The most common question when considering working part-time is how should the part-timer be rewarded.
Equitable arrangements can be put in place for remuneration but they need to be carefully balanced between the needs of the individual and the needs of the business.
There is a big difference between short-term planning if one person is working part-time for a time limited period, eg for two years before they retire, and the longer term, where somebody could be working part time for 20 years.
A points system for duties and workload can be used and developed for your practice but what else should be considered? Is it as simple as that and what is suitable for your practice?
The balance between clinical input and managerial responsibilities, client care and practice development all need to be taken into consideration to assess what is practical and how the remuneration would be balanced accordingly.