Lab Matters Summer 2025 | Page 42

NEWBORN SCREENING AND GENETICS

By Funke Akinsola, program manager, Newborn Screening and Genetics

Newborn screening( NBS) programs play a crucial role in detecting life-threatening conditions in infants, ensuring timely intervention and treatment. However, these programs face significant workforce challenges that threaten their ability to operate efficiently. The APHL NBS Workforce Subcommittee initiated focus groups to understand NBS program activities thought to be essential functions of NBS program activities, to identify critical staffing needs and discuss how unaddressed workforce challenges may affect NBS programs’ capacity to operate at an acceptable standard of care. The Newborn Screening Focus Group Report delves into the state of the NBS workforce, highlighting staffing shortages, recruitment struggles and retention challenges. Addressing these issues is vital to safeguarding the health and future of newborns across the nation.

The Challenge

The report is based on insights from two virtual focus groups conducted in July 2023, along with pre- and postfocus group surveys. It identifies key barriers in hiring and retaining qualified professionals within NBS programs. Some of the primary challenges include:

• Attracting High-quality Applicants. Many NBS programs struggle to compete with private industry salaries and face difficulties in finding experienced professionals, particularly in laboratory and follow-up operations that typically include weekend work.

• Lengthy Hiring Processes. Outdated recruitment systems, rigid job descriptions, and lengthy hiring procedures make it challenging to fill vacant positions in a timely manner.

• Retention Issues. Workforce shortages lead to excessive workloads, increasing the risk of burnout. Additionally, retirements contribute to knowledge loss within the sector.

• Impact of COVID-19. While the pandemic introduced new funding opportunities, it also caused hiring freezes and talent loss to higherpaying industries.

Effective Recruitment and Retention Strategies

Despite these challenges, some programs have found success using strategies such as:

• Upfront Communication. Being transparent about career growth opportunities and offering training has helped manage expectations among new recruits.

• Increased Visibility. Engaging with funding authorities and conducting awareness campaigns in universities have improved recruitment efforts.

• Flexible Work Arrangements. Remote work options and flexible scheduling have contributed to higher job satisfaction and retention.

• Unionization. Some programs have successfully leveraged unionization to improve job security and benefits for employees.

Consequences of Workforce Shortages

Staffing shortages in NBS programs have far-reaching effects, including:

• Delays in Screening and Follow-up. A lack of sufficient staff can hinder timely follow-up for newborns who require further testing, potentially delaying critical diagnoses.

• Inability to Implement New Testing Methods. Expanding screening to include additional disorders is challenging without adequate personnel.

• Compromised Quality Assurance. Workforce gaps can impact the accuracy and reliability of screening processes.

A Path Forward

To address these pressing issues, NBS programs must adopt strategic solutions, including:

• Competitive Compensation. Offering salaries that align with industry standards can help attract and retain skilled professionals.

• Modernized Recruitment Processes. Streamlining hiring procedures and revising job descriptions to reflect NBS-specific skills can improve recruitment efficiency.

• Enhanced Professional Development. Investing in staff training and career growth opportunities will foster expertise and commitment within the workforce.

• Public Outreach and Education. Strengthening awareness campaigns among healthcare professionals and the public can generate interest in NBS careers.

NBS programs are essential to public health, ensuring that infants receive timely diagnoses and interventions for life-threatening conditions. However, persistent workforce challenges threaten their efficiency and effectiveness. By implementing strategic recruitment and retention initiatives, increasing funding support, and enhancing professional development opportunities, NBS programs can build a stronger, more sustainable workforce. The health and well-being of future generations depend on the resilience of these programs— investing in their workforce is an investment in newborn health. g