Internal Financial Responsibilities:

1. Employee Payroll:

   • Calculate and process payments for agency employees, including staff members involved in recruitment, administrative roles, and other internal functions.
   • Ensure compliance with tax regulations, benefits administration, and any other payroll-related regulations.

2. Budgeting for Department Needs:

   • Collaborate with different departments to create and manage budgets for various operational needs.
   • Monitor spending and provide financial insights to help departments stay within budget.

3. Company Expenses:

   • Manage and track company expenses, including overhead costs, office supplies, technology, and other operational expenses.
   • Implement cost-saving measures when possible.

4. Financial Reporting:

   • Generate regular financial reports for internal stakeholders, providing insights into the financial health of the organization.
   • Present financial data to management for strategic decision-making.

Outward Facing Work:

1. Physician Payrolls:

   • Calculate and process payments for locum tenens physicians, taking into account contract terms, hours worked, and any additional incentives or bonuses.
   • Ensure accurate and timely payment to physicians to maintain positive relationships.

2. Accounts Receivable:

   • Manage accounts receivable by tracking payments from healthcare facilities, resolving payment issues, and ensuring timely collection.
   • Implement and enforce credit policies to minimize financial risk.

3. Financial Compliance:

   • Ensure compliance with relevant healthcare financial regulations, including billing and reimbursement regulations.
   • Stay informed about changes in financial regulations that may impact the locum tenens industry.

4. Contract Management:

   • Collaborate with legal and recruitment teams to ensure that financial terms in physician contracts are accurate and adhered to.
   • Monitor contract compliance and address any financial issues that may arise.

The marketing department is a multifaceted team that plays a crucial role in attracting and retaining both physicians and healthcare facilities. Here’s a breakdown of the various functions and responsibilities within the marketing department:

1. Data and Software Engineering
   • Collect data to identify potential physician and facility leads for the production department.
   • Develop and maintain databases for recruiters and client sales consultants
   • Create software solutions, such as digital timesheets, to enhance operations and improve efficiency.
2. Digital Marketing
   • Develop social media strategies for brand awareness and engagement
   • Design and implement email campaigns
   • Search engine optimization for improving search engine ranking
   • Content creation such as blog posts for positioning Consilium as an authoritative source for industry information
3. Website Creation & Maintenance
   • Ensure our websites are user-friendly, visually appealing, and up-to-date
4. Physical Marketing Material
   • Design and produce brochures, handouts, and other marketing material
5. Public Relations
   • Manage relationships with media outlets and industry influencers
6. Graphic Design, Videography, and Photography
   • Create visually appealing graphics for online and offline marketing materials
   • Produce videos and photographs to showcase Consilium culture, services, and success stories
7. Surveys
   • Conduct surveys to gather feedback and data on industry trends

1. Credentialing Physicians:

   • Verification of Credentials:

     • Collect and review documentation provided by physicians, including medical degrees, licenses, certifications, and work history.
     • Verify the authenticity of credentials by contacting educational institutions, licensing boards, and previous employers.

   • Background Checks:

     • Conduct background checks to ensure physicians have a clean professional record.
     • This may involve checking for any history of malpractice claims, disciplinary actions, or criminal offenses.

   • Peer References:

     • Contact professional references provided by the physician, including colleagues and supervisors, to assess their professional competence and interpersonal skills.

   • Continuous Monitoring:

     • Implement processes for continuous monitoring of physicians’ credentials throughout their tenure with the agency.
     • Stay informed about any changes or updates to licensing and certification requirements.

   • Compliance with Industry Standards:

     • Ensure that all credentialing processes comply with industry standards, regulatory requirements, and accreditation standards.

2. Privileging Physicians:

   • Definition of Privileges:

     • Collaborate with medical staff and facility administrators to define the specific clinical privileges that each physician should be granted based on their qualifications and experience.

   • Application and Evaluation:

     • Physicians submit applications detailing their clinical experience, skills, and specific areas of expertise.
     • Evaluate applications to ensure that requested privileges align with the physician’s qualifications and experience.

   • Decision-Making and Approval:

     • Make recommendations to medical staff and facility leadership regarding the granting of privileges.
     • Collaborate with medical staff committees and facility administrators to make final decisions on privileging.

   • Periodic Review and Renewal:

     • Implement processes for periodic review and renewal of privileges to ensure that physicians continue to meet the necessary standards throughout their association with the agency.

   • Compliance with Facility Policies:

     • Ensure that the privileging process aligns with the policies and procedures of healthcare facilities where physicians are placed.

1. Accommodations and Travel Arrangements:

   • Hotel Reservations:

     • Coordinate and book accommodations, typically hotels, for locum tenens physicians during their assignments.
     • Negotiate rates and ensure that accommodations meet the preferences and needs of physicians.

   • Travel Coordination:

     • Arrange transportation for physicians to and from their assignment locations, including flights, ground transportation, and rental cars if necessary.
     • Provide detailed itineraries and travel information to physicians.

   • Meals and Per Diem:

     • In some cases, manage meal arrangements and per diem allowances for physicians during their assignments.
     • Ensure compliance with any travel or expense policies established by the agency.

2. Building Rapport with Physicians:

   • Communication and Support:

     • Serve as a primary point of contact for locum tenens physicians before, during, and after their assignments as it relates to travel and stay.
     • Provide support and assistance, addressing any concerns or issues that may arise during the assignment as it relates to logistical matters.

3. Emergency Support:

   • 24/7 Assistance:
     • Provide a 24/7 contact for locum tenens physicians in case of emergencies or unexpected issues during their assignments.
     • Offer assistance and guidance in resolving any challenges that may arise.

1. System and Network Security:

   • Firewall and Intrusion Detection:

     • Implement and manage firewalls to protect the agency’s network from unauthorized access.
     • Deploy intrusion detection systems to monitor and identify suspicious activities.

   • Antivirus and Anti-Malware Protection:

     • Install and regularly update antivirus and anti-malware software on all devices to prevent and detect malicious software.

   • Data Encryption:

     • Implement encryption protocols to secure sensitive data, both in transit and at rest.
     • Ensure that communication channels, databases, and storage systems use encryption to protect information.

   • Access Control and Authentication:

     • Set up access controls to restrict user access based on roles and responsibilities.
     • Implement multi-factor authentication to enhance login security.

   • Regular Security Audits:

     • Conduct regular security audits to identify vulnerabilities and address potential risks.
     • Stay informed about the latest security threats and apply patches and updates promptly.

2. Cyber Attack Response:

   • Incident Response Planning:

     • Develop and implement an incident response plan to effectively address cyber attacks.
     • Train staff on how to recognize and report security incidents.

   • Monitoring and Detection:

     • Utilize monitoring tools to detect and respond to security incidents in real-time.
     • Investigate security breaches, identify the scope of the incident, and take appropriate remedial actions.

   • Coordination with External Agencies:

     • Collaborate with external cybersecurity agencies, if necessary, to investigate and mitigate sophisticated cyber attacks.

3. Email and Communication Systems:

   • Email Security:

     • Implement email security measures, including spam filters and email encryption.
     • Educate staff on recognizing phishing attempts and other email-based threats.

   • Unified Communication Systems:

     • Manage and maintain unified communication systems, including VoIP, video conferencing, and instant messaging platforms.
     • Ensure the reliability and security of communication channels.

4. Systems and Hardware Maintenance:

   • Hardware Upkeep:

     • Regularly update and maintain computer systems, laptops, servers, and other hardware components.
     • Replace or upgrade hardware as needed to ensure optimal performance.

   • Software Updates and Patch Management:

     • Implement a patch management system to regularly update software and operating systems.
     • Ensure that all software applications are running on the latest and most secure versions.

5. Device Support:

   • Technical Support:

     • Provide technical support for agency staff, addressing issues related to computers, laptops, TVs, and other devices.
     • Troubleshoot hardware and software problems, offering solutions and guidance.

   • Inventory Management:

     • Maintain an inventory of IT assets, tracking hardware and software usage.
     • Plan for and manage the lifecycle of IT equipment, ensuring timely upgrades and replacements.

6. Systems Improvement:

   • System Analysis:

     • Analyze existing systems and workflows to identify areas for improvement.
     • Recommend and implement technological solutions to enhance efficiency and productivity.

   • Technology Planning:

     • Develop a technology roadmap to guide the agency’s long-term IT strategy.
     • Stay abreast of emerging technologies and assess their potential impact on agency operations.

1. Curriculum Development:

   • Industry Overview:

     • Develop curriculum materials that provide a comprehensive understanding of the locum tenens industry, including its dynamics, trends, and key players.
     • Cover essential topics such as healthcare staffing, regulatory considerations, and the agency’s unique value proposition.

   • Sales Strategies and Techniques:

     • Design training modules that focus on sales strategies specific to the locum tenens industry.
     • Include topics such as client relationship building, effective communication, objection handling, and negotiation skills tailored to the agency’s services.

   • Recruitment and Account Management Processes:

     • Outline the end-to-end processes involved in recruitment, client sales, and account management.
     • Detail the best practices for sourcing candidates, matching them with appropriate opportunities, and maintaining positive client relationships.

   • Technological Tools and Systems:

     • Provide training on the use of internal systems and tools that support the production side of the business.
     • Cover aspects such as applicant tracking systems, customer relationship management (CRM) tools, and other software relevant to their roles.

2. Onboarding Programs:

   • New Employee Orientation:

     • Develop onboarding programs that introduce new employees to the company culture, values, and mission.
     • Provide an overview of the locum tenens industry and the specific role each employee plays within the production team.

   • Mentorship and Shadowing Programs:

     • Facilitate mentorship programs or shadowing opportunities where new employees can learn from experienced team members.
     • Foster a collaborative environment that encourages knowledge sharing and skill development.

3. Ongoing Training and Skill Enhancement:

   • Continuous Learning Modules:

     • Create ongoing training modules to keep employees updated on industry changes, market trends, and sales techniques.
     • Offer opportunities for professional development and skill enhancement.

   • Leadership Development:

     • Design programs for leadership development within the production team.
     • Identify and nurture potential leaders, providing them with the skills needed to take on leadership roles within the organization.

4. Philanthropic Efforts and Community Engagement:

   • Community Service Initiatives:

     • Collaborate with employees to identify and organize philanthropic initiatives that align with the company’s values.
     • Facilitate volunteer opportunities and community service projects to strengthen team bonds and contribute to social responsibility.

   • Public Relations Strategies:

     • Explore opportunities for the company to engage in community-building activities that also enhance public relations.
     • Develop strategies to communicate the agency’s philanthropic efforts to internal and external stakeholders.

   • Employee Involvement:

     • Encourage employee participation in philanthropic activities by creating a positive and supportive culture around community engagement.
     • Recognize and celebrate employees’ contributions to philanthropy.

1. Talent Acquisition Strategy:

   • Scouting and Networking:

     • Proactively identify potential candidates for physician recruiter, client sales consultant, and account manager positions.
     • Engage in networking activities, attend industry events, and leverage professional platforms to build a talent pipeline.

   • Market Research:

     • Stay informed about trends in the locum tenens industry and the broader healthcare staffing sector.
     • Analyze competitor strategies and market demands to tailor recruitment efforts effectively.

2. Recruitment Process:

   • Job Description Development:

     • Collaborate with hiring managers and department heads to create detailed and accurate job descriptions.
     • Clarify the requirements, responsibilities, and qualifications for each role.

   • Candidate Sourcing:

     • Utilize various sourcing channels, including job boards, social media, and professional networks, to identify potential candidates.
     • Employ both active and passive recruitment strategies to attract a diverse pool of talent.

   • Candidate Screening and Interviewing:

     • Conduct initial screenings of candidates to assess their qualifications, experience, and cultural fit.
     • Coordinate and conduct comprehensive interviews with shortlisted candidates to evaluate their skills and suitability for the role.

   • Collaboration with Hiring Managers:

     • Work closely with hiring managers to understand team dynamics, specific role requirements, and any unique considerations for each position.
     • Provide regular updates on recruitment progress and collaborate on the selection of the final candidates.

3. Talent Evaluation and Fit:

   • Skills and Competency Assessment:

     • Evaluate candidates’ technical skills, industry knowledge, and relevant experience to ensure alignment with the position’s requirements.
     • Assess candidates’ cultural fit within the organization.

   • Team Dynamics Considerations:

     • Consider the dynamics of existing teams and departments when assessing the fit of potential team members.
     • Seek candidates who can contribute positively to the team’s culture and goals.

4. Salary Negotiation and Offer Management:

   • Salary Benchmarking:

     • Conduct market research to benchmark salaries for specific roles within the locum tenens industry.
     • Collaborate with corporate leaders to establish competitive and budget-conscious salary ranges.

   • Negotiation with Candidates:

     • Engage in salary negotiations with selected candidates, considering both the candidates’ expectations and the organization’s budget constraints.
     • Facilitate transparent and mutually beneficial discussions to arrive at acceptable compensation packages.

   • Offer Presentation:

     • Present job offers to successful candidates, including details on compensation, benefits, and other relevant terms.
     • Address any concerns or questions raised by candidates during the offer stage.

5. Talent Pipeline Management:

   • Succession Planning:

     • Develop and maintain a talent pipeline for future recruitment needs.
     • Identify and engage with potential candidates who may be suitable for upcoming roles.

   • Candidate Relationship Management:

     • Establish and nurture relationships with candidates, even if they are not immediately selected for a position.
     • Keep potential candidates informed about future opportunities and maintain positive connections.