Cohen Stephanie A, Tucker Megan E, Delk Paula
Cancer Genetics Risk Assessment Program, St. Vincent Health, 8402 Harcourt Rd. #324, Indianapolis, IN, 46260, USA.
The Center for Genomic Advocacy/Genetic Counseling Graduate Program, Indiana State University, Terre Haute, IN, USA.
J Genet Couns. 2017 Jun;26(3):567-575. doi: 10.1007/s10897-016-0026-y. Epub 2016 Oct 8.
The aims of this study were to document movement of genetic counselors (GCs) out of clinical positions and identify factors that might help employers attract and retain clinical GCs. A confidential on-line survey of GCs ever licensed in the state of Indiana was conducted. Of the 46 respondents, most provide direct patient care (69.6 %), have worked in their current position for 5 years or less (72.1 %), and are experienced genetic counselors, having graduated between 6 and 15 years ago (43.5 %). One-third (32.6 %) reported thinking about leaving their current position at least monthly. GCs were more likely to think about leaving their current position when they provided direct patient care (p = 0.04) and worked in a hospital/clinic setting (p = 0.01). Among the 18 respondents that changed jobs in the past two years, 55.6 % currently work in a laboratory/industry setting and 44.4 % provide direct patient care, compared to 8 % of those in a stable position (N = 25) who work in a laboratory/industry setting (p < 0.01) and 88 % who provide direct patient care (p < 0.01). Genetic counselors who have changed jobs within the past 2 years were more satisfied with the possibility for advancement (p = 0.01), the recognition for work they do (p = 0.03) and feeling value from the organization (p = 0.04) in their current positions than those who have not changed jobs. Salary and flexibility were most often reported as reasons for changing jobs. This is the first documentation of the movement of GCs out of clinical roles into industry positions. This changing landscape may impact the access to clinical services and the training of genetic counseling students. This data will provide employers with data to help attract and retain GCs in clinical roles.
本研究的目的是记录遗传咨询师（GCs）离开临床岗位的情况，并确定可能有助于雇主吸引和留住临床GCs的因素。对印第安纳州曾获得执照的GCs进行了一项保密的在线调查。在46名受访者中，大多数人提供直接的患者护理（69.6%），在当前岗位工作5年或更短时间（72.1%），并且是经验丰富的遗传咨询师，毕业于6至15年前（43.5%）。三分之一（32.6%）的人报告说至少每月都会考虑离开当前岗位。当GCs提供直接的患者护理时（p = 0.04）以及在医院/诊所环境中工作时（p = 0.01），他们更有可能考虑离开当前岗位。在过去两年中换过工作的18名受访者中，55.6%目前在实验室/行业环境中工作，44.4%提供直接的患者护理，相比之下，处于稳定岗位（N = 25）的人中，8%在实验室/行业环境中工作（p < 0.01），88%提供直接的患者护理（p < 0.01）。在过去2年内换过工作的遗传咨询师对当前岗位的晋升可能性（p = 0.01）、对其工作的认可（p = 0.03）以及从组织中感受到的价值（p = 0.04）比未换过工作的人更满意。薪资和灵活性最常被报告为换工作的原因。这是首次记录GCs从临床角色转向行业岗位的情况。这种不断变化的局面可能会影响临床服务的可及性以及遗传咨询专业学生的培训。这些数据将为雇主提供数据，以帮助吸引和留住担任临床角色的GCs。
