5 Key Benefits of a Well-Written Job Description

Although the main purpose of a job description is to, well, describe a job – it actually serves a much bigger role. In fact, a job description can improve a company’s ability to manage employees in many ways. A well-written job description will do the following: Clarify expectations: Employers need to spell out their expectations of what an employee should be doing on a day-to-day basis. Providing a clear description of tasks ensures that both employers and employees are on the same page and prevents misunderstandings of what needs to be done and when. Provide structure: Organizations must ensure that their needs are being met on a company-wide basis. Job descriptions provide the discipline and structure a business needs to make sure all necessary duties and responsibilities are assigned. They enable an organization to allocate and manage roles in a uniform way which increases efficiency and effectiveness of recruitment, training and development, organizational structure, workflow, and customer service. Enable fair pay scales: Most employers assign pay scales, or grades, to jobs. A transparent system which provides a “salary range” can ensure that those within the same, or similar, job functions are compensated fairly and logically across the board. Identify skill sets and training needs: Job descriptions can help employers gauge skill sets to understand who knows what, who doesn’t, and what types of training and development to provide employees. It can also be helpful in succession planning and career advancement for employees. Set a standard for performance review: Job descriptions allow employers to identify what has, and has not, been achieved since an employee’s last performance review. Many employers base merit increases on job performance linked directly to a job description as it provides objectivity for appraisals, performance […]

HR CORNER WITH SUZANNE Finding The Right Company

The internet and job boards have made job hunting easier than ever. Many times you don’t even have to apply for a position – a recruiter finds you. How do you tell a real position from a scam? Once you determine the position is real, how do you know if it will be a good fit? Define Your Values Be honest about what is important to you in priority order. Achievement, independence, salary, support, etc. are all factors that play a part in job satisfaction. The order is different for every person. Ignoring your values (most commonly pretending one value isn’t as important as it really is) usually causes stress that could have been avoided. A good reference for these values is at O*Net Online Research the Company’s Values Do your research on the company. Note the repeated phrases on their website and within employee/customer reviews. Make sure the company’s values align with yours. Research the company leadership if possible. Many executives are involved in the local community. Go to the Interview Anyway Intense research is no substitute for meeting with the company and its leadership in person. In many cases, you can get a feel for the environment rather quickly. We have seen candidates refuse to interview for a position because it didn’t match their expectations on paper. Soon after a candidate willing to interview was surprised to find the company willing to negotiate because their skills and values aligned. At the end of the day, going on an interview is connecting with others in your industry. It is very rare that an interview […]

“Communications for Better Patient Care and HIPPA Management”Complimentary Luncheon and Conversation Event! John Dalton, Owner of Optimum RTS would like you to join him and James F Bowers, Security & Compliance Architect, at the UCaaS “Communications for Better Patient Care and HIPPA Management” Complimentary Luncheon and Conversation Event! Looking for a clean bill of health regarding HIPAA? Are you interested in improving your patient’s experience while making communication easier and cheaper? Join RingCentral and Input Output at the Marriott in West Palm Beach for lunch and a conversation about the salutary benefits of UCaaS for the healthcare industry. While you’re there, you’ll be entered in our raffle, with a chance to win a $200, $300 or $500 Visa gift card! Spots are limited! PLEASE REGISTER TODAY!


By Michael Athmer, with Human Capital In Today’s business climate, business owners face many challenges on their road to success. Containing costs while increasing profits is the formula for growth. Developing a competitive edge takes a willingness to react to market conditions, modify business plans, and adapt to change. Why then if the method is this simple, do so many businesses fail? Employers spend up to 30% of their time and resources on the non-revenue aspects of their business, primarily in the area of employee administration and government compliance. How would you like to have the advantage of your employees without having the headaches of employee administration! Outsourcing your employee administration to a Professional Employer Organization (PEO), will relieve your company from the increasing liability associated with state and federal employment compliance regulations and you will be able to provide your employees expanded benefits that will increase your ability to hire and retain productive and dedicated personnel. When working with a PEO, your company enters into a Co-Employer relationship. The PEO becomes the employer of record and is responsible for payroll and payroll tax compliance, workers compensation insurance, benefits administration, unemployment claims processing and other related administrative tasks. Your company remains the worksite employer and continues to retain day-to-day control and direction of the worksite employees, and you can focus more of your time on the bottom line.  Working with a PEO becomes a one stop shop for your employee administration and the PEO will take care of your Payroll, Workers Comp Insurance, Benefits, Human Resources, Regulatory Compliance and ACA reporting, so what do they do for you in every area of your administration? PAYROLL Payroll has become a complex process which requires up to […]

HR Corner By Suzanne JUNE 2019

WHAT MOTIVATES EMPLOYEES? How to Keep Top Performers I bet as an employer at some point you have answered this question with some form of the following: “EASY! Promotions that lead to more MONEY – which leads to stability – which leads to making more MONEY… so essentially money.”  You would not be alone in this assumption but you would also be wrong. Money is not usually the primary motivator. In most cases, it is a feeling of appreciation for work done.  Try not to eyeroll.  Caveat: Do we get candidates that are leaving because they aren’t paid enough? YES!  BUT What we get significantly more of is candidates who switch jobs because of the environment – specifically not feeling appreciated. Many of our candidates even take a pay cut in order to be in a position where they feel like they are part of the family – one that truly cares for them and acknowledges their efforts! I’m sure this isn’t you – but just in case – I’ll give you an example of a common mistake employers make with their good intentions: “You did a great job on that BUT what about <<this>>”.  You’ve just shown appreciation AND motivated them to move toward the next goal! RIGHT?! Wrong. You have just told your employee: “You have not done enough”.   Depending on how often you’ve said this, it may be: “It will never be enough”.  Instead, try celebrating their small win. You will create a stronger bond with your employees and they are more likely to over-perform to reach the next goal.  If celebrating little things isn’t your style, try asking them what went right. Then use that to drive future wins. Remember frequent small […]

Strategic Partners

“Cyber Security Training for Employees”By Tom Murphy with the firm of Danna-Gracey, Inc. When it comes to preventing a data breach or cyber security issue at a medical practice, employers and employees should attempt to be as knowledgeable as possible about cyber security to avoid making errors. This ultimately means that the practice needs a proven cybersecurity training program in place to make sure all employees are up-to-date on all security policies at all times. Cybersecurity training for employees of a medical practice is an ongoing process and early detection of a data breach or other cyber event is critical when it comes to preventing a practice from losing thousands of dollars in damages as well as damage to the practice reputation and credibility. Practices should consider doing more to ensure that all employees are consistently updated and informed about potential security vulnerabilities as well as how to recognize and avoid them.The following are some cyber security tips for medical practices: Require Strong Passwords. Secure passwords are typically the first step in safeguarding sensitive dates and patient information. Every employee needs to know how to create strong passwords. This includes using a mix of characters, numbers, letters, and never sharing passwords among employees.Consistently Evaluate Vulnerabilities. Practice leaders need to understand the vulnerabilities and consistently evaluate the systems and employees on a regular basis to recognize potential weaknesses.Implement Cybersecurity Tests. These tests are sometimes called “live fire” training and they provide the practice or employer the ability to determine just how educated and prepared their employees are when it comes to avoiding one of the many cybersecurity issues. The most popular form of this test is when the employer or contractor simulates phishing scams to see how many employees open attachments.Keep The […]

Reaching Goals Requires Solid, Prioritized Planning

Our highlighted Strategic Partner this month is Arif Michael Boysan Certified Business Coach,Speaker & Trainer Arif Boysan is a local business growth expert that combines his Action Coach Business training with over 20 years of hands on business experience. This allows him to focus on helping business owners and leaders improve their top and bottom line performance, increase team productivity, and identify potential for expansion or other business development opportunities.  Any success-oriented entrepreneur understands that success doesn’t just happen. It requires a willingness to take risks, financial sacrifice, an incredible amount of hard work, and perhaps most importantly of all, the creation and execution of a well-devised plan to make their dreams a reality. A plan is a road map to where you want to go; working hard without a plan will get you nowhere. In order to best utilize your time, money, and energy, you will need to decide not only what to do, but how to best go about achieving what it is that you want. Whether it’s hiring additional staff, opening a new branch, reducing your number of work hours, or expanding your offerings, you need to create a road map that will guide each step of the process. Of course, it’s easier to talk about making a plan than to create one. One of the first issues you’ll encounter is determining how to prioritize certain tasks. One way to help you make that decision is to evaluate how much control you have over what it is that you hope to achieve. For example, you may want to add a new item onto your menu, only to find out that the market price for that item has increased by 50% over the past year. You can’t control the market, […]

Find Your New Hire FAST!

How long does it take to hire an employee?  Without using a staffing agency, the average time frame from search to start date for a new hire is 10-12 weeks according to an article on Including companies using staffing agencies, LinkedIn’s 2017 Global Survey says the average is 6-8 weeks. To be clear, that’s the nationwide average across all industries. The reality is less concrete than survey statistics. Each industry, job requirement, company culture/reputation, etc affects the length of time it takes to bring on a new hire. Let’s say you own a private practice and you speak to a friend in the restaurant industry that easily hires multiple wait staff every week. Let’s say they exaggerate and it’s multiple hires every month. Many of the candidates apply simply by seeing the “now hiring” sign on the door. Sounds easy, right? If you’ve been in the industry for any amount of time you know how very incorrect that assumption is, especially for the healthcare industry. So how can you get that many candidates in that fast?  The right candidate is worth multiple convenient hires even for positions that do not require specialized skills. In most cases it takes time to find the right candidate. In a past blog I wrote about how it takes a few weeks to go through resumes, a few weeks to conduct interviews, and if your candidate is otherwise employed it takes an additional two weeks notice in most cases. Six weeks of waiting to fill an empty position.  That six weeks is based on the search starting immediately. You didn’t try to save money and make it work with one person down. That’s also assuming […]




MARCH 2019 OPTIMUM RTS NEWSLETTER Palm Beach Medical Society’s Heroes in Medicine We are so proud to have John Dalton, Owner of Optimum RTS, be chosen as Chair of the Palm Beach County “Heroes in Medicine” event and to serve alongside co-chair Judy Dunn, RN and Gregory Cotes for 2019….CLICK FOR MORE INFORMATION
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