Page 20 - 100 - HR Management Manual

HR101 – Overview of Recruiting and Hiring

We ALWAYS hire more staff than we need in order to be able to plan for unexpected absences
(terminations, resignations, injuries) and planned absences (vacation, leave of absence, etc.). As a
result, we continue to interview, hire, and train for ALL on-the-floor positions even when we are fully
staffed.

Definition of Full-Staffing as of JULY 13, 2015:

Number of FTE staff members on schedule and trained:

 Receptionists: 4.5
 Technicians: 3
 TA’s: 3
 Kennel: 3 (slow) 4 (busy)
 Groomer: 1
 Bather: 1

Minimum number of FTE staff members in the interview process (IN ADDITION TO THE ABOVE):

 Receptionists: 0.5
 Technicians: 0.5
 TA’s: 0.5
 Kennel: 1
 Groomer: 0.25
 Bather: 0.5

The above numbers must be in place AT ALL TIMES in order to keep hospital appropriately staffed and
be ready for growth, unexpected absences, resignations, and termination. It is CRITICAL that we have a
full staff of happy and competent people with EXTRA applicants wanting to work here. The more great
applicants we have in the “batter’s box” the better. We can move these through even to fully trained
BEFORE having a spot on the schedule for them.

If we do not keep the above numbers in place we will have burned out staff, emergency absences we
cannot deal with, and poor customer service. The director of administration must be able determine
the cause and solution for not meeting the above. She/he must solve the problem within days.

In order to get qualified applicants to accept positions we routinely ask applicants what their primary
interests are in determining what helps them to choose a place (high quality DVM’s, vacation time,
hourly pay, benefits, etc.). We constantly work to provide the perks and pay that most general
applicants are looking for.
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