Tackling SPD Staffing Shortages: How to Attract and Retain Top Talent

Staffing shortages in Sterile Processing (SPD) have become a critical issue across hospitals and surgical centers. As the demand for sterile instruments continues to rise, many SPD departments struggle with high turnover, burnout, and a shrinking pool of experienced technicians. Without a strong, stable team, patient safety and surgical efficiency are at risk. So, how can healthcare facilities attract, develop, and retain top-tier sterile processing professionals?

Before diving into solutions, it’s important to understand the reasons behind the staffing shortages. One major issue is the lack of awareness of SPD as a career path. Unlike nursing or surgical tech roles, sterile processing positions don’t always receive the same recruitment efforts, making it harder to bring in new talent. Additionally, the demand for SPD professionals is outpacing workforce growth, especially as hospitals perform more procedures and infection control standards continue to evolve. High burnout and turnover rates are another challenge, as sterile processing is a physically and mentally demanding job with long hours and minimal recognition. Compensation can also be a factor—many SPD roles offer lower wages than other healthcare support positions, making it difficult to attract and retain skilled professionals.

To address these challenges, healthcare organizations must prioritize competitive pay and benefits. Conducting salary benchmarking and offering signing bonuses, retention bonuses, tuition reimbursement, and shift differentials can significantly enhance recruitment efforts. Investing in career pathways and professional growth is another important strategy. Encouraging certification and education by covering exam fees for credentials such as CRCST (Certified Registered Central Service Technician) or CSPDT (Certified Sterile Processing and Distribution Technician) can incentivize employees to develop their expertise. Establishing clear career advancement opportunities, such as leadership tracks or specialized roles in quality assurance or education, helps SPD professionals envision a long-term future in the field.

Supporting participation in local and national conferences is another powerful way to invest in professional growth. Attending events like the HSPA Annual Conference & Expo, APIC Infection Prevention Conferences, AAMI Sterilization Standards Meetings, and regional SPD conferences such as SoCal SPA events allows SPD professionals to expand their knowledge, stay updated on industry trends, and network with other experts. Hospitals can encourage this by providing financial assistance for registration fees, offering paid time off to attend, and supporting staff who want to present posters or speak at events. Implementing internal knowledge-sharing sessions, where attendees present key takeaways to the team, ensures that conference insights benefit the entire department. Investing in these opportunities not only enhances skill development but also boosts morale and retention by showing employees that their professional growth is valued.

Beyond career development, improving recruitment efforts is essential. Hospitals can partner with local community colleges, technical schools, and workforce training programs to create a direct pipeline of new SPD technicians. Hosting career awareness events and offering internships or apprenticeships can also attract fresh talent into the field. A structured, standardized onboarding program is equally important in ensuring that new hires receive comprehensive training and feel confident in their roles. Using hands-on simulations, competency-based training, and mentorship programs can accelerate skill development and integration into the team.

Retention strategies should also focus on fostering a positive work environment. SPD is often an unsung department, so implementing employee recognition programs, peer awards, and leadership shout-outs can make a significant difference in morale. Providing opportunities for staff feedback through engagement surveys, focus groups, and one-on-one meetings ensures that employees feel heard and valued. Addressing workload and burnout by investing in automation and technology—such as AI-driven tracking systems, robotic washers, and automated quality control tools—can help alleviate the physical burden on SPD teams while improving efficiency. Additionally, using data-driven staffing models to advocate for adequate FTEs can help prevent chronic understaffing and excessive workloads.

Ultimately, making SPD a desirable career destination requires competitive compensation, professional development, strong training programs, and a supportive work culture. When hospitals invest in their sterile processing teams, they not only enhance retention but also improve patient safety and surgical efficiency. What strategies have worked at your facility to improve staffing and retention? Let’s discuss in the comments!