Level Up Performance Based Compensation for Your Whole Team

Course overview

I find that most practice owners struggle with pay scales, starting wages, raises, and promotions. The solution is a performance-based compensation model with tier-based levels. We have used this model successfully in our practice for over a decade, attracting, retaining, and motivating high-performing team members. This 5-module workshop will walk you through exactly what you need to know and do to design, implement, and maintain a tier-based system for compensating your team members. Implementing a team member compensation program will be transformational to your practice because you will: - Empower your team. - Eliminate the stress of raises and promotions. - Maintain internal consistency and high-level skills/knowledge. - Attract, retain, and motivate high performing team members. - Encourage cooperation and mentoring. - Recognize and reward self-motivation and performance. How it Works Each position in your practice needs to be defined and the duties divided into multiple levels. Each level or tier should have soft skills, hard skills, and knowledge. Some of the skills, like drawing blood from ten cats, can be logged by the team member. Knowledge can be assessed with tests, like medical math or vaccine schedules. The first tier is usually all the stuff that you expect them to be proficient in at the end of their orientation. And then each additional tier level has higher level skills and knowledge. The biggest benefit is that each team member is empowered and provided the tools to control their career path and their compensation. A benefit to the practice owner/manager is that there is no more confusion around hiring wages and raises. If you want to work alongside self-motivated team members who actively pursue improvement in hard skills, soft skills, and knowledge and help their peers do the same, performance-based compensation may be just the thing for you and your practice.