灌注师职业发展模式的开发。
Development of a professional advancement model for perfusionists.
作者信息
Blakey Adam K
机构信息
Virginia Commonwealth University Health System, 1250 East Marshall Street, Richmond, VA 23298, USA.
出版信息
J Extra Corpor Technol. 2024 Dec;56(4):185-190. doi: 10.1051/ject/2024025. Epub 2024 Dec 20.
BACKGROUND
Improvement in professional advancement opportunities may reduce turnover and improve retention for perfusionists. However, the current literature lacks examples of professional advancement models (PAMs) for perfusionists.
METHODS
This review looks at examples from other healthcare fields to provide the rationale and develop a framework for such a model.
RESULTS
The review results led to the development of a point-based PAM that included four levels: perfusionist I, II, III, and IV. Each level is associated with its own point requirement, experience level, and salary increase. Points can be acquired through four defined categories.
CONCLUSION
Perfusion programs needing professional advancement can use these results as a foundation for implementing a PAM for perfusionists.
背景
职业发展机会的改善可能会降低灌注师的离职率并提高其留用率。然而，目前的文献中缺乏针对灌注师的职业发展模式（PAM）的示例。
方法
本综述研究了其他医疗领域的示例，以提供此类模式的理论依据并制定一个框架。
结果
综述结果促成了一个基于积分的职业发展模式的开发，该模式包括四个级别：一级灌注师、二级灌注师、三级灌注师和四级灌注师。每个级别都有其自身的积分要求、经验水平和薪资增长。积分可以通过四个既定类别获得。
结论
需要职业发展的灌注项目可以将这些结果作为为灌注师实施职业发展模式的基础。
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