Dos and don'ts for staff management: Create written job descriptions

When team members know exactly what the practice expects of them, they will perform better. With a clear understanding of their roles and responsibilities -- including how they should interface with co-workers -- staff members can achieve the highest levels of efficiency. To avoid misinterpretation, job descriptions must be written. And if they are to serve as guidelines for performance as well as benchmarks for performance reviews, they should be updated whenever systems, staff structure, or growth strategies change.

Involve the employee, immediate supervisor, and doctor. By using a team approach to writing the job description, you can ensure that it's accurate, realistic, and in line with overall staff function and practice objectives. Involving the employee will also encourage greater commitment to meeting the written standards.

Don't forget to include measurable performance targets. Assuming that the practice has set numerical performance targets as part of its overall growth strategy, appropriate targets should be assigned to the employee -- and these should be included in the job description. This will guarantee that they play a role in the annual performance review.

Roger P. Levin, DDS, is the chairman and CEO of practice management consulting firm Levin Group.

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