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Feature your practice on Facebook
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Unconventional Practices for Ophthalmic Job Seekers
-
High Demand for Optometrists in the Ophthalmology Practice
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Staffing for EMR
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Scheduling and Patient Flow
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Having a Practice Management Consultant
-
A Note About Job Promotions
-
Who Gets the Job?
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Yellow Page Advertising
-
New Ways to Train Your Staff
Tuesday, December 22, 2009
Feature your practice on Facebook (10:28 AM)
Feature your practice on Facebook
Cristina Boggiano, Ophthalmic Staffing Specialist: Cristina@theophthalmicassociates.com
The newest forms of marketing and advertizing for your practice are here. If you are not yet using social media sites to market your practice, you may be at a disadvantage. Ophthalmologists and administrators alike have been using social media sites; such as, Facebook, LinkedIn and Twitter increasingly for personal use. Many have now branched out from personal profiles by creating profiles for their practices. While you may not reach everyone you want for your practice through just one platform, the more places you advertise and have practice information readily available, the more likely it is that it will end up in the hands of the patient.
There are advantages to using these social sites to promote your practice. Not only are these sites considered an interactive marketing tool but they also serve as a direct, real time, medium to communicate with patients. Telling your patients about your practice’s services via your Facebook page is a fast and free way to share ever-changing information. Posting your practice as a group on Facebook will give you more opportunities to appear in online searches and let you connect with patients in ways you can't via your practice's web site. Ultimately, you are encouraging visits to your own web site and making it easier for your practice to be found. This gives you increased exposure online with very little effort.
While there are many advantages to using social media sites, there are potential disadvantages as well. First off, your practice Facebook identity must be managed and monitored regularly. Frequent updates will keep information on your practice relevant and current. Additionally, poor comments or ratings could potentially hurt your practice’s reputation. Decide on a strategy early on as far as who will control and respond to any complaints or negative comments. Make sure you have a practice member dedicated to managing these types of situations to maintain a positive reputation. Furthermore it is important to be conscious of the marketing and advertising guidelines imposed by your state licensing boards along with HIPPA regulations as well. Follow these guidelines just as you would with any traditional forms of marketing.
Presenting your practice on Facebook functions to highlight services, put you in close contact with your patients and add to your practice’s market prescence both online and off
Cristina Boggiano, Ophthalmic Staffing Specialist: Cristina@theophthalmicassociates.com
The newest forms of marketing and advertizing for your practice are here. If you are not yet using social media sites to market your practice, you may be at a disadvantage. Ophthalmologists and administrators alike have been using social media sites; such as, Facebook, LinkedIn and Twitter increasingly for personal use. Many have now branched out from personal profiles by creating profiles for their practices. While you may not reach everyone you want for your practice through just one platform, the more places you advertise and have practice information readily available, the more likely it is that it will end up in the hands of the patient.
There are advantages to using these social sites to promote your practice. Not only are these sites considered an interactive marketing tool but they also serve as a direct, real time, medium to communicate with patients. Telling your patients about your practice’s services via your Facebook page is a fast and free way to share ever-changing information. Posting your practice as a group on Facebook will give you more opportunities to appear in online searches and let you connect with patients in ways you can't via your practice's web site. Ultimately, you are encouraging visits to your own web site and making it easier for your practice to be found. This gives you increased exposure online with very little effort.
While there are many advantages to using social media sites, there are potential disadvantages as well. First off, your practice Facebook identity must be managed and monitored regularly. Frequent updates will keep information on your practice relevant and current. Additionally, poor comments or ratings could potentially hurt your practice’s reputation. Decide on a strategy early on as far as who will control and respond to any complaints or negative comments. Make sure you have a practice member dedicated to managing these types of situations to maintain a positive reputation. Furthermore it is important to be conscious of the marketing and advertising guidelines imposed by your state licensing boards along with HIPPA regulations as well. Follow these guidelines just as you would with any traditional forms of marketing.
Presenting your practice on Facebook functions to highlight services, put you in close contact with your patients and add to your practice’s market prescence both online and off
Labels: advertising, facebook, marketing, social media
Monday, December 7, 2009
Unconventional Practices for Ophthalmic Job Seekers (9:32 AM)
Unconventional Practices for Ophthalmic Job Seekers
Cristina Boggiano, Ophthalmic Staffing Specialist: Cristina@theophthalmicassociates.com
In these challenging times both employed ophthalmic professionals and those interested in positions in the industry are using unconventional practices to keep themselves current and essential. Both job seekers and employed professionals know, just as the practices’ ophthalmologists do, that it is important to continue to learn and grow. Now, along with solid education, experience, and proper certifications, professionals in ophthalmology are making a greater effort to add value to the practice and ultimately for themselves.
Ophthalmic professionals seeking a promotion or new position are pursuing unique skills. I have heard of job seekers working with a career coach to provide them with expert advice, guidance, and support. These coaches concentrate on helping the job seeker develop goals, plans, and action steps towards future employment. Additionally, there are those who enroll in intensive Spanish courses, hoping to broaden opportunities within the Hispanic marketplace. Employees who learn Spanish for business can help practices increase their: revenue, markets, patient base, customer service, and overall bottom line.
As more and more practices choose to add EMR, many ophthalmic professionals find that developing IT skills can add both to their own career advancement and marketability. Similarly, adept personnel are sharpening their soft skills. These soft skills are important in any profession or job role, and in this fast changing marketplace, can help you remain an asset.
There are plenty of examples like this and many ophthalmic professionals are choosing to remain prepared and relevant in today’s unpredictable economic cycle. Determine what areas you could improve upon, then sign up for a course, seminar or conference to help you do it.
Cristina Boggiano, Ophthalmic Staffing Specialist: Cristina@theophthalmicassociates.com
In these challenging times both employed ophthalmic professionals and those interested in positions in the industry are using unconventional practices to keep themselves current and essential. Both job seekers and employed professionals know, just as the practices’ ophthalmologists do, that it is important to continue to learn and grow. Now, along with solid education, experience, and proper certifications, professionals in ophthalmology are making a greater effort to add value to the practice and ultimately for themselves.
Ophthalmic professionals seeking a promotion or new position are pursuing unique skills. I have heard of job seekers working with a career coach to provide them with expert advice, guidance, and support. These coaches concentrate on helping the job seeker develop goals, plans, and action steps towards future employment. Additionally, there are those who enroll in intensive Spanish courses, hoping to broaden opportunities within the Hispanic marketplace. Employees who learn Spanish for business can help practices increase their: revenue, markets, patient base, customer service, and overall bottom line.
As more and more practices choose to add EMR, many ophthalmic professionals find that developing IT skills can add both to their own career advancement and marketability. Similarly, adept personnel are sharpening their soft skills. These soft skills are important in any profession or job role, and in this fast changing marketplace, can help you remain an asset.
There are plenty of examples like this and many ophthalmic professionals are choosing to remain prepared and relevant in today’s unpredictable economic cycle. Determine what areas you could improve upon, then sign up for a course, seminar or conference to help you do it.
Labels: job, Ophthalmology
Wednesday, November 18, 2009
High Demand for Optometrists in the Ophthalmology Practice (2:16 PM)
High Demand for Optometrists in the Ophthalmology Practice
Cristina Boggiano, Ophthalmic Staffing Specialist: Cristina@theophthalmicassociates.com
The demand for optometrists (ODs) in the ophthalmology office is ever increasing. In his keynote address at a recent industry meeting Harvey V. Fineberg, MD, PhD, President of the Institute of Medicine, comically referred to ophthalmologists who cautioned him not to mention the “O” word. The “O” word meaning optometrists. In view of the current and future challenges in healthcare, he is advocating a more collaborative relationship between ophthalmologists and OD’s than ever before. Practice employment trends are reflecting this sentiment. Over the last 15 years the number of practices employing optometrists and/or embracing co-management has increased drastically. Whereas years ago only about 25% of ophthalmology practices employed optometrists, now about half of all ophthalmology organizations employ OD’s.
The challenge for an administrator is to identify when it is appropriate to add a new optometrist and how they will balance the OD’s role in the practice to continue to provide high quality, high value care. Most ophthalmology practices find that by adding optometrists to their staffs they are offering a more complete vision-care package to their patients, which drives up profits in the process. Overall, successfully integrating optometrists into the practice can dramatically facilitate practice growth within, while providing a professionally stimulating and financially rewarding environment for both the ophthalmologist and optometrist.
Optimal MD-OD relationships are proving to be mutually advantageous to the doctors and practices involved, allowing for increased patient flow and higher revenues while maintaining a high level of patient care. The trend is advancing towards more and more ODs in ophthalmology practices and an increasing alliance between both professions.
Cristina Boggiano, Ophthalmic Staffing Specialist: Cristina@theophthalmicassociates.com
The demand for optometrists (ODs) in the ophthalmology office is ever increasing. In his keynote address at a recent industry meeting Harvey V. Fineberg, MD, PhD, President of the Institute of Medicine, comically referred to ophthalmologists who cautioned him not to mention the “O” word. The “O” word meaning optometrists. In view of the current and future challenges in healthcare, he is advocating a more collaborative relationship between ophthalmologists and OD’s than ever before. Practice employment trends are reflecting this sentiment. Over the last 15 years the number of practices employing optometrists and/or embracing co-management has increased drastically. Whereas years ago only about 25% of ophthalmology practices employed optometrists, now about half of all ophthalmology organizations employ OD’s.
The challenge for an administrator is to identify when it is appropriate to add a new optometrist and how they will balance the OD’s role in the practice to continue to provide high quality, high value care. Most ophthalmology practices find that by adding optometrists to their staffs they are offering a more complete vision-care package to their patients, which drives up profits in the process. Overall, successfully integrating optometrists into the practice can dramatically facilitate practice growth within, while providing a professionally stimulating and financially rewarding environment for both the ophthalmologist and optometrist.
Optimal MD-OD relationships are proving to be mutually advantageous to the doctors and practices involved, allowing for increased patient flow and higher revenues while maintaining a high level of patient care. The trend is advancing towards more and more ODs in ophthalmology practices and an increasing alliance between both professions.
Labels: Ophthalmology, Optometrists
Monday, November 2, 2009
Staffing for EMR (3:29 PM)
Staffing for EMR
Cristina Boggiano, Ophthalmic Staffing Specialist: Cristina@theophthalmicassociates.com
Upon returning from a recent industry meeting, one of the most common topics of conversation and concern was the adoption of Electronic Medical Records (EMR). While there is much planning and forethought that goes into implementing EMR, once the decision is made concerns about staffing for this project must be confronted.
The first step is to outline what the practice goals are for this process of automation. Meet with your staff and make clear to them what post implementation goals are. Once you have your current staff on board, consider any personnel needs. Be sure not to underestimate your staffing needs, especially in the transitioning process. Despite what some practices might think, EMR does not necessarily enable a work force reduction, especially in the beginning.
A practice or ophthalmic institution has several options for delegation of work. The most straightforward approach would be to invest in your current employees. Once you have discussed the choice to initiate EMR, expand the duties of those staff that are enthusiastic about the change. If your staff is willing to absorb new responsibilities, those ancillary positions such as medical records staff can be gradually phased out over time.
Addition of permanent IT staff is not absolutely necessary and all depends upon the system you choose. Larger practices that choose locally hosted systems are more likely to need a permanent IT employee. Smaller practices that use online systems could be better served by hiring an IT consultant for the initial stages of implementation. Technology consultants come with different skill sets and it is important to have a checklist for your practice. Ask prospective consultants the right questions to determine how they will complete the work.
Taking on EMR can be both an exciting and challenging experience. There are several components that lay the foundation for a smooth transition with staffing and personnel being at the cornerstone. Take time to plan and prepare with every aspect of this investment and the efficiencies and revenue generated should pay off in dividends.
Cristina Boggiano, Ophthalmic Staffing Specialist: Cristina@theophthalmicassociates.com
Upon returning from a recent industry meeting, one of the most common topics of conversation and concern was the adoption of Electronic Medical Records (EMR). While there is much planning and forethought that goes into implementing EMR, once the decision is made concerns about staffing for this project must be confronted.
The first step is to outline what the practice goals are for this process of automation. Meet with your staff and make clear to them what post implementation goals are. Once you have your current staff on board, consider any personnel needs. Be sure not to underestimate your staffing needs, especially in the transitioning process. Despite what some practices might think, EMR does not necessarily enable a work force reduction, especially in the beginning.
A practice or ophthalmic institution has several options for delegation of work. The most straightforward approach would be to invest in your current employees. Once you have discussed the choice to initiate EMR, expand the duties of those staff that are enthusiastic about the change. If your staff is willing to absorb new responsibilities, those ancillary positions such as medical records staff can be gradually phased out over time.
Addition of permanent IT staff is not absolutely necessary and all depends upon the system you choose. Larger practices that choose locally hosted systems are more likely to need a permanent IT employee. Smaller practices that use online systems could be better served by hiring an IT consultant for the initial stages of implementation. Technology consultants come with different skill sets and it is important to have a checklist for your practice. Ask prospective consultants the right questions to determine how they will complete the work.
Taking on EMR can be both an exciting and challenging experience. There are several components that lay the foundation for a smooth transition with staffing and personnel being at the cornerstone. Take time to plan and prepare with every aspect of this investment and the efficiencies and revenue generated should pay off in dividends.
Labels: EMR, Health Information Technology, Staffing
Wednesday, October 21, 2009
Scheduling and Patient Flow (2:05 PM)
Scheduling and Patient Flow
Polly Neely, pollyd@msn.com
Patient flow and scheduling are vital to your practice. There are numerous methods to evaluate this. One is to take a day where no one in your practice has schedules for the following day. This means no charts are pulled ahead of time, no preparation is done ahead of time, and there is only anticipation no expectations.
You may surprise yourself to find that you stay on task all day, inclusive of a lunch break and ending at the correct time. When we are on ready to perform, we do just that, perform! While this cannot be standard practice, it can let you know if you have the staffing, equipment and process to achieve a successful on time day full of efficiencies and quality patient care. Not to mention happy employees that work a good 8 hour day for 8 hours pay and get lunch and leave without overtime.
Polly Neely, pollyd@msn.com
Patient flow and scheduling are vital to your practice. There are numerous methods to evaluate this. One is to take a day where no one in your practice has schedules for the following day. This means no charts are pulled ahead of time, no preparation is done ahead of time, and there is only anticipation no expectations.
You may surprise yourself to find that you stay on task all day, inclusive of a lunch break and ending at the correct time. When we are on ready to perform, we do just that, perform! While this cannot be standard practice, it can let you know if you have the staffing, equipment and process to achieve a successful on time day full of efficiencies and quality patient care. Not to mention happy employees that work a good 8 hour day for 8 hours pay and get lunch and leave without overtime.
Labels: patient flow, scheduling
Friday, October 16, 2009
Having a Practice Management Consultant (7:00 PM)
Having a Practice Management Consultant
Polly Neely, pollyd@msn.com
There are times when you just need that verification that the action you are about to take it the correct one. It is times like these when two heads are better than one. Having access to an on-line practice management consultant could prove to be an economical and advantageous benefit to administrators, managers, employees and physicians.
Polly Neely, pollyd@msn.com
There are times when you just need that verification that the action you are about to take it the correct one. It is times like these when two heads are better than one. Having access to an on-line practice management consultant could prove to be an economical and advantageous benefit to administrators, managers, employees and physicians.
Monday, October 5, 2009
A Note About Job Promotions (10:25 AM)
A Note About Job Promotions
Polly Neely, pollyd@msn.com
Most job promotions stem from excellent performance. However, are they all good moves for both the employee and/or the practice? Just because someone is good at the job they are performing, doesn't necessarily mean they possess the qualities and abilities to perform effectively in management.
Management qualities should be evaluated prior to promoting. There are times when an employee can be satisfied staying in the same position if they know they command the respect and acknowledgement that their performace is above expectations and they are a valuable player in the team of success at your practice. Consider an increase in benefits and/or salary along with keeping present position to show an employee he or she is doing an excellent job and they are valued vs a managerial promotion.
Polly Neely, pollyd@msn.com
Most job promotions stem from excellent performance. However, are they all good moves for both the employee and/or the practice? Just because someone is good at the job they are performing, doesn't necessarily mean they possess the qualities and abilities to perform effectively in management.
Management qualities should be evaluated prior to promoting. There are times when an employee can be satisfied staying in the same position if they know they command the respect and acknowledgement that their performace is above expectations and they are a valuable player in the team of success at your practice. Consider an increase in benefits and/or salary along with keeping present position to show an employee he or she is doing an excellent job and they are valued vs a managerial promotion.
Monday, September 28, 2009
Who Gets the Job? (2:39 PM)
Please welcome our new guest blogger - Polly Neely. She may be reached at pollyd@msn.com.
Ever think why two people with equal qualifications interview for the same job and one gets a job the other goes home wondering what happened? When speaking to several recruiters they say it is most times their attitude. While one asks about the benefits and days off, the other asks about job advancement opportunities and if the business is open to suggestions from employees for improvement.
Ever think why two people with equal qualifications interview for the same job and one gets a job the other goes home wondering what happened? When speaking to several recruiters they say it is most times their attitude. While one asks about the benefits and days off, the other asks about job advancement opportunities and if the business is open to suggestions from employees for improvement.
Labels: interviewing, job
Friday, September 25, 2009
Yellow Page Advertising (11:52 AM)
Yellow Page Advertising, Yvonne Martin, Business Management Now, ymartin@bmgnow.com
Yellow Pages advertising please, please review what you are spending on this medium. Take the time to make sure you are listed on all the online listings and make sure to call all the cell phone carriers to ensure you are listed. It is very simple to update a listing to the cell carriers. As we are looking for ways to contain our costs this is an easy one. I am a baby boomer, I cannot even tell you the last time I looked at a phone book to find a service or provider. I look online or use my cell to get the number if necessary. When phonebooks come to the house, they go into the recycling I keep only one book for an emergency.
Yellow Pages advertising please, please review what you are spending on this medium. Take the time to make sure you are listed on all the online listings and make sure to call all the cell phone carriers to ensure you are listed. It is very simple to update a listing to the cell carriers. As we are looking for ways to contain our costs this is an easy one. I am a baby boomer, I cannot even tell you the last time I looked at a phone book to find a service or provider. I look online or use my cell to get the number if necessary. When phonebooks come to the house, they go into the recycling I keep only one book for an emergency.
Labels: advertising
Friday, September 18, 2009
New Ways to Train Your Staff (10:45 AM)
Yvonne Martin, Business Management Group, ymartin@bmgnow.com
Take the time to measure and train your staff. Have some friends come through the practice or enlist a business person from one of your organizations to take an objective view of your practice as a patient. We will often cut corners and then it becomes a practice having “fresh eyes” go through and give you and objective opinion will help you stay on the path of good customer service. If you have staff members who are not measuring up, take the time for some retraining, perhaps corners were cut or you were just too busy at the time they were trained.
Take the time to measure and train your staff. Have some friends come through the practice or enlist a business person from one of your organizations to take an objective view of your practice as a patient. We will often cut corners and then it becomes a practice having “fresh eyes” go through and give you and objective opinion will help you stay on the path of good customer service. If you have staff members who are not measuring up, take the time for some retraining, perhaps corners were cut or you were just too busy at the time they were trained.
Labels: Ophthalmology, Staffing, Training
