Shortages in the industry are not limited to one region. Recently, the Greater Memphis Medical Device Council (GMMDC) formed to address the similar problems.

Companies represented by the council's charter members include Big River Engineering, Bioventus, MB Innovations, Medtronic, MicroPort Orthopedics, Onyx Medical, Restore Medical, Smith & Nephew, Surface Dynamics, Titan Medical, Wright Medical, Y&W Technologies and Zimmer Spine.

The GMMDC is also partnering with local high schools, technical schools, colleges and universities to address the lack of preparation in academic programs and tailor those programs to the high level focus required for work in the industry.

“There is a lack of adequately prepared engineers from most universities. Most engineers coming into the medical device arena have a sound knowledge of design theory, but lack an applied understanding of how designs can be manufactured economically,” says Stan McKee, Senior Engineering Manager at Medtronic and Secretary-Treasurer of GMMDC.
“Understanding of manufacturing applications, how tolerances and tolerance stacking affects manufacturing, and knowledge in manufacturing economics are traits rarely evident in bachelor level engineers.

“What needs to be done is that Federal and state legislatures, colleges, technical institutions, and medical device OEMs need to work together to define the needs. Otherwise, we are going to have institutions producing graduates with no place to go. The medical device community will continue to train from within and steal from each other, without a concentrated, tactical approach to resource development.”

Potential employees must have experience working with the advanced technology they will be operating, in order to succeed in the industry.

“The Federal government and states do not correctly fund colleges and technical institutes to provide equipment similar to that used in the medical device manufacturing facilities,” says McKee.

By building talent locally and internally, areas can overcome some of the challenge associated with recruiting skilled workers.

“Recruiting good, young talent can be a problem if the company is located outside of a major metropolitan area,” says Allyn Decker, Director of the Orthopaedic Regulatory and Clinical Affairs Graduate Program at Grace College in Warsaw, Indiana. “Companies are also relying on recruiting firms to fill contract positions, and many times this is a good place for our graduates to begin their orthopaedic career. Our community is also getting serious about improving quality of life, so that living in a smaller city doesn't have to be a big sacrifice.”

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Once strong, skilled employees are brought on board, how can companies maintain these individuals and boost employee morale?

“Cross-functional team opportunities help build loyalty and engagement.” –Allyn Decker, Director Orthopaedic Regulatory and Clinical Affairs Graduate Program (ORCA), Grace College

“Set and understand expectations. Be very clear on where the company’s going, what your vision is, and engage them. We do a visionary session every year to plan for our next year. They’re all involved in that so their voices are heard. Their engagement and alignment is very important.” –Marcia Friesen, President, Orthopaedic Advantage

“Give them the opportunity to grow within an organization and provide them the means to do so with educational and training opportunities. Providing opportunities to acquire professional certifications and degrees allows individuals to have continuous professional and personal improvement. For most of us, we feel good when we are one of the best in our particular area of interest and have the honors to prove it.” –Stan McKee, Senior Engineering Manager, Medtronic Spinal and Biologics 

With education and travel budget cuts, what can orthopaedic professionals do to improve their own performance?

“Join a professional association to access industry-specific continuing education and certifications. Take advantage of local learning programs offered through community colleges. Professionals should also be asking for stretch assignments that allow them to use strengths and skills that go beyond the competencies called for in their existing job descriptions.” –Decker

“Success in any area is usually achieved by those who are willing to do more than others. Unfortunately, that means making personal sacrifices on many levels. Every orthopaedic professional is hired to be a problem solver. Prepare yourself in your area of expertise and solve problems within your organization. That has always been and remains the best formula for anyone to improve their own performance.” –McKee

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This topic will also be addressed in a presentation at OMTEC 2015 titled, Successfully Hone your Leadership Skills.
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