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These are examples of physical therapist job offer templates. What should be included in a job offer? What questions should be answered?
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0:00
Hey guys, so let's start this video by talking about physical therapy job offers or position offers
0:06
I'm going to start out by saying you absolutely should never accept employment without a written position offer
0:13
There has to be something in writing. Now, even if it's not a contractual agreement
0:17
you need something that outlines all of the aspects that you can expect when accepting employment from any employer
0:25
Most large organizations like hospitals or other institutions, they are going to have
0:29
a handbook that's probably thicker than an old school telephone book with all of this
0:34
outlined for you. But for those of you that are looking at working with smaller employers, you know, I am a small
0:39
business owner. I own a physical therapy practice with two clinic locations
0:43
We don't have the administrative department, the HR department that a large hospital or
0:50
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, 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
1:18
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
1:26
Total Therapy Solutions my company when we're extending the employment offer So from a Google search a couple things that they discuss
1:35
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
1:43
coming in as a licensed physical therapist. You want to know, do you have any direct reports
1:50
Who's your supervisor? Who do you report to? And in an ideal situation, there would be an
1:56
organizational board or an org board that outlines every single aspect of your employment and the
2:02
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
2:13
You want to get a list of important dates. When does the employment start? When do you start accumulating paid time offer or payment toward other benefits
2:21
You want to know if you have vacation coverage, when you can utilize it
2:24
If you have something planned, you want to know if you can go ahead and work that into
2:28
the contract. Important dates, a calendar, huge aspect of accepting any position offer
2:35
Obviously there has to be a discussion about compensation whether you going to be soured or soured salary or hourly whether your benefits are included in that rate whether
2:47
your benefits are paid separately, how much of your paycheck is coming out of your pocket
2:52
to go toward benefit reimbursement. You want to know the terms. Is this a like, are you accumulating any kind of benefits over time
3:03
All of that needs to be in writing. You want to know the company policy and the company culture
3:09
We always try to share a little bit about our company culture because we want a great
3:14
cultural fit. We don't want a therapist who thinks that the business is something it is not
3:19
So the better feel you can get for company culture, especially if it's in the position
3:23
statement or offer, the better chances you're going to have for a positive experience
3:29
If you're working at an at-will employment state, you want to look for verbiage within the contract or the offer
3:37
It shouldn't be a contract, it should be an offer that discusses this
3:42
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
3:53
you want to look for a confidentiality agreement both on your side as the employee or candidate
4:01
and on the employer side because neither of the two parties really should be open to discussing
4:07
what was in the offer what the outcome of the offer was the negotiations all of that should
4:14
be kept confidential for really the privacy of both the candidate and the employer and then of
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course, any contingencies. If something has to happen, maybe you're a new grad, you haven't been
4:27
licensed, and this is a contingent offer on getting your licensure, or this is a contingent offer on
4:34
relocating to a specific state or working at a specific location. So those are some of the things
4:40
to look into a position offer. I went back and I found a position offer that we had extended to a
4:47
physical therapist assistant. And I'm just going to kind of go through some of the highlights
4:51
So looking at this, we had nine points that we were discussing. We made it clear that this was
4:58
not a contractual agreement, that this was more of a courtesy to help both parties understand
5:04
expectations. So item number one, we came right out. This is a wage position for a W-2 employment
5:13
status 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
5:29
the new candidate securing their own health insurance. We do not have group health insurance
5:34
at my physical therapy clinic. We gave a timeline. Number two is a timeline. After 90 days of
5:42
continuous employment, that is when the paid time off program would begin. We indicated that the
5:49
individual would be accumulating paid time off from the first day of employment, but they wouldn't
5:55
be eligible to access that paid time off until completing 90 days of continuous employment
6:01
We indicated the conversion factor, so for every one hour of work, they would receive 0.041 hours
6:10
of paid time off and it was on an accumulating basis. On number three we talked about paid
6:16
holidays. What are the paid holidays? How is the the paid holiday accumulated by hour? What is the
6:24
conversion factor? In number four we talk about how many hours the employee is expected to work
6:32
per week. The employee wasn't guaranteed 40 hours a week but there was a range that they were
6:37
guaranteed that we would pay regardless of whether we had enough patient visits to fill that time
6:43
with clinical care. So we were guaranteeing a base number of hours. Number four also discusses
6:50
CEU reimbursement. So we were paying a certain dollar amount toward a certain number of CEU
6:58
credit hours within the certifying period, the two-year period. We talked about number five
7:06
was flexibility at working at either of our two locations. We own two clinical locations under the
7:12
same company umbrella. Sometimes we ask staff to relocate from one location to another. The
7:18
requirement was that this individual would be flexible and able to work different days at
7:24
different times within the expected range at each of the different locations depending on patient
7:30
census. Number six, we talked about administrative aspects of the job, what was expected. We talked
7:38
about TTS policy, so total therapy solutions policy, where they could find the policy manual
7:46
the HIPAA compliance protocol that they would have to complete before starting employment
7:52
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 addressed in the Google search
8:09
We talked about what to expect, how they can determine whether they've met or exceeded or
8:14
were deficient in a specific department in the organizational board. We talked about how
8:22
compensation would be calculated based on their performance and if any raises would be extended
8:28
or bonuses, what the structure of that was. We try to make that as absolutely objective and black and
8:34
white as possible. We try to eliminate any of the subjective ratings so that it's very, very clear
8:40
to understand how do you achieve advances in pay. Number eight, we talked about opportunities for
8:47
growth. We talked about what we value as the owners of the business, the founders of the company
8:53
We discuss other people that have moved through the ranks and have advanced through the organization
9:00
and what kind of opportunities lay in front of this potential individual based on this potential
9:06
individual's particular interests. And then finally, number nine, we just basically said
9:13
hey, you know, Total Therapy Solutions is a great place to work, to learn, to develop and test your
9:20
skills as a clinician and a leader, because ultimately we're looking for clinicians that
9:26
are interested in leadership. We value determination, diligence, and perseverance. The most successful
9:32
clinicians within our organization display a drive and a determination that makes them better
9:37
makes their patients better and makes the people around them better on a daily basis
9:45
and I said if we're in agreement and you choose to accept this offer you will be working at this
9:52
specific clinical location with these other specific clinicians and that was it did a little
9:57
sign off this position was accepted by this particular individual this is many years ago
10:03
but the idea is I want you guys, clinicians and employers of clinicians, to know that it should
10:12
be standard practice to extend a position offer either formally or as a courtesy to help that
10:19
individual make the decision on whether this is the place they want to work. So guys, if you want
10:25
to read more about this, if you want to see samples and examples of other position offers
10:30
I'm going to post a link to my blog post down in the video description. Go check out
10:35
LearnMedicareBilling.com and if you come up with other questions that you want me to address
10:40
let me know put them in the comments. I'll catch you on the next video
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