08/15/2016    Lynn Homisak, PRT

Salary for Podiatric Assistant

Salary for Podiatric Assistant

When it comes right down to it, each office is
responsible for structuring its own “reasonable”
pay scale by considering the following factors:
your salary philosophy, (e.g., do you support a
pay scale that is ahead of the current range to
attract and keep a more qualified individual or
are you satisfied paying the minimum with the
resulting minimum effort and frequent turnover;
the performance of your practice (flourishing or
barely surviving); economic indicators in your
geographic area; employee job performance
including years of service, skills and experience,
and of course, added benefits, bonuses and
incentives, etc.

Likely not the answer you wanted as it doesn’t
offer that dollar amount you were hoping to see.
Yet it’s the process that makes the most sense. I
would advise you to not craft a salary model by
comparing staff salaries with that of a colleague
for the same reasons that I advise staff not to
compare salaries. There are just too many
important variables.

Although a 15% raise is considerable, you didn’t
say when this employee’s last raise was. Is the
request factoring that in? Do you conduct regular
performance reviews that recognize and appreciate
and document additional tasks/contributions to the
practice? Is loyalty taken into account?
Attendance? Team player? If you’re not convinced
this employee deserves a 15% raise after some
thoughtful evaluation, have that conversation with
her/him. Don’t ignore the request; discuss!
Present data to support your decision via a
compensation worksheet. By outlining the “total”
compensation package” including base wages, taxes,
all benefits, perks, vacation, holiday bonuses,
uniforms, etc. it shows how much you have
“invested” in her. This should be done for all
employees annually. (If anyone would like a
complimentary Compensation Worksheet – email
lynn@soshsms.com.)

You may have already received private messages in
response to your query suggesting what others feel
to be a “fair” wage. Take them with a grain of
salt. No two offices are the same. After all is
said and done, and you’ve done your due diligence,
ask yourself (and only YOU can answer this
question)…Is holding back this increase worth the
possibility of losing your “BEST” staff person?
There’s your answer.

Lynn Homisak, PRT, Seattle, WA

Other messages in this thread:

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02/03/2006    Gary Hoberman, DPM

Salary for Podiatric Assistant

RE: Salary for Podiatric Assistant
From: Gary Hoberman, DPM

$600/week=$15.00/hr. This seems very fair to me,
but when you
mention she pays the health insurance, and
there's no mention of
dental, disability, or 401, sounds like you have
a great employee at
a bargain. While it's magnanimous of you to pay
her for hurricane
and Jewish holidays, neither are under her
control. If you can't
come to terms, ask her if she'll relocate to
Chicago :) !

Gary Hoberman, DPM, Chicago, IL, hobergc@aol.com

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02/02/2006    Name Withheld

Salary for Podiatric Assistant

Query: Salary for Podiatric Assistant

After reading many queries about salaries for
podiatric assistants,
I need some opinions from my fellow colleagues.
One of my assistants
is asking for a raise. She has been with me for
fourteen years and
has been very loyal and hard working. Sick days
are never abused and
she is given two weeks paid vacation with an
extra week taken
without pay. As added perks, I allow her to take
off when I am out
of the office for seminars, long weekends, etc.
This past year,
these paid days off added up to fourteen plus
eight days paid for
hurricanes. All holidays, including the Jewish
holidays and extended
long weekends associated with holidays are also
included with pay. A
$500 yearly holiday bonus is also given. Her
weekly pay, including
salary and insurance allowance, is $600. This is
based on forty
hours per week. No weekends. Your opinions would
be greatly
appreciated.

Name Withheld