According to Gallup millenials and Gen Z make up 46% of the U.S. workforce and are expected to make up 75% by 2025. More than a paycheck, these younger employees are looking for mentorship, meaningful work, and growth opportunities.
While the APTA offers residency programs, the demand outweighs the availability. The cost to implement in private practice may be cost-prohibitive for the organization as well as for the new graduate with skyrocketing debt. Alternatives such as Medbridge promote comparable specialty certification exam pass rates, and there is a lack of data demonstrating greater productivity from the residency-trained clinician.
Conversely, many organizations offer mentorship programs to new professionals; however, seemingly without structure. A cost-effective program offering a combination of organizational onboarding, guided clinical development, and strategic billing and coding skills to achieve KPI benchmarks can improve the fiscal health of the practice. Our data shows that Investing time and clinical expertise at the onset of employment enables the new graduate to achieve KPI performance that outpaces seasoned clinicians who have not undergone the same mentoring. It can be offered as a competitive benefit to recruit new clinicians, improve clinical performance and production, and provide significant ROI for the business.
Learning Objectives:
Upon completion of this course, you will be able to
Design or replicate an individualized, structured mentorship program with elements/content provided.
Select key performance indicators on which to measure the employee’s productivity and measure them against non-mentored employee over time.
Analyze and assess the cost of implementation of structured mentorship program as a percentage of individual production to determine value of continuation.
