1990 survey of hospital salaries & job responsibilities for clinical engineers & biomedical technicians

The Journal of Clinical Engineering has conducted its fifth survey of the salaries paid to Clinical Engineers and Biomedical Equipment Technicians in U.S. hospitals. This paper reports the salary and work responsibility data obtained from 1,453 professionals in relationship to: Certification; Region of the U.S.; Teaching Versus Nonteaching Facilities; Years of Experience; Education; Union Membership; and Gender. Data are included on Wage Increases and Job Responsibilities. All data are as of 12/31/89. The average BMET I has 3.3 years of experience and earns $19,394 +/- $4,144 (Std. Dev.). The average BMET II has 6.4 years of experience and earns $26,166 +/- $4,900. The average BMET III has 11.7 years of experience and earns $31,334 +/- $4,977. The average BMET Supervisor has 12.9 years of experience and earns $35,371 +/- $6,416. The average Clinical Engineer has 9.5 years of experience and earns $36,971 +/- $7,515. CE Supervisors are the highest paid in the field with an average 13.3 years of experience and an average salary of $46,265 +/- $11,115. Wages remain the highest on the West Coast and lowest in the Southeast. From 1988 to 1989, the wage ranges for all job types except BMET Is increased: BMET IIs, +1.9%; BMET IIIs, +3.0%; BMET Supervisors, +3.2%; CEs, +3.9%; and CE Supervisors, +1.8%. The highest quartile of CE Supervisors now earns between $52,000 and $95,000 per year. While certified individuals earn $521 to $4,953 more than noncertified, this is attributable in part to years of experience.     

1988 survey of hospital salaries & job responsibilities for clinical engineers & biomedical technicians.

The Journal of Clinical Engineering has conducted its third survey of the salaries paid to Clinical Engineers and Biomedical Engineering Technicians in U.S. hospitals. This paper reports the salary and work responsibility data obtained from 1,420 professionals in relationship to: Certification; Region of the U.S.; Teaching Versus Nonteaching Facilities; Years of Experience; Education; Union Membership; and Gender. Data are included on Wage Increases and Job Responsibilities. This was the largest salary survey ever obtained in this field. The average BMET I has 2.4 years of experience and earns $19,400 +/- $3,400 (Std. Dev.). The average BMET II has 5.6 years of experience and earns $24,400 +/- $4,700. The average BMET III has 10.2 years of experience and earns $29,300 +/- $5,300. The average BMET Supervisor has 13.1 years of experience and earns $33,600 +/- $5,600. The average Clinical Engineer has 9.4 years of experience and earns $33,500 +/- $7,400. CE Supervisors are the highest paid in the field with an average 13.2 years of experience and an average salary of $43,900 +/- $11,400. Wages remain the highest on the West Coast and lowest in the Southeast. From 1986 to 1987, the nationwide average wages increased for CE Supervisors (+6.6%), BMET Supervisors (+3.1%) and BMET Is (+2.1%) but decreased for nonsupervisory Clinical Engineers (-2.1%), BMET IIs (-.4%) and BMET IIIs (-.7%). the highest quartile of CE Supervisors now earns between $48,900 and $99,000 per year. While certified individuals earn from $532 to $10,670 more than noncertified, a part of this difference is attributable to additional years of experience.     

1989 Survey of hospital salaries & job responsibilities for clinical engineers & biomedical technicians.

The Journal of Clinical Engineering has conducted its fourth survey of the salaries paid to Clinical Engineers and Biomedical Equipment Technicians in U.S. hospitals. This paper reports the salary and work responsibility data obtained from 1,350 professionals in relationship to: Certification; Region of the U.S.; Teaching Versus Nonteaching Facilities; Years of Experience; Education; Union Membership; and Gender. Data are included on Wage Increases and Job Responsibilities. All data are as of 12/31/88. The average BMET I has 2.8 years of experience and earns $19,494 +/- $4,069 (Std. Dev.). The average BMET II has 6.1 years of experience and earns $25,743 +/- $5,176. The average BMET III has 10.5 years of experience and earns $30,434 +/- $5,432. The average BMET Supervisor has 13.0 years of experience and earns $34,339 +/- $5,896. The average Clinical Engineer has 9.8 years of experience and earns $35,605 +/- $4,345. CE Supervisors are the highest paid in the field with an average 12.9 years of experience and an average salary of $45,461 +/- $11,831. Wages remain the highest on the West Coast and lowest in the Southeast. From 1987 to 1988, the wages ranges for all job types increased: BMET Is, +.52%; BMET IIs, +5.3%; BMET IIIs, +3.8%; BMET Supervisors, +2.1%; CEs, +6.3%; and CE Supervisors, +3.6%. The highest quartile of CE Supervisors now earns between $52,200 and $117,700 per year. While certified individuals earn $1,108 to $4,619 more than noncertified, this is attributable in part to years of experience.     

1991 survey of hospital salaries & job responsibilities for clinical engineers & biomedical technicians

The Journal of Clinical Engineering has conducted its sixth survey of the salaries paid to Clinical Engineers and Biomedical Equipment Technicians in U.S. hospitals. This paper reports the salary and work responsibility data obtained from 1,316 professionals in relationship to: Certification; Region of the U.S.; Teaching Versus Nonteaching Facilities; Years of Experience; Education; Union Membership; and Gender. Data are included on Wage Increases and Job Responsibilities. Data are as of 12/31/90 and are compared to 12/31/89. The average BMET I has 2.2 years of experience and earns $22,043 +/- $4,212 (Std. Dev.). The average BMET II has 6.5 years of experience and earns $27,627 +/- $5,466. The average BMET III has 11.6 years of experience and earns $33,843 +/- $6,099. The average BMET Supervisor has 13.5 years of experience and earns $38,159 +/- $7,701. The average Clinical Engineer has 8.5 years of experience and earns $39,127 +/- $7,884. CE Supervisors are the highest paid in the field with an average 13.9 years of experience and an average salary of $51,050 +/- $12,465. Wages are the highest on the West Coast. This year, the lowest wages were in the Southwest. From 1989 to 1990, the wage ranges for all job types increased substantially: BMET Is, +13.4%; BMET IIs, +5.3%; BMET IIIs, +8.0%; BMET Supervisors, +7.9%; CEs, +5.7%; CE Supervisors, +10.4%; and Supervisor, Other, +6.0%. The highest quartile of CE Supervisors now earns between $56,700 and $100,000 per year. While certified individuals earn $158 to $5,702 more than noncertified, this is attributable, in part, to additional years of experience.     

1996 survey of salaries & responsibilities for hospital biomedical/clinical engineering & technology personnel

The Journal of Clinical Engineering conducted its eleventh annual survey of the salaries paid to biomedical/clinical engineering and technology personnel in U.S. hospitals. This paper reports the salary and work responsibility data obtained from 907 professionals in relationship to: Certification; Region of the U.S.; Teaching versus Nonteaching Facilities; Years of Experience; Education; Union Membership; and Gender. Data are included on Wage Increases and Job Responsibilities. Data are as of 12/31/95 and are compared with data as of 12/31/94. The average BMET I has 3.6 years of experience and earns $24,439 + $5,800 (nationwide mean + standard deviation). The average BMET II has 7.4 years of experience and earns $32,592 + $7,300. The average BMET III has 14.7 years of experience and earns $39,844 + $7,100. The average BMET Specialist has 16.1 years of experience and earns $44,484 + $10,400. The average BMET Supervisor has 15.4 years of experience and earns $42,939 + $8,500. The average Clinical Engineer has 11.7 years of experience and earns $44,844 + $9,600. CE Supervisors average 15.9 years of experience and have an average salary of $49,053 + $12,100. The overall group or department Director or Manager has 16.6 years of experience and earns $52,120 + $12,900 on average.     

1985 survey of salaries & job responsibilities for clinical & biomedical engineers & technicians.

The Journal of Clinical Engineering has conducted a broad scope survey of facilities, staffing, wages, benefits, computer equipment, and quality control for Biomedical or Clinical Engineering department in U.S. hospitals. In this two-part, nationwide survey, data were collected from individual on: wages, job responsibilities, certification, union membership, years of employment, and wage increases. The results of the Salary Survey of individuals are presented in this paper. Results of the broader scope Departmental Survey will be presented in a second paper in a subsequent issue of this journal. The present report covers the responses of approximately one thousand individuals and, thus, represents the largest such survey in this field to date. Wages are presented as a function of: hospital bed count, job type, region of country, years of experience, certification, and education. The typical (mean) BMET I has 3.3 years of experience and earns $17,800 +/- $3,900 (Std. Dev.). The typical BMET II has 6.3 years of experience and earns $22,700 +/- $3,900; BMET IIIs have 9.0 years of experience and earn $26,600 +/- $5,100. Clinical or Biomedical Engineers have 10.8 years of experience and earn $30,900 +/- $5,200. Department Heads have 11.8 years of experience and earn $33,500 +/- $7,500. Wages are highest in the West and lowest in the Southeast. From 1984 to 1985, 18 percent of respondents received no raise in pay and 7 percent received pay decreases. Of those receiving positive pay raises, the mean raise was 7.80 percent. Raises were highest in the West. In comparison to medical electronic engineers (IEEE), CEs and BEs earn 34.9 percent less and Department Heads earn 29.4 percent less. The average employee in this field stays with a Hospital for 4.9 years. Certified individuals earn $1,100 to $1,500 more per year.     

1992 survey of salaries & responsibilities for hospital biomedical/clinical engineering & technology personnel

The Journal of Clinical Engineering has conducted its seventh annual survey of the salaries paid to biomedical/clinical engineering and technology personnel in U.S. hospitals. This paper reports the salary and work responsibility data obtained from 1,482 professionals in relationship to: Certification; Region of the U.S.; Teaching versus Nonteaching Facilities; Years of Experience; Education; Union Membership; and Gender. Data are included on Wage Increases and Job Responsibilities. Data are as of 12/31/91 and are compared to 12/31/90. This year, new job categories were introduced for the overall department or group Director or Manager and the BMET Specialist. The average BMET I has 2.4 years of experience and earns $23,647 +/- $4,442 (Std. Dev.). The average BMET II has 6.6 years of experience and earns $30,128 +/- $5,696. The average BMET III has 12.9 years of experience and earns $35,855 +/- $5,942. The average BMET Specialist has 13.5 years of experience and earns $40,910 +/- $8,938. The average BMET Supervisor has 13.3 years of experience and earns $37,905 +/- $6,786. The average Clinical Engineer has 7.4 years of experience and earns $40,413 +/- $7,899. CE Supervisors have an average 12.2 years of experience and an average salary of $46,927 +/- $9,935. The overall group or department Director or Manager has 15 years of experience and earns $49,096 +/- $17,333 on average. Wages are the highest on the West Coast. This year, the lowest wages were in the Southeast. Because of survey changes in supervisor survey categories, year-to-year changes for supervisor wages cannot be evaluated. BMET wages, however, advanced 6% to 9%, year to year. The highest quartile of Director/Managers now earns between $53,000 and $245,000 per year. Certified individuals generally earn up to $3,257 more than noncertified, except for BMET Specialists where the certified respondents earned less than the noncertified.     

The evolution of biomedical equipment technology

This feature article presents an overview of how the biomedical equipment technology field developed. It begins with some of the early medical equipment breakthroughs, such as the discovery of X rays. The article then traces the key role of the military in electronic technology design, leading to the concept of specially trained individuals to maintain medical equipment. The Technical Education Research Center is discussed, along with the evolution of BMET schools. Formal BMET education had a strong advocate in Ralph Nader, whose concerns about electrical safety in hospitals supported the need for trained technicians to test medical equipment. BMET certification, BMET careers, and Clinical Engineering are discussed. The article concludes with some speculation on healthcare reform and its possible effect on the biomedical equipment profession.     

1987 Survey of hospital salaries & job responsibilities for clinical engineers & biomedical technicians.

The Journal of Clinical Engineering has conducted its second survey of the salaries paid to Clinical Engineers and Biomedical Equipment Technicians in U.S. hospitals. This paper reports the salary data obtained from 1,350 professionals in relationship to: Certification; Region of the U.S.; Teaching Versus Nonteaching Facilities; Hospital Bed Count; Years of Experience; Education; Union Membership; and, Gender. Data are included on Wage Increases and Job Responsibilities. This was the largest salary survey ever obtained in this field. New job categories were introduced for BMET Supervisor and CE Supervisor. A new quartile analysis of Wages is introduced. The typical BMET I has 3.1 years of experience and earns $19,000 +/- $4,400 (Std. Dev.). The typical BMET II has 5.9 years of experience and earns $24,500 +/- $4,500. The typical BMET III has 10.8 years of experience and earns $29,500 +/- $5,300. The typical BMET Supervisor has 12.6 years of experience and earns $32,600 +/- $8,800. The typical CE has 7.3 years of experience and earns $34,200 +/- $7,800. CE Supervisors are the highest paid in the field with an average 13.1 years of experience and an average salary of $41,200 +/- $10,100. Wages are the highest on the West Coast and lowest in the Southeast. From 1985 to 1986, respondents received raises ranging from +5.9% to +9.1% depending on job category. The highest quartile of CE Supervisors earns between $46,700 and $86,000 per year. Certified individuals earn from $1,003 to $8,656 more than noncertified.     

1997 survey of salaries & responsibilities for hospital biomedical clinical engineering & technology personnel

The Journal of Clinical Engineering conducted its twelfth annual survey of the salaries paid to biomedical/clinical engineering and technology personnel in U.S. hospitals. This paper reports the salary and work responsibility data obtained from 276 professionals in relationship to: region of the U.S.; teaching versus nonteaching facilities; years of experience; education; certification; union membership; and gender. Data are included on wage increases and job responsibilities as of 12/31/96, and are compared with data as of 12/31/95. The average BMET I has 2.9 years of experience and earns $26,126 +/- $5,800 (nationwide mean +/- standard deviation). The average BMET II has 8.29 years of experience and ears $34,687 +/- $6,300. The average BMET III has 12.7 years of experience and earns $40,960 +/- $6,900. The average BMET Specialist has 16.7 years of experience and earns $46,131 +/- $9,100. The average BMET Supervisor has 15.0 years of experience and ears $44,248 +/- 47,700. The average Clinical Engineer has 13.6 years of experience and earns $44,839 +/- $10,000. CE Supervisors have an average of 21.6 years of experience and an average salary of $59,789 +/- $13,100. The overall group or department Director or Manager has 17.5 years of experience and earns $55,325 +/- $16,200 on average.     

A hospital's role in training biomedical electronics technicians

The need for hospital participation in the undergraduate training of Biomedical Electronics Technicians is discussed in this paper, along with methodology for the training program. The cooperation of a technology school and a hospital in BMET training provides benefits to both with additional unique benefits for the students. The need for continuing education and training of the employed Biomedical Electronics Technician through hospital and technical societies is presented.     

1993 survey of salaries & responsibilities for hospital biomedical/clinical engineering & technology personnel

The Journal of Clinical Engineering has conducted its eighth annual survey of the salaries paid to biomedical/clinical engineering and technology personnel in U.S. hospitals. This paper reports the salary and work responsibility data obtained from 1,497 professionals in relationship to: Certification; Region of the U.S.; Teaching versus Nonteaching Facilities; Years of Experience; Education; Union Membership; and Gender. Data are included on Wage Increases and Job Responsibilities. Data are as of 12/31/92 and are compared to 12/31/91. Last year, new job categories were introduced for the overall department or group Director or Manager and the BMET Specialist. The average BMET I has 3.1 years of experience and earns $24,418 +/- $4,615 (Std. Dev.). The average BMET II has 6.8 years of experience and earns $29,853 +/- $5,782. The average BMET III has 13.3 years of experience and earns $37,205 +/- $6,269. The average BMET Specialist has 13.9 years of experience and earns $42,808 +/- $9,420. The average BMET Supervisor has 13.4 years of experience and earns $39,206 +/- $7,709. The average Clinical Engineer has 9.1 years of experience and earns $40,121 +/- $8,242. CE Supervisors have an average 12.1 years of experience and an average salary of $47,353 +/- $15,501. The overall group or department Director or Manager has 15.7 years of experience and earns $51,237 +/- $16,381 on average. Wages are the highest on the East and West Coasts. Again this year, the lowest wages were in the Southeast. BMET wages advanced up to 4.6%, year to year. The highest quartile of Director/Managers now earns between $56,000 and $212,000 per year. Certified individuals variously earn up to $7,995 more than noncertified.     

1995 survey of salaries & responsibilities for hospital biomedical/clinical engineering & technology personnel

The Journal of Clinical Engineering conducted its tenth annual survey of the salaries paid to biomedical/clinical engineering and technology personnel in U.S. hospitals. This paper reports the salary and work responsibility data obtained from 1,091 professionals in relationship to: Certification; Region of the U.S.; Teaching versus Nonteaching Facilities; Years of Experience; Education; Union Membership; and Gender. Data are included on Wage Increases and Job Responsibilities. Data are as of 12/31/94 and are compared to 12/31/93. The average BMET I has 3.2 years of experience and earns $25,460 +/- $6,600 (std. dev.). The average BMET II has 7.4 years of experience and earns $31,745 +/- $8,500. The average BMET III has 13.3 years of experience and earns $39,383 +/- $7,600. The average BMET Specialist has 13.3 years of experience and earns $43,090 /+- $1,700. The average BMET Supervisor has 14.7 years of experience and earns $42,930 /+- $7,600. The average Clinical Engineer has 10 years of experience and earns $43,169 /+- $11,100. CE Supervisors have an average 13.1 years of experience and an average salary of $47,776 /+- $11,300. The overall group or department Director or Manager has 15.5 years of experience and earns $51,982 /+- $14,000 on average.     

1994 survey of salaries & responsibilities for hospital biomedical/clinical engineering & technology personnel

The Journal of Clinical Engineering has conducted its ninth annual survey of the salaries paid to biomedical/clinical engineering and technology personnel in U.S. hospitals. This paper reports the salary and work responsibility data obtained from 1,335 professionals in relationship to: Certification; Region of the U.S.; Teaching versus Nonteaching Facilities; Years of Experience; Education; Union Membership; and Gender. Data are included on Wage Increases and Job Responsibilities. Data are as of 12/31/93 and are compared to 12/31/92. The average BMET I has 3.7 years of experience and earns $25,464 +/- $4,838 (Std. Dev.). The average BMET II has 7.3 years of experience and earns $31,217 +/- $6,069. The average BMET III has 13.2 years of experience and earns $38,095 +/- $6,187. The average BMET Specialist has 14.3 years of experience and earns $43,017 +/- $9,322. The average BMET Supervisor has 14.2 years of experience and earns $41,194 +/- $7,844. The average Clinical Engineer has 8.4 years of experience and earns $42,392 +/- $7,630. CE Supervisors have an average 13.1 years of experience and an average salary of $47,403 +/- $9,561. The overall group or department Director or Manager has 15.5 years of experience and earns $52,245 +/- $13,567 on average. Wages are the highest on the East and West Coasts. The lowest wages are in the Southeast and Southwest. BMET wages advanced up to 5.1%, year to year. The highest quartile of Director/Managers now earns between $59,000 and $101,000 per year. Certified individuals variously earn up to $5,188 more than noncertified.     

Does the in-hospital BMET face obsolescence?

Changes in electronic technology, increased BMET manpower costs, and changes in hospital purchasing procedures are reducing the hospital's need for an in-hospital, bench technician. A new technologist will probably evolve. As repairs decline, greater emphasis will be placed on device-operator education, the device-patient interface, performance assurance and safety inspections, and coordination of device safety and functional problems. In-hospital BMET's should recognize these changes and prepare themselves for this new role. Certification commissions must establish curriculum and procedural requirements that are responsive to rapid technological change.     

Becoming an effective clinical engineering or biomedical technology manager

The BMET or CE Supervisor is a technical manager who is close to the actual work of a biomedical or clinical engineering department. The MPTI is a management training tool that has identified differences between the effective and less-effective technical managers. These behaviors or styles can be considered and applied to the clinical engineering and BMET work environments. Effective BMET or CE Supervisors have a management identity. They are both people-oriented and task-oriented. They are good problem-solvers, and will plan and structure the work tasks and environment. When the situation requires a change in plans, however, they can adapt to the new situation easily. If a decision needs to be made that affects the organization, they will check with higher management or peer managers. Less-effective BMET or CE Supervisors will make important decisions alone, without checking with others. They plan and structure tasks and the work environment, but they are less willing to change when faced with a new situation. They are not people-oriented, and their ability to assess social situations is low. Their need for achievement recognition is often too high. The work environment has an effect on how the competence of a manager is perceived. A "one-desk manager" in a small, one-person biomedical engineering department has more autonomy than a CE Supervisor in a large department. Working for a medical device manufacturing firm often requires a greater management identity. An engineering consultant is often a managing specialist, rather than a traditional manager.(ABSTRACT TRUNCATED AT 250 WORDS)     

Professional development of the BMET

Acceptance of the BMET into the patient care picture, and recognition of the BMET as an equal contributor to quality patient care are central to the advancement of this relatively new career field. One factor in gaining this acceptance is the overall image presented by those who call themselves BMET's. An understanding of emerging professions and the effect of dress on image enhancement can provide useful insight into the phenomena of professional recognition. A second aspect of development important to any professional is continuing educational growth. A performance-evaluation scheme, stressing and promoting continuing education, is described in this paper.     

医学生躯体主观感觉状况和心理因素的关系

目的：了解医学生的躯体主观感觉状况、个性和心理状态以及3者间的关系，探索与整形美容相关的心理学问题。方法：采用躯体自信量表、症状自评量表和艾森克个性问卷对190名医学生进行调查。结果：医学生躯体自信程度不高。不同性别医学生的躯体自信状况不同，女生的较低；躯体自信程度与男生的E成分正相关，与女生的N分成负相关，不同性别的躯体自信程度均与焦虑成负相关。结论：医学生躯体自信程度较低，其躯体自信与性格、心理状况有关，对整形美容者有进行心理咨询提高自信的必要。     

The Cardiff dental study: A 20‐year critical evaluation of the psychological health gain from orthodontic treatment

Objectives. Despite the widespread belief that orthodontics improves psychological well‐being and self‐esteem, there is little objective evidence to support this ( Kenealy et al., 1989a ; Shaw, O'Brien, Richmond, & Brook, 1991 ). A 20 year follow‐up study compared the dental and psychosocial status of individuals who received, or did not receive, orthodontics as teenagers. Design. A prospective longitudinal cohort design with four studies of the effect of orthodontic treatment. Secondary analysis of outcome data incorporated orthodontic need at baseline and treatment received in a 2 × 2 factorial design. Methods. A multidisciplinary research programme studied a cohort of 1,018, 11–12 year old participants in 1981. Extensive assessment of dental health and psychosocial well‐being was conducted; facial and dental photographs and plaster casts of dentition were obtained and rated for attractiveness and pre‐treatment need. No recommendations about orthodontic treatment were made, and an observational approach was adopted. At the third follow‐up 337 (30–31 year olds) were re‐examined in 2001. Results. Participants with a prior need for orthodontic treatment as children who obtained treatment demonstrated better tooth alignment and satisfaction. However when self‐esteem at baseline was controlled for, orthodontics had little positive impact on psychological health and quality of life in adulthood. Lack of orthodontic treatment where there was a prior need did not lead to psychological difficulties in later life. Dental status alone was a weak predictor of self‐esteem at outcome explaining 8% of the variance. Self‐esteem in adulthood was more strongly predicted (65% of the variance) by psychological variables at outcome: perception of quality of life, life satisfaction, self‐efficacy, depression, social anxiety, emotional health, and by self‐perception of attractiveness. Conclusion. Longitudinal analysis revealed that the observed effect of orthodontic treatment on self esteem at outcome was accounted for by self esteem at baseline. Prior need for treatment assessed in childhood made a small contribution to the prediction of self‐esteem 20 years later in adulthood. Dental status in adulthood, whilst statistically significant, appeared to be of minor importance in a model that included other psychological variables. When prior need for treatment was taken into account there was little objective evidence to support the assumption that orthodontics improves long‐term psychological health.