2. For employees paid above market value, do not reduce their wages. Instead, let them know they are currently being paid above market value and you won’t be able to give them any increases until the wage band they are in catches up to them. If you want to reward them financially for a job well done, give them a bonus instead of a raise as it will not impact their hourly pay rate.


3. When you hire new employees, use the wage ranges you’ve established and their experience level to determine what you should pay. This will prevent you from repeating past mistakes.


4. When considering future pay increases, take into account the quality and quan- tity of work performed, but do your best to keep them inside of the wage bands you’ve established.


5. Every 2-3 years you should review the most recent market data and update your wage bands accordingly to keep them accurate and competitive.


The compensation of employees is not a science but an art. There are so many factors that come into play. This may seem like a tedious task, yet the value and consistency it will bring to your practice will be worth the effort. f


Jodi Schafer is owner/general partner of HRMS, LLC. To learn more visit hrmservices.biz.


REFERENCES 1) bls.gov/oes/current/oes_mo.htm


2) ada.org/en/science-research/health-policy-institute/ data-center/dental-practice


3) danbcertified.org


4) dentistryiq.com/articles/2016/10/2016-rdh-evillage- salary-survey-part-3-state-by-state-comparison-of-hourly- rates.html.


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ISSUE 6 | NOV/DEC 2017 | focus 35


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