There's no doubt that fair compensation is important when it comes to employee job satisfaction. However, compensation can
be tricky to determine, especially when money is tight. And discussing the topic with team members can be understandably difficult.
But failing to examine and discuss one of your practice's largest expenses could lead to problems down the road.
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Unmotivated employees can dramatically affect productivity, turnover, and the quality of care you offer clients and patients.
To help you keep employees engaged, Benchmarks 2009: A Study of Well-Managed Practices by Wutchiett Tumblin and Associates
and Veterinary Economics sheds light on the latest strategies for addressing compensation.
SO WHAT'S FAIR COMPENSATION?
Source: Benchmarks 2009: A Study of Well-Managed Practices by Wutchiett Tumblin and Associates and Veterinary Economics
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Staff wages, retirement contributions, and payroll taxes represent about 25 percent of total practice revenue. While staff
compensation is a significant expense—one you might be tempted to slash when money is scarce—consider what your team does
for you. Staff members support doctors' production, and competitive pay helps ensure you've got the best help possible. See
Figure 1 for compensation ranges in Well-Managed Practices.
Source: Benchmarks 2009: A Study of Well-Managed Practices by Wutchiett Tumblin and Associates and Veterinary Economics
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When it comes to doctor compensation, 50 percent of Well-Managed Practices pay a guaranteed base plus a percent of production,
and 22 percent pay straight production. The remaining 28 percent pay their doctors a straight salary. For those practices
paying a blended production rate—the same percent for medical services and product sales—the average rate is 20 percent. Practices
that use a split rate pay, on average, 22 percent on medical services, 8 percent on pharmacy items, and 8 percent on therapeutic
diets. Figure 2 shows the average starting salary for doctors in Well-Managed Practices.
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