April 2014



Phone (908) 823-4607- [email protected]

Fraud/Theft in Veterinary Practices: Are YOU Vulnerable?





Each and every business potentially faces these threats - and, in service-based firms such as veterinary practices where there is no physical product being sold, these crimes can be even more difficult to uncover.

How You'll Benefit From This Article

  • You'll understand the distinctions among fraud, embezzlement and theft.

  • You'll discover common reasons that people commit these crimes, and gain knowledge about how to identify areas in which your practice may be vulnerable - and the types of employees who typically commit fraud in veterinary practices.

  • You'll know what steps to take if you uncover instances of theft.

  • You'll receive a useful checklist of best practices to implement for controlling risk and preventing fraud.


(Click here to read full article)

Setting Goals for Employees 




A key piece of a PMP involves developing performance goals and expectations. While goals and objectives are often used interchangeably, they are not synonymous. However, for purposes of this program, we will describe a goal as a written statement that clearly describes certain actions or tasks with a measurable end result. Goals should be well-defined, detailed declarations of specific actions to be taken during the upcoming review period for which measurable outcomes are expected. Goals can be tied to desired productivity, performance of stated tasks or achievement of targeted personal and professional development. Each goal should be specific enough to let the employee know what is expected to be accomplished, why it is to be done, and the target date for accomplishing it. It is important to ensure each goal can be measured to determine if it has been accomplished. Goals should also be realistic, achievable, and firmly within the control of the employee to accomplish. They should be consistent with the overall mission of the department and, ultimately, the practice. Finally, each goal should include a deadline as to when it should be accomplished.  


The following acronym is often used to assist supervisors in developing goals for their employees:



S          Specific

            Answers what, why and when actions should be accomplished          


M         Measurable

             Clarifies how to determine if the goal has been achieved


A          Attainable

             Supports the Practice's mission and overall objectives.


R          Realistic

             Ensures goals are doable but with a stretch challenge


T          Time Based

            Establishes deadline for completion



In This Issue
Are you Vulnerable to Fraud?
Setting Goals for Employees
Veterinary Medicine Mobility Act Update
2nd Quarter Calendar for HR
Veterinary Medicine Mobility Act Update



On April 3rd the U.S. House Committee on Energy and Commerce unanimously passed Veterinary Medicine Mobility Act (HR 1528).  This legislation will create an amendment to the Controlled Substances Act which currently does not allow veterinarians to travel with or use controlled substances off site.  The amendment will provide exemption to licensed veterinarians who operate mobile clinics or who treat animals at multiple sites to lawfully transport to and dispense controlled substances at treatment sites.  The bill now moves to the full House for consideration.


For more information or to write to your congressman, please visit the AVMA website.  

2nd Quarter Calendar for Human Resources Related Events 


 In November 2013, we published our recommendations for an ANNUAL HR CALENDAR that you should be addressing in 2014 regarding Human Resources related activities. This is just a gentle reminder to keep you proactively prepared to administer or address each event in a timely manner for the upcoming 2nd quarter.  

 Copyright 2014
2014 - Veterinary Business Advisors, Inc.

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