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Angela Thurber

Additional Time Banks (PTO)

We’re reviewing how we structure certain types of leave—specifically Anniversary Award time, Holiday, and Bereavement Leave—and would love to hear how other centers approach similar situations.


These specific banks are in addition to our already generous PTO. Which is based on accrual and used to be one bank of time, but staff were frustrated that they never had time to cover for Holidays, so we backed it out of their PTO accrual, so it was separated and clearer.


A few years ago, we added an Anniversary Award benefit, offering one day of PTO per year. To keep it “equal,” we capped it at 8 hours for all staff. Bereavement is currently 3 days/24 hours or 1 day/8 hours, depending on relation. Holiday is 56 hours, but we add time for closing early on Christmas Eve, New Year's Eve, and if we add days around Christmas.


However, our team includes employees…


9 Views
Angela Thurber

Dental Staffing

Do any other Center's in MD hire Dental Assistant's without X-Ray? We have a DA 1 & 2, but both require X-Ray. We are wondering how that impacts the workflow; ideally, we want them all to have x-ray; but the pool is limited to what we offer and what they want! Does having non-x-ray licensed staff hinder the workflow to make providers less productive? What would you say works for you? What ratio to provider do you find works for DA 1, 2 and non-x-ray licensed?

5 Views
Alli MatsonAlli Matson

Center Turnover Metrics


Health center leaders,


We have a request from one of our centers for 2025 staff turnover metrics. If you are able, please share the following metrics for your center.

  • Total Turnover 

  • Voluntary

  • Involuntary

  • Clinician

17 Views
Diane Coontz
Apr 28

Hi - our total turnover for the first quarter of 2025: 4.87%

Voluntary: 2.43%

Involuntary: .81%

Clinician: 0


Thanks,

Diane Callis

MLMC

Alli MatsonAlli Matson

CME policies, forms, etc.

I’m working on restructuring our CME process here at MLMC and wanted to see if you might be willing to share resources around how continuing medical education is handled. 


The idea is to build a more structured approach to how CME time and funds are requested, approved, and tracked. Right now, we offer 40 hours of CME time off and $3,500 per year, but we’re running into recurring issues with unclear expectations, documentation gaps, and inconsistent reimbursement requests. I’d love to see how other MACHC members are handling this.


I’m specifically looking for:

  • Sample CME Policies (especially any language around limits, virtual courses, family travel, limits, approvals, or reimbursement eligibility)

  • Request/approval forms or processes

  • Reimbursement forms or processes


6 Views
Angela Thurber
Angela Thurber
Apr 23

We tell providers they have to submit the request to their supervisor who then submits to the CEO/CFO for final approval before they pay to ensure it qualifies for reimbursement and to ensure they have enough funds remaining. We just have a simple travel reimbursement form to include travel expenses if they are necessary for CME. - Then once they get pre-approval, we have them provide proof of payment and CE certificates that are applicable for actual reimbursement.




We code timecard as CME; they have a bank like their PTO set up and they can use that and track their time off; and this resets on their anniversary date.


We have found this helps ensure we have all the necessary information on the front end, and if they don't follow that process, then they risk not getting reimbursed. We are also very clear that it is for the provider only, if they take family and extend their trip, they have to do so using PTO and their own funds.


We have included in the Travel Reimbursement Policy - **Note:  Receipts must be provided in all cases before reimbursement can be made. Alcohol, entertainment, and other personal expenses including those incurred by a spouse, etc., are not reimbursable."


We also changed our policy to include that these expense allotments are not redeemable upon notice of separation. If they resign, they can't then submit for reimbursement of CME and expenses or request the time off after resignation has been received and any time approved prior to receipt of resignation would no longer be paid/reimbursable; the allocations are to maintain licensure while an employee of the Center. If that makes sense.


Also, these are use them or lose them benefits that do not allow for carryforward.


Hope this helps.

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