A Clinical Ladder in the Procedural Setting

Are you climbing the clinical ladder?

Often in clinical settings, there are limited opportunities for upward mobility. In fact, the clinical "ladder" in your organization might be a single position---Team Leader---or you might not be climbing at all.

This lack of opportunity and mobility is widespread in cardiology, as there is no established framework for cardiac-specific clinical advancement programs, a hurdle which Carmen Shaw had to overcome when implementing one such program in the Carolinas Healthcare system.

Details of Shaw's initiative will be released in the upcoming edition of CV Directions.

In her article, Shaw argues that this lack of upward mobility commonly caused specialists to leave her organization for "more engaging and ambitious opportunities," and that a well-implemented clinical advancement program would improve staff satisfaction, mentoring within the organization, and cost-efficiency for the department.

What do you think?

Have you ever left a position due to a lack of upward mobility? Would a clinical advancement program increase your job satisfaction?

Or does your organization currently have a clinical ladder for procedural specialists? Have you observed its benefits?

Leave a comment below!

UPDATE: The original text of this post erroneously attributed this CV Directions article to the wrong author.

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