With my proven approach and framework, you can create a multi-six-figure group private practice. I did, and you can, too!

Module 2: Your Practice’s Vision, Mission & Core Values 

• Introduction to why this stuff REALLY  matters
• Overview of vision statements
• What are mission statements & why you need one
• Core Values – why you should give a shit 
• Real-world examples of mission statements 
• How to create a mission statement for your practice 

This module is SO stinking important. In fact, it will define the foundation on which your practice is built. Yet, I can’t tell you how many times I meet practice owners who don’t have a mission, vision and core values for their practice.

A strong compelling vision for your practice will PULL your team towards greatness. Without a vision that is clear you will constantly feel like you are pushing your team to do things YOU feel are important but they don’t seem to care about.

Your mission, vision and core values will trickle down to EVERY SINGLE aspect of your practice. This reinforces their importance but more importantly provide real-world context beyond what is stated on paper.

Module 3: Independent Contractors versus Employees Why This (REALLY) Matters 

• Overview Independent Contractors versus Employees
• Level of control – Behavioral 
• Level of control – Financial
• Level of control – Relationships
• The IRS’s litmus test for Independent Contractors vs. Employees
• How do we define an employee 

I know I keep saying this but THIS module is so critical. I see so many dietitians hire dietitians as Independent Contractors (IC) and then treat them like employees. This is so wrong on multiple levels. It is certainly fundamentally wrong with the IRS. When you hire dietitians as ICs you can literally control nothing. You can’t tell them when to work or how to work. You can’t have them document a certain way. You can’t have them conduct their counseling sessions a certain way. You can’t give them bonues, incentives or benefits for ALL of their hard work. This is especially problematic when you have a highly specialized practice like eating disorders, functional medicine, sports nutrition; anything you do something a CERTAIN way you can kiss that way good-bye if you hire ICs. I am not a fan of dietitians hiring other dietitians as ICs and this module dives REALLY deep into why and what the specific consquences in the eyes of the IRS. 

Module 4: The Hiring Process

• Introduction to hiring dietitians
• Hire slow … fire fast! 
• Assessing your practice’s needs
• Identifying the skills and qualifications you need in your dietitians
• Creating a kick-ass job description
• Advertising and promoting your job
• Selectively screening for your shortlist of RD candidates
• How to conduct a phone screen
• How to conduct a 1:1 interview
• What questions you can’t ask a candidate during the interview process
• How to perform a reference check 
• How to create an offer letter 

You literally get the keys to the kindgom in this module. I would never have you invent the wheel. So you can imagine this module is chocked full of resource you will be actually using in the hiring. I had to painfully create all of the things discussed in this module from scratch. But all you need to down is download the forms and resources and make some small tweaks to represent the specific hiring needs of your practice. I walk you step by step through the recruitig process and teat you how to look for (and hire!) A players to your team. This module is worth its weight in gold. 

Module 5: Onboarding your new Dietitian 

• An overview of the onboarding process
• Overview of employee handbook 
• Overview of your policies and procedures
• How to conduct an I-9 verification 
• How to design company-issued devices/key agreements 
• How to design a form when you allow employees to use their own devices 
• Suggestions for keeping track of the onboarding process
• Suggestions for optimizing the virtual onboarding process
• Bonus: How to create a group for insurance-based dietitians with the insurance companies 
• Bonus: How to credential your new hires in your insurance-based practice 

This module is literally another gem. Not only do I provide you with a step by step process for onboarding your new dietitian I show you a behind the scene view of the EXACT practices I use in my practice. You know your girl is super anal. And for a good reason. We have to be during the onboarding process. How you conduct the onboarding process will determine the outcome of your new hire. I also share with you the actual 40 + page document for the policies and procedures I use in my practice. Once again, this way you can take what you want without needing to the invent the wheel. 

Module 6: Overview of Federal and State Compliance

• Overview of federal compliance
• Overview of ADA compliance 
• Overview sexual harassment prevention training 
• Sample – Harassment complaint form 
• Suggestions for HIPAA training for your new employee
• Overview of Federal & State Labor Notices 
• Overview of the Family and Medical Leave Act
• Sample – Unpaid leave form 

You know the saying: You don’t know what you don’t know until it’s too late. Well, that can be exactly how you describe what happens to many dietitians who are not properly educated on the state and federal rules regarding labor laws. As a small business who has employees you are required to stay compliant with various federal and state labor and employment laws. In this module we will review all the ones on a national level you need to be compliant with. In addition, I will direct you where to find the specific ones for your state. 

Full disclaimer: I am a dietitian not an attorney. This section in the course intended to provide an Overview of the Federal and State Regulations small business owners must follow as it relates to employment. If you have specific question I would highly recommend working with an attorney who specializes in labor relations. 

Module 7: Measuring Performance in Dietitians

• Introduction to measuring performance in your dietitians
• How to successfully conduct bi-weekly meetings for your new hires 
• How to successfully conduct a 60-day check-in with your new hires
• How to successfully conduct a 90-day performance review with your new hires
• Words of wisdom to empower your ROCK star employees
•  Your role in employee satisfaction 
• Amy’s tips for conducting successful 1:1 employee meetings

This module on employee perfomance  could probably be a course in and of itself. I can’t tell you how many times I see practice owners struggling with measuring (and rewarding performance) in their employees. They either don’t do it all. Or they are measuring the WRONG things. A ton of this relates back to module 2 in which we discuss your vision, mission and core values for your practice. You want to make sure the things that you are measuring are actual important. And the only way to know if they are important is to ask the question are they inline with the vision, mission and values of the organization. If you don’t know the answer to this then it’s time to get to work. But don’t worry I got your back. This module is chock full of suggestions and recommendations based on how I measure performance in my practice. So to say I have lots of thoughts on this topic is an understatement. 

Module 8: Coaching/Feedback/Tough Conversations 

• Introduction to feedback
• Sample discipline model
• How to navigate challenging conversations with your employees
• How to provide a verbal warning to your employees
• How to give a written warning to your employees 
• Suggestions for employee improvement 
• Sample – termination letter 

You know your girl Amy P. LOVES a good difficult conversation. NOT becauuse they are FUN. But because when done in the correct context they can change the trajectory of your practice. And what I can tell as someone who coaches A LOT of dietitians, many of y’all are NOT having the hard conversations. In this module we talk about why they are necessary, how you can conduct them and what EVERYONE can take from them. I also provide you samples of documenting the discipline process, what a performance improvement plan should look like and how to terminate an employee. I got all your bases covered in this module. 

Module 9: Termination and Separation 

• Introduction to employee termination and separation 
• How to draft an employee final warning memo
• Sample – employee resignation letter 
• Checklist for employee termination and/or separation 
• Sample – unemployment termination report
• How to create an employee resignation form for your practice
• How to draft a final paycheck form for your practice

This module takes what you learned in the previous one and sets you up for success when you need to let someone go from your practice. Trust me when I tell you this process is inevitable. And no matter how many times you do this it ALWAYS feels horrible. This module identifies the key steps you need to follow when terminating an employee along with the forms and paperwork that accompany it. 

Frequently asked questions about the course.