Office Manager Assessment | Dr. Simone Ellis

Dr. Simone Ellis

Doctor CEO + Freedom Framework

Free Assessment

Free Diagnostic Assessment

Does Your Office Manager Really Know What They're Doing?

Most practice owners assume yes. The numbers say otherwise. Take this 5-question assessment and find out exactly where your office manager stands.

83% of practices have hidden OM gaps

5 min to complete

4 result categories

The Real Problem

You hired them to run the front. But who's running the numbers?

Here's what I've seen inside hundreds of dental practices: a doctor producing $1.5M a year with an office manager who has never looked at a collections report. A team that shows up, but a business that quietly bleeds.

Your office manager isn't just a scheduler. They are the operational backbone of your practice. They control your collections rate. They influence your team culture. They protect your patient experience. And in many cases, they are either the reason your practice is growing or the reason it's stuck.

The average dental practice loses $8,000 to $15,000 per month to operational gaps that a well-trained office manager would catch. Overdue reappointments, uncollected balances, poor scheduling efficiency, and team dysfunction aren't clinical problems. They're leadership problems.

This assessment was designed to give you clarity in under five minutes. No fluff. No filler. Just an honest diagnostic of where your office manager stands and what it means for your practice.

This assessment evaluates performance across 5 critical areas

Collections

📅

Scheduling

👥

Team Leadership

💬

Patient Experience

📊

KPI Reporting

The Assessment

Answer Honestly. Your Practice Depends On It.

Select the response that most accurately describes your office manager's current behavior.

First, tell us about yourself

Your Name *

Practice Name *

Email Address *

Phone Number

0 of 5 questions answered

Collections + Revenue Cycle

When you ask your office manager about last month's collections rate, what happens?

4 Points They pull the number immediately, know exactly what it was, why it changed, and already have a plan to improve it.

3 Points They know the number and can explain it, but don't have a proactive improvement plan without prompting.

2 Points They give you a rough estimate but have to go look it up, and rarely initiate those conversations themselves.

1 Point They're not sure, have to ask someone else, or don't track this metric at all.

Scheduling + Production Optimization

How does your office manager handle gaps in the schedule or broken appointment patterns?

4 Points They proactively manage an active reappointment list, monitor the schedule days in advance, and fill gaps before they become holes in production.

3 Points They work the cancellation list when there's a gap, but it's reactive rather than a consistent preventive system.

2 Points Gaps frequently go unfilled and the schedule is often reactive. The team scrambles to fill last-minute openings without a clear process.

1 Point There is no formal process. Cancellations create stress, gaps go unfilled, and production suffers without a clear plan.

Team Leadership + Accountability

When there is conflict, underperformance, or a team policy violation, how does your office manager respond?

4 Points They handle it directly and professionally. They address the issue, document it when necessary, and bring you a summary, not a crisis.

3 Points They address most issues independently but occasionally escalate things to you that should have been handled at their level.

2 Points Team issues routinely come to you. They struggle to hold the team accountable and avoid difficult conversations.

1 Point They are part of the team conflict or are invisible when it comes to accountability. You are managing the team yourself.

Patient Experience + Retention

How does your office manager influence the patient experience and practice growth?

4 Points They actively monitor patient satisfaction, manage online reviews, track patient retention metrics, and treat every touchpoint as a growth opportunity.

3 Points They ensure the front desk runs smoothly and patients are treated well, but they don't formally track experience or retention data.

2 Points Patient experience is inconsistent. Front desk interactions vary by employee, and complaints are handled reactively without a system.

1 Point Patient complaints occasionally reach you. There is no defined standard for patient interactions, and the office manager is not driving experience quality.

KPI Reporting + Strategic Awareness

Does your office manager provide you with regular, accurate, and actionable data about the practice?

4 Points Yes. They deliver a weekly or monthly KPI report with production, collections, reappointment rate, new patient numbers, and trend analysis. I know my business because of them.

3 Points They pull numbers when I ask, but don't consistently compile or present data on their own. Reporting requires my initiation.

2 Points Reporting is inconsistent. When I do get numbers, they're often incomplete or without context. I'm not fully confident they understand what the numbers mean.

1 Point I have to pull my own numbers. My office manager does not track or report KPIs. I often don't have a clear picture of how the business is actually performing.

Your results will be revealed immediately. No waiting, no guessing.

Please complete all 5 questions and fill in your name, practice name, and email before submitting.

0 out of 20

Evaluating...

Your Results Are Ready

Here's what your score means for your practice.

Score Breakdown

What This Means

Diagnosis

Key Strengths

Where you're doing well

Blind Spots

What may be costing you

Recommended Next Steps

Your action plan

All Score Categories

Where every practice owner lands

Category	Score Range	What It Signals
At Risk	5 to 8 points	Critical operational gaps. The practice is losing money and the doctor is over-involved in roles the OM should own.
Developing	9 to 13 points	Solid effort, inconsistent execution. Potential is there but structure and training are needed to unlock it.
Proficient	14 to 17 points	Strong day-to-day performance. The OM is reliable and competent but not yet operating at an executive level.
High Performance	18 to 20 points	Strategic partner. This OM thinks and operates like a business co-leader, not just an office manager.

The Next Step

Your office manager has potential. The question is whether you're investing in it.

The Doctor CEO Office Manager Coaching Program is the only coaching experience built specifically for dental office managers who want to operate at the executive level their practice needs.

Apply for Office Manager Coaching Learn About the Freedom Framework Vault

Dr. Simone Ellis | Doctor CEO

Freedom Framework | Doctor CEO Operating System | Structure Creates Freedom