In this first video of a three-part series, PT and entrepreneurial consultant Jamey Schrier explains how to create new employee training programs that drive retention.
Compliance expert Tom Ambury discusses the legalities of financial incentives for clinical performance within a physical therapy practice.
Whether you’re job hunting or negotiating the pay rate of your current position, there are several factors you should take into account when it comes to physical therapist salaries.
To tDPT, or not to tDPT: that is the question. Here’s the info you need to come up with an answer.
When you decided to go into this profession, you probably didn’t do so with dreams of one day touring Robin Leach around your mega-yacht. For you, becoming a speech-language pathologist wasn’t about the money—it was about helping people overcome communication challenges, gain self-confidence, and improve the quality of their lives.
You’ve whipped your clinic into shape, beefed up your benefits package, gotten your head in the game, and asked the right questions. Now, you’ve got a rockstar team made up of some very top-tier talent. So how do you keep ‘em happy and committed to your clinic? Here are six ways to retain top talent:
It’s no secret that physical therapists (PTs), occupational therapists (OTs), and speech-language pathologists (SLPs) are are in high demand. In fact, between 2010 and 2020, industry experts expect employment rates for physical therapists to increase by 39% (tweet this stat!)—that’s significantly higher than almost all other occupations. In other words, if you’re looking to hire the best in class from the next generation of rehab therapists, you’re bound to have some seriously steep competition.