Replies re: salary/compensation
Description
Collection
Title:
Replies re: salary/compensation
Text:
I posted the following request two weeks ago. Have received nine (9)
responses. Six (6) of which requested I submit/post the replies. The three
responses are edited and at the end.
> With the continually declining reimbursemnets, increasing costs of
> administrative overhead, i am curious as to other facilities compensation
> practices. I will post a summary.
>
> 1-How are practitioners being compensated? salary ranges, benefits
> 2-What incentives are facilities using to generate sales?(yes they have to
> happen otherwise we don't practice O&P)
> 3-What productivity measures are used for practitioners? gross sales? net
> sales? #of patients? device types?
> 4-How are you comparing this to other staff, ie, orthotics vs prosthetics?
> 5-What bonus/incentives/commission structure (if any) have you put in
place?
> 6-How do you rate seniority?
> 7-Do you specify marketing and business developement activities for
> practitioners? such as detailing specific MD's, referal sources, etc.
> 8-How are you addressing cost containmnet strategies-such as reducing
> purchasing costs of materials, etc.
> 9-What region are you in A,B,C,D?
> 10-What measures are in place to verify that correct charges are
> captured/billed?
>
> Should be interesting reading. Thanks in advance.
>
> Ralph W Nobbe, CPO
Just FYI, we track billing, productivity, errors, and each location by
patients seen etc. We absolutely do not hold practitioners accountable for
their sales. That responsibility is left up to a sales rep. I realize most
are not afforded this luxery. Good luck!
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
We have looked at various payment schemes. Our office pays out a bonus based
upon a percentage of net profit for the preceeding quarter. This bonus pool
is then divided up among staff based upon salary. Unfortunately it pays out
more to the highly compensated already and does not account for an
individuals effort. The entire office does share though.
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
My employer has elected to pay all staff on an hourly basis. This includes
practitioners. Office has eliminated all employee benefits in favor of
payrate. Employees are responsible to obtain their own health etc.
+++
responses. Six (6) of which requested I submit/post the replies. The three
responses are edited and at the end.
> With the continually declining reimbursemnets, increasing costs of
> administrative overhead, i am curious as to other facilities compensation
> practices. I will post a summary.
>
> 1-How are practitioners being compensated? salary ranges, benefits
> 2-What incentives are facilities using to generate sales?(yes they have to
> happen otherwise we don't practice O&P)
> 3-What productivity measures are used for practitioners? gross sales? net
> sales? #of patients? device types?
> 4-How are you comparing this to other staff, ie, orthotics vs prosthetics?
> 5-What bonus/incentives/commission structure (if any) have you put in
place?
> 6-How do you rate seniority?
> 7-Do you specify marketing and business developement activities for
> practitioners? such as detailing specific MD's, referal sources, etc.
> 8-How are you addressing cost containmnet strategies-such as reducing
> purchasing costs of materials, etc.
> 9-What region are you in A,B,C,D?
> 10-What measures are in place to verify that correct charges are
> captured/billed?
>
> Should be interesting reading. Thanks in advance.
>
> Ralph W Nobbe, CPO
Just FYI, we track billing, productivity, errors, and each location by
patients seen etc. We absolutely do not hold practitioners accountable for
their sales. That responsibility is left up to a sales rep. I realize most
are not afforded this luxery. Good luck!
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
We have looked at various payment schemes. Our office pays out a bonus based
upon a percentage of net profit for the preceeding quarter. This bonus pool
is then divided up among staff based upon salary. Unfortunately it pays out
more to the highly compensated already and does not account for an
individuals effort. The entire office does share though.
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
My employer has elected to pay all staff on an hourly basis. This includes
practitioners. Office has eliminated all employee benefits in favor of
payrate. Employees are responsible to obtain their own health etc.
+++
Citation
“Replies re: salary/compensation,” Digital Resource Foundation for Orthotics and Prosthetics, accessed November 7, 2024, https://library.drfop.org/items/show/219144.
