Handbook
A detailed handbook gives your new and current employees a go-to reference for policies, procedures, benefits and more.
What Does a Handbook Include?
Handbooks may vary from practice to practice but often provide information including:
- A company mission statement
- Workplace environment policies (EEO, anti-discrimination, workplace conduct, etc.)
- Workplace expectations
- Confidentiality requirements (HIPAA, nondisclosure etc.)
- Compensation policies
- Benefits overview
- Time off policies A list of key contacts within the organization
Every Asset Can Help Integrate Your Team
Our professional development training, onboarding materials and policy creation strategies help turn your practice information into a well-rounded and informative employee handbook.
- Provide key informational material
- Support training and onboarding materials
- Incorporate cultural values
- Set expectations and policy
- Modify language for inclusivity
As one of the first steps in employee onboarding, we can help create a handbook for a new practice or modify an existing handbook to meet your practice’s current needs. With a little assistance, they can support multiple practice goals, setting the stage for a great employee experience.
Onboarding
When hiring and every day thereafter, your goal should be to integrate your employee into the business, not just the position you’ve hired them for.
Sarah Laughlin,
Director of Human Resources
With a massive pool of candidates, finding the right person to fit your business becomes increasingly difficult—that’s where Fuel steps in. Our HR team supports practices with all their recruiting and hiring needs. Our professional development team takes your new recruits to the next level with better training and culture development. We do this through a process called integration.
What Is Employee Integration?
Integration addresses a new employee’s overall experience to increase connection and reduce turnover rate. Rather than simply onboarding your new employee into their new role, we integrate them into the organization as a whole. Every conversation, assignment, touchstone, success, failure and interaction is designed to encourage integration.
How Does Integration Benefit the Employee?
By transforming onboarding into integration, we improve the employee experience, performance and workplace relationships because they:
- Discover how their role connects with and impacts others
- Develop broad critical thinking skills to tackle new challenges
- Think of themselves as part of a team, allowing them to better focus on organizational goals
- Develop stronger interpersonal relationships
How Does Fuel Encourage Integration?
Fuel provides an onboarding program including assets and walkthroughs as well as integrative training sessions to help your employees reach their fullest potential.
Job Descriptions
Sometimes, it can be hard to put your finger on what you’re looking for in a candidate. Fuel helps you crystalize this process by creating and testing for the skills you’re seeking in a new employee. We can provide materials and insight in a number of key areas, including:
Defining Skillsets
We help you outline the skillsets you’re looking for in a new employee and create a job description to match.
Proficiency Testing
Proficiency testing is a helpful way to see your potential employee in action before they’re hired. We can help outline tests for a number of behavioral and technical skills, including:
- Administration of hearing testing
- Managing hearing rehabilitation
- Establishing patient and workplace relationships through trust-building
Goal Creation
Specific goals help you grow knowledge, skills and abilities in measurable ways. Fuel can help you create real, attainable goals for new employees and the practice as a whole to complete projects, improve efficiency and foster good working relationships.
Compensation
How do you position yourself as the employer everyone wants to work with? In addition to fostering a healthy and collaborative workplace environment, offering competitive compensation is one of the best ways to attract top talent.
At Fuel, we study real-world metrics tailored to your location to help you create a highly desired and competitive compensation plan using a combination of direct and indirect elements.
What Are Direct Compensation Elements?
Direct compensation elements are all tangible parts of a pay packet. These often include base pay, bonuses, overtime, stipends, paid time off, commission and other workplace incentives.
What Are Indirect Compensation Elements?
Indirect compensation elements are all the extra perks of working for your coming outside of pay. These may include healthcare and life insurance benefits, career advancement opportunities, continuing education, guaranteed hours and workplace culture.
By packaging your direct and indirect compensation elements into an attractive and competitive package, Fuel can help you acquire top candidates in your market.
Policies & Procedures
Memorizing and implementing policies and procedures can be difficult for new employees. Fuel can help make this transition a little easier. Our team creates and advises on key policy material to help practices and individual employees avoid common pitfalls.
Where Do Employees Encounter Policies And Procedures?
Because regulatory rules are often unique to individual roles, our HR team integrates compliance measures into instructional and training materials—helping your new employee get started on the right path.
How Do We Implement Practice-Wide Policies And Procedures?
Regulations that affect the entire practice are revisited across training modules and documentation for all employees. As your staff expands their practice knowledge, personal compliance with policies and procedures will start to feel like a natural extension of their daily functions.
Fuel can help foster this procedure integration by providing holistic and up-to-date policy and procedure reviews, implementation and staff training guides.