Residency Programs=Good Business Sense

1. Residency Programs=Good Business Sense Michael Oros CPO Scheck & Siress

2. Outline • Describe the program @ Scheck & Siress • Detail of the‘value add’ to your business in establishing a Residency program • Challenge the obstacles/barriers in getting started • Q & A

3. Residency @ Scheck & Siress CREATING THE PROPER MINDSET: • Residency is a “continuation of their education” • Success is dependant on their ability to progress within our structure • Little to no evaluation of their “productivity”

4. Residency @ Scheck & Siress • Initial time spent in C-Fab evaluating and developing technical skills • Learning office administration(charting, billing) and Practice management software(scheduling)

5. Residency @ Scheck & Siress • Quickly moving to “assistant” level tasks(Patient history, evaluations w/ manual muscle tests and recommendations) • Charting visit

6. Residency @ Scheck & Siress • Clinic attendance with a Supervising practitioner • Independent practitioner scheduling for repairs, Custom fit devices, and basic adjustments

7. Residency @ Scheck & Siress • Progression to nearly independent practitioner (Supervision only @ critical junctures) in the office

8. Resident programs=good business sense (not cheap labor) • How does a Residency program add to the bottom line of my business?

9. 7 Business Reasonsto Participate • Improved operating efficiency for the supervising practitioner • Forces the supervising practitioner to stay ‘sharp’ clinically • Sponsoring a Residency site is a great marketing tool for your business • “Extended interview’ if there is a future staffing need • Residents bring new diverse skills into the practice • Facility owners that have an excellent “system” of practice should perpetuate this system and way of thinking • Resident’s energy can be motivational

10. Who’s the most expensive practitioner in your facility?? YOU!!

11. Improving the operating efficiency of the supervising practitioner • Resident obtains a detailed patient Hx.and thorough patient assessments (while your responding to e-mails, return calls MD.’s PT’s ,etc.)

12. Improving the operating efficiency of the supervising practitioner • Residents allow the senior practitioners to double/triple book appointments without compromising patient satisfaction(@ S & S they bill 25-40% more than the standard)

13. Instructing residents forces the supervising practitioner to stay ‘sharp’ clinically • Latest theories/knowledge from O & P school that may challenge old paradigms ---(make sure you know why you do what you do)

14. Instructing residents forces the supervising practitioner to stay ‘sharp’clinically • Creative thinking resource to problem solve(not only clinical issues) ----- they don’t have O & P experience to draw from

15. Sponsoring a Resident Program is a great marketing tool for your facility • Referral sources will recognize your facility as something a cut above the others ---prestige

16. Sponsoring a Resident Program is a great marketing tool for your facility • As one part of the NCOPE standards:Residents deliver at least one in-service outside your facility promoting the profession(and in-directly promoting your practice)

17. ‘Extended interview’ if there is a future staffing need • 1 year +++to evaluate personality traits and characteristics (integrity, work-ethic,demeanor) that are vital to a valuable employee, yet challenging to glean in 1 or 2 interviews

18. Facility owners that have an excellent “system” of practice should perpetuate this system • Well run, profitable business operations are critical to the long-term success of our profession as a whole. • It makes great business sense to pass this knowledge this along to the future leaders of our profession (it’s your legacy)

19. Bringing new, diverse skills to your practice • Technology skills: software, Hardware and networking skills and process-workflow management

20. Bringing new diverse skills to the practice • Marketing, lecture and or presentation skills • Previous experiencein various Allied Health professions

21. Resident energy can be motivational! • How many facilities have competent,yet complacent practitioners? • As business owners, we understand the benefits of competition(real or perceived)

22. “I run a small O & P lab and I don’t have time to train “rookies”’ New grads are arriving with better clinical skills than ever…time spent teaching and mentoring will be offset with subsequent increases in your productivity Dispelling the “myths”

23. “I’d like to bring someone in, but my practice is in a rural setting and I don’t have all the necessary resources” Your practice/patient base is the most important resource. Regional Resident and Residency Directors are available to help with the “tough” spots Teaching the Directors modules are being developed Dispelling the “myths”

24. “If I hire a Resident they may leave me when their Residency is completed” That should be the goal!….. Once your training system is in place, repeating the process is simpler Dispelling the “myths”

25. “I’m uncomfortable with the Research portion of the requirement Many are, help is available…..both the NCOPE and the Academy are looking at ways to improve both the process and results Dispelling the “myths”

26. What’s your excuse?

27. Questions???

28. Thank-you!!