Allied Health Occupations - cdn.ymaws.com · The San Francisco Bay and Greater Silicon Valley Centers of Excellence in collaboration with research and funding partners studied allied

E NV I R O NM E NT A L S C A N

ALLIED HEALTH OCCUPATIONS

San Francisco Bay Area

J U N E 2 0 1 0

CENTER OF EXCELLENCE San Francisco Bay Area

John Carrese, Director City College of San Francisco

1400 Evans Avenue San Francisco, CA 94124

[email protected]

www.coeccc.net

An Initiative of

mailto:[email protected]�

Mission: The Centers of Excellence, in partnership with business and industry, deliver regional workforce research customized for community college decision making and resource development.

Vision: We aspire to be the premier source of regional economic and workforce information and insight for community colleges.

© 2010 Chancellor’s Office, California Community Colleges Centers of Excellence, Economic and Workforce Development Program

Please consider the environment before printing. This document is designed for double-sided printing.

Environmental Scan: Allied Health Occupations

Real-time data to advance California Community Colleges 3

Contents

Acknowledgements .................................................................................................................................. 4

Executive Summary .................................................................................................................................. 5

Introduction ................................................................................................................................................ 6

Industry Overview .................................................................................................................................... 7

Occupational Overview .......................................................................................................................... 11

Occupational Growth .............................................................................................................................. 12

Employer Needs and Challenges .......................................................................................................... 13

College Response and Issues ................................................................................................................. 16

College Program Selection Criteria ..................................................................................................... 17

Allied Health Programs at Regional Community Colleges ............................................................... 18

College Issues and Challenges .............................................................................................................. 20

Supply and Demand Gap Analysis ...................................................................................................... 21

Conclusion and Recommendations ......................................................................................................... 23

References ................................................................................................................................................. 25

Appendix A: How to Utilize this Report ............................................................................................... 26

Appendix B: Occupational Profiles....................................................................................................... 27

Appendix C: Typical Education Requirements for Successful Applicants ....................................... 31

Appendix D: 10-year Occupational Growth Projections ................................................................. 32

Appendix E: Sub-regional Occupational Growth Projections .......................................................... 33

Appendix F: Career Ladders in Allied Health .................................................................................... 35

Appendix G: Level of Difficulty in Hiring ............................................................................................ 36

Appendix H: Interest in Training and Education Programs .............................................................. 37

Appendix I: Contact List of College Program Administrators .......................................................... 38

Appendix J: Allied Health Employer Survey Methodology ............................................................. 39



Acknowledgements

The San Francisco Bay Center of Excellence would like to thank our funding partners for this study. Without the financial support from the following organizations, this study would not have been possible:

Alameda County Workforce Investment Board

Contra Costa County Workforce Investment Board

Greater Silicon Valley Center of Excellence at West Valley College

Las Positas College

Monterey County Workforce Investment Board

North Valley Job Training Consortium (NOVA)

Santa Cruz County Workforce Investment Board

Sonoma County Workforce Investment Board

The Center would like to thank our research partners: Josh Williams and Jaime Barrah with BW Research Partnership and Phil Jordan with Green LMI, who provided exemplary primary and secondary research services for this study.

Our special thanks to our study advisory team who supported this project by providing subject matter expertise on the healthcare sector and input on the survey instrument used for the workforce study: Jill Tregor, Regional Health Occupations Resource Center (RHORC); Vicki Shipman, Las Positas College; Teresita Hinojosa-Pereira, Santa Cruz County Workforce Investment Board; Josh Williams and Phil Jordan.

The Centers would also like to thank the healthcare organizations who took the time to complete the workforce survey, which provided critical information about the labor needs and requirements of employers. This information will be vital for Bay Area community colleges that are developing and strengthening training and education programs.

And finally, this report would not have been possible without the data analysis and report formatting expertise of Laura Coleman from the Center of Excellence Research Hub, hosted at the Los Rios Community College District.



San Francisco Bay Area healthcare employers anticipate more than 4,000 new and replacement jobs in ten key allied health occupations over the next twelve months. Medical Assistants, Pharmacy Technicians, and Medical Laboratory Technicians will generate the highest number of new and replacement jobs over the next year.

– Centers of Excellence Allied Health Employer Survey, 2010

Executive Summary

The San Francisco Bay and Greater Silicon Valley Centers of Excellence in collaboration with research and funding partners studied allied health occupations in the 11-county San Francisco Bay Area. The healthcare sector is one of the largest industries in the region, employing over 342,000 individuals in hundreds of occupations. This report provides an industry overview and reviews trends driving the growth of the healthcare sector such as population growth, an aging population and healthcare reform legislation.

A workforce survey was conducted with employers to better understand the projected demand for allied health occupations and the workforce needs of employers. The research objectives of this survey were to:

• Estimate the current number and size of firms, as well as geographic concentration • Project future job growth and replacements of existing workers over the next 12 months

for ten key occupations • Identify employer needs and challenges for hiring and training employees • Identify career ladders and lattices • Identify industry interest in accessing community college education and training programs

Over 400 employers responded to the survey, which yielded a rich set of data that is highlighted in this report. Ten allied health occupations that are most relevant to community colleges and workforce investment boards were the focus of the survey. The research finds that Bay Area healthcare firms are projected to need more than 4,000 new and replacement workers over the next 12 months, creating employment opportunities for qualified allied health workers.

Three occupations in particular — Medical Assistants, Pharmacy Technicians, and Medical Laboratory Technicians — will generate the highest number of new and replacement jobs over the next year. The survey results also indicate that over 50% of employers are having difficulty hiring qualified candidates in four of the ten occupations studied.

In order to quantify the labor supply for each occupation, all 28 of the community colleges in the Bay Area were surveyed to identify current and future community college programs aligned with each of the ten occupations, and to collect data on the number of program graduates. In addition, data on graduates from post-secondary and proprietary schools with relevant programs was added to college data so that the supply data for each of the ten occupations could be compared to the demand reported by employers.

Based on this “gap analysis,” there is some need for colleges to either expand or create new programs for Medical Assistants, Pharmacy Technicians, and Medical Laboratory Technicians. These three occupations are significantly undersupplied by colleges and proprietary schools and will



create the best employment opportunities for graduating students. Because only three colleges in the region offer Psychiatric Technician programs and there is a moderate undersupply of graduates, some expansion of these programs may be warranted. The other occupations studied have a relatively good balance between the supply and projected demand for trained workers.

Colleges are clearly facing challenges related to sustaining their programs due to budget cuts, lack of availability of clinical placements, and challenges with attracting qualified instructors. To address these issues, colleges should consider approaches such as partnering with healthcare employers to develop customized training (contract education) programs and partnering with workforce boards to leverage public funds.

Introduction

The so-called Great Recession has dramatically impacted the labor market throughout the United States, with unemployment at 10.4% nationally and 13.2% in California.1 Though certainly not immune from its impacts, the healthcare sector has fared relatively well in this economy. Many factors have contributed to the relative strength of the sector, including that people tend to view medical treatment as a necessary spending item, especially as they age. The healthcare sector is one of the largest industries in the San Francisco Bay Area, employing over 342,000 individuals in hundreds of occupations throughout the various career ladders.2

The California Community Colleges System has charged the Economic and Workforce Development (EWD) Network to identify industries and occupations with unmet employee development needs and introduce partnering potential for the college’s programs.

This report will provide an in-depth analysis of the healthcare sector in the 11-county San Francisco Bay Area, with a particular emphasis on the labor supply and demand of ten allied health occupations. The research findings will include data from primary and secondary sources and will be divided geographically to include:

• North-Bay: Marin County, Napa County, San Francisco County, and Sonoma County • East-Bay: Alameda County, Contra Costa County, and Solano County • South-Bay: Monterey County, Santa Cruz County, Santa Clara County, and San Mateo County

Allied health workers perform the ‘core tasks of identification, prevention and treatment of diseases and disorders.3

This Environmental Scan includes an overview of the healthcare industry in the 11-county Bay Area and each sub-region, primary and secondary employment projections for the ten selected occupations, employer needs analysis, community college training program information, analysis of occupational supply and demand, major challenges facing the community college system, and recommendations to the colleges and the public workforce system to match supply and demand appropriately.

It is important to note that because nurses and doctors are not typically included in the definition of allied health occupations they were not included in this report.

1 Data source: U.S. Bureau of Labor Statistics, March 2010 2 Data source: EMSI Total Employment, 1st Quarter 2010 3 Careers in Allied Health, Northern California Center of Excellence, April 2009 (p. 3-6), www.coeccc.net

http://www.coeccc.net/�



Industry Overview

Industry Composition and Growth The 11-county Bay Area includes approximately 17,300 healthcare organizations of all sizes, employing 342,091 individuals. Figure 1 below illustrates the distribution of jobs among hospitals, nursing and residential care faciliies, and ambulatory health care services. 4

Figure 1: Industry Employment

Figure 2 below illustrates that the majority of allied health care employers in the region are businesses of ten or fewer employees. However, as in most industries, the majority of employment occurs in firms of 100 or more employees.5

Figure 2: Size of Firm

Historical Growth of the Healthcare Sector, 2005-2010 According to Economic Modeling Specialists, Inc. (EMSI), the healthcare sector has grown rapidly in the Bay Area over the last 5 years, adding nearly 40,000 jobs since 2005 (the figures cited herein represent all jobs at healthcare employers, not only workers who provide patient care). Healthcare employment grew at a rapid clip of 13% over the five-year period, from 302,965 to 342,091. This growth, broken down by sub-region in Table 1, dramatically outpaced the overall employment growth rate of 3% in the region.6

4 Data source: EMSI Complete Employment – 1st Quarter 2010

5 Center of Excellence Allied Health Employer Survey, 2010 6 Data source: EMSI Complete Employment – 1st Quarter 2010

Ambulatory health care

services51%

Hospitals 32%

Nursing & residential

care facilities

17%

10 or fewer employees

61%

11 to 24 employees

16%

25 to 49 employees

9% 50 to 249 employees

8%

250 or more employees

6%



Table 1 – Five Year Historical Healthcare Estimates by Sub-Region

Industry North Bay Mid Bay South Bay

2005 2010 % 2005 2010 % 2005 2010 %

Ambulatory health care services 38,826 42,697 10% 54,543 62,905 15% 57,168 69,282 21%

Hospitals 24,741 25,583 3% 42,900 38,002 13% 36,976 40,213 9%

Nursing & residential care facilities 12,785 13,854 8% 23,721 20,566 15% 18,944 20,946 11%

Total 76,352 82,124 8% 113,526 129,526 15% 113,087 130,441 15%

Though this rate is expected to slow somewhat over the next five years, EMSI estimates indicate that healthcare should add over 30,000 jobs from 2010 through 2015, representing 8.8% growth, or an average of 1.8% growth per year over the five years. Allied Healthcare employers in the Bay Area surveyed for this study reported a similar growth estimate of 2.2% over the next twelve months.7

Table 2 – Five-Year Healthcare Projections by Sub-Region

Industry North Bay Mid Bay South Bay

2010 2015 % 2010 2015 % 2010 2015 %

Ambulatory health care services 42,697 46,515 9% 62,905 69,157 9.9% 69,282 76,787 10.8%

Hospitals 25,583 26,506 3.6% 42,900 46,535 8.5% 40,213 42,227 5.0%

Nursing & residential care facilities 13,854 14,565 5.1% 23,721 26,694 12.5% 20,946 23,179 10.7%

Total 82,124 87,585 6.7% 129,526 142,386 9.9% 130,441 142,193 9.0%

Trends affecting the Healthcare Sector

Population Growth The San Francisco Bay Area is experiencing rapid population growth in many counties, a trend that is expected to continue over the next thirty years. By 2040, the eleven counties are expected to grow by 29% overall, reflecting 19% growth in the North Bay, 26% in the South Bay, and 38% in the East Bay. Figure 3 provides a county-by-county breakdown of expected population growth.8

7 Data source: Center of Excellence Allied Health Employer Survey, 2010

8 Data source: California Department of Finance Demographic Research Unit



Figure 3: Population Growth in Bay Area Counties, 2010-2040

An Aging Population The first baby boomers reach age 65 in 2011, kicking off a seismic and rapid aging of the U.S. population. By 2030, it is estimated that the number of adults over 65 in America will top 70 million, or roughly 20% of the total population.9 The San Francisco Bay Area mirrors this national trend. Since elderly Americans use significantly more health care services than younger adults, the impacts on the healthcare workforce will likely be enormous.10

Figure 4: 2005-2015 Population Growth Estimates

9 Retooling for an Aging America: Building the Healthcare Workforce, Committee on the Future Health Care Workforce for Older Americans, Institute of Medicine of the National Academies, The National Academies Press, Washington, D.C., http://books.nap.edu/openbook.php?record_id=12089&page=R1 10 Data source: California Department of Finance Demographic Research Unit

58%

54%

50%

36%

35%

31%

24%

19%

13%

10%

5%

0% 10% 20% 30% 40% 50% 60%

Solano

Napa

Contra Costa

Sonoma

Monterrey

Santa Clara

Alameda

Santa Cruz

Marin

San Mateo

San Francisco 2010-2040 Percentage Growth

7%

11%

1%

7%

13%

5%4%

8%6%

11%

8% 7%

27%

30%29%

25%

21%

16%

20%

29% 29%

32%

25% 26%

Alameda Contra Costa

Marin Monterey Napa San Francisco

San Mateo Santa Clara

Santa Cruz

Solano Sonoma 11-County Bay Area

All ages 65+ population



The aging population presents three interrelated pressures on the industry: 1) increased demand for services due to the elderly’s enhanced use of the healthcare system; 2) reduced supply of existing healthcare workers due to higher retirement rates; and 3) fewer replacement workers trained in elder care or geriatrics.

According to the Institute of Medicine of the National Academies,

Older adults receive health care in many different settings and are particularly high-volume users. Although older adults make up only about 12 percent of the U.S. population, they account for approximately 26 percent of all physician office visits, 47 percent of all hospital outpatient visits with nurse practitioners, 35 percent of all hospital stays, 34 percent of all prescriptions, 38 percent of all emergency medical service responses, and 90 percent of all nursing-home use.11

At the same time, many healthcare workers are retiring. Bay Area healthcare employers surveyed for this report indicated that they expect 8.8% of their total workforce to retire over the next three years.

12

Compounding the challenge of providing services for aging baby-boomers are the reduction in healthcare workers that specialize in geriatrics. According to a 2008 study by the Committee on the Future Health Care Workforce for Older Americans, Institute of Medicine, the number of certified geriatricians fell from 8,800 to 7,100 from 1999 to 2006. Additionally, in 2005-2006, only 67% of all geriatric fellowships were filled.

Figure 5: Estimated Retirements in the Next 3 Years

Healthcare Reform Legislation President Obama signed healthcare reform legislation on March 23, 2010, extending insurance coverage to an estimated 32 million people. Though implementation of the entire reform package will take years, the initial expansion of health coverage should have short-term implications. There are many opinions concerning the affect of this landmark legislation on the healthcare economy, though there is little data to support the claims. It is likely, however, that the current healthcare workforce will be inadequate to meet the demands of the 32 million Americans that now have access to healthcare.

11 Retooling for an Aging America: Building the Healthcare Workforce, Committee on the Future Health Care Workforce for Older Americans, Institute of Medicine of the National Academies, The National Academies Press, Washington, D.C., http://books.nap.edu/openbook.php?record_id=12089&page=R1 12 Data source: Center of Excellence Allied Health Employer Survey, 2010

8.8%

91.2%

Current employees estimated to retire in the next 3 years

Remaining current employees



Occupational Overview

The San Francisco Bay Center of Excellence conducted a preliminary assessment of the occupations most appropriate for study. This assessment included analyzing secondary data on over 60 allied health occupations to determine the ones that have educational requirements relevant to community college instruction and have the most potential for growth in the region. A team of experts, including the Director of the San Francisco Bay Regional Health Occupations Resource Center (RHORC) validated this analysis. It is important to note that because nurses and doctors are not typically included in the definition of allied health occupations they were not included in this report.

Of the occupations examined, ten were selected for further investigation based on these criteria:

• Curriculum and employment requirements are relevant for community college instruction; • Secondary data and literature suggest significant changes to employer needs

concerning the occupation; and, • The occupation must pay a living wage for the region.

Based on the criteria above, the following ten occupations are reviewed in this report.

Studying ten occupations that are very different in nature presents some difficulties. Though many large employers hire for all of the occupations studied, smaller employers often do not have some of the more specialized workers, such as Pharmacy Technicians and Psychiatric Technicians. In addition, the list of occupations represents at least two distinct categories of workers, which include administrative (such as Medical Records Technicians and Certified Coders), and technical positions such as Radiological Technicians and Clinical Laboratory Scientists.

Appendix B includes profiles of the ten selected occupations, including a brief description, and educational, licensure and/or registration requirements. Appendix C provides the typical education requirements of successful applicants reported by employers in the Bay Area. There is some variation among the education requirements provided by the Bureau of Labor Statistics (BLS) and reported by employers in this study. Appendix D includes ten-year projections for the occupations provided by Economic Modeling Specialists, Inc.

Clinical Laboratory Scientists (CLS’) or Medical Laboratory Technologists Medical Laboratory Technicians (MLTs) Medical Assistants Medical Records and Health Information Technicians Certified Coders Radiological Technologists Radiological Technicians Psychiatric Technicians Respiratory Therapists or Certified Respiratory Therapists Pharmacy Technicians



Occupational Growth

Table 3 displays the current estimated employment and projections for growth and replace-ment over the next 12 months. As illustrated therein, Clinical Laboratory Scientist or Medical Laboratory Technologist is the fastest growing occupation, while Medical Assistant is expected to add the most new positions over the next 12 months. By considering replacement of existing workers (e.g., retirement or turn-over), and adding expected replacement needs to overall growth, the top three occupations for new and replacement jobs are Medical Assistant, Pharmacy Technician, and Clinical Laboratory Scientist or Medical Laboratory Technologist.

Table 3 – Estimated Occupational Employment

Allied Health Occupations 2009 Employment

12-month Growth Rate

(new job growth)

12-month Replacement

Rate

New & Replacement Jobs (next 12 months)

Medical Assistants 15,540 4.5% 6.6% 1,720

Pharmacy Technicians 5,980 1.9% 6.4% 560

Clinical Lab Scientists (CLS’) or Medical Laboratory Technologists 3,090 6.6% 6.6% 410

Medical Laboratory Technicians (MLTs) 3,370 2.9% 5.9% 300

Medical Records and Health Information Technicians 2,180 1.9% 10.8% 280

Psychiatric Technicians 1,320 5.0% 9.7% 190

Radiological Technologists 1,570 5.6% 5.6% 170

Certified Coders 1,150 2.0% 10.4% 140

Respiratory Therapists or Certified Respiratory Therapists 2,030 1.4% 5.0% 130

Radiological Technicians 1,740 1.1% 5.2% 110

Total 37,970 4,010

Despite the recent economic turmoil, it is encouraging that not one of the occupations studied reports declining employment. In fact, the occupational growth reported by Bay Area healthcare employers compares very favorably to other sectors, perhaps due to the industry growth trends discussed earlier in this report.

Replacement demand is expected to outpace job growth in all but two occupations (where it is nearly equal). These kinds of job openings result from retirement and turnover (among other factors), and have been sharply down across industries over the last 18 months, reflecting the general uncertainty felt in this economy.13

When considering the replacement of existing workers, it is important to consider the difference between turnover and retirement. Turnover within the industry and region tends not to impact the overall labor pool as greatly because workers may be merely transferring between institutions. While this may present challenges for individual employers, it has little impact on the number of trained workers in the region. Retirements (and other separations), however, result in net losses to

13Allied Health in the San Diego-Imperial Region, San Diego Center of Excellence, April 2009 (p.7), www.coeccc.net



the labor pool, and because new workers are required to fill the positions, retirement tends to have a greater impact on workforce needs. As noted previously, employers reported an expected 8.8% retirement rate at their firms over the next 12 months across all workers. Appendix E contains sub-regional occupational growth projections for the North Bay, East Bay, and South Bay.

Employer Needs and Challenges

Difficulty Hiring Qualified Applicants Generally speaking, employers do not report tremendous difficulty finding qualified applicants during periods of higher unemployment. However, Bay Area healthcare employers reported difficulty in finding qualified applicants for many positions, as evidenced in Figure 6 below.

• Employers reported the greatest difficulty finding Pharmacy Technicians with 22% reporting great difficulty and 44% reporting some difficulty.

• 18% of employers reported great difficulty and another 39% reported some difficulty in finding Respiratory Therapists. Similarly 18% of employers reported great difficulty and another 36% reported some difficulty in finding Radiological Technicians.

• 55% of employers reported difficulty finding qualified Psychiatric Technicians (16% great difficulty).

• Only 24% of employers reported difficulty finding Clinical Laboratory Scientists or Medical Laboratory Technologists (3% great difficulty). This may be the result of the new Medical Laboratory Technician occupation being approved recently in California limiting the demand for Clinical Laboratory Scientists or Medical Laboratory Technologists.

Figure 6: Level of Difficulty Hiring

3%

9%

4%

7%

10%

9%

18%

16%

18%

22%

21%

26%

35%

33%

32%

36%

36%

39%

39%

44%

0% 50% 100%

Clinical Lab Scientists or Medical Laboratory Technologists

Medical Laboratory Techs (MLTs)

Medical Assistants

Medical Records & Health Information Techs

Certified Coders

Radiological Technologists

Radiological Technicians

Psychiatric Technicians

Respiratory Therapists

Pharmacy Technicians

Great difficulty Some difficulty



Developing the Workforce In addition to reporting their difficulty recruiting for specific occupations, employers also provided their feedback on developing their allied health workers. As illustrated in Figure 7 below, employers are not reporting tremendous difficulty in training existing workers. However, it is interesting to note that despite the attention paid to healthcare information technology, only 2% of employers surveyed indicated great difficulty in keeping workers current on new technology, though an additional 29% did report some difficulty in doing so. Perhaps due to the retirement of existing workers throughout the region, employers reported the most difficulty in hiring experienced workers from outside their organization.

Figure 7: Healthcare Employer Challenges

Figure 8 displays the employment development practices in use by local employers. As seen below, formal, on-the-job training is by far the most common practice in the region, while tuition assistance is the least commonly used.

Figure 8: Employee Development Practices

27%

55%

68%

84%

69%

43%

27%

15%

4%

2%

5%

1%

0% 100%

Employer offers tuition assistance or reimbursement at a college or university

Employer pays for outside training

Employer offers flexible work hours for employees enrolled at a college or university

Employer provides formal on-the-job training

Yes No Don't know

2%

4%

6%

12%

29%

30%

36%

42%

68%

56%

52%

41%

1%

9%

6%

5%

0% 100%

Keeping current workers trained on new technologies and software applications

Retraining and educating entry-level employees for advancement

Replacing workers with qualified employees within the organization

Replacing workers with qualified candidates from outside the organization

Great difficulty

Some difficulty

No difficulty

DK/NA



Medical Translation Existing literature suggests that medical translation is an area of concern for California healthcare employers. In the Bay Area, only one in four employers surveyed use or need certified healthcare interpreters or medical translators at their work location. As seen in Figure 9 below, employers are roughly split as to whether they hire their own interpreters or use an outside service.

Figure 9: Healthcare Interpreters / Medical Translators

[A] - 44%

[B] - 43%

[C] - 4%

[D] - 4%[E] - 3%

[F] - 1%[G] - 1%

[A] Interpreters or translators are provided by an outside agency[B] Employ interpreters or translators on staff[C] Patients bring them or one is provided by patient's insurance company[D] Combination - on staff and outside agency[E] Provided by affiliated organization (university, hospital, health system)[F] Other[G] Not sure/do not know



College Response and Issues

The Supply of Allied Health Professionals One of the objectives of this environmental scan was to determine if a gap exists between the projected number of jobs openings in the next 12 months in ten high-growth allied health occupations, and the adequate supply of graduates by the 28 California Community Colleges within the 11-county San Francisco Bay Area.

This section of the report presents the “supply” side of the data obtained from the community colleges in the region. A gap analysis of whether regional colleges are supplying sufficient graduates to meet the projected employment demand is presented in the next report section, entitled Supply and Demand Gap Analysis on page 21.

Twenty-eight community colleges were surveyed with a 100% response rate on the following:

1. Current programs in ten allied health occupations.

2. Data related to annual student capacity and enrollments, and graduates in these programs for academic year 2008-2009.

3. Future program development, challenges in hiring qualified faculty, issues in developing clinical affiliates, and articulation agreements with four-year colleges and universities.

To provide a wider picture of the supply of allied health graduates in the region, post-secondary education institutions and proprietary schools were also identified. Student graduate data for these schools was also obtained.14

Key Findings from Community College Survey

• Twenty-one of the 28 community colleges offer at least one and up to five programs in the ten high-growth occupations.

• Two colleges each offer five programs to prepare students –– City College of San Francisco and Santa Rosa Junior College.

• Five colleges are offering new programs or developing and proposing programs to start in 2010 through 2014.

• The fastest growing college, Las Positas, is currently developing or proposing six new programs in the occupations studied as part of their five-year strategic plan.

• Admission demand by new students outnumbers the capacity of programs in Medical Laboratory Technician, Pharmacy Technician, Radiological Technologist and Respiratory Therapist.

• Medical Assistant programs report the most graduates (310), Medical Records & Health Information Technicians report the second highest (158), and Radiological Technologist (133) is third of the ten occupations.

• Most colleges report constraints imposed on additional faculty hires, low salaries offered to part time faculty, and lack of availability, as the major challenges in recruiting faculty to teach courses in these programs.

14 California Post-Secondary Education Commission (CPEC), www.cpec.ca.gov



• Most colleges report difficulty developing clinical affiliates at hospital sites for student internships due to lack of slots available, budget deficits and staff reductions at clinical sites, and competition from proprietary schools students.

• Articulation agreements in place or in development with four-year college and university programs exist at nine colleges.

College Program Selection Criteria

A brief survey was sent to 28 community colleges based on contact information for administrators and faculty obtained from college websites related to allied health programs. Follow-up telephone calls and emails were made to colleges to clarify responses or obtain correct administrator and staff contact information. A list of community college allied health administrator and/or faculty contacts used for this study can be found in Appendix I.

Concurrently, a search of the California Community College Chancellor’s Office Inventory of Approved Programs under Taxonomy of Programs – TOP Codes,15

Table 4 - Community College Programs Related to the Study Occupations

showed the approved programs at each college related to the ten occupations studied. A table of the TOP Titles and corresponding TOP codes used to identify programs is shown below.

TOP Title TOP Code TOP Title TOP Code

Medical Office Technology 0514.20 Pharmacy Technology 1221.00

Medical Laboratory Technology 1205.00 Health Information Technology 1221.00

Medical Assisting 1208.00 Health Information Coding 1223.10

Clinical Medical Assisting 1208.10 Radiologic Technology 1225.00

Respiratory Care/Therapy 1210.00 Psychiatric Technician 1239.00

15 https://misweb.cccco.edu/webproginv/prod/invmenu.htm



Allied Health Programs at Regional Community Colleges

Table 5 - Allied Health Certificate (C) and Degree (D) Programs at San Francisco Bay Area Community Colleges

(includes New, Discontinued, In Development and Proposed programs)

College Certified Coder

Clinical Laboratory Scientist*

Medical Assistant

Medical Laboratory Technician

Medical Records & Health Information

Technician**

Pharmacy Technician

Psychiatric Technician

Radiological Technician and Technologist

Respiratory Therapist

Alameda

Career pathway

from Medical Laboratory Technician

4-year degree required

Berkeley

Cabrillo C & D C NEW Fall 2010 D

Canada C C & D D

Chabot Discontinued C & D Discontinued

Contra Costa C & D D w/Kaiser Permanente

DeAnza C C & D C & D C

Diablo Valley C & D NEW Fall 2010

Evergreen Valley

Foothill C D D

Gavilan C (ROP ) C & D

Hartnell

Laney

Las Positas In Development for 2012-13 C Proposed for

2013-14 In Development for

2011-12

In Development for 2010-11

Proposed for 2012-13

Proposed for 2012-13

Los Medanos



College Certified Coder

Clinical Laboratory Scientist*

Medical Assistant

Medical Laboratory Technician

Medical Records & Health Information

Technician**

Pharmacy Technician

Psychiatric Technician

Radiological Technician and Technologist

Respiratory Therapist

Marin C C & D C & D

Merritt C In Development for 2011-12 D In Development

for 2012-13

Mission C C & D

Monterey Peninsula C & D C & D

Napa C D

Ohlone D

San Francisco C C & D C & D C D

San Jose

San Mateo

Santa Rosa C & D C & D C C & D C & D

Skyline C C & D C On Hold D

Solano C & D

West Valley C C & D C & D C NEW Fall 2010

* Clinical Laboratory Scientist is a four-year university degree, but is included as a high-growth occupation in this study because it is a pathway from Medical Laboratory Technician that requires an associate degree.

** The occupation description for Medical Records and Health Information Technician (SOC Code 29-2071) includes the following job titles that were used to obtain community college program information: Medical Records Clerk, Health Information Clerk, Medical Records Technician, Office Manager, File Clerk, Medical Records Coordinator, Medical Records Analyst, Medical Records Director and Receptionist. Certified Coder is also included in this SOC Code, but for this study was made into its own separate occupational category. http://www.onetcodeconnector.org/ccreport/29-2071.00

http://www.onetcodeconnector.org/ccreport/29-2071.00�



College Issues and Challenges

Survey responses from community colleges provided rich information about the current issues and challenges in hiring qualified faculty and developing clinical affiliates. The current California budget crisis is affecting all community college programs at different levels. Several colleges report they have been unable to grow their programs due to budget cutbacks, despite demand for admission by new students. Others have had to cancel programs or delay offering programs in allied health because they are unable to hire qualified faculty. Moreover, many public and private hospitals and clinics that collaborate with colleges to provide student training are also experiencing budget constraints, which is exacerbating an already burdened pipeline of clinical site placements. The following is a summary of the survey responses obtained:

Hiring Qualified Faculty • Imposed constraints by colleges to hire additional faculty and/or downgrades from full-

time to part-time faculty.

• Recruitment difficulties due to only part-time positions available with low salaries.

• Recruitment difficulties due to salaries earned by health care professionals are two to three times greater practicing in their field compared to college pay.

• Lack of teaching ability in hiring pools related to classroom presentation and program management.

• Availability to teach is limited for part-time faculty who hold other jobs.

• Availability to teach daytime sessions is especially difficult to negotiate.

Developing Clinical Affiliates • Lack of slots available for student trainees at hospitals and other clinical sites.

• Reduction in budgets and staff at clinical sites limit the ability to assign staff to train and supervise students.

• Reduction in budgets at clinical sites to provide resources, materials and supplies.

• Increased liability encountered for student trainee rotations.

• Increased competition for training slots from proprietary schools and other institutions seeking clinical site placements.

• For Health Information Technician programs: facilities do not have time to devote to students, desk space has been a problem, and union environments often do not take students.



Post-Secondary Education Institutions and Proprietary School Selection Criteria Regional post-secondary education institutions and proprietary school programs in the ten occupations studied were identified by using the custom reports feature on the California Post-Secondary Education Commission (CPEC) website.16 The most current year data is available is for 2008.17 A search of instructional programs and program graduates was conducted using Classification of Instructional Programs (CIP) Codes.18

Table 6 - Classification of Instructional Programs (CIP) Related to the Study Occupations

CIP Title CIP Code CIP Title CIP Code

Health Information/ Medical Records Technician 51.0707 Pharmacy Technology 51.0805

Medical Office Assistant/Specialist 51.0710 Respiratory Care Therapy/Therapist 51.0908

Medical Receptionist 51.0712 Radiologic Technology/ Science/Radiographer 51.0911

Medical Insurance Coding Specialist/Coder 51.0713 Medical Laboratory Technician 51.1004

Medical Insurance Specialist/Biller 51.0714 Clinical Laboratory Science/Technologist 51.1005

Medical Administrative & Medical Secretary 51.0716 Psychiatric/Mental Health

Services Technician 51.1502

Medical/Clinical Assistant 51.0801

An Internet search was conducted to identify additional schools that are not included in the CPEC database. All of the proprietary schools found during this phase lack the appropriate accreditation and therefore, provide limited opportunities to their graduates.

Supply and Demand Gap Analysis

Table 7 provides a rough estimate of the gap between the supply of newly trained professionals in ten allied health occupations and the projected new and replacement jobs in the next 12 months. The total number of graduates for the academic year (Fall 2008 + Spring 2009) from community college programs at 28 colleges in the San Francisco Bay Area was obtained through a survey that was emailed to allied health administrators and faculty during the period April 13 through May 14 with subsequent telephone follow-up to obtain a 100% response rate.

The total number of degrees awarded by post-secondary education institutions was obtained from the latest year available (2008) from the CPEC.

16 CPEC website: www.cpec.ca.gov. The data source for institution and student degrees available on the CPEC database are reported by the Integrated Postsecondary Education Data System (IPEDS) – www.nces.ed.gov/ipeds 17 Refers to data for the 2007-2008 academic year ending in 2008. 18 A complete list of 2010 CIP codes can be found at http://nces.ed.gov/ipeds/cipcode/browse.aspx?y=55



Table 7 - Summary of Employer DEMAND in Study Occupations and SUPPLY of Qualified Graduates by California Community College and Proprietary Schools

* Clinical Laboratory Scientist requires a four-year university degree and is a pathway from Medical Laboratory Technician that requires an associate degree. The number of graduates listed under Post-Secondary Education Institutions are a total from San Francisco State University and San Jose State University, the only two programs offering CLS degrees in Northern California.

** Medical Records and Health Information Technician includes nine job titles under SOC code 29-2071.

*** Total number is an aggregate of graduates from Medical Office Technology programs comprising nine occupation titles.

**** Radiological Technician is a Limited Permit X-Ray program requiring less than an AS Degree, and is provided by vocational schools. None of the 28 community colleges or any of the proprietary schools identified offers this program.

*****Number of graduates is based on the most recent 2008 IPEDS data on the CPEC website: www.cpec.ca.gov. Not all proprietary schools are included in the CPEC database. Therefore, the numbers of graduates/degrees are limited by this data omission. “Unavailable” indicates the only school or schools identified are not approved and are not part of the CPEC database, therefore, no degree or certificates awarded are available.

Occupations

Community Colleges

Post-Secondary Education Institutions & Proprietary Schools Total

Graduates

Total Job Openings Next

12 Months

Gap (Program Completers –

Job Openings) Total # of Graduates 2008-2009

Total # of Graduates/Degrees (2007-2008)*****

Certified Coders 53 53 106 140 34

Clinical Laboratory Scientists and Medical Laboratory Technologies*

N/A 34 34 410 376

Medical Assistants 310 480 790 1,720 930

Medical Laboratory Technicians 3 Unavailable 3 300 297

Medical Records & Health Information Technicians** 158*** 227 385 280 oversupply by

105

Pharmacy Technicians 127 24 151 560 409

Psychiatric Technicians 51 Unavailable 51 190 139

Radiological Technicians and Technologists**** 133 Unavailable 133 280 147

Respiratory Therapists 107 Unavailable 107 130 23

http://www.cpec.ca.gov/�



Conclusion and Recommendations

It is now widely accepted that demographic, political, and economic trends will lead to significant long-term growth of healthcare occupations across the country. Despite these long-term needs, the severe recession over the last two years has slowed employment growth considerably and caused fewer employees to retire, which has led to fewer employment opportunities for healthcare professionals.

This report, based on data collected from over 400 healthcare employers and supplemented by additional secondary data sources, shows that allied healthcare occupations are indeed growing in the short-term. Perhaps even more important to job seekers in the San Francisco Bay Area, retirements are expected to increase significantly. Healthcare employers surveyed for this study report that nearly 9% of their total workforce will retire in the next twelve months.

An analysis of employer demand for the ten occupations studied and the supply available from community colleges and proprietary schools reveals that for nine of the ten occupations, demand is not being met by the current training supply. However, it appears that there are just three occupations (Medical Assistants, Pharmacy Technicians, and Medical Laboratory Technician) that are being significantly undersupplied, while five occupations are being undersupplied at a moderate or low level. One occupation (Clinical Laboratory Scientist) is being significantly undersupplied, however community colleges do not prepare students directly for this degree.

Based purely on a supply and demand analysis, colleges should consider the following recommendations as they evaluate their programs:

• Expand existing or create new Medical Assisting Programs. Medical Assistants have the largest supply and demand of all occupations studied, however, the demand has far outstripped the supply. Employers reported needing 930 more medical assistants than will likely be supplied over the next 12 months.

• Review the need for expanding existing Pharmacy Technician programs. Employers reported the most difficulty in finding qualified Pharmacy Technicians for their firms, and this occupation represents the second largest gap between the supply of and demand for trained workers. It should be noted that two new Pharmacy Technician programs will be added by colleges over the next two years, which will give the region six programs and may alleviate the anticipated undersupply of workers in this occupation.

• Review the need for expanding existing or creating new Medical Laboratory Technician programs. Undersupply is significant (nearly 300 workers) for this occupation and there is currently only one Bay area community college training program for MLTs. A new program will start Fall 2010 and another is being proposed for Fall 2013, however this may not meet the demand for skilled workers. Additionally, this occupation is a career pathway for students who want to become a Clinical Laboratory Scientist, which requires a four-year degree, and is also significantly undersupplied.

• The colleges with existing Psychiatry Technician programs — Mission, Napa, and Santa Rosa colleges — should consider the feasibility of expanding their enrollments. Though the anticipated labor market demand does not necessitate new programs, Psychiatric Technicians were reported as the third most difficult position to fill with qualified applicants. Furthermore, each of the existing programs could significantly increase their enrollments without saturating the market. The colleges are encouraged to identify any



potential obstacles for expanding their programs in order to increase their capacities for training for this occupation.

• Watch Medical Records and Healthcare Information Technology demand closely. Of the ten occupations, only medical records and healthcare information technologists had greater supply than demand. Though healthcare IT and electronic medical records are receiving a great deal of attention in the national media, colleges should proceed with caution. More research may be needed to understand how the labor market for this occupation is changing.

Though the analysis indicates the need for possibly expanding programs or creating new programs, colleges have reported great difficulty in sustaining their programs due to budget cuts, lack of availability of clinical placements, and challenges with attracting qualified instructors. To address these issues, colleges should consider some of the innovative approaches outlined below:

• Partner with Healthcare Employers to Develop Contract Education Programs. In several regions of the state, community colleges have partnered with local employers to offer customized, contract education to meet employment needs. By offering the programs through contract education, a colleges' ability to offer courses is not dependent on its general budget. Furthermore, participating employers are generally more apt to provide the clinical placements necessary, and often welcome the opportunity to provide these opportunities for their future employees. Though each college has different rules about instructor pay, many colleges have more flexible arrangements for instructors of contract education courses, and often can offer higher pay for instructors in these programs.

• Leverage Public Workforce Funds. The public workforce system has seen large funding increases and local workforce investment boards are increasingly exploring partnership opportunities with their regional community colleges. In addition, many workforce boards are seeking collaborators to apply for grant funding for healthcare training.

• Many of the cited issues, such as funding concerns and the need for additional laboratory space may be permissible expenses in these grant programs. Many of the obstacles that are preventing colleges from expanding programs could be remedied through partnerships with local workforce boards.



References

In addition to the sources cited in report footnotes, the following references were used in developing this report, its Appendices, and/or its corresponding presentation:

Access to Career Ladders at U.S. Community Colleges, American Association of Community Colleges, http://www.aminef.or.id/careerladder

Allied Health in the San Diego-Imperial Region, San Diego Center of Excellence, April 2009

California Community College Chancellor’s Office Inventory of Approved Programs, www.cccco.edu

California Community Colleges Statewide Health Occupations Directory, http://www.healthoccupations.org/

California Post-Secondary Education Commission (CPEC), www.cpec.ca.gov

California State EDD, LMID, www.labormarketinfo.edd.ca.gov

Career Prep System, http://www.careerprep.org/careerpath.htm

Careers in Allied Health, Northern California Center of Excellence, April 2009

Closing the Health Workforce Gap in California: The Education Imperative, Health Workforce Solutions, November 2007.

Economic Modeling Specialists, Inc. (EMSI) Complete Data, http://www.economicmodeling.com/

Health Care Industry: Identifying and Addressing Workforce Challenges, by Alexander, Wegner, and Associates, U.S. Department of Labor, February 2004.

Health Professions Education Data Book 2007-2008, American Medical Association

Retooling for an Aging America: Building the Healthcare Workforce, Committee on the Future Health Care Workforce for Older Americans, Institute of Medicine of the National Academies, The National Academies Press, Washington, D.C., http://books.nap.edu/openbook.php?record_id=12089&page=R1

The Career Ladder Mapping Project, Shirley Ware Education Center, SEIU, Local 250 AFL-CIO, December 2002

U.S. Bureau of Labor Statistics, http://www.bls.gov

U.S. Bureau of the Census, 2002 Economic Census http://www.census.gov/acs/www/

U.S. Department of Education, National Center for Education Statistics, http://nces.ed.gov/

U.S. Department of Labor ETA – Occupational Outlook, www.doleta.gov

http://www.cpec.ca.gov/�



Appendix A: How to Utilize this Report

This report is designed to provide current industry data to:

• Define potential strategic opportunities relative to an industry’s emerging trends and workforce needs;

• Influence and inform local college program planning and resource development;

• Promote a future-oriented and market responsive way of thinking among stakeholders; and,

• Assist faculty, Economic Development and CTE administrators, and Community and Contract Education programs in connecting with industry partners.

The information in this report has been validated by employers and also includes a listing of what programs are already being offered by colleges to address those workforce needs. In some instances, the labor market information and industry validation will suggest that colleges might not want to begin or add programs, thereby avoiding needless replication and low enrollments.

About the Centers of Excellence The Centers of Excellence (COE), in partnership with business and industry, deliver regional workforce research customized for community college decision making and resource development. This information has proven valuable to colleges in beginning, revising, or updating economic development and Career Technical Education (CTE) programs, strengthening grant applications, assisting in the accreditation process, and in supporting strategic planning efforts.

The Centers of Excellence Initiative is funded in part by the Chancellor’s Office, California Community Colleges, Economic and Workforce Development Program. The total grant amount (grant number 08-315-021 for $112,000) represents funding for multiple projects and written reports through the Center of Excellence. The Centers aspire to be the premier source of regional economic and workforce information and insight for California’s community colleges.

More information about the Centers of Excellence is available at www.coeccc.net.

Important Disclaimer All representations included in this report have been produced from primary research and/or secondary review of publicly and/or privately available data and/or research reports. Efforts have been made to qualify and validate the accuracy of the data and the reported findings; however, neither the Centers of Excellence, COE host District, nor California Community Colleges Chancellor’s Office are responsible for applications or decisions made by recipient community colleges or their representatives based upon components or recommendations contained in this study.




Appendix B: Occupational Profiles

Clinical Laboratory Scientists or Medical Laboratory Technologists Clinical laboratory scientists (CLS) or medical laboratory technologists generate accurate laboratory data that are needed to aid in detecting cancer, heart attacks, diabetes, infectious mononucleosis, and identification of bacteria or viruses that cause infections, as well as in detecting drugs of abuse. In addition, CLS are responsible for (1) analyzing laboratory findings to check the accuracy of the results, (2) entering data from analysis of medical tests and clinical results into computer for storage, (3) operating, calibrating and maintaining equipment used in quantitative and qualitative analysis, such as spectrophotometers, calorimeters, flame photometers, and computer-controlled analyzers and (4) establishing and monitoring quality assurance programs and activities to ensure the accuracy of laboratory results.

The minimum educational requirement of clinical laboratory scientists is the completion of an accredited baccalaureate degree program in clinical laboratory science. CLS education programs are typically accredited by the National Accrediting Agency for Clinical Laboratory Sciences and the Western Association of Schools and Colleges. Upon completion of the degree program, graduates are eligible for national certification through the National Credentialing Agency for Laboratory Personnel (NCA). In addition, CLS must be licensed by the California Department of Health Services.

Source: O*Net, American Society for Clinical Laboratory Scientists, http://www.ascls.org

Medical Laboratory Technicians Medical laboratory technicians perform tests which play a role in the detection, diagnosis, and treatment of disease. Technicians examine and analyze body fluids and cells to look for bacteria, parasites, and microorganisms. Technicians also analyze the chemical content of fluids, match blood for transfusions, test drug levels in blood, prepare specimens for examination, count cells, and look for abnormal cells in blood and body fluids. With increasing reliance on computer technology, the role of medical laboratory technicians has become less hands-on and more analytical. Technicians may work in several areas of the clinical laboratory or specialize in one area.

An Associate Degree in Medical Lab Technology is typically the minimum requirement to become a medical laboratory technician. Coursework consists of Chemistry, Biological sciences, Microbiology, Mathematics, and Statistics. Associate Degrees for Medical Lab Technology are accredited through the National Accrediting Agency for Clinical Laboratory Sciences (NAACLS), the Commission on Accreditation of Allied Health Education Programs, and the Accrediting Bureau of Health Education Schools.

Source: O*Net; Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2008-09 Edition

Medical Assistants Medical assistants perform administrative and clinical tasks to keep the offices of physicians, podiatrists, chiropractors, and other health practitioners running smoothly. Administration duties may include scheduling appointments, maintaining medical records, and billing and coding for insurance purposes. Clinical tasks may include taking medical histories, recording vital signs,

http://www.ascls.org/�



explaining treatment procedures to patients, preparing patients for examination, and assisting the physician during examination.

Most employers prefer graduates of formal programs in medical assisting. Such programs are offered as a certificate or associate degree. Certificate and degree programs are accredited through the Commission on Accreditation of Allied Health Programs and the Accrediting Bureau of Health Education Schools. Coursework in the programs include Anatomy, Physiology, Medical terminology, Laboratory techniques, Clinical and diagnostic procedures, and administration of medication. Certification, although not mandatory, is available through the American Association of Medical Assistants, American Medical Technologists, and the California Certifying Board of Medical Assistants.


Medical Records and Health Information Technicians A broad category of technicians serving in practitioner and health care delivery facilities, the medical records and health information technicians serve in many support capacities. In the area of processing medical records, there are Medical Records Clerks and Technicians. Medical Records Analysts and Directors interpret, complete and manage medical records in health care delivery sites. This category also includes file clerks, receptionists, coders and health information systems technicians.

The general education requirement is an associate degree in health information/medical records. Most employers prefer applicants that are certified by the American Health Information Management Association (AHIMA) as Registered Health Information Technicians (RHIT). The RHIT certification can be obtained by completing a 2 year associate degree program accredited by the Commission on Accreditation for Health Informatics and Information Management Education and passing an exam administered by AHIMA.


Certified Coders A Certified Professional Coder has proven by rigorous examination and experience that they know how to code, rationales for why particular codes are used and can do so both efficiently and effectively. A CPC can review and adjudicate coding of services, procedures and diagnoses on medical claims in the physician-office setting, thus improving the finances and operational efficiency of the practice.

The general education requirement is an Associate Degree.


Pharmacy Technicians Pharmacy technicians assist pharmacists by performing duties that do not require the professional skills and judgment of a licensed pharmacists and assisting in those duties that require the expertise of a pharmacist. They are also involved in general customer service and with



administrative activities including inventory duties and completing insurance claims. Pharmacy technicians are employed in every practice setting where pharmacy is practiced, including institutional, community, home care, long-term care, mail order, and managed care pharmacies. Technicians are also employed in education, research, and the pharmaceutical industry.

Pharmacy technicians may be trained on the job or by completing a formal program. Most employers favor technicians who have completed formal training and certification. Formal education programs include coursework in Medical and Pharmaceutical terminology, Pharmaceutical calculations, Pharmacy law, Chemistry, and Ethics. Technicians are also required to learn medication names, uses, and doses. In California, Pharmacy Technicians must be licensed by the California Department of Consumer Affairs, Board of Pharmacy.


Radiologic Technologists Radiologic technologists (Radiographers) administer x-rays and non radioactive materials to patients for diagnostic purposes. Radiographers may also specialize in diagnostic imaging technologies such as computerized tomography (CT) and magnetic resonance imaging (MRI). They work in hospitals, clinics, medical laboratories, nursing homes, or private industry.

Radiographers use a range of sophisticated equipment to produce high quality images for doctors or other healthcare professionals to diagnose an injury or disease. Radiographers use their expertise to employ the most optimal radiographic technique to examine the patient. Techniques used by radiographers include: x rays, ultrasound, fluoroscopy, CT, MRI, and nuclear medicine.

Formal training programs in Radiography range in length from 1 to 4 years and lead to a certificate or degree. Two-year Associate Degree programs are the most popular. Some one year programs are available for experienced radiographers or individuals from other health occupations such as Registered Nurses who want to specialize in CT or MRI.

A Radiologic technologist must be licensed as a Certified Radiologic Technologist by the California Department of Public Health - Radiologic Health Branch (CDPH-RHB). To take the State examination, the applicant must have completed a radiologic technologist program approved by CDPH-RHB.

In addition, many employers prefer radiographers with certification through the American Registry of Radiologic Technologists (ARRT). To be eligible for certification, radiographers must graduate from a program accredited by Joint Review Committee on Educational Programs in Nuclear Medicine Technology and pass an exam. Although certification is not mandatory, employers prefer to hire certified radiographers.

Source: O*Net; Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2008-09 Edition; California Department of Public Health – Radiologic Health Branch

Radiologic Technician Radiologic technicians take X-rays and CAT scans or administer nonradioactive materials into patient's blood stream for diagnostic purposes. This category does not include technologists who specialize in other modalities, such as computed tomography and magnetic resonance. It does,



however, include workers whose primary duties are to demonstrate portions of the human body on X-ray film or fluoroscopic screen.

Radiologic technicians use highly specialized tools and technology for their trade. Employers tend to prefer radiologic technicians with an associate degree.


Psychiatric Technicians Psychiatric technicians, or “psych techs” care for mentally impaired or emotionally disturbed individuals, following physician instructions and hospital procedures. Psych techs monitor patients' physical and emotional well-being and report to medical staff. They may participate in rehabilitation and treatment programs, help with personal hygiene, and administer oral medications and hypodermic injections.

Psychiatric technicians require general knowledge of psychology, therapy, and counseling. Communication skills such as active listening, reading comprehension, and writing ability are particularly important for this position. A majority of employers prefer some college training (certificate or associate degree).


Respiratory Therapists Respiratory therapists evaluate, treat, and care for patients with breathing or other cardiopulmonary disorders. Respiratory therapists assume primary responsibility for all respiratory care therapeutic treatments and diagnostic procedures, including the supervision of respiratory therapy technicians. Entry-level therapists may assume clinical responsibility for specified respiratory care modalities involving the application of therapeutic techniques under the supervision of an advanced-level therapist and/or physician. Advanced-level therapists participate in clinical decision-making and patient education, develop and implement respiratory care plans, apply patient driven protocols, utilize evidence-based clinical practice guidelines and participate in health promotion, disease prevention, and disease management.

To qualify as a respiratory therapist, a minimum of an Associate Degree is required. Coursework in the degree program includes Human Anatomy, Physiology, Chemistry, Physics, Microbiology, Pharmacology, and Mathematics. Most college programs are accredited through the National Board for Respiratory Care, Commission on Accreditation of Allied Health Programs, or the Committee on Accreditation for Respiratory Care. In California, respiratory therapists are required to obtain a license. The Certified Respiratory Therapist License (CRT) qualifies respiratory therapists to obtain a state license.




Completion of high school or equivalent Certificate

Associate Degree Bachelor's Degree

Master's or other Graduate Degree No Answer

Appendix C: Typical Education Requirements for Successful Applicants

The following charts display the typical education for successful health care applicants as reported by employers in the three sub-regions. Those occupations that met a minimum level of employer respondents per area are shown below.

North Bay: Typical education requirements for successful applicants

East Bay: Typical education requirements for successful applicants

South Bay: Typical education requirements for successful applicants

10%

18%

41%

57%

71%

26%

29%

6%

24%

5%

4%

2%

1%

7%

0% 50% 100%

Certified Coders

Medical Assistants

Medical Records & Health Information Technicians

12%

12%

35%

52%

70%

26%

24%

12%

23%

4%

6%

12%

1%

10%

0% 50% 100%

Certified Coders

Medical Assistants


5%

14%

18%

63%

27%

50%

53%

66%

19%

27%

35%

11%

11%

8%

23%

11%

3%

5%

23%

10%

11%

2%

6%

0% 50% 100%



Certified Coders

Medical Assistants




Appendix D: 10-year Occupational Growth Projections

Occupation North Bay Mid Bay South Bay

2009 2019 % 2009 2019 % 2009 2019 %

Medical and Clinical Laboratory Technicians 946 1,061 12% 866 941 9% 1,558 1,831 18%

Medical and Clinical Laboratory Technologists 731 790 8% 1,024 1,073 5% 1,338 1,503 12%

Medical Assistants 3,521 4,118 17% 5,961 6,717 13% 6,053 7,267 20%

Medical Records and Health Information Technicians 885 1,006 14% 1,254 1,442 15% 1,185 1,367 15%

Pharmacy Technicians 1,394 1,778 28% 2,187 2,754 26% 2,402 2,991 25%

Psychiatric Technicians 668 398 4% 249 281 13% 406 416 2%

Radiologic Technologists and Technicians 894 970 9% 1,187 1,286 8% 1,229 1,384 13%

Respiratory Therapists 481 544 13% 675 820 21% 873 1,016 16%

Total 9,519 10,965 15% 13,404 15,314 14% 15,044 17,774 18%

Data source: EMSI Complete Employment, 1st Quarter, 2010



Appendix E: Sub-regional Occupational Growth Projections

The occupational growth projections in the tables below incorporate the 12-month growth rates calculated from responses for the Bay Area Center of Excellence Allied Health Employer Survey, 2010. Occupational employment estimates are broken out into the three sub-regions using EMSI occupational estimates for 2009.

North Bay: San Francisco, Marin, Napa, and Sonoma counties



Medical Assistants 3,520 390

Respiratory Therapists or Certified Respiratory Therapists 1,390 130

Certified Coders 730 100

Radiological Technicians 670 100

Certified Lab Scientists (CLS’) or Medical Laboratory Technologists 950 80

Medical Laboratory Technicians (MLTs) 580 70

Pharmacy Technicians 420 50

Medical Records and Health Information Technicians 310 40

Psychiatric Technicians 470 30

Radiological Technologists 480 30

Total 9,520 1,020

East Bay: Alameda, Contra Costa, and Solano counties





Certified Coders 1,020 140








Total 13,400 1,410



South Bay: Monterey, Santa Cruz, Santa Clara, and San Mateo counties





Certified Coders 1340 180








Total 15,040 1,580



Appendix F: Career Ladders in Allied Health

These examples illustrate that to progress to the next step in the ladder additional training and skills are required.

Laboratory Professions Career Ladder Nursing Professions Career Ladder

Physical Professions Career Ladder Health Information Technology Career Ladder



Appendix G: Level of Difficulty in Hiring

These charts show the level of difficulty in hiring reported by employers in the three Bay Area sub-regions. Those occupations that met a minimum level of employer respondents per area are shown below.

North Bay: Difficulty in Hiring

East Bay: Difficulty in Hiring

South Bay: Difficulty in Hiring

4%

13%

14%

35%

38%

38%

0% 50% 100%


Medical Assistants

Certified Coders Great difficulty

Some difficulty

13%

4%

8%

13%

33%

48%

0% 50% 100%


Medical Assistants

Certified Coders

Great difficulty

Some difficulty

9%

5%

10%

22%

15%

25%

35%

37%

33%

42%

0% 50% 100%



Medical Assistants

Certified Coders


Great difficulty

Some difficulty



Appendix H: Interest in Training and Education Programs

The follow charts display the level of interest for allied health training and education programs reported by employers. Only firms that employ the relevant occupations were included in the analysis.

North Bay: Level of Interest in Training Options

East Bay: Level of Interest for Training Options

South Bay: Level of Interest for Training Options

3%

6%

3%

8%

9%

10%

26%

26%

0% 20% 40%

A training program for Medical Laboratory Technicians

A training program for entry-level Radiological Technicians

Customized training for your current Allied Health employees

A certificate program in health information technology

Great interest

Some interest

4%

2%

6%

5%

9%

12%

32%

34%

0% 20% 40%





Great interest

Some interest

3%

6%

9%

8%

8%

8%

32%

34%

0% 25% 50%





Great interest

Some interest



Appendix I: Contact List of College Program Administrators

College Contact Person Program Email Telephone

Alameda Peter Simon Dean, CTE [email protected] (510) 748-2318

Berkeley Gloria Vogt Dean, CTE [email protected] (510) 981-2870

Cabrillo Rock Pfotenhauer Dean, Instruction [email protected] (831) 479-6482 Charlotte Jensen Medical Assisting [email protected] (831) 479-6248 Ann Smeltzer Radiologic Technology [email protected] (831) 479-5056 Canada Rafael Rivera Radiologic Technology [email protected] (650) 306-3283 Victoria Clinton Medical Assisting, Medical

Office Technology [email protected] (650) 306-3392

Chabot Jane Vallely Medical Assisting [email protected] (510) 723-7211

Contra Costa Priscilla Leadon Dean, CTE [email protected] (510) 235-7800 x 4456 Julie Shieh-Cook Health & Human Services [email protected] (510) 235-7800 x 4415 DeAnza Patricia Hassell Health Technology [email protected] (408) 864-8789 Debbie Wagner Medical Laboratory Technician [email protected] (408) 864-8790 Diablo Valley Kim Schenk Dean, CTE [email protected] (925) 685-1230 x2216

Evergreen Valley

Lynette Apen Dean, Nursing & Allied Health [email protected] (408) 270-6448

Foothill Phyllis Spragge Dean, Biological & Health Sciences

[email protected] (650) 949-7730

Gavilan Sherrean Carr Dean, CTE [email protected] (408) 847-4757

Hartnell Mary Young-Breuleux

Director, Nursing & Allied Health

[email protected] (831( 770-6146

Laney Inger Stark Dean, Business, Math & Science [email protected] (510) 464-3224

Las Positas Janice Noble Dean, Business, Applied Tech, Soc. Sci.


Los Medanos Kiran Kamath Dean, CTE [email protected] (925) 439-2181 x 3285

Marin Nanda Schorske Dean, CTE [email protected] (415) 883-2211 x 8506

Merritt Rebecca Kenney Dean, Business, Math & Science [email protected] (510) 436-2426

Mission Danny Nguyen Dean, CTE [email protected] (408) 855-5417

Monterey Peninsula

Micheal Gilmartin Dean, Instruction [email protected] (831) 646-4039

Napa Amy LaPan Dean, Health Occupations [email protected] (707) 253-3121

Ohlone Gail Carli Dean, Health Sciences & Environ. Studies


San Francisco Linda Squires Grohe Dean, School of Health & Phys. Educ.


San Jose Kishan Rao-Vujjeni Dean, Business & Service Careers


San Mateo Charlene Frontiera Dean, Amth & Science [email protected] (650) 574-6268

Santa Rosa Ezbon Jen Dean, Health & Life Sciences [email protected] (707) 527-4271

Skyline Mike Williamson Dean, Science, Math & Tech [email protected] (650) 738-4221 Margery Meadows Dean, Business [email protected] (650) 738-4362 Solano Maire Morinec Dean, Health Occupations [email protected] (707) 864-4468 John Urrutia Dean, CTE [email protected] (707) 864-7000, x 7179 West Valley Fred Prochaska Dean, Career Educ. &

Workforce Dev. [email protected] (408) 741-2117





































Appendix J: Allied Health Employer Survey Methodology

About the Survey In February and March of 2010, the Center of Excellence for the Bay Region, in partnership with BW Research, Inc., collected workforce data on allied health occupations through an in-depth survey. Consisting of 22 questions, the quantitative telephone survey collected information from four hundred and nine (409) Bay Region healthcare employers. The table below details the survey process.

Technique Telephone survey of allied health employers

Population 6,205 healthcare employers

Sample 409 employer respondents

Field dates February-March, 2010

Questionnaire Design Through an iterative process, the Bay Area COE and BW Research Partnership worked closely with subject matter experts and study partners to develop the questionnaire. To avoid the problem of systematic position bias – where the order in which a series of questions is asked systematically influences the answers to some of the questions – several of the questions in this survey were randomized such that respondents were not consistently asked the questions in the same order.

Population of Employers The sampling plan for the study was developed to ensure a minimum number of responses from employers in each county, as well as being stratified by the size of the employer to ensure small, medium, and large employers within the sample.

Healthcare employers were randomly surveyed from each region; however, employers that were more likely to hire the allied health occupations of interest were oversampled to provide a more robust occupational dataset. In interpreting survey results, one should remember that the results do not necessarily reflect a representative assessment of the entire healthcare industry, but instead reflect the views and perspectives of healthcare employers that are most likely to hire the allied health occupations that were evaluated in the study. The overall results refer to the complete dataset, combining employer responses from all three sub-regions for a total of 409 (n=409) completed employer surveys.

To identify healthcare employers in the 11-county area, information from two proprietary databases was incorporated.

1. Using Economic Modeling Specialists, Inc. (EMSI), staffing patterns for healthcare-related industry sectors were analyzed for relevance to the ten occupations selected for the study.

2. Business listings were acquired from InfoUSA, a proprietary database.



About the Respondents Four hundred and nine (409) employers, representing a combined workforce of almost 45,000 Bay Region-based employees, responded to the survey. The respondent’s industry, size of firm, and regional location were recorded where possible.

Within the sample, geographic participation for the three sub-regions (North Bay, East Bay, and South Bay) and the 11 counties is shown in the graphic below.

Occupational Employment Ten allied health occupations were selected for study using the following criteria:

• Curriculum and employment requirements are relevant for community college instruction;

• Secondary data and literature suggest significant changes to employer needs concerning the occupation; and,

• The occupation pays a living wage for the region.

To arrive at the estimates of occupational employment currently (2009), 12-month growth (new jobs), and near-term replacement needs (12-month expectations), survey data for the sample was applied to EMSI occupational employment levels for the study area.

• In the survey, respondents were asked how many individuals in each occupation were currently employed in permanent positions, full or part-time. These questions resulted in estimates for the distribution of employment across the sample, median and mean employment.

East Bay, 32%

North Bay, 26%

South Bay, 42%

Monterey

San Mateo

Santa Clara

Santa Cruz

South Bay

AlamedaContra Costa

Solano

East Bay

Marin

Napa

San Francisco

Sonoma

North Bay



• Respondents were also asked if their organization employs individuals in each of the ten study occupations. These responses informed the percent of the sample firms employing each occupation.

• Employers were asked how many more of less of each occupation they expect to have at their location in 12 months and how many current employees they anticipate having to replace due to retirement or other reasons in the next 12 months. These responses resulted in occupational growth rates of both types (new and replacement jobs).

• The growth rates were applied to the current employment levels for the region and sub-region to arrive at the projected new jobs. The same method was used to calculate the approximate replacement needs.

For additional information on data methodology or to request a copy of the survey questions, please contact the Center of Excellence at www.coeccc.net.


Documents

Allied Health Occupations - cdn.ymaws.com · The San Francisco Bay and Greater Silicon Valley Centers of Excellence in collaboration with research and funding partners studied allied