1、2023PRACTICEMANAGERREPORT/DATA STORIESTable of ContentsIntroductionWho We SurveyedWhat Surprised UsPractice Manager ChallengesPractice Manager DutiesThe No-Budget BummerPractice Owner ChallengesPractice Manager SupportHiring Faux PawsLead with CulturePost-Offer Background ChecksPractice Manager Bene

2、fitsThe Anti-Burnout BenefitThe People You SupervisePractice Manager PerceptionsPractice Manager CompensationHospital PerformanceSolutions 12-345678910111213141516171819-2816Aqueduct Animal Hospital|Rexford,NYAs a Practice Manager,you may often feel stretched thin,urgently requiring HR guid-ance for

3、 hiring,training,and mentoring tasks.It may be challenging to support staff through difficult conversations.Balancing the roles of a supervisor and an HR spe-cialist is tough.You struggle to juggle these vital but conflicting priorities,which is where we come into play as your invisible HR partner.i

4、VET360s HR&Training team offers solutions that simplify your role while empowering your team.Consider the success story of Aqueduct Animal Hospital.Our HR teams engagement surveys allowed us to provide this practice with a comprehensive staff survey sum-mary,proposing specific feedback and improveme

5、nt suggestions based on the re-sults.Aqueduct boldly seized the initiative,implementing the changes we suggest-ed.The results?They were phenomenal.Thanks to our engagement surveys,subsequent feedback,and detailed action plan,Aqueduct raised employee satisfaction from a mere 5.64 to a remarkable 8.55

6、 out of 10!Our input assisted them in tackling communication,accountability,prob-lem-solving,and more via focused actions,such as:Overhauling onboarding,resulting in an 83%staff approval ratingEmpowering 83%of their staff to contribute meaningful suggestions01The Overextended Operational PowerhouseW

7、e get it.Being a Practice Manager(PM)is tough.You are the backbone of any veterinary practice-juggling the daily grind of balancing patients,staffing,and the business side of things.its a lot!PMs serve as an operational powerhouse,a fountain of knowledge,a hiring maestro,and often,one of the busiest

8、 people in any given room.Your unwavering dedication is awe-inspiring.We extend our deepest gratitude to those of you who managed to claw back those precious moments to participate in this survey.Your contributions allow us to accurately portray the state of Practice Managers attempting to be everyt

9、hing to everyone,donning all hats,often to the point of exhaustion.After reviewing thousands of responses,echoed over multiple years,we see a common issue:You perpetually multitask to meet the days urgent needs,obstructing your ability to manage time effectively.This dynamic creates a sense of helpl

10、essness in carving out time for operational or leadership responsibilities.You know us.At iVET360,were not the type to simply lay out your struggles.Our goal is to lighten your load by providing solutions that are tailored to your needs.Our mission is unshakeable.We aim to aid more pets by rallying

11、behind you,the indispensable PMs who keep the veterinary world spinning.PRACTICE MANAGERS02PRACTICE MANAGERSNationwide Perspectives Paint a Full PictureFor this years survey,we reached a diverse range of veterinary practices,with a strong representation from small,suburban clinics.Most of these prac

12、tices are general practices,focusing on providing care for small animals and generating annual revenues of$1M-$2M.Interestingly,the most common configuration was two doctor practices,closely followed by single DVM practices.The most common group in our sample consisted of practices with a team size

13、ranging from 1 to 15 staff members,reflecting the typical scale of these suburban operations.We made a conscious effort to ensure that our survey captured a balanced view of the industry.Practice Managers(PMs)like you comprised the bulk of our respon-dents,contributing 75%of the responses,while Prac

14、tice Owners(POs)accounted for the remaining 23%.This mix of perspectives from you and other veterinary pro-fessionals helped enrich our insights and made for a comprehensive understanding of the state of affairs in the veterinary industry.The remaining 2%of survey respon-dents were team members or s

15、taff.03WHO WE SURVEYEDHospital Revenue0-56-1011-1516-2021-2526-3031+21%25%23%12%6%4%9%Full-Time Employees1234567+22%27%19%13%7%5%7%SuburbanRuralUrban55%23%22%Number of DVMsType of Hospital$6M18%46%17%7%5%2%5%Primarily Dogs&CatsDogs,Cats&ExoticsDogs,Cats&Large AnimalsOther(Cats Only,Equine)74%15%7%4%

16、04WHAT SURPRISED USPractice Managers Are Struggling to Build Strong TeamsWhere PMs Need HelpFrom your viewpoint as Practice Manager,the most formidable obstacles you face include a need for applicants and limitations arising from insufficient coverage.We ranked a deep-seated desire for assistance in

17、 five key areas:This years report hit on a recurring theme:You are rolling up your sleeves and diving into floor duties far more often than is feasible for you to run the practice effectively.The disconnect between your job responsibilities and whats happening on the floor is negatively impacting mo

18、rale and slowing the pace of productivity,as highlighted by the continual difficulty keeping employees on board.Recruiting remains a universal challenge for you,regardless of revenue or region.Our three-year data is singing the same tune:you need a recruitment plan.Failing to invest in HR and active

19、 recruitment can cost the average practice a pretty penny.The Center for American Progress discloses that the price tag associated with employee attrition is about 20%of a workers yearly earnings,provided they earn less than$50,000.This high cost equates to an average outlay of as much as$10,000 eve

20、ry time youre tasked with replacing a staff member.Thats nothing to bark at!Between pesky turnover and a lack of leadership mentoring,the need for rock-solid leadership guidance has never been more important.Our data shows 94%of PMs like yourself are still leaning on resources such as leadership lea

21、rning via CE courses,conferences,and on-the-job experience.Useful?Absolutely.But these avenues often lack the cherished wisdom of dedicated mentors that you need.Staff TrainingHR Issues&PersonnelRecruitingEfficiency ImprovementBoosting Staff Morale05PRACTICE MANAGER CHALLENGESRecruiting-Lack of Appl

22、icantsCapacity-Veterinarian CoverageCapacity-Space LimitationsCapacity-Support Staff CoverageTraining37%23%15%15%14%The#1 Challenge Facing Practice Managers Across the Country IsKey InsightsRecruiting37%Where do PMs go for support in managing those challenges?Industry AssociationsPeer Groups/Forums7

23、2%57%Staff Development Programs:24%of hospitals say they need more staff development and training programs.Most acknowledge the existence of such programs but admit they need to be more consistently utilized.CE and Training Modalities:The predominant methods of delivering Continuing Education(CE)and

24、 training are lunch and learns(69%)and staff meetings(58%).*Data represents the%of respondents that rated these challenges a 5,or“significantly challenging,”on a scale of 1-5.06PRACTICE MANAGER DUTIESWhat Are Your Primary Areas of Responsibility?Key InsightsStaff Mgmt“On The Floor”InventoryClient Ca

25、reFacility MgmtBookkeepingEmail MgmtMeetingsPayrollTeam Training0%10%20%30%40%50%60%Get this-over 35%of you ranked functional floor duties as where you spend the most time,filling in as receptionist or vet tech.Plus,34%said inventory management takes top time,and 31%chose client care as your#1 time

26、suck.No wonder strategic management and growth fall by the wayside for you!After three years of similar survey responses,its clear that your focus needs to shift to strategic initiatives and soft skills that boost efficiency.We get itwhen youre short-staffed,its all hands on deck!But your power is b

27、est utilized by spending time on the responsibilities that allow your practice to thrive.07THE NO-BUDGET BUMMERDo You Create An Annual Financial Plan/Budget For Your Hospital?Key InsightsSomething Isnt Adding Up:Our client onboarding intel shows that nearly 95%of clinics starting with our Analytics

28、lack an annual budget.Hmmm.Hey,no judgment!Budgeting can feel tedious when youre busy balancing a million things as a PM.But weve got solutions to make it almost pawsitively painless for you.With some planning power,youll gain priceless insight into your clinics financial health.Heres to you having

29、more effective financials,less stress,and a thriving practice!Overall,we were glad to see practice owners on the same page,with responses that match yours as PMs in our survey.However,there was a discrepancy in responses regarding financial planning worth exploring.The data states that only 35%of PM

30、s craft an annual financial plan or budget.Owners responded with a near 50/50 split.While we would have expected a higher percentage overall,the lack of alignment was what concerned us.Since the numbers didnt quite line up,we dug deeper into our Analytics client data to compare.35%Managers49%Owners5

31、%Our Data08PRACTICE OWNER CHALLENGESRecruiting-Lack of ApplicantsCapacity-Veterinarian CoverageTrainingCapacity-Support Staff CoverageCapacity-Space Limitations52%26%14%14%12%The#1 Challenge Facing Practice Owners Across the Country IsKey InsightsRecruiting52%Where do POs go for support in managing

32、those challenges?Industry AssociationsVendors73%64%We noticed that hiring is a big worry for 52%of Practice Owners,mainly because theyre struggling to find enough veterinary staff.Only 37%of Practice Managers have the same concern.So,whats the diff?Our Head of HR and Training thinks it stems from wh

33、at types of roles theyre trying to fill.Practice Managers usually focus on hiring support staff,while Veterinarians,including Practice Owners,often think about recruiting other vets.No matter which way you spin the data,its clear that we need to find better ways to help attract,hire,and retain the t

34、alent they need.09PRACTICE MANAGER SUPPORTIn What Five Areas Would You Most Want Help?Key InsightsTrainingHR IssuesRecruitingEfficiencyStaff MoraleStaff RetentionBudgetingMarketingBookkeepingAppt Scheduling0%10%20%30%40%50%60%70%80%You primarily seek help in Training,HR,and Recruiting.Years of data

35、and numerous responses spotlighta major management training gap,adversely affecting staff retention.A change in focus is crucial for you to break the cycle of staffing shortages.Rather than filling in for on-the-floor roles,PMs must adopt active management and leadership training.Remember the old sa

36、ying:Insanity is doing the same thing and expecting different results?Its critical to invest your time as PMs in long-term strategic planning,concentrating on recruitment,retention,and constructing efficient organizational structures.10HIRING FAUX PAWSAre You Really Hiring The Right People?Theres an

37、 alarming hiring trend,though,with only 15%of you asking culture ques-tions and 21%doing background checks.Neglecting thorough vetting can lead to poor fits detrimental to your workplace.Lets break this cycle!With a few simple tweaks,like consistently asking cultural questions,youll build a stellar

38、team.Solid hiring pays dividends for you through engaged,productive staff.With our stream-lined tools,rigorous recruiting is a breeze.We perform post-offer criminal back-ground checks for just$75.Get the confidential download on candidates so you can steer clear of sketchy situations.Let iVET360 mak

39、e screening simple!57%Conductreferencecheck46%44%Only 21%of practices are running criminal background checks.Conductpre-screenprocessConductsituationalinterview11LEAD WITH CULTUREA team that shares the same core beliefs can quickly adjust and adapt to changes.Forbes recently published some real talk

40、 on leadership and organizational development,underscoring the crucial role of cultural fit in hiring.Prioritizing culture retains top talent and wards off unsuitable candidates.Misaligned hires may compromise work quality and morale,causing costly turnover.Conversely,those fitting your culture enha

41、nce team performance.The error often made is rushing hires due to an impressive resume or competitive pressure.The takeaway?Hire slow,fire fast.Resist hasty decisions;thoroughly vet for cultural alignment before skills.This approach creates a united,value-driven team.Wondering where to start?Asking

42、a few culture questions is hiring 101!You can easily bake them into your standard interview to assess if a candidate is the right fit.Just be sure you ask all contenders the same questions so you can properly compare.You can try out some of the following in your next interview:Can you describe your

43、dream job?”Why are you leaving your current role?What did you love most about your last job?Actionable Steps You Can Take Right Now12POST-OFFER BACKGROUND CHECKSCalling References Wont Tell You The Full StoryWant the dirt without the hassle?Our HR experts have conversations about reference checks vs

44、.criminal background checks,and its crucial to understandhow they differ.Background and reference checks provide unique data points.Reference checks confirm with previous employers and co-workers on work history and skills.Our criminal checks uncover lawful convictions and arrests,offering an invalu

45、able perspective.Build your dream team and avoid hires from hell by adding criminal background checks to your post-offer process.What is the top reason to go for a full criminal background check?Avoiding lawsuits or disasters by dodging staff prone to steal,harass,endanger,or defraud.Secure the best

46、 talent with post-offer background checks!Want the insider scoop on applicants?Dont leave hiring to chance-ensure your new recruits are truly above board.After youve extended a conditional job offer,you can opt for an iVET360 criminal background check for just$75.You should hold off on criminal back

47、ground checks until presenting an offer contingent on clearing the screening.This protects you legally while giving you peace of mind!This critical final step verifies there areno concerning convictions before bringing someone aboard.13PRACTICE MANAGER BENEFITSWhat Benefits Do You Receive as Part of

48、 Your Compensation Package?The Top 5 Benefits DesiredPaid Time OffPet Care DiscountPaid HolidaysRetirement PlanHealth CarePaid Sick TimeCE StipendDental CareVision CareLife Insurance020406080100Health insurance is only offered to FT employees at just 65%of practices.Typically practices are paying fo

49、r 50-75%of the premium.Though it doesnt top the list,health insurance is still on the top 5 most desired benefits:More PTO or VacationProfit SharingBonus or Referral ProgramHealth Care InsuranceGym Membership/Discount14THE ANTI-BURNOUT BENEFITLets Chat About BenefitsSpecifically Health InsuranceOnly

50、 65%of practices offer health insurance,potentially reflecting a trend of hiring part-time employees to minimize costs.But such short-term savings could cost more in the long run due to decreased staff morale,productivity,and retention.Tenured staff still clearly value comprehensive benefits.Assembl

51、ing and retaininga robust team is instrumental for a thriving practice.One critical component is providing mental health coverage.This fields demands can catalyze immense stress and burnout.Employees rely on insurance to access counseling and therapy for coping.This support is invaluable for staff w

52、ell-being.Supporting your team holistically demonstrates wise investment in their performance and satisfaction.With the bigger picture in mind,you can build an exceptional staff equipped to deliver top-tier care.Mental health is essential in this demanding field prone to burnout.Employeesrely on ins

53、urance to access invaluable therapy and counseling for coping.These resources provide crucial support across all generations of staff seeking work-life balance.Robust benefits that holistically support well-being such as providing comprehensive insurance secures talent and demonstrates your commitme

54、nt to their health and satisfaction.15THE PEOPLE YOU SUPERVISE0-56-1011-1516-2021%25%23%12%21-2526-3031-4041+6%4%4%5%6-10 Staff25%UsuallySometimesRarelyNever55%19%6%0.5%19%No ProcessNo Process19%AlwaysUsuallySometimesRarely18%22%27%7%NeverNo Plan1%24%No Plan24%How Many Full-Time Team Members Work at

55、 Your Practice?How Often Do You Use a Formalized Onboarding Process?How Often Do You Use Your Staff Development&Training Plan?16PRACTICE MANAGER PERCEPTIONSPractice Owner Relationship84%Surprisingly,while the majority of you often report having strong relationships with practice owners,a closer exam

56、ination of the responses suggests a different narrative.This discrepancy might be a reflection of unaddressed issues within hospital.Burnout is an all-too-real Concern That Shouldnt be IgnoredWhile constantly juggling multiple tasks and feeling the pressure of your role(and ev-erybody elses job),you

57、 must make time for self-care and personal development.By doing so,youll not only be enhancing your professional skills,but youll also fend off fatigue and ensure your overall well-being.Your enthusiasm undoubtedly springs from assisting pets and clients,not from being buried in paperwork and solvin

58、g problems.Lets join forces to keep your pas-sion alive!With the right tools and support,together,we can navigate through your frustrations,allowing your motivation to truly shine.You deserve to feel involved and empoweredyour work is meaningful indeed.Partnering with a team that supports you,you ca

59、n create an environment where your skills flourish and your energy re-mains replenished.Our data revealed that many PMs express feelings of underutilization despite the range and volume of their responsibilities.We see you.You PMs have a deep-seated desire to contribute more,grow within your roles,a

60、nd actively participate in shaping your hospitals future.You see the opportunity to escape the confines of microman-agement and yearn for a chance to bring your valuable insights to the table-particu-larly regarding financial operations,to the forefront of strategic decisions.Excellentor AboveAverag

61、e17PRACTICE MANAGER COMPENSATION0-2 Years2-5 Years5-10 Years10+Years22%24%17%37%10+Years37%$100K$40K-$50K22%Associations(AVMA,VHMA,VMA,etc)VendorsManaged Services72%66%57%How Long Have You Been a Practice Manager?What is Your Annual Salary as a Practice Manager?What Resources Do You Rely on for Grow

62、th&Development?0102030405060708018HOSPITAL PERFORMANCEHow Often Do Practice Managers Assess Hospital Performance?Revenue GrowthProfitabilityNew ClientsATCClient ExperienceClient ComplianceClient ReviewsStaff MoraleDVM ProductivityDailyWeeklyMonthlyQuarterlyAnnuallyNever0%10%20%30%40%50%60%0%10%20%30

63、%40%50%19WHERE DO WE GO FROM HERE?Retaining Talent Isnt EasyHiring Is Harder The dire shortage of vets and vet techs isnt just old news.Its now an unavoidablereality we grapple with every day.Worsened by a wave of retirements,constrained growth in veterinary schools and vet tech programs,the situati

64、on seems even more acute.Yet,an even more pressing issue lurking beneath the surface:poor retention rates,thanks to a cocktail of burnout,uncompetitive pay,and less-than-stellarbenefits.Its crystal clear that the future hinges on a single word:Retention.Burnout isnt just nibbling away at our workfor

65、ce,its gulping them down,and it gets hungrier with every passing year.Considering that wages and benefits in our field lag behind many other sectors,its hardly surprising were struggling to keep our talents from straying.Employees are no longer just clock-watchers;they yearn for a healthi-er work-li

66、fe balance,fewer work hours,and flexibility.Focusing on engagement,culture,and preventing burnout allows us to retain our greatest asset-our people.With the right support,we can empower the teams that make our practices thrive.So,lets work on making it better!20CASE STUDYAqueduct Animal Hospital|Rex

67、ford,NYAs a Practice Manager,you may often feel stretched thin,urgently requiring HR guid-ance for hiring,training,and mentoring tasks.It may be challenging to support staff through difficult conversations.Balancing the roles of a supervisor and an HR spe-cialist is tough.You struggle to juggle thes

68、e vital but conflicting priorities,which is where we come into play as your invisible HR partner.iVET360s HR&Training team offers solutions that simplify your role while empowering your team.Consider the success story of Aqueduct Animal Hospital.Our HR teams engagement surveys allowed us to provide

69、this practice with a comprehensive staff survey sum-mary,proposing specific feedback and improvement suggestions based on the re-sults.Aqueduct boldly seized the initiative,implementing the changes we suggest-ed.The results?They were phenomenal.Thanks to our engagement surveys,subsequent feedback,an

70、d detailed action plan,Aqueduct raised employee satisfaction from a mere 5.64 to a remarkable 8.55 out of 10!Our input assisted them in tackling communication,accountability,prob-lem-solving,and more via focused actions,such as:Overhauling onboarding,resulting in an 83%staff approval ratingEmpowerin

71、g 83%of their staff to contribute meaningful suggestionsAqueduct Animal Hospital|Rexford,NYAs a Practice Manager,you may often feel stretched thin,urgently requiring HR guidance for hiring,training,and mentoring tasks.It may be challenging to support staff through difficult conversations.Balancing t

72、he roles of a supervisor and an HR specialist is tough.You struggle to juggle these vital but conflicting priorities,which is where we come into play as your invisible HR partner.iVET360s HR&Training team offers solutions that simplify your role while empowering your team.Consider the success story

73、of Aqueduct Animal Hospital.Our HR teams engage-ment surveys allowed us to provide this practice with a comprehensive staff survey summary,proposing specific feedback and improvement suggestions based on the results.Aqueduct boldly seized the initiative,implementing the changes we sug-gested.The res

74、ults?They were phenomenal.Thanks to our engagement surveys,subsequent feedback,and detailed action plan,Aqueduct raised employee satisfaction from a mere 5.64 to a remarkable 8.55 out of 10!Our input assisted them in tackling communication,accountability,prob-lem-solving,and more via focused actions

75、.21CASE STUDYAqueduct Animal Hospitals Success By The NumbersSerious Satisfaction 83%Would You Recommend The Hospital As A Workplace?202220232.573.17The year-over-year comparison revealed striking enhancements:the proportion of staff who believed the hospital functioned effectively as a team surged

76、from 43%to 83%.Similarly,those who felt the hospital invested in their professional develop-ment soared from 50%to 83%.In 2022,64%of survey participants considered hos-pital morale to be satisfactory but saw room for betterment.Fast forward to 2023,the scenario had drastically improved,with 50%of re

77、spondents viewing the hospi-tal morale as excellent and an additional 42%rating it as acceptable.The results speak for themselves-with iVET360s HR expertise,Aqueducts staff became more cohesive,productive,and engaged.As your behind-the-scenes HR department,we offer solutions that strengthen your tea

78、m and simplify your role as a leader.Overhauled onboarding,resulting in an 83%staff approval rating Empowered 83%of their staff to contribute meaningful suggestions Inspired 83%to invest in their professional growth22CREATING HANDBOOKSStellar Staffing Starts with Handbooks Tailored to Your TeamYour

79、people are your practices greatest asset.Equip them for success with handbooks personalized to your policies and culture!If your employee handbook hasnt been updated since the Reagan Administration or is falling apart at the seams,its time for a refresh.Our HR experts audit your guidelines and craft

80、 comprehensive manuals that align with your protocols and values so your staff is on the same page.With your voice woven throughout,these handbooks become approachable guides that resonate with your team.Custom chapters feature:Your story,services,and what makes you unique Workplace expectations and

81、 standards Compensation,time-off,and performance policies Code of conduct and ethics overviews Compliance/regulatory information Our handbook services refine your foundations.Your customized content fosters understanding and gives your staff confidence.Along with ongoing policy review,youll have emp

82、loyee support systems as unique as your clinic.Strengthen your talent programs.Contact us today for personalized handbooks your team can believe in.23RETENTION CHECKLISTThe Great ResignationBetween April and September 2021,more than 24 million American employees left their jobs,an all-time record.As

83、 the Great Resignation rolls on,business leaders are looking for ways to hold on to valued employees.Generally,corporate culture is amuch more reliable predictor of industry-adjusted attrition thanhow employees assess their compensation.In the MIT Sloan Management Review,RebeccaKnight says of Toxic

84、work culture,A toxic work culture is by far the strongest predictor of industry-adjusted attrition and isten times more important than compensation in predicting turnover.”Holding on to Your Staff Like Your Life Depends on It The disappearance of vets and vet techs is no longer breaking news-its a l

85、ingering thorn in our side.Its not helped by wave after wave of retirements,and a talent pool shallower than a kiddie pool in a drought.The magic word?Retention.Burnout?Yeah,its a thing,and its ramping up each year.Add to this the wages and benefits in our field,which are about as enticing as a stal

86、e sandwich,and its no wonder were struggling to keep staff.Teams want better work-life balance and shorter hours,meaning we have to do everything in our power to shape-shift our practices to appeal to job candidates.And as if that wasnt enough,weve got the triple threat of retirements,slow growth of

87、 vet schools and vet tech programs,on top of poor retention.Basically,our re-cruiting landscape is looking more like a ghost town.So,start cherishing your staff like the rare gems they are.Because the truth is,theres no one waiting in the wings to replace them.24RETENTION CHECKLISTOur Retention&Hiri

88、ng Checklist Cultural fit is the most important factor for retaining great employees,especially during times of change.Employees who fit the culture have greater satisfaction and performance.Dont rush the hiring process just to fill a role.Take time to thoroughly assess culture fit through questions

89、,interactions,and a diverse selection committee.Hiring for culture increases retention.Creating an environment that embodies your practices values is good for everyone.Slow down the hiring process-Hire slow,fire fast.Dont compromise on culture fit just to fill a role quickly.Ask questions beyond tec

90、hnical expertise to assess fit-values,ideal work environment,previous culture,etc.Have them interact with the team.Involve a diverse selection committee focused on culture fit.This improveshiring decisions and gives new hires a sense of peer selection.When hiring,look for diversity within the cultur

91、e-not clones with the same background.What is most important is aligned vision and values.The key is taking time to hire based on culture fit,not just technical credentials.This results in higher retention,especially during periods of change.FOR THREE YEARS STRAIGHTYOUVE SAID THE SAME THING:YOU NEED

92、 HR HELPYear after year,practice owners and managers voice the same pain points:insufficient training,lagging efficiency,and lack of HR support.Yet many soldier on without addressing these recurrent obstacles.Enough is enough-its time to take action.2526iVET360 SOLUTIONSFull-Service HR:Your Hospital

93、s Invisible HR DepartmentGet HR Support In:Our full-service HR delivers custom solutions tackling the very challenges you face:Targeted training empowering your whole team Efficiency optimizations maximizing every minute Hands-on HR assistance for recruiting,compliance,and moreWith our systematic st

94、rategies,you can finally conquer those nagging issues that never seem to go away.Expert guidance in the areas you request most means:Confidently navigating regulatory complexities Finding and onboarding top talent Leading motivated,productive teams Eliminating bottlenecks and redundancies Strengthen

95、ing your foundations for growthDont just survive another year-thrive with comprehensive HR tailored to your prac-tices needs.Say goodbye to perpetual pain points and hello to your highest poten-tial.If you are reading this report and it resonates with you,its time to invest in your practices future.

96、Lets work together to ensure your teams success with iVET360s comprehensive HR support.HR AuditRetention ScorecardsJob Ad Creation&Support Performance PlansComplianceEfficiency AnalyticsCustomized Employee HandbookCoaching&Advisory ServicesManagement&Leadership&So Much More/503-765-6360/INFOiVET360.

97、COM/iVET360.COM27iVET360 SOLUTIONSHR On-Call:Tap into Decades of Veterinary HR Experience Get HR Support In:Available for a One-Time Fee:Get on-demand HR guidance from specialists who know your world inside out.Our advisors are former practice and office managers with over 20+years in the industry.O

98、ur HR On-Call service provides:Email access to your dedicated HR advisor Bi-monthly newsletters with best practices HR audits ensuring legal compliance Pre-employment background checks Management/leadership coaching Recruiting,performance,and onboarding support Crisis intervention and workplace inve

99、stigationWhether youre opening a new practice or optimizing an existing one,HR On-Call delivers real-time solutions from those who have been in your shoes.Save time,increase productivity,and keep your team satisfied with our affordable plan.Signup for HR On-Call today!RecruitingPerformance Managemen

100、tTraining/OnboardingLegal ComplianceHR Crisis ManagementWorkplace InvestigationsHandbook Creation/503-765-6360/INFOiVET360.COM/iVET360.COM28iVET360 SOLUTIONSIntroducing Employer of ChoiceThe Scorecard Covers:Our New Secret Sauce for Standout Hiring and RetentionWant the inside scoop on how your clin

101、ic stacks up against other employers?Introducing our newest service:Employer of Choice!This groundbreaking initiative empowers you to assess your HR practices and uncover gaps holding back hiring and retention.It all starts by serving up a scorecard to see how aligned you are with todays best practi

102、ces.We spell out the elements needed for attracting and keeping top talent.Get ready for an aha moment when you see exactly how your practice measures up and where you can modernize your approach.Armed with these tasty insights,well dish out targeted solutions to help you transform into a destinatio

103、n workplace.From revamping your careers page to crafting irresistible job posts,weve got all the ingredients to perfect your brand.Plus,well toss in free job advertising and filtering to speed up your hiring.The higher your score,the more talent youll attract and retain.Ready to become the top choice for team members?Youve got this!Lets work together to make you the most sought-after practice in town.Business ListingsBrand ReputationBenefitsCompensationAppreciation/RecognitionWork-life BalanceLeadershipTurnoverStaff SurveyTraining/503-765-6360/INFOiVET360.COM/iVET360.COM