Dentaltown February 2022 - 58

Performance reviews
are essential
The performance evaluation process is
Employee Performance Profile
Name___________________________________________________________
Position_________________________________________________________
Reviewed by ____________________________Date______________________
a basic responsibility of good management,
but you may not be comfortable with this
part of your job as CEO of your practice. It's
not easy to play judge and jury over someone
else's work, especially if the assessment affects
their salary and their future. Most people
think they do great work. Many of them
are right ... but not all of them.
Performance evaluations are scary for
employees, too. From their perspective,
the employer's opinion is going to affect
their future, and there's no guarantee that
the doctor or manager really knows the
employee's job and how well they do it.
They may fear the rating will be based
solely on how well you like them, and you'll
remember only the bad and forget the good.
Even when you must provide feedback with
the intent of correcting negative behavior
or poor performance, it's important to look
for the good things the employee does and
use those as motivation.
Employees often expect a salary increase
with every performance review, but a performance
review does not necessarily mean
a raise will be given. Pay increases should
be awarded only when the employee meets
or exceeds the performance statements as
outlined in the job description.
In fact, dentists can run into legal complications
if they reward a poor-performing
employee but then subsequently discipline
that person. If the employee is terminated,
he or she can go to an employment lawyer
and claim wrongful termination: " I didn't
know I was doing a bad job. My boss gave me
a raise and never provided any feedback. ... "
The employment lawyer or the labor board
may ask to see the performance evaluations
that were conducted, and if there's no
evidence of a performance review and the
employee was given a raise in salary, that
may indicate that the employer was happy
58 FEBRUARY 2022 // dentaltown.com
RELIABILITY
Growth Area
Attendance
Punctuality
Ability to focus
Ability to follow instruction
Ability to meet deadlines
Comments____________________________________________________________________
OFFICE MANAGER
Performance Ratings
0. Seriously below expectations
1. Does not meet expectations
2. Meets expectations
Performance Statement
RESPONSIBILITIES:
Staff
Hiring and termination of staff, including maintenance of personnel files
Set up personnel files with contract stating:
Hours of employment
Salaries
Performance appraisals
Job descriptions
Staff motivation and support
Co-ordinate monthly meetings
Payroll
Update clinic office manual
Filing
Finance
Daily deposits and balance
Collections and accounts receivable report
Monthly reports:
Productivity
Month end
New patient
Collections
Staff production
Business Office
Promotion / marketing ideas / strategy and implementation
Delegation of duties to clinical and business staff
organizing appointment dates for doctor(s)
Delegation of duties to clinical and business staff
organizing appointment dates for doctor(s)
Treatment Coordination
Conduct new patient interviews
Prepare case presentations
Present treatment plans to patients
Treatment Coordination
Conduct new patient interviews
Prepare case presentations
Present treatment plans to patients
1.
2.
3.
3. Meets expectations and exceeds some
4. Exceed all expectations
Rating
Growth Area
Good
V. Good
Excellent
with the employee's performance; therefore,
the employee was wrongfully terminated.
(Labor laws will almost always side with
the employee.)
The performance
evaluation process
To provide fair and equitable employment
practices, pay increases must be based on
merit of individual performance and decided
upon by the doctor. Employees often think
they are entitled to pay increases annually
and employers are obliged by law to provide
an increase annually. That is not the case.
Employers are not obliged to provide pay
increases beyond the minimum standards
under the state or provincial labor laws.
If an employee is eligible for a pay
increase, it should not go into effect until he
or she has worked at the practice continuously
for one full year before the increase and
there is no interruption of earnings. Wage
adjustments may be provided annually, based
on the results of the individual's performance
as well as the practice performance. You
need to have enough money in the budget
in place to ensure you can afford to provide
salary increases!
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Dentaltown February 2022

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