Surgical Aesthetics

JAN-FEB 2014

For plastic surgery and cosmetic surgery trends, techniques and equipment, plastic and cosmetic surgeons turn to Surgical Aesthetics for the latest on breast augmentation, liposuction, rhinoplasty and more.

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At a minimum, a job description should include: job title, a description of the position, and the employee's main areas of responsibility. your performance,'" Shorr explains. "How do you evaluate someone's performance without metrics?" Dermatologist Amy Taub, MD, of Advanced Dermatology, which has offices in Lincolnshire and Glencoe, Illinois, experienced firsthand the problems that can arise when a practice gets lax on documenting job duties. When her office manager, who was responsible for ordering the practice's supplies, left the business, "we realized that no one else knew how to order things," recalls Dr. Taub. "And no one had her passwords to order the products." She adds that cross-training employees in various roles also is crucial to keeping a practice running smoothly. "You have to cross-train people, because if one employee is sick, then your practice may grind to a halt," she says. Developing Job Descriptions At a minimum, a job description should include: job title, a description of the position, and the employee's main areas of responsibility. All 55 staff members in Dr. Taub's practice have job descriptions, including physicians, medical assistants, front desk workers, billing employees, skincare specialists, estheticians, office manager, the medical director and marketing specialists. She develops the job descriptions with her executive team and employees currently working in the department that is hiring or shifting duties. The descriptions are regularly tweaked as job functions and expectations change. "When our marketing manager came on board, social media wasn't that important," says Dr. Taub. "Now it's a key part of her job." Dr. Schlessinger agrees that job descriptions have to be somewhat fluid. If, for instance, someone with a particular skill is hired, other employees' roles may change. "If someone with a specific skill set becomes available, then we shift around other people in order to streamline our operation," he says. Job descriptions at Elite MD are developed by the medical director and human resources staff. The practice is divided into three divisions: dermatology, laser and plastic surgery. As roles change, staff members are informed. The practice also provides all employees with an organizational chart that outlines the facility's management hierarchy and the roles of each employee within their division. "We have monthly staff meetings where staff members are updated on any changes in our organizational structure by our leadership," says Dr. Badreshia-Bansal. "New staff members are introduced with their major roles outlined as part of a specific team." She says the organizational chart gives employees "a good sense of the level of RESOURCES Practice owners or managers who would like to get more information on developing written job descriptions and protocols may benefit from the following resources. ✪ AMERICAN ACADEMY OF DERMATOLOGY (AAD) offers a variety of practice and employee management resources for members under its "Member Tools & Benefits" section. ✪ AMERICAN SOCIETY OF PLASTIC SURGEONS (ASPS) offers a Practice Solutions portal for member surgeons that includes a variety of free practice management resources and downloads. ✪ SOCIETY OF HOSPITAL MEDICINE provides job description templates for a wide range of medical professionals and support staff positions. Visitors can find them at: Practice Management > Practice Administrators > Sample Job Descriptions ✪ MONSTER.COM Employment site,, offers resources for business owners as well as job seekers. Practice managers can find sample job descriptions for hundreds of positions, including healthcare-related employees at: > Resource Center > Recruiting & Hiring > Job Descriptions January/February 2014 ❘ 27

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