When veterinary practices fully utilize their credentialed technicians' abilities, it creates a ripple effect of positive outcomes throughout the organization. When veterinary technicians work at the top of their credentials, other roles are also maximized. Doctors benefit the most when they can focus solely on what they do best and what only they can do - diagnosing, prescribing treatments, performing surgery, and communicating their findings and recommendations with clients. For clarity purposes, credentialed veterinary technicians (CrVT) are team members who have attained the title of RVT, LVT, or CVT and is recognized as a licensed professional by the AVMA.
However, this cultural change presents many unique challenges due to the high need for trust and collaboration between doctors and CrVTs. Many doctors fear adverse patient outcomes or injury to their reputation or license and struggle to delegate technical duties fully. They may also not understand the legal scope of a technician’s responsibilities or trust the individual’s skillset.
Likewise, CrVTs may resist expanding their duties and responsibilities due to a lack of trust and psychological safety. They may be uncomfortable with new or advanced techniques or learning new skills. They may also fear overstepping the legal boundaries of their licensing.
Because of these challenges, successfully expanding technician responsibilities requires thoughtful planning and clear communication. Creating a supportive environment where all team members feel confident in these changes is essential for long-term success.
Common Barriers
Concerns about maintaining high medical quality
Lack of clarity on technician capabilities
Concerns or ignorance regarding practice act limitations
Lack of clear practice act guidance, depending on the state
Lack of technician skill or comfort to take on new responsibilities
Hesitation from doctors to delegate certain tasks to technicians
Lack of trust and communication between doctors and technicians
Implementing a role optimization program for CrVTs requires intentional, open, and two-way communication, planning, and clarity. Leadership must work to build trust between leaders, doctors, and technicians. Policies, protocols, and processes should be in place to support the delegation of technical duties and empowerment of the CrVT while ensuring the delivery of safe, high-quality patient care.
Key Implementation Strategies:
Assessment and Preparation
Review state-specific scope of practice laws
Create detailed skills assessment checklists
Develop clear standard operating procedures
Establish training protocols
Document competency requirements
Building Trust and Communication
Hold regular team meetings
Create open dialogue opportunities
Establish clear feedback channels
Document progress and achievements
Celebrate successful transitions
Client Education Components
Introduce technician credentials
Explain role expansions
Highlight specialized training
Share success stories
Demonstrate value-added care
Ongoing Support Systems
Regular skills assessments
Continuing education opportunities
Mentorship programs
Performance recognition
Career development planning
Creating a culture that maximizes technician potential requires ongoing commitment from all team members. Success comes from maintaining clear communication, providing consistent support, and celebrating achievements as technicians grow into expanded roles.
Remember: The goal isn't just to delegate tasks—it's to create an environment where every team member can thrive while providing the highest-quality patient care.
