Radiologic Technologist Salary Guide 2026: Hourly vs. Annual Breakdown

This Radiologic Technologist Salary Guide 2026 breaks down hourly and annual pay across roles, states, and settings in the US, and provides actionable strategies to maximize compensation, benefits, and raises. Using recent allied health salary trends, this article explores pay drivers, specialty premiums, negotiation tactics, and state-by-state differences to help technologists plan careers and understand market movement.

Current pay landscape for radiologic technologists

To understand your earning potential as a radiologic technologist, it’s important to first look at the current pay landscape and the factors driving it. The field of medical imaging is more than just general X-rays. While a Radiologic Technologist (often called a radiographer or RT) is the foundation of the profession, performing diagnostic X-ray procedures, several specializations offer different responsibilities and higher pay. These advanced roles typically require additional certification.

For instance, a CT Technologist operates computed tomography scanners to create cross-sectional images of the body. An MRI Technologist uses magnetic resonance imaging machines, which utilize magnetic fields and radio waves. A Mammography Technologist specializes in breast imaging to detect cancer, and an Interventional Radiology (IR) Technologist works alongside radiologists during complex, minimally invasive procedures like angioplasty or biopsies. Each step up in specialization generally brings a corresponding increase in salary.

As we look towards 2026, the national pay scale reflects strong demand. According to the U.S. Bureau of Labor Statistics (BLS), the median annual wage for radiologic technologists was $77,660 as of May 2024. This breaks down to a median hourly rate of about $37.34. A full-time job at 40 hours per week for 52 weeks is 2,080 hours, so an hourly rate of $37.34 translates to an annual salary of approximately $77,660. The pay scale is quite broad, with the lowest-paid 10 percent earning less than $64,910 and the top 10 percent earning more than $121,420. This wide range highlights the impact of experience, specialization, and location on your income.

The demand for skilled technologists is not slowing down. The BLS projects that employment for radiologic and MRI technologists will grow by 6% between 2022 and 2032, a rate faster than the average for all occupations. This translates to about 16,600 job openings each year, driven largely by technologists retiring or changing careers. Two major trends are fueling this growth. First, the aging of the baby-boom generation is increasing the need for diagnostic imaging to manage age-related medical conditions. Second, there is a significant shift in where healthcare is delivered. More procedures are moving from traditional hospitals to outpatient care centers, which often offer competitive, and sometimes higher, salaries to attract top talent. For example, BLS data shows the median salary at outpatient centers is around $81,000, slightly higher than the $78,510 median for hospitals.

Several market forces are also shaping technologist pay. Hospital budgets and reimbursement rates from Medicare, Medicaid, and private insurers set a baseline for what facilities can afford to pay. At the same time, persistent staffing shortages across the country have created a competitive environment where hospitals and clinics must offer higher wages to fill positions. This has also fueled a boom in demand for highly paid travel technologists, which in turn puts upward pressure on salaries for permanent staff who see what temporary workers are earning.

To give you a clearer picture, here is a summary of typical pay ranges for general radiography and key specialties based on recent national data.

Note: Salary figures are based on 2024 BLS data and other industry sources, with percentile estimates reflecting typical pay progression for specialized roles. Actual salaries will vary.

Understanding hourly pay versus yearly salary

When you’re looking at a job offer, the headline number, whether it’s an hourly rate or an annual salary, only tells part of the story. An offer of $78,000 a year might seem more attractive than $36 an hour, but depending on the details, the hourly job could put much more money in your pocket. Understanding the mechanics behind different pay structures is essential for evaluating your true earning potential as a radiologic technologist.

Most radiologic technologists are paid hourly, which has significant implications for your income. Here’s a breakdown of the common pay models you’ll encounter.

• Hourly (Non-Exempt)
  This is the most prevalent structure in healthcare settings. You are paid for every hour you work. Critically, most hourly technologist roles are classified as “non-exempt” under the Fair Labor Standards Act (FLSA). This federal law mandates that you must be paid overtime, typically at 1.5 times your regular rate, for any hours worked beyond 40 in a workweek. This structure is common in hospitals and 24/7 imaging centers where staffing needs fluctuate.

• Salaried
  You receive a fixed, predetermined amount of money each year, paid in regular intervals. While less common for staff-level technologists, you might see this in outpatient clinics, physician offices, or management roles. A salaried position can be either non-exempt (eligible for overtime) or exempt (not eligible). An exempt status means your pay is the same whether you work 38 hours or 48 hours in a week. Always clarify your classification before accepting a salaried offer.

• Per-Diem (PRN)
  Meaning “as needed,” per-diem roles pay a higher hourly rate to compensate for the lack of guaranteed hours and benefits like health insurance or paid time off. This option offers maximum flexibility but comes with income instability.

• Contract
  Travel technologist assignments fall under this category. These roles offer high weekly pay that often includes a mix of taxable wages and non-taxable stipends for housing and meals. While lucrative, they are temporary and require significant flexibility.

For hourly employees, several factors can dramatically increase your base pay. Shift differentials add a premium, often a few extra dollars per hour, for working less desirable evening, night, or weekend shifts. On-call pay provides a small hourly stipend just for being available, with a much higher call-back rate (often with a guaranteed minimum number of hours paid) if you are required to come in.

To compare offers accurately, you need to do some math. Let’s convert hourly rates to annual salaries. Employers typically use one of two figures for annual hours. 2,080 hours (40 hours/week x 52 weeks) is the standard. Some use 1,920 hours (40 hours/week x 48 weeks) to account for four weeks of unpaid leave.

Here’s how the numbers play out.

At $24.00 per hour:
$24.00 x 2,080 hours = $49,920 annually
$24.00 x 1,920 hours = $46,080 annually

At $34.00 per hour:
$34.00 x 2,080 hours = $70,720 annually
$34.00 x 1,920 hours = $65,280 annually

At $44.00 per hour:
$44.00 x 2,080 hours = $91,520 annually
$44.00 x 1,920 hours = $84,480 annually

Now, let’s factor in overtime. Imagine you’re the technologist earning $34 per hour and you work an average of five extra hours per week.

Overtime Rate: $34.00 x 1.5 = $51.00 per hour
Weekly Overtime Pay: $51.00 x 5 hours = $255
Annual Overtime Pay: $255 x 50 weeks = $12,750
Total Annual Income: $70,720 (base) + $12,750 (OT) = $83,470

That’s nearly $13,000 more than your base salary.

Consider this real-world comparison. A hospital offers an hourly technologist $37 per hour for a night shift position, which includes a $3 shift differential. The base rate is $34. They average six hours of overtime a week. A nearby outpatient clinic offers a salaried technologist position at $82,000 per year with no overtime.

• Hospital Tech (Hourly)
  Base annual pay is $70,720 ($34 x 2080). The shift differential adds another $6,240 ($3 x 2080). Overtime at time-and-a-half ($34 x 1.5 = $51) for six hours a week adds approximately $15,300 a year. Their total compensation is around $92,260.

• Clinic Tech (Salaried)
  Their total compensation is a flat $82,000. They get a predictable schedule but have no opportunity to earn more, even if they stay late.

The hourly hospital tech earns over $10,000 more. To truly compare job offers, you must look at the total compensation package. When you have offers on the table, analyze them side-by-side.

1. Calculate the base annual pay.
2. Estimate potential earnings from guaranteed shift differentials.
3. Realistically project overtime hours and calculate the extra income.
4. Ask about on-call pay structures and average call-back frequency.
5. Factor in the dollar value of benefits, including health insurance premiums, retirement matching contributions, and paid time off. A lower premium or a better 401(k) match is real money.

By breaking down each component, you can see beyond the initial number and choose the offer that best aligns with both your financial goals and lifestyle preferences.

How pay varies by state and work setting

Where you work has a massive impact on your paycheck, both in terms of your state and your specific work environment. A radiologic technologist in a busy California hospital will have a very different financial reality than one in a small clinic in the rural South. Understanding these variations is the first step to maximizing your earnings.

Geographic Pay Differences

Highest and Lowest Paying States
Location is arguably the single biggest factor influencing your salary. States with high demand, strong unions, or a higher cost of living tend to offer better pay. Data consistently shows states on the West Coast leading the pack. According to salary aggregates, states like California and Washington lead the pack with average annual salaries often exceeding $100,000. Other high-paying states include Hawaii, Massachusetts, and New Jersey, often with averages in the $85,000 to $98,000 range.

On the other end, states in the Southeast and parts of the Midwest typically offer lower salaries. The East South Central region, for example, has reported average base salaries closer to $59,000. This doesn’t automatically mean it’s a bad place to work. The key is to balance salary with the local cost of living.

Adjusting for Cost of Living
A $90,000 salary in Los Angeles feels very different from a $70,000 salary in Memphis. To make a true apples-to-apples comparison, you need to consider the cost of living (COL). A simple way to do this is to use an online COL calculator, which compares housing, food, transportation, and other expenses between two cities. For a more technical measure, you can reference the Consumer Price Index (CPI) from the Bureau of Labor Statistics, which tracks inflation and the cost of goods. When evaluating an offer in a new state, always check the latest COL index to understand how far your potential salary will actually go.

Here is a summary of salary data to help you benchmark. Remember that these are averages and can fluctuate based on your exact location, experience, and employer. Data is compiled from sources like the U.S. Bureau of Labor Statistics (BLS) and job board aggregates.

How Your Work Setting Shapes Your Pay

Beyond geography, your employer type plays a critical role. Each setting has a unique operational model that influences its compensation strategy.

• Large Urban Hospitals (Typical Range: $78,000 – $95,000)
  These facilities often pay more because they handle higher patient acuity and volume. The need for 24/7 coverage means more opportunities for shift differentials and on-call pay. Complex cases and trauma care demand a higher skill level, and union representation is more common, which helps standardize pay scales and benefits.
• Community Hospitals (Typical Range: $70,000 – $82,000)
  Pay is usually solid but a step below major urban centers. The pace can be less frantic, but you may be expected to be more of a generalist. On-call and overtime opportunities might be less frequent compared to a Level I trauma center.
• Outpatient Imaging Centers (Typical Range: $75,000 – $88,000)
  These centers are often for-profit businesses focused on efficiency. They can offer very competitive salaries, sometimes exceeding hospitals, to attract top talent who can manage a high volume of scheduled patients. The work is typically Monday through Friday with no holidays, which is a major lifestyle benefit, but it means fewer chances for shift differentials.
• Physician Offices & Clinics (Typical Range: $65,000 – $75,000)
  Pay here tends to be on the lower end. The environment is less acute, patient volume is lower, and the billing structures are simpler. The trade-off is a predictable schedule and often a closer working relationship with a small team.
• Travel Contract Assignments (Typical Range: $90,000 – $130,000+, blended rate)
  Travel contracts offer the highest earning potential. Hospitals use travelers to fill urgent, short-term needs, and they pay a premium for that flexibility. Your pay is a “blended rate” that includes a taxable hourly wage plus tax-free stipends for housing and meals. While the weekly pay is high, these roles lack the stability and benefits of a permanent position.
• Mobile Imaging Services (Typical Range: $72,000 – $85,000)
  Working for a mobile imaging provider involves traveling to nursing homes, correctional facilities, or patients’ homes. This role requires significant independence and problem-solving skills, which can command a slightly higher salary. Pay often includes compensation for travel time or mileage.

To set your target salary, start with the national median wage, which the BLS reported as $77,660 in May 2024. Adjust that figure up or down based on the salary table for your state. Then, factor in your target work setting. If you’re aiming for a high-volume outpatient center in a top-paying state, you can confidently set your target in the upper range. If you’re looking at a physician’s office in a lower-paying state, your expectations should be closer to the lower end of the spectrum. This data-driven approach gives you a powerful and realistic number to bring to the negotiating table.

Specialty premiums credentials and career ladder

While your work setting and state have a major impact on your paycheck, the most direct path to a higher salary is through specialization. Moving beyond general radiography by earning advanced credentials creates new opportunities and adds a significant premium to your hourly wage. This is where you take control of your career trajectory and earning potential. Gaining post-primary certification from the American Registry of Radiologic Technologists (ARRT) is the standard pathway to demonstrating expertise in an advanced modality.

Each specialty carries a different pay premium, driven by factors like equipment complexity, procedural risk, and market demand. Technologists certified in multiple modalities, such as CT and MRI, are especially valuable and can command even higher wages.

Here is a breakdown of common specialties and their financial impact.

The Credentialing Pathway and Return on Investment
To earn these premiums, you must follow the ARRT’s post-primary pathway. This involves completing specific clinical experience requirements and passing a certification exam. The timeline varies, but many technologists can complete the required procedures for a modality like CT in 6 to 12 months through on-the-job training. Some specialties, like MRI or vascular-interventional, may require a more structured educational program.

The investment is relatively low for a significant return. Exam fees are typically $225-$400, and study materials can range from $100 to $500. Many employers, facing shortages of specialized technologists, offer tuition assistance or will reimburse the cost of certification exams and review materials. This makes cross-training an incredibly cost-effective strategy for salary growth. For maximum return, target high-demand, high-premium modalities like MRI and interventional radiography. CT is often a practical first step, as it is widely available and provides a solid foundation for other advanced imaging.

A Sample Career and Salary Progression

Your salary should not stagnate after your first job. A strategic approach to certification and career advancement can lead to steady growth. Here is a realistic progression plan.

• Entry-Level Radiographer (ARRT (R))
  After graduating and passing the ARRT radiography exam, you’ll start as a staff technologist. Your focus is on building core skills. The typical salary band at this stage is $65,000 to $78,000 annually.
• Advanced Modality Technologist (ARRT (R)(CT) or (MR))
  After one or two years, you pursue cross-training and certification in an advanced modality. This move comes with more responsibility and a significant pay increase. Your salary could jump to between $78,000 and $105,000, depending on the specialty.
• Lead Technologist or Charge Tech
  With expertise in one or more advanced modalities, you can step into a lead role. This position involves coordinating daily workflow, training new staff, and managing quality control, often with a pay differential. Expect an annual salary in the range of $85,000 to $110,000.
• Supervisor or Manager
  The final step for many is moving into departmental leadership. As a Radiology Supervisor or Manager, you handle budgets, staffing, and strategic planning. This role requires strong leadership skills and often a bachelor’s degree, commanding a salary of $95,000 to $125,000+.

Each certification you earn is a building block, not just for a higher salary but for a more resilient and fulfilling career. It gives you leverage, opens doors to leadership, and ensures your skills remain in high demand in a rapidly evolving healthcare landscape.

Practical strategies to increase pay and benefits

Knowing your worth is the first step to getting paid what you deserve. But turning that knowledge into a bigger paycheck requires a clear strategy. This is your playbook for actively increasing your pay and improving your benefits package. It’s about being prepared, professional, and persistent.

Benchmark Your Salary Like a Pro

Before you can ask for more, you need to know what “more” looks like. Don’t rely on a single number. Build a comprehensive picture of your market value by checking multiple sources.

• Federal Data: Start with the Bureau of Labor Statistics (BLS). It provides the national and state median wages, which were reported at $77,660 annually in May 2024. This is a great baseline but can be a bit dated.
• Job Boards: Websites like Indeed, Glassdoor, and ZipRecruiter show what employers in your specific city are offering right now. Look at the salary ranges for jobs that match your experience and credentials.
• Professional Associations: The American Society of Radiologic Technologists (ASRT) releases detailed salary surveys for its members. These often break down pay by modality, title, and region, giving you highly relevant data.
• Industry News: Publications like AuntMinnie often cover compensation trends and regional salary differences, highlighting how pay in the Pacific region can be significantly higher than in the South.

Gather this data and find the average range for a technologist with your skills, certifications, and experience in your local area. This number is your anchor for any negotiation.

Timing and Tactics for the “Big Ask”

When you ask is just as important as how you ask. Strategic timing significantly increases your chances of success.

The Best Times to Ask for a Raise:

• During Your Annual Performance Review: This is the most natural and expected time. Your performance is already the topic of discussion.
• After Earning an Advanced Certification: Just passed your CT, MRI, or Mammography boards? Your value to the department has demonstrably increased. Don’t wait for your annual review; schedule a meeting.
• Following Documented Success: Did you lead a project that improved workflow? Consistently receive positive patient feedback? Train several new hires? Use these documented achievements as leverage.

Sample Scripts for Negotiation

Confidence comes from preparation. Practice what you’re going to say. Here are a few templates to get you started.

Email Request for a Meeting:

Subject: Performance and Compensation Discussion

Hi [Manager's Name],

I'd like to schedule a brief meeting next week to discuss my recent performance, my contributions to the team, and my compensation.

Please let me know what day and time works best for you.

Thanks,
[Your Name]

Raise Request Opening Statement:

"Thank you for meeting with me. Over the past year, I've taken on [specific responsibility, e.g., precepting new technologists] and earned my [new certification, e.g., ARRT(CT)] certification. Based on my research of local market rates for technologists with these qualifications, which is between $X and $Y, I am requesting an adjustment to my hourly rate to $Z."

Leverage Every Pay Opportunity

Your base hourly rate isn’t the only way to increase your income.

• Shift Differentials: Evening, night, and weekend shifts almost always come with a pay premium. If your lifestyle allows, picking up these shifts is a direct path to a bigger paycheck.
• Precepting and Education: Many facilities offer stipends or an hourly add-on for training students or new employees. Volunteer for these roles to boost your pay and demonstrate leadership.
• Travel and Locum Tenens Roles: For maximum earning potential, consider travel contracts. The pay is significantly higher to compensate for the temporary nature of the work. The math is simple; a high hourly rate is combined with tax-free stipends for housing and meals, resulting in a much larger take-home pay.

Negotiating Beyond the Salary

A great job is about more than just the hourly wage. If your employer can’t meet your salary request, negotiate your benefits.

Non-Salary Benefits Negotiation Checklist:

• Continuing Education: Ask for a larger annual CE fund or reimbursement for specific certification exam fees.
• Tuition Assistance: If you’re pursuing a bachelor’s or master’s degree, negotiate for higher tuition reimbursement.
• Paid Time Off (PTO): Request an extra week of vacation, especially if you have significant seniority.
• Retirement Contributions: Ask for a higher employer match for your 401(k) or 403(b).
• Flexible Scheduling: Propose a schedule that works better for you, like four 10-hour shifts.

Your 90-Day Action Plan for a Raise

Ready to get started? Follow this simple plan.

Simple Raise Calculator:

(Target Hourly Rate - Current Hourly Rate) x 2080 = Annual Increase
Example: ($38.00 - $35.50) x 2080 = $5,200 Annual Increase

1. First 30 Days (Prepare): Research your market value using the sources above. Create a “brag sheet” listing your accomplishments, new skills, and certifications from the last year. Update your resume.
2. Next 30 Days (Strategize): Draft your talking points and practice them. Use the calculator to determine your specific salary request. Identify the best person to speak with and the ideal time to schedule a meeting.
3. Final 30 Days (Execute): Send your email to request the meeting. During the discussion, present your case calmly and professionally, using your brag sheet as a guide. Follow up with a thank-you email summarizing the conversation.

Frequently Asked Questions

1. What is the current median salary for radiologic technologists and how can I verify it?
As of late 2024, the most reliable data points to a national median salary around $77,660 per year. This figure comes from the U.S. Bureau of Labor Statistics (BLS), which is the gold standard for this kind of data. You can verify this directly on their Occupational Outlook Handbook page for radiologic technologists. Remember, this is a median, meaning half of techs earn more and half earn less. For more current, location-specific numbers, you should also check professional surveys from organizations like the ASRT and real-time salary aggregators on major job boards.

2. Which states pay the most after adjusting for cost of living?
While states like California and Washington consistently top the charts for the highest nominal salaries, their high cost of living can eat up that extra income. When you factor in expenses, the picture changes. States in the Mountain region and some parts of the Midwest and South may offer a better financial advantage. For example, a state with a slightly lower average salary but significantly cheaper housing and taxes could leave you with more disposable income. Use an online cost of living calculator to compare specific offers between cities, not just states, for a true apples-to-apples comparison.

3. What is the impact of travel assignments on my earnings?
Travel assignments can dramatically increase your take-home pay. The structure is key; travel contracts usually consist of a lower taxable hourly wage combined with significant tax-free stipends for housing, meals, and incidentals. This blend means that while your gross pay might look similar to a high-paying staff job, your net income after taxes is often substantially higher. These assignments typically last 13 weeks and offer a great way to see the country while maximizing your earnings, provided you are flexible and can adapt to new environments quickly.

4. Can AI reduce job opportunities or change pay trends in the near term?
For the foreseeable future, through 2026 and beyond, AI is positioned to be a powerful tool for technologists, not a replacement. AI is being integrated to improve image quality, automate routine measurements, and enhance diagnostic accuracy, which can free you up to focus on complex patient care. It is unlikely to reduce job demand. Instead, it may create a need for techs who are skilled in using these new technologies, potentially creating a new path for specialization and higher pay. The hands-on, patient-facing nature of the job remains irreplaceable.

5. When is union membership helpful for a technologist?
Union membership can be very advantageous in large hospital systems or regions with a strong union presence. Unions negotiate collective bargaining agreements that standardize wages, guarantee annual raises based on seniority, and clearly define benefits and working conditions. This provides pay transparency and security. The trade-off is that there is often less flexibility for individual merit-based raises. If you prefer predictable pay scales and strong protections, a union position can be a great fit.

Final takeaways and next steps

We’ve covered a lot of ground, from national averages to the fine print on benefits packages. Now, let’s bring it all together. The most important takeaway is that you are in the driver’s seat of your career. While market forces play a role, your strategic decisions have the greatest impact on your long-term earning potential. As we’ve seen, the national median salary for radiologic technologists hovers around $77,660 annually, or about $37.34 per hour, but this is just a starting point. The real story is in the range, with top earners exceeding $121,000 and entry-level or lower-paying regions starting below $65,000.

The key drivers behind this variation are consistent. Where you work matters immensely, both in terms of your state and your clinical setting. Technologists in the Pacific region, for example, can earn a base salary upwards of $111,000, while those in some Southern states may see averages closer to $59,000. Similarly, working in an outpatient imaging center or for an employment services firm often comes with a higher median pay than a traditional hospital role. The second major factor is what you do. Specializing in advanced modalities like MRI, CT, or radiation therapy provides a significant premium over general radiography. Your hourly rate can climb substantially with each certification you add to your credentials.

Understanding these factors is the first step. Acting on them is what builds a lucrative and satisfying career. Here is a practical, five-step action plan you can start implementing today to take control of your compensation.

1. Benchmark Your Current Pay.
   Before you can ask for more, you need to know your exact market value. Use the data in this guide and resources like the BLS Occupational Outlook Handbook to compare your salary against local, state, and national averages for your experience level and specialty. Are you being paid fairly? This data is the foundation for any future negotiation.
2. Create a Certification Plan.
   Identify one or two advanced modality certifications that are in high demand and align with your interests. Map out the educational requirements, exam dates, and costs. Earning a credential in MRI, CT, or mammography is one of the most direct routes to a significant pay increase.
3. Prepare Your Negotiation Packet.
   Don’t wait for your annual review to think about a raise. Start now by creating a folder where you document your achievements, positive feedback from colleagues and patients, continuing education credits, and any new skills you’ve acquired. Combine this with your market salary research to build a compelling case for why you deserve higher pay.
4. Explore High-Paying Settings.
   If you’re in a hospital setting, start researching opportunities at local outpatient imaging centers or specialized clinics. These facilities often offer more regular hours and higher compensation packages to attract top talent. Update your resume and set up job alerts to stay aware of openings.
5. Consider Travel Tech Opportunities.
   For those with flexibility, travel assignments remain one of the fastest ways to maximize income. Staffing shortages continue to drive high demand and premium pay for traveling technologists. Look into reputable agencies to understand the current contracts available for your specialty.

With this plan, you can set clear and achievable financial goals. For a 6-month goal, you might aim to complete the coursework for a new certification or save a specific amount from overtime shifts. For a 12-month goal, you could target securing a new position with a 10% salary increase or successfully negotiating a 7% raise in your current role. Track your progress in a journal or spreadsheet. Note every application, every networking conversation, and every negotiation outcome. This record keeps you accountable and shows how your efforts translate into tangible results.

The field of medical imaging is not static, and neither are its salary trends. Stay informed by regularly checking resources like AuntMinnie’s annual SalaryScan reports and updates from the Bureau of Labor Statistics. Your career is a long-term investment. By being proactive, informed, and strategic, you can ensure that your compensation reflects your true value and expertise. The demand for skilled imaging professionals is strong and projected to grow, putting the power to shape your financial future firmly in your hands.

References

• Rad Tech Salaries & Increased Job Demand Rising – Advantis Medical
• State of the RT profession more palpable than ever | AuntMinnie
• Radiology Tech Salary by State | 2026 – Nurse.org
• Radiologic and MRI Technologists : Occupational Outlook Handbook
• Top 5 Paying Medical Imaging Careers for 2026
• Radiologic technologists and technicians – Data USA
• Radiology Technologist Salary Guide – Allied Health Schools
• What do Radiologic Technologist do and What is Their Annual Salary?
• Radiologic Technology Employment Data