Acknowledge Your Team’s Diverse Skills Create a Bonus Program That’s Actually Possible
Compounding Technician
As we continue our deep dive into developing a bonus program, one reminder keeps popping up, which is making the designated goals realistically plausible for every team member. Not every employee interacts with patients, and they certainly don’t all share the same daily duties and responsibilities. When you build your bonus program, it’s vital to reassess every employee’s responsibilities and their realistically achievable goals. The program’s purpose is to enhance team performance, so focus on the tasks you want them to excel in. While not every pharmacy is identical, here are some sample roles and their matching metrics to evaluate an employee’s bonus potential.
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All active formulas updated
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Follow-up calls completed
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Average compounds per day
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Total margin dollars from compounds
Operations Manager
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Net profit dollars
Pharmacist
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Net profit percentage
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Clinical appointment performed
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Total expenses
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Employee overtime usage
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Dollars per transaction
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Number of mistakes caught
Marketer
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Vaccinations given
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Number of new prescribers per month
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Prescriptions left unfilled
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Number of new patients per month
Technician
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Doctor visits completed
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Inventory turns
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Workers’ compensation prescriptions
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Number of input mistakes
Anyone/Team
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Number of sync patients
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Thank-you cards each day
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Number of follow-up calls completed
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Patient referral program
Cashier
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Non-PBM revenue percentage
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OTC dollars per hour
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Number of supplement recommendations
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Inventory value returned
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Customer service score
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Quantity of “item of the month” sold
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CBD sales
Delivery Driver
Of course, these are only examples to help lead you
• Deliveries per day
in the right direction when brainstorming your bonus program. The only way to get the most out of a bonus program and elevate your team is by creating goals specific to your team members and pharmacy that will drive your business forward.
• OTC dollars sold
• Birthday surprises given
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