Compensation & Advancement Framework
Treatment Coordinator — Dr. Phoebe Tsang’s Practice
Our Practice Philosophy
Dr. Phoebe Tsang’s pediatric dental practice operates on a medical concierge model of care. We don’t work in silos — there is no rigid separation between “front desk,” “clinical,” or “management.” Instead, we function as one coordinated care team, where every member understands the full patient journey from referral through treatment.
The Treatment Coordinator role exists because of a specific need: right now, much of the operational knowledge — patient tracking, scheduling logic, follow-up gaps, system optimization — lives in the owner’s head. We’re looking for someone who can own that integrated system so Dr. Tsang can focus on what she does best: clinical care and practice growth.
“I’m not looking for someone who can do everything. I’m looking for someone who can own outcomes, learn fast, and think like a partner.”
— Dr. Phoebe Tsang
What This Means for You
This is not a traditional coordination role. We are hiring for judgment — the ability to see the whole picture, prioritize intelligently, and follow through without being prompted. Leadership in this practice is hands-on and informed. As you grow into the role, you’ll gain deeper understanding and greater leverage, but you’ll always stay connected to the day-to-day operations that make patient care work.
At every level of this role, you’ll be expected to understand front desk workflows, clinical flow, and sedation-day logistics well enough to improve them — and to step in when needed. Leadership here is in the trenches, not behind a desk.
Compensation Structure
Your compensation grows as your demonstrated capability grows. We use a three-tier structure that reflects your journey from learning our systems to leading them.
| Tier | Rate | Phase | What It Reflects |
|---|---|---|---|
| Learning & Integration | $30/hr | First 90 days | You’re building knowledge of our systems, patients, and clinical workflows. Guidance and check-ins are frequent. |
| Operational Ownership | $40/hr | Days 91–180+ | You independently manage the patient pipeline, drive case acceptance, and optimize scheduling. This rate reflects demonstrated capability, not just time served. |
| Executive Systems & Growth | $45/hr | Day 181+ | You own practice-wide systems, lead operational improvements, and measurably reduce the need for owner intervention. |
Moving between tiers is driven by what you demonstrate — assessed through a combination of objective metrics (70%) and behavioral assessment (30%). You’ll always know the criteria and where you stand.
Your Growth Path
We’ve designed a clear progression with built-in feedback so you always know how you’re doing and what’s next.
Phase 1: Learning & Integration (Days 0–90) — $30/hr
The first phase is about learning, not leading. You’ll immerse yourself in the practice to build the foundation for everything that follows.
What you’ll focus on:
- Observe and learn front desk workflows, clinical flow, and sedation-day logistics
- Understand the full patient journey: referral, consult, decision, booking, treatment
- Learn how we use Curve Dental — including where it works well and where there’s room for improvement
- Notice where delays, friction, and breakdowns happen
- Build trust through presence, curiosity, and humility
What success looks like early on:
- You understand the daily rhythm and pressure points of the practice
- You’re asking thoughtful, well-informed questions
- You’re building relationships, not pushing premature changes
- Team members trust your reliability and engagement
Feedback touchpoints: Day 14, Day 30, Day 60, and Day 85. Each includes a written summary so you can track your progress.
Near the end of Phase 1, we’ll do a thorough assessment together. This is a two-way conversation: we’ll share how we see your progress, and you’ll have the opportunity to share your perspective too.
Phase 2: Operational Ownership (Days 91–180) — $40/hr
In Phase 2, you step into ownership. This is where you demonstrate that you can run the operational engine independently.
What you’ll own:
- Patient pipeline — Maintain a clear, up-to-date view of every patient’s status: completed consults, pending paperwork, treatment decisions, accepted cases, and booked procedures. No ambiguity.
- Follow-up and case acceptance — Ensure timely follow-up after consults, reduce silent drop-offs, and convert appropriate cases into booked treatment.
- Clinical scheduling — Actively manage clinical days, protect sedation slots, backfill cancellations, and reduce last-minute disruptions.
- Curve optimization — Implement and maintain automated reminders, intake forms, and follow-up communication. Troubleshoot without being asked.
Feedback touchpoints: Day 120, Day 150, and Day 175. The Day 175 review is your Phase 2 advancement assessment.
Phase 3: Executive Systems & Growth (Day 181+) — $45/hr
Phase 3 is where you become the operational partner the practice needs. You’re not just running systems — you’re building and improving them.
What defines this level:
- Fully optimized systems — Curve functions as an operating system, not just a scheduler. Automations are active, tested, and firing correctly every week. Minimal manual chasing for reminders, forms, and follow-ups.
- AI-driven efficiency — AI tools are implemented with clear guardrails and used regularly (weekly, not experimentally) to reduce administrative load. This might include reception triage, post-op messaging, admin drafting, or charting assistance.
- Predictable growth — Approximately 10 new patients per week, approximately 80% case acceptance for treatment candidates, and clinical schedules that are full or optimally structured. When targets aren’t met, the cause is understood and corrective action is underway.
There is no set date by which you must reach this level. Advancement happens when you’re consistently delivering at this standard, as assessed through quarterly reviews.
How Advancement Works
We believe in transparency. Here’s how we assess readiness for each tier:
- 70% objective metrics — Drawn from Curve reports and practice data (case acceptance, patient volume, scheduling efficiency, pipeline clarity).
- 30% behavioral assessment — A structured rubric evaluating judgment, initiative, collaboration, and alignment with practice values.
At every feedback touchpoint, you’ll receive a written summary of your assessment. You’ll always see your scores, understand the criteria, and have the opportunity to respond.
Before each phase begins, we’ll discuss the specific targets and expectations together. There are no hidden standards. You’ll know exactly what “ready for the next tier” looks like.
Quarterly Reviews
After Phase 2, formal performance reviews happen every 90 days. Here’s what to expect:
- Data review — We’ll look at your key metrics from Curve reports together. This isn’t a surprise — you’ll have access to the same data.
- Behavioral assessment — We’ll discuss how you’re demonstrating judgment, initiative, and collaboration using a structured rubric.
- Lookback — We’ll review the full 90-day period, not just recent performance. Trends matter more than snapshots.
- Forward planning — We’ll set targets for the next 90 days together.
Every review produces a written summary that both parties sign. You’ll always have the opportunity to add your own perspective, and your response becomes part of the record.
If you ever disagree with an assessment, you can submit a written response. It’s retained alongside the review documentation. We want this process to feel fair, because it is.
Notice Reserve Incentive
We offer a retention bonus for employees who provide extended notice when departing. This reflects our investment in the relationship and the specialized nature of this role. Full details are provided with your offer letter.
What Comes Next
If this compensation and advancement framework resonates with you, we’d love to continue the conversation. Visit our Treatment Coordinator position page for the full role description, qualifications, and application process.
We’re happy to discuss any aspect of this framework during the interview process. Transparency about compensation and growth is part of how we build trust from the start.