Dental Practice Advantages

DentalProTemps (DPT) was built from the ground up in 2011 by Mary A. Smith, a 30 year veteran Dental Hygienist. With a passion for dentistry and the love of serving others, Mary felt like she could build a dental staffing agency based on a very unique business model that would benefit dental practices and dental professionals by minimizing risk and liability for dental practices while providing the much needed protection for the dental professionals that work through DPT.

As DPT looks to the future, they are focused on slowly expanding their service area and enhancing the innovation and technology they use to keep dental practices and dental professionals connected.

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Save Time and Money

DentalProTemps is the solution to your crisis. You know the crisis! It's 5:30 AM and your phone rings. Immediately you say "That can't be good". It wasn't! Your (Hygienist, DA II, Receptionist) just called in sick and the schedule is packed. 

Minimize Risk

What should you do?

Option 1: Cancel your patients and loose the production for the day.

Option 2: Look through the hundreds of resumes you've received and take a risk that they didn't lie and they really are a (Hygienist, DA II, Receptionist) because if not, well $$$$. 

Option 3: Call Mary or one of her staff members @ DentalProTemps and let them take care of it. 

Great! 1 call vs... several, the assurance that the dental professional coming has been checked thoroughly and they are covered by Professional Liability and Worker's Compensation. Plus DPT does payroll. Life is good again!

Get connected. Work smarter.

We're on a mission to make staffing effortless.

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Eliminate Risk

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Qualified Dental Professionals

A Partnership that Works in Your Interest

The True Cost of an Employee.

An employee’s true cost is much higher than their hourly wage. This cost includes statutory taxes, benefits, personnel administration expenses, etc., and can cost 40 to 60 percent more than the hourly wage.

When all expenses are accounted for, the hourly costs of a temporary employee and an internal employee only differ by 5 percent. The table below outlines employment costs that are often overlooked.

Internal Employees

Temporary Employees

$15.00/hour pay rate $22.50/hour bill rate***
Fringe Benefits / Taxes*: $4.65
FICA Insurance
Workers Compensation
Unemployment
State and Federal Taxes
Holiday Pay, Sick Leave, Vacation
Fringe Benefits / Taxes: $0.00
Administrative / Payroll**: $1.80
New hire reporting
Worker Compensation Audits
W-2 Preparation
Payroll Records
Administrative / Payroll**: $0.00
$21.45 total hourly pay rate $22.50 total hourly bill rate***
*based on national average of 31%        **based on national average of 12%         ***based on 50% markup on pay rate

Overtime Expenses

Overtime is even more costly. Many companies believe it is less expensive to push current staff harder and pay overtime costs than to bring in additional employees. In reality, it is the most expensive option of all. And the direct expense does not even consider the effect overtime has on your employees' morale, stress level, and productivity.

If you have a short-term staffing need, the most cost-effective solution may be to use temporary personnel. The following case study will help you evaluate the cost-effectiveness of using staffing for your company.

Case Study: Overtime vs. Temporary Staffing

John Matthews, CEO of JC Dithers Organization, won a contract with Triax, Inc. The project will require the use of one administrative employee and will take approximately three months to complete.

Mr. Matthews must decide whether to hire an additional employee, pay his current administrative person overtime or bring in a temporary administrative assistant. The following chart shows the cost analysis Mr. Matthews and his staff completed to determine the best solution.

 

Case Study Cost Analysis

To determine the hourly pay rate, Mr. Matthews and his staff used the following equation: $40,000 / 52 weeks = $769.23 / week. $769.23 / 37.5 average hours / week = $20.51 / hour.

(Based on annual salary of $40,000 for an administrative employee)

Considering Productivity

When you factor in the inherent productivity costs associated with full-time employees, temporary workers will cost you 25 to 30 percent less to get the work done.

  • Less idle time

Temporary employees only work when you need them, so you don’t pay for hours you don’t need.

  • Enhanced productivity

Full time employees can spend as much as 25 percent of their work day on non-productive activities such as meetings, water cooler talk and surfing the web. Temporary employees have fewer distractions and, as a result, lose far fewer work hours.

Expenses

New Hire

Overtime

Temp

Hiring and Termination $3,000.00*** $0.00 $0.00
Basic Hourly Wage $20.51 $30.77 $30.77**
Fringe Benefits Holiday PaySick LeaveVacation PayPersonal DaysInsuranceFICA, SUI, FUTA Workers Compensation
(based on national average of 31%)
$6.34 $9.54 $0.00
Administrative / Payroll
(based on national average of 12%)**
$20.51 $30.77 $30.77
Filling a three-month staffing need.
450 hours = 12 weeks * 37.5 hours per week
Total Cost $16,189.50 $19,800.00 $13,846.50

*Hiring costs include the cost of advertising, resume screening, interviewing (by HR and hiring manager), reference checking, skill/competency assessment and employment paperwork processing. Termination expenses include HR time but do not include any severance.

**Temporary staffing rates will deviate depending upon market area. However, the relationship (ratio) will remain the same.

***Percentages based on U.S. Chamber of Commerce statistics, which include firms that pay no benefits. For small firms with moderate benefit programs, this cost is typically 40-45% of payroll, and for larger firms with extensive benefits programs, the cost can be up to 100% or more of payroll.

 

Conclusions

Whether you need help hiring a new employee or additional personnel on a temporary basis, staffing services can lower costs, improve focus and reduce the risk of not finding qualified candidates through traditional resources. In evaluating the economics of staffing, consider the following: In assessing a staffing strategy’s cost, the benchmark should be the difference between the cost of getting the same volume of quality work done in the same time frame by regular employees versus the cost of using alternative staff. When budget analysts complain that the company is over budget on temps, they rarely compare what it would have cost to have the same volume of work done by conventional employees.

 

Greble, Thomas C. “A Leading Role for HR in Alternative Staffing”, HR Magazine

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