From upgrades & enhancements to existing equipment, to new hospital department builds, Pure Processing helps medical facilities achieve three key objectives for their equipment investments:
1. Optimal patient safety outcomes
2. Enhanced operational efficiencies
3. Reduced costs associated with worker injuries & ergonomics, instrument damage, and infection risks
By leveraging our expertise and collaborative, partnership-first approach, we can help facilities protect their most important assets: their staff and instrumentation.
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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.
Trends and Takeaways from the 2025 GI Reprocessing Landscape Report
How the GI field is changing—and what that means for your department The 2025 GI Reprocessing Landscape Report is more than a pulse check, it’s a reflection of how GI departments across the country are adapting, improving, and confronting persistent challenges. This year’s survey drew responses from more than 400 GI professionals, including technicians, nurses, nurse managers, SPD crossovers, and department leaders. Their voices offer insight into what’s improving, what’s holding departments back, and what success actually looks like in today’s reprocessing environments. Here are some of the key trends and takeaways from this year’s data: Compliance Is Improving, But It’s Only the Beginning One of the most significant improvements in 2025 was the jump in departmental compliance ratings, which rose from 6.8 to 7.5 (out of 10). This suggests that departments are becoming more focused on documentation, audit readiness, and adherence to IFUs. But while compliance scores are rising, many departments still struggle to turn protocols into daily habits. The increase may reflect improved processes on paper, but not necessarily consistent execution in practice. The challenge ahead lies in translating standards into culture. Ergonomics and Working Comfort Remain Problematic Despite a modest uptick in ratings, ergonomics and working comfort continue to be the lowest-rated departmental category in the survey. GI reprocessing work is physically demanding, often taking place in cramped or outdated spaces. Respondents repeatedly cited fatigue, strain, and the lack of proper equipment design as contributors to burnout and turnover. This isn’t just a staffing issue, however, it’s a safety one. As device complexity increases, so too do the demands on reprocessing professionals. The data shows that investment in ergonomics is not just overdue, it’s critical. Culture and Teamwork Define Exceptional Departments When asked what makes a GI department truly exceptional, responses consistently pointed to culture, collaboration, and leadership. Respondents didn’t emphasize flashy technology or perfect compliance, they emphasized departments where: Colleagues support each other Communication flows freely Leaders are visible and accountable Recognition and trust are part of daily life This qualitative feedback affirms that soft skills and organizational culture are just as important as protocols and tools when it comes to departmental performance. Turnover Isn’t Just About Pay While compensation matters, it’s not the primary reason people leave GI departments. The most commonly cited non-compensation reasons include: Working conditions (e.g., burnout, stress, poor ergonomics) Lack of upward mobility or career development Lack of appreciation or recognition Management or leadership challenges The message is clear: departments that want to retain staff need to think beyond wages. They need to foster environments where people feel valued, challenged, and supported in their growth. Certification, Education, and Experience Shape Perception One of the more nuanced findings in this year’s report is how certification and experience impact departmental ratings: Professionals with GI-specific certifications (e.g., CGRN, CER) consistently rated their departments more favorably. Those with greater experience tended to rate their departments lower—perhaps because they’ve seen what “excellent” looks like and are more attuned to gaps. This suggests that certification programs and continuing education don’t just improve performance—they improve engagement and perception, too. Departments Perform Well, or Poorly, Systemically One of the most striking data points from this year’s survey is how closely departmental ratings correlate across categories. Departments that score well in leadership tend to also score high in culture, processes, compliance, and technology. Those that struggle in one area often struggle in many. This means improvement efforts should be systemic, not siloed. A single equipment purchase or training module isn’t enough. Departments that want to raise their overall performance must build cohesive, cross-functional strategies that touch everything from staffing and equipment to recognition and communication. Looking Ahead The 2025 GI Reprocessing Landscape Report confirms what many already know: the GI field is advancing—but unevenly. Some departments are becoming safer, stronger, and more collaborative. Others continue to face avoidable barriers that impact patient safety and staff well-being. Whether you’re a GI nurse, endoscopy technician, department manager, educator, or infection preventionist, this year’s report offers insights on where to focus, what’s working, and what still needs urgent attention. Download the 2025 GI Reprocessing Report later this month when it’s published. Your next improvement strategy might already be waiting inside. Download the 2024 GI Reprocessing Landscape Report here
2025 GI Reprocessing Landscape Report – Executive Summary
What trends are GI professionals seeing in 2025, and what makes a GI reprocessing department thrive-or struggle? These are the central questions Pure Processing set out to answer in our 2025 GI Reprocessing Landscape Survey. With 406 participants across the U.S. and beyond, the 2025 GI Reprocessing Landscape Report offers the most comprehensive look yet at the challenges, improvements, and realities facing GI teams today. What We Learned Departmental Operations Are Improving, But Not Evenly Ratings for compliance, leadership, and technology all improved compared to 2024 responses. The most notable gain? Compliance, jumping from 6.8 to 7.5 out of 10, suggests that departments are placing greater focus on standard adherence and audits. However, ergonomics and working comfort, despite a slight increase, remains among the lowest-rated areas, pointing to ongoing burnout and strenuous physical demands. Culture, Collaboration, and Leadership Define Exceptional Teams When asked what makes a GI reprocessing department truly exceptional, five themes stood out: Strong teamwork and collaboration A positive culture and morale Access to proper tools and equipment Ongoing training and education Supportive and responsive leadership An emphasis on soft skills and leadership competencies can be the difference between adequate departments, and great ones. Why People Are Leaving Beyond compensation, the leading cause of turnover is working conditions, including stress, burnout, and poor ergonomics. This was followed by lack of career advancement, recognition, and management issues. Retention isn’t just about pay. It’s about meaningful work, growth opportunities, and feeling valued. The Biggest Challenges in 2025 Gastroenterology departments cited a couple challenges taking precedent this year: Staying current with compliance and IFUs Persistent staffing shortages Aging scopes and equipment Difficulty implementing tools like borescopes and cleaning verification Departments need to be strategic, not reactive, especially as device complexity continues to grow. What the Data Tells Us More experience = a more critical eye. The longer someone’s been in GI, the lower their department’s ratings tend to be. That’s not cynicism – it’s deeper insight into what great looks like, and increased expectations. Certification correlates with higher satisfaction. Certified professionals consistently rate their departments more favorably across multiple domains. Strong leadership = stronger culture. When leadership scores are high, so are culture and team morale. Ready to Dive Deeper? From departmental ratings to training to team dynamics, compliance trends, and retention strategies, the full 2025 GI Reprocessing Landscape Report is packed with data-driven insights to help you elevate your department. Download the full report later this month and take the first step toward building a safer, stronger, and more sustainable GI reprocessing environment. Download the 2024 GI Reprocessing Landscape Report here ahead of 2025’s being published!