Human Resources Management 101 for Physician Practice Owners

Determining what other policies should be developed and listed in the handbook can be challenging, but there is no single policy list or guide. Additional policies in development depend on both the size and nature of the practice, including written policies related to conduct and ethics. These policies should be universal and followed without exception. If there is a need to make exceptions, then the policy should be amended and dated for compliance.

Managing the human resources area of a practice plays a vital role in ensuring employees feel motivated and satisfied in the practice. This will result in creating a patient-centered and risk-free environment. For general human resources questions for your practice, contact the ACR practice management department at [email protected].

Reference

Walker DL, Gans DN (2003). Rightsizing: Appropriate Staffing for Your Medical Practice. Dubuque, Iowa: Kendall/Hunt Pub.

With employees in your medical practice, timely documentation is key.

Telling an employee that they need to improve does not conjure up warm, fuzzy feelings. In fact, many employers dread it and may get gun shy. After all, an employee could take it the wrong way, and the constructive criticism could be ill received. “This is a legitimate fear, because many people have given constructive…

In last month’s “From the College,” we began looking at a management cycle, called the Five Rs of physician leadership, designed to help physician leaders move from being managing-managers to coaching-leaders.

Imagine you have received a remittance for patient John Doe for charge 99214 in the amount of $69.89. Your billing staff reconciles the money and updates the account. Would you consider this a successful reimbursement? If so, it may surprise you to know you have just been underpaid by $20 because the correct fee schedule was $89.89.

Reference

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Incorrect Reimbursements—Is This Your Practice?

Reference

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