{"title":"HR and Compliance","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eStay compliant. Lead your team with confidence. This collection gives Australian dental practices the complete HR and employment toolkit — employment contracts, staff handbooks, workplace policies, performance reviews, disciplinary frameworks, onboarding systems, and training charts. Every document is updated for the significant 2025–2026 employment law changes, including Right to Disconnect, Payday Super, Baby Priya's Law, and updated casual conversion rights. Fully editable Word and Excel formats, instant digital download.\u003c\/span\u003e\u003c\/p\u003e","products":[{"product_id":"hr-privacy-data-security-checklist","title":"Privacy \u0026 Data Security Compliance Checklist 2026 (CL5)","description":"\u003cp\u003eA comprehensive annual privacy and data security compliance checklist for Australian dental practices — covering all 13 Australian Privacy Principles, the Notifiable Data Breaches Scheme, and cybersecurity obligations. Aligned with the Privacy Act 1988 (Cth), the Australian Privacy Principles (APPs 1–13), the Notifiable Data Breaches Scheme 2018, and state and territory health records legislation. Part of the Resolve Dental Consultancy Practice Compliance Checklist Pack series.\u003c\/p\u003e\n\u003cp\u003eComplete annually and whenever there is a significant change in how patient information is collected, stored, or used. Keep the signed copy on file. In the event of a regulatory inquiry, completed privacy checklists demonstrate a culture of ongoing compliance.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 6 pages — complete privacy and data security compliance checklist\u003cbr\u003e✔ Aligned with Privacy Act 1988, APPs 1–13, NDB Scheme 2018\u003cbr\u003e✔ 2026-compliant\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003eSection 1 — Privacy Policy \u0026amp; Governance (8 items)\u003cbr\u003ePrivacy Policy reviewed within 12 months and compliant with all 13 APPs, Privacy Officer formally appointed, Privacy Policy available to patients at reception and online, version control, staff acknowledgement records, privacy induction training, annual refresher training, and confidentiality provisions in employment contracts.\u003c\/p\u003e\n\u003cp\u003eSection 2 — Collection \u0026amp; Use of Patient Information (8 items)\u003cbr\u003eMinimum necessary data collection (APP 3), patient notification of data collection purpose, consent for use beyond direct care, marketing opt-out compliance, purpose limitation, overseas cloud storage disclosure (APP 8), patient record visibility at reception, and screen privacy controls.\u003c\/p\u003e\n\u003cp\u003eSection 3 — Patient Access, Correction \u0026amp; Records Management (6 items)\u003cbr\u003eProcedures for patient access requests, correction requests, and record transfer requests. Minimum retention periods under state and territory health records legislation, secure destruction procedures, and encrypted digital and locked paper record storage.\u003c\/p\u003e\n\u003cp\u003eSection 4 — Notifiable Data Breaches Scheme (6 items)\u003cbr\u003eDocumented Data Breach Response Plan, staff training on what constitutes a breach and how to report it, OAIC notification process and 30-day timeframe, Data Breach Register, cyber insurance review, and assessment of any breaches in the past 12 months.\u003c\/p\u003e\n\u003cp\u003eSection 5 — Cybersecurity \u0026amp; Digital Data Protection (9 items)\u003cbr\u003eStrong unique passwords and documented password policy, multi-factor authentication (MFA) for practice management software and email, daily encrypted backup with off-site or cloud storage, software security patches, antivirus and endpoint protection, staff cybersecurity awareness training, access revocation on staff departure, segregated guest Wi-Fi, and acceptable use policy.\u003c\/p\u003e\n\u003cp\u003eSection 6 — Complaints \u0026amp; Ongoing Compliance (4 items)\u003cbr\u003eDocumented privacy complaints process, complaints register, staff training on responding to privacy concerns, and OAIC adverse findings review.\u003c\/p\u003e\n\u003cp\u003eAnnual Sign-Off\u003cbr\u003eSpace for the completing team member's name, signature, position, and date — creating a formal annual compliance record.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53693958127980,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/category_whs_97f0ac86-5775-46b7-9614-e3da27502644.png?v=1777545573"},{"product_id":"hr-ahpra-regulatory-compliance-tracker","title":"AHPRA \u0026 Regulatory Compliance Checklist 2026 (CL6)","description":"\u003cp\u003eA complete annual compliance tracker for Australian dental practices — covering every AHPRA registration, professional indemnity insurance, practice-level licence, and regulatory obligation in one document. Aligned with the Health Practitioner Regulation National Law Act 2009, the Dental Board of Australia, state radiation safety authorities, and the Fair Work Act 2009. Part of the Resolve Dental Consultancy Practice Compliance Checklist Pack series.\u003c\/p\u003e\n\u003cp\u003eWorking without a current AHPRA registration is a criminal offence. A proactive Practice Manager keeps every expiry date on a calendar and chases renewals 6 weeks ahead. One phone call prevents a crisis.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 5 pages — complete registrations, insurances and licences tracker\u003cbr\u003e✔ Aligned with Health Practitioner Regulation National Law Act 2009\u003cbr\u003e✔ 2026-compliant\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003eSection 1 — AHPRA Registrations Register (All Clinical Staff)\u003cbr\u003eA structured register for every clinical team member — columns for staff name, role, AHPRA registration number, registration type, expiry date, renewal status, and any conditions or notations. Includes a legal reminder that dentist registrations renew 30 November each year, and a note that any conditions on a registration must be managed in accordance with Dental Board of Australia requirements. Includes the AHPRA verification URL for quick online checks.\u003c\/p\u003e\n\u003cp\u003eSection 2 — Professional Indemnity Insurance Register (All Clinical Staff)\u003cbr\u003eA register for every clinician's professional indemnity insurance — columns for clinician name, insurer, policy number, coverage amount, and expiry date.\u003c\/p\u003e\n\u003cp\u003eSection 3 — Practice-Level Licences, Registrations \u0026amp; Insurances (15 items)\u003cbr\u003eA comprehensive checklist of every practice-level obligation with date completed, due date, and notes\/evidence columns:\u003cbr\u003e1. Radiation Use Licence — state\/territory radiation safety authority registration current and displayed\u003cbr\u003e2. X-ray equipment radiation safety survey — within required period (state-specific, typically every 5 years)\u003cbr\u003e3. Lead apron fluoroscopic integrity check — required every 2 years\u003cbr\u003e4. Public liability insurance — current and adequate\u003cbr\u003e5. Workers compensation insurance — current, covers all employees including casuals\u003cbr\u003e6. Business interruption insurance — current\u003cbr\u003e7. Cyber liability insurance — current (recommended under NDB Scheme)\u003cbr\u003e8. Practice management software licence — current, correct subscription tier\u003cbr\u003e9. HICAPS terminal agreement — current, correct bank account linked\u003cbr\u003e10. Medicare provider numbers — all treating clinicians hold current provider numbers\u003cbr\u003e11. Medicare CDBS — practice enrolled correctly for eligible children aged 2–17\u003cbr\u003e12. ABN — correct ABN on all invoices and HICAPS records\u003cbr\u003e13. Annual CPR and emergency training — all clinical staff certified within 12 months\u003cbr\u003e14. Infection control training — all clinical staff completed within 12 months\u003cbr\u003e15. Manual handling training — all staff completed within 2 years\u003c\/p\u003e\n\u003cp\u003eSection 4 — Staff CPD \u0026amp; Training Register\u003cbr\u003eA clean register for recording all staff training and CPD — columns for staff name, training type, date completed, certificate expiry, and filing location.\u003c\/p\u003e\n\u003cp\u003eAnnual Sign-Off\u003cbr\u003eSpace for the completing team member's name, signature, position, and date.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53693958685036,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_reception_4.png?v=1777692441"},{"product_id":"hr-casual-employment-agreement","title":"Casual Employment Agreement 2026","description":"\u003cp\u003eA professionally drafted casual employment agreement template for Australian dental practices — updated for every significant change to employment law in 2025 and 2026. Covers the Payday Super obligations (1 July 2026), the Right to Disconnect (26 August 2025), updated casual conversion rights, Baby Priya's Law (7 November 2025), and the 2025–26 Superannuation Guarantee rate of 12%.\u003c\/p\u003e\n\u003cp\u003eThis is not a generic employment contract. It is written specifically for dental practices, references the Health Professionals and Support Services Award 2020, and includes both award-covered and award-free remuneration options. Fully editable — simply insert your practice details, employee details, and remuneration figures.\u003c\/p\u003e\n\u003cp\u003e⚠ This template does not constitute legal advice. Before use, have it reviewed by a qualified employment lawyer to ensure it is appropriate for your specific circumstances, applicable Modern Award, and state or territory jurisdiction.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 9 pages — complete casual employment agreement\u003cbr\u003e✔ Updated for Payday Super, Right to Disconnect, Casual Conversion, Baby Priya's Law\u003cbr\u003e✔ 2026-compliant\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003e20 Agreement Clauses\u003cbr\u003e1. Appointment — casual nature of employment, no guaranteed hours, reporting structure\u003cbr\u003e2. Warranties — qualifications, right to work in Australia, disclosure of restrictions\u003cbr\u003e3. Duties and Responsibilities — faithful and diligent service, compliance with directions\u003cbr\u003e4. Hours of Work — no minimum hours guarantee, roster provisions\u003cbr\u003e5. Remuneration — 25% casual loading, payment by EFT\u003cbr\u003e6. Superannuation — Payday Super (1 July 2026): super paid with every pay run, SG rate 12%, stapled fund provisions\u003cbr\u003e7. Leave Entitlements — unpaid carer's leave, compassionate leave, Family and Domestic Violence Leave (10 days paid), community service leave, long service leave, government-funded Paid Parental Leave\u003cbr\u003e8. Public Holidays — penalty rates, right to reasonably refuse\u003cbr\u003e9. Right to Disconnect — NES entitlement from 26 August 2025: right to refuse after-hours contact, reasonableness test, no adverse action\u003cbr\u003e10. Casual Conversion — updated rights from 26 August 2025: written request process, 21-day response obligation, reasonable business grounds\u003cbr\u003e11. Parental Leave — regular and systematic casual eligibility, 26-week government-funded PPL from 1 July 2026, Baby Priya's Law\u003cbr\u003e12. Employee Conduct — dress code, punctuality, personal devices, computer use, alcohol\/drugs\/smoking, WHS compliance\u003cbr\u003e13. Practice Policies — acknowledgement of policies, disciplinary consequences\u003cbr\u003e14. Confidential Information — patient records, financial information, business systems — obligations survive termination\u003cbr\u003e15. Intellectual Property — all IP created in employment belongs to the practice\u003cbr\u003e16. Workplace Surveillance — monitoring of communications and IT systems\u003cbr\u003e17. Termination — casual termination provisions, unfair dismissal access for regular and systematic casuals\u003cbr\u003e18. Other Employment — permitted with disclosure of conflicts of interest\u003cbr\u003e19. Entire Agreement — governing law, severability\u003cbr\u003e20. Acknowledgement — opportunity to seek independent legal advice\u003c\/p\u003e\n\u003cp\u003eSchedule 1 — Employment Details\u003cbr\u003ePosition title, commencement date, primary location, reporting line, Modern Award and classification, usual practice hours, pay period, and governing state or territory.\u003c\/p\u003e\n\u003cp\u003eSchedule 2 — Remuneration\u003cbr\u003eTwo options: Option A (award-covered, with penalties and allowances paid separately) and Option B (award-free or loaded rate). Both include Payday Super provisions from 1 July 2026.\u003c\/p\u003e\n\u003cp\u003eExecution Page\u003cbr\u003eSignature blocks for an authorised officer of the practice and the employee.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53693963600236,"sku":null,"price":49.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/product_photo_documents.png?v=1777691913"},{"product_id":"hr-casual-employee-pack","title":"Casual Employee Pack 2026","description":"\u003cp\u003eCompliant Casual Employment Contracts, Engagement Letters \u0026amp; Conversion Notices for Australian Dental Practices\u003c\/p\u003e\n\u003cp\u003eEverything you need to engage, manage, and support casual staff in your Australian dental practice — in one complete, 2026-compliant toolkit. Seven documents covering the full casual employment lifecycle from day one through to ending the engagement.\u003c\/p\u003e\n\u003cp\u003eUpdated for every significant change to employment law in 2025 and 2026 — including Payday Super (1 July 2026), the Right to Disconnect (26 August 2025), updated casual conversion rights for small business (26 August 2025), Baby Priya's Law (7 November 2025), and 26-week government-funded Paid Parental Leave (1 July 2026).\u003c\/p\u003e\n\u003cp\u003e⚠ This pack contains template documents only. They do not constitute legal advice. Before use, have them reviewed by a qualified employment lawyer to ensure they are appropriate for your specific circumstances, applicable Modern Award, and state or territory jurisdiction.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 23 pages — 7 complete documents\u003cbr\u003e✔ Updated for all 2025–2026 employment law changes\u003cbr\u003e✔ 2026-compliant\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003e1. Casual Employment Agreement (9 pages)\u003cbr\u003eA professionally drafted 20-clause casual employment agreement referencing the Health Professionals and Support Services Award 2020. Includes Right to Disconnect, Casual Conversion, Payday Super, Baby Priya's Law, Family and Domestic Violence Leave, and two remuneration schedule options (award-covered and award-free\/loaded rate). Includes Schedule 1 (Employment Details) and Schedule 2 (Remuneration).\u003c\/p\u003e\n\u003cp\u003e2. Casual Employee Information Statement (CEIS)\u003cbr\u003eThe legally required statement that must be provided to every casual employee on commencement. Covers casual entitlements in plain English — including a clear entitlements table, casual loading explanation, Right to Disconnect, Casual Conversion rights, Payday Super, government PPL, and Family and Domestic Violence Leave. Includes employee and Practice Manager sign-off.\u003c\/p\u003e\n\u003cp\u003e3. Casual Employee Induction Checklist (25 items)\u003cbr\u003eA comprehensive sign-off checklist covering every legally required document to provide on day one (FWIS, CEIS, employment agreement, TFN declaration, super choice form), workplace orientation, policies and procedures, and role-specific items. Dual sign-off for employee and Practice Manager.\u003c\/p\u003e\n\u003cp\u003e4. Casual Conversion Request \u0026amp; Response Forms\u003cbr\u003ePart A — Employee's written request for conversion to permanent employment (full-time or part-time). Part B — Practice's written response within 21 days, with acceptance details or documented reasonable business grounds for refusal. Includes guidance on acceptable and unacceptable grounds for refusal.\u003c\/p\u003e\n\u003cp\u003e5. Casual Employee Entitlements — Quick Reference Card\u003cbr\u003eA clear two-table reference card showing exactly what casual employees ARE and ARE NOT entitled to — updated for all 2025–2026 changes. Includes a breakdown of what the 25% casual loading replaces and its approximate value.\u003c\/p\u003e\n\u003cp\u003e6. Ending Casual Employment — Template Letter \u0026amp; Checklist\u003cbr\u003eA template letter for ending a regular and systematic casual engagement, with a checklist of steps to complete before, on, and after the final day — including final pay obligations, super payment, return of property, and system access revocation.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53693963862380,"sku":null,"price":99.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_staff_1on1.png?v=1777698012"},{"product_id":"hr-casual-employee-forms-reference-pack","title":"Casual Employee Forms \u0026 Reference Pack 2026","description":"\u003cp\u003e6 Ready-to-Use Casual Employment Forms, Checklists \u0026amp; Reference Tools for Australian Dental Practices\u003c\/p\u003e\n\u003cp\u003eAll the casual employment forms and reference tools your Australian dental practice needs — without the employment agreement. The perfect companion to the Resolve Dental Consultancy Casual Employment Agreement, or a standalone forms pack for practices that already have a contract in place.\u003c\/p\u003e\n\u003cp\u003eUpdated for every significant change to employment law in 2025 and 2026 — including Payday Super (1 July 2026), the Right to Disconnect (26 August 2025), updated casual conversion rights for small business (26 August 2025), Baby Priya's Law (7 November 2025), and 26-week government-funded Paid Parental Leave (1 July 2026).\u003c\/p\u003e\n\u003cp\u003e⚠ This pack contains template documents only. They do not constitute legal advice. Before use, have them reviewed by a qualified employment lawyer to ensure they are appropriate for your specific circumstances, applicable Modern Award, and state or territory jurisdiction.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 13 pages — 6 complete forms, checklists, and reference tools\u003cbr\u003e✔ Updated for all 2025–2026 employment law changes\u003cbr\u003e✔ 2026-compliant\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003e1. Casual Employee Information Statement (CEIS)\u003cbr\u003eThe legally required statement that must be provided to every casual employee on commencement under the Fair Work Act 2009. Covers entitlements in plain English with a clear entitlements table, casual loading explanation, Right to Disconnect, Casual Conversion rights, Payday Super, government PPL, and Family and Domestic Violence Leave. Includes employee and Practice Manager sign-off.\u003c\/p\u003e\n\u003cp\u003e2. Casual Employee Induction Checklist (25 items)\u003cbr\u003eA comprehensive sign-off checklist covering every legally required day-one document (FWIS, CEIS, employment agreement, TFN declaration, super choice form), workplace orientation, policies and procedures, and role-specific items. Dual sign-off for employee and Practice Manager.\u003c\/p\u003e\n\u003cp\u003e3. Casual Conversion Request Form (Employee)\u003cbr\u003eA structured written request form for casual employees seeking conversion to permanent employment — covering current role, employment dates, average hours, work pattern, type of permanent employment requested, and reason for request.\u003c\/p\u003e\n\u003cp\u003e4. Casual Conversion Response Form (Employer)\u003cbr\u003eThe practice's written response within 21 days — with acceptance details or documented reasonable business grounds for refusal. Includes guidance on acceptable and unacceptable grounds for refusal.\u003c\/p\u003e\n\u003cp\u003e5. Casual Employee Entitlements — Quick Reference Card\u003cbr\u003eA clear two-table reference card showing exactly what casual employees ARE and ARE NOT entitled to, a breakdown of what the 25% casual loading replaces, and a 2026 Key Changes at a Glance summary table covering Right to Disconnect, Casual Conversion for small business, Baby Priya's Law, and Payday Super.\u003c\/p\u003e\n\u003cp\u003e6. Ending Casual Employment — Template Letter \u0026amp; Checklist\u003cbr\u003eA template letter for ending a regular and systematic casual engagement, with a checklist of steps to complete before, on, and after the final day.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53693965173100,"sku":null,"price":49.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_dental_2.png?v=1777692442"},{"product_id":"hr-staff-performance-management-pack","title":"Staff Performance Management Pack 2026","description":"\u003cp\u003eThe most comprehensive staff performance management system available for Australian dental practices — 53 pages, 10 complete tools covering performance reviews, probationary reviews, goal setting, personal development planning, 360-degree feedback, reward and recognition, staff satisfaction, and salary review. Built for every role in the practice.\u003c\/p\u003e\n\u003cp\u003eA performance review is the most important leadership conversation a Practice Manager has with each team member each year. Done well, it builds trust, motivates performance, clarifies expectations, and gives the team member a sense of being genuinely seen and valued. Done poorly — or not at all — it sends the message that performance doesn't matter.\u003c\/p\u003e\n\u003cp\u003eThis pack gives you a complete, structured system to run every type of performance conversation with confidence — from annual reviews to probationary outcomes to difficult conversations. Updated for the Fair Work Act 2009, April 2026.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 53 pages — 10 complete tools\u003cbr\u003e✔ Role-specific review forms for Dental Hygienist\/OHT, Dental Assistant, and all roles\u003cbr\u003e✔ Fair Work Act 2009 compliant\u003cbr\u003e✔ 2026-compliant\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003e1. PM Guide — How to Run a Great Performance Review\u003cbr\u003eA practical guide for Practice Managers covering why reviews matter, the Resolve 6-stage review framework (preparation through to 3-month check-in), a preparation checklist, step-by-step meeting structure with suggested opening scripts for each stage, after-review action checklist, and a difficult conversations guide covering emotional employees, strong disagreements, complaints about colleagues, salary requests, and resignation threats. Includes a Fair Work Act reminder on the distinction between performance reviews and disciplinary processes.\u003c\/p\u003e\n\u003cp\u003e2. Performance Review — Dental Hygienist \/ Oral Health Therapist\u003cbr\u003eAnnual review with self-appraisal (Part 1) and reviewer assessment (Part 2). Five rated sections: Clinical Skills and Knowledge (11 items including AHPRA compliance and scope of practice), Patient Communication and Experience (8 items including recall pre-booking rate), Infection Control and Compliance (7 items including AS\/NZS 5369:2023), Team and Practice Contribution (8 items), and KPI Performance (recall pre-booking rate, appointments per day, FTA rate, new patients, outstanding perio cases, CPD hours). Includes open-ended reflection questions and a review meeting record with salary review section and dual sign-off.\u003c\/p\u003e\n\u003cp\u003e3. Performance Review — Dental Assistant\u003cbr\u003eAnnual review with self-appraisal and reviewer assessment. Six rated sections: Chairside Assisting and Clinical Skills (10 items), Infection Control and Sterilisation (9 items), Radiography (5 items), Patient Communication and Care (5 items), Administrative and Practice Support (6 items), and Team Contribution and Professionalism (7 items). Includes open-ended reflection questions, training chart level reference, radiation safety licence tracking, and review meeting record with dual sign-off.\u003c\/p\u003e\n\u003cp\u003e4. 3-Month Probationary Review — All Roles\u003cbr\u003eA structured probationary review covering employee self-appraisal and manager assessment across 11 core competency areas. Three outcome options: Confirmed, Extended (with specific improvement targets), or Not Confirmed (with documented reasons). Includes a Fair Work Act minimum employment period reminder and a strong legal note on the importance of completing the review before the probationary period expires.\u003c\/p\u003e\n\u003cp\u003e5. SMART Goal Setting and KPI Alignment Template\u003cbr\u003eA structured 4-goal SMART template with fields for Specific, Measurable, Achievable, Relevant, and Time-bound criteria for each goal. Includes a KPI Alignment table linking individual goals to Resolve Dental Consultancy KPIs 1, 3, 4, and 5 — with current result, target, employee contribution, and achieved-by-review tracking.\u003c\/p\u003e\n\u003cp\u003e6. Personal Development Plan (PDP) — Expanded\u003cbr\u003eThree sections: Performance Gaps (with specific action, support\/resources, priority A\/B\/C, and target date), Training and Skill Development (with type, provider, cost, and completion date), and Career and Personal Aspirations. Designed to be created WITH the employee, not FOR them.\u003c\/p\u003e\n\u003cp\u003e7. 360-Degree Feedback Form — Practice Manager and Senior Clinical Leads\u003cbr\u003eStructured 360-degree feedback for leadership roles — gathering input from peers, direct reports, and the practice owner to provide a complete picture of leadership performance.\u003c\/p\u003e\n\u003cp\u003e8. Staff Reward and Recognition Framework\u003cbr\u003eA structured reward and recognition program with ideas, categories, and tracking — covering both formal and informal recognition to build a culture where great work is noticed and celebrated.\u003c\/p\u003e\n\u003cp\u003e9. Annual Staff Satisfaction Survey\u003cbr\u003eA 15-question survey for all staff — covering role satisfaction, team culture, leadership, communication, training, and overall practice experience. Designed to surface issues before they become resignations.\u003c\/p\u003e\n\u003cp\u003e10. Salary Review Framework and Record\u003cbr\u003eA structured annual salary review process — covering market benchmarking, performance-based increases, documentation, and a salary review record for each employee.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53693965861228,"sku":null,"price":129.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_staff_diverse_team.png?v=1777698012"},{"product_id":"hr-staff-handbook-version-3","title":"Dental Practice Staff Handbook 2026","description":"\u003cp\u003eA complete, professionally written staff handbook for Australian dental practices — 47 pages covering every employment policy your team needs, from their first day to their last. Version 3, updated April 2026 to comply with all current Australian employment law changes.\u003c\/p\u003e\n\u003cp\u003eHand this to every new team member on day one. It sets expectations, communicates entitlements, establishes your policies, and protects the practice. A staff handbook is not optional — it is the foundation of a professionally managed workplace.\u003c\/p\u003e\n\u003cp\u003e⚠ This handbook is for general guidance only and does not constitute legal advice. Before issuing to staff, have it reviewed by a qualified employment lawyer or HR professional to ensure it is appropriate for your specific circumstances, applicable Modern Award, and state or territory jurisdiction.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 47 pages — complete staff handbook\u003cbr\u003e✔ Version 3 — updated April 2026 for all current employment law changes\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003e2026 Updates Included in Version 3:\u003cbr\u003e• Right to Disconnect — new NES entitlement from 26 August 2025, with a dedicated policy section\u003cbr\u003e• Casual Conversion for small business — new rights from 26 August 2025\u003cbr\u003e• Payday Super — superannuation paid with every pay run from 1 July 2026\u003cbr\u003e• Government Paid Parental Leave increased to 26 weeks from 1 July 2026\u003cbr\u003e• 4 weeks PPL reserved per parent — use-it-or-lose-it from 1 July 2026\u003cbr\u003e• Baby Priya's Law — PPL cannot be withdrawn on stillbirth or infant death from 7 November 2025\u003cbr\u003e• Leave summary table rebuilt with current NES entitlements\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003eWelcome \u0026amp; Introduction\u003cbr\u003ePractice welcome message, handbook purpose, equal opportunity commitment, and NES overview — including the updated list with Right to Disconnect.\u003c\/p\u003e\n\u003cp\u003eEmployment Fundamentals\u003cbr\u003ePrivacy and personal information, induction, probationary period, dress code, conduct standards, computer use, personal mobile phone policy, and secondary employment policy.\u003c\/p\u003e\n\u003cp\u003ePay, Hours \u0026amp; Benefits\u003cbr\u003ePay and payroll, Payday Super (from 1 July 2026), hours of work and timekeeping, overtime, public holidays, and expenses reimbursement.\u003c\/p\u003e\n\u003cp\u003eFlexible Working \u0026amp; Right to Disconnect\u003cbr\u003eFlexible working arrangements (Fair Work Act 2009 eligibility and process), and a dedicated Right to Disconnect section — covering what it means, when refusal is unreasonable, what it means for Practice Managers, genuine emergencies, and the practice's commitment.\u003c\/p\u003e\n\u003cp\u003eCasual Employment \u0026amp; Conversion\u003cbr\u003eWhat is a casual employee, casual entitlements table, right to request conversion, making and responding to a request, reasonable grounds for refusal, and employer-initiated conversion.\u003c\/p\u003e\n\u003cp\u003eRecruitment, Training \u0026amp; Development\u003cbr\u003eRecruitment policy, remuneration, promotion, personnel records, induction, training and development, external training, self-development, and study assistance policy.\u003c\/p\u003e\n\u003cp\u003eLeave Entitlements\u003cbr\u003eAnnual leave, personal and carer's leave, compassionate leave, parental leave (including updated government PPL to 26 weeks and Baby Priya's Law), family and domestic violence leave (10 days paid), community service leave, long service leave, and public holidays — all updated for current NES.\u003c\/p\u003e\n\u003cp\u003ePerformance Management \u0026amp; Disciplinary Procedures\u003cbr\u003ePerformance review process, informal counselling, verbal warning, first written warning, final written warning, and termination — with examples of misconduct and gross misconduct.\u003c\/p\u003e\n\u003cp\u003eBullying, Harassment \u0026amp; Discrimination\u003cbr\u003eDefinitions of unlawful discrimination, harassment, sexual harassment, and workplace bullying — with examples, informal and formal complaint procedures, investigation process, possible outcomes, confidentiality, and victimisation protections.\u003c\/p\u003e\n\u003cp\u003eHealth, Safety \u0026amp; Wellbeing\u003cbr\u003eWHS obligations, hazard reporting, right to stop unsafe work, and mental health and wellbeing commitment.\u003c\/p\u003e\n\u003cp\u003eResignation \u0026amp; Termination\u003cbr\u003eNotice requirements, final pay obligations, return of property, and reference policy.\u003c\/p\u003e\n\u003cp\u003eEmployee Acknowledgement\u003cbr\u003eSign-off page for the employee to confirm they have received, read, and understood the handbook — for filing in their personnel file.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53693968679276,"sku":null,"price":199.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/product_handbook.png?v=1777545574"},{"product_id":"hr-performance-improvement-plan-pip","title":"Performance Improvement Plan (PIP) 2026","description":"\u003cp\u003eA professionally structured Performance Improvement Plan template for Australian dental practices — covering performance gap documentation, SMART improvement objectives, support and resources, regular monitoring check-ins, and a formal outcome record. Updated for Australian employment law, April 2026.\u003c\/p\u003e\n\u003cp\u003eA PIP is a support tool — not a disciplinary one. It is used when an employee is struggling to meet performance standards despite good intentions. Done properly, it is an act of leadership — investing in an employee's success rather than giving up on them. Done poorly — or used as a way to manage someone out — it creates significant Fair Work Commission risk.\u003c\/p\u003e\n\u003cp\u003eThis template ensures your PIP process is genuine, documented, legally defensible, and genuinely designed to help the employee improve.\u003c\/p\u003e\n\u003cp\u003e⚠ This template does not constitute legal advice. Before use, seek qualified HR or legal advice to ensure the process is appropriate for your specific circumstances.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 6 pages — complete PIP template\u003cbr\u003e✔ Fair Work Act 2009 compliant\u003cbr\u003e✔ 2026-compliant\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003ePart 1 — Employee \u0026amp; PIP Details\u003cbr\u003eEmployee name, role, employment type, commencement date, supervising manager, PIP start date, interim review date, target completion date, and prior warning details.\u003c\/p\u003e\n\u003cp\u003ePart 2 — Performance Concerns\u003cbr\u003eA structured table for documenting specific performance concerns — with columns for performance area, specific concern\/gap, standard expected, and evidence (date\/incident). Includes a prompt to be factual and specific, and to avoid vague language.\u003c\/p\u003e\n\u003cp\u003ePart 3 — SMART Improvement Objectives\u003cbr\u003eUp to 5 SMART improvement objectives — with columns for the objective, how progress will be measured, target date, and achieved tick box.\u003c\/p\u003e\n\u003cp\u003ePart 4 — Support \u0026amp; Resources Provided\u003cbr\u003eA structured support table covering coaching\/mentoring, additional training\/CPD, regular PM check-in meetings, documented feedback, buddy\/peer support, adjusted duties, EAP referral, and other support — with provider and frequency\/timeline columns. Includes a Fair Work reminder that a PIP without genuine support is unfair and unenforceable.\u003c\/p\u003e\n\u003cp\u003ePart 5 — Monitoring \u0026amp; Review\u003cbr\u003eA formal check-in log for recording progress at each scheduled review — with objectives discussed, progress assessment (On Track \/ Behind \/ Achieved), employee comments, and dual signatures at each review point.\u003c\/p\u003e\n\u003cp\u003ePart 6 — PIP Outcome\u003cbr\u003eThree outcome options: objectives fully met (PIP complete), substantially met (PIP extended with revised objectives), or not met (proceed to further disciplinary action). Includes space for outcome details, next steps, and tri-party sign-off (Practice Manager, employee, and Practice Owner).\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53693974511980,"sku":null,"price":49.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/product_photo_documents_aaa27340-29a9-43ae-8542-eaddbff5cd0b.png?v=1777692442"},{"product_id":"hr-complete-dental-practice-hr-manual-2026","title":"Dental Practice HR Manual 2026","description":"\u003cp\u003eAustralia's most comprehensive HR manual built specifically for dental practices — 96 pages, 4 sections, 25+ policies, a complete recruitment kit, 3 performance review templates, and every HR form your practice needs. Version 3, updated April 2026 to comply with all current Australian employment law changes.\u003c\/p\u003e\n\u003cp\u003eThis is not a generic HR manual. Every policy, every form, and every process is written for the realities of dental practice — from managing casual dental assistants to recruiting an associate dentist, from handling a bullying complaint to running a performance review with your Practice Manager. It is the definitive HR resource for Australian dental practice owners and Practice Managers.\u003c\/p\u003e\n\u003cp\u003e⚠ This manual is for general guidance only and does not constitute legal advice. Before implementation, have it reviewed by a qualified employment lawyer or HR professional to ensure it is appropriate for your specific circumstances, applicable Modern Award, and state or territory jurisdiction.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 96 pages — 4 complete sections\u003cbr\u003e✔ 25+ HR policies updated for 2026\u003cbr\u003e✔ Version 3 — updated April 2026 for all current employment law changes\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003e2026 Updates Included in Version 3:\u003cbr\u003e• Right to Disconnect — new NES entitlement from 26 August 2025, with a dedicated policy section\u003cbr\u003e• Casual Conversion for small business — new rights from 26 August 2025\u003cbr\u003e• Payday Super — superannuation paid with every pay run from 1 July 2026\u003cbr\u003e• Government Paid Parental Leave increased to 26 weeks from 1 July 2026\u003cbr\u003e• Baby Priya's Law — PPL cannot be withdrawn on stillbirth or infant death from 7 November 2025\u003c\/p\u003e\n\u003cp\u003eSection 1 — HR Policies (25+ policies)\u003cbr\u003eEvery policy your practice needs — Abandonment of Employment, Aggression \u0026amp; Violence, Bullying \u0026amp; Harassment, Baby Priya's Law, Casual Employment \u0026amp; Conversion, Confidentiality, Conflict of Interest, Data Protection, Disciplinary \u0026amp; Grievance, Dress Code, Email \u0026amp; Internet Usage, Equal Opportunities, Fitness for Work, Flexible Working, Leave \u0026amp; Public Holidays, Right to Disconnect, Mobile Phone, Practice Computer \u0026amp; IT, Practice Confidentiality (including Privacy Checklist), Recruitment, Social Media, Smoking, Substance Abuse, Termination, and Whistleblowing.\u003c\/p\u003e\n\u003cp\u003eSection 2 — HR Forms \u0026amp; Templates\u003cbr\u003eEvery form your practice needs — Staff Induction Checklist (27 items), New Starter Documents Checklist, Leave Application Form, Grievance Form (Stage 1 \u0026amp; 2), Staff Satisfaction Survey, Privacy Compliance Checklist, Variation to Agreed Work Hours, Employee Influenza Vaccination Refusal Letter, Vaccination Status Request Letter, Organisational Chart Template, Vision \u0026amp; Mission Statement Template, Voluntary Observation Agreement, and CPD Record Form.\u003c\/p\u003e\n\u003cp\u003eSection 3 — Performance Management\u003cbr\u003eThree complete performance review templates — Practice Manager Review (covering practice management, financial management, people management, and self-management competencies), Dental Surgeon Review, and Support Staff Review. Plus a Personal Development Plan template.\u003c\/p\u003e\n\u003cp\u003eSection 4 — Recruitment \u0026amp; Onboarding\u003cbr\u003eComplete recruitment kit — Recruitment Policy and 9-step process, How to Create a Job Advertisement, Sample Practice Manager Advertisement, Hiring an Assistant Dentist (interview questions and screening process), Job Descriptions for every role (Receptionist\/FOC, Dental Assistant, Dental Hygienist\/OHT, Sterilisation Assistant, Practice Manager), Interview Selection Letter, Reference Check Template, and Employment Offer Letter.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53694014325100,"sku":null,"price":199.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/product_hr_manual.png?v=1777701208"},{"product_id":"hr-disciplinary-policy-procedure-pack","title":"Dental Practice Disciplinary Policy 2026","description":"\u003cp\u003eA comprehensive, Fair Work Act 2009 compliant disciplinary policy and procedure framework for Australian dental practices — covering the full disciplinary process from concern identification through to summary dismissal, with a step-by-step investigation guide, outcome templates, and employee rights. Version 3.0, updated April 2026.\u003c\/p\u003e\n\u003cp\u003eGetting a disciplinary process wrong is one of the most expensive mistakes a Practice Manager can make. An unfair dismissal claim costs an average of $10,000–$30,000 to defend — even when you win. This pack gives you a legally structured, well-documented process that protects both the employee and the practice.\u003c\/p\u003e\n\u003cp\u003e⚠ This pack does not constitute legal advice. Before implementing any disciplinary process — particularly termination — seek advice from a qualified employment lawyer or HR advisor.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 12 pages — complete disciplinary policy and procedure\u003cbr\u003e✔ Fair Work Act 2009 compliant — references s.387 criteria throughout\u003cbr\u003e✔ Version 3.0 — updated April 2026\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003eSection 1 — Purpose, Scope \u0026amp; Guiding Principles\u003cbr\u003eThe policy framework — procedural fairness, proportionality, consistency, confidentiality, timeliness, and support — with plain-language explanations of what each principle means in practice.\u003c\/p\u003e\n\u003cp\u003eSection 2 — Categories of Conduct \u0026amp; Performance Issues\u003cbr\u003eClear definitions and dental-specific examples of general misconduct and serious misconduct — including a detailed table of conduct that may constitute serious misconduct in a dental practice (patient safety, theft, assault, drugs, confidentiality, sexual harassment, regulatory compliance, cyber and data).\u003c\/p\u003e\n\u003cp\u003eSection 3 — The Disciplinary Process Step by Step\u003cbr\u003eA 10-step disciplinary process table — concern identification, preliminary assessment, investigation, suspension (if required), notice of hearing, disciplinary hearing, decision, outcome communication, right of appeal, and monitoring — with timeframes and documentation requirements for every step.\u003c\/p\u003e\n\u003cp\u003eSection 4 — Conducting a Fair Investigation\u003cbr\u003eInvestigation principles, a complete investigation checklist (before, during, and after), and an Investigation Interview Guide with an opening statement script and 7 structured interview questions — all with Fair Work Act legal references.\u003c\/p\u003e\n\u003cp\u003eSection 5 — Disciplinary Outcomes \u0026amp; Warnings\u003cbr\u003eA complete outcomes table — no action, informal management, verbal warning, first written warning, final written warning, dismissal with notice, and summary dismissal — with guidance on when each is appropriate, duration, and key requirements.\u003c\/p\u003e\n\u003cp\u003eSection 6 — Employee Rights\u003cbr\u003eRight to be accompanied (Fair Work Act s.387(d)), right to appeal, and psychosocial safety obligations during disciplinary processes — including EAP referral guidance and post-process relationship restoration.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53694019830124,"sku":null,"price":49.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/product_photo_documents.png?v=1777691913"},{"product_id":"hr-disciplinary-letter-templates-pack","title":"Disciplinary Letter Templates 2026","description":"\u003cp\u003eNine professionally drafted, Fair Work Act 2009 compliant disciplinary letter templates for Australian dental practices — covering every stage of the disciplinary process from suspension through to dismissal and appeal. Updated April 2026.\u003c\/p\u003e\n\u003cp\u003eEvery letter in a disciplinary process must be carefully worded. The wrong language — or a missing element — can turn a defensible disciplinary outcome into a costly unfair dismissal claim. These templates take the guesswork out of the process. Simply insert your practice details, customise for the specific situation, and issue with confidence.\u003c\/p\u003e\n\u003cp\u003e⚠ These templates are for general guidance only. Always have letters reviewed by your practice owner before issuing. For termination letters, always seek legal or HR advice first.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 26 pages — 9 complete letter templates\u003cbr\u003e✔ Fair Work Act 2009 compliant\u003cbr\u003e✔ Updated April 2026\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003e1. Suspension During Investigation Letter — precautionary suspension on full pay, with clear obligations during suspension, and a delivery record section\u003c\/p\u003e\n\u003cp\u003e2. Invitation to Disciplinary Hearing — formal hearing invitation with allegation details, right to be accompanied, option to submit written response, and employee acknowledgement sign-off\u003c\/p\u003e\n\u003cp\u003e3. Verbal Warning Confirmation Letter — written confirmation of a verbal warning with improvement required, timeframe, review date, six-month expiry, and right of appeal\u003c\/p\u003e\n\u003cp\u003e4. First Written Warning — formal first written warning with allegation details, finding and reasons, improvement required, 12-month warning period, monitoring commitment, and right of appeal\u003c\/p\u003e\n\u003cp\u003e5. Final Written Warning — formal final warning with prior disciplinary history section, clear statement that continued employment is at serious risk, improvement required, and right of appeal\u003c\/p\u003e\n\u003cp\u003e6. Show Cause Letter — critical pre-dismissal letter giving the employee a final opportunity to respond before a termination decision is made — essential for procedural fairness\u003c\/p\u003e\n\u003cp\u003e7. Dismissal with Notice Letter — formal termination letter with reasons for dismissal, notice period, final pay calculation table, return of property, separation certificate, and right of appeal\u003c\/p\u003e\n\u003cp\u003e8. Summary Dismissal Letter — immediate termination for serious misconduct, with reasons, final pay (excluding notice), and right of appeal\u003c\/p\u003e\n\u003cp\u003e9. Appeal Outcome Letter — formal outcome of the employee's appeal — upholding, varying, or overturning the original decision\u003c\/p\u003e\n\u003cp\u003eEach template includes:\u003cbr\u003e• Step-by-step instructions for use\u003cbr\u003e• All [SQUARE BRACKET] placeholders clearly marked for customisation\u003cbr\u003e• Acknowledgement sign-off section for the employee's personnel file\u003cbr\u003e• Legal references to the relevant Fair Work Act provisions\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53694021435756,"sku":null,"price":49.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/category_patient.png?v=1777545573"},{"product_id":"hr-recruitment-onboarding-kit","title":"Dental Practice Recruitment \u0026 Onboarding Kit 2026","description":"\u003cp\u003eA complete, professional hiring and onboarding system for Australian dental practices — covering every step from writing a job advertisement to the new starter's first day and beyond. Version 3.0, updated April 2026.\u003c\/p\u003e\n\u003cp\u003eHiring the wrong person costs an Australian dental practice an average of $15,000–$30,000 in lost productivity, recruitment costs, and the time to start again. This kit gives you a structured, consistent process to hire the right person — and onboard them so well that they stay.\u003c\/p\u003e\n\u003cp\u003e⚠ This kit contains template documents only. They do not constitute legal advice. Before use, have the employment contract reviewed by a qualified employment lawyer to ensure it is appropriate for your specific circumstances, applicable Modern Award, and state or territory jurisdiction.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 28 pages — 12 complete documents\u003cbr\u003e✔ Version 3.0 — updated April 2026\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003e1. Recruitment Policy \u0026amp; 9-Step Process\u003cbr\u003eA clear, compliant recruitment policy and step-by-step process guide — from identifying the need through to issuing the offer and completing induction.\u003c\/p\u003e\n\u003cp\u003e2. How to Create a Job Advertisement\u003cbr\u003eA practical guide to writing compelling job ads that attract the right candidates — with a sample Practice Manager advertisement ready to customise.\u003c\/p\u003e\n\u003cp\u003e3. Hiring an Assistant Dentist Guide\u003cbr\u003eA comprehensive guide to recruiting a dentist — including what to look for, 20+ structured interview questions covering clinical philosophy, patient care, teamwork, and long-term commitment, and a telephone screening guide.\u003c\/p\u003e\n\u003cp\u003e4. 5 Job Descriptions\u003cbr\u003eReady-to-use job descriptions for every role in the practice — Dental Receptionist\/FOC, Dental Assistant, Dental Hygienist\/OHT, Sterilisation \u0026amp; Infection Control Assistant, and Practice Manager.\u003c\/p\u003e\n\u003cp\u003e5. Interview Record Form \u0026amp; Question Bank\u003cbr\u003eA structured interview scoring form (rated out of 10 across key competencies) and a comprehensive question bank covering current role, work history, motivations, strengths, weaknesses, and team fit.\u003c\/p\u003e\n\u003cp\u003e6. Interview Selection \u0026amp; Unsuccessful Applicant Letters\u003cbr\u003eProfessional template letters for inviting candidates to interview and notifying unsuccessful applicants — ready to personalise and send.\u003c\/p\u003e\n\u003cp\u003e7. Employment Application Form\u003cbr\u003eA complete application form capturing qualifications, AHPRA registration, employment history, and references — with a signed declaration.\u003c\/p\u003e\n\u003cp\u003e8. Reference Request Form\u003cbr\u003eA structured telephone reference check form with 14 questions covering performance, strengths, weaknesses, management style, integrity, and re-employment status.\u003c\/p\u003e\n\u003cp\u003e9. Permanent Employment Contract\u003cbr\u003eA comprehensive permanent employment contract template covering all NES entitlements — probation, remuneration, leave, superannuation, termination, redundancy, confidentiality, and dispute resolution. Aligned with the Health Professionals and Support Services Award 2020.\u003c\/p\u003e\n\u003cp\u003e10. Staff Induction Checklist (27 items)\u003cbr\u003eA complete first-day induction checklist — covering welcome, practice tour, HR Manual, Fair Work Information Statement, contract signing, tax and super forms, system access, infection control, WHS, Right to Disconnect, privacy, and probation process. Includes a 2-week and 4-week check-in reminder.\u003c\/p\u003e\n\u003cp\u003e11. New Starter Documents \u0026amp; Forms Checklist\u003cbr\u003eA sign-off checklist ensuring every required document is issued, sighted, and signed on day one — with dual signature for Practice Manager and employee.\u003c\/p\u003e\n\u003cp\u003e12. Successfully Completed Probation Letter\u003cbr\u003eA warm, professional template letter confirming successful completion of probation and transition to permanent employment.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53695203803500,"sku":null,"price":99.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_staff_huddle.png?v=1777698012"},{"product_id":"hr-compliance-update-pack-the-6-new-policies-every-australian-dental-practice-needs-now","title":"HR Compliance Update Pack 2026","description":"\u003cp\u003eAlready have an HR Manual or Staff Handbook? Just get the new bits.\u003c\/p\u003e\n\u003cp\u003eSix ready-to-use policies covering every significant Australian employment law change in 2025 and 2026 — written specifically for dental practices and ready to add to your existing HR documentation. Version 3.0, April 2026.\u003c\/p\u003e\n\u003cp\u003eIf your HR Manual or Staff Handbook was written before August 2025, it is already out of date. The Right to Disconnect, Casual Conversion for small business, Payday Super, Baby Priya's Law, and the 26-week Paid Parental Leave changes are all now in force or taking effect on 1 July 2026. This pack is the fastest way to get compliant — without buying a whole new manual.\u003c\/p\u003e\n\u003cp\u003e⚠ This pack contains template documents only. They do not constitute legal advice. Before use, have them reviewed by a qualified employment lawyer or HR professional.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format\u003cbr\u003e✔ 8 pages — 6 complete policies and a summary reference sheet\u003cbr\u003e✔ Version 3.0 — updated April 2026\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003e1. Right to Disconnect Policy\u003cbr\u003eEffective 26 August 2025 — now applies to ALL businesses including small businesses with fewer than 15 employees. Employees have the legal right to refuse to monitor or respond to out-of-hours contact unless the refusal is unreasonable. Includes guidance on what constitutes an unreasonable refusal, Practice Manager expectations, and genuine emergency exceptions.\u003c\/p\u003e\n\u003cp\u003e2. Casual Conversion Policy\u003cbr\u003eEffective 26 August 2025 — casuals in small businesses can now request conversion to permanent employment after 6–12 months of regular hours. Includes the 21-day written response requirement, reasonable business grounds for refusal, and casual loading explanation.\u003c\/p\u003e\n\u003cp\u003e3. Payday Super Policy \u0026amp; Checklist\u003cbr\u003eEffective 1 July 2026 — superannuation must now be paid with every pay run and reach the employee's fund within 7 business days. Includes a 6-item Payday Super implementation checklist covering payroll software, cashflow review, Stapled Super Fund requirements, and ATO notification.\u003c\/p\u003e\n\u003cp\u003e4. Baby Priya's Law — Parental Leave Protections\u003cbr\u003eEffective 7 November 2025 — paid parental leave cannot be withdrawn if a child is stillborn or dies shortly after birth. Includes the updated 26-week PPL entitlement (from 1 July 2026), the 4-week per-parent use-it-or-lose-it requirement, and super on PPL by the ATO.\u003c\/p\u003e\n\u003cp\u003e5. Updated Leave Policy\u003cbr\u003eFully updated leave table covering all 2026 changes — Annual Leave, Personal\/Carer's Leave, Compassionate Leave, Family \u0026amp; Domestic Violence Leave (10 days paid for all employees including casuals), Parental Leave (26 weeks), Long Service Leave, Jury Duty, and Public Holidays (updated to King's Birthday).\u003c\/p\u003e\n\u003cp\u003e6. 'What's New in 2026' Summary Reference Sheet\u003cbr\u003eA clear one-page summary table of every 2025–2026 employment law change with effective dates and the practical impact for your practice — ideal for Practice Manager reference and team communication.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53695204524396,"sku":null,"price":49.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/product_checklist.png?v=1777545573"},{"product_id":"hr-practice-policies-manual-2026","title":"Practice Policies Manual 2026","description":"\u003cp\u003eA complete, ready-to-use practice policies manual for Australian dental practices — 99 pages, 52 policies across four sections: Workplace Conduct, HR \u0026amp; Employment, Health Safety \u0026amp; Environment, and Clinical. Version 3, April 2026. Fully updated for all key 2026 legislative changes. Simply replace [Your Practice Name] throughout and the manual is ready to issue to your team.\u003c\/p\u003e\n\u003cp\u003eBuilding a compliant, well-documented dental practice requires policies that are current, comprehensive, and written for the realities of dental practice — not generic business templates. This manual gives you all 52 core policies in one document, ready to implement, with every 2026 legislative update already incorporated.\u003c\/p\u003e\n\u003cp\u003eFor general guidance only — seek qualified HR, legal, or WHS advice for your specific circumstances before implementation.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format — replace [Your Practice Name] throughout\u003cbr\u003e✔ 99 pages — 52 complete policies across 4 sections\u003cbr\u003e✔ 2026-compliant — incorporates all key legislative changes (see full list below)\u003cbr\u003e✔ Includes implementation instructions and staff acknowledgement guidance\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003e2026 Legislative Updates Incorporated:\u003cbr\u003e✔ Right to Disconnect — new NES entitlement (26 August 2025)\u003cbr\u003e✔ Casual Conversion rights for small business (26 August 2025)\u003cbr\u003e✔ Psychosocial Hazards — new standalone policy (2023 WHS Regulations)\u003cbr\u003e✔ Payday Super — superannuation paid with every pay run (1 July 2026)\u003cbr\u003e✔ Government PPL increased to 26 weeks (1 July 2026)\u003cbr\u003e✔ Baby Priya's Law — PPL cannot be withdrawn on infant loss (7 November 2025)\u003cbr\u003e✔ SDS terminology updated throughout — MSDS references removed\u003cbr\u003e✔ Immunisation policy updated with current vaccine guidance\u003c\/p\u003e\n\u003cp\u003eWhat's Included — 52 Policies Across 4 Sections:\u003c\/p\u003e\n\u003cp\u003eSection A — Workplace Conduct (14 policies)\u003cbr\u003eAggression and Violence at Work, Bullying and Harassment (with Psychosocial Hazard connection), Code of Conduct, Confidentiality, Conflict of Interest, Data Protection, Disciplinary and Grievance, Dress Code, Drugs and Alcohol, Practice Computer Use, Practice Privacy, Recruitment, Right to Disconnect, Smoking, Training and Development, Underperformance.\u003c\/p\u003e\n\u003cp\u003eSection B — HR \u0026amp; Employment (7 policies)\u003cbr\u003eAbandonment of Employment, Casual Employment and Conversion (updated for small business rights, August 2025), Immunisation (updated with current vaccine guidance), Induction (updated for Payday Super, 26-week PPL, and Baby Priya's Law), Infection Control, Medication Management, Psychosocial Hazards (new standalone policy, 2023 WHS Regulations).\u003c\/p\u003e\n\u003cp\u003eSection C — Health, Safety \u0026amp; Environment (28 policies)\u003cbr\u003eAccess and Egress, Accident Investigation, Building Safety, Children in the Workplace, Contractors, Dentist Time Off, Electrical Safety, Emergencies, Ergonomics, Fire Drill, Fire Equipment Inspection, Fire Safety, First Aid, Hazardous Substances (SDS terminology updated), Injury Management, Inspection of Equipment, Lighting, Manual Handling, Noise, Occupational Overuse Syndrome (OOS), Personal Protective Equipment (PPE), Reporting of Incidents, Risk Management, Safety Rules, Slips and Trips, Ventilation, Violence, Waste Management, WHS Policy, WHS Training, Workplace Amenities, Young Workers.\u003c\/p\u003e\n\u003cp\u003eSection D — Clinical Policies (3 policies)\u003cbr\u003eGlove Wearing, Hand Hygiene, Practice Confidentiality Policy.\u003c\/p\u003e\n\u003cp\u003eHow to Implement\u003cbr\u003eReplace all instances of [Your Practice Name] with your practice name. Review each policy with your Practice Owner. Have all staff read the policies relevant to their role as part of induction. Obtain signed acknowledgements and file in each staff member's personnel file. Review annually and whenever relevant legislation changes.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53695221596524,"sku":null,"price":199.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/product_policy.png?v=1777545573"},{"product_id":"hr-dental-practice-hr-policy-pack","title":"Dental Practice HR Policy Pack 2026","description":"\u003cp\u003eA complete set of 25+ ready-to-use HR policies for Australian dental practices — 39 pages covering every key area of workplace management, fully updated for all 2026 legislative changes including Right to Disconnect (now extended to small businesses), Payday Super, Casual Conversion, updated Parental Leave, and Baby Priya's Law. Version 3.0, April 2026. Simply replace [Your Practice Name] throughout and the pack is ready to implement.\u003c\/p\u003e\n\u003cp\u003eEvery dental practice needs documented HR policies — for compliance, for consistency, and for protection when things go wrong. This pack gives you all 25+ policies in one document, written specifically for the dental practice environment, with every 2026 legislative update already incorporated.\u003c\/p\u003e\n\u003cp\u003eFor general guidance only — seek qualified HR or legal advice for your specific circumstances before implementation.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format — replace [Your Practice Name] throughout\u003cbr\u003e✔ 39 pages — 25+ complete policies\u003cbr\u003e✔ 4 brand new 2026 policies included\u003cbr\u003e✔ Covers Right to Disconnect, Payday Super, Casual Conversion, Baby Priya's Law, and updated Parental Leave\u003cbr\u003e✔ Includes a Privacy Checklist (13 items) and Payday Super Checklist\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included — 25+ Policies:\u003c\/p\u003e\n\u003cp\u003eAbandonment of Employment Policy — 3-day absence rule, contact procedure, and induction reinforcement.\u003c\/p\u003e\n\u003cp\u003eAggression and Violence at Work Policy — definitions, practice commitments, and incident reporting procedure.\u003c\/p\u003e\n\u003cp\u003eBullying and Harassment Policy — definitions, what is NOT bullying (reasonable management actions), and formal\/informal complaint pathways.\u003c\/p\u003e\n\u003cp\u003eParental Leave Protections — Baby Priya's Law — 2026 update: Fair Work Amendment (Baby Priya's) Act 2025, effective 7 November 2025. Employers cannot withdraw paid parental leave following stillbirth or infant death.\u003c\/p\u003e\n\u003cp\u003eCasual Employment and Conversion Policy — 2026 update: small business casual conversion rights from 26 August 2025. 25% casual loading, 21-day response requirement, Casual Employment Information Statement (CEIS) requirement.\u003c\/p\u003e\n\u003cp\u003eConfidentiality Policy — scope of confidential information, employee obligations, and post-employment obligations.\u003c\/p\u003e\n\u003cp\u003eConflict of Interest Policy — examples, disclosure obligations, and disciplinary consequences.\u003c\/p\u003e\n\u003cp\u003eData Protection Policy — Privacy Act 1988 compliance, patient record access rights, 7-year retention requirement, and breach consequences.\u003c\/p\u003e\n\u003cp\u003eDisciplinary and Grievance Policy — conduct categories, gross misconduct (summary dismissal), 4-step disciplinary procedure, 3-stage grievance procedure, and appeal rights.\u003c\/p\u003e\n\u003cp\u003eDress Code Policy — uniform requirements, personal presentation standards for clinical and non-clinical staff.\u003c\/p\u003e\n\u003cp\u003eEmail, Internet and Technology Usage Policy — acceptable and unacceptable use, software licensing, backup requirements, and individual password requirements.\u003c\/p\u003e\n\u003cp\u003eEqual Opportunities Policy — non-discrimination commitment across all protected attributes.\u003c\/p\u003e\n\u003cp\u003eFitness for Work Policy — employee responsibilities, dental-specific impairment considerations.\u003c\/p\u003e\n\u003cp\u003eFlexible Working Arrangements Policy — Fair Work Act 2009 rights, 12-month service threshold, 21-day response requirement.\u003c\/p\u003e\n\u003cp\u003eLeave and Public Holiday Policy — 2026 update: Government PPL increases to 26 weeks from 1 July 2026 (4 weeks per parent reserved), Payday Super takes effect. Full leave entitlement table: Annual Leave, Personal\/Carers Leave, Compassionate Leave, Family \u0026amp; Domestic Violence Leave, Parental Leave, Long Service Leave, Jury Duty, and Public Holidays.\u003c\/p\u003e\n\u003cp\u003eRight to Disconnect Policy — 2026 update: extended to small businesses (fewer than 15 employees) from 26 August 2025. Employee rights, reasonableness test, and genuine emergency exceptions.\u003c\/p\u003e\n\u003cp\u003eMobile Phone in the Workplace Policy — storage requirements, break-time use, Practice Manager exemption.\u003c\/p\u003e\n\u003cp\u003ePractice Computer Policy — software licensing, backup procedures, individual passwords, internet and email usage rules.\u003c\/p\u003e\n\u003cp\u003ePractice Privacy Policy — Privacy Act 1988 and Australian Privacy Principles (APPs) compliance, what is collected, record retention, privacy complaints procedure, and a 13-item Privacy Checklist.\u003c\/p\u003e\n\u003cp\u003ePractice Code of Conduct — professional behaviour standards for all staff.\u003c\/p\u003e\n\u003cp\u003eSuperannuation Policy — Superannuation Guarantee rate, super on parental leave (ATO-paid from 1 July 2026), and Payday Super Checklist.\u003c\/p\u003e\n\u003cp\u003eTraining and Development Policy — induction training requirements and CPD requirements by role.\u003c\/p\u003e\n\u003cp\u003eTime Off in Lieu (TOIL) Policy — TOIL accrual and usage rules.\u003c\/p\u003e\n\u003cp\u003eUnderperformance Policy — performance improvement process and documentation requirements.\u003c\/p\u003e\n\u003cp\u003eVision \u0026amp; Mission Statement — practice values framework.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53695236243820,"sku":null,"price":99.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_staff_1on1.png?v=1777698012"},{"product_id":"hr-essential-hr-forms-templates-pack","title":"Essential HR Forms \u0026 Templates Pack 2026","description":"\u003cp\u003e13 professionally formatted, ready-to-use HR forms and templates for Australian dental practices — 21 pages covering everyday HR administration from leave applications and sick leave through to exit interviews, disciplinary hearings, privacy compliance, and vaccination management. Version 3.0, April 2026. Simply replace [Your Practice Name] throughout and the forms are ready to use.\u003c\/p\u003e\n\u003cp\u003eEvery dental practice needs a consistent set of HR forms — for compliance, for documentation, and for protection when things go wrong. This pack gives you all 13 essential forms in one document, professionally formatted and ready to implement.\u003c\/p\u003e\n\u003cp\u003eFor general guidance only — seek qualified HR or legal advice for your specific circumstances before implementation.\u003c\/p\u003e\n\u003cp\u003e✔ Fully editable Microsoft Word format — replace [Your Practice Name] throughout\u003cbr\u003e✔ 21 pages — 13 complete forms and templates\u003cbr\u003e✔ Updated for 2026 — includes Family \u0026amp; Domestic Violence Leave option and Right to Disconnect\u003cbr\u003e✔ Covers leave, sick leave, disciplinary, grievance, exit, privacy, and vaccination management\u003cbr\u003e✔ Instant digital download\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003eWhat's Included — 13 Forms \u0026amp; Templates:\u003c\/p\u003e\n\u003cp\u003e1. Leave Application Form — all leave types with tick boxes including Family \u0026amp; Domestic Violence Leave (2026), employee acknowledgements (staffing levels, approval not automatic, no travel booked until approved), and manager sign-off.\u003c\/p\u003e\n\u003cp\u003e2. Self-Certified Sick Leave Form — per-absence form covering description of sickness, dates, workplace accident question, and 3-day medical certificate reminder. Employee and PM sign-off.\u003c\/p\u003e\n\u003cp\u003e3. Employee Medical History Form — confidential pre-employment medical history covering conditions, immunisation status (Hepatitis B, Diphtheria, Polio, Rubella, Tetanus, TB, Whooping Cough), allergies, long-term conditions, medications, and disability.\u003c\/p\u003e\n\u003cp\u003e4. Employee Bank Account Form — payroll direct debit authorisation for up to two accounts with BSB, account number, and split percentage or fixed amount.\u003c\/p\u003e\n\u003cp\u003e5. Exit Interview Form — 9 structured exit interview questions covering enjoyment, workload, training, team culture, fairness, reasons for leaving, and improvement suggestions. Includes outstanding pay and entitlements confirmation.\u003c\/p\u003e\n\u003cp\u003e6. Invitation to Disciplinary Hearing — formal hearing invitation with allegations detail, date, time, venue, and right-to-be-accompanied notice.\u003c\/p\u003e\n\u003cp\u003e7. Disciplinary Action \/ Warning Form — formal warning record covering level of action (Verbal Warning, Written Warning, Final Written Warning, Dismissal), improvement required, review date, and 5-day appeal right notice.\u003c\/p\u003e\n\u003cp\u003e8. Grievance Hearing Form (Stage 2) — formal Stage 2 grievance submission form with grievance details and companion name.\u003c\/p\u003e\n\u003cp\u003e9. Staff Satisfaction Survey — anonymous survey with open-ended questions covering enjoyment, workload, Right to Disconnect, and improvement suggestions.\u003c\/p\u003e\n\u003cp\u003e10. Practice Privacy Compliance Checklist — 10-item annual privacy compliance checklist aligned to the Privacy Act 1988 and Australian Privacy Principles (APPs), with action, due date, and done columns.\u003c\/p\u003e\n\u003cp\u003e11. Variation to Agreed Work Hours — formal hours variation record covering initial, temporary, and permanent variations with a day-by-day hours table including dentist column.\u003c\/p\u003e\n\u003cp\u003e12. Employee Influenza Vaccination Refusal Letter — formal refusal letter with liability waiver and surgical restriction acknowledgement. Two-copy format (file + employee).\u003c\/p\u003e\n\u003cp\u003e13. Vaccination Status Request — template letter to employee's GP requesting Hepatitis B vaccination response confirmation and immune status.\u003c\/p\u003e\n\u003cp\u003eBonus Templates: Organisational Chart template (customisable practice structure), Vision \u0026amp; Mission Statement template, and Voluntary Observation Agreement.\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53698824733036,"sku":null,"price":99.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/product_photo_documents_aaa27340-29a9-43ae-8542-eaddbff5cd0b.png?v=1777692442"},{"product_id":"complete-hr-employment-bundle-2026-4-product-hr-system-for-australian-dental-practices-save-197","title":"Complete HR \u0026 Employment Bundle 2026 - Save $197","description":"\u003cp\u003eEverything your Australian dental practice needs to manage your people compliantly and professionally — four comprehensive HR resources in one bundle, fully updated for every significant 2025–2026 employment law change including Right to Disconnect, Payday Super, Baby Priya's Law, and updated casual conversion rights.\u003c\/p\u003e\n\u003cp\u003ePurchased individually these four products total $596. Buy the bundle and save $197.\u003c\/p\u003e\n\u003cp\u003eFrom the moment you advertise a role through to onboarding, day-to-day management, and policy compliance, this bundle gives your Practice Manager and practice owner a complete, practice-ready HR system — without the cost of engaging an HR consultant to build it from scratch.\u003c\/p\u003e\n\u003cp\u003e✔ 4 fully editable Microsoft Word resources\u003cbr\u003e✔ Updated for all 2025–2026 employment law changes\u003cbr\u003e✔ Fair Work Act 2009 compliant\u003cbr\u003e✔ Instant digital download — all 4 documents delivered together\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003e⚠ These documents are templates only and do not constitute legal advice. Have them reviewed by a qualified employment lawyer before implementation to ensure they are appropriate for your specific circumstances, applicable Modern Award, and state or territory jurisdiction.\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003e1. HR Manual 2026\u003cbr\u003eA comprehensive HR management manual written specifically for Australian dental practices — covering every aspect of people management from recruitment and onboarding through to performance management, disciplinary processes, and offboarding. The complete HR reference guide for your Practice Manager and practice owner.\u003cbr\u003eIndividual price: $149\u003c\/p\u003e\n\u003cp\u003e2. HR Policy Pack 2026\u003cbr\u003e25+ ready-to-use HR policies for Australian dental practices — fully updated for Right to Disconnect (now extended to small businesses), Payday Super, Casual Conversion, updated Parental Leave, and Baby Priya's Law. Simply replace [Your Practice Name] throughout and the pack is ready to implement.\u003cbr\u003eIndividual price: $99\u003c\/p\u003e\n\u003cp\u003e3. Recruitment \u0026amp; Onboarding Kit 2026\u003cbr\u003eA complete recruitment and onboarding system — covering position descriptions, job advertisement templates, interview guides, reference check frameworks, offer letter templates, and a comprehensive new employee onboarding checklist. Everything you need to attract, select, and onboard the right people for your practice.\u003cbr\u003eIndividual price: $199\u003c\/p\u003e\n\u003cp\u003e4. Staff Handbook 2026\u003cbr\u003eA professionally written staff handbook for Australian dental practices — covering your practice values, team expectations, workplace conduct, leave entitlements, HR policies, and everything a new team member needs to know from day one. Fully editable and ready to brand with your practice name and logo.\u003cbr\u003eIndividual price: $149\u003c\/p\u003e\n\u003cp\u003eTotal if purchased individually: $596\u003cbr\u003eBundle price: $399 — save $197 (33% off)\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53703234355564,"sku":null,"price":399.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_staff_1on1.png?v=1777698012"},{"product_id":"disciplinary-performance-management-bundle-2026","title":"Disciplinary \u0026 Performance Management Bundle 2026 - Save $56","description":"\u003cp\u003eEverything your Australian dental practice needs to manage underperformance and misconduct professionally, consistently, and in compliance with the Fair Work Act 2009 — four comprehensive resources in one bundle.\u003c\/p\u003e\n\u003cp\u003ePurchased individually these four products total $276. Buy the bundle and save $56.\u003c\/p\u003e\n\u003cp\u003ePerformance and disciplinary issues are among the most stressful and legally risky situations a Practice Manager or practice owner faces. Having the right documentation — prepared before you need it — is the difference between a managed process and an unfair dismissal claim. This bundle gives you the complete system.\u003c\/p\u003e\n\u003cp\u003e✔ 4 fully editable Microsoft Word resources\u003cbr\u003e✔ Fair Work Act 2009 compliant\u003cbr\u003e✔ Updated for 2026\u003cbr\u003e✔ Instant digital download — all 4 documents delivered together\u003cbr\u003e✔ Single-practice licence\u003c\/p\u003e\n\u003cp\u003e⚠ These documents are templates only and do not constitute legal advice. For complex disciplinary matters or potential terminations, always seek advice from a qualified employment lawyer or HR specialist before proceeding.\u003c\/p\u003e\n\u003cp\u003eWhat's Included:\u003c\/p\u003e\n\u003cp\u003e1. Disciplinary Policy 2026\u003cbr\u003eA comprehensive disciplinary policy for Australian dental practices — covering the principles of procedural fairness, the difference between performance management and misconduct, the progressive disciplinary process, summary dismissal provisions, and documentation requirements. Aligned with the Fair Work Act 2009 and the Small Business Fair Dismissal Code.\u003cbr\u003eIndividual price: $69\u003c\/p\u003e\n\u003cp\u003e2. Disciplinary Letter Templates 2026\u003cbr\u003eA complete set of ready-to-use disciplinary letter templates — covering every stage of the disciplinary process from first written warning through to final written warning and termination. Each template is professionally written, legally aware, and ready to customise with your practice and employee details.\u003cbr\u003eIndividual price: $49\u003c\/p\u003e\n\u003cp\u003e3. Staff Performance Management Pack 2026\u003cbr\u003eA complete annual performance management system for every role in your practice — covering performance reviews for all clinical and support roles, probationary reviews, goal setting, personal development planning, 360-degree feedback, reward and recognition, staff satisfaction surveys, and salary reviews. 10 documents covering the full performance cycle.\u003cbr\u003eIndividual price: $99\u003c\/p\u003e\n\u003cp\u003e4. Performance Improvement Plan 2026\u003cbr\u003eA structured, Fair Work-compliant Performance Improvement Plan template — covering performance concerns, specific improvement targets, support to be provided, review timeline, and formal sign-off. Includes guidance notes for Practice Managers on how to run a PIP conversation and document the process correctly.\u003cbr\u003eIndividual price: $59\u003c\/p\u003e\n\u003cp\u003eTotal if purchased individually: $276\u003cbr\u003eBundle price: $220 — save $56 (20% off)\u003cbr\u003e\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53703235010924,"sku":null,"price":220.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_business_strategy.png?v=1777776478"},{"product_id":"casual-employment-bundle-2026-complete-toolkit-for-australian-dental-practices-save-37","title":"Casual Employment Bundle 2026 — Save $37","description":"\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eEverything your Australian dental practice needs to engage, manage, and support casual employees — legally and confidently. Three ready-to-use resources built specifically for dental practices, fully updated for 2026 Fair Work Act changes including the Right to Disconnect, Casual Conversion for small businesses, and Payday Super.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003ePurchased individually these three products total $197. Buy the bundle and save $37.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eWhether you are taking on your first casual employee or tightening up your existing casual employment documentation, this bundle gives you a legally current, professionally written toolkit you can use immediately.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e⚠️ \u003cem\u003eAll documents are templates only and do not constitute legal advice. We recommend having your employment agreement reviewed by a qualified employment lawyer before use.\u003c\/em\u003e\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-pre-wrap leading-[1.7]\"\u003e✔ 3 fully editable Microsoft Word resources ✔ Updated for Right to Disconnect (26 August 2025), Casual Conversion for small business (26 August 2025), Payday Super (1 July 2026), and Baby Priya's Law (7 November 2025) ✔ Aligned with the Fair Work Act 2009 and Health Professionals and Support Services Award 2020 ✔ 2026-compliant ✔ Instant digital download — all 3 documents delivered together ✔ Single-practice licence\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-pre-wrap leading-[1.7]\"\u003e \u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53703554367852,"sku":null,"price":160.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_business_financials.png?v=1777776478"},{"product_id":"complete-compliance-bundle-2026-9-practice-compliance-checklists-for-australian-dental-practices-save-97","title":"Complete Compliance Bundle 2026 - Save $51","description":"\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eEvery compliance checklist your Australian dental practice needs — in one complete, audit-ready bundle. Nine structured checklists covering daily operations, WHS, infection control, equipment maintenance, privacy, AHPRA registrations, recall performance, new patient administration, and your annual end-of-year review.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003ePurchased individually these nine products total $301. Buy the bundle and save $51.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eCompliance in a dental practice is not a once-a-year exercise — it is a daily, monthly, and annual discipline. This bundle gives your Practice Manager a structured system for staying on top of every compliance obligation, so nothing is missed, everything is documented, and your practice is audit-ready at any time.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-pre-wrap leading-[1.7]\"\u003e✔ 9 fully editable Microsoft Word checklists — print and use immediately ✔ Aligned with AS\/NZS 5369:2023, ADA Guidelines 5th Edition (2026), Privacy Act 1988, AHPRA standards, and the Fair Work Act 2009 ✔ Covers daily, weekly, monthly, bi-annual, and annual compliance requirements ✔ Includes sign-off fields for accountability and audit trail ✔ 2026-compliant — updated for Payday Super, Right to Disconnect, and Notifiable Data Breaches ✔ Instant digital download — all 9 documents delivered together ✔ Single-practice licence\u003c\/p\u003e\n\u003chr class=\"border-border-200 border-t-0.5 my-3 mx-1.5\"\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e\u003cstrong\u003eWhat's Included:\u003c\/strong\u003e\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e\u003cstrong\u003eCL1 — Daily Opening \u0026amp; Closing Checklist 2026\u003c\/strong\u003e \u003cem\u003e(Word)\u003c\/em\u003e 43 systematic checks at the start and end of every clinical day — covering DUWL flush, autoclave spore test, AED check, emergency kit, schedule review, end-of-day data backup, and alarm security. Print one per day and sign off. Builds the daily discipline that prevents compliance failures.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eIndividual price: $29\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e\u003cstrong\u003eCL2 — Best Practice Walk-Around Audit 2026\u003c\/strong\u003e \u003cem\u003e(Word)\u003c\/em\u003e A scored walk-around audit covering 20 areas of practice performance — rated out of 10, with anything below 8 flagged for action. Covers clinical standards, patient experience, team culture, marketing, KPI performance, compliance, and facilities. Designed to be completed quarterly and tracked over time to measure practice improvement.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e\u003cem\u003e\"This is Resolve Dental Consultancy's single most recommended Practice Manager tool.\"\u003c\/em\u003e\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eIndividual price: $29\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e\u003cstrong\u003eCL3 — WHS \u0026amp; Infection Control Checklist 2026\u003c\/strong\u003e \u003cem\u003e(Word)\u003c\/em\u003e A combined bi-annual WHS audit and monthly infection control compliance review — 95 items across 15 sections. Covers psychosocial hazards (2023 WHS Regulations), emergency equipment, manual handling, PPE, sterilisation, DUWL management, waste disposal, sharps safety, and staff immunisation. Aligned with AS\/NZS 5369:2023 and ADA Guidelines 5th Edition (2026).\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eIndividual price: $29\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e\u003cstrong\u003eCL4 — Equipment Maintenance Schedule 2026\u003c\/strong\u003e \u003cem\u003e(Word)\u003c\/em\u003e A comprehensive maintenance frequency guide and completion log for all 11 dental equipment categories — autoclave, handpieces, dental chair, X-ray equipment, AED, suction, compressor, oxygen, nitrous oxide, amalgam separator, and waterlines. Includes Last Done and Next Due date columns. Aligned with manufacturer requirements and Australian standards.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eIndividual price: $29\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e\u003cstrong\u003eCL5 — Privacy \u0026amp; Data Security Checklist 2026\u003c\/strong\u003e \u003cem\u003e(Word)\u003c\/em\u003e An annual compliance review covering all Privacy Act 1988 (Cth) obligations, the Notifiable Data Breaches (NDB) Scheme, cybersecurity best practice, and data retention requirements — 41 items across 6 sections. Includes MFA requirements, staff access controls, data breach response protocol, and OAIC notification obligations.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eIndividual price: $29\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e\u003cstrong\u003eCL6 — AHPRA \u0026amp; Regulatory Compliance Tracker 2026\u003c\/strong\u003e \u003cem\u003e(Word)\u003c\/em\u003e An annual tracker for all AHPRA registrations, professional indemnity and public liability insurances, radiation licences, equipment calibration certificates, CPD currency, and WHS compliance obligations. Ensures no registration or licence lapses unnoticed — with renewal date fields and responsible person columns for every item.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eIndividual price: $29\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e\u003cstrong\u003eCL7 — Recall \u0026amp; Appointment Book Audit 2026\u003c\/strong\u003e \u003cem\u003e(Word)\u003c\/em\u003e A monthly audit of recall system health and appointment book performance — linked directly to Resolve Dental Consultancy KPIs 4 and 5. Covers recall pre-booking rate (target \u0026gt;80%), FTA rate (target \u0026lt;5%), surgery utilisation (target 85–95%), overdue patient reactivation, treatment plan follow-up, and new patient source tracking.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eIndividual price: $29\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e\u003cstrong\u003eCL8 — End of Year Practice Checklist 2026\u003c\/strong\u003e \u003cem\u003e(Word)\u003c\/em\u003e A comprehensive 61-item annual review covering every area of the practice — financial close-off and planning, HR and payroll compliance, AHPRA registration renewal (30 November), equipment servicing, CDBS year-end reconciliation, marketing review, cybersecurity password updates, and 2027 goal setting. Updated for Payday Super (1 July 2026) and Right to Disconnect.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eIndividual price: $49\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003e\u003cstrong\u003eCL9 — New Patient Administration Checklist 2026\u003c\/strong\u003e \u003cem\u003e(Word)\u003c\/em\u003e A 32-item checklist to complete for every new patient — covering pre-appointment confirmation, reception check-in, Privacy Act collection notice, medical history and consent, HICAPS verification, clinical record setup, recall pre-booking, and Google review request. Ensures every new patient receives a consistent, compliant, and welcoming first experience.\u003c\/p\u003e\n\u003cp class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"\u003eIndividual price: $49\u003c\/p\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53703567147372,"sku":null,"price":250.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_reception_4.png?v=1777692441"},{"product_id":"employment-contract-templates-pack-2026","title":"Employment Contract Templates Pack 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003e6 Ready-to-Use Employment Agreements for Australian Dental Practices\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eEvery dental practice needs written employment contracts — but most Practice Managers either use outdated templates, rely on verbal arrangements, or spend hundreds of dollars having a lawyer draft something from scratch. The \u003cstrong\u003eEmployment Contract Templates Pack 2026\u003c\/strong\u003e gives you six professionally structured, ready-to-customise employment agreement templates covering every employment arrangement you will encounter in an Australian dental practice.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eAll six templates are pre-structured to comply with the \u003cstrong\u003eHealth Professionals and Support Services Award 2020 (HPSS Award) [MA000027]\u003c\/strong\u003e, the \u003cstrong\u003eNational Employment Standards (NES)\u003c\/strong\u003e, and the \u003cstrong\u003eFair Work Act 2009\u003c\/strong\u003e — and updated to reflect the significant changes effective in 2026, including the new Dental Assistant classification structure (from 1 April 2026), the Payday Super reforms (from 1 July 2026), and Baby Priya's Law parental leave changes (effective 7 November 2025).\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eImportant:\u003c\/strong\u003e These templates are provided as a starting point and do not constitute legal advice. We strongly recommend having any contract reviewed by an employment lawyer or Fair Work-accredited adviser before issuing.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eThe pack includes 6 contracts:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eContract 1 — Full-Time Employment Agreement (General Dental Practice)\u003c\/strong\u003e For Practice Managers, Treatment Coordinators, FOCs, and administration or clinical team members working 38 hours per week. Covers commencement and probation, position and duties, hours of work, remuneration, superannuation (including Payday Super from 1 July 2026), all NES leave entitlements (including 10 days paid family and domestic violence leave and Baby Priya's Law parental leave), public holidays, confidentiality, intellectual property, outside employment, social media conduct, AHPRA registration obligations, notice of termination table, and employee acknowledgement checklist.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eContract 2 — Part-Time Employment Agreement (General Dental Practice)\u003c\/strong\u003e For FOCs, administration, or clinical team members working regular set hours under 38 per week. Includes a day-by-day agreed hours table, pro-rata leave entitlements, and all confidentiality and conduct provisions by reference to Contract 1.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eContract 3 — Casual Employment Agreement (General Dental Practice)\u003c\/strong\u003e For administration or clinical team members with no guaranteed hours or regular pattern. Covers the nature of casual engagement, 25% casual loading, casual conversion obligations under the Fair Work Act 2009 (including the requirement to provide the Casual Employment Information Statement), and termination provisions.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eContract 4 — Full-Time Dental Assistant Employment Agreement\u003c\/strong\u003e Specifically designed for Dental Assistants and Oral Health Therapists in a clinical support role. Includes a critical alert on the \u003cstrong\u003enew DA classification structure under Schedule J of the HPSS Award effective 1 April 2026\u003c\/strong\u003e — with guidance on confirming the correct classification and applying the updated minimum pay rates. Covers DA-specific duties (chairside assistance, sterilisation, radiographic assistance), PPE and uniforms, and CPD support.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eContract 5 — Part-Time Dental Assistant Employment Agreement\u003c\/strong\u003e For DAs working regular set hours under 38 per week. Includes the same Schedule J classification alert and agreed hours table, with all other terms by reference to Contracts 1 and 4.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eContract 6 — Associate Dentist Independent Contractor Service Agreement\u003c\/strong\u003e For genuine independent contractor arrangements with associate dentists. Includes a clear legal warning on the risk of misclassifying an employee as a contractor, the ATO and Fair Work penalties that apply, and the factors that determine whether a dentist is truly a contractor or an employee. Covers services, percentage-of-billings remuneration, equipment and facilities, patient record ownership, confidentiality and non-solicitation, and termination provisions.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eWhat makes this pack current for 2026:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eNew DA classification structure under Schedule J of the HPSS Award (effective 1 April 2026)\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePayday Super — superannuation paid at the same frequency as wages (effective 1 July 2026)\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eBaby Priya's Law — parental leave pay at the start of parental leave (effective 7 November 2025)\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e10 days paid family and domestic violence leave (in force since 1 February 2023)\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eCurrent Superannuation Guarantee rate of 12%\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eCurrent high-income threshold guidance for award-free employees\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eWho this is for:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Managers responsible for hiring and onboarding new team members\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Owners who want written, legally structured employment agreements for every team member\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eDental practices that currently use verbal arrangements or outdated contract templates\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eAny practice hiring a new Dental Assistant, FOC, Practice Manager, or Associate Dentist in 2026\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 \u003cstrong\u003eFormat:\u003c\/strong\u003e 17-page Microsoft Word document (.docx) containing all 6 contract templates — fully customisable with your practice name, ABN, employee details, and remuneration\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ \u003cstrong\u003eInstant digital download\u003c\/strong\u003e — available immediately after purchase\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 \u003cstrong\u003eBuilt for Australian dental practices\u003c\/strong\u003e — aligned with the HPSS Award 2020, Fair Work Act 2009, and 2026 legislative changes\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53788994699628,"sku":null,"price":99.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_pm_fee_schedule_desk.png?v=1779348819"},{"product_id":"dental-assistant-role-manual-2026","title":"Dental Assistant Role Manual 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eThe Complete Reference Guide for DAs in Australian Dental Practices\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eA great Dental Assistant makes every dentist more efficient, every patient more comfortable, and every clinical session run smoother. But without a written role manual, DA standards vary by person, by shift, and by who trained them. The \u003cstrong\u003eDental Assistant Role Manual 2026\u003c\/strong\u003e puts everything in writing — giving every DA in your practice a clear, comprehensive reference for every aspect of their role, from chairside technique to sterilisation to patient communication to performance standards.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eBuilt specifically for Australian dental practices and updated for the significant HPSS Award classification changes effective 1 April 2026, this is both the onboarding resource for new DAs and the ongoing reference guide for experienced team members.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eThe manual covers 5 parts:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Role Overview\u003c\/strong\u003e The DA's place in the practice — why it is one of the most critical roles in the building, and what a well-trained, engaged DA means for the dentist, the patient, and the schedule. Includes a complete HPSS Award 2020 classification guide updated for the new Schedule J DA structure from 1 April 2026 — covering Entry Level, Certificate III, Experienced\/Senior, and Advanced\/Senior II classifications with typical qualifications, experience, and duties for each level. Also covers all qualifications and licences required or recommended for DA practice in Australia: CPR\/First Aid (HLTAID011), Radiation Use Licence, Certificate III in Dental Assisting (HLT35021), Hepatitis B vaccination, and Working With Children Check requirements by state.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Daily Duties and Responsibilities\u003c\/strong\u003e Every daily duty, in the correct sequence, with the standard expected:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003ePre-session preparation\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003e— a 10-point checklist to complete at least 30 minutes before the first patient, covering surgery setup, sterilisation checks, PPE stocks, clinical materials, and lab work confirmation\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eChairside assisting\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003e— patient arrival and seating, four-handed dentistry technique during treatment, post-treatment patient departure, and surgery turnover between patients\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eSterilisation and infection control\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003e— the complete sterilisation sequence from contaminated instrument receipt through to storage, with the non-negotiable sterilisation log requirement clearly stated\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eRadiography\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003e— the legal requirement for a current radiation licence, radiation safety protocols, digital image attribution, and radiation log maintenance\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eStock management\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003e— weekly stocktake, ordering, delivery checking, stock rotation, expiry date management, and storage standards\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Patient Care and Communication\u003c\/strong\u003e The DA's role in the patient experience — patient communication standards, plain language requirements, privacy and confidentiality obligations, and a detailed guide to managing the nervous patient including the stop signal technique, narrating procedures before they happen, and when to alert the dentist.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Competency Assessment Checklist\u003c\/strong\u003e A four-section competency checklist assessed jointly by the DA and their supervisor at induction, 3-month review, and 12-month review — with Not Yet \/ In Progress \/ Competent ratings and assessor sign-off for each competency:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eSection A — Chairside Assisting\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003e(10 competencies)\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eSection B — Sterilisation and Infection Control\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003e(12 competencies)\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eSection C — Radiography — Licence Holders Only\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003e(7 competencies)\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eSection D — Stock, Administration and Communication\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003e(8 competencies)\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — Performance Standards and Development\u003c\/strong\u003e A clear, plain-language performance standards table showing exactly what the practice is looking for and what it cannot accept — covering surgery preparation, anticipation, sterilisation documentation, patient communication, nervous patient management, surgery cleanliness, and stock management. Includes a CPD framework covering annual review, practice-funded training, and the DA's personal responsibility for keeping CPR and radiation licences current.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eWho this is for:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Managers onboarding a new Dental Assistant and wanting a structured, written induction resource\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eExperienced DAs who want a clear reference for every aspect of their role\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Owners who want consistent DA performance standards across the whole clinical team\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eAny practice that currently trains DAs verbally and has no written DA role standard in place\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 \u003cstrong\u003eFormat:\u003c\/strong\u003e 10-page editable Microsoft Word document (.docx) — fully customisable with your practice name, DA name, classification, and supervisor details\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ \u003cstrong\u003eInstant digital download\u003c\/strong\u003e — available immediately after purchase\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 \u003cstrong\u003eBuilt for Australian dental practices\u003c\/strong\u003e — updated for HPSS Award Schedule J DA classifications from 1 April 2026\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53789021864300,"sku":null,"price":79.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_cleaning_schedule_checklist.png?v=1779349207"},{"product_id":"job-description-templates-pack-2026","title":"Job Description Templates Pack 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003e8 Complete, Customisable Job Descriptions for Every Key Role in an Australian Dental Practice\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eA signed job description is one of the most important documents in an employee's personnel file. It creates clarity, sets expectations, and is the foundation of every performance conversation. If a team member does not have a current, signed job description — this pack gives you everything you need to fix that today.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eJob Description Templates Pack 2026\u003c\/strong\u003e contains eight complete, customisable job description templates covering every core role in an Australian dental practice — from the Practice Manager to the Practice Owner. Each JD includes a position purpose statement, a detailed duties list, qualifications and experience requirements, key competencies, performance standards, and a signature block for acknowledgement. All templates are aligned with the HPSS Award 2020 [MA000027] and updated for the DA classification changes effective 1 April 2026.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eThe pack includes 8 complete documents:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eJD 1 — Practice Manager\u003c\/strong\u003e Leadership and team management, operations and systems, financial management, marketing and patient experience, and compliance. Includes performance standards covering production targets, FTA rate, recall pre-booking rate, and monthly financial reporting obligations. Award: HPSS Award 2020 or award-free above the high-income threshold.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eJD 2 — General Dentist\u003c\/strong\u003e Clinical care, patient communication, team and operations, and compliance and AHPRA registration. Includes a critical note on the obligation to notify the Practice Manager immediately of any condition, limitation, or undertaking placed on AHPRA registration. Award: HPSS Award 2020 Health Professional classification or award-free if structured as an associate.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eJD 3 — Dental Assistant\u003c\/strong\u003e Chairside clinical support, sterilisation and infection control, radiography (licence holders only), stock management, and patient care. Updated for the new Schedule J DA classification structure from 1 April 2026 — Entry Level, Certificate III, Experienced\/Senior, and Advanced\/Senior II. Award: HPSS Award 2020 Support Services classification.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eJD 4 — Front Office Coordinator\u003c\/strong\u003e Patient communication and reception, appointment management, financial and administration, and recall and patient retention. Performance standards include 80% pre-booking rate, calls answered within 3 rings, and 100% FTA follow-up within 24 hours. Award: HPSS Award 2020 or Clerks — Private Sector Award 2020 (with guidance on which applies).\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eJD 5 — Dental Hygienist \/ Oral Health Therapist\u003c\/strong\u003e Clinical services for both Hygienist and OHT scope, patient education and recall, and compliance. Includes an extended scope section for OHTs covering restorative treatment, extractions, and independent practice within AHPRA scope. Award: HPSS Award 2020 Health Professional classification.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eJD 6 — Treatment Coordinator\u003c\/strong\u003e Treatment plan presentation, case acceptance and follow-up, patient support and finance, and administration. Performance standards include a 70% case acceptance rate target, 2-week follow-up on all outstanding treatment plans, and written treatment plan summaries within 24 hours. Award: HPSS Award 2020 or award-free depending on salary and duties.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eJD 7 — Second-in-Charge \/ Senior FOC (2IC)\u003c\/strong\u003e Operational leadership in the PM's absence, team support and mentoring, all FOC duties at a senior standard, and systems and administration. Includes a clear purpose statement: the 2IC is the PM's delegate — not just a senior receptionist. Award: HPSS Award 2020 Senior Support Services classification.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eDocument 8 — Practice Owner Role Clarity\u003c\/strong\u003e Not an employment document — a role clarity tool for Practice Owners. A side-by-side table of what the owner should focus on versus what should be delegated to the PM, covering clinical excellence, strategic direction, culture, financial oversight, key external relationships, and major investment decisions. Includes a 7-point Owner-PM relationship health checklist.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eWho this is for:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Managers who need current, signed job descriptions for every team member\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Owners who want clearly defined role expectations across the whole practice\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eDental practices that are hiring and want a professional, structured onboarding process\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eAny practice where team members are unclear about their responsibilities or where performance conversations are difficult because expectations were never written down\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 \u003cstrong\u003eFormat:\u003c\/strong\u003e 25-page Microsoft Word document (.docx) containing all 8 job description templates — fully customisable with your practice name, employee details, and performance targets\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ \u003cstrong\u003eInstant digital download\u003c\/strong\u003e — available immediately after purchase\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 \u003cstrong\u003eBuilt for Australian dental practices\u003c\/strong\u003e — aligned with HPSS Award 2020 [MA000027] and updated for April 2026 DA classification changes\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53789033562476,"sku":null,"price":99.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_pm_fee_schedule_desk.png?v=1779348819"},{"product_id":"practice-management-self-assessment-tool-2026","title":"Practice Management Self-Assessment Tool 2026","description":"\u003cp\u003e\u003cspan\u003eA Quarterly Self-Assessment Across the Six Core Domains of Dental Practice Management\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eGreat Practice Managers are self-aware. They know what they are strong at — and they are honest about where they are avoiding, stuck, or operating below the level their practice needs. The \u003cstrong\u003ePM Self-Assessment Tool 2026\u003c\/strong\u003e is a structured quarterly self-assessment that gives dental Practice Managers a clear, honest picture of where they stand across the six core domains of practice management — and a focused action plan for the quarter ahead.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThis is not a performance review from your employer. It is a tool for you.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eThe assessment covers six domains — 10 competencies each:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eDomain 1 — Leadership (10 competencies)\u003c\/strong\u003e Setting clear expectations, holding accountability without avoiding, monthly one-on-ones, addressing performance within 48 hours, giving specific feedback, running purposeful team meetings, consistency, modelling standards, making confident decisions, and investing in leadership development.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eDomain 2 — Operations and Systems (10 competencies)\u003c\/strong\u003e Proactive appointment book management, recall system consistency, FTA rate below 5%, understanding production and revenue numbers, written and followed SOPs, systematic stock management, lab work tracking, equipment maintenance, operating proactively rather than reactively, and effective delegation.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eDomain 3 — Financial Management (10 competencies)\u003c\/strong\u003e Weekly production and revenue review, monthly financial summary to the Practice Owner, KPI understanding, identifying revenue shortfall causes, accounts receivable management, stock spend against budget, monitoring major cost drivers, fee schedule review within 12 months, distinguishing production from revenue, and proactively optimising schedule utilisation.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eDomain 4 — Team Management and Culture (10 competencies)\u003c\/strong\u003e Knowing how each team member is feeling, effective 90-day onboarding, current signed job descriptions for every team member, substantive performance reviews, prompt conflict management, positive team culture, identifying retention risks, celebrating wins specifically, current HR records, and Award compliance awareness.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eDomain 5 — Compliance and Risk Management (10 competencies)\u003c\/strong\u003e Proactive AHPRA registration checks, current CPR certificates, current radiation licences, WHS obligations, infection control auditing, clinical waste management, privacy and APP compliance, current emergency procedures, equipment maintenance records, and state-specific regulatory awareness.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eDomain 6 — Patient Experience (10 competencies)\u003c\/strong\u003e Consistently excellent new patient experience, active online review management, front desk communication standards, recall pre-booking above 80%, clear treatment plan presentation with fee disclosure, prompt complaint resolution, a patient experience patients comment on positively, physical environment standards, using patient feedback to improve, and being able to describe the patient experience accurately in three sentences.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eScoring and Action Planning\u003c\/strong\u003e Each competency is rated on a 1–5 scale (Not Yet \/ Developing \/ Capable \/ Confident \/ Exceptional). Domain scores are totalled out of 50, with an overall score out of 300. A score interpretation guide gives context:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003e240–300 — High-performing PM:\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003eWell-led practice, focus on lowest-scoring domains\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003e180–239 — Capable PM with clear opportunities:\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003eSolid across most areas, build a focused plan\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003e120–179 — Developing PM:\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003eHonest about the biggest gaps, get support\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eBelow 120 — New to the role or significantly stretched:\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003ePrioritise fundamentals\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eCloses with a quarterly action plan — three specific priorities, how to achieve them, and a completion date. Designed to be completed quarterly and tracked over time, so PMs can see their own growth.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eWho this is for:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Managers who want a structured, honest quarterly check-in on their own performance\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eNew PMs who want a clear picture of where to focus their development\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eExperienced PMs who want to identify the areas they have been avoiding\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Owners who want to use the tool as the basis for a quarterly PM development conversation\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 \u003cstrong\u003eFormat:\u003c\/strong\u003e 9-page editable Microsoft Word document (.docx) — designed to be completed quarterly, printed and filed, or shared with a Practice Owner or mentor\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ \u003cstrong\u003eInstant digital download\u003c\/strong\u003e — available immediately after purchase\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 \u003cstrong\u003eBuilt for dental Practice Managers\u003c\/strong\u003e\n\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53789051617644,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_business_handshake.png?v=1777776478"},{"product_id":"one-on-one-meeting-template-2026","title":"One-on-One Meeting Template 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Structured Agenda and Recording Tool for Monthly One-on-One Meetings in Dental Practices\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe monthly one-on-one is the single most powerful leadership tool a Practice Manager has. It is a private, structured conversation — a dedicated space to check in, give feedback, hear what is happening from the ground up, and reinforce standards and expectations. Most practices do not do them. Most teams notice.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eOne-on-One Meeting Template 2026\u003c\/strong\u003e gives Practice Managers a complete, structured agenda and recording tool for monthly one-on-one meetings with every team member — covering preparation, a seven-step meeting structure with exact language for every scenario, mutual action items, and a full-year team tracker to ensure one-on-ones happen consistently across the whole team.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eThe template is structured across three parts:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart A — Before the Meeting (PM Preparation)\u003c\/strong\u003e A five-minute preparation checklist covering: reviewing action items from last month, reviewing performance observations, checking relevant KPIs, identifying one specific piece of positive feedback, identifying one development area, and noting any practice updates to communicate directly. Includes a structured preparation notes section — positive observation, performance area, follow-up items, and practice update — so the PM walks in ready, not reactive.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart B — During the Meeting (Session Record)\u003c\/strong\u003e A seven-step meeting structure with exact suggested language for every situation:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003col\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eOpen — personal check-in (3–5 minutes):\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003eA genuine question, not a formality — \"How are you going generally, inside and outside of work?\"\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eWins — celebrate what is going well (5 minutes):\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003eSpecific, observed positive feedback — \"One thing I've really noticed this month is [specific behaviour]. That made a difference because [impact].\"\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003ePerformance and accountability (10 minutes):\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003eThe core of the meeting — with a situation-by-situation language guide covering strong performance, performance needing improvement, a previous commitment that was met, a previous commitment that was not met, and a gap in KPIs\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eChallenges and blockers (5 minutes):\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003e\"What is making your role harder than it needs to be right now?\" — the question that surfaces what the PM would not otherwise know\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eDevelopment (5 minutes):\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003e\"Is there anything you'd like to learn or develop in your role over the next few months?\" — because people who feel they are growing stay, and people who feel stagnant leave\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003ePractice updates (2–3 minutes):\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003eNews and changes communicated directly, not through the grapevine\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003e\n\u003cstrong\u003eClose — action items and next meeting (2 minutes):\u003c\/strong\u003e\u003cspan\u003e \u003c\/span\u003eBoth people leave with specific, written commitments — team member commits to, PM commits to, with a signature block for acknowledgement\u003c\/li\u003e\n\u003c\/ol\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart C — After the Meeting\u003c\/strong\u003e Filing instructions, a reminder to set follow-up reminders for PM commitments, and a full-year monthly one-on-one tracker — a grid covering every team member across all 12 months, so the PM can see at a glance whether one-on-ones are happening consistently or slipping.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eWho this is for:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Managers who want a consistent, structured approach to monthly one-on-ones that builds trust and drives accountability\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePMs who currently have informal check-ins but no structured record or follow-up system\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Owners who want their PM to have a documented, repeatable one-on-one process\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eAny PM who wants to improve team engagement and reduce the number of performance issues that escalate because they were never caught early\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 \u003cstrong\u003eFormat:\u003c\/strong\u003e 7-page editable Microsoft Word document (.docx) — designed to be printed fresh for each meeting or used as a recurring digital template; one copy per team member per month, filed in their personnel file\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ \u003cstrong\u003eInstant digital download\u003c\/strong\u003e — available immediately after purchase\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 \u003cstrong\u003eBuilt for dental Practice Managers\u003c\/strong\u003e\n\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53789052731756,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_performance_review_1.jpg?v=1778745274"},{"product_id":"radiation-safety-procedure-2026","title":"Radiation Safety Procedure 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eComplete Standard Operating Procedure for the Safe Use of Dental X-Ray Equipment in Australian Dental Practices\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eEvery dental practice that uses X-ray equipment is legally required to operate within a documented radiation safety framework, hold the correct licences, and maintain required records. This is not optional and it is not just best practice — it is a regulatory obligation enforced at the state and territory level.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eRadiation Safety Procedure 2026\u003c\/strong\u003e is the complete standard operating procedure for the safe use of dental ionising radiation equipment in an Australian dental practice — covering licensing, safe operation, staff protection, dosimetry, pregnancy protocols, the Radiation Use Register, and incident reporting. Aligned with ARPANSA Radiation Protection Series 10 (RPS 10) and updated for 2026.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eThe SOP is structured across 8 parts:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Legislative Framework and Overview\u003c\/strong\u003e Why this procedure exists, the key legislation and standards that apply (ARPANSA RPS 10, state and territory radiation control acts, NHMRC Code of Practice, AS\/NZS 4543), and the SOP information block — document number, version, review date, and Radiation Safety Officer designation.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Licensing and Registration Requirements\u003c\/strong\u003e What must be licensed or registered — equipment registration requirements for all X-ray units (intraoral, OPG, cephalometric, CBCT), operator licensing requirements by role, the zero-tolerance rule for lapsed licences, and a ready-to-use Licence Register table with a reminder to set 90-day renewal calendar alerts.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — X-Ray Equipment Register\u003c\/strong\u003e A complete equipment register table for all X-ray units in the practice — covering equipment type, manufacturer and model, serial number, location, registration number, last service date, and next service due. Includes equipment testing and servicing requirements and the 7-year minimum record retention rule.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Safe Operation Procedures\u003c\/strong\u003e A 5-step standard operating procedure for every X-ray exposure — confirming clinical justification (ALARA principle), selecting correct exposure settings, applying patient radiation protection (lead apron, thyroid collar guidance), correct positioning and operator protection, and documenting every exposure in the patient record at the time of the appointment. Includes a blank Exposure Reference Chart to complete with your service provider.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — Staff Radiation Protection and Monitoring\u003c\/strong\u003e Personal protective equipment requirements for staff, radiation monitoring and dosimetry requirements (TLD\/OSL badges), badge wearing and storage protocols, RSO review of dosimetry results, the 30-year record retention requirement for dosimetry records, and the Australian occupational dose limits in plain language context.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 6 — Pregnancy Protocol\u003c\/strong\u003e Managing radiation safety for both pregnant patients (clinical justification, lead apron use, deferral of elective X-rays) and pregnant staff members (1 mSv abdominal dose limit, work practice review, abdominal badge provision, documentation requirements).\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 7 — Radiation Use Register\u003c\/strong\u003e A ready-to-use daily Radiation Use Register table — date, operator, equipment used, number of exposures, number of retakes, retake reason, and RSO review column. Includes a complete record retention schedule for all radiation-related documents — from patient X-ray images (minimum 7 years) through to dosimetry records (working lifetime plus 30 years).\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 8 — Radiation Incidents and Reporting\u003c\/strong\u003e A clear definition of what counts as a radiation incident, a 5-step incident response procedure (Stop, Report, Document, Notify, Review), notifiable incident guidance for each state and territory radiation authority, and a complete RSO monthly responsibilities checklist.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eWho this is for:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Managers responsible for radiation safety compliance and RSO duties\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eDental practices that do not yet have a written, documented radiation safety procedure in place\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractices preparing for accreditation or a radiation authority inspection\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eAny practice that has recently purchased new X-ray equipment and needs to update their radiation safety documentation\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 \u003cstrong\u003eFormat:\u003c\/strong\u003e 11-page editable Microsoft Word document (.docx) — fully customisable with your practice name, RSO name, equipment details, and state\/territory requirements\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ \u003cstrong\u003eInstant digital download\u003c\/strong\u003e — available immediately after purchase\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 \u003cstrong\u003eBuilt for Australian dental practices\u003c\/strong\u003e — aligned with ARPANSA RPS 10 (2017), state and territory radiation control legislation, and NHMRC Code of Practice\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53830050906476,"sku":null,"price":49.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_cleaning_schedule_checklist.png?v=1779349207"},{"product_id":"drug-medicine-register-sop-2026","title":"Drug \u0026 Medicine Register SOP 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eComplete Procedure for the Storage, Handling, Recording and Disposal of Scheduled Medicines in an Australian Dental Practice\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eEvery dental practice in Australia uses scheduled medicines as part of routine clinical care. Local anaesthetic is a Schedule 4 prescription medicine. Emergency drugs like adrenaline are scheduled. These medicines are not just clinical consumables — they are regulated substances that must be stored, used, recorded, and disposed of in accordance with state and territory medicines legislation.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eDrug \u0026amp; Medicine Register SOP 2026\u003c\/strong\u003e is the complete procedure for the safe management of scheduled and emergency medicines in an Australian dental practice — covering the scheduling system, medicine inventory, storage requirements, the Drug Register, expiry management, disposal, and incident reporting. Aligned with the Therapeutic Goods Administration (TGA) Poisons Standard and state and territory medicines legislation.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eThe SOP is structured across 7 parts:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Why This Register Exists\u003c\/strong\u003e The regulatory context — why scheduled medicines in dental practice are a legal responsibility, not just a clinical one. Includes the SOP information block: document number OPS-004, version, review date, and responsible person designation.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Understanding the Scheduling System\u003c\/strong\u003e A plain-language table covering the four schedules most relevant to dental practice — S2, S3, S4, and S8 — with common dental examples and key requirements for each. Includes prescriber authority guidance for dentists and the additional permit requirements for S8 controlled drugs.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Medicines Held at This Practice\u003c\/strong\u003e A complete, ready-to-use medicine inventory table covering 9 common dental medicines — lignocaine, articaine, mepivacaine, adrenaline, midazolam (if used), oxygen, nitrous oxide (if used), ibuprofen samples, and antibiotics — with schedule, form, storage requirements, expiry check frequency, authority to hold, and disposal method for each.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Storage Requirements\u003c\/strong\u003e Detailed storage requirements for S4 medicines (locked cupboard, temperature guidance, no refrigeration for local anaesthetic), emergency medicines (accessible, not locked, monthly checks), and S8 medicines (compliant safe, restricted access, separate S8 register). Includes the non-negotiable rule: monthly emergency kit checks.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — The Drug Register\u003c\/strong\u003e Ready-to-use register tables for S4 local anaesthetic use (one register per medicine type), the monthly Emergency Kit Inspection Record, and an S8 Medicine Register with a reminder to use the state-required format. Includes guidance on when to record and how to reconcile the balance column with physical stock.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 6 — Expiry Management and Disposal\u003c\/strong\u003e Monthly expiry check procedure (first Monday of every month), the 60-day flag-and-replace rule, and a complete disposal table covering expired S4 medicines, expired S8 medicines, expired emergency medicines, unused patient samples, and empty local anaesthetic cartridges — with disposal method, who arranges it, and documentation required for each. Includes a note on PharmaCycle as the simplest compliant disposal option.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 7 — Incidents and Reporting\u003c\/strong\u003e A clear definition of what counts as a medicine-related incident — incorrect medicine or dose, expired medicine administered, allergic reaction, theft or unexplained loss, unauthorised access, stock discrepancy — with specific response guidance for each scenario.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eWho this is for:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Managers responsible for medicines management and regulatory compliance\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Owners who want a documented, auditable medicines management system\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eDental practices that currently manage local anaesthetic and emergency medicines informally\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eAny practice preparing for accreditation or a medicines compliance inspection\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 \u003cstrong\u003eFormat:\u003c\/strong\u003e 9-page editable Microsoft Word document (.docx) — fully customisable with your practice name, responsible person, and medicine inventory\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ \u003cstrong\u003eInstant digital download\u003c\/strong\u003e — available immediately after purchase\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 \u003cstrong\u003eBuilt for Australian dental practices\u003c\/strong\u003e — aligned with TGA Poisons Standard and state\/territory medicines legislation\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53830182437228,"sku":null,"price":49.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_sterilisation_room_da.png?v=1780297785"},{"product_id":"dentist-onboarding-guide-2026","title":"Dentist Onboarding Guide 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Complete 8-Week Onboarding Program for New Dentists Joining an Australian Dental Practice\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eOnboarding a new dentist is one of the highest-stakes activities a Practice Manager will manage. Get it right and the dentist integrates quickly, builds a strong patient base, respects the practice systems, and becomes a cornerstone of the team. Get it wrong and you get a dentist who operates in isolation, leaves within 18 months, and takes their patients with them.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eDentist Onboarding Guide 2026\u003c\/strong\u003e is a complete 8-week onboarding program for new dentists joining an Australian dental practice — covering pre-start preparation, clinical integration, team dynamics, patient communication, compliance, and performance expectations. Built specifically for Practice Managers, this guide gives you a structured, week-by-week framework to set both the dentist and the practice up for long-term success.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eThe guide is structured across 5 parts:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Before the Dentist Arrives\u003c\/strong\u003e A comprehensive pre-start checklist covering compliance and registration (AHPRA verification, professional indemnity insurance, CPR certificate, radiation licence, Working With Children Check), HR and employment setup (contract, tax file declaration, super, payroll, software access), clinical preparation (surgery setup, provider numbers, HICAPS registration, lab briefing), and team communication. Includes the non-negotiable rule: never allow a new dentist to begin seeing patients before their AHPRA registration has been personally verified against the public register.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Weeks 1 and 2: Foundation\u003c\/strong\u003e The first two weeks are not about maximum production — they are about integration. Covers the Day 1 welcome conversation (practice history, clinical standards, referral philosophy, financial expectations, team culture, and how the PM and dentist work together), a Week 1–2 activity checklist covering software training, infection control, emergency procedures, radiation safety, and lab relationships, and the end-of-Week 1 check-in questions.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Weeks 3 and 4: Clinical Integration\u003c\/strong\u003e The right time to have the conversation about production expectations, treatment plan presentation, and the financial mechanics of the role. Covers the clinical record-keeping standard review (with a 9-point AHPRA-aligned standard for every clinical note), the treatment plan presentation conversation, CDBS claiming, and a script for the production expectations conversation — framed as information, not pressure.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Weeks 5 to 8: Independence and Performance\u003c\/strong\u003e By Week 5 the schedule should be fully booked and the dentist operating with full independence. The PM's role shifts from active onboarding to support and accountability. Covers the weekly check-in format and a Weeks 5–8 checklist including schedule capacity, production review, record-keeping review, treatment acceptance tracking, and 90-day review booking.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — The 90-Day Review\u003c\/strong\u003e A formal, structured milestone conversation — not a performance management tool. Covers what to discuss across 7 areas: production and clinical performance, clinical record-keeping, patient feedback, team dynamics, compliance, the dentist's experience, and next 3-month goals. Includes a ready-to-use 90-day review record with signature blocks for both parties.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eWho this is for:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Managers onboarding a new dentist and wanting a structured, written 8-week program\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Owners who want their PM to have a clear, consistent approach to dentist onboarding\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractices that have experienced a dentist leaving within 12–18 months and want to understand what went wrong\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eAny practice that currently onboards new dentists verbally with no written program in place\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWhy this guide works:\u003c\/strong\u003e Most dentist-practice relationship breakdowns happen because expectations were never clearly stated at the start. This guide builds the expectation conversation into Week 1 — deliberately, structured, and on the record. It also gives the PM a clear framework for the production conversation in Weeks 3–4, which most PMs either avoid or handle badly because they have no script to follow.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 \u003cstrong\u003eFormat:\u003c\/strong\u003e 11-page editable Microsoft Word document (.docx) — fully customisable with your practice name, dentist name, start date, and production targets\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ \u003cstrong\u003eInstant digital download\u003c\/strong\u003e — available immediately after purchase\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 \u003cstrong\u003eBuilt for Australian dental practices\u003c\/strong\u003e — AHPRA compliant, Fair Work Act aware\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53830261801324,"sku":null,"price":79.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_xray_radiography_da.png?v=1780298355"},{"product_id":"owner-pm-relationship-framework-2026","title":"Owner–PM Relationship Framework 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Practical Working Agreement for Practice Owners and Practice Managers to Define Roles, Communication, and Trust\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eMost practices that struggle operationally do not have a strategy problem. They have an Owner–PM relationship problem. The owner feels they can never really step back. The PM is overwhelmed and under-supported. The team does not know who to go to for decisions. And nothing quite runs smoothly because the leadership layer is unclear.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eOwner–PM Relationship Framework 2026\u003c\/strong\u003e is a practical working agreement for Practice Owners and Practice Managers to define who owns what, how they communicate, and how to build a working relationship that allows the practice to grow without the owner having to run every detail. It is designed to be completed together — owner and PM sitting down and working through each section as a conversation, not as a form to fill in separately.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eThe framework is structured across 5 parts:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Why This Relationship Is the Engine of the Practice\u003c\/strong\u003e The business case for getting this relationship right — and an honest description of what it looks like when it is not working. Includes the key principle: complete this document together. The process of having the conversation is as valuable as the document that comes out of it.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Who Owns What\u003c\/strong\u003e A complete role ownership table covering 12 PM responsibilities and 12 Practice Owner responsibilities — from day-to-day team management and appointment book ownership (PM) through to strategic direction, fee setting, and associate dentist relationships (Owner). Includes the approval threshold framework — an agreed dollar amount above which the PM must seek owner approval, with guidance on setting the right threshold for single-chair and multi-chair practices.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — How We Communicate\u003c\/strong\u003e A consistent communication rhythm covering four touch points: the weekly check-in (20–30 minutes, PM-led), the monthly business review (45–60 minutes, PM presents), immediate escalation (same-day, PM-driven), and the quarterly or bi-annual strategic planning session (Owner-led). Includes a ready-to-use weekly update format — a structured template the PM sends before each check-in covering wins, production, team update, book status, decisions required, and upcoming deadlines.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Building and Maintaining Trust\u003c\/strong\u003e Eight commitments from the owner to the PM and eight commitments from the PM to the owner — the behaviours that build a trust-based relationship over time. Includes a practical framework for what to do when trust breaks down: name it directly, use a structured conversation, focus on behaviour and impact, and seek outside support if needed.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — The Annual Relationship Review\u003c\/strong\u003e A dedicated annual conversation about the relationship itself — separate from any performance review. Nine structured questions covering what is working, what is not, whether the ownership split is still right, and what each person needs from the other in the next 12 months. Includes a sign-off record with signature blocks for both parties.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eCloses with a Shared Standards page\u003c\/strong\u003e — seven non-negotiable commitments that both the owner and PM sign off on together, including not undermining each other's authority in front of the team, bringing concerns directly to each other, and seeking outside support if the relationship cannot be resolved between them.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eWho this is for:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Owners who want to genuinely step back from day-to-day operations and trust their PM to run the practice\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Managers who want clarity about their authority, their responsibilities, and how to work effectively with their owner\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eOwner–PM pairs who are experiencing friction, blurred boundaries, or communication breakdowns\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eNew PM appointments — complete this framework in the first week to set the relationship up correctly from day one\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWhy this framework works:\u003c\/strong\u003e Most dentist-owner and PM relationships are never explicitly defined. Expectations are assumed, authority is unclear, and problems build silently until they explode. This framework makes the implicit explicit — in writing, agreed by both parties, reviewed annually. It does not guarantee a perfect relationship. It gives both people the best possible foundation for one.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 \u003cstrong\u003eFormat:\u003c\/strong\u003e 9-page editable Microsoft Word document (.docx) — designed to be completed together by the Practice Owner and Practice Manager, then signed and filed\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ \u003cstrong\u003eInstant digital download\u003c\/strong\u003e — available immediately after purchase\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 \u003cstrong\u003eBuilt for Australian dental practices\u003c\/strong\u003e\n\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53830296600940,"sku":null,"price":49.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_business_strategy_57ec19e0-9956-4950-a1e7-f00a7583241b.png?v=1780298537"},{"product_id":"exit-interview-template-2026","title":"Exit Interview Template 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Structured Guide and Recording Tool for Conducting Exit Interviews in Australian Dental Practices\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eA departing team member who is willing to be honest with you is offering something rare and genuinely useful. They have nothing to lose by telling the truth — and if you create the right environment, most people will. The exit interview is not about damage control or changing their mind. It is about learning what your practice can do better.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eDone well, exit interviews reveal patterns in leadership, culture, and operations that no current team member will tell you directly. Done badly — defensively, superficially, or not at all — they produce nothing useful and leave the departing team member with a poor final impression of the practice.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eExit Interview Template 2026\u003c\/strong\u003e is a structured guide and recording tool for conducting exit interviews with departing dental practice team members — covering reasons for leaving, role satisfaction, team culture, leadership and management, practice systems, and final reflections. Includes a PM summary section, an escalation flag, and a pattern tracker to identify systemic issues across multiple exits over time.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eThe template is structured across 7 parts:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart A — Reason for Leaving\u003c\/strong\u003e A comprehensive checkbox list of primary departure reasons — new opportunity, career progression, dissatisfaction with role, culture, or management, personal reasons, and more. Followed by three open questions designed to surface the real reason behind the stated reason: what drove the decision, whether there was a specific moment, and what would have needed to be different for them to stay.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart B — Role and Day-to-Day Experience\u003c\/strong\u003e Five rated questions covering overall role satisfaction, clarity of responsibilities, access to tools and training, what they enjoyed most, and what was most frustrating — with open response fields for each. Closes with a forward-looking question about what could be improved for the person who follows them.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart C — Team and Culture\u003c\/strong\u003e Four rated questions covering overall team culture, inclusion and respect, team communication, and what they valued most about the team. Includes a sensitive but important open question about team dynamics or interpersonal issues that may have affected their experience.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart D — Leadership and Management\u003c\/strong\u003e The section that requires the most careful listening — and contains the most actionable insights. Five rated questions covering the PM relationship, recognition, feedback quality, development support, and a specific open question about whether they ever felt unable to raise a concern with management. Closes with what management did well and should continue.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart E — Practice Systems and Operations\u003c\/strong\u003e Three rated questions covering day-to-day organisation, clarity of systems and procedures, and operational frustrations — with a specific recommendation question for the practice.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart F — Final Reflections\u003c\/strong\u003e The five questions that matter most: one thing they would change, anything management should know but may not, whether they would recommend the practice as a place to work, something positive to leave behind, and whether they are open to staying in touch.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart G — Interviewer Notes and Actions\u003c\/strong\u003e A PM summary section to complete after the interview — covering key themes, specific actions suggested, anything requiring immediate escalation, and an overall risk assessment. Includes a \u003cstrong\u003ePattern Tracker table\u003c\/strong\u003e to record themes across all exit interviews over time. A single complaint may be isolated; the same theme appearing in three exit interviews in a row is a leadership signal.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003ePractical guidelines included:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eConduct the interview in the last week of employment — not on the final day\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eKeep responses genuinely confidential — share themes, not attributions\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eOffer the written format option for team members who find it easier to be honest on paper\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eIf anything raised constitutes a legal matter (harassment, workplace injury), take immediate action — the exit interview does not replace proper complaint management\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003cstrong\u003eWho this is for:\u003c\/strong\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cul\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Managers conducting exit interviews with departing team members\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003ePractice Owners who want a structured, documented exit process that generates genuine insight\u003c\/li\u003e\n\u003cli class=\"u-break-words ps-[2px] hide-loading-dot\"\u003eAny practice that currently conducts no exit interviews — or conducts them informally with no recording or follow-up\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 \u003cstrong\u003eFormat:\u003c\/strong\u003e 9-page editable Microsoft Word document (.docx) — fully customisable with your practice name, employee details, and PM notes; designed to be printed for each exit interview and filed in the departing employee's personnel file\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ \u003cstrong\u003eInstant digital download\u003c\/strong\u003e — available immediately after purchase\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 \u003cstrong\u003eBuilt for dental Practice Managers\u003c\/strong\u003e — Fair Work Act aware\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53830723240300,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_hr_contract_signing_54d61afc-05d6-4e97-bd2f-cf0160e52e79.png?v=1780301246"},{"product_id":"parental-leave-policy-checklist-2026","title":"Parental Leave Policy \u0026 Checklist 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Practical Policy Guide and PM Checklist for Managing Parental Leave in an Australian Dental Practice\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eA team member walks into your office and tells you she is pregnant. It is wonderful news — and it immediately raises a list of questions you need to get right. What are her entitlements? What notice is required? How do you manage cover? What happens when she wants to come back part-time? What do you need to document?\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eParental Leave Policy \u0026amp; Checklist 2026\u003c\/strong\u003e is a practical policy guide and step-by-step PM checklist for managing parental leave in an Australian dental practice — from the moment a team member notifies you through to their first week back at work. Covering NES entitlements, Government Paid Parental Leave, notice requirements, Keep In Touch days, cover planning, flexible working requests, and return-to-work planning — all in plain language, with a complete checklist the PM can work through systematically.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe document is structured across 3 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Overview and Legal Framework\u003c\/strong\u003e A clear summary of the legal framework governing parental leave in Australian dental practices — the National Employment Standards (NES) under the Fair Work Act 2009, the Government Paid Parental Leave (GPPL) scheme, and the Health Professionals and Support Services Award 2020. Includes a plain-language summary table of key entitlements: unpaid parental leave (up to 12 months, with the right to request a further 12), Government Paid Parental Leave, secondary carer leave, the right to return to the same or equivalent role, Keep In Touch (KIT) days (up to 10 days of paid work during leave by mutual agreement), and flexible working arrangement requests. Includes an important reminder: parental leave law changes regularly — the GPPL scheme was significantly reformed in 2024 — and current entitlements should always be verified with Services Australia and the Fair Work Commission before making decisions about a specific employee.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Practice Parental Leave Policy\u003c\/strong\u003e A ready-to-complete practice parental leave policy covering the practice's approach, notice requirements (written notice at least 10 weeks before the expected birth or placement date, with medical certificate), and a practice-paid parental leave section the PM can complete to reflect the practice's own position. Includes a practical note on the retention value of offering even a small period of practice-paid parental leave on top of the government scheme — and why it matters in a competitive dental employment market.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — PM Parental Leave Checklist\u003c\/strong\u003e A complete, stage-by-stage checklist covering every action the PM needs to take from notification through to the team member's first week back. Five stages: on notification of pregnancy or parental leave (including the important first step — congratulate warmly before discussing any operational matters), 8–10 weeks before leave commences (cover recruitment, knowledge transfer, systems handover, annual leave and superannuation arrangements), on the first day of leave (farewell acknowledgement, HR records, cover briefing, communication preferences), during the leave period (appropriate contact, KIT days, return-to-work planning), and return to work — 4 weeks before and first week back (role confirmation, flexible working request response, return-to-work check-in). Includes a parental leave record template to document the full leave period for each employee.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Managers managing a team member's parental leave for the first time and wanting a clear, compliant process to follow. Experienced PMs who want a documented policy and checklist to replace an ad hoc approach. Practice Owners who want confidence that parental leave is being managed fairly, legally, and in a way that supports both the employee and the practice.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 5-page editable Microsoft Word document (.docx) — complete the practice-specific fields with your practice name, PM name, and practice-paid parental leave position. The checklist is designed to be printed and worked through for each individual parental leave event.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references the NES, the GPPL scheme, and the Health Professionals and Support Services Award 2020. General guidance only — not legal advice.\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53878363554156,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_hr_contract_signing_54d61afc-05d6-4e97-bd2f-cf0160e52e79.png?v=1780301246"},{"product_id":"associate-dentist-guide-2026","title":"Associate Dentist Guide 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Complete Reference Guide for Practice Owners and Practice Managers on Structuring, Recruiting, Onboarding, and Managing Associate Dentist Arrangements in an Australian Dental Practice\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eBringing an associate dentist into a practice is one of the most significant commercial decisions a practice owner makes. Get it right and it drives growth, protects your time, and builds a stronger practice. Get it wrong — the wrong structure, the wrong terms, the wrong expectations — and it creates legal exposure, financial loss, and a relationship breakdown that is expensive and disruptive to fix.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eAssociate Dentist Guide 2026\u003c\/strong\u003e is a complete reference guide for Practice Owners and Practice Managers on structuring, recruiting, onboarding, and managing associate dentist arrangements in an Australian dental practice. Covering the contractor vs employee distinction, commercial terms and commission structures, setting and managing expectations, restraint of trade, and exit planning — written in plain language, with practical tools the PM can use from day one.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe guide is structured across 4 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Associate vs Employee: Understanding the Difference\u003c\/strong\u003e The most misunderstood distinction in dental practice, covered clearly. A plain-language comparison table across six factors — control over work, equipment and facilities, ability to subcontract, exclusivity, financial risk, and tax and super — showing the genuine difference between an independent contractor and an employee. Includes the critical warning: the label on the agreement does not determine the legal status. If an associate arrangement looks and functions like employment, the Fair Work Commission and the ATO may treat it as employment regardless of how the contract is drafted. Seek independent legal and accounting advice before structuring any associate arrangement.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Structuring the Associate Arrangement\u003c\/strong\u003e The key commercial terms every associate agreement must address, with a practical overview of the four most common remuneration structures used in Australian dental practices in 2026 — percentage of collections (38–45%), percentage of production (35–42%), tiered commission, and base plus commission — with typical ranges, how each works, and which type of associate each suits best. Covers every essential term the agreement must address: session commitment, commission calculation and payment, patient record and patient base ownership, restraint of trade, termination provisions, facilities fees, superannuation, GST, professional indemnity insurance, AHPRA registration obligations, and clinical and administrative standards.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Setting Expectations and Managing Performance\u003c\/strong\u003e The conversations most practices avoid — and shouldn't. A clear framework for what the practice can legitimately require of an associate (clinical records, infection control compliance, AHPRA advertising compliance, fee disclosure, session start times, communication standards) versus what belongs to the associate's clinical autonomy (treatment recommendations, clinical technique, referral decisions, treatment sequencing). Includes a monthly performance conversation framework covering production trends, patient base development, clinical issues, operational friction, and the health of the relationship — structured, consistent, and practical.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Restraint of Trade and Exit\u003c\/strong\u003e Plan for the exit before the arrangement begins. Covers restraint of trade clauses — geographic radius (typically 2–5 km), duration (typically 1–3 years), what activities are restricted, and the enforceability requirements. Covers notice and termination — notice periods, summary termination circumstances, management of partially completed treatment, and the critical rule: patient records belong to the practice and system access must be removed on the last day of the arrangement, not after. Includes the Privacy Act 1988 reminder: allowing an associate to leave with patient contact details is not just a contractual breach — it is a privacy breach.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eAlso included:\u003c\/strong\u003e An associate performance and issue log template covering agreement start date, commission structure, notice period, restraint details, and superannuation obligation, plus a monthly production log for tracking performance across the full year.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Owners who are bringing on their first associate and want to understand the structure, the terms, and the risks before signing anything. Practice Managers responsible for managing the day-to-day associate relationship and wanting a clear framework for expectations and performance conversations. Any practice that currently has an associate arrangement in place but has never formally documented expectations or had a structured monthly performance conversation.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 6-page editable Microsoft Word document (.docx) — complete the practice-specific fields and use the performance log and monthly production tracker for each associate. General guidance only — not legal advice. Always engage a solicitor with dental practice experience to draft the formal associate agreement.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references Australian commission rate benchmarks, the Fair Work Act, the ATO contractor rules, AHPRA obligations, and the Privacy Act 1988\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53878364799340,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_business_handshake_e9cc60a3-dd19-41a2-800c-a60a48b42be9.png?v=1780795644"},{"product_id":"hygienist-oht-role-manual-2026","title":"Hygienist \/ OHT Role Manual 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eThe Complete Reference Guide for the Dental Hygienist and Oral Health Therapist Role in an Australian Dental Practice\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eA skilled hygienist or OHT who builds strong patient relationships, maintains an efficient recall system, and delivers exceptional preventive care is directly responsible for patient retention, the health of the appointment book, and a significant portion of the practice's recurring revenue. Most practices underinvest in defining what excellent performance in this role actually looks like — and then wonder why results are inconsistent.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eHygienist \/ OHT Role Manual 2026\u003c\/strong\u003e is the complete reference guide for the dental hygienist and oral health therapist role in an Australian dental practice. Covering scope of practice, daily responsibilities, periodontal assessment protocol, patient communication and recall, and KPIs — this manual sets clear expectations from day one and gives the hygienist or OHT a single, comprehensive reference for everything the role requires.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe manual is structured across 5 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — The Role and Why It Matters\u003c\/strong\u003e A clear explanation of the hygienist and OHT role as the practice's prevention engine — and the direct link between a well-managed hygiene column and patient retention, appointment book health, and recurring revenue. Includes a plain-language comparison of the hygienist and OHT roles — qualification, scope of practice, and the key difference (OHT scope includes restorative treatment on children under 25 in most states). Covers the critical compliance requirement: scope of practice for hygienists and OHTs varies by state and territory and is defined by the individual's AHPRA registration conditions. The PM must hold a current copy of each clinician's AHPRA registration certificate and review it for conditions before allowing them to practise.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Daily Responsibilities\u003c\/strong\u003e A complete daily workflow checklist covering every stage of the hygiene day — before the first patient (surgery setup, schedule review, medical history flags, radiograph pre-loading), during each appointment (medical history update, periodontal assessment, clinical documentation, personalised OHI, dentist referral for findings, recall pre-booking), at the end of each appointment (notes, ADA item numbers, recall interval, infection control reset), and end of session (all notes completed, sterilisation initiated, clinical concerns communicated to the dentist). The standard is clear: no clinical notes carried over to the following day.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Periodontal Assessment Protocol\u003c\/strong\u003e The practice's expected standard for consistent, accurate periodontal assessment — with a clear table covering assessment frequency and minimum documentation requirements for four patient types: new patients (full chart at first appointment), healthy adult recall patients (full chart annually, BPE at intermediate appointments), patients with gingivitis or early periodontitis (full chart every 6 months), and periodontal maintenance patients (full chart every 3–6 months). Includes the most powerful patient communication insight in hygiene: showing a patient their BOP trend over time — reducing from 40% to 15% over 12 months — is more motivating than any amount of verbal instruction.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Patient Communication and Recall\u003c\/strong\u003e The recall pre-booking conversation script for use at the end of every appointment — including the response to patient hesitation — with a target of 80% of patients leaving with a future appointment booked. Covers personalised oral hygiene instruction: one or two specific, actionable recommendations based on today's findings, not a generic brush-and-floss reminder, with documentation of the specific OHI given so the next appointment can build on it. Includes the scripted approach for communicating clinical concerns to patients without overstepping scope — warm, clear, and always referring findings to the dentist.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — KPIs and Performance Standards\u003c\/strong\u003e Six measurable KPIs for the hygiene role with targets and the reason each matters: recall pre-booking rate (80%+), patient reappointment rate (75%+), BOP reduction rate for patients with active gingivitis (tracked for improvement), radiograph compliance rate (80%+), ADA item number accuracy (100%), and clinical notes completed same session (100%). Includes a monthly hygiene review framework covering column utilisation rate, pre-booking rate, active patient count, clinical incidents, and CPD status.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Managers onboarding a new hygienist or OHT and wanting a complete, professional reference manual that sets clear expectations from day one. Practice Owners who want consistent performance from their hygiene column and a documented standard to manage against. Hygienists and OHTs who want a clear picture of what excellent performance in the role looks like — and how it will be measured.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 6-page editable Microsoft Word document (.docx) — complete the practice-specific fields with your practice name, hygienist\/OHT name, AHPRA registration number, and supervising clinician. Designed to be provided to the hygienist or OHT at the start of employment and reviewed annually.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references AHPRA registration requirements, state-specific scope of practice rules, ADA item numbers, and HICAPS claiming standards\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53878373155180,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_xray_radiography_da.png?v=1780298355"},{"product_id":"return-to-work-injury-management-policy-2026","title":"Return to Work \u0026 Injury Management Policy 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Practical Policy and PM Checklist for Managing Workplace Injuries, Illness-Related Absences, and Return-to-Work Arrangements in an Australian Dental Practice\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eA team member injures their back during a patient transfer. A dental assistant develops a wrist injury from repetitive instrumentation. A hygienist is off for six weeks with a shoulder problem. How the practice manages these situations — the reporting, the claim, the suitable duties, the return-to-work plan — determines the outcome for the team member, the practice's legal exposure, and the operational impact on the rest of the team.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eReturn to Work \u0026amp; Injury Management Policy 2026\u003c\/strong\u003e is a practical policy and PM checklist for managing workplace injuries, illness-related absences, and return-to-work arrangements in an Australian dental practice. Covering the legal framework, injury reporting requirements, workers' compensation claim lodgement, suitable duties, return-to-work planning, and extended absence management — with a ready-to-use RTW plan template and clear guidance for every scenario the PM is likely to face.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe policy is structured across 3 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Policy Statement and Legal Framework\u003c\/strong\u003e The practice's commitment to safe, early, and supported return to work — and the legal framework that applies. Covers four categories of absence with their key legal framework and practice obligations: work-related injury or illness (workers' compensation legislation, WHS Act), short-term non-work-related illness (Fair Work Act personal leave entitlements, HPSS Award), extended non-work-related illness (medical evidence, graduated RTW plan), and work-related psychological injury (same seriousness as physical injury, early insurer involvement). Includes the critical jurisdiction reminder: workers' compensation legislation varies by state and territory. Key authorities listed for every state — NSW (SIRA), VIC (WorkSafe), QLD (WorkCover), WA (WorkCover WA), SA (ReturnToWorkSA), TAS (WorkSafe Tasmania).\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Reporting a Workplace Injury\u003c\/strong\u003e Every workplace injury must be reported on the day it occurs — this is a WHS legal requirement and is in the team member's best interests. A complete immediate-action checklist covering first aid, serious injury response, same-day notification to the PM and Practice Owner, WHS Incident Report completion, workers' compensation medical certificate requirements, and notifiable incident obligations under WHS legislation. Covers workers' compensation claim lodgement — the rule is to lodge early, not to wait and see. Includes the reminder that the Practice Owner is responsible for ensuring current workers' compensation insurance is in place and that the PM knows the insurer and policy details.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Return to Work Planning\u003c\/strong\u003e The evidence-based case for early return to suitable duties — team members who return to some form of work during recovery have better outcomes than those who remain on full absence. A practical suitable duties table for every role in a dental practice: DA with upper limb injury (reception support, sterilisation oversight, recall calls), FOC with back injury (modified workstation, seated duties, phone-based patient communication), hygienist\/OHT with wrist or shoulder injury (patient communication, non-instrumentation OHI, reception support), and PM with any injury (most tasks can be performed with workstation modifications). Includes the non-negotiable rule: suitable duties must be genuinely safe and must work within the medical certificate restrictions. A complete Return to Work Plan template covering injury description, treating doctor, workers' compensation claim number, current medical restrictions, proposed suitable duties, hours and days, escalation plan, target date for full duties, and review date. Extended absence management guidance for absences beyond 10 days — updated medical certificates, fortnightly check-in calls, temporary replacement planning, and the critical instruction: document every conversation, every certificate, and every action taken.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Managers who are the nominated Return to Work Coordinator for their practice and want a clear, compliant process to follow when a team member is injured or ill. Practice Owners who want confidence that workplace injuries are being managed correctly, claims are being lodged appropriately, and the practice's legal exposure is being managed. Any practice that has never had a formal return-to-work policy and has been managing injuries informally — or not at all.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 5-page editable Microsoft Word document (.docx) — complete the practice-specific fields with your practice name, PM name, and nominated RTW coordinator. The RTW plan template is designed to be completed for each individual injury event. General guidance only — not legal advice. Always engage your workers' compensation insurer and, where needed, an employment law solicitor for jurisdiction-specific obligations.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references state-specific workers' compensation authorities, the Work Health and Safety Act 2011, the Fair Work Act, and the Health Professionals and Support Services Award 2020\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53878373286252,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_manager_staff_oneonone_e555bfd1-5818-489f-b53e-933378eeb138.jpg?v=1780301627"},{"product_id":"privacy-policy-patient-consent-framework-2026","title":"Privacy Policy \u0026 Patient Consent Framework 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Standalone Privacy Policy and Consent Framework for Australian Dental Practices\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eEvery Australian dental practice is legally required to have a privacy policy that complies with the Privacy Act 1988 and the Australian Privacy Principles. Most practices either have no policy at all, or one that was copied from somewhere else years ago and has never been reviewed. And consent — clinical consent, photography consent, marketing consent — is one of the most commonly misunderstood areas in dental practice management, with real AHPRA and legal consequences when it is not handled correctly.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003ePrivacy Policy \u0026amp; Patient Consent Framework 2026\u003c\/strong\u003e is a complete, ready-to-customise privacy policy and consent framework for Australian dental practices — covering the Privacy Act 1988, the Australian Privacy Principles, patient information collection and disclosure, the full consent framework from general treatment consent through to marketing consent, AHPRA photography and advertising requirements, and a privacy breach response procedure. Three documents in one: a standalone privacy policy, a consent framework table, and a breach response procedure with register.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe document is structured across 3 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Privacy Policy\u003c\/strong\u003e A complete, ready-to-customise standalone privacy policy covering everything the Australian Privacy Principles require a dental practice to disclose. What information is collected (personal information, health information, financial information, and communication records), how it is collected (directly from the patient, from referring practitioners, from health funds, and during treatment), why it is collected and used (treatment, appointments and recalls, health fund claims, legal and regulatory obligations, and — with consent — marketing communications), and who it is disclosed to (treating practitioners with consent, dental laboratories with minimum necessary information, health funds, government and regulatory bodies, and practice software providers under data processing agreements). Includes the critical statement: the practice will not sell, rent, or trade patient information to any third party for marketing purposes. Covers storage and security (practice management software with access controls, locked physical filing, 7-year minimum retention or until the patient's 25th birthday — whichever is longer), and patient rights (access, correction, and complaints to the OAIC).\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Patient Consent Framework\u003c\/strong\u003e A complete consent framework covering every consent type a dental practice needs to manage. General consent to examination and treatment — obtained at first visit via the new patient form, updated when circumstances change. Specific procedure consent — required before any significant procedure (extractions, crowns, implants, root canals, orthodontics, whitening) via verbal explanation by the dentist plus a signed written consent form filed in the patient record. Radiograph consent — implied by cooperation but clinical justification must be documented for each series. Photography consent — written consent required before taking clinical photographs, specifying the exact intended use (clinical records only, education, or marketing). Marketing consent — opt-in required under the Spam Act 2003, recorded with date in the practice management system. Consent for a minor — parent or legal guardian signs, child's assent sought where appropriate. Includes the critical AHPRA advertising requirement: using a patient's before-and-after photographs in advertising without specific written consent for that exact use is a breach of AHPRA's advertising guidelines. A general photography consent does not authorise marketing use.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Privacy Breach Response Procedure\u003c\/strong\u003e A 5-step breach response procedure: Contain (stop the breach and secure the information), Assess (determine what information was involved, how many people are affected, and what harm may result), Notify (if the breach is likely to result in serious harm, it may be a notifiable data breach under the Privacy Act — notify the OAIC and affected individuals), Review (investigate the cause and update policies, training, or systems), and Document (record the breach, assessment, notification decision, and remedial action). Includes a Privacy Breach Register template covering date, description of breach, information involved, people affected, serious harm risk assessment, OAIC notification status, patient notification status, and action taken.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Managers who need a compliant, ready-to-use privacy policy and consent framework that covers every scenario the practice is likely to face. Practice Owners who want confidence that their practice's handling of patient information meets the requirements of the Privacy Act 1988 and AHPRA's advertising guidelines. Any practice that currently has no privacy policy, an outdated one, or one that does not specifically address photography consent, marketing consent, and breach response.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 5-page editable Microsoft Word document (.docx) — complete the practice-specific fields (practice name, ABN) and the privacy policy is ready to display in the waiting room, include in the new patient pack, and publish on the practice website. General guidance only — not legal advice. For complex privacy matters or notifiable data breach assessment, engage a solicitor with health privacy experience.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references the Privacy Act 1988 (Cth), the Australian Privacy Principles, the Spam Act 2003, AHPRA advertising guidelines, and state health records legislation retention requirements\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53881733054828,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_manager_staff_oneonone.jpg?v=1778745275"},{"product_id":"termination-dismissal-guide-2026","title":"Termination \u0026 Dismissal Guide 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Step-by-Step Guide for Practice Managers and Practice Owners on How to End Employment Lawfully in an Australian Dental Practice\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eTerminating employment is one of the highest-risk actions a practice owner or manager can take. Done incorrectly, it can result in unfair dismissal claims, general protections claims, adverse action claims, and significant financial and reputational consequences. Done correctly — with a valid reason, a fair process, and proper documentation — it is a lawful and sometimes necessary action that protects the practice and the team. The difference between the two outcomes is almost always process.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eTermination \u0026amp; Dismissal Guide 2026\u003c\/strong\u003e is a step-by-step guide for Practice Managers and Practice Owners on how to end employment lawfully in an Australian dental practice. Covering all five ways employment ends — resignation, redundancy, performance-based termination, summary dismissal, and end of fixed term or casual engagement — with pre-termination checklists, a termination meeting guide, final pay entitlements, and a plain-language explanation of unfair dismissal risk and how to avoid it.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe guide is structured across 5 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Understanding the Legal Framework\u003c\/strong\u003e A clear overview of the five types of employment ending and the key legal requirements for each: resignation (accept in writing, confirm final day and entitlements), redundancy (genuine redundancy test, consultation requirement, redundancy pay for 1+ year service), performance or conduct termination (valid reason, procedural fairness, documented warnings), summary dismissal (serious misconduct only — not for performance issues), and end of fixed term or casual engagement (correct classification, casual conversion rights after 12 months). Includes the most important instruction in the document: always seek advice from a solicitor or HR specialist experienced in Fair Work Act matters before terminating any employee. The cost of advice before termination is far less than the cost of defending an unfair dismissal claim after it.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Managing Resignations\u003c\/strong\u003e A practical guide to managing a resignation correctly — asking for written confirmation, confirming the final day based on the notice period in the contract or HPSS Award, the important instruction not to ask the employee to leave before their notice period expires unless the practice is willing to pay out the notice period, conducting an exit interview, calculating and paying all entitlements on or before the final day, revoking system access and retrieving practice property on the last day, and briefing the team professionally. Includes one of the most important pieces of leadership advice in the guide: what you say about departing employees tells your current team exactly what you will say about them one day.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Performance-Based Termination\u003c\/strong\u003e The most detailed section — covering the four things the practice must be able to demonstrate before terminating for performance or conduct: a valid reason, notification of the reason, an opportunity to respond, and a fair process. Includes a pre-termination checklist (valid reason documented, prior written warnings given, reasonable opportunity to improve provided, show cause letter issued, support person opportunity offered, response genuinely considered, legal advice obtained, final pay prepared) and a termination meeting checklist (private room, witness, termination letter, final pay calculation, property list, system access revocation, written record of meeting completed same day). Covers how to conduct the termination meeting — direct, brief, and calm — and the critical instruction not to conduct a termination meeting on a Friday or before a public holiday, which limits the employee's immediate access to support.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Summary Dismissal\u003c\/strong\u003e A clear explanation of what summary (instant) dismissal is, when it is lawful, and — critically — when it is not. Summary dismissal is for serious misconduct only: theft or fraud, physical assault, deliberate and serious breach of patient confidentiality, practising outside AHPRA scope in a way that seriously endangers patient safety, being under the influence of alcohol or illicit drugs at work, serious bullying or harassment, and deliberate falsification of patient records or billing. Includes the essential instruction: even in cases of serious misconduct, the practice should conduct a brief investigation before dismissing — put the allegation to the employee, give them an opportunity to respond, and if necessary suspend on pay for 24–48 hours while investigating. This protects the practice from claims that the process was unfair.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — Final Pay and Unfair Dismissal\u003c\/strong\u003e A complete final pay entitlements table covering unpaid wages (all employees, all hours worked to the final day), accrued annual leave (all employees, at the ordinary rate of pay), notice pay if applicable (NES minimum based on years of service or contractual notice, whichever is greater), redundancy pay (employees with 1+ year of service, NES scale), and leave loading on annual leave payout for HPSS Award-covered employees (17.5%). Covers unfair dismissal risk: employees with 6+ months service (or 12 months in a small business with fewer than 15 employees) may be eligible to apply to the Fair Work Commission within 21 days of dismissal. The best defence is a documented, procedurally fair process with a valid reason. If an unfair dismissal application is received, seek legal advice immediately — most matters are resolved at conciliation before reaching a hearing, and early legal advice improves outcomes.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Managers who have never had to terminate an employee and want to understand the process before they are in the middle of it. Practice Owners who want to ensure that any termination decision is made correctly, documented properly, and defended if challenged. Any practice that has previously terminated employment informally — or is currently managing a performance issue that may lead to termination — and wants to understand what procedural fairness actually requires.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 6-page editable Microsoft Word document (.docx) — use the pre-termination and termination meeting checklists for every termination event. General guidance only — not legal advice. Always engage a solicitor or HR specialist with Fair Work Act experience before terminating any employee.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references the Fair Work Act 2009, the National Employment Standards, the Health Professionals and Support Services Award 2020, AHPRA scope of practice obligations, and the Fair Work Commission unfair dismissal jurisdiction\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53881733087596,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_manager_laptop_review_2e1250e7-2757-4585-af2b-66853b222868.jpg?v=1780299272"},{"product_id":"workplace-bullying-harassment-policy-2026","title":"Workplace Bullying \u0026 Harassment Policy 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Comprehensive Standalone Policy for Australian Dental Practices Covering the Prevention and Management of Workplace Bullying, Harassment, and Sexual Harassment\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eEvery Australian dental practice has a legal obligation to provide a workplace that is safe, respectful, and free from bullying, harassment, and sexual harassment. Under the Respect@Work legislation, employers now have a positive duty to actively prevent sexual harassment from occurring — not merely to respond when it does. Most small dental practices have no policy in place, no defined reporting procedure, and no documented investigation process. That is a significant legal and cultural risk.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eWorkplace Bullying \u0026amp; Harassment Policy 2026\u003c\/strong\u003e is a comprehensive standalone policy for Australian dental practices covering the prevention and management of workplace bullying, harassment, and sexual harassment — with clear definitions, real-world examples, a reporting procedure, a 6-step investigation process, manager obligations, a prevention framework, and a team member acknowledgement form. Ready to implement, ready to induct new team members with, and ready to reference when a complaint is made.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe policy is structured across 5 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Policy Statement and Scope\u003c\/strong\u003e A clear commitment statement that every team member has the right to come to work without being subjected to behaviour that demeans, threatens, or humiliates them. Covers the scope of the policy — all team members including permanent, part-time, casual, and contracted staff — and the important clarification that the policy applies to behaviour at the workplace, at work-related events, and to behaviour conducted via electronic means (text, email, social media) that affects the workplace. Covers the legal framework: workplace bullying is defined under the Work Health and Safety Act 2011 as repeated unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety. A worker who believes they are being bullied may apply to the Fair Work Commission for a stop bullying order. Serious cases may also give rise to workers' compensation claims, general protections claims, and civil liability.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Definitions and Examples\u003c\/strong\u003e A clear, practical explanation of the three distinct categories — bullying, harassment, and sexual harassment — with real-world examples of each and, critically, a clear table of what bullying does and does not include. Bullying does include: repeated verbal abuse or humiliation, deliberate exclusion from work activities, unreasonable workload manipulation, repeated unjustified harsh criticism, spreading malicious rumours, and threatening employment status to intimidate. Bullying does not include: reasonable management action taken in a reasonable way, setting clear performance standards and holding team members accountable, rostering decisions made for legitimate operational reasons, a single incident of conflict or difficult conversation, firm but respectful management of underperformance, or redundancy managed fairly and transparently. This distinction is one of the most important and most misunderstood in workplace relations. Covers harassment (unwanted behaviour related to a protected attribute including race, sex, age, disability, religion, pregnancy, or sexual orientation) and sexual harassment (unwanted conduct of a sexual nature that a reasonable person would find offensive, humiliating, or intimidating — intent is not required, impact is what matters). Includes the Respect@Work positive duty: employers must take reasonable and proportionate measures to prevent sexual harassment from occurring, not merely respond when it does.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Reporting Procedure\u003c\/strong\u003e A clear, practical reporting procedure covering who to report to (PM in the first instance; Practice Owner if the concern involves the PM; Fair Work Commission, state anti-discrimination body, or union representative if the concern involves the Practice Owner), how reports can be made (verbally or in writing — the practice will not require a written complaint before commencing an investigation), and how confidentiality will be managed. Includes the no-retaliation commitment: a team member who makes a complaint in good faith will not be penalised, regardless of the outcome. Any retaliation against a person who has made a complaint is itself misconduct and will be dealt with under this policy.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Investigation Process\u003c\/strong\u003e A 6-step investigation process: Receive (acknowledge the report in writing within 24 hours), Assess (determine the nature and seriousness and consider immediate interim measures such as separating the parties or changing rosters), Investigate (speak separately with the complainant, the respondent, and any witnesses — maintain confidentiality throughout, do not conduct joint meetings unless both parties agree), Decide (assess the evidence on the balance of probabilities), Act (take appropriate action ranging from mediation and coaching to formal disciplinary action up to and including dismissal), and Close (inform both parties of the outcome to the extent appropriate, document in the complaints register, follow up with both parties within 4 weeks).\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — Manager Obligations and Prevention\u003c\/strong\u003e The prevention obligations that sit with the Practice Manager and Practice Owner — modelling the expected behaviour, addressing concerning behaviour early before it becomes a formal complaint, inducting all new team members on the policy at commencement with a signed acknowledgement, annual refresher training for all team members, and awareness of early warning signs (exclusion, cliques, and gossip) before they escalate. Includes the critical vicarious liability reminder: if a manager is aware of bullying or harassment and fails to act, the practice may be held liable for the behaviour. Includes a team member acknowledgement form — name, role, signature, and date — ready to be signed at induction and filed.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Managers who need a compliant, ready-to-implement bullying and harassment policy that covers every scenario the practice is likely to face. Practice Owners who want confidence that their practice meets its positive duty obligations under the Respect@Work legislation and the WHS Act. Any practice that currently has no bullying and harassment policy — or one that has never been reviewed, does not cover sexual harassment, or does not include a defined reporting and investigation procedure.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 7-page editable Microsoft Word document (.docx) — complete the practice-specific fields, provide to every team member at induction for signature, and retain the signed acknowledgement form in each team member's personnel file. General guidance only — not legal advice. For complex complaints or investigations involving potential criminal conduct, engage a solicitor or HR specialist immediately.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references the Work Health and Safety Act 2011, the Fair Work Act 2009, the Sex Discrimination Act (Respect@Work amendments), state anti-discrimination legislation, and the Fair Work Commission stop bullying jurisdiction\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53881733251436,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_reception_4.png?v=1777692441"},{"product_id":"probation-review-extension-template-2026","title":"Probation Review \u0026 Extension Template 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Structured, Legally Sound Checklist and Review Template for Managing Probation Extensions in an Australian Dental Practice\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eA new team member is coming to the end of their probation and they are not quite there yet. Not bad enough to let go — but not ready to confirm either. You believe they can get there with more time and the right support. The question is: how do you extend probation correctly, fairly, and in a way that protects the practice if the relationship ultimately doesn't work out?\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eProbation Review \u0026amp; Extension Template 2026\u003c\/strong\u003e is a structured, legally sound checklist and review template for Practice Managers to use when a team member is not meeting the required standard during probation. Covering the legal foundation, a pre-review checklist, a scored performance assessment, a ready-to-sign extension letter, and a final outcome record — everything needed to manage a probation extension correctly, from the decision to extend through to the end-of-extension outcome.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe template is structured across 5 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Before You Use This Template\u003c\/strong\u003e The legal foundation every PM must confirm before extending probation. The right to extend must already exist in the team member's contract of employment — this section explains exactly what to check and what to do if the contract is silent on extension. Includes clear guidance on when extension is the right call (genuine effort, specific and closable gap, willingness to provide support) and when it is not (no meaningful improvement, conduct or attitude issues, outcome unlikely to change with more time). If extension is not the right call, this section directs the PM to the Resolve Termination \u0026amp; Dismissal Guide instead.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Pre-Review Checklist\u003c\/strong\u003e A 10-point checklist to complete before the review meeting — confirming the contractual right to extend, gathering specific dated evidence of performance gaps, reviewing previous feedback and coaching already provided, considering mitigating factors, drafting the proposed new end date and improvement targets, and booking a private room. Ensures the decision to extend is based on evidence and that the process is procedurally fair before the conversation happens.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Probation Performance Assessment\u003c\/strong\u003e A scored assessment template to complete during or immediately before the review meeting. Rates the team member across 7 areas — technical skills and role competency, punctuality and reliability, patient communication, team communication, initiative and problem-solving, compliance with practice standards, and cultural fit and attitude — on a 1 to 5 scale. Includes space for specific dated examples of performance gaps, support and coaching already provided, and confirmation that clear documented feedback was given before the review.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Decision Record and Extension Letter\u003c\/strong\u003e A formal decision record covering three possible outcomes — confirm employment, extend probation, or end employment — with the extension option requiring a new end date, specific measurable improvement targets, and additional support to be provided. Includes a ready-to-use extension letter template on practice letterhead, covering the original probation end date, the specific areas requiring further development, the new end date, the support to be provided, and the targets to be met. Includes the critical instruction: always give the letter in person during the review meeting and follow up by email the same day. Verbal-only extensions are far harder to rely on if a dispute arises.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — Final Outcome Record\u003c\/strong\u003e Completed at the end of the extension period — whether the improvement targets were met, the evidence and comments, and the final decision: confirm employment or end employment. Includes the important reminder that probation cannot be extended indefinitely — most contracts permit only one extension, and repeated extensions without resolution increase legal risk and are rarely fair to either party.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Managers who need to extend a team member's probation and want a structured, documented process that is procedurally fair and legally sound. Practice Owners who want confidence that probation decisions are being made on evidence, communicated in writing, and recorded correctly. Any practice that has previously extended probation verbally or informally — and wants a better process for next time.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 7-page editable Microsoft Word document (.docx) — complete the practice-specific fields and use the assessment, decision record, and extension letter for each individual probation event. The final outcome record is completed at the end of the extension period. General guidance only — not legal advice. For any probation extension involving a team member who has raised a grievance, disclosed a health condition, or taken leave, seek advice from a solicitor or HR specialist before proceeding.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references the Fair Work Act 2009, the National Employment Standards, the Health Professionals and Support Services Award 2020, and the unfair dismissal jurisdiction of the Fair Work Commission\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53931724669292,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_hr_contract_signing_54d61afc-05d6-4e97-bd2f-cf0160e52e79.png?v=1780301246"},{"product_id":"probation-termination-letter-template-2026","title":"Probation Termination Letter Template 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eThree Ready-to-Use Letter Templates for Ending Employment During or at the Conclusion of a Probationary Period in an Australian Dental Practice\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eEnding employment during or at the conclusion of probation is one of the most legally sensitive actions a practice manager or practice owner can take. The decision may be straightforward — but the process, the documentation, and the letter itself must be right. A verbal termination with no written record, a letter that states the wrong reason, or a meeting that was handled poorly can turn a lawful and necessary decision into a costly dispute.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eProbation Termination Letter Template 2026\u003c\/strong\u003e provides three ready-to-use, legally sound letter templates for the most common probation termination scenarios in an Australian dental practice — along with a pre-termination checklist, a final pay reference table, a step-by-step meeting delivery guide, and a documentation record. Everything needed to end employment during or at the conclusion of probation correctly, fairly, and with full written documentation.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe document is structured across 6 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Before You Use This Template\u003c\/strong\u003e The legal foundation every PM must understand before proceeding. Covers the minimum employment period under the Fair Work Act 2009 and how it interacts with the probationary period — including the critical warning that if the employee has been employed for more than 6 months (or 12 months in a small business), they may already have unfair dismissal protection regardless of where they are in their probation. Covers the general protections provisions, when termination during probation is the right call, and the specific circumstances where advice from a solicitor must be obtained before proceeding.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Pre-Termination Checklist\u003c\/strong\u003e A comprehensive checklist covering legal and contractual checks, performance and documentation checks, and practical preparation — confirming the minimum employment period has not been reached, gathering specific dated evidence, confirming feedback was given before the meeting, calculating final pay, booking a private room, and preparing a brief factual statement for the team. Ensures every termination is based on evidence and handled with procedural fairness before the meeting takes place.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Three Letter Templates\u003c\/strong\u003e Three ready-to-complete letter templates covering the most common scenarios: Letter A for termination during probation due to performance not meeting the required standard; Letter B for termination at the conclusion of probation where employment is not being confirmed; and Letter C for termination during probation due to conduct, attitude, or cultural fit. Each letter covers the employment start date, the probationary period, the specific reason for termination, the last day of employment, notice arrangements, final pay entitlements, and the return of practice property. Every letter includes an employee acknowledgement of receipt section to be signed at the meeting.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Final Pay Reference Table\u003c\/strong\u003e A clear reference table covering every final pay entitlement for a team member whose employment ends during or at the conclusion of probation under the Health Professionals and Support Services Award 2020 — wages to last day, notice payment, annual leave payout, the 17.5% annual leave loading that HPSS Award employees are entitled to and that is most commonly omitted, personal leave (not paid out), long service leave, and superannuation. Includes a callout on minimum notice periods under the NES and the importance of checking the individual's contract.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — Meeting Delivery Guide\u003c\/strong\u003e A step-by-step guide to delivering the termination letter correctly — covering how to open the meeting, how to state the reason briefly and factually, how to manage the employee's response, what to confirm at the end of the meeting, and what to do immediately afterwards. Includes the critical instruction: always give the letter in person during the meeting and follow up by email the same day. Verbal-only terminations are far harder to rely on if a dispute arises.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 6 — Termination Documentation Record\u003c\/strong\u003e A complete documentation record to be completed immediately after the termination meeting — employee details, letter template used, meeting attendees, whether the letter was signed, final pay processing, system access removal, property return, and team notification. Designed to be retained in the employee's personnel file alongside the signed letter.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Managers who need to end employment during or at the conclusion of probation and want a structured, documented process with a ready-to-use letter rather than writing one from scratch. Practice Owners who want confidence that every probation termination is handled correctly, documented in writing, and defensible if challenged. Any practice that has previously ended probationary employment verbally or informally — and wants a better process going forward.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 7-page editable Microsoft Word document (.docx) — select the appropriate letter template, complete all bracketed fields, and print for the meeting. The pre-termination checklist and documentation record are designed to be completed for every individual termination event. General guidance only — not legal advice. Always engage a solicitor or HR specialist with Fair Work Act experience for higher-risk terminations.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references the Fair Work Act 2009, the National Employment Standards, the Health Professionals and Support Services Award 2020, and the Fair Work Commission unfair dismissal and general protections jurisdictions\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":54085815927148,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_performance_review_1.jpg?v=1778745274"},{"product_id":"patient-complaint-feedback-management-policy-2026","title":"Patient Complaint \u0026 Feedback Management Policy 2026","description":"\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eA Complete Policy and Procedure for Receiving, Documenting, Investigating, and Resolving Patient Complaints in an Australian Dental Practice\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\u003c\/div\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eEvery dental practice will receive a patient complaint at some point. A patient who feels their concern was heard, taken seriously, and resolved fairly is far more likely to remain a loyal patient than one whose complaint was dismissed or ignored. A complaint handled poorly, however, can escalate — to a negative Google review, a formal AHPRA notification, a Health Complaints Commissioner referral, or a legal claim. The difference between those two outcomes is almost always process.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003ePatient Complaint \u0026amp; Feedback Management Policy 2026\u003c\/strong\u003e is a complete policy and procedure for receiving, documenting, investigating, and resolving patient complaints in an Australian dental practice — covering the 6-step investigation process, AHPRA mandatory notification obligations, state-by-state Health Complaints Commissioner contacts, three ready-to-use response letter templates, and a complaint register. Every team member will know exactly what to do when a complaint is received — and the practice will have the documentation to demonstrate a fair and professional process if the complaint is ever escalated externally.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe policy is structured across 6 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Policy Statement and Purpose:\u003c\/strong\u003e Why this policy exists, the practice's commitment to fair complaint handling, scope, and key definitions including the distinction between a complaint and a mandatory notification concern.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Receiving and Acknowledging a Complaint:\u003c\/strong\u003e How complaints are received across all channels — in person, telephone, email, letter, and online review — with the right approach for every team member and acknowledgement timeframes.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Investigation and Resolution:\u003c\/strong\u003e The complete 6-step investigation process from recording the complaint through to communicating the outcome, with resolution timeframes for service and clinical complaints.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — AHPRA and Health Complaints Commissioner Obligations:\u003c\/strong\u003e Plain-language explanation of mandatory notification obligations, what constitutes notifiable conduct, and the state-by-state contacts for every Health Complaints Commissioner in Australia.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — Response Letter Templates:\u003c\/strong\u003e Three ready-to-use templates — complaint acknowledgement letter, complaint outcome letter (with three outcome options), and a response to a negative online review.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 6 — Complaint Register and Continuous Improvement:\u003c\/strong\u003e A ready-to-use complaint register, quarterly review framework, and annual policy review record.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Managers who want a documented, consistent complaint handling process that every team member can follow. Practice Owners who want confidence that complaints are being managed professionally, confidentially, and in a way that meets AHPRA and Health Complaints Commissioner requirements. Any practice that currently handles complaints informally or inconsistently — and wants a better system before the next complaint arrives.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 10-page editable Microsoft Word document (.docx) — complete the practice-specific fields and the policy is ready to implement immediately. The response letter templates are ready to customise for each individual complaint. General guidance only — not legal advice. For complaints involving potential clinical negligence, AHPRA mandatory notification obligations, or threatened legal action, notify your professional indemnity insurer and seek legal advice immediately.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references the Health Practitioner Regulation National Law, AHPRA Code of Conduct, and every state and territory Health Complaints Commissioner\u003c\/div\u003e\n\u003c\/div\u003e\n\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":54085841453420,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_receptionist_patient_ce6dd3c9-0deb-45bd-a20d-8011fca72264.jpg?v=1778746887"},{"product_id":"annual-leave-personal-leave-policy-2026","title":"Annual Leave \u0026 Personal Leave Policy 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan data-slate-fragment=\"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\"\u003eA Complete Leave Management Policy for Australian Dental Practices Covering Annual Leave, Personal\/Carer's Leave, and Compassionate Leave Under the Fair Work Act 2009 and the Health Professionals and Support Services Award 2020\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003eLeave entitlements are one of the most mismanaged areas in dental practice HR — and one of the most expensive to get wrong. Underpaid leave, incorrect accrual, missing leave loading, and poor record-keeping are among the most common causes of Fair Work back-payment claims and underpayment notices in small healthcare businesses. Getting it right requires more than good intentions — it requires a clear, documented process that every manager can follow consistently.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003eThe Annual Leave \u0026amp; Personal Leave Policy 2026 is a complete, ready-to-use leave management policy written specifically for Australian dental practices — covering annual leave, personal\/carer's leave, and compassionate leave under the Fair Work Act 2009 and the Health Professionals and Support Services Award 2020. It includes step-by-step leave request procedures, a manager approval guide, record-keeping checklists, and the key legal traps your team needs to know about — so every leave decision is made correctly, consistently, and with confidence.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003eThe policy is structured across 7 parts:\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 1 — Policy Statement and Purpose: The legislative framework underpinning this policy — the Fair Work Act 2009, the Health Professionals and Support Services Award 2020, and the Fair Work Regulations 2009 — with a ready-to-use policy statement and scope covering full-time, part-time, and casual employees.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 2 — Annual Leave: The full NES entitlement for full-time and part-time employees, annual leave loading (17.5% under the HPSS Award), accrual and carry-over rules, how to direct an employee to take excessive leave, cashing out annual leave (and when it is and isn't appropriate), and how public holidays interact with leave periods.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 3 — Personal\/Carer's Leave: The 10-day entitlement pool explained clearly — including who qualifies as an immediate family or household member, evidence requirements and when not to request them, and unpaid carer's leave entitlements for casual employees.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 4 — Compassionate Leave: Two days of paid compassionate leave for all employees — including casuals. A commonly missed obligation, covered in full with guidance on evidence and timing.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 5 — Leave Request Procedure: Step-by-step checklists for annual leave requests and personal leave notifications, so every manager follows a consistent process and every absence is handled the same way.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 6 — Manager Approval Guide: An approval decision table for annual leave, clear guidance on when personal leave cannot be refused, and an adverse action warning to protect the practice from general protections claims under the Fair Work Act.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 7 — Record-Keeping and Compliance: The practice's legal record-keeping obligations under the Fair Work Regulations, pay slip requirements, annual leave audit guidance, and a policy sign-off block for annual review.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\n\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003eWho this is for:\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\n\u003cdiv class=\"py-[3px]\"\u003e\u003cbr\u003e\u003c\/div\u003e\n\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePractice Managers who want a legally grounded leave management framework they can implement immediately — without having to research the Fair Work Act themselves. Practice Owners who want confidence that leave entitlements are being calculated, approved, and recorded correctly across the whole team. Any practice that currently manages leave informally or inconsistently — and wants a documented system before a Fair Work inquiry or staff dispute makes it urgent.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\n\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003e📄 Format: 11-page editable Microsoft Word document (.docx) — complete the practice-specific fields and the policy is ready to implement immediately. General guidance only — not legal advice. Leave entitlements are subject to change; always verify current Award provisions with your payroll provider or a qualified HR\/employment law specialist before making decisions about individual employees.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\" data-slate-fragment=\"%5B%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Leave%20entitlements%20are%20one%20of%20the%20most%20mismanaged%20areas%20in%20dental%20practice%20HR%20%E2%80%94%20and%20one%20of%20the%20most%20expensive%20to%20get%20wrong.%20Underpaid%20leave%2C%20incorrect%20accrual%2C%20missing%20leave%20loading%2C%20and%20poor%20record-keeping%20are%20among%20the%20most%20common%20causes%20of%20Fair%20Work%20back-payment%20claims%20and%20underpayment%20notices%20in%20small%20healthcare%20businesses.%20Getting%20it%20right%20requires%20more%20than%20good%20intentions%20%E2%80%94%20it%20requires%20a%20clear%2C%20documented%20process%20that%20every%20manager%20can%20follow%20consistently.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22The%20Annual%20Leave%20%26%20Personal%20Leave%20Policy%202026%20is%20a%20complete%2C%20ready-to-use%20leave%20management%20policy%20written%20specifically%20for%20Australian%20dental%20practices%20%E2%80%94%20covering%20annual%20leave%2C%20personal%2Fcarer's%20leave%2C%20and%20compassionate%20leave%20under%20the%20Fair%20Work%20Act%202009%20and%20the%20Health%20Professionals%20and%20Support%20Services%20Award%202020.%20It%20includes%20step-by-step%20leave%20request%20procedures%2C%20a%20manager%20approval%20guide%2C%20record-keeping%20checklists%2C%20and%20the%20key%20legal%20traps%20your%20team%20needs%20to%20know%20about%20%E2%80%94%20so%20every%20leave%20decision%20is%20made%20correctly%2C%20consistently%2C%20and%20with%20confidence.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22The%20policy%20is%20structured%20across%207%20parts%3A%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%201%20%E2%80%94%20Policy%20Statement%20and%20Purpose%3A%20The%20legislative%20framework%20underpinning%20this%20policy%20%E2%80%94%20the%20Fair%20Work%20Act%202009%2C%20the%20Health%20Professionals%20and%20Support%20Services%20Award%202020%2C%20and%20the%20Fair%20Work%20Regulations%202009%20%E2%80%94%20with%20a%20ready-to-use%20policy%20statement%20and%20scope%20covering%20full-time%2C%20part-time%2C%20and%20casual%20employees.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%202%20%E2%80%94%20Annual%20Leave%3A%20The%20full%20NES%20entitlement%20for%20full-time%20and%20part-time%20employees%2C%20annual%20leave%20loading%20(17.5%25%20under%20the%20HPSS%20Award)%2C%20accrual%20and%20carry-over%20rules%2C%20how%20to%20direct%20an%20employee%20to%20take%20excessive%20leave%2C%20cashing%20out%20annual%20leave%20(and%20when%20it%20is%20and%20isn't%20appropriate)%2C%20and%20how%20public%20holidays%20interact%20with%20leave%20periods.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%203%20%E2%80%94%20Personal%2FCarer's%20Leave%3A%20The%2010-day%20entitlement%20pool%20explained%20clearly%20%E2%80%94%20including%20who%20qualifies%20as%20an%20immediate%20family%20or%20household%20member%2C%20evidence%20requirements%20and%20when%20not%20to%20request%20them%2C%20and%20unpaid%20carer's%20leave%20entitlements%20for%20casual%20employees.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%204%20%E2%80%94%20Compassionate%20Leave%3A%20Two%20days%20of%20paid%20compassionate%20leave%20for%20all%20employees%20%E2%80%94%20including%20casuals.%20A%20commonly%20missed%20obligation%2C%20covered%20in%20full%20with%20guidance%20on%20evidence%20and%20timing.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%205%20%E2%80%94%20Leave%20Request%20Procedure%3A%20Step-by-step%20checklists%20for%20annual%20leave%20requests%20and%20personal%20leave%20notifications%2C%20so%20every%20manager%20follows%20a%20consistent%20process%20and%20every%20absence%20is%20handled%20the%20same%20way.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%206%20%E2%80%94%20Manager%20Approval%20Guide%3A%20An%20approval%20decision%20table%20for%20annual%20leave%2C%20clear%20guidance%20on%20when%20personal%20leave%20cannot%20be%20refused%2C%20and%20an%20adverse%20action%20warning%20to%20protect%20the%20practice%20from%20general%20protections%20claims%20under%20the%20Fair%20Work%20Act.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%207%20%E2%80%94%20Record-Keeping%20and%20Compliance%3A%20The%20practice's%20legal%20record-keeping%20obligations%20under%20the%20Fair%20Work%20Regulations%2C%20pay%20slip%20requirements%2C%20annual%20leave%20audit%20guidance%2C%20and%20a%20policy%20sign-off%20block%20for%20annual%20review.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Who%20this%20is%20for%3A%22%7D%2C%7B%22type%22%3A%22p%22%2C%22isBreak%22%3Atrue%2C%22children%22%3A%5B%7B%22text%22%3A%22%22%7D%5D%7D%2C%7B%22text%22%3A%22Practice%20Managers%20who%20want%20a%20legally%20grounded%20leave%20management%20framework%20they%20can%20implement%20immediately%20%E2%80%94%20without%20having%20to%20research%20the%20Fair%20Work%20Act%20themselves.%20Practice%20Owners%20who%20want%20confidence%20that%20leave%20entitlements%20are%20being%20calculated%2C%20approved%2C%20and%20recorded%20correctly%20across%20the%20whole%20team.%20Any%20practice%20that%20currently%20manages%20leave%20informally%20or%20inconsistently%20%E2%80%94%20and%20wants%20a%20documented%20system%20before%20a%20Fair%20Work%20inquiry%20or%20staff%20dispute%20makes%20it%20urgent.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22%F0%9F%93%84%20Format%3A%2011-page%20editable%20Microsoft%20Word%20document%20(.docx)%20%E2%80%94%20complete%20the%20practice-specific%20fields%20and%20the%20policy%20is%20ready%20to%20implement%20immediately.%20General%20guidance%20only%20%E2%80%94%20not%20legal%20advice.%20Leave%20entitlements%20are%20subject%20to%20change%3B%20always%20verify%20current%20Award%20provisions%20with%20your%20payroll%20provider%20or%20a%20qualified%20HR%2Femployment%20law%20specialist%20before%20making%20decisions%20about%20individual%20employees.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22%E2%AC%87%EF%B8%8F%20Instant%20digital%20download%20%E2%80%94%20available%20immediately%20after%20purchase%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22%F0%9F%A6%B7%20Built%20for%20Australian%20dental%20practices%20%E2%80%94%20references%20the%20Fair%20Work%20Act%202009%2C%20the%20Health%20Professionals%20and%20Support%20Services%20Award%202020%2C%20and%20Australian%20employment%20law%20throughout%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22%22%7D%5D%7D%5D\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003e🦷 Built for Australian dental practices — references the Fair Work Act 2009, the Health Professionals and Support Services Award 2020, and Australian employment law throughout\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":54085851382124,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_manager_laptop_review.jpg?v=1778745275"},{"product_id":"radiograph-compliance-justification-policy-2026","title":"Radiograph Compliance \u0026 Justification Policy 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan data-slate-fragment=\"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\"\u003eA Complete Policy for the Safe, Justified, and Compliant Use of Dental Radiography in an Australian Dental Practice — Covering ARPANSA Guidelines, Clinical Justification, Radiation Safety, Equipment QA, Record-Keeping, and Staff Training Obligations\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003eDental radiography is an essential diagnostic tool — but it involves ionising radiation, and with that comes a legal and ethical obligation to ensure every exposure is clinically justified, performed safely, and documented correctly. Regulatory requirements for dental radiation use in Australia are set at the state and territory level, with national guidance provided by ARPANSA. Failure to comply can result in regulatory action, AHPRA complaints, and — most importantly — unnecessary radiation exposure to patients and staff. This policy gives your practice the framework to get it right.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003eThe Radiograph Compliance \u0026amp; Justification Policy 2026 is a complete, ready-to-implement radiation safety policy written specifically for Australian dental practices. It covers the ALARA principle, individual clinical justification requirements, radiation safety procedures for patients and operators, equipment maintenance and quality assurance, record-keeping obligations, and staff licensing and training requirements — structured across 7 parts and 11 pages.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003eThe policy is structured across 7 parts:\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 1 — Policy Statement and Purpose: The practice's commitment to safe, justified radiation use — including the ALARA principle, the no-routine-radiograph rule, and the scope of the policy covering intraoral, panoramic, and CBCT radiography.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 2 — Legislative and Regulatory Framework: A jurisdiction-by-jurisdiction reference table covering the relevant radiation protection legislation for NSW, VIC, QLD, WA, and SA, plus ARPANSA's Radiation Protection Series and the AHPRA Code of Conduct obligations for registered dental practitioners.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 3 — Clinical Justification: The justification principle explained clearly — why every radiograph must be individually justified, a justification reference table by radiograph type (periapical, bitewing, occlusal, OPG, CBCT), and specific guidance on justification for patients under 18 and pregnant patients.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 4 — Radiation Safety and ALARA: A practical ALARA checklist covering exposure settings, rectangular collimation, lead apron and thyroid collar use, digital radiography dose optimisation, and retake policy — plus operator safety procedures including positioning, equipment handling, and radiation monitoring badge requirements.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 5 — Equipment and Quality Assurance: A maintenance and testing schedule covering radiation apparatus licensing, annual performance testing, preventive maintenance, and lead apron inspection — with record-keeping requirements for each. Includes guidance on monitoring and managing the practice's radiograph retake rate.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 6 — Record-Keeping: Radiograph retention requirements (minimum 7 years or until patient turns 25), clinical justification documentation, consent documentation for patients under 18, retake documentation, and regulatory document retention requirements.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePart 7 — Staff Training and Obligations: A state-by-state reference table for dental assistant radiation operator licensing requirements (NSW, VIC, QLD, WA, SA), plus ongoing training obligations, new staff accreditation verification, and the practice's annual policy review requirement.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\n\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003eWho this is for:\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\n\u003cdiv class=\"py-[3px]\"\u003e\u003cbr\u003e\u003c\/div\u003e\n\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003ePractice Managers who need a documented radiation safety policy that meets regulatory requirements and gives every team member clear guidance on safe radiograph practice. Practice Owners who want confidence that their practice's radiation use is legally compliant, clinically justified, and properly documented. Any practice that currently lacks a formal radiation safety policy — or whose existing policy has not been reviewed against current ARPANSA guidance and state\/territory legislation.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\n\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003e📄 Format: 11-page editable Microsoft Word document (.docx) — complete the practice-specific fields and the policy is ready to implement immediately. Designed to be read alongside your practice's Radiation Management Plan (RMP). General guidance only — not legal or regulatory advice. Always verify current licensing, accreditation, and record-keeping requirements with your state or territory radiation safety regulator.\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"w-full my-[1px]\" data-slate-fragment=\"%5B%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Dental%20radiography%20is%20an%20essential%20diagnostic%20tool%20%E2%80%94%20but%20it%20involves%20ionising%20radiation%2C%20and%20with%20that%20comes%20a%20legal%20and%20ethical%20obligation%20to%20ensure%20every%20exposure%20is%20clinically%20justified%2C%20performed%20safely%2C%20and%20documented%20correctly.%20Regulatory%20requirements%20for%20dental%20radiation%20use%20in%20Australia%20are%20set%20at%20the%20state%20and%20territory%20level%2C%20with%20national%20guidance%20provided%20by%20ARPANSA.%20Failure%20to%20comply%20can%20result%20in%20regulatory%20action%2C%20AHPRA%20complaints%2C%20and%20%E2%80%94%20most%20importantly%20%E2%80%94%20unnecessary%20radiation%20exposure%20to%20patients%20and%20staff.%20This%20policy%20gives%20your%20practice%20the%20framework%20to%20get%20it%20right.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22The%20Radiograph%20Compliance%20%26%20Justification%20Policy%202026%20is%20a%20complete%2C%20ready-to-implement%20radiation%20safety%20policy%20written%20specifically%20for%20Australian%20dental%20practices.%20It%20covers%20the%20ALARA%20principle%2C%20individual%20clinical%20justification%20requirements%2C%20radiation%20safety%20procedures%20for%20patients%20and%20operators%2C%20equipment%20maintenance%20and%20quality%20assurance%2C%20record-keeping%20obligations%2C%20and%20staff%20licensing%20and%20training%20requirements%20%E2%80%94%20structured%20across%207%20parts%20and%2011%20pages.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22The%20policy%20is%20structured%20across%207%20parts%3A%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%201%20%E2%80%94%20Policy%20Statement%20and%20Purpose%3A%20The%20practice's%20commitment%20to%20safe%2C%20justified%20radiation%20use%20%E2%80%94%20including%20the%20ALARA%20principle%2C%20the%20no-routine-radiograph%20rule%2C%20and%20the%20scope%20of%20the%20policy%20covering%20intraoral%2C%20panoramic%2C%20and%20CBCT%20radiography.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%202%20%E2%80%94%20Legislative%20and%20Regulatory%20Framework%3A%20A%20jurisdiction-by-jurisdiction%20reference%20table%20covering%20the%20relevant%20radiation%20protection%20legislation%20for%20NSW%2C%20VIC%2C%20QLD%2C%20WA%2C%20and%20SA%2C%20plus%20ARPANSA's%20Radiation%20Protection%20Series%20and%20the%20AHPRA%20Code%20of%20Conduct%20obligations%20for%20registered%20dental%20practitioners.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%203%20%E2%80%94%20Clinical%20Justification%3A%20The%20justification%20principle%20explained%20clearly%20%E2%80%94%20why%20every%20radiograph%20must%20be%20individually%20justified%2C%20a%20justification%20reference%20table%20by%20radiograph%20type%20(periapical%2C%20bitewing%2C%20occlusal%2C%20OPG%2C%20CBCT)%2C%20and%20specific%20guidance%20on%20justification%20for%20patients%20under%2018%20and%20pregnant%20patients.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%204%20%E2%80%94%20Radiation%20Safety%20and%20ALARA%3A%20A%20practical%20ALARA%20checklist%20covering%20exposure%20settings%2C%20rectangular%20collimation%2C%20lead%20apron%20and%20thyroid%20collar%20use%2C%20digital%20radiography%20dose%20optimisation%2C%20and%20retake%20policy%20%E2%80%94%20plus%20operator%20safety%20procedures%20including%20positioning%2C%20equipment%20handling%2C%20and%20radiation%20monitoring%20badge%20requirements.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%205%20%E2%80%94%20Equipment%20and%20Quality%20Assurance%3A%20A%20maintenance%20and%20testing%20schedule%20covering%20radiation%20apparatus%20licensing%2C%20annual%20performance%20testing%2C%20preventive%20maintenance%2C%20and%20lead%20apron%20inspection%20%E2%80%94%20with%20record-keeping%20requirements%20for%20each.%20Includes%20guidance%20on%20monitoring%20and%20managing%20the%20practice's%20radiograph%20retake%20rate.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%206%20%E2%80%94%20Record-Keeping%3A%20Radiograph%20retention%20requirements%20(minimum%207%20years%20or%20until%20patient%20turns%2025)%2C%20clinical%20justification%20documentation%2C%20consent%20documentation%20for%20patients%20under%2018%2C%20retake%20documentation%2C%20and%20regulatory%20document%20retention%20requirements.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Part%207%20%E2%80%94%20Staff%20Training%20and%20Obligations%3A%20A%20state-by-state%20reference%20table%20for%20dental%20assistant%20radiation%20operator%20licensing%20requirements%20(NSW%2C%20VIC%2C%20QLD%2C%20WA%2C%20SA)%2C%20plus%20ongoing%20training%20obligations%2C%20new%20staff%20accreditation%20verification%2C%20and%20the%20practice's%20annual%20policy%20review%20requirement.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22Who%20this%20is%20for%3A%22%7D%2C%7B%22type%22%3A%22p%22%2C%22isBreak%22%3Atrue%2C%22children%22%3A%5B%7B%22text%22%3A%22%22%7D%5D%7D%2C%7B%22text%22%3A%22Practice%20Managers%20who%20need%20a%20documented%20radiation%20safety%20policy%20that%20meets%20regulatory%20requirements%20and%20gives%20every%20team%20member%20clear%20guidance%20on%20safe%20radiograph%20practice.%20Practice%20Owners%20who%20want%20confidence%20that%20their%20practice's%20radiation%20use%20is%20legally%20compliant%2C%20clinically%20justified%2C%20and%20properly%20documented.%20Any%20practice%20that%20currently%20lacks%20a%20formal%20radiation%20safety%20policy%20%E2%80%94%20or%20whose%20existing%20policy%20has%20not%20been%20reviewed%20against%20current%20ARPANSA%20guidance%20and%20state%2Fterritory%20legislation.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22%F0%9F%93%84%20Format%3A%2011-page%20editable%20Microsoft%20Word%20document%20(.docx)%20%E2%80%94%20complete%20the%20practice-specific%20fields%20and%20the%20policy%20is%20ready%20to%20implement%20immediately.%20Designed%20to%20be%20read%20alongside%20your%20practice's%20Radiation%20Management%20Plan%20(RMP).%20General%20guidance%20only%20%E2%80%94%20not%20legal%20or%20regulatory%20advice.%20Always%20verify%20current%20licensing%2C%20accreditation%2C%20and%20record-keeping%20requirements%20with%20your%20state%20or%20territory%20radiation%20safety%20regulator.%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22%E2%AC%87%EF%B8%8F%20Instant%20digital%20download%20%E2%80%94%20available%20immediately%20after%20purchase%22%7D%5D%7D%2C%7B%22type%22%3A%22p%22%2C%22children%22%3A%5B%7B%22text%22%3A%22%F0%9F%A6%B7%20Built%20for%20Australian%20dental%20practices%20%E2%80%94%20references%20ARPANSA%20Radiation%20Protection%20Series%2C%20state%20and%20territory%20radiation%20safety%20legislation%2C%20and%20the%20AHPRA%20Code%20of%20Conduct%20throughout%22%7D%5D%7D%5D\"\u003e\n\u003cdiv data-slate-node=\"element\" class=\"py-[3px]\"\u003e\u003cspan data-slate-node=\"text\"\u003e\u003cspan class=\"\" data-slate-leaf=\"true\"\u003e\u003cspan data-slate-string=\"true\"\u003e🦷 Built for Australian dental practices — references ARPANSA Radiation Protection Series, state and territory radiation safety legislation, and the AHPRA Code of Conduct throughout\u003c\/span\u003e\u003c\/span\u003e\u003c\/span\u003e\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":54085861179756,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_dental_1_a5c3ef59-f892-466a-b233-b93a167fbed8.png?v=1778746660"}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/collections\/photo_reception_4.png?v=1777864366","url":"https:\/\/www.resolvedentalconsultancy.com.au\/collections\/hr-and-compliance.oembed?page=6","provider":"Resolve Dental Consultancy","version":"1.0","type":"link"}