NEWS VIEWSSpring 2012
Manitoba Veterinary Medical Association
A closer look At schmallenberg Virus
Winter ConferenCe 2012PHotoAlBUM
Raising the baR
Five steps to stronger communication
WHY teCHS LeAVeretaining aHts in Your clinic
ii MVMA News & Views | Spring 2012
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1MVMA News & Views | Spring 2012
MVMA 2012 CounCiLPresidentDr. Marc Philippot
Past PresidentDr. Chris Kranendonk
Vice PresidentDr. Wayne Tomlinson
Council MembersDr. Leeanne BargenDr. Jacqueline EnnsDr. Marg SewardDr. Bhupinder Singh
MVMA StAffAndrea LearGeneral Manager and Director ofCommunication & [email protected]
Michelle Martin-StrongRegistrar - Licensing and Regulatory [email protected]
Simone GilliesCommunication & Regulatory [email protected]
Araina DowdGeneral Inquiries204.832.1276 (#5 on office answering machine)[email protected]
News & Views Publication informationNews & Views is the members only newsletter of the Manitoba Veterinary Medical Association.
Published quarterly and distributed to approximately 500 veterinarians and animal health technologists, News & Views is where Manitoba’s animal health professionals find their information on the practice of veterinary medicine in Manitoba.
Next deadline: May 6, 2012
Inquiries and Advertising: Simone GilliesCommunication & Regulatory AssociateManitoba Veterinary Medical Association,6014 Roblin Blvd., Winnipeg, MB, R3R 0H4.Manitoba Toll Free: 1.866.338.MVMA (6862)Phone: 204.832.1285 Fax: 204.832.1382Web site: www.mvma.ca
our mission: Veterinarians working together to enhance professional excellence for the health and welfare of animals and Manitobans.
PresideNt’s MessAge Dr. Marc Philippot
Hello everyone! So here I am, trying to type my first president’s message for the News and Views, and have been staring at the screen for the last fifteen minutes, hearing my son play with my iPod and have my wife Kristie make fun of me: “Are you done yet? Are you done yet?” So, for my short time as president, I think I will summarize what MVMA staff, council and I have been up to.
In January, council met with Dr. Lloyd Keddie, president of the CVMA. He came to discuss some of the programs and groups the CVMA is currently involved with, as well as how the loss of membership by BC has affected these programs and our voice at a national level. The CVMA is currently visiting provincial associations and colleges, listening to veterinarians in the hope of finding ways to encourage membership throughout Canada. After our meeting with Dr.Keddie, council passed a motion to continue our membership with the CVMA.
Every year, one of the western provinces hosts the Western Assembly of Veterinary Association (WAVA). This year’s meeting was to be hosted by Saskatchewan. However, because they did not have a winter event, it was decided it would be timely to hold in Manitoba just prior to the start of the MVMA’s annual conference. So, on February 2nd, Andrea, Michelle and I met with the presidents of the other western provinces and their related staff here in Winnipeg. We were updated on the other provinces involvements, and took away a few new ideas in the process. For example, Alberta has been working on a document about prudent use of antimicrobials in food animals. Initially modeled from European prudent use guidelines, and with the aid of the CVMA’s standard procedures, the AbVMA has tailored a document for veterinarians and food animal producers to use. They have shared a draft copy with the MVMA for review and backing, and if we choose to support and use the document, will add our name, and any other association’s name, to the draft.
This year’s MVMA Winter Conference (Feb. 3rd through 5th) was a big success, with one-third of Manitoba`s membership turning up for three days of great CE! We welcomed 14 new colleagues at the licensing exam this year, and had excellent attendance at the AGM on Friday night, where Dr. Jon Seguire was presented with MVMA Lifetime Membership. The “Catch a Contagion” contest brought out the competitive spirit in everyone during our biggest ever MVMA tradeshow - with 28 vendors from across the country joining us over the weekend.
Hot on the heels of our conference and AGM, on February 7th, we issued a press release detailing the new Ear Cropping Bylaw that was passed at the AGM. MVMA staff, council and members, were kept busy talking to the media and interest groups on the matter. Overall, we received much support on the new bylaw, with only a few criticisms.
The following weekend, (February 10th to 12th), I attended the AbVMA’s Leadership weekend and AGM. This weekend provides council, staff and sub-committee volunteers non-scientific CE (e.g. the use of social media, record keeping). A mock trial in front of the AbVMA tribunal and lawyers, was also held, and subcommittees took time to break off to have their meetings and work on council objectives. I presented a report on the weekend and AGM to council during our last meeting on March 7th.
Upon getting home, staff and council continued our talks with MVP about leasing office space at 1590 Inkster. MVP and the MVMA are currently working on a lease agreement. I will keep you all updated on the lease once I have more information.
Well, thank you for your time and patience as you read through this short summary.Until next time,Marc
2 MVMA News & Views | Spring 2012
geNerAl MANAger & director of coMMUNicAtioN ANd AdVocAcy rePortAndrea Lear
A Great Start to the Year! Hello Everyone!I want to start out by thanking everyone who attended the 2012 Winter Conference. This was the biggest and best conference of those I have been involved in. A different approach on speakers and topics was employed this year – high profile, well-known speakers with appeal to many of our members. It seemed to work, as we had almost 150 registrants for CE alone! The feedback about the speakers and the event was very positive. I am already excited about next year and would love to hear any CE suggestions you have.
Another thank-you goes out to our corporate partners and trade-show vendors. These groups contributed approximately $30,000 of revenue to the MVMA. This money is used to sponsor MVMA CE events and other MVMA activities, as well as reduce your membership and event fees. I know it may seem like we harp on you to thank them during the conference and through-out the year, but their support is extremely valuable.
A final thank-you to the staff and volunteers, whose contributions to the conference made it successful. Dr. Marc Philippot, our new president, made himself available for the whole conference; intro-ducing speakers and acting as a contact for member questions or concerns. Araina Dowd, MVMA Secretary-Treasurer, who kept the registration desk running smoothly. And finally, a big thank you to Simone Gillies, MVMA Communication & Regulatory Associate, who worked hard to in developing the trade show and partnerships with our sponsors. She helped to increase sponsorship revenue and also made hug “CVENT” understanding and usage - making CE registration easy.
The year’s AGM ran quite smoothly. The MVMA Council made a few changes to the meeting agenda, including the presentation of the MVMA Life Member Award to Dr. Jon Seguire. Having had the opportunity to both know and work with Jon, I can’t think of a more deserving person, and was delighted to watch him share this honour with so many of his contemporaries. There were good discussions about the various by-laws and issues shared with members. Thank-you to all who came out and participated!
An interesting outcome from the AGM was the media attention regarding the Ear Cropping By-law passed at the meeting. The MVMA issued a press release on Tuesday, February 7th. This story was reported in over 27 local, national and international media sources (that the MVMA staff could track) and was also picked up by Canadian Press (CP). The MVMA directly received over 20 comments from the public about the by-law; about 75% of the public comments support the by-law. The comment in opposi-tion generally came from breeders who were concerned about maintaining breed standard. Thank-you to Drs. Leeanne Bargen, Sheri Gould, Marc Philippot, Jay Thrush, and Ron Worb for mak-ing themselves available to the media.
I hope you have a great spring. Please contact me with any comments or concerns at 204 832 1283 or [email protected].
Cheers! Andrea
coUNcil cHAt Next meeting date: April 11 and May 9 The MVMA Donations and Award Policy was recently updated and then passed on December 14, 2011. This policy sets out guideline regarding sponsorship requirements, memorial dona-tions, scholarships and/or bursaries, and MAHTA office space.
Council discussed the MVMA office space including a review of potential locations as well as member comments from the December 2011 member poll. MVMA Council has identified office space at 1590 Inkster Blvd (leased from MVP) as its first choice location. The MVMA Council needs to ensure the space
will meet the MVMA’s requirements before a lease with MVP can be signed.
The MVMA MAHTA representative, Deirdre Black, attended a portion of the MVMA council meeting. Council discussed with Ms. Black initiatives that could bring the MVMA and MAHTA closer together as partners in animal health. This includes representatives from each association attending portions of the others council/board meetings as well as hosting joint events.
3MVMA News & Views | Spring 2012
Ask tHe registrArMichelle Martin-Strong
3. Advertising No member shall publish, display, distribute or use, or permit, directly or indirectly, the publication, display, distribution or use of any advertisement, announcement or similar form of communication related to the member’s professional services or ancillary services or to a member’s association with, or employment by, any person, or thing, except as permitted by the following: Except as provided in this part, a member may communicate factual, accurate and verifiable information that a reasonable person would consider relevant in the choice of a veterinarian, including the availability of ancillary services that:
a) Is not false, misleading or deceptive by the inclusion or omission of any information. b) Contains no testimonial or comparative statements related to standard of practice or competence..
All advertisements, announcements, displays or similar forms of communication used must be stored in either paper or electronic format by the veterinary clinic/hospital for at least one year.
Advertising Laws ExplainedHello everyone! It was great to see so many of you at the AGM this year. I thought I would take this opportunity to offer some further clarification on the new addition to the MVMA Advertising By-law, and address a related question I recently received.
First, here is the newly ratified Advertising By-law. I have used bold to identify the new addition:
Now I know some folks find it difficult to read “legalese”. So I thought I would share with you what I consider a clear explanation of the changes, provided, provided by one of your MVMA colleagues.
[Members are now required to maintain copies of any print, radio, or video advertisements, announcements or similar forms of commu-nications related to the member’s professional services or ancillary services or to a member’s association with, or employment by, any person, or thing for one year. This would extend to include main-taining photographs of any road side displays or advertisement banners or billboards which may be distributed in the community.
Furthermore, if a website is maintained to promote a veterinarian’s services, a backup copy will need to be made after any changes to the site, and that copy will have to be maintained for one year. . .
The addition of this section was made to help augment the inves-tigation of any concerns or complaints received in regards to any advertisements placed by a member. However, maintaining these records work to a member’s benefit as a permanent record of the advertisement can be used by the member to help defend him/her self should a concern be raised about the ad in question.]
The question I received related to the newly ratified by-law is:
Does the keeping of all advertisements etc. when they are generated by third party advertising on a website fall under this by-law?
The answer is no. The Advertising By-law is intended to set out what kinds of advertising an individual MVMA member or clinic are permitted to do. The new addition requiring members to keep a copy of their advertising for one year, is intended only for member’s advertising, not for third party advertisers that you may find on some of your websites. However, please keep in mind that third party advertisements and articles on your website could be seen by the public as an endorsement of products, services or opinions.
I hope this clarification helps you to understand the new provision and how to work with the by-law.
Enjoy the spring.
4 MVMA News & Views | Spring 2012
oN cAMPUs At WcVMCaitlin Goeres, WCVM Student Representative for the MVMA
Half a year at the Western College of Veterinary Medicine is over and as the New Year begins, I would like to reflect on the past term - on what was learned and accomplished.
There is so much more to attending the WCVM than sitting through lectures and studying for exams. Almost every lunch hour speakers present on a variety of subjects to pique students’ interest. Notable speakers this past term included Gwich’in Elder Randall Tetlichi from Yukon College, who is trained in traditional knowl-edge and healing practices. Elder Tetlichi discussed understanding animals from an Aboriginal perspective and gave insights into the ways in which different people interact with animals. Another speaker, Doug Jack from Fergus, Ontario, visited the WCVM in early October to discuss malpractice and ways to avoid claims. The business club met with Mr. Jack afterward for a round table discussion of veterinary ethics from a legal perspective.
Clubs hold lectures and labs throughout the year for students to learn more about subjects that are of particular interest to them. To name a few, the Emergency and Critical Care Club held its annual sheep necropsy and CPR labs, the Bovine Club taught firearm handling and held a humane euthanasia lab, and the Equine Club held a new lab this year focusing on surgical procedures of the
equine head including trephening, tooth extraction, and sinus draining. The Radiology Club holds weekly lunchtime meetings where students present and discuss interesting radiology cases. Ethics discussions are also held on a weekly basis for students to debate the monthly questions from the CVJ or any other topics of interest.
A new initiative has taken root this year, called Pawsitive Practice which is intended to promote healthier living, reduced stress and balance while at the WCVM. So far, seminars on stress management and nutrition, weekly lunchtime yoga sessions, and evening ZUMBA classes are helping us focus on ourselves and our health outside of school. Pawsitive Practice is part of the Wellness Initiative that is under-way in the health science faculties at the University of Saskatchewan.
Of course, there are always fun times in between the lectures, clubs and classes. A movie night, featuring Up in the Air and the Rocky Horror Picture Show, was held in November. Lollipop sales, cookbook sales, and pancake breakfasts helped round out the end of the term.
Looking forward to the second term, I hope that life at the WCVM will continually get even more fulfilling and exciting. I wish my fellow students good luck in 2012 – study hard, get outside and have fun because the rest of the school year will go quickly.
UPcoMiNg eVeNtsFor more information, or to register for any of these events, please go to www.mvma.ca.
Dr. Temple Grandin To Speak In Brandon, MB Wednesday, May 23, 2012 · 1pm - 4pm · Victoria Inn, Brandon, MB.One of the most celebrated and effective animal advocates in the world speaking on Animal Welfare: The Right Thing to Do. All tickets are compli-mentary. Donations gratefully accepted for the National Farm Animal Care Council. To register and reserve your seat contact the Manitoba Pork Council 204-237-7447 or [email protected]. Manitoba Beef Producers 204-772-4542 or [email protected]. Register online at templegrandin.eventbrite.ca
One of the Most distinguished Equine Hoof Researchers in the World!May 12 & 13, 2012 9am—5pm · University of MB Event Centre · 1 Research Road @ SmartparkDr. Robert M. Bowker DVM, PhD will help us understand what is good hoof form and function and how we can better improve the health and condition of the hoof, whether it’s pathological or not. He will explain how the hoof interacts with the entire body and how most hoof problems are “man made” and can be prevented or rehabilitated if given the oppor-tunity. Cost $175.00. To register go to www.hoofgeeks.com
Proficiency Courses for General Veterinary PracticeJune, 2012 - Calgary, AB The University of Calgary Faculty of Veterinary Medicine and Alberta Veterinary Medical Association are pleased to offer four Clinical Proficiency Courses for General Veterinary Practice in June, 2012, Calgary, Alberta. The courses are designed for veterinarians returning from an extended leave, changing practice fields, or preparing for theclinical proficiency exam. Courses offered this year are: Small Animal Anesthesia, Equine Medicine, Small Animal Surgery and Small Animal Medicine. Please see go to www.mvma.ca and visit the CE section for more details and the registration form (deadline May 1st, 2012). Contact [email protected] for further information or call 403-210-3961.
WCVM June Conference 2012June 7 - June 9, 2012 · Saskatoon, SK The focal point for the College’s continuing education program is the June Conference, held every second year in Saskatoon, Sask. This three-day event provides general practitioners with up-to-date information relating to health issues in food animals, horses, small animals and humans.For more information about the conference’s speakers, presentations and registration go to: www.wcvm.com/junecon2012 or contact Jackie Bahn-mann, WCVM Continuing Education Coordinator. Tel: 306-966-7108 • Fax: 306-966-8747• [email protected]
5MVMA News & Views | Spring 2012
NOW YOu’RE TALkINGFive steps to stronger communication
The TiTle of This column mAy be A liTTle misleADing. if effecTive communicATion in veTerinAry meDicine wAs As simple As A five-sTep progrAm, i coulD wriTe my-self ouT of A job.
Communication happens on two levels in veterinary practice. There are primary care, face-to-face interactions with clients, and the practice-oriented protocols that make communication explicit in staff meetings. Here are five areas to think about and focus on to raise the communication bar in your practice.
1. Write your oWn textbookThink about the role communication plays (or could play) in your practice and write your own textbook for communication standards. It doesn’t need to be onerous. Just by making communication deliberate and thinking about how you hire, train, mentor and evaluate it with your staff is a great place to begin.
2. Hire for competenceMoving from good to great in your staff hires often hinges on communication competency. Hire people that get along with people. Your clinic’s success – business goals, customer satisfaction and adherence – depends in large part on building a team committed to client and patient care.
Getting at the heart of a potential new hire during aninterview can be tough. Have you ever hired someone and after a few weeks wondered “why didn’t we pick up on this in the interview?”
If you don’t hire for the right stuff, it’s hard to be effective with clients. Think about a behavioural interview. After the technical competence, consider what new hires need (and offer) to deal with conflict. Do they have a positive perspective with clients? Are they interested in lifelong learning? Digging deeper into some of these areas will identify staff with the communication skills your team will really benefit from.
3. train and mentor your staffPut ongoing communication training right up there with upgrading technical skills. Accompany technicians
into the exam room and be prepared to give construc-tive feedback on their interaction with clients. Use the sandwich approach to feedback – a positive, then a corrective suggestion, followed by another positive. It might sound like this.
“It’s excellent that you began by asking the pet ownerhow things were going. I’m wondering if it would beuseful to demonstrate how to administer the medi-cation at home. And I really liked the question you asked about other pets in the home – it was open ended and helped you get more information.”
As you coach for success, establish goals with each staff member around technical and communication skills. Go for goals that are measurable, like learning to be a better listener. Then provide feedback related to what you have both agreed they need to work on.
4. Look for different ce opportunitiesAs tough as it can be to not always choose the technical talk, pick up skills-based communication continuing education at your next professional event. Look for training, not just a lecture, ideally with role-playing
incorporated into a practice environment. Even better, go with your whole team. Improving skills as a team will serve your practice much stronger and longer.
5. make it expLicit, every dayEvery conversation you have with staff is an opportu-nity to make communication explicit. Think of it as a post mortem approach. At staff meetings, encourage staff to describe a client meeting – what did they do that was effective, or not effective, and how did they know it worked, or didn’t. Most importantly, have them explain how they would tackle the situation differently next time. You can empower staff when you encourage them to draw on experience, and share it with their entire team. It’s just as important as their technical learning.
Make effective communication part of your every day. Think about it. Talk to your staff about it. And watch the benefits ripple through your entire practice.
This article was reprinted with the permission of Bayer Animal Health.
cindy Adams, msw, phD with marcelCindy Adams, MSW, PhD is an associate professor of veterinary medicine-clinical communication at the University of Calgary. Since 1998, Cindy has been designing communication courses at veterinary schools across North America and teaching to practitioners interna-tionally.
“Have you ever hired someoneand after a few weeks wondered
“why didn’t we pick upon this in the interview?”
6 MVMA News & Views | Spring 2012
AGM AreATHis year’s aGM Had a GreaT aTTendance and included THe presenTaTion of THe MVMa life MeMber award To a Very deserVinG dr. Jon seGuire.
2 0 1 2 MVMA Winter ConferenCe
1 • New and departing MVMA council members chat before the AGM.
2 • Dr. Jon Seguire (left) received his award from long time colleague and
dear friend Dr. Bob Spice. 3 • Dr. Seguire gives his acceptance speech. 4 • A great turnout at your AGM. 5 • The passing of the gavel! Dr. Chris kranendonk passes his
MVMA presidency to Dr. Marc Philippot.
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4 5
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7MVMA News & Views | Spring 2012
Cont. ed. SeSSionS
THis years ce caMe wiTH GreaT success! HiGH profile, well-known
speakers seeMed To resonaTe wiTH MVMa MeMbers. alMosT
150 deleGaTes parTicipaTed!
1 • Speaker Dr. Kate Hodgson prepares for her “Your Role in Community Health” session.
2 • Dr. Michael O’Grady’s Companion Animal Cardiology session was a big
hit with delegates. 3 • Dr. Richard Rusk enjoys a quick break from his
co-presenter duties.
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8 MVMA News & Views | Spring 2012
trAde-SHoWTHe enerGy leVel was HiGH for all THree days of THis years TradesHow. Vendors appreciaTed THe GreaT TurnouT, wHile deleGaTes enJoyed THe opporTuniTy To win a blackberry playbook!
1 • Benson Medical’s Tamara Frykas with Dr. Kevin Millar. 2 • Newly appointed
council member Marg Seward chatted with vendors. 3 • Dr. Max Popp catches
some passing food. 4 • MVMA GM Andrea Lear enjoys some beef tenderloin during a delicious Saturday luncheon. 5 • Dr. Marc
Phillipot speaks with Medi-Cal Royal Canin’s Theresa Collins-Nelson.
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9MVMA News & Views | Spring 2012
SchmAllenberg virus wAs firsT officiAlly chAr-AcTeriseD in november 2011 in germAny from samples collected in summer/autumn 2011 from diseased dairy cattle. It was
also initially detected in dairy cows and in newborn lambs in the Nether-lands where the presence of the virus was confirmed in December 2011.
In February 2012, the Netherlands, Germany, Belgium, the United King-dom and France have reported Schmallenberg virus outbreaks to the OIE as an emerging disease.
Following the emergence of Schmallenberg virus in Western Europe, the OIE convened a meeting of experts to review existing knowledge of the new virus and provide information to its Members and to stakeholders. The conclusions of the meeting have been submitted to the OIE Scientific Commission for Animal Diseases (SCAD) for discussion and endorsement.
The Schmallenberg virus is at the origin of an emerging animal disease that has been found in several Western European countries since the second half of 2011. Identified hosts so far are cattle, sheep, goats and bisons. Based on current available information, experts concluded that the risk for human health is negligible. The experts also determined that the viraemic period (the time during which the virus circulates in the
bloodstream of an infected animal) of Schmallenberg virus is short and that virus transmission most likely occurs by vectors such as mosquitoes or biting midges, with apparent similarity to the transmission of the bluetongue virus.
The experts identified areas of priority for research and collection of scientific data which will assist the development of appropriate prevention and control methods of the disease. The experts also assessed the risk of the possible spread of the disease through trade. They concluded that the risk of disease spread from trade in meat and milk is negligible. For semen, embryos and live animals the experts made recommendations for safe trade.
Although information is still limited and more evidence will become available in coming months, the experts collated all up-to-date scientific knowledge of Schmallenberg virus in a new OIE Technical Factsheet that includes epidemiology, guidance on diagnosis and preliminary advice on prevention and control methods and the recommendations for safe trade: www.oie.int (http://www.oie.int )(under “Specific issues”).
The OIE will continue to collect available epidemiological and scientific information, and regularly update guidance to its Members and the public on this emerging disease.
SCHMALLenBerG VirUS
10 MVMA News & Views | Spring 2012
Since 2005, i’ve workeD for mAniTobA AnimAl heAlTh TechnologisTs, and in that time, two refrains I frequently hear are that animal health technologists are hard to find (par-
ticularly in rural areas), and that once hired, ATHs frequently leave for another clinic, or leave the profession entirely.
Here’s a quick statistic I found after reviewing files of former MAHTA members. 139 out of 183, or a whopping 76%, dropped their MAHTA membership after 5 years or less.
What’s going on?
There are many reasons techs drop their MAHTA membership and/or leave their current employment, either for another clinic or for another line of work. Here are the most common reasons I hear:
simpLe demograpHicsAccording to MAHTA’s 2011 survey, 60% of techs in Manitoba are between the ages of 19 and 34. In fact, only 6% of techs responding to our survey were 45 or over. As well, the majority of AHTs in Manitoba are young women.
Many leave the profession at least temporarily, when they marry and have children. Techs also often move because of their husbands’ jobs. Regardless of the reason, the fact is that MAHTA has many more members on the younger end of the spectrum, which suggests animal health technology is not a ca-reer people stay in for the long term.
pay and benefitsIn the same 2011 survey, when looking at techs’ salaries and benefits, the average wage in clinics was between $16 - $17.99. This is consistent with the 2010 Manitoba non-DVM Wage report conducted by the Canadian Vet-erinary Medical Association. With 82 AHTs reporting, they concluded the median wage in Manitoba was $17.50 per hour. They also concluded the fol-lowing hourly wages corresponded with length of employment in Manitoba:
1 year of employment $16.001 – 2 years $17.003 – 5 years $17.756 – 10 years $18.7010 + years $19.63
Techs with long service eventually find there is no more room upward; they’ve reached the peak of their earning potential. In some cases, this peak is lower than what they can earn in other industries. For instance, a former AHT told me her new job in an office setting pays her a little over double her previous salary as an AHT with 15 years experience. I have
also heard a former member mention techs at her clinic were routinely expected to work overtime, often without pay, as “part of the job”.
The survey also found benefits varied among techs working in veterinary clinics. 48% of respondents received disability insurance, and 65% received extended health benefits. However, only 13% of techs were offered RRSPs, 12% had a pension plan in place and only 6% participated in profit sharing.
Working conditionsOne the biggest criticisms I hear from techs, especially from those that have left the profession, are they feel their work and training is not valued. “Why should we keep up our MAHTA memberships,” they ask, “when people without our education are allowed to do our jobs at some clinics?” They also find they are not allowed to do jobs they have been trained to do, and feel they are merely kennel attendants or secretaries.
Some feel there is little opportunity to advance in their clinic; after a certain point there’s no place to go. “I would say the most common [reason] among my colleagues wanting to change jobs or leave the profession was lack of opportunity to climb the ladder, and lack of new challenges,”
says Jody Martin, former MAHTA president. “In most clinics there is not much beyond their position. Some transition into management or are given responsibilities such as placing the orders. Then what? For the rest of your working years having very little change or challenge. “
Health and saftey concerns are also cited as another factor in eroding the job satisfaction of many AHTs . Though techs are aware they work in a clinical environment, some have concerns about exposure to chemicals, pharmaceuticals and radiation used in clinics.
WHat can be done!
So, what can be done to ensure that AHTs feel satisfied and well-compensated enough in their jobs to make them want to stay?
Hours of Work – Since so many AHTs are young women with families who value time, veterinary owners can retain staff by offering part-time, and casual positions, or allowing the techs to job-share or work flex time
WHY teCHS LeAVeRETAINING AHTS IN YOuR CLINIC
by Judy Reynolds
“...a whopping 76% dropped their MaHTa membership after 5 years
or less. what is going on?”
“when a clinic advertises for an aHT on a regular basis, this raises a red flag
for techs who wonder if this clinic is a satisfying place to work. “
11MVMA News & Views | Spring 2012
benefits – With such low numbers of AHTs being offered pension plans or RRSPs, and with a little over half receiving extended health benefits, techs may not feel they have anything to lose by changing their employment situation. Some seek work in different areas of animal health technology where more benefits are offered, such as research, food inspection or pet insurance. Others will leave the profession entirely.
However, there are choices clinics can make that might offer more to their AHTs without breaking the bank. For instance, by offering disability insur-ance, employers may become eligible to reduce the rate they pay in Employ-ment Insurance (EI). Instead of the employer paying 1.4 times the amount of total EI premiums that employees pay, a lower rate may be used. For more information go to http://www.servicecanada.gc.ca/eng/cs/prp/0200_000.shtml
Several companies offer group benefits and pension plans to small business:Great West Life: http://www.greatwestlife.comManulife: http://www.manulife.caManitoba Blue Cross: http://www.mb.bluecross.ca/
Job satisfaction – To be a registered MAHTA member you must be a graduate of an accredited AHT program, write a national exam, and maintain yearly requirements of continuing education. MVMA bylaws recognize the value of this training and specify only MAHTA members can do specific medical procedures. Therefore, if you are a clinic that hires non-MAHTA members to do tech work, consider that you are not only working outside the MVMA bylaws, but also contributing to the devaluation of the AHT profession, and in turn eroding the morale of trained and registered AHTs.
It goes without saying that Manitoba employment standards should be upheld. Properly compensating staff for overtime, and ensuring a safe and healthy work environment is not only an boon to staff moral, but a right. These are the responsibilities of a clinic owner.
An interested employee is more likely to stay at their job, than one who is bored or feels devalued. Therefore, giving AHTs tasks that provide
challenges and a change of pace helps to keep them engaged. Allowing your techs to work to their full potential and use all of their skills they have been trained to use will not only help your practice, but may help you retain staff!
mentoring and LeadersHip – AHT Kim Morton says there is often a gap in knowledge when a new grad begins working at a clinic. “Many tech students and new grads need someone in the clinic to be friendly and helpful as they navigate their new situation. They might not always be welcomed into the clinic as they should be.” Many students have unpleasant experiences during practicums and may develop a disdain for the profession even before they graduate. New grads may feel pressured to carry out tasks they have not yet acquired the skills to perform. Some may become disillusioned enough to quit or to leave the profession entirely.
To help new grads transition into fully functioning AHTs who provide value to a clinic, a mentoring system can be employed, pairing the new grad with a senior AHT. New grads who are provided with such support are more likely to remain as long-term employees.
Human resources – Clinics that have high staff turnover need to evaluate their management styles and abilities. Lack of management or human resources skills may lead to poor employee relations and job dis-satisfaction. When a clinic advertises for an AHT on a regular basis, this raises a red flag for techs who wonder if this clinic is a satisfying place to work. Clinics should consider if they might benefit from HR training, to retain their current staff, as well as attract talented prospective employees.
Salaries and benefits are huge determining factors in AHTs decisions to stay at particular clinics - or in deciding to seek employment elsewhere. But the way an AHT feels about her workplace and the work she does is also important. If a clinic provides a respectful, safe environment, and an AHT is given work that is engaging and challenging, she is less likely to move on. Animal Health Technologists want to be valued members of your animal care team.
12 MVMA News & Views | Spring 2012
EquinE inFEctious AnEmiA POSITIVE SASkATCHEWAN CASESEquine Infectious Anemia (EIA) has been detected in Western Canada, particularly in northern parts of British Columbia, Alberta, the Yukon and Saskatchewan. In Saskatchewan in 2011, there were 102 animals on 15 premises confirmed to have EIA infected animals. In 2012, there have been an additional 58 EIA cases (February 23) found in Saskatchewan.
EIA is a potentially fatal viral disease affecting horses and other members of the equine family, such as donkey and mules. EIA infected animals remain carriers of the virus for life and can be a source of infection for other horses.
Controlling the spread of the disease effectively and in a timely manner is a key priority for the Canadiand Food Inspection Agency (CFIA) and the Canada’s equine industry. The EIA program is a shared one, and testing for the disease is mainly related to movement of horses. Through export requirements, racing ,show and other activities in manitoba there were 2690 horses tested in 2011.
deSpite tHe neGAtiVe findinGS for eiA in MAnitoBA, WitH tHe CoMinG VeCtor SeASon And HorSeS MoVinG ACroSS WeStern CAnAdA, expoSUre to eiA iS poSSiBLe.
Widespread testing for EIA needs to be encouraged so that the disease does not get established in certain populations without being discov-ered or controlled. In the past, the industry response to EIA infection has been for horse shows to require a negative test before horses can be allowed to compete. This required testing both detects the disease in unapparent carriers and limits the risk to the co-mingled horses.
To minimize the risk of EIA exposure, CFIA advises horse owners and operators of equine facilities to practise sound biosecurity and to consult with their veterinarian about testing when horses co-mingle - particularly if they are purchasing or receiving animals from the areas mentioned above. Practitioners play an important role in educating their clients about the importance of biosecurity in controlling the spread of diseases.
The current EIA program consists of two components. Under the first component, horse owners voluntarily pay to have their horses tested when they are identified by the industry (i.e. movement into shows, point of sale, etc.). Testing is conducted by private veterinary practitioners and EIA private laboratories accredited by CFIA for that function. The second component of the program is the mandatory response with EIA as a reportable disease, for which the CFIA is responsible.
Each time an EIA positive horse is discovered, it must be reported to the CFIA and disease control measures are implemented on the premises. All susceptible animals must test negative to be allowed to move off the property. Horses in contact with the reactor within 30 days of the sampling date are also tested. All EIA test-positive
horses are retested and reactors with clinical signs are ordered destroyed. Owners of horses that are confirmed positive for EIA without clinical signs must choose whether to either keep the horse in a permanent quarantine or have it destroyed. With destruction of the horse, CFIA o pays compensation based on market value (maximum amount payable of $2000 per horse).
Accredited laboratories charge owners an extra $2 for each animal tested to offset the cost of the CFIA’s mandatory response. While this amount may, in some years, cover the cost of compensation, it does not cover CFIA’s cost in terms of manpower and operating cost. This is provided as a service to the industry.
To keep up with information on EIA, please go to the CFIA website:http://www.inspection.gc.ca/animals/terrestrial-animals/diseases/eng/1300388388234/1300388449143
Dr. Lynn Bates, Canadian Food Inspection Agency
13MVMA News & Views | Spring 2012
AnimAl HEAltH tEcHnologist REquiREd
– BEAusEjouR, mB
Beausejour Animal Hospital is seeking a third Animal
Health technologist to its active five veterinarian,
mixed animal practice family. We are situated 30 min-
utes east of Winnipeg in a small friendly community
with all the amenities.
our established practice is well staffed and fully
equipped. the duties would be primarily companion
animal, however an interest in large animal could
definitely be pursued.
the successful candidate will be an enthusiastic
team player with strong work ethics and the ability
to manage their time efficiently. Most importantly,
this individual must be client oriented and have
good customer service skills. please submit resume
Full timE VEtERinARiAn REquiREd
– BRAndon, mB
Grand Valley Animal Clinic is a busy, progressive
mixed animal practice located in Brandon, Manitoba.
We are seeking a full time veterinarian to join our team
of four full time veterinarians. We have a large, well
staffed, well equipped clinic with in-house lab,
digital radiology , Co2 laser , ultrasound ( small and
large animal ), small animal dental unit, etc. We offer
a competitive salary (guaranteed base salary + com-
mission), C.e. allowance, association dues paid an-
nually as well as health and dental benefits.
We are looking for a motivated mixed animal
veterinarian with a bias towards small animal medicine
and surgery. Mixed call shared equitably. We pride
ourselves on fostering individual strengths, creating
a team atmosphere where veterinarians can excel in
areas of interest while still enjoying the well- rounded
environment of mixed practice in a strong rural
community. Brandon, a city of 45 000, is the second
largest city in Manitoba and was recently named
one of the top 10 cities in the country to live! it offers
the best of both city and rural life. new grads are
welcome to apply. Contact dr. Joe Gray of the Grand
Valley Animal Clinic. 304 pacific Ave., Brandon, MB,
R7B 3X7. e-mail : [email protected] • Tel : (204) 728-0033
Full timE VEtERinARiAn REquiREd
– WinnipEg, mB
full time veterinarian required for 100% small animal
practice. We are a modern practice with a strong
referral base. experience and/or an affinity for sur-
gery an asset.our focus is on providing complete
veterinarian services for our patients and encourag-
ing the animal/owner/veterinarian bond. our hospital
is interested in mentoring and encouraging staff to
reach their personal best and excellence. Salary com-
mensurate with ability and experience. Ce and benefit
package available. please contact Sharon topnik at
transcona Veterinary Hospital. Wpg, MB. 222-5251
or email at [email protected]
VEtERinARiAn REquiREd
– WinnipEg, mB
Southglen Veterinary Hospital is looking for a pro-
gressive Companion Animal Veterinarian to join our
4 doctor practice. We strive to provide the best pos-
sible veterinary care to our dedicated clients and
patients. We offer a relaxed work atmosphere with
an excellent support team of 6 ft and 2 pt rAHts,
5 ft receptionists and other support staff.
our practice is a little over 3 yrs young and we are
open extended hrs and have specialized equipment
such as: Ge logiq p6 ultrasound machine, full idexx
Vet lab Suite including proCyte, CoAG analyzer,
Catalyst & U/A analyzer, Sound technologies dr unit
(flat panel dr), iStAt blood gas analyzer, cardiopet
eCG monitor, Sp02, etC02, niBp monitor, an electro
surgery unit and positive pressure Ventilator.
We offer a competitive salary that is above the
current industry standards (65K-70K per annum for a
recent grad and 85k-95k per annum for an experi-
enced vet) and potential for bonus. Benefits include:
life, medical, vision, dental, and travel insurance, paid
Ce, professional dues and uniform allowance. ideal
candidates will have excellent interpersonal & com-
munication skills, well organized with a genuine
interest in providing compassionate care for our furry
friends. experience (2 yrs or more) would be an asset.
Visit us at www.southglenvethospital.ca or drop in
for a tour. please email your resume to [email protected]
or fax 204-253-3998
VEtERinARiAn REquiREd
– nEEpAWA, mB
our busy 61 year old mixed animal practice is 40%
small animal and 60% large animal, with the large
animal split between cattle and swine with some
equine work. Most of the swine work is with large
producers, many of them with modern up to date
facilities. We do in house orthopedics and emphasize
quality care. the clinic is extremely well equipped
with ultrasonography, in house diagnostics, endo-
scope, surgical monitoring equipment, dental
equipment, power float and an amazing hydraulic
rotational tilt table for bovine use.
farm calls are done with a 2 year old portavet
unit and crew cab 4 by 4 truck.
the practice is staffed with very competent and
friendly doctors and support staff. We strive for
excellent patient care, great client relations and a
supportive work environment.
neepawa is a progressive small town of 4,000
with many local attractions, close to riding Mountain
national park, located between Winnipeg and Bran-
don. We have a great school system, many local
cultural events (including local theatrical groups)
and the area offers hiking/cycling, cross country
skiing, lakes, fishing, downhill skiing, golfing, fitness
classes, shopping among other things. prospective
applicants are welcome to call and arrange a clinic
and town tour.
new grads welcomed and encouraged. Salary
based on experience and enthusiasm. Holidays,
sick days, Ce and licensing fees are provided. there
is minimal on call at most times of the year.
Applicants are asked to apply as below. dr. fawcett
Taylor: office-1-204-476-5677. Cell 1-204-841-0400.
pARt timE VEtERinARiAn REquiREd
– sElkiRk, mB
Are you looking for a great work environment and
experienced, dedicated AHts and support staff?
do you strive to provide the best medicine to your
patients and compassion to your clients? Selkirk
Animal Hospital is looking for a part-time veteri-
narian to join their small animal practice, 20 minutes
north of Winnipeg. We are well equipped with an
in-house lab, digital radiology, dentistry, and more.
A competitive salary, benefits, paid Ce and profes-
sional dues are offered. this position can be very
flexible with no after-hours call. opportunity for
eventual partnership and/or buy-out exists. Contact:
dr. fred Lindenschmidt or Cindy Shymko, Hospital
Manager (RAHT) ph :(204) 482-4401 fax: (204) 482-8624
VETERINARY CLASSIFIEDS
14 MVMA News & Views | Spring 2012
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