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Does your practice delegate tasks and responsibilities to optometric staff as part of your strategic plan for revenue growth? This is a question worth consideration by upper management when looking at means to increase productivity.

When it comes to delegating job responsibilities to paraoptometrics, management must consider the benefits of delegation that will add value to their staff and practice. 

Delegation means assigning authority and/or responsibility over to someone to complete a task, function or reach a goal.

Entrusting paraoptometric staff to complete tasks normally performed by the optometrist may require a shift in thinking. 

The role of paraoptometrics is ever-changing and the value they add to the bottom line of the practice is greatly increasing.

When the practice utilizes trained, certified staff, there is an increased level of competency in providing quality patient care.  

Delegation of certified paraoptometric staff contributes to increases in office efficiency, patient satisfaction, and return business.  

Management may not have or want to take time to delegate, but the need for delegation is on the rise.

Practices that are thriving in this uncertain economy find delegation enables them to elevate their staff, provide quality patient care, and increase profitability for the practice.

Delegation frees the optometrist’s time for other tasks concerning patient care.  It is a viable tool to involve, develop, and empower optometric staff. 

Delegating to a specific employee is a way to utilize his or her special expertise or skills, may reward positive performance, and develop the employee for a future position.

It is important to have a Delegation Plan in place before assigning new tasks.  Communication becomes the cornerstone for effective delegation.  Planning and preparation is required to ensure the desired results are achieved. 

Things to consider while designing your Delegation Plan:

• Evaluate  the complexity of each task
• Who will be assigned to perform the task?
• Why was this person chosen to complete the task?
• Is there any specialized training needed to enable staff to complete the task successfully?

Once this is determined, communicate all the necessary information to the paraoptometric, outline the expectations, and answer any questions that may arise. 

Once delegated, there should be ongoing communication regarding the task, answering questions, and offering support as the task is completed. 

To ensure positive outcomes, it is necessary for ongoing communication throughout the process to touch base, modify the plan if necessary, and provide feedback.

As the optometrist goes through his/her daily routine consider what tasks could be turned over to the paraoptometric. 

Offices that have implemented their Delegation Plan are experiencing tremendous growth.  They are able to provide care for more patients per hour than before. 

Some who served three to four patients per hour are now able to serve between seven and 10 patients per hour by utilizing certified staff. 

Staff are viewed as a vital asset bringing more value to the practice through patient satisfaction and return visits.

Join those who delegate with confidence and experience practice growth by elevating their staff’s value.

For more information about the Delegation Checklist, contact PS@aoa.org.

Delegation Plan Checklist

• List the expected results by delegating the task to staff
• Set the timeline for the task is to be completed. Is there a deadline for completion or is the task ongoing?
• Determine which staff person is the best fit for the task.
• Determine if there is any specialized training needed for the task to be successfully completed.
• Determine if there are any additional costs involved. Is the return on investment
   (ROI) worthwhile?
• Establish how much decision-making authority will be given to the staff person. What will be the decision-making criteria?
• Inform staff, who need to know, about the delegation.
• Set a meeting time to review the details of the task with staff involved.
• Determine how progress will be monitored. How often should you provide progress updates?
• Discuss beforehand any challenges that may be encountered and possible solutions.
• Set date to review progress to provide feedback, make adjustments, and determine
   any further action that may be  needed.
• Review completed task. Insert a note in employee’s file for next performance
   review.
• Show appreciation.