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Objective: The National Association of Psychometrists (NAP) conducted a salary survey to collect data regarding common practices and income of individuals employed as psychometrists., Methods: An email with a survey link was sent to NAP members and posted on the NAP website. There were 118 responses; most from the United States., Results: Canadian data was excluded from compensation analysis due to imprecision in the survey/exchange rates. Most respondents reported full time employment. Respondents' educations were equally split between bachelor's and master's degrees. More than half reported hourly compensation. Most psychometrists see one patient a day and the most frequent age range was adults between 17-59 years old. Administration times ranged from 3-5 h, except in young pediatric populations. Two hours was the most commonly reported amount of time needed to score a test battery. The average hourly wage was $23.00 ± 4.96. Certified psychometrists reported higher average hourly wages (M = 24.57, SD = 4.73) compared to those who are not certified (M = 21.53, SD = 4.76). This difference was statistically significant (p < .001) with a medium effect size (d = .64). Results of the survey also showed a significant increase in income based on years of experience as a psychometrist., Conclusions: The current survey may be used as a baseline for further study of the income and practices of psychometrists in the United States and Canada.

An effective solution to the problem of access to physician services in Canada must extend beyond an over-exclusive focus on the number of providers to consider the behaviour of physicians in greater depth. The amount of labour and associated services supplied by physicians depends importantly on their attitudes regarding work, on practice and non-practice income opportunities, and on the policy environment in which they practise. Hence, the amount of labour supplied by a given stock of physicians can change over time. Only by considering the full range of factors that affect the labour supply of physicians can we effectively plan for physician resources.

Newly trained physicians are leaving Canada in record numbers, a trend that is worrying medical educators and people who track physician migration. As American recruiters skim off many of our well-trained and cost-conscious young family physicians, concern is growing about whether a generation of young doctors will be lost to Canada, even though many underserviced areas need their skills.

A questionnaire was sent to 346 persons certified in clinical engineering (CCEs) worldwide. An impressive 72% return revealed the following: 57% of the CCEs are employed by hospitals, 15% by manufacturers, and 12% by academic institutions; 13% are consultants in private practice. Half of them have been with their current employer for over 9 years; their average age is 44.3 years. Thirty-six percent left hospitals for their present jobs. The median salary of the hospital-based CCEs was in the range of +40,000-45,000/year, whereas that of their non-hospital counterparts was in the range of +50,000-55,000/year. Of the nonhospital CCEs, 25% earned over +70,000/year, while only 3% of the hospital CCEs earned salaries in this category. The mean age of the hospitals CCEs is, however, 4.8 years less than that of the non-hospital CCEs. Although some comments on the profession were particularly critical, the respondents believed strongly that clinical engineering remains a viable career choice and has contributed significantly to health care. Underutilization of clinical engineering talents, particularly in the hospital setting, continues to be the predominate concern and greatest source of job-related frustration.