Clinic NameUnique IDBusiness ListingsIndeed (or similar)Claimed ProfileUnclaimed ProfileNo ProfileDo they have control of their profile and have access?Indeed – ExplanationClaiming their Indeed profile allows a company to take control of their online presence and reputation. It enables them to provide accurate and up-to-date information about their business, respond to reviews and feedback, and showcase their company culture and values, ultimately attracting top talent and building trust among job seekers and potential clients. Additionally, an actively managed Indeed profile can improve visibility in job search results, enhancing the company's ability to attract the right candidates.GlassdoorClaimed ProfileUnclaimed ProfileNo ProfileDo they have a glassdoor?Glassdoor – ExplanationClaiming a Glassdoor profile empowers employers to actively engage with employee reviews and feedback, enabling them to address concerns, highlight their strengths, and create a more attractive employer brand that resonates with potential candidates.”Brand ReputationCareers Page On WebsiteCareers Page Highlights Culture & BenefitsCareers Page Only Lists Current OpeningsNo Careers PageUpdated page with jobs listed. Tied to Google Jobs.Careers Page – ExplanationAn effective careers page does more than list job openings—it serves as a dynamic platform to spotlight your company's culture and benefits. This not only engages potential candidates but also helps them make informed decisions. A well-designed careers page reflects your company's core values and helps you attract and retain high-caliber talent.Google ReviewsAbove 4.74.2 – 4.73.5 – 4.2Below 3.5N/A or No ReviewsGoogle Reviews – ExplanationMaintaining a high rating on Google Reviews is more than just a vanity metric—it's a signal of trust and credibility in your company. A strong rating establishes a positive work environment and builds trust with potential candidates, making it more likely that top talent will choose to join your organization.GlassdoorAbove 4.54 – 4.53 – 4Below 3N/A or No ReviewsGlassdoor Reviews – ExplanationA high Glassdoor rating indicates a healthy workplace culture and positive employee experiences. It validates your company's proclaimed culture and enhances your employer brand, making you more appealing to candidates looking to align themselves with reputable employers.IndeedAbove 4.54 – 4.53 – 4Below 3N/A or No ReviewsIndeed Reviews – ExplanationA strong Indeed rating is a powerful testament to employee satisfaction and reflects your company's values. It attracts highly skilled candidates and bolsters your employer credibility, motivating the best in the field to consider joining your team.BenefitsPTO/Vacation3 weeks includes leave> 2 weeks< 2 weeksNo PTOAt least 2 weeks within 90 daysPTO/Vacation – ExplanationOffering a generous PTO package not only promotes a healthier work-life balance but also serves as a key factor in attracting prospective candidates and retaining current employees. A robust PTO policy enhances job satisfaction and fosters a work environment that values employee well-being.Increasing PTOYesNoIs PTO increased with tenure?Increasing PTO – ExplanationScaling PTO based on length of service serves multiple functions: it rewards loyalty, acknowledges long-term contributions, and encourages employee commitment. This tiered approach to PTO enriches the company culture by showing appreciation, leading to increased job satisfaction and better employee retention.Sick Leave> 1 week1 week< 1 weekNo Sick Leave1 week or moreSick Leave – ExplanationA comprehensive sick leave policy demonstrates a company's commitment to employee health and well-being. It enhances job satisfaction and promotes retention by creating a supportive and compassionate atmosphere where employees feel valued.Medical Insurance> 50%< 50%No Medical OfferedPay at least 50% of the premium?Medical Insurance – ExplanationProviding medical insurance is a significant perk that appeals to quality candidates. It promotes general well-being and also enhances job satisfaction and employee retention by offering essential healthcare coverage and financial security.Dental Insurance> 50%< 50%No Medical OfferedPay at least 50% of the premium?Dental Insurance – ExplanationIncluding dental insurance as part of your benefits package strongly conveys your commitment to employee health. It attracts candidates who place a high value on comprehensive benefits, increases job satisfaction, and fosters employee retention by providing holistic health coverage.CompensationWage AnalysisYesNoIs compensation reviewed annually?Wage Analysis – ExplanationAn annual compensation review is pivotal for maintaining a competitive edge in the market. It not only motivates current employees but also aids in retaining top talent by aligning rewards with performance. Regular wage analysis ensures that your compensation structure remains fair and sustainable, ultimately contributing to the organization's overall success.Competitive Wages>90th75th – 90th50th – 75th<50thIs current pay at least the average for that region/role in percentile?Competitive Wages – ExplanationOffering competitive wages goes beyond just attracting skilled candidates; it establishes the company as an employer of choice. Higher-than-average wages boost employee morale and productivity while also reducing turnover. This strategy enhances your reputation and contributes significantly to becoming a recognized "Employer of Choice."Pay Range ListedAlwaysSometimesNeverDoes the practice put their payrange for the position in the ad?Pay Range/Transparency – ExplanationListing a salary range in a job advertisement promotes transparency, streamlines the hiring process, and attracts candidates who are a better fit for the role. Additionally, it aligns expectations for both parties, resulting in a more efficient hiring process. It's worth noting that in certain jurisdictions, disclosing pay ranges is not just best practice—it's the law.AppreciationStructured, Timely FeedbackMonthly/PlannedQuarterly/PlannedRare/UnplannedFrequency and structure of positive feedback mechanisms Structured, Timely Feedback – ExplanationMonthly structured feedback sessions serve multiple purposes: They improve performance, enhance communication, and fortify relationships between employees and managers. This fosters a culture of continuous improvement and aligns both parties toward mutual goals.Formal peer recognition program in placeYesNoFormal peer recognition – ExplanationImplementing a formal peer recognition program lifts morale, encourages teamwork, and acknowledges individual contributions. The end result is a more engaged workforce and a positive work environment that boosts job satisfaction.Work-Life BalanceWork predictabilityYesNoSchedule made at least 3 weeks in advance or have a set scheduleWork Predictability – ExplanationKnowing one's schedule three weeks in advance offers stability and improves work-life balance. It allows for better planning and stress management, elevating employee well-being and performance.Leaves on time as indicated by the schedule>90% of the time50% to 90% of the time<50% of the timeLeaves on time as indicated by the schedule – ExplanationLeaving work on time supports a balanced life outside of work, mitigates burnout, and enhances productivity by ensuring employees have adequate time for personal and family activities. Consecutive time offAlmost AlwaysOccasionallyRarelyNever2 days off in a rowConsecutive Time Off – ExplanationTwo consecutive days off provide time for rest, rejuvenation, and mental well-being, enhancing work-life balance and ultimately leading to improved job performance. Meal BreaksAlmost AlwaysSometimesRarelyNeverDo employees get lunches and leave on time more often than not Meal Breaks – ExplanationA 30-minute meal break not only benefits physical health but also improves focus and mental stamina, contributing to higher productivity and a healthier work environment. Leadership PresenceHandbookYesNoHas the employee handbook been updated within the last 3 years?Handbook – ExplanationA regularly updated employee handbook clarifies company policies, expectations, and benefits, reducing misunderstandings and fostering a consistent and compliant work environment. On-site leadershipYesNoIs there a manager or supervisor on site on all working dayOn-site Leadership – ExplanationHaving managers on-site offers immediate guidance, problem-solving, and support. This fosters effective communication, employee development and contributes to a positive and productive workplace. Job DescriptionsYesNoAre there job descriptions so employees know what is expected of them.Job Descriptions – ExplanationWell-defined and regularly updated job descriptions clarify roles and responsibilities, assist in making informed hiring decisions, and enable more effective performance evaluations. Job Descriptions SignatureYesNoJob descriptions are shared and signed by each employee upon hireJob Descriptions Signature – ExplanationHaving employees sign their job descriptions establishes a mutual understanding of expectations and responsibilities, leading to clear communication and increased accountability. TurnoverRetention/Turnover Rate< 10%10%-30%> 30%Best = 10% or less, Good = 10% – 20%, Retention/Turnover – ExplanationA low turnover rate is a positive indicator of employee satisfaction and organizational stability, offering the added benefits of reduced recruitment costs and a cohesive company culture. Exit InterviewsAlwaysSometimesNeverAre exit interviews conducted and information utilized to make improvements?Exit Interviews – ExplanationConducting exit interviews provides critical insights into organizational strengths and weaknesses. This data guides improvements, refines retention strategies, and shapes a more positive work environment. Exit Interview FeedbackYes, saved and analyzed routinelySaved, but not routinely analyzedNot savedFeedback from exit interviews is saved and processedExit Interview Feedback – ExplanationConducting exit interviews provides critical insights into organizational strengths and weaknesses. This data guides improvements, refines retention strategies, and shapes a more positive work environment. Stay InterviewsAlwaysSometimesNeverRoutine check-ins performed with staff to assess job satisfaction and collect feedback in a 1/1 settingStay Interviews – ExplanationThese interviews help identify any concerns or areas for improvement, allowing for proactive strategies to address issues and foster a positive work environment, thus ensuring long-term employee commitment. Staff SurveyEmployee Engagement SurveyYearlyAs NeededOnceNeverAre these being conducted on an annual basisEmployee Engagement Survey – ExplanationAnonymous employee surveys serve as a crucial tool for gauging the workplace climate. They encourage honest feedback, deepen transparency, and bolster communication, driving organizational improvements and heightened employee satisfaction. Survey ActionYesNot FormallyNeverAre action plans / smart goals created from the survey to make improvementsSurvey Action – ExplanationTaking actionable steps based on survey results underscores a commitment to employee feedback. This not only addresses concerns but also fosters a culture of continuous improvement and trust within the organization. This field is hidden when viewing the formOverall Engagement Score>8<8is this an 8 or higherTrainingNew Hire Training PlansStructured Training PlanUnstructured TrainingNo New Hire TrainingStructured and implemented on all new hiresNew Hire – ExplanationA structured onboarding process facilitates a uniform learning experience, expedites the acquisition of essential skills, and instills confidence in new hires. The outcomes are better job performance, reduced turnover, and increased employee satisfaction. New Hire Check-insRoutine Check-insOccasional Check-insCheck-in If NeededNo Check-insCheck in done weekly with new hire and traineeNew Hire Check-ins – ExplanationRegular check-ins during the initial employment period ensure seamless integration and are an opportunity to address any concerns. These meetings clarify expectations and promote early success and retention. New Hire Training CompletionAlwaysDependsNoIs completion of training recognizedNew Hire Training Completion – ExplanationAcknowledging the completion of training milestones elevates morale and validates the effort invested by employees. It also spurs a culture of continuous learning and development. Development PlansAll EmployeesFor Some EmployeesNo PlanAnnual evaluations and development plan conversations with all employeesDevelopment Plans – ExplanationClearly outlined development plans help set the stage for both employee growth and organizational success. These plans motivate learning, enhance performance, and align individual career aspirations with long-term company goals. Continuing EducationEveryoneVets and TechsVets OnlyNoneCE stipend provided for all medical/technical staff (veterinarians and technicians/assistants)Continuing Education – ExplanationOffering stipends for continuing education demonstrates a commitment to employee growth and skill development. It motivates learning, ensuring that staff members stay current and highly skilled, which benefits both the individual and the organization. OngoingFrequentlyRoutinelyOcassionallyNever or RarelyEducation SeminarsOngoing Education – ExplanationContinuous education initiatives sustain employee adaptability, skill levels, and knowledge. They foster innovation, elevate job satisfaction, and position the organization for future success in a rapidly evolving industry landscape. Only press “Submit” once all sections are complete. Otherwise click ‘save’ in bottom right to save your work.