It is important for a graduating veterinary professional, or one looking to change employers, to find a place that fits. For us, caring for your pets is not just a job, it’s a calling. Veterinarians and veterinary technicians often say, “We’re not in it for the money.” But for most of us, this calling is our only source of financial stability.

Perhaps the first of many factors to consider is…corporate or private? Do we seek a position at a corporately owned or privately owned practice. There are several things that make this a somewhat unique factor in veterinary medicine. Here are eight factors to weigh when choosing a prospective employer.

Pay

A common misconception is that corporately owned practices pay more than privately owned. This can often be the case, but not always. The budget depends on the size of the corporation, how many locations they have, whether those locations are free standing or rented, and how many people they employ. Corporations have many individuals behind the scene as well, from tech teams to CEOs.

Due to the added expenses of corporations, private practices are able to compete in the wage/salary category. For instance, while some corporations may offer considerable quarterly, holiday, and/or end of year bonuses, this is more often seen in the private sector.

Benefits

Corporate practices, understandably, are able to offer greater benefits packages. The larger the business, the larger the revenue, and therefore, the budget. This allows for 401k options, health insurance plans (medical, dental, and vision), and, in some cases, “free” pet care. I use the quotes there because those pet care benefits are often considered a bonus in lieu of one deposited into a bank account.

Many private practices don’t offer health care benefits, but some do. I worked for two private practices that offered health care and 401k plans. At one hospital, a monthly stipend of $250 was paid to help employees purchase their own health care coverage.

To compete with the pet care benefits of corporations like Banfield, which offers full time associates three “free” wellness plans (an annual preventive care package) per year, private practices will offer a percentage discount on similar items. Some private practices will also offer associates the option to pay for those discounted services directly from their pay checks rather than out of their pockets the day of services.

Education Assistance

The costs associated with being a credentialed veterinary professional, or someone working towards that, don’t stop with graduation. Employers know this and, therefore, offer varying degrees of assistance. It’s important to know what a prospective employer offers. Some things to inquire about when interviewing:

-What kind of CE allowance do they offer? (This will be different for Technicians vs. Veterinarians)

-Do they assist with specialization expenses and how (if applicable) they assist with the required case studies?

-Is there tuition assistance if you intend to progress your education and/or credentials?

-Ask about licensing and renewal assistance. (Many employers will either pay for or reimburse these expenses.)

-If recently graduated, ask about testing expenses the employer might cover or reimburse. (This will often, if offered, carry a requirement of passing the test the first time.)

Some employers will even pay for the flight, hotel, and registration for CE events held out of state..

Having a Voice

We all want to be heard and feel our opinions matter. Finding somewhere you’re not afraid to speak up, make suggestions, or voice concerns can make the difference of being in it for the long haul or seeking “greener pastures.”

Many businesses track how long employees stay with an employer. Company retention is something both prospective employers and employees should consider, as turnover rates can say a lot about a business. Furthermore, an employer’s transparency and response to inquiries about their turnover rate can be equally revealing.

If an employer doesn’t listen, consider, and occasionally act on the suggestions, opinions, and concerns of their support team, the team will, inevitably, find a place that does. Nothing contributes to decreased satisfaction in the workplace like feeling you’re just a number to be utilized to fulfill the bottom line.

Conversely, many employers want support staff that play an active part in team meetings. This shows the employer that it’s more than a job to you. It shows that your passionate about what you, and the business, are doing from day to day.

So, make sure not only that your voice is heard but also that you have a voice to be heard in the first place.

Training

For many new graduates, or those looking to expand their skill sets, finding an employer that has a well-established training protocol is very important. This can make corporate practices stand out, particularly if they have numerous locations, and therefore veterinary professionals, within the local market. As the saying goes, everyone has something unique to bring to the team. With a larger network of professionals, learning new skills and improving on existing ones is an easy request to fulfill. Unfortunately, with private practices, that network is inevitably smaller.

Budget and Equipment

Having the skills is great but without the budget to afford the necessary equipment those skills will go to waste. This is where ROI (Return on investment) comes into play. How much will it cost to get and maintain the equipment? Are there components that aren’t reusable and therefore need to be continually replenished? Finally, how much will need to be charged for these services and will clients see the value in it?

Corporate practices, while having a larger budget for the “bells and whistles”, also have more hospitals to supply and staff to train. So, while one person may have the skill-set it doesn’t mean the company will decide to supply the equipment.

As for private practices, equipment is costly and it will take time to build a budget to allow for it.

Practice Freedom

This area pertains more to veterinarians, specifically those who have grown comfortable in their role. Everyone does things a little different and no one likes being forced into a mold. Veterinarians are no exception and, as long as the end result is favorable, flexibility should be tolerated and encouraged.

“Cook book medicine” is a term used for this “molded” way of practicing veterinary medicine. Essentially, a tried-and-tested approach to various patient concerns becomes the standard protocol and any deviation is frowned upon.

With new medical advancements occurring every day, there is no “one way” to approach a medical situation. Veterinary professionals generally thrive most when learning and growing, not when falling into a routine. Eastern medicine, acupuncture, cold laser therapy, and nutrition are some alternative approaches that are being implemented instead of the routine protocols.

This has become one of the leading reasons for veterinarian turnover. One veterinarian I spoke with had this to say, in regards to their experience working for corporate and then moving to private.

“I work in a former private recently turned corporate practice (within about 1 year) I’ve been here 7 years. I have complete freedom in how I practice and schedule my day. The employee retention rate is nearly 100% with a high satisfaction score. I’m able to have a better bond with clients and patients… I cannot imagine going back. I appreciate what I learned and the ability to have mentorship. It was a good stepping stone and an experience I’m happy to have had, but I cannot imagine a scenario in which I go back.”

Upward Mobility and Transfer Options

Lastly, for anyone looking for advancement opportunities or the potential for job transfers, corporate practice definitely wins hands down. For a veterinary technician, opportunities for advancement within a private practice are very limited. Most private practices have a practice manager that has been, and will likely remain in, the role. This is largely due to the limited opportunities for advancement. In private practice, typically the only thing higher than practice manager would be associate veterinarian or practice owner, which in most states requires a veterinary license.

As for transfer-ability, a private practice might have more than one location but it will likely be local. In order to move any significant distance, one would have no choice but to start over somewhere new. Corporate practices almost always have locations in more than one state. This opens the door to being able to move without having to lose your invested time with a business.

So, if you ever see yourself moving to another state, corporate practice is highly recommended. If, however, you’ve lived in the same town all your life and have no plans to move, you might be content in a locally and privately owned practice.