Using wage data available from the Department of Labor’s website U.S. Bureau of Labor Statistics (published May 2022), and the recently published 2023 Report on Compensation and Benefits for Non-DVM Staff from Veterinary Hospital Manager’s Association (VHMA) and the Veterinary Emergency and Critical Care Society (VECCS), a comparison was made of median wages within the upper and lower percentiles for CrVT and assistant categories against the overall median of the respective category. The results are shown in the Resources section below, and the data of each of these resources appear to be comparable.
The overall median wage for a non-credentialed veterinary technician (assistant), a credentialed veterinary technician (CrVT), and a veterinary technician specialist (VTS) was also compared. The data shows that an average assistant earns 20% less than a CrVT, while a specialty certification (VTS) increases the average wage by 20%.
Regional Wage Data for Technical Staff
Resources for regional wage data for CrVTs and assistants are available from both the Department of Labor and the VHMA/VECCS data.
Where sufficient data was available, a comparison was made between the wage statistics. The data suggests that both studies can help establish starting points for appropriate wages for a practice’s technical staff consistent with consideration for the geographic region the practice operates in.
A few noteworthy comments that should be considered, however, when utilizing this data:
The Department of Labor statistics do not clearly define who is included in the category 29-2056 Veterinary Technologists and Technicians. The inclusion of this category under the broader category “Health Care Practitioners and Technical Occupations,” as well as the other healthcare professions included here, suggests it refers to licensed individuals. However, the Department of Labor data more closely correlates to the VHMA-VECCS non-licensed wage data by state. On average, CrVT data per the VHMA-VECCS study is about 19% higher than the median wages published by the Department of Labor.
Similarly, the Department of Labor statistics do not clearly define who is included in the category 31-3096 Veterinary Assistants and Laboratory Animal Caretakers. However, it is reported that the data collected for this category was primarily from employment in Professional, Scientific, and Technical Services as opposed to Scientific Research and/or Colleges and Universities.
Another study that practices may find helpful in establishing wage structures for their technical staff is recent NAVTA data that provides the frequency in which states pay within a salary range. A summary of the results can be found in the NAVTA 2022 Demographic Survey (see Resources section below).
Using these ranges as a guide can help create a leveled compensation strategy for the practice’s technical staff. A leveled compensation strategy involves categorizing staff into different wage ranges that appropriately reward experience, skills, and any certifications the team members earn.
This strategy offers several benefits for both employers and employees:
Ensure Equity and Fairness
Leveled compensation helps ensure fairness and equity within the practice by establishing clear criteria for determining pay levels based on job responsibilities, skills, and experience. This can reduce the likelihood of pay disparities among employees performing similar roles. Also, by benchmarking compensation levels against professional standards, practices can ensure that their staff’s wages remain competitive in the industry, which helps to attract and retain quality team members. See Chapter 4, Topic 2 for more information on leveling programs built for success.
Transparency
Leveled compensation promotes transparency by ensuring employees clearly understand how their compensation is determined. When the pay structure is transparent, employees are more likely to perceive the system as fair, contributing to higher morale and job satisfaction. Additionally, leveling programs can be viewed as a career progression, providing a clear direction for growth in the practice.
Improve Retention & Motivation
A leveled compensation strategy can help retain high-performing employees. Knowing there are opportunities for salary growth and advancement as they progress in their careers can motivate staff to stay with the practice for the long term. The prospect of advancement also serves as an incentive for staff to enhance their skills and take on additional responsibilities.
Control Costs
Leveled compensation strategies can help practices manage labor costs more effectively by providing a framework for salary budgeting. They allow for better control over compensation expenses, making planning and allocating resources easier.
Career Development
Employees can use the leveled structure as a roadmap for their career development. They can see the potential career path within the organization, understand the skills and experience required to move up, and set goals accordingly. This can be a selling point when hiring. Prospective employees are often drawn to practices that offer transparency and clear advancement opportunities.
