Justification for new POC position

Hello Ashley, 
The best thing to do is to compile all the hours of work that you currently have.  Include all the instruments you have in your facility and document how long it takes to perform each task.  Include EVERYTHING!!!! Document review ( policy updates, QC review, competency, training, results review and so on).  Instrument maintenance (vendor communications, instrument replacements, correlations, validations).  If you perform lot to lot yourself, and QC verification include the time you spend doing that.  If you look at the POC checklist that can give you a great outline of the things that you need to cover.

Best of Luck

One of the things I had done in this situation was pulling reports on how many additional employees/clinics/training classes we had been doing in the past year.  Once administration saw that we had nearly doubled the employees that needed POC training over the past two years, they were more willing to more forward in the process of getting an additional employee. 

I would look at a list:
How many sites are you covering?
How many (of each device) are you covering? List them out with numbers of each.
How many users are you covering at all sites?
What is your turnover on users and that may be a factor on how much training you have to do.
Are you also covering the LIS  servers/apps part of POC?

If you need more, in the past I have pulled the "Income" profit after figuring materials/user wages est.,  that the POC dept creates for the hospital, list it out for a year for each device you cover.

That money "in" sometimes helps grease the wheels.

If your numbers don't tell the tale, maybe you don't need another, I don't know your numbers.
We have (2) for a 250 bed hospital with  about 5 sites +/- with about a thousand users. +/- I take care of all servers/apps and upgrades......

Normally, the numbers kind of speak for themselves. IMHO
Hope this helps..... Goodluck  

Hi Ashley, I agree with the other posters--if you've established a baseline where you felt staffing was adequate, use those numbers for a beginning. Then add in the additional devices, locations, operators trained, classes taught, other tasks done, projects (like implementing new sites and methods, IT projects). The best way to do this is to show visually, possibly a bar graph showing the growth. We've been successful doing this--my team has grown from 18 total to 26 total. I use the analogy of a bucket. You can't keep adding tasks, devices, operators, etc.--at some point the bucket overflows and keeps overflowing until a larger bucket is obtained.