonora Quest Laboratories, LLC (SQL), commissioned The Gelfond Group to survey SQL employees. Responding to negative survey scores, SQL developed and implemented an entry-level career ladder for line staff of the specimen management/referral testing department. The program was piloted in February 2001, and was implemented fully shortly thereafter. The ladder was designed to provide job enrichment opportunities through company-conducted training and advancement provisions. It contained requirements for productivity and quality of work performed in addition to increasingly rigorous training and competency documentation. Employees were accountable for their own advancement and for ensuring that all documentation was complete. Advancement was automatic once requirements were completed. Pay increases accompanied each advancement on a predetermined scale. At the end of 12 months, employee turnover dropped from 39% to less than 20% annually. Both productivity and morale improved, and results on a second employee survey indicated dramatic improvement in five key areas. The career ladder concept has been replicated successfully in several other departments, including phlebotomy, and a six-tiered ladder is under development for the clinical laboratory. It will encompass CLA, MLT, and MT positions from entry level to technical coordinator.
Garletts
Joseph A
JA
Sonora Quest Laboratories, Phoenix, Arizona, USA.
D002322:Career Mobility; D004649:Employee Incentive Plans; D006801:Humans; D007753:Laboratories / Q000458:organization & administration; D017056:Medical Laboratory Personnel / Q000523:psychology / Q000600:supply & distribution*; D010558:Personnel Loyalty; D013192:Staff Development / Q000379:methods*; D014481:United States; D000078329:Workforce