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Presentation on theme: "Bridging Program for Medical Laboratory Technologists NEW BRUNSWICK SOCIETY OF MEDICAL LABORATORY TECHNOLOGISTS (NBSMLT)"— Presentation transcript:


2 The New Brunswick Society of Medical Laboratory Technologists (NBSMLT) The NBSMLT is both the regulatory body and professional society for close to 700 Medical Laboratory Technologists (MLT's) in the province of New Brunswick. A medical laboratory technologist must maintain a high standard of practice in a fast paced and rapidly changing workplace environment through continuing education. The NBSMLT protects the public throughout these changes.

3 Medical Laboratory Technology Medical Laboratory Technology is the third largest health care profession in Canada. To qualify for licensing in New Brunswick, individuals must be specially trained and be successful on the certification exams offered by the Canadian Society for Medical Laboratory Science (CSMLS). The five major technical disciplines for general medical laboratory technologists are:  Clinical Chemistry  Clinical Microbiology  Hematology  Histotechnology  Transfusion Science

4 MLTs in New Brunswick Over the past eleven (11) years, the percentage of MLTs over the age of 45 years registered with the NBSMLT has been steadily increasing. In fact, the percentage has gone from 35.7% of MLTs over the age of 45 in 2000 to 50.5% in 2011. The projections show that this trend is likely to continue. Taken from: Snapshot of Medical Laboratory Technologists in New Brunswick Report, 2010

5 Immigration Levels for Medical Professionals 2006 to 2010 – New Brunswick Currently there are < 10 practicing IEMLT’s in NB. Over half of these individuals became licensed in 2011. Hopefully this forecasts an increased interest in NB, and in the future, a greater increase in numbers due to the implementation of the Bridging program for MLTs in New Brunswick.

6 Bridging Project May 2011 the NBSMLT was asked to submit a proposal to receive funding for a project Looking at the current shortage and the shortage that is forecasted in the future – it was decided to look into recruitment strategies specifically recruiting IEMLTs June we were told that we were successful 2011-2015 (4 term)

7 Goal To provide bridging programs in both official languages in the province of New Brunswick for IEMLTs that can then be used as a model program and that can be replicated in the other Canadian provinces.  Key partners: Atlantic Connection, Employers, Educators, Population Growth Division GNB and other stakeholders (PAC).

8 Objectives  Build strong partnerships with key collaborators  Provide the IEMLTs bridging program in both official languages  Address the growing shortage of MLTs in NB  Assist IMLTs to work within their profession and integrate into the Canadian workforce sooner  Train a total of 10-15 IEMLTs over the course of the four year project

9 IEMLT Bridging Pathway 1. Meets requirements of program 2. Eligible for restricted temporary license 3. Bridging education (theory 4. Clinical rotation 5. Eligibility to certification exam 6. Practicing license Engagement of settlement agencies Cultural diversity training PLA Employer engagement Mentorship

10 Credential assessment by CSMLS 200-250 internationally educated applicants/yr at CSMLS. 90% do not meet Canadian standards immediately.  assessment team typically identifies gaps in their education/experience which must be remediated before they become eligible to write the certification exam. Only 34% of international candidates pass the certification exam on their first attempt compared with 86% of those educated in Canada.

11 Credential assessment by CSMLS Key observations noted from the CSMLS Prior Learning Assessment process:  Very few applications are equivalent to Canadian standard.  Many applications come from the Philippines with an increase in applications from other regions such as the Middle-East and Africa.  Lack of equivalence re: clinical practicums.  Histotechnology and Transfusion Medicine are often comprehensive gap.

12 Summary of Year 1 activities Curriculum Approval of restricted temporary licenses Cultural diversity training results Marketing Mentorship program Collaboration with France Agreements with partners and on going collaboration

13 Evaluation results of first year The project was found to “establish and build strong partnerships with stakeholders”  Environment of cooperation and motivation  Employers, educators and regulatory bodies and other key stakeholders are involved in the project.  MOUs/agreements signed. The objective “provide the IEMLTs bridging program in both official languages” was met.  Both French and English stakeholders are involved  3 party MOU with Francophone and Anglophone college. * Objectives 3, 4 and 5 can not be assessed in Year 1

14 Focus for year 2 Engagement of Community Colleges Curriculum development (seek additional funding) Ongoing stakeholder consultation Recruitment of IEMLTs- Marketing International contacts/partnerships established Mentorship program completed Fact sheet for MLT employers

15 Success! The NBSMLT’s success in year 1 of the project is mostly due to the following:  Overwhelming support from stakeholders  Collaborative environment  Using the work plan as a guide and ensuring that listed activities are accomplished in a timely manner.  Documenting everything  Being financially responsible

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