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Building a Strong Surgical Technology Faculty: A Development Strategy

Keystone Health

Faculty are the heart of any successful surgical technology program. High-quality educators directly impact student learning outcomes, program reputation, and accreditation success. Building and maintaining a strong faculty requires intentional recruitment, comprehensive development, and ongoing support.

The Faculty Challenge

Many programs face significant challenges in recruiting and retaining qualified surgical technology faculty:

  • Limited pool of qualified candidates with teaching credentials
  • Competition from clinical positions offering higher salaries
  • Demands of maintaining clinical credentialing while teaching
  • Need for ongoing professional development
  • Workload associated with accreditation compliance

Understanding these challenges is the first step toward addressing them strategically.

Recruitment Strategies

Identifying Quality Candidates

Look for faculty candidates who demonstrate:

  • Clinical Expertise: Current, active surgical technology practice experience
  • Educational Potential: Interest in teaching and mentoring
  • Communication Skills: Ability to explain complex concepts clearly
  • Commitment to Growth: Willingness to pursue teaching credentials
  • Program Alignment: Values and philosophy aligned with your institution

Recruitment Channels

Effective recruitment uses multiple approaches:

  • Professional networks through AST (Association of Surgical Technologists)
  • Partnerships with surrounding surgical facilities
  • Alumni networks and word-of-mouth referrals
  • Posting on professional organizations’ job boards
  • Targeted outreach to respected surgical technologists

Competitive Compensation

While academic salaries may not match clinical positions, competitive offerings help:

  • Provide competitive salary ranges for geographic area
  • Offer flexible scheduling that allows clinical practice maintenance
  • Provide tuition support for advanced degrees or teaching credentials
  • Include professional development funding and conference access
  • Offer loan forgiveness programs for education credentials

Faculty Development Programs

Onboarding and Initial Support

New faculty need comprehensive support in their first year:

  • Curriculum Orientation: Deep dive into program philosophy, content, and expectations
  • Teaching Methodology Training: Best practices in surgical technology education
  • Assessment Literacy: Understanding and developing effective evaluations
  • Mentoring Relationships: Pairing with experienced faculty for guidance
  • Accreditation Introduction: Understanding standards and compliance requirements

Ongoing Professional Development

Continuous learning ensures faculty effectiveness:

  • Annual attendance at professional conferences
  • Access to teaching workshops and certification programs
  • Journal clubs focused on education research
  • Peer observation and feedback processes
  • Sabbatical opportunities for advanced study or research
  • Tuition assistance for advanced degrees

Teaching Excellence Recognition

Acknowledge and reward excellent teaching:

  • Teaching awards and recognition programs
  • Opportunities to lead curriculum development initiatives
  • Presentation opportunities at conferences
  • Special recognition in program communications
  • Career advancement pathways

Creating a Supportive Environment

Clear Expectations and Evaluation

Faculty perform better when they understand expectations:

  • Document faculty roles, responsibilities, and evaluation criteria
  • Provide regular, constructive feedback
  • Conduct formal evaluations based on established criteria
  • Discuss professional growth and development goals
  • Address performance issues promptly and supportively

Workload Management

Prevent burnout through reasonable workload allocation:

  • Balance teaching, assessment, and committee responsibilities
  • Account for time needed for curriculum development
  • Allow dedicated time for professional development
  • Provide clerical and technical support
  • Rotate demanding assignments and responsibilities

Community Building

Foster a collegial environment:

  • Create regular faculty meetings focused on learning and growth
  • Develop mentoring and peer collaboration relationships
  • Celebrate program achievements and milestones
  • Support social and professional bonding activities
  • Create spaces for informal knowledge sharing

Maintaining Clinical Currency

Faculty who maintain active surgical practice provide invaluable benefits:

  • Current knowledge of operating room practices and technology
  • Credibility with students and surgical facility partners
  • Connection to contemporary clinical trends
  • Modeling of lifelong learning

Support clinical practice maintenance by:

  • Allowing scheduled time for clinical work
  • Facilitating arrangements with local surgical facilities
  • Recognizing clinical work as a professional obligation
  • Protecting this time in faculty schedules

Addressing Challenges

Faculty Burnout

Prevention strategies include:

  • Regular workload assessments and adjustments
  • Mental health resources and support services
  • Opportunities for sabbatical or leave
  • Career development conversations
  • Realistic expectations regarding accreditation demands

Retention

Keep excellent faculty through:

  • Career advancement opportunities
  • Competitive compensation and benefits
  • Professional development support
  • Recognition and appreciation
  • Work-life balance consideration
  • Input into program decisions

Credential Maintenance

Support faculty in maintaining required credentials:

  • Budget for certification exam renewal fees
  • Allow study time before certification exams
  • Provide resources for continuing education requirements
  • Celebrate credential achievements

Evaluating Faculty Development Success

Measure the effectiveness of your faculty development efforts:

  • Faculty retention rates year over year
  • Faculty satisfaction and engagement surveys
  • Student evaluations of teaching effectiveness
  • Faculty credential and degree completion rates
  • Faculty publications and presentations
  • Program accreditation success and recognition
  • Employer satisfaction with graduate preparation

Conclusion

Investing in faculty development is investing in program excellence. Programs that prioritize recruiting quality candidates, providing comprehensive development, and creating supportive environments will attract and retain the best educators. These educators, in turn, prepare exceptional surgical technologists who excel in clinical practice.

Your faculty are your greatest asset. Show them that your institution values their expertise, supports their growth, and recognizes their critical role in preparing the next generation of surgical technology leaders.

Keystone Health can help you develop and implement comprehensive faculty development strategies that strengthen your program and support accreditation excellence.