American Society for Clinical Pathology’s 2019 Wage Survey of Medical Laboratories in the United States

Abstract

Objectives

To inform the pathology and laboratory field of the most recent national wage data. Historically, the results of this biennial survey have served as a basis for additional research on laboratory recruitment, retention, education, marketing, certification, and advocacy.

Methods

The 2019 Wage Survey was conducted through collaboration of the American Society for Clinical Pathology (ASCP) Institute of Science, Technology, and Policy in Washington, DC, and the ASCP Board of Certification in Chicago, Illinois.

Results

Compared with 2017, results show an overall increase in salaries for most laboratory occupations surveyed except cytogenetic technologists, laboratory information systems personnel, and performance improvement or quality assurance personnel. Geographically, laboratory professionals from urban areas earned more than their rural counterparts.

Conclusions

As retirement rates continue to increase, the field needs to intensify its efforts on recruiting the next generation of laboratory personnel. To do so, the report urged the field to highlight advocacy for better salaries for laboratory personnel at the local and national levels when developing recruitment and retention strategies.

Key Points

• This report informs the pathology and laboratory field of the most recent national wage data.

• Compared with 2017, results show an overall increase in salaries for most laboratory occupations surveyed except cytogenetic technologists, laboratory information systems personnel, and performance improvement or quality assurance personnel.

• As retirement rates continue to increase, the field needs to intensify its efforts on recruiting the next generation of laboratory personnel.

Since 1988, the American Society for Clinical Pathology (ASCP) has conducted its Wage Survey to inform the pathology and laboratory field of the most recent national wage data. This confidential survey has been administered every 2 years and has served as the primary source of information for academic, government, and industry labor analysts. Results from past surveys show that laboratory medicine is a rapidly evolving field. Although the ASCP recognizes the importance of continuity, each administration of the Wage Survey represents an opportunity to improve its methodology to collect the most current and relevant data while maximizing survey participation. The ASCP continues to gather questions, comments, and suggestions from its members regarding the profession, with the goal of addressing them through this important survey. The results of this survey will also serve as a starting point for further studies of the laboratory workforce by using the current data to conduct in-depth surveys for the purpose of recruitment, retention, education, marketing, certification, and advocacy.

Materials and Methods

The 2019 Wage Survey was conducted through collaboration between the ASCP’s Institute of Science, Technology, and Policy in Washington, DC, and the ASCP Board of Certification (ASCP BOC) in Chicago, Illinois. The Wage Survey Working Group, whose members work in the field of pathology and laboratory medicine, reviewed the survey questions and critiqued the report. Partner organizations were also invited to distribute the survey to their members to get a larger scope of the current issues faced by the laboratory workforce. Electronic survey invitations were sent February 18, 2019, by Key Survey (an online survey tool). The survey was closed March 18, 2019. To maximize survey response, this survey used snowball sampling, in which respondents were asked to forward the invitation email to other individuals currently practicing in the field. ASCP also collected information on those who were disqualified from this year’s wage survey (eg, clinical laboratory educators, retired, unemployed, working in a laboratory-related industry, working in a non–laboratory-related industry, working in a research laboratory) for future research studies.

The following partnering entities also participated in survey deployment:

• AABB (formerly the American Association of Blood Banks)

• American Association for Clinical Chemistry

• Americas Blood Centers

• Association for Molecular Pathology

• American Medical Technologists

• American Society for Clinical Laboratory Science

• American Society of Cytopathology

• American Society for Microbiology

• Association of Public Health Laboratories

• Clinical Laboratory Management Association

• National Society for Histotechnology

• Philippine Association of Medical Technologists–USA Inc.

The 2019 Wage Survey sought to collect data at the staff, lead, supervisor, manager, and laboratory director levels regarding the following clinical laboratory occupations:

• Clinical laboratory assistant/medical laboratory assistant (CLA/MLA)

• Cytogenetic technologist (CG)

• Cytologist (CT)

• Histotechnician (HT)

• Histotechnologist (HTL)

• Laboratory information system (LIS) personnel

• Medical laboratory technician/clinical laboratory technician (MLT/CLT)

• Medical laboratory scientist/medical technologist/clinical laboratory scientist (MLS/MT/CLS)

• Molecular biology technologist (MB)

• Pathologist assistant (PA)

• Performance improvement or quality assurance (PI/QA) personnel

• Phlebotomist (PBT)

• Point-of-care testing personnel (POCT)

• Specialist in blood banking (SBB)

This year’s wage survey collected data on wages by clinical laboratory occupation included in the survey, facility, certification, state, geographic areas (from an urban area, defined as ≥50,000 people; urban cluster, defined as areas with at least 2,500 and <50,000 people; and rural, defined as areas with ≤2,500 people),¹ total years of experience, and age. Although this survey excluded clinical educators and those not actively working in a clinical laboratory, a separate survey has been conducted for clinical educators of MLS programs, and a survey for MLT programs is in development by the ASCP BOC.^2,3 These clinical educator surveys will be administered every 2 years.

Results

A total of 19,397 responses were received in this year’s wage survey (32.60% increase in participation). Demographic data collected indicate that 80.9% of the respondents are female, and 19.1% are male. Table 1 and Table 2 show the percentage distributions of all survey respondents by ethnicity and level of education, respectively. The average age of laboratory personnel who responded to the survey is 42.38 years compared with 42.89 years in 2017. Distribution of respondents by age group shows that the majority of the respondents are between 25 and 34 years old (29.49%) Table 3. On average, laboratory professionals work 39.79 h/wk (SD, 8.59). Table 4 details the total number and percentage of respondents by occupational title.

Table 1

Percentage Distribution of All Survey Respondents by Ethnicity

Ethnicity	No. (%)
White	13,186 (74.47)
Asian	1,447 (8.17)
Black	1,339 (7.56)
Hispanic or Latino	1,085 (6.13)
Mixed race	452 (2.55)
American Indian or Alaska Native	128 (0.72)
Native Hawaiian or Other Pacific Islander	59 (0.33)
Other	11 (0.06)

Table 2

Percentage Distribution of All Survey Respondents by Level of Education

Educational Level	No. (%)
High school	258 (1.45)
College credit not equivalent to a degree	1,009 (5.67)
Associate’s degree	3,395 (19.09)
Bachelor’s degree	10,427 (58.62)
Master’s degree	2,240 (12.59)
Doctorate degree	143 (0.80)
MD, MD/PhD, or DO	149 (0.84)
Other	167 (0.94)

Table 3

Percentage Distribution of All Survey Respondents by Age Range

Age Group, y	No. (%)
18-24	740 (4.19)
25-34	5,210 (29.49)
35-44	4,357 (24.66)
45-54	3,386 (19.16)
55-64	3,527 (19.96)
65-74	445 (2.52)

Table 4

Total Number of Responses by Occupational Title^a

Occupational Title	No. (%)
MLS/MT/CLS	9,076 (51.02)
MLT/CLT	3,126 (17.57)
PBT	1,243 (6.99)
HT	939 (5.28)
Other	551 (3.10)
PA	519 (2.92)
CT	516 (2.90)
HTL	494 (2.78)
CG	309 (1.74)
CLA/MLA	205 (1.15)
MB	204 (1.15)
SBB	180 (1.01)
POCT	140 (0.79)
LIS	138 (0.78)
PI/QA	99 (0.56)

CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biologist; MLS/MT/CLS, medical laboratory scientist/medical technologist/clinical laboratory scientist; MLT/CLT, medical laboratory technician/clinical laboratory technician; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

^aPercentage distribution of all survey respondents.

By occupational level, the percentage distribution of respondents is staff (65.79%), lead (12.35%), supervisor (11.28%), manager (5.99%), director (3.18%), and other (1.42%). The top 10 states in terms of the survey responses received are Texas (7.67%), California (5.21%), Ohio (5.18%), New York (4.47%), Pennsylvania (4.18%), North Carolina (4.17%), Florida (4.03%), Illinois (4.00%), Wisconsin (3.78%), and Michigan (3.59%). By region, the respondents are distributed as follows: South Central Atlantic (24.86%), Central North East (19.73%), Far West (17.16%), Northeast (15.31%), Central South West (11.99%), and Central North West (10.95%). Survey respondents were mostly from urban areas (66.71%), followed by respondents from urban clusters (26.10%) and rural areas (7.19%).¹

Results indicated that the vast majority of respondents currently have 1 employer (87.22%), 9.97% of personnel have 2 employers and 2.82% have 3 or more employers within the medical laboratory field. Most laboratory professionals who responded to the survey have full-time permanent positions (89.02%), followed by part-time (6.95%); PRN (pro re nata), on call, or as needed (1.68%); per diem (1.35%); and full-time temporary or contract (1.00%). Most of those who reported working as full-time temporary or contract personnel were traveling professionals (61.24%), followed by subcontractors (28.09%), and independent contractors or consultants (10.67%). On average, those who reported that they supervise staff at their jobs supervise 19 laboratory professionals.

More than half of the respondents (54.46%) indicated that they had received their clinical training from a civilian professional education program accredited or approved by the National Accrediting Agency for Clinical Laboratory Sciences (which accredits MLA, MLT, MLS, PBT, CG, MB, PA, HT, and HTL), whereas 25.36% selected “on-the-job training,” 6.32% selected programs approved by the Commission on Accreditation of Allied Health Education Programs (which accredits CT, SCT, and SBB), 4.61% selected programs approved by the Accrediting Bureau of Health Education Schools (which accredits MLT only), 2.54% selected military, and 6.71% selected “don’t know/other.” The survey sought information on the type of facility in which a participant was primarily employed Figure 1. The majority of the respondents were employed in academic and nonacademic hospital facilities. The vast majority of survey respondents (94.55% vs 91.64% in 2017) indicated they were certified, whereas 5.4% indicated they were not certified. Not surprisingly, the preponderance of respondents indicated they were certified by the ASCP BOC (91.30% vs 86.10% in 2017), whereas the rest were certified by the American Medical Technologists (3.54%); the American Association of Bioanalysts (1.10%); the Department of Health, Education and, Welfare or Department of Health and Human Services (1.09%); the American Board for Histocompatibility and Immunogenetics (0.31%); the American Board for Clinical Chemistry (0.30%); a foreign certification agency (0.25%); the American Board of Medical Microbiology (0.20%); or the American Society for Quality (0.15%). Of all respondents, 42.88% were licensed by the state in which they worked as a laboratory professional. Licensed respondents were predominantly from California. The survey gathered data on laboratory professionals in states and territories that require licensure: California, Florida, Georgia, Hawaii, Louisiana, Montana, Nevada, New York, North Dakota, Tennessee, West Virginia, and Puerto Rico Figure 2.

Figure 1

Percentage of respondents by facility. VA, Veteran’s Administration; VHA, Veteran’s Health Administration.

Figure 2

Licensed respondents currently working as a laboratory professional, by state. (n = 4,651).

Overall, 6.89% of respondents reported being represented by a union at their place of employment. The majority of the respondents were represented by the Service Employees International Union (1,199; 24.06%), followed by the American Federation of Government Employees (11.34%); the American Federation of State, County, and Municipal Employees (5.22%); the United Food and Commercial Workers (4.65%); University Professional and Technical Employees (3.59%); United University Professions (2.28%); and other (48.9%).

Those who were excluded from the survey (n = 1,608) include individuals who were working in a non–laboratory-related industry (27.81%), working in a laboratory-related industry (23.82%), unemployed (13.97%), retired (13.72%), clinical laboratory educators (10.41%), working in a research laboratory (eg, biotech industries; 6.17%), and other (4.36%). In 2019, comparison between certified and noncertified laboratory personnel was not performed because the low sample size of noncertified vs certified individuals provided an inaccurate correlation.

Clinical Laboratory Assistant/Medical Laboratory Assistant

On average, staff-level laboratory assistants (CLA/MLA) make $18.66 per hour (SD, 7.2) Figure 3. Their average annual wage is listed in Table 5. Results for wage by facility for staff-level CLA/MLA show that academic hospitals with 500 or more beds pay more per hour ($21.24) than outpatient clinic laboratories ($16.65). The differences in salaries between other laboratory facilities for staff CLA/MLAs do not allow for statistically significant comparisons.

Table 5

Average Annual Wages by Occupational Title and Job Level Designation

Occupational Title	Staff	Lead or Coordinator	Supervisor or Technical Supervisor	Manager	Director
CLA/MLA	38,803.13a	–	–	–	–
CG	67,398.09a	83,417.50a	–	–	–
CT	74,191.93a	83,672.62a	91,759.15	–	–
HT	57,416.81a	65,711.69a	78,341.58a	90,499.76	–
HTL	58,596.89a	65,752.58a	82,041.86	88,544.53	–
LIS	80,445.22	–	–	–	–
MLT/CLT	50,304.78	54,891.11	67,692.73	92,990.45	–
MLS/MT/CLS	68,240.94	74,769.77	84,268.37	92,120.55	109,255.49
MB	60,848.18a	–	–	–	–
PA	99,404.53	108,585.76	112,205.72	–	–
PI/QA	–	–	–	90,500.00	–
PBT	34,621.41a	38,844.06a	42,484.00a	–	–
POCT	55,162.99a	74,390.40a	–	–	–
SBB	65,797.92a	–	81,500.77	94,480.97	–

CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biologist; MLS/MT/CLS, medical laboratory scientist/medical technologist/clinical laboratory scientist; MLT/CLT, medical laboratory technician/clinical laboratory technician; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

^aSome annual wages listed were made equivalent to a full-time salary. Sample size constraints prevented further analysis of wage rate for some occupational levels.

Figure 3

Average hourly wage for laboratory staff, lead, supervisor/manager, and director positions, by occupational title. Sample sizes for some occupational levels (n < 30) did not allow for statistically significant comparisons. CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biologist; MLT/CLT, medical laboratory technician/clinical laboratory technician; MT/MLS/CLS, medical technologist/medical laboratory scientist/clinical laboratory scientist; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

Results indicate that the average age for all CLA/MLA respondents is 41.65 years, which is similar to the national average⁴Figure 4.

Figure 4

Average age of all respondents by occupational title. CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biologist; MLT/CLT, medical laboratory technician/clinical laboratory technician; MT/MLS/CLS, medical technologist/medical laboratory scientist/clinical laboratory scientist; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

CLA/MLAs from urban areas make up 1.0% of the overall urban respondents and earn an average of $19.66 per hour Table 6. CLA/MLAs in the urban clusters group make up 1.27% of overall urban clusters respondents and earn an average hourly wage of $17.19 (Table 6). Results show that regardless of occupational level, a CLA/MLA has an average of 14.10 years of total experience working in the field and has worked in the current position for an average of 7.85 years Figure 5 and Figure 6. On average, most respondents have also worked as a CLA/MLA for 11.42 years Figure 7.

Table 6

Average Hourly Wage (in Dollars) by Occupational Title and Geographic Areas^a

Occupational Title	Average Hourly Wage	UA	UC	Rural
CLA/MLA	18.87	19.66	17.19	NA
CG	34.01	34.19	NA	NA
CT	36.82	37.22	35.64	NA
HT	28.83	29.28	27.34	28.32
HTL	29.30	29.51	28.19	NA
LIS	32.39	32.60	NA	NA
MLT/CLT	23.66	24.42	22.94	22.73
MLS/MT/CLS	31.41	32.13	30.12	29.16
MB	30.32	30.50	NA	NA
PA	45.97	49.89	47.37	NA
PI/QA	36.58	37.55	NA	NA
PBT	17.15	17.90	16.15	16.17
POCT	32.90	33.62	31.61	NA
SBB	35.49	35.25	NA	NA

CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biologist; MLS/MT/CLS, medical laboratory scientist/medical technologist/clinical laboratory scientist; MLT/CLT, medical laboratory technician/clinical laboratory technician; NA, not applicable; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking; UA, urban area; UC, urban cluster.

^aSample size constraints prevented further analysis of wage rate for some occupational levels. UAs had ≥50,000 people, UCs had at least 2,500 and <50,000 people, and rural areas had ≤2,500 people.

Figure 5

Average years of total experience in the laboratory field by occupational title. CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biologist; MLT/CLT, medical laboratory technician/clinical laboratory technician; MT/MLS/CLS, medical technologist/medical laboratory scientist/clinical laboratory scientist; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

Figure 6

Average years of working in current occupational title with current employer. CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biologist; MLT/CLT, medical laboratory technician/clinical laboratory technician; MT/MLS/CLS, medical technologist/medical laboratory scientist/clinical laboratory scientist; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

Figure 7

Respondent’s average years of working with this occupational title. CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biologist; MLT/CLT, medical laboratory technician/clinical laboratory technician; MT/MLS/CLS, medical technologist/medical laboratory scientist/clinical laboratory scientist; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

Results for the wage differences between laboratory facilities and states for CLA/MLA leads, managers, supervisors, and directors do not allow for statistically significant comparisons. For the same reason, analyses of the average age by state and wages by facilities for CLA/MLAs regardless of occupational level was not performed.

Cytogenetic Technologists

The national average hourly wage for staff-level CGs is $32.40 (SD, 7.4; Figure 3). The hourly wage for staff CGs is higher at national reference or independent laboratories, which pay $33.90, compared with academic hospitals with 500 or more beds at $30.52. On average, staff CGs are 41.78 years old.

CG leads earn an average hourly rate of $40.10 (SD, 8.4; Figure 3). On average, leads are aged 46.68 years. The average annual wages of CGs by job level are listed in Table 5. Supervisor-level CGs have an average age of 48.73 years.

Regardless of occupational level, national reference or independent laboratories continue to pay more ($35.32 per hour) than academic hospitals with 500 or more beds ($32.41). The average age for all CG respondents is 43.62 years, which is older than the national average⁴ (Figure 4).

CGs make up 2.38% of the respondents from the urban areas and make an average hourly wage of $34.19 per hour (Table 6). On average, a CG has 18.16 total years of experience working in the laboratory field and 9.78 average years of working with the current occupational title (Figure 5 and Figure 6). Most respondents have also worked as CGs for an average of 13.97 years (Figure 7).

The sample size (n < 30) for some occupational levels was too small for meaningful statistical analysis of pay rates by all facilities and states surveyed. For the same reason, analysis of the average age by state for CGs was not performed.

Cytologist

Staff-level CTs are paid an average hourly wage of $35.84 (SD, 7.5; Figure 3). National reference or independent laboratories pay staff CTs the highest average hourly wage ($38.85), followed by academic hospitals with 300 to 499 beds ($37.36), regional reference or independent laboratories ($37.23), nonacademic hospitals with 300 to 499 beds ($36.64), academic hospitals with 500 or more beds ($35.70), pathologists’ laboratories ($34.62), and nonacademic hospitals with 100 to 299 beds at ($33.64). Some facilities had a small overall sample size (n < 30) for this occupational level and were not reported. According to survey results, staff-level CTs have an average age of 43.69 years.

Lead CTs earn an average hourly wage of $40.23 (SD, 8.6; Figure 3), and their average age is 51.28 years. The average hourly wage for CT supervisors is $44.11 (SD, 10.0; Figure 3), and they have an average age of 50.02 years. Mean annual wages of CT by job level are shown in Table 5. Analysis of average hourly wages paid by facilities for leads, supervisors, managers, and directors was not performed given their small sample sizes (n < 30).

However, overall hourly wage for CTs regardless of occupational level shows that national reference or independent laboratories pay the highest hourly rate, at $38.68. Other facilities that pay an average hourly rate lower than reference laboratories show the following: $37.98 at academic hospitals with 300 to 499 beds, $37.79 at nonacademic hospitals with 300 to 499 beds, $36.45 at academic hospitals with 500 or more beds, $35.74 at nonacademic hospitals with 500 or more beds, $35.58 at pathologists’ laboratories, and $35.36 at nonacademic hospitals with 100 to 299 beds.

The average age for all CT respondents is 46.32 years, which is older than the national average⁴ (Figure 4).

Respondents from the urban areas were 3.33% CTs with an average hourly wage of $37.22. In urban clusters, 2.26% were CTs who averaged $35.64 an hour (Table 6). New York and Pennsylvania pay CTs, on average, $39.53 and $32.98, respectively. Results indicate that, on average, CTs have 20.67 total years of experience in the field and have been in their current position for 11.01 years—the highest number of years working with the current title among all occupational groups surveyed (Figure 5 and Figure 6). Most had worked as CTs for an average of 17.11 years, the highest among all respondents surveyed (Figure 7).

Analysis of pay rates by some facilities and states and average age by state for CTs was not performed because of the small sample size.

Histotechnicians

The national average hourly wage for staff-level HTs is $27.60 (SD, 6.3; Figure 3). Pay rates among the laboratory facilities were highest in academic hospitals with 300 to 499 beds, which provide staff HTs with the highest average hourly wage of $28.80. National reference or independent laboratories pay $28.27 on average. Academic hospitals with 500 or more beds pay $28.19, nonacademic hospitals with 300 to 499 beds pay $27.62; pathologists’ laboratories pay $27.07; physician’s office laboratories (POL) pay, $26.98; nonacademic hospitals with 100 to 299 beds pay $26.47; nonacademic hospitals with 500 or more beds pay $26.32; and academic hospitals with 100 to 299 beds pay the least, at $25.87 per hour. According to survey results, the average age of a staff HT is 42.52 years.

Lead-level HTs are paid an average hourly rate of $31.59 (SD, 6.2; Figure 3). The average age of lead HTs is 45.25 years. Meanwhile, HT supervisors earn an average hourly rate of $33.78 (SD, 6.8), and HT managers are paid $43.51 per hour (SD, 10.3; Figure 3). The average annual wages of HTs by job level are listed in Table 5. Supervisors and managers are aged 47.24 years and 47.96 years, respectively, on average.

All HT respondents were paid the highest in regional reference laboratories ($31.38 per hour) and the least in academic hospitals with 100 to 299 beds ($27.36) Figure 8. The average age for all HT respondents was 43.86 years, higher than the national average⁴ (Figure 4).

Figure 8

Average hourly wage of all histotechnician respondents by facility.

Geographically, HTs, regardless of position level, are paid a significantly higher wage in California at $37.52, followed by Illinois at $30.15, Georgia at $29.70, North Carolina at $29.70, Florida at $28.94, Pennsylvania at $27.68, Texas at $27.66, Minnesota at $27.27, Ohio at $26.15, Michigan at $25.70 and Indiana at $24.21. HT respondents from urban areas comprise 5.95% of all respondents and get paid an average hourly wage of $29.28. HTs from urban clusters, 4.31% receive an average hourly wage of $27.34, and rural areas, 2.58%, earn $28.32 per hour (Table 6). According to the survey results, a HT has an average of 17.62 years of total experience in the laboratory field and has been in the current position for 7.29 years (Figure 5 and Figure 6). Most respondents have also worked as HTs for an average of 13.30 years (Figure 7).

The sample sizes (n < 30) for were too small for meaningful statistical analysis of average age by all states, pay rates by all facilities, and states surveyed.

Histotechnologists

The average hourly wage for staff HTLs is $28.17 (SD, 7.2; Figure 3). Academic hospitals with 300 to 499 beds pay the highest average hourly rate ($29.28), followed by academic hospitals with 500 or more beds at $28.99, nonacademic hospitals with 500 or more beds at $28.61, nonacademic hospitals with 300-499 beds at $26.99 and pathologists’ laboratories at $24.38. Staff HTLs have an average age of 39.12 years.

Lead-level HTLs are paid an average hourly rate of $31.61 (SD, 6.6; Figure 3). The average age of a lead HT is 44.87 years. Supervisor HTLs are paid an average hourly wage of $33.39 (SD, 8.3; Figure 3) and their average age is 44.22 years. Survey results indicate that the average age for HTL managers is 43.40 years and they earn an average hourly wage of $42.57 (SD, 9.8; Figure 3). The average annual wages of HTLs by job level are listed in Table 5.

Regardless of occupational level, academic hospitals with 300 to 499 beds pay the most ($30.43 per hour), followed by academic hospitals with 500 or more beds ($30.28), nonacademic hospitals with 500 or more beds ($30.02), POLs ($29.15), nonacademic hospitals with 100 to 299 beds ($28.87), and pathologists’ laboratories ($26.66). Analysis of overall hourly wage for some facilities was not performed given the small sample size (n < 30). The average age for all HTL respondents is 41.34 years, which is younger than the national average⁴ (Figure 4).

Among respondents from urban areas, 3.26% were HTLs with an average hourly wage of $29.51. In urban clusters, 1.92% were HTLs who get paid $28.19 an hour (Table 6). Florida and Michigan pay HTLs, on average, $29.17 and $26.66, respectively. Overall, an HTL has an average of 15.53 years of total experience in the laboratory field and has worked with the current occupational title for an average of 6.50 years (Figure 5 and Figure 6). Most have worked as HTLs for an average of 11.14 years (Figure 7).

The overall sample sizes (n < 30) for the occupational levels were too small for meaningful statistical analysis of pay rates by all facilities and states surveyed. For the same reason, analysis of the average age and wage by state for HTLs was not performed.

Medical Laboratory Technicians/Clinical Laboratory Technicians

The national average hourly wage for staff-level MLT/CLTs is $23.19 (SD, 6.9; Figure 3). Pay rates for staff tend to be highest in regional reference or independent laboratories, at $25.75 per hour on average, and lowest in military, Veterans Administration, and Veterans Health Administration facilities, at $22.05 per hour Figure 9. The average age of staff MLT/CLTs is 39.42 years. By state, New Jersey has the oldest staff (46.97 years) and South Dakota has the youngest (34.04 years) Figure 10.

Figure 9

Average hourly wage of medical laboratory technician/clinical laboratory technician staff by facility. VA, Veteran’s Administration; VHA, Veteran’s Health Administration.

Figure 10

Average ages for staff medical laboratory technician/clinical laboratory technician by state. Sample size was less than 30 for the rest of the states and did not allow for statistically significant comparisons.

Lead MLT/CLTs are paid an average hourly wage of $26.39 (SD, 6.1; Figure 3). Academic hospitals with 500 or more beds pay the highest ($30.15 per hour), followed by academic hospitals with 100 to 299 beds ($26.71), nonacademic hospitals with fewer than 100 beds ($25.84), and nonacademic hospitals with 100 to 299 beds ($25.46); wages are lowest in POLs ($22.75). Results indicate that lead MLT/CLTs have an average age of 44.28 years.

The average hourly wage for MLT/CLT supervisors is $27.23 (SD, 5.8; Figure 3), and the average age for this group is 45.0 years. The average annual wages of MLT/CLTs by job level are listed in Table 5. Managers have an average age of 48.54 years.

Regional reference or independent laboratories show the highest average hourly pay rate ($25.90), whereas the lowest is found at nonacademic hospitals with 500 or more beds ($22.56), for all MLT/CLTs regardless of occupational level Figure 11. The average age for all MLT/CLT respondents is 40.41 years, younger than the national average⁴ (Figure 4).

Figure 11

Average hourly wage of all medical laboratory technician/clinical laboratory technician respondents by facility. VA, Veteran’s Administration; VHA, Veteran’s Health Administration.

Geographically, all MLT/CLTs, regardless of position level, are paid significantly higher wages in California and are paid the lowest in Mississippi Table 7. Sample size was less than 30 for the rest of the states and did not allow for statistically significant comparisons of wages. New Jersey had the highest average age for all MLT/CLTs regardless of occupational level, whereas South Dakota had the lowest average age Table 8. Sample size was less than 30 for the rest of the states and did not allow for statistically significant comparisons of age.

Table 7

Average Hourly Wage for Medical Laboratory Technician/Clinical Laboratory Technician by State, From Highest- to Lowest Paying^a

State	Hourly Wage, $
California	35.73
New Jersey	31.18
Massachusetts	27.33
Washington (state)	27.33
Colorado	27.16
New York	26.87
Arizona	26.47
Maryland	26.28
Louisiana	25.50
Pennsylvania	25.16
Minnesota	24.70
Illinois	24.63
Indiana	23.94
Wisconsin	23.45
Ohio	23.37
Michigan	23.13
Kentucky	23.12
Kansas	23.04
Texas	22.91
Nebraska	22.60
Virginia	22.55
Oklahoma	22.32
Missouri	22.26
Iowa	22.09
Georgia	22.01
West Virginia	21.90
Arkansas	21.75
Tennessee	21.72
North Carolina	20.63
South Carolina	19.96
South Dakota	19.50
Alabama	19.35
Mississippi	18.64

^aSample size was <30 for the rest of the states and did not allow for statistically significant comparisons.

Table 8

Average Ages for Medical Laboratory Technician/Clinical Laboratory Technician by State, From Highest to Lowest^a

State	Mean Age, y
New Jersey	48.33
Illinois	45.49
Washington (state)	43.75
New York	42.65
Pennsylvania	42.50
Indiana	42.36
Florida	42.25
Tennessee	41.43
Minnesota	41.43
Kentucky	41.37
West Virginia	41.23
South Carolina	41.10
Virginia	41.10
Missouri	41.06
Michigan	40.64
Georgia	40.36
Arkansas	40.31
Maryland	39.95
Texas	39.83
California	39.76
Colorado	39.68
North Carolina	39.59
Massachusetts	39.37
Arizona	39.26
Ohio	39.02
Wisconsin	39.02
Louisiana	38.50
Alabama	37.86
Oklahoma	37.53
Nebraska	37.10
Iowa	36.36
Kansas	36.33
Mississippi	36.02
South Dakota	35.81

^aSample size was <30 for the rest of the states and did not allow for statistically significant comparisons.

MLT/CLTs comprise 13.46% of all respondents from urban areas and get paid an average hourly wage of $24.42. MLT/CLTs from urban clusters (comprise 23.0% of all respondents in the urban clusters group) receive an average hourly wage of $22.94, and MLT/CLTs in rural areas comprise 35.18% respondents in that group and are paid an average hourly wage of $22.73 (Table 6). Overall, MLT/CLTs have an average of 13.28 years of total experience in the laboratory field and have worked with their current title for 7.03 years (Figure 5 and Figure 6). Most respondents had also worked as MLT/CLTs for an average of 11.04 years (Figure 7).

Analyses of average hourly wages paid by some facilities and states for leads, supervisors, managers, and directors were not performed given the small sample size (n < 30) of each level.

Medical Laboratory Scientists/Medical Technologists/Clinical Laboratory Scientists

Staff-level MLS/MT/CLSs are paid an average hourly rate of $30.02 (SD, 7.5; Figure 3). Average pay rates for staff are highest in government facilities, at $35.84 per hour, and lowest in local reference laboratories, at $27.86 per hour Figure 12. The mean age for staff MLS/MT/CLSs is 40.05 years. Geographically, MLS/MT/CLS staff are oldest in Nevada and youngest in South Dakota Figure 13.

Figure 12

Average hourly wage of medical technologist/medical laboratory scientist/clinical laboratory scientist staff by facility. VA, Veteran’s Administration; VHA, Veteran’s Health Administration.

Figure 13

Average ages for medical technologist/medical laboratory scientist/clinical laboratory scientist staff by state. Sample size was less than 30 for the rest of the states and did not allow for statistically significant comparisons.

On average, MLS/MT/CLS leads make $34.65 per hour (SD, 8.5; Figure 3). Nonacademic hospitals with 100 to 299 beds pay a significantly higher hourly rate for lead MLS/MT/CLSs ($36.17) compared with all facilities surveyed. The facilities providing the lowest pay are POLs, at $32.28 per hour Figure 14. MLS/MT/CLS leads have an average age of 44.89 years. California has the oldest MLS/MT/CLS leads, at age 49.74 years, and Michigan has the youngest, at 39.98 years (Supplemental Table 1).

Figure 14

Average hourly wage of lead medical technologist/medical laboratory scientist/clinical laboratory scientist by facility. VA, Veteran’s Administration; VHA, Veteran’s Health Administration.

MLS/MT/CLS supervisors earn an average hourly rate of $36.13 (SD, 9.8; Figure 3). Results indicate that military, Veterans Administration, and Veterans Health Administration facilities pay the highest hourly wage, at $39.52, whereas POLs pay the lowest wage, at $31.41 per hour, on average Figure 15. This group has an average age of 46.73 years. Geographically, MLS/MT/CLS supervisors are oldest in Tennessee, at 51.79 years, and youngest in Colorado, at 41.62 years (Supplemental Table 2).

Figure 15

Average hourly wage of supervisor medical technologist/medical laboratory scientist/clinical laboratory scientist by facility. VA, Veteran’s Administration; VHA, Veteran’s Health Administration.

The average hourly wage for MLS/MT/CLS managers is $37.99 (SD, 10.9; Figure 3). Pay rates for managers are highest at academic hospitals with 500 or more beds ($47.72 per hour), followed by nonacademic hospitals with 300 to 499 beds ($44.49), academic hospitals with 100 to 299 beds ($43.66), nonacademic hospitals with 100 to 299 beds ($43.63), academic hospitals with 300 to 499 beds ($42.89), POLs ($38.01), and nonacademic hospitals with fewer than 100 beds ($35.64). Results indicate that managers have an average age of 48.23 years.

MLS/MT/CLS directors earn an average hourly wage of $52.53 (SD, 13.4; Figure 3). Reportable wages of some facilities show that nonacademic hospitals with 300 to 499 beds pay higher ($59.22) than nonacademic hospitals with 100 to 299 beds ($52.57) and pay lowest at nonacademic hospitals with fewer than 100 beds ($45.87). The average annual wages of MLS/MT/CLSs by job level are listed in Table 5. Directors have an average age of 52.04 years.

MLS/MT/CLS respondents, regardless of occupational level, are paid the lowest in POLs ($28.98 per hour) and the highest in government facilities ($36.07 per hour) Figure 16. The average age for all MT/MLS/CLS respondents was 42.54 years, which is higher than the national average⁴ (Figure 4).

Figure 16

Average hourly wage of all (staff, lead, manager, supervisor, director) medical technologist/medical laboratory scientist/clinical laboratory scientist respondents by facility.

The top 10 highest-paying states for all MLS/MT/CLS levels were California, Nevada, Alaska, Oregon, Massachusetts, Washington, New York, Connecticut, New Jersey, and Colorado Table 9. MLS/MT/CLSs comprised 51.64% of all respondents from urban areas and were paid an average hourly wage of $32.13. MLS/MT/CLSs from urban clusters comprised 50.68% of all respondents and received an average hourly wage of $30.12. MLS/MT/CLSs in rural areas comprised 44.49% of these respondents and made an average wage of $29.16 per hour (Table 6). According to survey results, a typical MLS/MT/CLS has an average of 17.50 years of total experience in the laboratory field and has worked with the current occupational title for 8.14 years (Figure 5 and Figure 6). Most have worked as MLS/MT/CLSs for an average of 12.66 years (Figure 7). By state, the average age for all levels is highest in Nevada, at 47.49 years, and lowest in Delaware, at 36.76, Table 10.

Table 10

Average Ages for Medical Laboratory Scientist/Medical Technologist/Clinical Laboratory Scientist by State, From Highest to Lowest^a

State	Mean Age, y
Nevada	47.49
Maine	47.22
California	45.92
Georgia	45.88
Wyoming	45.40
Arizona	45.36
New Hampshire	44.98
Florida	44.53
South Carolina	44.37
Maryland	43.99
North Carolina	43.96
Massachusetts	43.87
Indiana	43.83
New Mexico	43.79
Connecticut	43.76
Alaska	43.60
Pennsylvania	43.57
New Jersey	43.47
Tennessee	43.45
Kentucky	43.43
Mississippi	43.20
West Virginia	42.88
New York	42.81
Texas	42.45
Illinois	42.29
Ohio	42.27
Missouri	42.25
Alabama	42.14
Oregon	42.01
Oklahoma	41.91
Iowa	41.53
Idaho	41.35
Washington (state)	41.27
Kansas	41.05
Arkansas	40.80
Montana	40.63
Colorado	40.61
Virginia	40.44
Wisconsin	40.40
Hawaii	40.33
Rhode Island	40.25
Louisiana	40.23
Nebraska	39.74
Vermont	39.65
Michigan	39.63
Minnesota	38.84
South Dakota	38.11
North Dakota	37.74
Utah	37.20
Delaware	36.76

^aSample size was <30 for the rest of the states and did not allow for statistically significant comparisons.

Table 9

Average Hourly Wage for Medical Laboratory Scientist/Medical Technologist/Clinical Laboratory Scientist by State, From Highest to Lowest^a

State	Hourly Wage, $
California	52.71
Nevada	38.38
Alaska	37.15
Oregon	35.08
Massachusetts	34.99
Washington (state)	34.69
New York	34.66
Connecticut	34.48
New Jersey	33.55
Colorado	33.10
Arizona	32.56
Minnesota	32.51
Maryland	32.44
Rhode Island	31.85
New Hampshire	31.24
Georgia	31.23
Montana	30.73
Ohio	29.73
Illinois	29.55
Wisconsin	29.42
Idaho	29.37
Florida	29.27
Michigan	29.15
Texas	29.10
Missouri	29.08
Indiana	29.07
Pennsylvania	28.91
Kansas	28.86
Tennessee	28.74
Utah	28.46
New Mexico	28.44
Kentucky	28.34
Maine	28.29
South Carolina	28.23
Nebraska	28.16
Delaware	28.12
Virginia	27.94
North Carolina	27.75
Iowa	27.65
Oklahoma	27.45
West Virginia	27.28
Louisiana	27.14
North Dakota	26.74
Alabama	26.28
Arkansas	26.22
Mississippi	26.08
South Dakota	25.74

^aSample size was <30 for the rest of the states and did not allow for statistically significant comparisons.

The overall sample size (n < 30) for some facilities and states was too small for meaningful statistical analysis of pay rates.

Molecular Biology Technologists

The average hourly wage for staff-level MBs is $29.25 (SD, 9.1; Figure 3). The average annual wage of MB staff is listed in Table 5. According to survey results, staff MBs have an average age of 37.46 years, whereas leads have an average age of 39.97 years.

The average age for all MB respondents was 38.76 years, which is younger than the national average (Figure 4). MB respondents from urban areas comprised 1.43% of that group and were paid an average hourly wage of $30.50 (Table 6). According to survey results, MBs have 12.56 total years of experience working in the laboratory field and an average of 4.96 years working with their current occupational title—the least number of years of experience among all the groups surveyed (Figure 5 and Figure 6). Most respondents had also worked as MBs for an average of 6.81 years (Figure 7).

Not all facilities regardless of occupational level had a large enough sample size for reporting. However, the 2 facilities that had large enough samples were academic hospitals with 500 or more beds, paying $31.77 per hour, and national reference laboratories, paying $30.30 per hour.

Results regarding the wage differences by all geographic areas and states for MBs do not allow for statistically significant comparisons because of a small sample size of respondents. For the same reason, average ages by state of each level were not analyzed.

Pathologist Assistants

The national average hourly wage for staff-level PAs is $45.19 (SD, 12.6; Figure 3). Staff-level PAs are paid the highest average hourly wage in nonacademic hospitals with 500 or more beds ($52.75) and the lowest in academic hospitals with 500 or more beds ($45.94). The mean age for a staff PA is 36.20 years.

Lead PAs are paid an average hourly wage of $52.20 (SD, 8.4), whereas supervisors earn an average hourly wage of $53.95 (SD, 14.6; Figure 3). The average annual wages of PAs by job level are listed in Table 5. Average ages for leads and supervisors are 39.08 and 39.57 years, respectively.

Overall, PAs are paid $52.41 hourly in nonacademic hospitals with 500 or more beds, $50.00 in pathologists’ laboratories, $49.13 in academic hospitals with 500 or more beds, $49.00 in academic hospitals with 300 to 499 beds, $48.67 in nonacademic hospitals with 300 to 499 beds, and $47.96 in nonacademic hospitals with 100 to 299 beds. Among respondents from urban areas, 3.64% were PAs earning an average hourly wage of $49.89. In urban clusters, PAs comprised 1.79% of the total respondents and were paid an average of $47.37 an hour (Table 6). California pays the highest average hourly wage for PAs ($60.44), followed by Texas ($53.09), Florida ($51.80), and New York ($51.75). According to survey results, PAs have an average age of 37.15 years, which is younger than the national average⁴ (Figure 4). Overall, PAs have an average of 12.50 total years of experience in the laboratory field and 5.49 years with their current title (Figure 5 and Figure 6). Most have worked as PAs for an average of 9.12 years (Figure 7).

Analyses of wage data by facility for each occupational level were not performed given the small sample size. Analyses of wages and age by state were also not performed for the same reason.

Performance Improvement or Quality Assurance Personnel

Manager-level PI/QA personnel are paid an average hourly rate of $43.50 (SD, 9.2; Figure 3). The average annual wages of PI/QA managers are listed in Table 5. The mean age for managers is 49.96 years.

The average age for all PI/QA respondents was 48.15 years, which is older than the national average⁴ (Figure 4). PI/QA personnel make up 0.60% of the respondents from the urban areas and make an average hourly wage of $37.55 (Table 6). According to survey results, a PI/QA has an average of 24.41 years of total experience in the laboratory field and 7.18 years working with their current occupational title (Figure 5 and Figure 6). Most respondents had also worked as PI/QA personnel for an average of 9.50 years (Figure 7).

Analyses of overall mean hourly wages for staff, leads, supervisors, and directors; average hourly wages paid by facilities, geographic areas, and states; and average ages by state for PI/QA personnel were not performed given the small sample size (n < 30) of each level.

Phlebotomists

Staff PBTs are paid an average hourly wage of $16.64 (SD, 5.6; Figure 3). Results indicate that outpatient clinic laboratories pay the highest hourly wage ($17.21) and that nonacademic hospitals with 300 to 499 beds pay the lowest hourly wage ($14.65) Figure 17. The data indicate that the average age for staff PBTs is 40.39 years. By state, staff PBTs are oldest in Virginia (age 43.41 years) and youngest in Michigan (36.27 years) (Supplemental Table 3).

Figure 17

Average hourly wage of phlebotomist staff by facility.

Lead PBTs are paid an average hourly wage of $18.68 (SD, 4.0; Figure 3), with a mean age of 43.22 years. They are paid highest in academic hospitals with 500 or more beds ($19.15), followed by outpatient clinic laboratories ($18.45) and academic hospitals with 100 to 299 beds ($17.44). The overall sample size (n < 30) for staff and leads was too small for meaningful statistical analysis of pay rates by all institutions surveyed. Supervisors make an average hourly wage of $20.43 (SD, 3.9) and have a mean age of 44.41 years. The average annual wages of PBTs by job level are listed in Table 5. Analyses of average hourly wages paid by facilities for supervisors, managers, and directors were not performed given the small sample size (n < 30) of each level.

Overall for PBTs, academic hospitals with 300 to 499 beds pay the highest average hourly wage ($17.64), and the lowest is in academic hospitals with fewer than 100 beds ($14.94), regardless of occupational level Figure 18. Geographically, regardless of position level, PBTs are paid a significantly higher wage in Minnesota and make the lowest in South Carolina Table 11. PBT respondents from urban areas comprised 6.06% of that group and were paid an average hourly wage of $17.90. PBTs from urban clusters comprised 8.68% of the total respondents in that group and received an average hourly wage of $16.15; PBTs in rural areas comprised 9.15% of respondents in that group and made an average wage of $16.17 per hour (Table 6).

Table 11

Average Hourly Wage for Phlebotomist by State, From Highest to Lowest Paying^a

State	Hourly Wage, $
Minnesota	20.89
Massachusetts	19.41
New York	19.03
Virginia	18.93
Pennsylvania	17.87
Colorado	17.64
Illinois	17.19
Wisconsin	16.85
Texas	16.67
Ohio	16.30
North Carolina	16.21
Michigan	15.90
Indiana	15.27
Georgia	15.20
South Carolina	14.73

^aSample size was <30 for the rest of the states and did not allow for statistically significant comparisons.

Figure 18

Average hourly wage of all (staff, lead, manager, supervisor, director) phlebotomist respondents by facility.

The average age for all PBT respondents is 41.17 years, which is similar to the national average⁴ (Figure 4). Regardless of occupational level, PBTs are oldest in Virginia, at 44.29 years, and youngest in Michigan, at 38.06 years (Supplemental Table 4).

Overall, PBTs have an average of 12.29 years of total experience in the laboratory field—the least of all groups surveyed—and 6.88 years working with their current title (Figure 5 and Figure 6). Respondents had worked as a PBT for an average of 11.22 years (Figure 7).

Analysis of the average age for PBT managers and directors was not performed given the small sample size. For the same reason, analyses of average age and wage by all states were not performed.

Specialists in Blood Banking

SBB staff earn an average hourly wage of $31.63 (SD, 9.7). SBB supervisors earn an average hourly rate of $39.20 (SD, 8.1; Figure 3) and have a mean age of 44.98 years. The average hourly wage for SBB managers is $45.42 (SD, 8.8; Figure 3), and average age is 48.33 years. The average annual wages of SBBs by job level are listed in Table 5. Average ages for staff and leads are 44.04 and 43.00 years, respectively.

The average age for all SBB respondents is 45.87 years, which is older than the national average⁴ (Figure 4). SBBs made up 1.34% of the respondents from the urban areas and made an average hourly wage of $35.25 per hour (Table 6). Results show that SBBs have an average of 21.15 years of total experience working in the field and have worked with their current title for 7.96 years (Figure 5 and Figure 6). Most respondents have also worked as SBBs for an average of 11.29 years (Figure 7).

Analyses of wage data by lead, facility, and state and of average age by state for SBBs were not performed because the results would provide statistically insignificant values. For the same reason, average ages by state of each level were not analyzed.

LIS Personnel

The average hourly wage for LIS staff is $38.68 (SD, 10.7; Figure 3). The mean age for staff LIS personnel is 44.36 years, whereas leads have an average age of 48.07 years. The average annual salary of staff LIS personnel is listed in Table 5.

The average age for all LIS respondents is 46.57 years, which is older than the national average⁴ (Figure 4). Among respondents from urban areas, 0.81% were LIS personnel, with an average hourly wage of $32.60 (Table 6). According to survey results, LIS personnel have an average of 22.76 years of total experience in the laboratory field and have worked with their current title for 9.05 years (Figure 5 and Figure 6). Most respondents had also worked as LIS personnel for an average of 11.53 years (Figure 7).

Analyses of wage data by facility and state for LIS personnel were not performed because the results would provide statistically insignificant values. For the same reasons, analyses of the average age for staff, managers, supervisors, and directors and average age by state were not performed.

Point-of-Care Testing Personnel

The average hourly wage for POCT staff is $26.52 (SD, 9.7; Figure 3), and they have an average age of 43.61 years. Meanwhile, leads earn an average of $35.76 per hour (SD, 95; Figure 3), with an average age of 43.44 years. Supervisors have an average age of 46.79 years. The average annual salary of POCT personnel by job level is listed in Table 5. The average age for all POCT respondents (regardless of occupational level) was 44.91 years, which is older than the national average⁴ (Figure 4).

Among respondents from urban areas, 0.85% were POCT personnel, with an average hourly wage of $33.62. Among respondents from urban clusters, 0.60% were POCT personnel, with an average hourly wage of $31.61 (Table 6). Results show that POCT personnel have an average of 20.41 years of total experience working in the field and have worked with their current title for 7.99 years (Figure 5 and Figure 6). Most respondents had also worked as POCT personnel for an average of 9.33 years (Figure 7).

Analyses of wage data overall; by all occupational levels; and by facility, department, and state for POCT personnel were not performed because the results would provide statistically insignificant values.

Summary

Results from this survey show an increase in wages for most laboratory occupations surveyed. Salaries are up for all staff-level laboratory professionals except CT, CLA/MLA, MT/MLS/CLS, and CG, which have −0.36%, −0.62%, −0.72%, and −5.44% changes in annual hourly wage, respectively, after adjusting for inflation⁵Table 12. The annual hourly wage for leads was also up in 2019 for all occupations surveyed except those that had small sample sizes and were not analyzed⁵Table 13. Supervisors’ annual hourly wages were also up compared with 2017 except for MLT/CLTs and HTLs, at −0.63% and −5.12%, respectively⁵Table 14. Manager- and director-level comparisons were not conducted given the small sample size. In 2019, staff PAs experienced a significant increase in wage rates. Most staff-level occupations continue to experience an increase in wages since 2015, except for HTLs and MBs, which experienced a dip in hourly wages in 2017. HT staff, leads, and supervisors experienced wage rate increases in 2019 (Table 12, Table 13, and Table 14).

Table 12

Percentage Change in Overall Annual Hourly Wage for Staff in 2015, 2017, and 2019^a

Staff	2015, $b	2017, $b	2019, $	Change 2017 to 2019, %
PA	45.95	43.37	45.19	4.20
HT	25.90	26.95	27.60	2.41
MLT/CLT	22.16	22.72	23.19	2.08
MB	29.13	28.74	29.25	1.78
PBT	15.89	16.39	16.64	1.54
HTL	28.46	28.01	28.17	0.56
CT	34.37	35.97	35.84	−0.36
CLA/MLA	17.46	18.77	18.66	−0.62
MT/MLS/CLS	29.61	30.24	30.02	−0.72
CG	33.00	34.27	32.40	−5.44

CG indicates cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; MB, molecular biology technologists; MLS/MT/CLS, medical laboratory scientist/medical technologist/clinical laboratory scientist; MLT/CLT, medical laboratory technician/clinical laboratory technician; PA, pathologist assistant; PBT, phlebotomist.

^aSample size constraints prevented further analysis of percentage change in overall annual hourly wage for some occupational titles.

^b2015 and 2017 wages adjusted for inflation as of 2019.

Table 13

Percentage Change in Overall Annual Hourly Wage for Leads in 2015, 2017, and 2019^a

Lead	2015, $b	2017, $b	2019, $	Change 2017 to 2019, %
POCT	–	33.63	35.76	6.36
HT	29.72	29.73	31.59	6.28
MLT/CLT	24.98	24.98	26.39	5.63
PA	50.73	49.87	52.20	4.69
CG	37.68	38.50	40.10	4.16
PBT	18.00	18.03	18.68	3.58
HTL	32.38	30.62	31.61	3.25
CT	36.86	39.36	40.23	2.20
MT/MLS/CLS	33.46	34.06	34.65	1.71

CG, cytogenetic technologist; CT, cytologist; HT, histotechnician; HTL, histotechnologist; MLS/MT/CLS, medical laboratory scientist/medical technologist/clinical laboratory scientist; MLT/CLT, medical laboratory technician/clinical laboratory technician; PA, pathologist assistant; PBT, phlebotomist; POCT, point-of-care testing personnel.

^aSample size constraints prevented further analysis of percent change in overall annual hourly wage for some occupational titles.

^b2015 and 2017 wages adjusted for inflation as of 2019.

Table 14

Percentage Change in Overall Annual Hourly Wage for Supervisors in 2015, 2017, and 2019^a

Supervisor	2015, $b	2017, $b	2019, $	Change 2017 to 2019, %
HT	32.60	32.51	33.78	3.91
CT	39.21	42.63	44.11	3.48
MLS/MT/CLS	35.47	35.81	36.13	0.88
MLT/CLT	26.88	27.41	27.23	−0.63
HTL	33.85	35.19	33.39	−5.12

CT, cytologist; HT, histotechnician; HTL, histotechnologist; MLS/MT/CLS, medical laboratory scientist/medical technologist/clinical laboratory scientist; MLT/CLT, medical laboratory technician/clinical laboratory technician.

^aSample size constraints prevented further analysis of percentage change in overall annual hourly wage for some occupational titles.

^b2015 and 2017 wages adjusted for inflation as of 2019.

Geographically, laboratory professionals from urban areas earn more than the overall average hourly wage. Those who work in facilities located in rural areas earn the least compared with overall hourly wages across the country and with urban areas and urban clusters (Table 6). Table 15 shows the average hourly wage by region and occupational title. According to the US Department of Labor Bureau of Labor Statistics (BLS) Consumer Price Index, the dollar experienced an average inflation rate of 2.13% per year since 2017.⁶ Salaries reported here were adjusted for inflation as of 2019.

Table 15

Average Hourly Wage by Occupational Title and Region^a

Occupational Title by Region	Average Hourly Wage. $
CLA/MLA
Central North East	16.86
Far West	20.70
South Central Atlantic	20.56
CG
Central North East	29.88
Far West	39.05
Northeast	37.40
South Central Atlantic	30.08
CT
Central North East	33.66
Central North West	35.37
Far West	46.55
Northeast	37.09
South Central Atlantic	35.22
HT
Central North East	26.64
Central North West	26.37
Central South West	27.11
Far West	32.26
Northeast	30.33
South Central Atlantic	28.53
HTL
Central North East	27.03
Central North West	28.95
Central South West	28.54
Far West	32.78
Northeast	33.43
South Central Atlantic	28.53
MLT/CLT
Central North East	23.63
Central North West	23.13
Central South West	23.01
Far West	28.30
Northeast	26.93
South Central Atlantic	21.41
MLS/MT/CLS
Central North East	29.42
Central North West	29.32
Central South West	28.17
Far West	39.33
Northeast	32.55
South Central Atlantic	28.91
MB
Far West	35.50
South Central Atlantic	27.48
PA
Central North East	44.68
Central North West	48.76
Central South West	51.90
Far West	54.53
Northeast	48.97
South Central Atlantic	48.32
PBT
Central North East	16.39
Central North West	17.91
Central South West	16.39
Far West	18.27
Northeast	18.51
South Central Atlantic	16.42

CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; MB, molecular biology technologist; MLS/MT/CLS, medical laboratory scientist/medical technologist/clinical laboratory scientist; MLT/CLT, medical laboratory technician/clinical laboratory technician; PA, pathologist assistant; PBT, phlebotomist.

^aSample sizes to determine average wage for some occupational titles and regions were too small and did not allow for statistically significant comparisons.

Compared with the wage results of 2017, the differences between wages of laboratory professionals working as they accumulate more years of experience in the field showed slight increases Table 16. In addition, longer lengths of time in the laboratory show increases in pay rates for most occupations (Table 16).

Table 16

Average Hourly Wage (in Dollars) by Time in Current Occupational Title^a

Time in Current Title, y	CLA/MLA	CG	CT	HT	HTL	LIS	MLT/CLT	MLS/MT/CLS	MB	PA	PI/QA	PBT	POCT	SBB
0-5	17.39	32.72	34.40	27.86	28.02	38.85	22.34	29.50	29.13	47.95	44.66	16.03	29.94	33.77
6-10	19.83	35.26	35.75	29.20	30.55	41.13	24.49	32.14	33.30	51.22	NA	17.07	33.06	37.73
11-15	20.81	33.07	37.53	31.32	32.27	NA	25.44	34.01	NA	55.90	NA	20.31	NA	37.22
16-20	NA	37.68	38.53	30.01	33.88	NA	27.55	34.97	NA	51.94	NA	18.96	NA	NA
21-25	NA	37.71	40.81	30.76	34.82	NA	26.81	34.88	NA	51.31	NA	21.01	NA	NA
26-30	NA	NA	42.73	32.01	NA	NA	28.41	37.14	NA	NA	NA	20.89	NA	NA
31-35	NA	NA	NA	NA	NA	NA	29.38	37.20	NA	NA	NA	NA	NA	NA
36-40	NA	NA	NA	NA	NA	NA	31.35	37.65	NA	NA	NA	NA	NA	NA
≥41	NA	NA	NA	NA	NA	NA	NA	36.22	NA	NA	NA	NA	NA	NA

CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biology technologists; MLS/MT/CLS, medical laboratory scientist/medical technologist/clinical laboratory scientist; MLT/CLT, medical laboratory technician/clinical laboratory technician; NA, not applicable; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

^aSample sizes to determine average wage of other time ranges were too small and did not allow for statistically significant comparisons

This survey also examined the differences in age by occupational title and gender. The average age for the laboratory workforce has not changed compared with previous wage survey results. The PI/QA category shows the oldest workforce, whereas PAs and MBs have younger workforces than other laboratory professions surveyed (Figure 4). Results show that men are younger compared with women for most occupational titles surveyed except for CTs, PAs, and PBTs Figure 19. The average wages of laboratory professionals based on age continue to increase considerably for every age range, even for CGs, whose wages did not increase in 2017 Table 17. This survey also analyzed wages by gender and found that men earn more than women except among CLA/MLAs and CGs Figure 20. Male LIS personnel earn significantly more than female LIS personnel compared with other occupational titles surveyed (Figure 20).

Table 17

Average Hourly Wage (in Dollars) by Age Group and Occupational Title^a

Age, y	CLA/MLA	CG	CT	HT	HTL	LIS	MLT/CLT	MLS/MT/CLS	MB	PA	PI/QA	PBT	POCT	SBB
18-24	NA	NA	NA	NA	NA	NA	19.94	25.15	NA	NA	NA	13.92	NA	NA
25-34	17.26	30.37	31.58	26.22	26.56	NA	21.81	28.07	28.33	46.66	NA	15.84	NA	31.77
35-44	17.99	33.90	36.35	29.09	29.01	NA	23.42	31.56	30.69	51.86	NA	16.84	31.45	33.97
45-54	19.82	34.93	38.18	30.23	32.07	NA	25.37	33.64	NA	54.56	NA	18.50	NA	NA
55-64	21.71	37.81	40.53	30.79	33.71	43.07	27.12	35.77	NA	NA	NA	19.39	36.08	38.99
65-74	NA	NA	NA	NA	NA	NA	27.22	37.61	NA	NA	NA	NA	NA	NA

CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biology technologist; MLS/MT/CLS, medical laboratory scientist/medical technologist/clinical laboratory scientist; MLT/CLT, medical laboratory technician/clinical laboratory technician; NA, not applicable; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

^aSample sizes to determine average wage of other time ranges were too small for statistically significant comparisons.

Figure 19

Average age of laboratory professionals by gender. CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biologist; MLT/CLT, medical laboratory technician/clinical laboratory technician; MT/MLS/CLS, medical technologist/medical laboratory scientist/clinical laboratory scientist; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

Figure 20

Average hourly wage by gender. Sample sizes to determine average wage by gender of other occupational titles were too small for statistically significant comparisons. CG, cytogenetic technologist; CLA/MLA, clinical laboratory assistant/medical laboratory assistant; CT, cytologist; HT, histotechnician; HTL, histotechnologist; LIS, laboratory information system personnel; MB, molecular biologist; MLT/CLT, medical laboratory technician/clinical laboratory technician; MT/MLS/CLS, medical technologist/medical laboratory scientist/clinical laboratory scientist; PA, pathologist assistant; PBT, phlebotomist; PI/QA, performance improvement or quality assurance personnel; POCT, point-of-care testing personnel; SBB, specialist in blood banking.

Survey respondents were asked about the benefits and perks they receive from their institution. Medical, dental, and vision coverage; pension or retirement benefits; overtime, holidays, and weekends; and shift differential pay continue to be the top fringe benefits they receive. Providing a company car and free or subsidized room and board were among the benefits that were least provided to many laboratory professionals Table 18.

Table 18

Percentage of Responses per Benefit Offered by Institutions

Benefits Offered by Institution	No.	Total Responses per Category, %
Medical benefits/vision	15,489	87.08
Dental benefits	14,965	84.13
Pension/retirement benefits	12,119	68.13
Premium pay for overtime, holidays, and weekends	12,110	68.08
Shift-differential	12,088	67.96
Free or convenient employee parking	7,739	43.51
Paying for tuition	6,269	35.24
Paying for continued education	6,182	34.75
Monetary bonus (eg, sign-on bonus, referral bonus, miscellaneous bonuses)	4,055	22.80
Performance bonuses	3,918	22.03
Flexible work hours	3,756	21.12
On call	3,093	17.39
Paying for certifications or qualifications	2,847	16.01
Bonuses not directly tied to work (including holidays and profit-sharing bonuses)	2,559	14.39
PRN (pro re nata)	2,061	11.59
Transportation allowances	1,601	9.00
Paying for professional memberships	1,485	8.35
Uniform allowances	1,318	7.41
Laptop/tablet	1,254	7.05
Providing a company phone for you	674	3.79
Free or subsidized child care or elder care	420	2.36
Telecommuting	293	1.65
Company car	161	0.91
Free or subsidized room and board	135	0.76
Other	229	1.29

This survey asked the respondents to provide comments after the completion of the survey. We received a total of 3,891 comments and found that 45.18% addressed being underpaid or underappreciated, especially compared with nursing and other allied health professions. In many cases, laboratory professionals believe their salaries should be consistent with their workload, education, certification, and the minimum wage in their state. Hiring, retention, and staffing challenges were the second top theme that resulted from the qualitative analysis, with 4.93% of respondents indicating that there are shortages due to these challenges. Respondents also commented on feeling lack of appreciation from their peers and lack of recognition in the health care field in general, despite being highly qualified and being an important part of patient care (4.19%); several felt the need to increase visibility of the profession and raise public awareness, with some feeling that unionization would help with advocating for the profession and raising the salaries (3.34%); and while participants from rural areas commented on low wages and lack of staff, leading to early burnout, those belonging to urban areas noted that their wages are not enough to meet the high cost of living (2.16%).

The BLS reported that the job outlook for medical and clinical laboratory technologists and technicians between 2018 to 2028 is expected to grow 11%, which is faster than the average rate for all occupations.⁷ The BLS also indicated that an increase in the aging population is expected to lead to a greater need to diagnose medical conditions, such as cancer or type 2 diabetes, through laboratory procedures.⁷ The ASCP 2018 Vacancy Survey continue to suggest strategic focus should be on filling the upcoming vacancies, which are now at their highest compared with previous survey reports.⁸ As retirement rates continue to increase, the field needs to intensify its efforts on recruiting the next generation of laboratory personnel. To do so, the report urged the field to highlight advocating for better salaries for laboratory personnel at local and national levels when developing recruitment and retention strategies. The ASCP also recognized through its wellness studies that pay not commensurate with experience and length of time contributes to burnout. As a result, the ASCP created a resource page on stress and burnout, available via ASCP’s website, that includes the especially helpful and newly published Burnout Course, offered for free to individuals in the field.^9,10 The ASCP Leadership Institute and Institute for Science, Technology, and Policy also created a Negotiation Toolkit to provide laboratory personnel with recommendations on how to negotiate, with salary negotiation discussed in the document.¹¹

Acknowledgments

Contributors: Patricia Tanabe, MPA, MLS (ASCP)^CM, ASCP Board of Certification, Chicago, IL; Matthew Schulze, ASCP Institute for Science, Technology, and Policy, Washington, DC. Reviewers: Mark Bailey, MA, HTL(ASCP)^CM, University of Texas MD Anderson Cancer Center, Houston; Alexandra Brown, MD, FASCP, ASCP Institute of Science, Technology, and Policy, Washington DC; Karen A. Brown, MS, MASCP, MLS(ASCP)^CM, University of Utah, Salt Lake City; Lynnette G. Chakkaphak, MS, MT(ASCP), Ascension St. Vincent’s, Jacksonville, FL.; Vicki S. Freeman, PhD, MASCP, MLS (ASCP)^CM SCCM, FACB, University of Texas Medical Branch, Galveston; Jack A. Hager MT(ASCP), SBB, Oregon Health and Science University, Portland; Rex F. Famitangco, MS, MLS(ASCP)^CM QLC, Morrill County Community Hospital, Bridgeport, NE; Western Nebraska Community College, Scottsbluff; Babatunde Oloyede, PhD, MLS(ASCP), Federal Medical Center, Durham, NC