Streamline Your Billing Process with Our Physical Therapy Invoice Template for Planning

Physical therapy invoice template for Planning

hey guys so let's start this video by talking about physical therapy job offers or position offers uh i'm gonna start out by saying you absolutely should never accept employment without a written position offer there has to be something in writing now even if it's not a contractual agreement you need something that outlines all of the aspects that you can expect when accepting employment from any employer most large organizations like hospitals or other institutions they are going to have a handbook that's probably thicker than an old school telephone book with all of this outlined for you but for those of you that are looking at working with smaller employers you know i'm a small business owner i own a physical therapy practice with two clinic locations we don't have the administrative department the hr department that a large hospital or university has so most private practices are really owner operated and they're trying to do the best they can but i want to share two position offers that you could start to use as a framework i'll put a link to them in the description of this video simply go to google uh do a search for position offers before employment or anything along that line job offer before employment and you'll see a list of the criteria i'm going to go ahead and read one of the main articles and then i'll share some of the things that we put into a position offer at total therapy solutions my company when we're extending the employment offer so from a google search a couple things that they discuss obviously there has to be a job title and a job description the more descriptive the better what are the responsibilities what are the expectations um coming in as a licensed physical therapist you want to know do you have any direct reports is anybody who's your supervisor who do you report to and in an ideal situation there would be an organizational board or an org board that outlines every single aspect of your employment and the expectation of satisfactory or exceptional performance for each of those positions if the company has that go ahead and ask for a copy of it you want to get a list of important dates when does the employment start when do you start accumulating paid time off or payment toward other benefits you want to know if you have vacation coverage when you can utilize it if you have something planned you want to know if you can go ahead and work that into the contract important dates a calendar huge aspect of accepting any position offer obviously there has to be a discussion about compensation whether you're going to be soured or soured salary or hourly whether your benefits are included in that rate whether your benefits are paid separately how much of your paycheck is coming out of your pocket to go toward benefit reimbursement you want to know the terms is this a like are you accumulating any kind of benefits over time all of that needs to be in writing you want to know the company policy in the company culture we always try to share a little bit about our company culture because we want a great cultural fit we don't want a therapist who thinks that the business is something it is not so the better feel you can get for company culture especially if it's in the position statement or offer the the better chances you're going to have for a positive experience if you're working at an at will employment state you want to look for verbiage within the contract or the offer it shouldn't be a contract it should be an offer that discusses this sometimes there is verbiage that could negate the at will status this would be something you might want to take to an attorney if you have genuine concern about this you want to look for a confidentiality agreement both on your side as the employee or candidate and on the employer side because neither of the two parties really should be open to discussing what was in the offer what the outcome of the offer was the negotiations all of that should be kept confidential for really the privacy of both the candidate and the employer and then of course any contingencies if something has to happen maybe you're a new grad you haven't been licensed and this is a contingent offer on getting your licensure or this is a contingent offer on relocating to a specific state or working at a specific location so those are some of the things to look into a position offer i went back and i found a position offer that we had extended to a physical therapist assistant and i'm just going to kind of go through some of the highlights so looking at this we had nine points that we were discussing we made it clear that this was not a contractual agreement that this was more of a courtesy to help both parties understand expectations so item number one we came right out this is a wage position for a w-2 employment status we we indicated the hourly rate that would be paid we indicated that the position does not come with group health insurance that we would pay a stipend and we gave the amount of that stipend toward the new hire or the new candidate securing their own health insurance we do not have group health insurance at my physical therapy clinic the um we gave a timeline number two was a timeline after 90 days of continuous employment that is when the paid time off program would begin we indicated that the individual would be accumulating paid time off from the first day of employment but it wouldn't be eligible to access that paid time off until completing 90 days of continuous employment we indicated the conversion factor so for every one hour of work they would receive 0.041 hours of paid time off and it was on an accumulating basis on number three we talked about paid holidays what are the paid holidays how is the the paid holiday accumulated by hour what is the conversion factor in number four we talk about how many hours the employee is expected to work per week the employee wasn't guaranteed 40 hours a week but there was a range that they were guaranteed that we would pay regardless of whether we had enough patient visits to fill that time with clinical care so we were guaranteeing a base number of hours number four also discusses in uh ceu reimbursement so we were paying a certain dollar amount toward a certain number of ceu credit hours within the um certifying period the two-year period we talked about number five was flexibility at working at either of our two locations we we own two clinical locations under the same company umbrella sometimes we ask staff to relocate from one location to another the requirement was that this individual would be flexible and able to work different days at different times within the expected range at each of the different locations depending on patient census number six we talked about administrative aspects of the job what was expected we talked about tts policy so total therapy solutions policy where they could find the policy manual the the hipaa compliance protocol that they would have to complete before starting employment the background check and other administrative things that needed to be done before they could start treating patients at our clinic number seven we talked about formal performance reviews i think this is an important one that wasn't addressed in the google search we talk about what to expect how they can determine whether they've met or exceeded or were deficient in a specific department in the organizational board we talked about how compensation would be calculated based on their performance and if any raises would be extended or bonuses what the structure of that was we try to make that as absolutely objective in black and white as possible we try to eliminate any of the subjective ratings so that it's very very clear to understand how do you achieve advances in pay number eight we talked about opportunities for growth we talked about what we value as the owners of the business the founders of the company we discuss other people that have moved through the ranks and have advanced through the organization and what kind of opportunities lay in front of this potential individual based on this potential individual's particular interests and then finally number nine we just basically said hey you know total therapy solutions is a great place to work to learn to develop and test your skills as a clinician and a leader because ultimately we're looking for clinicians that are interested in leadership we value determination diligence and perseverance the most successful clinicians within our organization display a drive and a determination that makes them better makes their patients better and makes the people around them better on a daily basis and i said if we're in agreement and you choose to accept this offer you will be working at this specific clinic location with these other specific clinicians and that was it did a little sign off this position was accepted by this particular individual this is many years ago but the idea is i want you guys clinicians and employers of clinicians to know that it should be standard practice to extend a position offer either formally or as a courtesy to help that individual make the decision on whether this is the place they want to work so guys if you want to read more about this if you want to see samples and examples of other position offers i'm going to post a link to my blog post down in the video description go check out learnmedicarebilling.com and if you come up with other questions that you want me to address let me know put them in the comments i'll catch you on the next video