Shaneé Fulton has over a decade of experience in speech-language pathology, specializing in pediatric care and educational support. Passionate about fostering communication skills in children, she combines evidence-based practices with compassionate care to empower young learners.
Running a private medical practice is fraught with challenges, from patient care to administrative tasks. Like many practice owners, I sought to streamline operations and save costs by hiring fractional professionals for medical billing and human resources (HR). Unfortunately, this decision led to significant financial losses and operational headaches. Here’s how it unfolded and how you can avoid making the same mistakes.
The downfall: Hiring fractional professionals
Medical billing woes
One of the most critical aspects of running a medical practice is ensuring that billing is done correctly and promptly. Unfortunately, hiring a fractional medical biller turned out to be a costly mistake for several reasons:
Untimely billing: Claims were consistently submitted late, leading to many denied and lost claims. This delay affected our cash flow and increased the workload of our in-house team, who had to chase down overdue payments.
Lack of accountability: The fractional billers often needed more accountability. Mistakes were frequent, and a reliable system to track and rectify these errors promptly was needed. When questioned, they often shifted the blame or provided inadequate explanations.
Carelessness and incompetence: There were numerous instances of carelessness, such as incorrect patient information, misallocated payments, and incomplete documentation. These errors resulted in repeated denials from insurance companies, further compounding our financial woes.
Human resources nightmares
The decision to hire a fractional HR manager was equally problematic:
Untruthful behavior regarding recruitment: The HR manager repeatedly assured us that recruitment processes were underway and that suitable candidates were being vetted. However, positions remained unfilled for months, leading to increased workloads for existing staff and operational inefficiencies.
Incompetence in handling HR matters: The fractional HR manager’s performance was subpar, from managing employee relations to handling payroll. There were frequent errors in payroll processing, and employee grievances were often left unaddressed, resulting in low morale and high turnover
Unethical behavior: In some instances, the HR manager was found to be acting unethically, such as misrepresenting the qualifications of potential hires and providing falsified reports on recruitment activities.
Lessons learned: Avoiding the same mistakes
Create clear boundaries
Define roles and responsibilities: Clearly outline the roles and responsibilities of any fractional professionals you hire. Ensure they understand their tasks and the importance of timely, accurate work.
Set performance metrics: Establish specific performance metrics and deadlines. Regularly review their work against these metrics to ensure it meets your practice’s standards.
Hold people accountable
Regular check-ins: Schedule regular check-ins to discuss progress, address issues, and provide feedback. This helps maintain accountability and ensure that any problems are identified and rectified promptly.
Implement a tracking system: Use a robust tracking system to monitor the submission and processing of claims. This will help identify delays or errors early and take corrective action.
Ensure proper oversight
Involve internal staff: Assign an internal staff member to oversee the work of fractional professionals. This ensures an additional layer of supervision and accountability.
Regular audits: Conduct regular audits of billing and HR processes. This helps identify discrepancies and ensure that the professionals adhere to established protocols.
Vet fractional professionals thoroughly
Check references and reviews: Before hiring, check the references and reviews of fractional professionals. Speak to other clients they have worked with to understand their reliability and competence.
Trial periods: Consider starting with a trial period to assess their performance before committing to a long-term contract.
Conclusion
Hiring fractional professionals for medical billing and human resources seemed like a cost-effective solution for my private practice. However, the reality was far from ideal. I encountered significant financial losses and operational challenges by failing to create clear boundaries, hold people accountable, and ensure proper oversight.
To avoid making the same mistakes, it’s crucial to establish clear roles, set performance metrics, involve internal staff for oversight, and thoroughly vet any fractional professionals you consider hiring. By doing so, you can protect your practice from the pitfalls I experienced and ensure smoother, more efficient operations.
Read more from Shaneé Fulton
Shaneé Fulton, Entrepreneur & Speech Language Pathologist
Shaneé Fulton is a dedicated speech-language pathologist with extensive experience in pediatric care and educational settings. She is deeply committed to helping children enhance their communication skills through personalized therapy and support. Shaneé's expertise includes working with diverse populations, collaborating with educators, and advocating for inclusive learning environments. Explore her insightful articles to discover practical tips and strategies for promoting speech and language development in young learners.
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