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Diagnosis Staffing: Personnel Policies for Medical Offices

 

Hiring people with specific skills for your medical office requires considerable attention to detail. Complying with local, state, and federal laws governing medical records, patient protections, and medical procedures can be complicated. When contemplating new hires, consider the following issues:

  • Medical employee recruiting. Each position requires credentials of one sort or another. Understand how credentials are achieved and that fits into your staffing needs. Then, double check that the applicant has the proper credentials. You may want to consult a professional medical staffing service for the finer details of credentials.
  • Employment laws. There's no shortage of local, state, and federal laws governing employment and the onus is on you to keep up with all the rules and regulations -- from understanding what you can and can't ask in an interview to keeping proper compliance paperwork in case of an audit.   
  • Salary and benefits. A number of websites and other resources can help you determine a fair salary and benefits package for each employee. A search for related job titles and experience in your area can provide details such as median income, sick leave, paid vacation, health insurance, and additional benefits such as flexible savings plans or retirement programs.
  • Employee communications. Set an open tone for personnel communication from the first contact. As you winnow the applicants down from resumes to initial phone calls to interviews, encourage questions as you explain job duties, expectations, and office culture. Create a process to welcome employees on their first day of work and then keep lines of communication open to offer — and gain — feedback.
  • Performance evaluation. Set up a formal employee performance assessment process. Ideally, if communications are open and honest, the content of these evaluations should not surprise either employee or manager. As part of the review process, allow employees to do a self-evaluation. Then, compare your evaluation with theirs to discuss strengths and weaknesses and help improve overall office productivity.

Medical offices, like all offices, go through periods of personnel friction, but setting up human resources procedures from recruiting to employment can help minimize problems before they occur – and save you a lot of stress in the process.

 
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Nelda Fields | Debra Turner
Nelda Fields | Debra Turner
Healthcare Services Group | Partners
(843) 577-5843
healthcare@websterrogers.com
40 Calhoun Street, Suite 320
Charleston, SC 29401
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