A large, privately owned ophthalmology practice recently hired a new Human Resources Director with a strong corporate background but no prior experience in eyecare. The primary goal was to ensure all staff roles had updated job descriptions, while also developing a wage scale and career development plan to support employee growth and compensation advancement.
Situation
As a long-time Ophthalmology Connection member, the practice partnered with a VMG Health senior consultant to support the new HR Director in aligning the organization’s roles with industry standards. Together, they used Ophthalmology Connection’s newly updated job descriptions to match and refine the practice’s existing job titles. The consultant and HR Director then collaborated with department managers to customize each description to reflect the unique responsibilities of their teams.
VMG Health also provided an updated wage scale for the practice’s 300+ employees. Working closely with the HR Director and senior leadership, they developed comprehensive pay ranges—minimum, mid-point, and maximum—based on tenure and skill level. These job descriptions were further used to define the competencies and responsibilities associated with each pay tier, helping employees understand their current placement and what was needed to increase their compensation over time.
Solution
With support from VMG Health and Ophthalmology Connection resources, the HR Director successfully rolled out updated, customized job descriptions across the organization. These documents clarified roles and responsibilities and served as the foundation for a new, transparent compensation structure. This structure helped foster a culture of growth and accountability, while also supporting fair, compliant, and consistent pay practices across departments.
Success
As a result of this initiative, the practice gained a clear, structured approach to staff compensation with defined pathways for growth tied to job responsibilities and skill levels. The new framework empowered employees to take ownership of their professional development and understand how they could increase their pay over time.
The practice also saw a 5% reduction in staff turnover over the following 12 months, largely due to better alignment between employees and their job titles, and increased transparency around career progression. This improvement in retention contributed to greater team stability and morale.
This case highlights how VMG Health’s consulting approach is designed to be both strategic and efficient—providing expert guidance where it’s most impactful, while empowering practices to take ownership of their progress using the tools they already have. By leveraging the robust resources available through Ophthalmology Connection, the practice made meaningful improvements in compensation planning, employee engagement, and retention—reducing the need for ongoing consulting hours.
Our consultants remain a trusted partner throughout the process, offering targeted support and ophthalmology-specific expertise to help practices maximize the value of their membership and drive sustainable results.
