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- Author or Editor: David J. Liss x
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Abstract
OBJECTIVE To determine characteristics of the labor market for veterinary technician specialists (VTSs) during 2013 and identify characteristics significantly associated with pay rate for VTSs.
DESIGN Survey.
SAMPLE POPULATION 351 VTSs.
PROCEDURES A 29-question, multiple-choice survey was sent in early 2014 to all individuals (n = 786) who had been certified as VTSs and for whom an email address could be identified.
RESULTS Weighted mean pay rate for respondents was $23.50/h; 51.3% (180/351) of respondents received a raise after obtaining VTS certification. Being male, having attended graduate school, having > 4 years of VTS experience, holding a supervisory or management position, being employed by an academic employer or referral practice, and working in the Northeast or outside the United States increased the overall odds of receiving a higher pay rate as a VTS, once other variables were controlled.
CONCLUSIONS AND CLINICAL RELEVANCE Results suggested that gender, work experience, and job characteristics were significantly associated with pay rate for VTSs.
Abstract
OBJECTIVE
To investigate job satisfaction and engagement among credentialed veterinary technicians (CVTs) employed in the United States.
SAMPLE
873 CVTs who responded to an internet-based survey in 2017.
PROCEDURES
A survey was conducted to collect information on demographics, individual engagement, and job satisfaction among a convenience sample of CVTs in the United States. Only responses from those employed in small animal practice were included. Demographic and job-related factors were evaluated for associations with individual engagement and job satisfaction.
RESULTS
The mean (SD) score for overall individual engagement (7-point Likert scale, with 7 representing strong engagement) was 4.9 (1.0) and for job satisfaction (7 representing extreme satisfaction) was 5.4 (1.5). Factors associated with lower individual engagement and lower job satisfaction included most frequently working overnight shifts and having more veterinarians in the respondent's practice, whereas holding a supervisory role, receiving a higher hourly wage, and having more veterinary technicians in the practice were significantly associated with higher individual engagement and higher job satisfaction, with other variables held constant. Having a veterinary technician specialist designation was not associated with individual engagement or job satisfaction.
CONCLUSIONS AND CLINICAL RELEVANCE
To the authors’ knowledge, this was the first study to investigate factors associated with individual engagement and job satisfaction among CVTs in the United States. Employers should review these factors and support and enhance those associated with enhanced engagement and increased job satisfaction. Employers should regularly review factors identified as negatively associated with job satisfaction and engagement and do their best to mitigate them.
