Laboratory Science Workforce Pipeline Strategies

Abstract Introduction/Objective The U.S. Bureau of Labor Statistics projects 24,000 openings for clinical laboratory jobs each year until 2031 (BLS, 2022). The American Society for Clinical Pathology (ASCP, 2023) reported a 14.8% vacancy rate for medical laboratory scientists in the South-Central Atlantic region; this region includes South Carolina. There are not enough MLT or MLS certified laboratorians to keep up with current or future demands. On average, 3779 new certifications were awarded annually between 2019-2023. Pathology and Laboratory Medicine at the Medical University of South Carolina is taking short- and long-term approaches to address workforce challenges. Methods/Case Report Since 2018, Pathology and Lab Medicine has increased the number of clinical affiliates from 2 to 9 and have trained a total of 39 MLS students and 37 MLT students. In 2023, through collaboration with the MLT program at the local technical college, we began providing didactic education for 15 current lab team members with bachelor’s degrees but no clinical laboratory background. Employing youth apprentices is a long-term strategy being initiated in the 24-25 academic year. Juniors and seniors in high school are eligible for a two-year paid apprenticeship. Training includes medical lab assistant and phlebotomy certification. Through recruitment activities, we can increase awareness of the role of laboratory professionals in medicine. Long-term, the apprenticeship training provides an academic pathway to MLT and MLS certification. Results (if a Case Study enter NA) N/A Conclusion The short-term strategies have met with varying success and course corrections have been made. Successes and barriers will be discussed. Strategies for recruiting and selecting youth apprentices will be outlined. Training plans for youth apprentices will be presented.