Employee Retention Policy

Recruitment Policy

Irby Psychological Services will recruit clinical staff needed to appropriately serve the community.

● Our employees each get to vote on specific areas observed from the candidate during their interview

● A strong onboarding experience to feel connected to the clinic culture

● Follow up with employees post onboarding and periodically throughout the year about clinic culture

● Opportunity to grow within the company and follow their interests, invest in them

Recruitment Processes

Irby Psychological Services generally recruits from within the community via Facebook, Indeed, word of mouth, attending

community events, etc. Many current employees were referred by current employees.

Retention Policy

Irby Psychological Services will maintain clinical staffing levels needed to appropriately serve the community.

● Offers various training throughout the years (CPR, PCM, PCIT, etc.)

● Continued Education Courses (CEUs)

● Gifts/pay raises offered with longevity of the company

● Insurance (medical, dental, vision) policies offered

● 401k(4%) match offered after 6 months with the company

● Generous amount of PTO (40 hours can roll over into the next year)

● Work from home opportunities

Retention Processes

Irby Psychological Services provides ongoing mentorship and support through formalized regularly scheduled

consultation/supervision meetings with the new employee and a mentor/supervisor within their discipline. We provide

ongoing training within our organization’s policies and procedures to ensure they understand and can utilize the different

resources available to them. During our annual review process, as well as ongoing throughout the year, we ask for

feedback from employees about what they need to be successful at work. We then strive to implement suggested

changes within reason.

Strategies aimed at promoting clinician resiliency and reducing burnout

● Regular clinical meetings for each discipline to consult with each other (SLP, OT, LPCs etc.)

● Annual reviews on performance

● Interdisciplinary consultation meetings monthly

● Adequate administrative support (admin that keeps track of prior authorizations)

● Maintaining an appropriate-sized caseload amongst all providers

● Allowing certain providers to self-select when they see clients and the number of clinical hours they work, salary

is based on total clinical hours selected by the provider

● External events planned to encourage collegial relationships between providers across disciplines (happy hours,

movies, sports games, etc.)

This page has been prepared in accordance with the site reference guidelines. It is important to note that it is not

endorsed by or affiliated with HRSA.