Staff

The cost of staffing can consume as much as 30 percent of operating expenses for a medical practice. However, don't be tempted to cut staff. Instead, invest in your staff so you get and keep highly motivated, productive people on your team.

According to our 2010 Physician Compensation Survey, group size can be a big factor in how much you earn. Find out how your income stacks up to that of your peers.

Taking the time to develop accurate and current job descriptions, schedule annual performance reviews, and make yourself available to employees, will reap rewards for both you as a manager and your practice.

In her MGMA session on the internal checks and balances practices should implement to prevent fraud and embezzlement, Susan F. Childs noted that 75 percent of businesses have a risk of theft or embezzlement. Is your practice at risk? Find out how to assess your practice procedures and prevent theft in your practice.

Workplace negativity can drag down a practice and its staff, hurting both patient care and the bottom line. So what can you do to boost staff morale and encourage teamwork at your office?

With a growing shortage of primary-care physicians, NPs are fast becoming the resource of choice

Chances are you are going to get audited in the next few years. But don’t panic - use our audit guide to get your practice prepared instead.

Effectively controlling costs in a medical practice essentially means controlling personnel costs.

The federal government’s commitment to encourage more health information technology means there is a need for some 50,000 health IT workers in the next five years. One organization answering that call is the Oregon Institute of Technology, which just launched a health informatics degree program.

If you’re confused about the federal incentives to buy an EHR and what meaningful use means, you're not alone. We have the answers in our 2010 Technology Survey.

Advance preparation is your key to successfully managing the ICD-10 conversion. Here’s what your practice needs to know and do to get ready.

Here’s how to skip the drama and hire right the next time at your medical practice.

Like most administrators, your education and experience have given you all the tools you need to help your practice succeed - Not that you’ll get the chance to prove it. When you find that your tasks are overwhelming your projects, that’s when it’s time to hire an assistant.

A sample review form for staff performance.

Consider this template for annual or quarterly reviews of the performance of business managers in your practice. Of course, make sure your review reflects goals set at the beginning of the year or in a job description.

Detailed elements to consider when reviewing workflow in your office. Use this checklist to help define staff responsibilities and best methods to make workflow seamless.

An easy way to find out what patients think of your practice -- and where you need to improve.

Employee fatigue and lack of engagement can be tricky problems for managers to combat. But there are ways to challenge and inspire your staff without breaking the bank. Here’s how to re-energize and recharge your team.

Unfortunately, physicians are not immune to the growing threat of identity theft and data breaches. Check out our guide to keeping your personal information secure.

It’s hard to know how much is enough when it comes to recruiting and paying staff. Wouldn’t it be great if you knew what everyone else was paying their staff and could compare? Now you can. Our staff salary survey returns for a second year of national and regional salary stats, plus expert advice from seasoned veterans.

After many months and much debate, healthcare reform in America is now a reality.

Want a sure way to make your staff feel valued while finding out what needs improvement? Just ask ’em. Here’s how to seek staff input.

Everyone wants a trustworthy financial planner, but how to find one? Here’s your guide to asking the right questions.

A new employee is typically hired based on the strength of her skills and experience. What's frequently overlooked, however, is how well her personality fits with the practice culture.

It is important to take the time to review the rules with your staff, so that everyone understands exactly what incident-to billing requires.

Thinking of leaving your practice? Plan ahead to avoid problems with malpractice insurance, non-compete clauses, and other issues.

Many practices use midlevel providers to care for patients with routine complaints. But it’s important to understand their legal scope of practice and necessary level of supervision.

It’s tough to get away from the office without worrying you’ll come back to a mountain of work. But taking time for yourself is crucial. Here’s advice on doing it right.

Love your staff but worry they’d leave at the first sign of trouble? Read on for our suggestions on keeping your staff happy and loyal to you.

Wondering if you are overstaffed? Make sure to evaluate your work flow and practice operations first before cutting staff.