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Table of Contents

• Required Items
• Policies & Benefits
• Recruitment Tools
• Key to success!
• Important reminder!
• Resource Links

 

 

 

 

 

 

 

 

 

 

 

Required Items

1. Employer Identification Number (EIN)

"EIN", or Employer Identification Number, is defined as a nine digit number that the IRS assigns to organizations. The IRS uses the number to identify taxpayers who are required to file various business tax returns. EINs are used by employers, sole proprietors, corporations, partnerships, nonprofit associations, trusts, estates of decedents, government agencies, certain individuals, and other business entities.

2. State Tax account number (unempl)

Find more info specific to your state at http://www.irs.gov/businesses/small/article/0,,id=99021,00.html

3. Poster on Federal Minimum Wage

4. Poster on Equal Employment Opportunity

5. Poster on Notice to Workers with Disabilities

6. Poster from OSHA

7. Poster Employee Polygraph Protection Act

8. Poster on the Medical Leave Act

• State poster and worker's compensation requirements may vary in your state. Go to http://www.dol.gov/esa/contacts/state_of.htm
• You can also get a all inclusive poster for your state here

 

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Human Resource Policies

There are certain policies and benefits you'll need to consider when recruiting new employees. Later in sections 11b and 12a we'll address the other items.

Job Description (sample for an aide)

When most design job description, they start with the technical tasks and duties.  I recommend you begin with the expectations of reliability, willingness to pursue learning and growth, ability to take instruction, ability to take criticism, etc. Most of the "tasks" can be accomplished by anyone. But having an employee who develops a strong rapport with your other staff and represents you well with patients is a totally different story. See our sample job description that includes these essential elements.

Hourly or salary pay

Have a probationary phase between 60-90 days where they are paid minimally. If their performance warrants, give them a raise/reward immediately.  Always pay your employees more than they expect and they will perform more than you expect.

Vacation Policy (not required)

I recommend giving vacation pay as a reward for strong performance to any permanent staff members only.  Use it as a reward but encourage them to take vacations, it's good balance. Aides should get one week at most (5 days of their regular working hours).  Therapists should get anywhere from (3 days to 4 weeks). Front office staff same as aides.

Holiday Policy (not required)

Typical is six major holidays and you don't have to give this benefit. But use it like above. You have many tools to help you motivate your staff. Just make sure you can have a measuring stick to know when is appropriate to reward.

Jury Duty Policy (not required)

Use as a reward as above.

Continuing Education Policy (not required)

Same as above

Health Insurance (not required)

Same as above

Sick/Personal Days (not required)

Same as above

Malpractice/Liability (not required)

This doesn't cost much on your part but can be a nice benefit for therapists in their eyes. Well worth offering it.

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Recruitment Tools

1. Newspaper Ad

A popular way to recruit aides, receptionists, office staff, etc.  Costs anwhere from $50 to 400 depending on the circulation of the newspaper and the amount of words you want to use in the ad.  Make sure to include the following components in your ad:

• Job title
• The range of pay
• part-time or full-time
• hours of operation if appropriate
• requirements such as "bilingual" not "good with people"
• your phone or fax depending what you want them to do. (receptionist ads your phone so you can hear their voice versus fax for office staff)

Remember that what you ask for is what you'll get!

2. Sign/Flyer for local colleges/universities

This is a great way to get people who know how to learn.  An important criteria for most any position...and it's free!

3. When recruiting professionals such as PT/OT/Speech use Advance Magazine. You can also try Direct mailer when recruiting physical therapists

You can purchase a list of all PT's in your area and send them a letter invitation to appy to your facility.  You'll get good candidates (not only the ones without jobs looking for work).

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Key to Success

Screen your candidates over the phone first with a good screening tool before spending time with them face-to-face.

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Important Reminder

The more clear you are with your expectations the better chances of success later. 

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Resource Links

• n/a

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