- Medical Coder and Practice Staff’s Ethi ...Posted 5 hours ago
- Physical Therapy Billing: Using Revenue Cycle ...Posted 8 days ago
- HITECH Act – Economic Stimulus for EMR Adop ...Posted 14 days ago
- Medical Billing Company: How It Works ...Posted 24 days ago
- EMR Solution: The Importance of Its Portabili ...Posted 26 days ago
- Insurance and Benefits for the Average Citize ...Posted 34 days ago
- Healthcare Insurance Simplified – the Patie ...Posted 36 days ago
- Insurance Eligibility and Claims Submission: ...Posted 52 days ago
- CPT Codes Defined ...Posted 54 days ago
- ICD-10 Codes: What Are They? ...Posted 56 days ago
Physical Therapy Marketing: Full-Time and Part-Time Staff
Hiring a full-time or part-time staff really depends on what your practice needs. Take note of some of the pointers that Nitin Chhoda discusses to avoid having too little or too many staff members for your physical therapy business.
As you already know, without a skilled, satisfied, and capable staff, your physical therapy marketing plan for your practice is doomed.
You may be able to do it all on your own, but that might not live up to your expectations and goals.
At first, you may consider hiring just a very small staff, so that you can get things rolling without spending a lot of money.
But if you decided to invest a lot in a physical therapy marketing and management strategy, you may want to open up with a full staff so you are ready for high capacity from the get-go.
A Staffing Plan
Most physical therapy marketing practice managers or owners don’t think about writing up a staffing plan from the start.
If you wait and see how many staff members you’ll need, you may end up with too many or too few staff members, and you may end up hiring the wrong person if you do so in a hurry. Coming up with a staffing plan should be simple and exciting.
The hard part of a staffing plan will be deciding just how many staff members you will need for your practice, including your physical therapy marketing plan. But start with the basics and work your way up.
At first, you will probably need at least one receptionist or medical assistant who can be dedicated to greeting patients, scheduling appointments, and preparing medical records for the physical therapists as patients come in.
Part-Time or Full-Time Physical Therapists
But think about the process as a step-by-step management and have a good physical therapy marketing plan instead of a single hiring bundle.
Perhaps at first, you should consider hiring physical therapists only part-time, scheduling them to come in and work when you have work for them.
Those part-time employees of the business that has physical therapy marketing goals may be the first full-time physical therapists in the future, and they’ll be trained and ready to go once you need them.
Additionally, you should think about when you’ll need in-house billing staff. Some practices like physical therapy business start right up with an in-house medical biller and coder, but you can also hire that out to a company at first so you aren’t adding the cost of another employee.
Your physical therapy marketing staffing plan should include expectations for increases in income, due to increases in demand for your services. When you have a big physical therapy marketing push, perhaps it will be a good idea to hire another physical therapist first, in case you have a lot of interest all at once.
Full-Time vs. Part-Time
It’s also your job to keep your business and physical therapy marketing staff happy and satisfied with the job they have. Many practice owners and managers overlook the fact that a staff member who leaves the practice costs the practice money. You’ll have to train someone new and that causes inefficiencies.
When considering whether to hire full-time or part-time, think about how each staff or your physical therapy marketing and management will benefit from the options you give them. Will they stay longer and be happier with their job if they know they might be working full-time soon? Or do they really want a part-time gig? There is no right or wrong way to hire, as long as you are paying attention to what the practice and the staff need.