What Factors Contribute to MT Career-Mindedness?

As we get ready for our AHDI – M*Modal management series, I’m thinking more and more about MT management and in particular, compensation and the challenge of attracting, and keeping, Career-Minded, dedicated professionals to the field.

I had the opportunity last week to visit a healthcare facility and to participate in the training of their MTs for editing of speech recognized text.  These MTs are employees of the health system and work from home.

Yes, the facility is certainly interested in increased efficiencies and decreased costs – but they are also very quality driven. And even more interesting, they are quite effectively making use of narrative dictation supported by MTs in an electronic environment – getting the best of both worlds.

What I found especially interesting though is how they feel about and manage their MTs, how  long their MTs had been with them, how happy their MTs are, and how open and eager they were to learn to edit.

Here are some interesting observations:

  1. The MTs do not feel threatened by the conversion to editing and were very focused and determined to learn to edit effectively.
  2. They are paid hourly. So paychecks aren’t threatened by unrealistic expectations for productivity increases.

    They are valued for WHAT they do, for the quality they produce – NOT just for the volume they produce. They are paid for the time they put in. Think about the impact to quality and need for QA this could have.

    The facility respects the physician’s time enough to know that MTs are a valued part of the documentation process. And in fact they expect transcription volume to increase, not decrease.  So MTs do not feel their jobs are threatened.

  3. The MTs are treated, and behave, like employees
  4. They are expected to work assigned shifts – the entire shift – regardless of how many lines they produce.  There is no “I met my goal, I’m done for the day.”

    They are held to minimum productivity expectations BUT are expected to do as much as they can do in a day. They are expected to put in a good day’s work – not work to a number.  There is no rushing to make up line counts at the end of the pay period because they work a full day every day. Imagine the impact that has both on TATs at the beginning of the pay period, and out of work situations at the end.

  5. They were allowed sufficient time for initial editing training  – and will be encouraged through follow up sessions in coming weeks.
  6. They are following best practices for distribution of work – MTs are transitioning to editing only when there is volume sufficient to keep them busy in editing for most of the work day.
  7. All MTs are expected to edit. There is no “keep your high producing typists out of editing” mentality because they want the benefits they will gain by having their best MTs working on the bulk of their volume. It is expected that editing will be the way transcription is done there. Period.

Just some food for thought as we get closer to our Innovative Management for the MTSO series!

Stay tuned…..

Lynn

3 Responses

  1. Dear Lynn,

    I have been reading your blogs for some time now, at the end of every blog I feel enlightened and I am entrenched in this utter feeling of optimism for the future of the medical transcription industry. Thanks for the insightful posts.

    Regards

    Renee

    • Hello Renee: Thanks so much for your wonderful comment! If there is ever anything you’d like us to discuss here, be sure to let me know.

      All the best,
      Lynn

  2. Interesting post 🙂 Love your blog I’m going to bookmark it.

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