Q: Need some advice on creating bonus structures for a C.A. Would like to create incentives, but after 5 months in private practice with continual practice growth, I don't think I can base it on numbers since they generally increase each week. A: Salaries: Be reminded that salaries take a big chunk of your weekly gross. In the Atlanta metropolitan area starting salary for a new inexperienced CA runs from $5.50 to $7 an hour. A PRCA may require more as they should have some experience going in. If you¼ll be training them from scratch, give the same starting salary as a Front Desk CA, although their income should be generated by results and bonuses. The difference is dependent on their overall experience, your ability to pay the difference, and your gut feeling that this person is worth the extra investment. Remember you can always raise the salary .. it¼s difficult to tell them that you made a mistake and ask to lower it. Salary can be given as either a straight amount per week, or a base salary and a bonus dependent on their and the office achievements. Bonuses: If they were assured $7 per hour to start, during a six month period there should be no raise. After six months they are eligible to receive bonuses above their base salary. There should be a game plan that you create month to month. If you have been plotting your office statistics, you know the number of patients each day, each week, and each month, as well as the number of new patients, referrals, re-calls, complimentary evaluations etc. If the PRCA generates a new patient, you can award them $5-10. If the office exceeds the numbers from the previous day, week and/or month they can get a $10-25 bonus for that individual statistic. These may add up individually or collectively. Therefore a creative and energetic CA can see the profit margin in their salary and benefit in profit sharing on an individual basis. The rule is to never compromise and give a bonus even if the number is less than 1 for completion .. and never reward a down trend. Also each bonus is based on a climbing trend .. the next day and month must be better than the past. Monthly Bonus Goals Month ____________ 50 total paid patient visit day = $50 ----- 200 patient visit week = $50 Ä Each new person getting examined via our outside workshops=$5 Ä Each workshop person following through with care =$10* Ä Recall of a previous Patient (6 months) examined and gets adjusted=$5 Ä Patient referral based on survey or your efforts getting examined = $5 Ä Patient referral based on survey or your efforts becoming patient = $10* * must be here for four paid visit Morning Goal= 25/30 Afternoon Goal 40/50* Highlighted is doctor¼s goal If goal is met by you = $25 ----- Dr. Goal met is an additional = $50 Goals are increased to the higher number once a goal is met This is motivational for the PRCA and helps to encourage success How to achieve goals: Ä Call patients who have not been in for their scheduled visit Ä Recall patients who haven¼t been in for awhile Ä Work with patient surveys to activate new patients Ä Work with surveys to create new workshops Ä Work with workshop surveys to get more people here for exams Ä Work with community labels to get more people here Ä Set aside time in the mornings and evenings to make cold calls Ä Create new office and community workshops Set a Goal for Yourself: Set your own Goal: Your opportunity to plan your own bonus. Present this goal to the doctor and discuss what needs to be done and what is a fair bonus Project: ________________________________________ Number or Date of Goal: ___________________________ Value: $ _________________ The drawback of a bonus system: They will eventiually expect this bonus, and conditions out of their control may at times prevent this from happening. Many people like a steady income, and will waive a bonus system. Also, you must be firm and be able to keep the game honest. If you feel your employee is a great worker and doesn¼t need motivation with a bonus, then raise their salary every 6-12 months by 50 cents to a dollar. There is no hard rule, except that salary raises should be for one reason .. an office trend that deserves it. Longevity should not always be the given reason. If your office statistics have been stagnant, it may be time for new blood, even if the person behind the desk has a great personality, is good with money, and even is your mother. Your main goal is your stated purpose, and they should be on purpose too. If there is any stiffling influence in your office it probably is the staff. This isn¼t to say that the doctor is probably the weak link in the office chain, but the staff must work with this link and make it even stronger. Ask any experienced and honest doctor and they¼ll tell you that the hardest thing to do is to let a staff member go, but usually the office picks up afterwards. Disclaimer: If you have a great CA, and they run the office for you with no headaches, keep them forever. The above was not meant to kick CA¼s while they are down, or for you to be suspicious of their motives other than for them to get up in the morning and work as a slave for you, but it is a reminder that CA¼s are expendable, you and your purpose are not.