Throughout my 25+ years as a member of the American Dental Hygienists' Association and a volunteer at regional, state, and national levels, I've watched the evolution of our profession. Let me be clear ... the pandemic didn't create the hygienist shortage we're experiencing. Hygiene salaries have been a hot topic of conversation long before COVID-19 arrived. What happened was a perfect storm of events that finally brought these issues to the forefront.
Kelly Tanner, PhD, RDH.
Today, I see hygienists in some areas commanding $100 per hour, which raises important questions we must consider. Before we focus solely on the number, we should understand the context. Are these hygienists being measured on key performance indicators (KPIs)? What certifications and additional training do they bring to the table? Do they have specialized experience or additional benefits in their compensation package?
Passing the litmus test
We've all encountered professionals who are in their jobs primarily for the money. That's not unique to dental hygiene. But consider this: Would you pass the litmus test if a faculty member checked your patient after your appointment?
To assess risk factors, are you diligently following ADPIED (assess, diagnose, plan, implement, evaluate, and document)? Are you having meaningful conversations with patients about their disease status? Are you providing care as if money wasn't a consideration?
When I consult with practices, I frequently hear doctors' concerns about granting more autonomy to hygienists. Why? Because they observe hygienists who aren't thoroughly treating patients and preparing them for the doctor's exam. They see "spot" probings being completed rather than comprehensive assessments. They notice procedures that don't align with the diagnosis.
I'm not suggesting this is what you do, but I've witnessed these practices firsthand. This is happening in our profession ... and we must address it honestly.
What we should understand as a profession
I recognize that you are highly skilled, well trained, committed to continuing education, and genuinely care about your patients. But here's the reality ... that $100 per hour rate isn't sustainable unless the care we provide in our chair consistently aligns with proper dental hygiene diagnosis and we're practicing at the top of our field.
This means:
- Not "polishing blood"
- Not taking a "wait and see if it heals by itself" approach
- Staying current with evolving science and procedure coding
When we commit to the current standard of care (not the one from 1996 but what's being taught now), when we embrace learning new concepts, and when we effectively collaborate with doctors and other dental hygiene professionals, that's when we can justify and sustain the $100 per hour rate.
This approach naturally elevates our standing in the profession. We demonstrate our worth, and the practice's return on investment takes care of itself.
Don't take my word for it ... examine your numbers. Look at your KPIs, particularly your procedure codes. What percentage of your patients receive periodontal procedure codes versus adult prophies? Unless you're in a pediatric practice or working part time, your periodontal procedure percentages should represent about 50% (or more) of what you produce in a month or quarter.
We know that approximately 47% of the adult population has some form of gum disease, and the prevalence increases with age. When you examine your practice numbers, do they reflect this reality? If not, you might be treating disease as health. This is just one place to begin, but it's arguably the most important.
The future of our profession and our compensation depends on our commitment to excellence and evidence-based practice. Let's rise to the challenge together.
Kelly Tanner, PhD, RDH, is a contributing author to DrBicuspid, where she shares insights and strategies to empower dental hygienists in their careers. As a leader in clinical training, professional development, and team dynamics, Tanner provides resources to help hygienists elevate their practice and personal growth. For further support, join her free Facebook group, Next Level Dental Hygiene Career and Personal Development, and explore group training and on-demand courses at www.nextleveldentalhygiene.com.
The comments and observations expressed herein do not necessarily reflect the opinions ofDrBicuspid.com, nor should they be construed as an endorsement or admonishment of any particular idea, vendor, or organization.
