Wisconsin Diagnostic Laboratories

Michael Baron

Michael Baron, MBA, MS, C (ASCP), executive director of clinical laboratory operations at Wisconsin Diagnostic Laboratories (WDL), created a non-traditional, non-certified tech (NCT) program for candidates with a four-year science degree who are not yet certified laboratory professionals. These NCT team members receive training at the bench supplemented with classroom instruction from a laboratory trainer. These candidates can gain clinical laboratory classroom instruction at a local college/university that provides the appropriate coursework through a collaborative relationship.

Building a Pipeline through Education Partnerships

Mr. Baron established relationships with Milwaukee Area Technical College (MATC) and the University of Wisconsin - Milwaukee in Milwaukee, Wisconsin. Over two semesters, MATC can support classroom education in chemistry, hematology, coagulation and urinalysis to support the NCT in the core lab. Milwaukee can help candidates with microbiology and blood bank instructions. This is a good option for a lab that cannot produce the resources to support its lab trainer. The goal is to get the NCT ASCP certified within the clinical lab area in which they were trained and educated and the candidate is eligible for certification after one year on the job.

Mr. Baron began his clinical laboratory career 34 years ago through a similar route at Rockford Memorial Hospital. With a bachelor’s degree in biology and a minor in chemistry, he received bench training while attending classroom sessions taught by the chemistry medical director. After a year, he became ASCP-certified in chemistry.

When WDL experienced staffing challenges, he recalled how well that model worked and implemented a similar approach. Over the past two and a half years, WDL has successfully produced certified medical laboratory scientists through the NCT program. Building talent internally has become essential for clinical labs. Mr. Baron urges others to develop training programs, often costing less than recruiting or relying on temporary traveler staff.

Scaling In-House Certification Pathways

To launch the program, Mr. Baron hired a lab trainer to work with medical directors and design a curriculum from scratch. Hired trainees are expected to gain certification in chemistry or hematology after a year on the job—or within 30 months at most.

WDL expanded the model to include training tracks in cytogenetics, microbiology, molecular biology and anatomic pathology. The program also supports histology roles such as HT and HTL.

“There is a challenge facing clinical laboratory leadership, as they address recruitment struggles and workforce shortages. It is more critical than ever to find creative ways to raise the lab’s visibility attract new talent and develop your team members.”

Over the past few years, WDL has certified 30 technical staff across various disciplines and a new track is being developed for the blood bank.

Retention among NCT-trained staff has been exceptional—nearly all have stayed with the lab. WDL’s investment in career development fosters loyalty and engagement. The organization, which holds ISO 15189 accreditation, promotes a culture of continuous improvement and succession planning. Leadership stability reinforces this—WDL currently has no vacant leadership roles.

Initial resistance came from professionals who entered the field through traditional pathways. Some worried that unqualified candidates could reduce quality. However, with structured training and competency validation, NCTs have earned their colleagues’ respect. These now-certified medical laboratory scientists have proven their value and WDL is one of the few labs nationally that are not facing technical staffing shortages.

Connecting the Lab Community

To expand the model beyond WDL, Mr. Baron launched the WDL Education Collaborative. This growing network enables lab professionals to exchange ideas about education and staffing. A guest speaker is invited to present each month, with recordings and slides shared afterward.

Interested individuals can join by emailing WDLEducationCollaborative@wisconsindiagnostic. com. Mr. Baron plans to make the full curriculum widely available, allowing other lab leaders to benefit from this framework without starting from scratch.

Raising Visibility through Community Outreach

Mr. Baron’s efforts extend well beyond internal development—he is also working to raise awareness of lab careers in the broader community. Collaborating with educational institutions at all levels, he engages students through a range of outreach efforts, including:

• Hosting a booth and presenting at the Wisconsin HOSA-Future Health Professionals conference

• Supporting Ignite, a Medical College of Wisconsin initiative that introduces students to health science careers through lab tours and hands-on activities

• Visiting schools and offering lab tours and shadowing opportunities

• Creating videos and interactive learning modules for Milwaukee STEAM middle school classrooms

• Participating in the WSCA conference to connect with school counselors

• Attending high school career fairs to promote laboratory careers

Introducing entry-level roles like specimen processors and medical lab assistants to high school graduates, enabling them to work while pursuing MLT or MLS degrees with tuition support Mr. Baron encourages other professionals to use publicly available staff directories to contact local schools. Connecting with even one teacher can open doors for deeper collaboration.

While stepping outside the lab may feel uncomfortable— especially for introverted lab professionals—the return on investment is clear. The WDL Education Collaborative, once a small initiative, now includes more than 400 members and continues to grow.

You are building for the future, as we know these middle and high schoolers will not have an impact for many years, though your actions will help ensure a pipeline for the future.