Actionable Insights from the 2025 GI Reprocessing Landscape Report

Practical strategies GI departments can implement now to build stronger, safer teams

Each year, Pure Processing surveys hundreds of GI professionals to capture the state of endoscope reprocessing across the country. The 2025 GI Reprocessing Landscape Report reflects both progress and persistent challenges, offering a clearer picture of what makes some departments thrive while others struggle with turnover, burnout, and compliance gaps.

But awareness is only part of the equation. Distilling findings into practical, actionable steps that department leaders, educators, and team members can take is key.

1. Strengthen Training with Real-World Scenarios and Recertification Timelines

More than a third of respondents identified training and ongoing development as one of the most common problems in their department. Beyond initial onboarding, many staff feel unsupported in staying current with IFUs, reprocessing techniques, and evolving technologies.

Action Step: Implement structured, recurring refresher sessions.

Include hands-on demos and audits. Incorporate changes to IFUs, updates from infection prevention teams, and real-case “what went wrong” reviews. Tie training to competency documentation and certification prep where possible.

2. Prioritize Ergonomics as a Safety and Retention Strategy

Despite modest improvement, ergonomics and working comfort remain the lowest-rated category in the survey. Many cited physical strain, repetitive motion injuries, and poorly designed workspaces as key contributors to burnout.

Action Step: Conduct an ergonomic risk assessment of the department

Evaluate counter heights, foot traffic, and repetitive movements. Introduce anti-fatigue mats, seating/rest options, and consider rotating duties to minimize overuse injuries. Even low-cost changes can reduce strain and improve satisfaction.

3. Clarify Advancement Pathways and Skill Progression

Nearly 20% of respondents said they leave their departments due to a lack of upward mobility or career development. Without a visible path forward, employees disengage or move on.

Action Step: Create a transparent development plan

Showing how staff can progress from entry-level roles to educator or supervisory positions is key. Consider offering stipends or support for pursuing certifications like CER or CGRN. Recognize and reward technical mastery as much as title advancement. Develop individual pathways for key contributors with high potential.

4. Develop a Departmental Culture Grounded in Recognition

“Lack of appreciation or recognition” ranked as one of the top non-compensation reasons for leaving. In contrast, respondents in high-performing departments emphasized culture, teamwork, and shared pride as strategic differentiators.

Action Step: Build a regular rhythm of recognition

Whether through shout-outs during huddles, monthly spotlight awards, or handwritten thank-you notes, start saying “thank you” more often. Encourage cross-role appreciation between sterile processing, GI techs, and nursing staff. A culture of acknowledgment drives engagement and retention.

5. Modernize Equipment and Validate Cleaning with Confidence

While not the top-cited concern, technology and equipment investment still plays a central role in staff confidence and performance. Delays due to scope shortages, unreliable AERs, or lack of cleaning verification tools, create frustration and risk.

Action Step: Assess your current inventory against volume trends

Ensure all staff know how to properly use and document results from tools like borescopes, ATP testing, and leak testers. Consider more routine re-training on these tools. Advocate for capital investments by linking equipment requests to measurable reductions in reprocessing errors and scope turnaround times. Don’t have your own data yet? Find studies published from reputable sources like Ofstead & Associates to supplement investment requests.

6. Close the Loop on Compliance—Don’t Just Document It

Compliance saw the biggest year-over-year rating increase, a strong sign that departments are investing time, energy, and likely money in meeting standards. But compliance must be a lived behavior, not just paperwork.

Action Step: Turn audits and documentation into training moments

Invite techs and nurses into reviews of recent audit results and feedback. Translate manufacturer guidance into laminated quick-reference guides or videos stored at the point of use. Empower staff to own compliance, not just report it. Run practice audits to find compliance gaps before they become ingrained in workflows.

7. Align Leadership with Visibility and Accessibility

When asked what makes a department exceptional, leadership emerged as one of the most frequently cited themes. Not as a title, but as a presence.

Action Step: Ensure leaders are routinely visible in both the procedure and reprocessing areas

Use rounding, open office hours, and hands-on support to stay connected with frontline challenges. Leadership that listens builds trust that lasts.

Final Thoughts

The 2025 GI Reprocessing Landscape Report isn’t just a snapshot, it’s a roadmap. If you’re leading a department, influencing policy, or working on the front lines of GI care, use these insights to guide your next steps. Small changes, implemented consistently, can reshape both outcomes and morale.

To explore more findings, download the full report later this month and join the growing community of professionals working to elevate GI reprocessing nationwide!

Download the 2024 GI Reprocessing Landscape Report here.