should still easily be able to place at level II
or higher. However, staff that are in a secondary pay level without previous requirements to do more will face the challenge of
stepping up participation and performance
or be demoted in job title and pay.
A minimum of six months service within
the Seton system is required prior to eligibility, along with a minimum of one year post-graduation and licensure. However, there are
no other restrictions for participation. The
goal of the workgroup was to offer a ladder
that would recognize and reward staff for
their performance and contributions, regardless of tenure, shift, or site. If they play, they
were going to be given the chance to score.
Recruiting and retaining qualified indi-
viduals, as well as improving employee sat-
isfaction, was a goal of this program, but no
data has been gathered yet tied specifically
to the ladders. Within the ladder structure,
all new hires are tech I. During orientation,
all new hire technologists in positions that
have a ladder receive written information
and verbal communication about the lad-
der. It is well received by new hires as an
opportunity for advancement and growth.
Paul A. Dubiel, MS has been the senior director,
imaging at Seton Healthcare Network in Austin, TX
since 2002. An AHRA member since 1993, he has
previously written articles for both Link and
Radiology Management and has volunteered for
numerous task forces and committees. Paul can be
contacted at firstname.lastname@example.org.
Debra T. Flores, RT(R) has been net work imaging
educator for the Seton Healthcare Network since 2003.
Previously, she was site manager at Seton Medical
Center in Austin, TX for 11 years. Debbie has been
employed with the Seton system since 1984 and
has been instrumental in the development and
implementation of the clinical ladders. She can be
contacted at email@example.com.