Pay scale for Quality Coordinator vs. MLS lead vs. POCC
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I have a staff member who came to me upset because she found out a MLS2 (like a lead) makes $4.00 more per hour than she does as quality coordinator. Both have been working here as their first job out of school and started within months of each other.
Im going to ask HR about it but wondered if anyone here has experience knowing how the POCC pay is vs. Quality Coordinator vs. MLS lead.
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Often the deciding factor is whether the position has Direct Reports (staff) that they are responsible for. Does the lead position have Direct Reports? Maybe that is what is putting them ahead.
I would check at my own facility, but I probably don't want to know, lol
I am a POCC. I get paid on a lead tech scale.
At my institution, POCC, Quality Coordinators, and Lead Techs have equal pay. However, my assistants, who report to me and work in POCT part-time, have a lower pay scale by about $4 per hour.
Hi,
Our POCC and Quality Coordinator are both classified at the same level (MLT3 - not responsible for Lab staff)) so get paid the same. Our managers are either an MLT4, MLT5 or Clinical Specialists and are paid accordingly depending on how many staff they are responsible for etc.
We have POCC, Department Lead (Specialist), and LIS coordinator on the same pay grade scale.
None of these employees have direct reports, only the managers and supervisors do. Thank you for the input. I feel it should be the same as it is all one step
above a bench tech.
I am a POCC and I am on the same pay scale as our Lead Techs and Supervisors.
POCC here and the pay scale is the same as the specialists (like a lead). I do not have direct reports, but I do manage the workflow for the others in the department.
Interesting. I think your system seems fair.
I am the POCC , LIS , and QA coordinator, and I make less than a supervisor, but more than a lead. I also have a lot of years experience.
to all,
I have been a POCC for 25+ years now. The "you do not have anyone reporting to you" argument was used for a long time to keep POCC salaries artificially low. This argument was used for 15 years during which HR did 2 salary surveys in the market. Post each survey, I received a $4.00/hr. raise.
My suggestion is to ask HR to consult their Databases for comparable salaries and ask when the next salary survey for your market might be performed. The issue with these DB is that the titles may not comparable. I am the only one with my title in my corporation. BUT....they stuck me in a laboratory supervisors slot so that the salary would be comparable to what I was making before we were purchased.
P.S Our quality coordinator makes more than I do, probably by $2/hour.