Real pages from the kit files. Example details are illustrative.
Clinic Manager Field Guide
A clinic that cannot hold its people cannot hold its schedule. This kit works on exactly that: the working manual for a schedule that survives the call-out, hiring that holds through the first year, problems raised while they are small, and a staffing scoreboard that wins the budget conversation, built on the published research behind the free Clinic Manager Assessment and matched to its four areas.
One-time purchase, no subscription. Instant download.
Built to the TrueStep HR standard
- The 12-page Field Guide: what the seat costs, with the healthcare benchmark numbers, how to read your assessment result and its gap read honestly, a chapter of moves for each of the four areas, the first 90 days of a new hire, the traps, and a 30-day plan
- The First 90 Days Planner: one new hire run as a system, the setup before day one, the welcome drafted word for word, the week-one check, and the 30, 60, and 90 day conversations
- Clinic Manager Scripts and Templates: eight verbatim scripts, the call-out morning, the repeat call-out conversation, the structured interview, the checks, the stay conversation, plus an interview scorecard and the three-check agenda in Word
- The Action Workbook: every assessment read logged over time, the five staffing numbers tracked monthly with computed rates, the first-year roster with computed check dates, and a dashboard, in Excel or Google Sheets
The kit gives you the systems, the words, and the scoreboard. The judgment calls in the clinic stay yours, and it names when a staffing problem is structural instead of a skills problem.
14-day money-back guarantee. If it does not help, email us and we refund you.
A personal development tool. The assessment reads are your own scenario play and self-view, never a measure of any other person, and nothing in this kit belongs in a hiring, selection, or evaluation decision about any individual. The interview scorecard structures your process; the decisions stay yours, made through your own channels.
Not the right fit? Take the 60-second match.
Buying for clients or multiple entities? The White-Label tier is in the license.
Four working files, built to be used together
Read the Field Guide chapter for your weakest assessment area, backfill the scoreboard in the Workbook, run your next hire through the Planner, and open the Scripts when the moments come. The Start Here maps the order.
Start Here
A one-page map of the kit and the order to use it: Field Guide first, starting with your weakest area, then the workbook scoreboard backfilled for last quarter, then your next hire run through the planner, then the scripts for the moments in between.
The Field Guide (12 pages)
Ten sections: what the seat costs, with the healthcare benchmark numbers; reading your assessment result, including the gap read between your self-view and your scenario play; a chapter of moves for each of the four areas, Coverage and Scheduling, Hiring and First-Year Retention, Performance and Conflict, and Running the Numbers; the first 90 days of a new hire; the 30-day plan; the six traps; and when a staffing problem is structural, with how to take it upward in dollars.
The First 90 Days Planner (4 pages)
One new hire, start to finish: the before-day-one setup with the buddy named and the checks booked, the day-one welcome drafted word for word, the end-of-week-one check that finds the mis-set expectation, and the 30, 60, and 90 day conversations with the early warning signs and the stay conversation drafted in advance.
Clinic Manager Scripts and Templates
Eight scripts with the words close to verbatim: the call-out morning, the repeat call-out conversation, opening the structured interview, the scenario question, the day-one welcome, the day-30 check, the performance conversation, and the stay conversation. Plus the structured interview scorecard and the three-check agenda.
The Action Workbook
Six tabs: a Start Here, the Assessment Log that holds every read and gap read over time, the Staffing Scoreboard with the five monthly numbers and computed rates, the First-Year Roster with computed 30, 60, and 90 day check dates, a computed Dashboard, and a Definitions reference. Works in Excel or Google Sheets.
The method, in the order the work runs
Read your management honestly, put the numbers on a scoreboard, install the coverage systems, run the next hire properly, and re-check after a month. The kit structures each step; the judgment in the clinic stays yours.
Read the read
Take the free Clinic Manager Assessment, log the bands and the gap read in the workbook, and take the gap read seriously: most clinic managers were promoted for clinical excellence, and the research finds that group judges itself on the standard it knows rather than the one the seat is scored on.
Backfill the scoreboard
Fifteen minutes: last quarter of exits, first-year exits, open-shift days, days to fill, and overtime hours. One of the numbers will surprise you, and that number is usually where the work starts.
Install the coverage systems
The coverage map, the call-out protocol, and the swap rule, from the Coverage and Scheduling chapter. These buy back the hours everything else in the kit is made of.
Run the next hire as a system
The structured interview with the scorecard, then the Planner from before day one through the 90-day close, with every check booked at the offer. The first year is the window you control, and the planner is that window run on purpose.
Re-check and keep it
Re-run the assessment at day 30 and log it next to the first read. The honest test is not the band; it is whether the scoreboard is moving and the checks are happening on their dates. The workbook holds the trend.
Retention is management, and management is learnable
The expensive staffing losses follow a pattern: the strongest clinician promoted without the systems, every gap absorbed personally, hiring rushed under coverage pressure, and new hires gone before the ramp closes. The fix is not a personality change. It is a small set of systems, run deliberately, with the record kept. That is what this kit operationalizes.
The kit names what is not a management-skill problem
Most clinic staffing problems are squarely yours to work. Some only look like skills problems, and the kit marks them, so they get taken upward with numbers instead of absorbed downward in goodwill.
Who does what
The kit, you, and the debrief each carry a specific part. Here is the split, stated plainly.
- The kit carries the systems; you carry the follow-through. The coverage map, the scorecard, the checks, and the scoreboard organize the work. The conversation held on its date and the bar held under coverage pressure are the parts only you can run, and they are what move the numbers.
- The kit scripts the openings; the listening is the skill. The scripts organize what you say. What you do with what comes back, the Monday pattern, the workload honesty, the stay conversation answer, is the craft, and the Field Guide trains exactly that.
- The kit holds the record; the record keeps you honest. Reads logged over time, a scoreboard with the trend, and check dates that compute from the start date are what separate a managed clinic from a well-intentioned one.
- When you want a senior read on the live one, the Debrief carries it. Thirty minutes with Greg Best, SPHR, on your assessment result and the staffing situation in front of you, ending in what to do first.
Who it is built for
Who this kit fits, and where to go if that is not you.
Built for
- The practice or clinic manager whose schedule keeps breaking, whose new hires keep leaving, or whose week keeps disappearing into coverage, and who wants the systems that stop it.
- The strong clinician newly promoted into the seat who just ran the free Clinic Manager Assessment and wants to act on the result, especially a Reactive area or a Blind spot gap read.
- The practice owner or administrator equipping a manager whose staffing losses keep landing on the budget three hires later than they should have.
If you are looking for
- The full HR document set for a dental practice, policies, hiring paperwork, and onboarding, rather than the manager’s own capability. The Dental Practice HR System carries that.
- The wider emotional skill behind the moments, reading the room, managing your own reactions, rather than the clinic systems. The EQ at Work Field Guide is built for that.
- The conflict system on its own, for one specific disagreement you have been sitting on. The Conflict at Work Playbook runs that conversation start to finish.
Before you buy
What format are the files and can I edit them?
Do I need to take the free Clinic Manager Assessment first?
Does this only apply to medical clinics?
Can I use this for hiring or performance reviews?
How is this different from a free article about managing a clinic?
What is the refund policy?
What happens after I buy?
Can I expense this purchase to my business?
Most customers buy TrueStep HR tools for business use, and a tool you use for work often qualifies as a deductible business expense. Whether it does for you depends on your situation, so confirm with your accountant or tax professional. Your receipt arrives by email at checkout and works as documentation.
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This kit is built on the published research. Read the basis yourself:
What buyers say
Run the clinic on systems instead of goodwill
The moves per area, one new hire run as a system, the scripts for the moments in between, and the scoreboard that keeps it honest, in files you keep.