Dental practice management courses uk,targeted case management training curriculum,management training programs ontario - You Shoud Know

Analyze service line anlaysis to improve the coordination of services, patient satisfaction. Maintain Strategic management system to track organization performance across financial, clinical, business process.
Effective Back Office Call Log Management system make seamless and efficient communication with back office staff and clinic staffs. Software has been designed in such a way that even semi- literate operators can operate it. Customizable 'Patient Relationship Management System' boosts business and enhances the image of the dental surgeon. Optimize decisions through availability of quality and timely information of all clinics even in your car. Maximize efficiency of clinic through improved communication among doctors, staff, lab and patients. I currently run a network of 8 dental clinics in Mumbai, located in Borivali, Malad, Andheri (Lokhandwala) & 7 Bungalows, Vasai , Dombivali etc.
In a 'nutshell' a Treatment Coordinator is someone in the practice who is available to spend time with the patients to answer questions related to treatment and fees. Most dental practices today are very busy and often the entire team feel like they need more time to talk to patients about their dental care. Educating and discussing the dentist's treatment plan, after the dentist has diagnosed and reviewed the treatment with a patient. Educating patients about veneers, implants, crowns, bridges, Ortho, Perio and any other treatment that was diagnosed by the dentist. The ideal situation is for the Treatment Coordinator to have access to an office where the fees and treatment can be discussed in private without interruption; taking as much time as is needed to answer all patient questions. 1.You will find that patients will refer more new patients to your practice as a result, because they will enjoy the attention they receive and will leave well informed. 2.There will be less stress when the entire team knows that there is someone who they can direct their patients to for an estimate and to discuss fees.
3.Your case acceptance will also increase when patients, learn more about the advantages of the treatment. When dental practices are understaffed there is no time to educate patients; the result is lost revenue. When there is no time to answer patients' questions, they will likely not accept the treatment; which results in lost revenue.
When there is no time to document fees, then collecting them becomes difficult; which results in lost revenue.
When no one has the time to follow up with estimates and incomplete treatment; the result is lost revenue. If you are planning on taking your practice to the next level of success, can you really afford not to have a Treatment Coordinator? Reviews of the best tool for your practice to make more efficient and easier for everyone at the clinic. Competition and reality of dental clinics have changed and will change dramatically in the coming years. When I’m running a meeting and coaching dental offices, I often imagine my Uncle Dick is sitting in. Dentistry has gotten a lot more competitive and certainly more business-like than in my Uncle’s day. He’s a big reason why “Clinical Calibration” is at the core of our ethical approach to patient education and case acceptance.
We monitor over $30 Million dollars’ worth of dental activity per month in over 220 offices with over 300 Dentists represented. This is another example of how you, as an Independent Practitioner, get top notch management support from us. Production per Exam (from our APM Database): This is a measurement of the range and depth of dental services accepted and delivered.
This entry was posted in APM News, Bulletin Articles, Dental Practice Management on April 20, 2016 by admin. Let’s face it, most of you don’t have the time or inclination to really stick your nose into the practice management software and see what’s going on. Even well-meaning, experienced front desk people can be dropping the ball without knowing they’re dropping the ball.


So, if you have turnover, call us and Heidi will come to your office for a “Systems Check Through.” If your front desk person is doing all that should be done, you’ll have the peace of mind of knowing it. There are now 12 Aspen Dental offices in our state, one in North Dakota, a couple in Wisconsin and one in Iowa (there are over 500 nationally). I just heard of a recent case in which a young Minnesota Doctor bought a practice and then found, probably to his chagrin, that a brand new Aspen Dental was being built across the street. I like to use Aspen Dental as an example of what the independent private practice doesn’t want to be.
Now I’m a “Suit” myself but I like the idea that the Doctors get the final decision on what clinical treatment happens with their patients. Show Off Your Quality a Little: Ask your staff to constantly deliver the message that, “Dr. EVERYONE ON YOUR TEAM HAS TO DEAL WITH PATIENTS, MONEY AND INSURANCE. MAKE SURE THEY KNOW HOW!
This entry was posted in APM News, Bulletin Articles, Dental Dow Jones on April 20, 2016 by admin. About a third of area practices have their staff on an incentive. If the conditions are right, we highly recommend incentives. Sometimes it makes sense to discontinue an incentive that’s no longer helping to foster a harmonious and productive team and that extra edge of performance that we are always looking for. Productive Performance Reviews: As many of you have heard me say, I feel that a productive performance review should not be a bureaucratic “grading” process. Instead, I feel that a performance review should be a cross between a “Wedding Anniversary” and “Let’s Make a Deal.” That is, the employee should be thanked and honored for their contributions for the past year. As practice owners, you have an automatic “incentive” program. You know your career, your livelihood is at stake.
Oh, and one more thing, an important part of the performance review process is to ask the employee, “What can I do to help support you in doing your job and in being happy at work?” and then really listen to what they have to say. Smart Wage Decisions: I believe it’s best to take a look at staff wages as a percentage of collections at least once per year for the sake of determining how much will be available for wages and raises.
Using this very simple method, you can keep the biggest part of your overhead (staff wages) under control.
This entry was posted in Bulletin Articles, Dental Practice Management on February 17, 2016 by admin. Comparing 2015 to 2014 statistics for the mature area practices sampled, we found that practice production was up 6% and collections were up 4.8%. Our Dow, a sampling of both Rural and Urban practices, shows an average collection percentage of 84% – down a percentage point from last year. This entry was posted in Bulletin Articles, Dental Dow Jones on February 17, 2016 by admin. Exams are up 2.7% with New Patients being up 12% and Open Time in Doctor and Hygiene schedules down about 5%.
Someone who is responsible to ensure that patients leave well informed, with all their questions answered about treatment options, with alternatives and fees introduced. If you are offering patients not just the maintenance dental care they need, but also introducing more aesthetic and elective dental options, then you could benefit from introducing a Treatment Coordinator into your practice. It is important that this person must be a team player, possess excellent organizational skills, advanced communication skills, clinical knowledge and be confident when presenting treatment. No more guessing, just use effective proven techniques that guarantees new patient bookings. The event promises to be a comprehensive and fascinating look at 21stcentury dentistry procedures, practices, and products.
After college, I was looking into Medical Practice Management when my Uncle Dick (who practiced Dentistry in Rochester, MN for over 30 years) said, “Hey, check out Dental.” From that tip, I ended up working for the Professional Economics Bureau in 1980 and eventually became their Vice President. I’m sure Uncle Dick would wince at the huge signs you see in dental offices now (in his day, signs couldn’t be lit and they couldn’t be more than 3 inches high) but he’d sure understand battling with insurance. It’s about “Criteria” not “Quotas.” We know that different Doctors have different clinical protocols, but, if their team is effectively presenting dentistry that’s true to their own inner laws, then we can all sleep well at night. He lives with his wife, my Aunt Pat, in Sun City, Arizona, but he has been “attending” meetings with me for the past 35 years. He did analysis work for the Mayo Clinic and is attending the Carlson School of Management.


It’s hard for Doctors to have the time, much less the knowledge, to know that all the bases are covered at the front desk.
My clients there say that it’s been closed for some months now presumably because their previous Doctor(s) departed. Doctors do too and that’s one of the reasons why the larger group practice models (“Corporate Dentistry” or “DSOs”) tend to have greater turnover of both Doctors and staff than the private practitioner. After the great recession, many practices did not award wage increases for a year or two – some longer. Dealing with patients, money and insurance is something you have to do every day so why not do it well?
This is best done in conjunction with performance reviews because you can “buy-out” from an incentive by awarding increases and then change the game according to the practice’s situation – or just let it lie fallow for a while. Note the requests and then the next year, if they’ve made progress in those areas, thank them. In fact, don’t wait until next year! You don’t have to grant everything that’s asked for but if you take what they say under consideration, they’ll know that. If your total gross wages were running at about 25% of collections, for example, last year and they are 23.5% now (because your collections grew) then you are in a position to give raises. The dentist must trust this person to give patients correct information, in an enthusiastic way. He was one of the early “Pankey Guys.” He also did missionary work in Madagascar and has been an ambassador for Dentistry in other places like China and Cuba.
For over 20 years, she’s been a Dentrix trainer and she’s familiar with most all dental software including: Eaglesoft and Open Dental. That’s changed now as the market heats up for assistants, front desk people and hygienists. Since most dental visits don’t actually feel good, you want to make sure the patient feels good about themselves when they leave your office. Goodguy only uses the finest materials and your fillings (crowns or whatever) will last a long time if you take good care of them…” “Dr. However, sometimes incentives get to the point where they are no longer stimulating performance. If staff salaries have crept up to 27% or 28%, then it’s time to hold off until your practice revenue catches up. Do practices with higher PPO participation really get more new patients than those with more mid-range or low participation?
We want your front desk people to be happy and you to be happy with them. You’ll have busier schedules and a better bottom line (plus peace of mind knowing it’s all under control). Take the confusion out of dental fees and insurance so your patients follow through on treatment and your schedule stays full. What are the properties of practices that attract more than average new patients and those that attract fewer? Again, keep in mind that this is a group of mature practices and a mix of Metro and Outstate locations as well. Valuable team members are always adding to their skills, always helpful, pleasant and hardworking. For example, dealing with a turnover of the administrative staff, making sure the new staff is in line and the systems are tuned or stay tuned. However, the lawsuit cited by the ADA last year in New York, where they were sued for $450,000, says what the core of their problems is. Sure, you have to tell them if they need to floss more or get this or that done, but you can have them leaving feeling good about the stuff they are doing right and, most of all, that they were smart to get on in and get their checkup (or whatever). If you don’t recognize those qualities in an employee, they will go somewhere where they can be recognized! Heidi will also help you and us in technical research as the front desk area, like the clinical side, is increasingly digital and complex. For example, patients that commit to perio treatment are going through some inconvenience and expense and should be really congratulated for their efforts.



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