[Issues Associated with the Management of Clinical Laboratories and Their Future: What is the Problem in Our Laboratory?--Chairmen's Introductory Remarks].

The management of clinical laboratories in hospitals has to be changed in accordance with the trends in the healthcare-providing system. In this symposium, six presenters talked about various issues associated with their laboratories. The issues raised included conflict between specialty and generality, phlebotomy as a duty of laboratory technologists, management of the phlebotomy section, imbalance of numbers between retirees and newcomers, and cooperation with the division of clinical research. Presenters, chairmen, and the audience were able to understand that we are now facing these issues, and we could identify some of their solutions.

[Role of Medical Technologists' Training in the Future].

Tokyo University of Technology established a Faculty of Health Sciences, consisting of Departments of Nursing, Clinical Engineering, Physical Therapy, and Occupational Therapy in 2000, and established the Department of Medical Technology in 2014. Now, more than half a century after medical technologists' education started in 1959, medical technologists' training schools exist in 80 facilities, with universities making up 52 schools. On this occasion, we consider the role of medical technologists' training in the future. The role of the clinical laboratory is to provide quick, timely, and useful medical information for the diagnosis, treatment, and prevention of diseases. Advances in medical technology in recent years have been marked. Today, the appropriateness of clinical laboratory services and systems is evaluated, focusing on the fulfillment of social and technical requirements, and this necessitates medical institutions to disclose their purposes and goal achievement levels. For the advancement of clinical laboratories, the process of assessing their achievements is important, which will maintain and improve reliability and promote development of the organization. Self-assessment is ongoing, and the improvement is required in clinical laboratories. Medical technologists in the future must be able to adapt flexibly to these situations. The nature of medical technologists' training is also similar, as they must acquire practical skills on-site, realize their self-growth potential, and understand that human power is important.

[Mission of Medical Technologists in Emergency Medicine].

A clinical laboratory test is an auxiliary way to facilitate an accurate diagnosis and medical care; therefore, the essence of such clinical tests would not change at all even if laboratory technology and systems are improved. On the top of that, clinical tests have an important responsibility in medical treatment. Especially, a clinical test in emergency medicine or a life-threatening situation is more important to save lives. The responsibility and importance of clinical laboratory tests in patient care are increasing due to the high capability for not only diagnosis but also making critical medical decisions and judging the level of seriousness, emergency, and efficacy of the medical treatment prescribed. Recently, medical treatment became advanced and complicated, meaning that emergency laboratory tests should be prioritized based on the seriousness and critical condition of patients. We, medical technologists, need to work more aggressively and understand the situation. In this report, I would like to share an opportunity with you to comprehend where we are today with rapid improvements in emergency medicine and the latest systems, and to reconsider how we (medical technologists) are responsible for contributing to better patient care. [Review].

[Strategies to Cope with the Shortage of Technologists: Facing the Mass-Retirement of the 'Baby-Boomer' Generation].

In Japan, the primary 'baby-boomer' generation, born between 1947 and 1949, is now in its retirement. This has caused a marked shortage of human resources nationwide. Clinical laboratory technologists are no exception, and many clinical laboratories in Japanese healthcare facilities are struggling with management because the number of new graduates, i.e., newly licensed technologists, is mostly fixed and, therefore, their recruitment is becoming more and more competitive. Our laboratory is now facing a wave of mass-retirement associated with our history. In addition, in the early 2000s, there was almost no position for new graduates replacing those retiring because of the change in the social healthcare system as well as our hospital's policy. This resulted in uneven numbers of technologists in generations, and it seemed to be getting worse. Fortunately, five years ago, the direction of social health care was changed and lots of positions became available as a result. We have been trying to recruit new graduates and experienced technologists as well, and were able to hire 18 people. Among them, 8 were non-freshmen. The generation gap has been mostly resolved. We will continue to make our laboratory more attractive not just to new graduates but also to experienced technologists, especially those who wish to return to work after a several-year absence to raise their children. We believe that this will energize our laboratory.

[Clinical Personnel Training in Laboratory Medicine in Chiba University Hospital during the Past 15 Years].

During the past 15 years, various approaches have been adopted for medical personnel training in the Division of Laboratory Medicine, Chiba University Hospital. Medical personnel have been encouraged to enter the Graduate School of Medicine, Chiba University. At present, 14 of them have successfully completed the Ph.D. program and 16 have been awarded a master's degree. In our unit, clinical proteomics is a principal research subject, and we have identified a number of biomarker candidates in collaboration with clinical units. In Chiba University Hospital, all clinical laboratory physicians are certified as medical geneticists and are in charge of the Division of Clinical Genetics as well. We have treated a total of 1,009 patients, including those with hereditary neuromuscular diseases, familial cancers, and prenatal diagnoses. We have also encouraged medical technologists to become certified as genetic counselors, which may be a promising subspecialty for medical technologists. Mass spectrometry (MS) is a powerful analytical tool used in an increasing number of clinical laboratories around the world. Liquid chromatography (LC) coupled with tandem mass spectrometry (MS/MS) has been used for newborn screening, toxicology, therapeutic drug monitoring endocrinology, and, more recently, for the measurement of targeted proteins and peptides. Matrix-assisted laser desorption ionization-time of flight (MALDI-TOF) has proven to be a rapid and reliable tool for identifying microorganisms. The Japanese Society for Medical Mass Spectrometry has started to certify medical mass spectrometrists, which could be another promising subspecialty for medical technologists.

[Required education for medical technologists of the next generation--chairmen's introductory remarks].

This symposium is named "Required education for medical technologists of the next generation", and is held under the joint sponsorship of the Japanese Association of Medical Technology Education. We received lectures by two speakers from the clinical field and two speakers from a medical technology educational institution. From the perspective of the medical technology education institution, we were introduced to education that is actually being provided. From the clinical perspective, we were given lectures that concretely discussed the necessary role of medical technologists in clinical practice. All of the lectures were very interesting and helpful.

[Future roles of clinical laboratories and clinical laboratory technologists in university hospitals].

Clinical laboratories in university hospitals should be operated with a good balance of medical practice, education, research, and management. The role of a clinical laboratory is to promptly provide highly reliable laboratory data to satisfy the needs of clinicians involved in medical practice and health maintenance of patients. Improvement and maintenance of the quality of the laboratory staff and environment are essential to achieve this goal. In order to implement these requirements efficiently, an appropriate quality management system should be introduced and established, and evaluated objectively by a third party (e.g. by obtaining ISO 15189 certification). ISO 15189 is an international standard regarding the quality and competence of clinical laboratories, and specifies a review of the efficient operational system and technical requirements such as competence in implementing practical tests and calibration. This means the results of laboratory tests reported by accredited laboratories withstand any international evaluation, which is very important to assure the future importance of the existence and management of clinical laboratories as well as internationalization of medical practice. "Education" and "research" have important implications in addition to "medical practice" and "management", as the roles that clinical laboratories should play in university hospitals. University hospital laboratories should be operated by keeping these four factors in good balance. Why are "education" and "research" required in addition to "medical practice" services? If individual clinical laboratory technologists can provide an appropriate response to this question, the importance of the existence of clinical laboratories would be reinforced, without being compromised.

[Current state and the future of medical technologist as a specialist Japanese Association of Medical Technologists].

The recognition mechanism is composed of seven groups that conduct qualifying examinations within each region. The average pass rate in three qualifying examination areas conducted by JAMT is 77.2%. It is necessary to integrate similar qualifying examinations in the future and the new "Integrated management technologist system" has a key role from the aspect of personnel training. Requirements for the integrated management inspection technologist are as follows: 1) Person who obtains many positive evaluations; 2) Excellent personality; 3) Person with a sense of justice; 4) Person with resolution-making abilities and decision; 5) Person who can see the heart of an issue; 6) Person who has the potential to become a leader; 7) Person with crisis-management ability. Also, selected personnel are expected to become leaders not only in their field of expertise but also within their hospital and JAMT management.

[Problems in career planning for novice medical technologists in Japanese national hospitals].

Skills and knowledge regarding many different types of test are required for medical technologists (MTs) to provide accurate information to help doctors and other medical specialists. In order to become an efficient MT, specialized training programs are required. Certification in specialized areas of clinical laboratory sciences or a doctoral degree in medical sciences may help MTs to realize career advancement, a higher earning potential, and expand the options in their career. However, most young MTs in national university hospitals are employed as part-time workers on a three-year contract, which is too short to obtain certifications or a doctoral degree. We have to leave the hospital without expanding our future. We need to take control of our own development in order to enhance our employability within the period. As teaching and training hospitals, national university hospitals in Japan are facing a difficult dilemma in nurturing MTs. I hope, as a novice medical technologist, that at least university hospitals in Japan create an appropriate workplace environment for novice MTs.

Facilitators and barriers to implementing task shifting: Expanding the scope of practice of clinical technologists in the Netherlands.

Despite recent studies confirming task shifting is both safe and effective, its implementation has proven difficult in practice. So too in the Netherlands, where legal barriers enforcing strict professional boundaries have historically limited task shifting. In recent years, Dutch policymakers have experimented with temporary expanded scopes of practice (ESP) for several professional groups, with the aim to facilitate task shifting in order to increase the overall effectiveness and efficiency of health care. The Clinical Technologist (CT), is an emerging new professional group that has received such a temporary ESP pending an evaluation. This paper reports the qualitative findings of the implementation process of providing CTs with an temporary ESP. Data collection consisted of 69 semi-structured interviews, 3 focus group interviews and 9 participant observations, conducted between September 2015 and October 2017. Analysis was conducted through an 'editing analysis style' whereby data were categorized using the conceptual framework of Grol & Wensing's implementation model. The study suggests that social features are of great importance when implementing task shifting. In situations with few social barriers, organizational and administrative barriers seem to be less dominant, thereby expediting the overall implementation process. Consequently, we recommend that policymakers should prioritize social features over organizational features when implementing task shifting.

[The future of laboratory medicine, the future laboratory physician]. / Framtidens laboratorieläkare bör bidra mer med råd och tolkningar - Klokt utnyttjande av ett växande utbud av analyser krävs för att fortsatt kunna ge värdeskapande svar till allt fler.

Internal and external factors influence the future of laboratory medicine. In the coming years point of care testing and faster and cheaper methods of genome sequencing are predicted to become more important. Changes in laboratory organization and demography with an aging population will likewise impact the coming years. An increased information flow between laboratories and clinicians, where symptoms, findings and vital signs are combined with laboratory results and their change over time, has the potential of generating refined reports. Sharing of equipment between laboratory specialities as well as working in conjunction with clinicians in influencing patterns of testing through guidelines and algorithms may also aid in saving precious resources.

Autism Scientists' Reflections on the Opportunities and Challenges of Public Engagement: A Qualitative Analysis.

This article draws upon qualitative interviews in order to examine how UK based research psychologists understand public engagement activities and interactions with autistic advocates. Researchers describe public engagement as difficult and understand these difficulties as stemming from autistic impairments. In particular, it is reported that a heterogeneity of autism impairments means there is little agreement on the form research should take, while socio-communicative impairments make interactions difficult. Conversely, researchers describe autistic individuals as having the capacity to positively influence research. In this paper we discuss the nature of these claims and stress the need for autism-specific modes of engagement to be developed.

Cultivating Research Skills During Clinical Training to Promote Pediatric-Scientist Development.

Physician-scientists represent a critical component of the biomedical and health research workforce. However, the proportion of physicians who spend a significant amount of effort on scientific research has declined over the past 40 years. This trend has been particularly noticeable in pediatrics despite recent scientific work revealing that early life influences, exposures, and health status play a significant role in lifelong health and disease. To address this problem, the Duke University Department of Pediatrics developed the Duke Pediatric Research Scholars Program for Physician-Scientist Development (DPRS). The DPRS is focused on research training during pediatric residency and fellowship. We aim to provide sufficient research exposure and support to help scholars develop a research niche and scholarly products as well as identify the career pathways that will enable them to achieve their research goals. Herein, we describe the DPRS's organizational structure, core components, recruitment strategies, and initial results, and we discuss implementation challenges and solutions. Additionally, we detail the program's integration with the department's residency and fellowship training programs (with particular reference to the challenges of integrating research into small- to medium-sized residency programs) and describe the development and integration of related initiatives across Duke University School of Medicine. The program served as the basis for 2 successful National Institutes of Health Stimulating Access to Research in Residency (R38) applications, and we hope it will serve as a model to integrate formalized research training for residents and fellows who wish to pursue research careers in academic medicine.