A Practical Guide to Interim and Relief Management for Clinics
How to maintain stability and support your team during leadership transitions
Why clinics need relief management
Practice managers sit at the intersection of operations, staff, and client care. When they take parental leave, medical leave, or move on, the clinic often feels it immediately - payroll stalls, schedules slip, and communication lines fray.
Relief or interim management fills that gap. It’s not just “covering” a role; it’s preserving momentum, compliance, and team trust until long-term stability returns.
Understanding the role of a relief practice manager
A relief or interim practice manager temporarily steps into leadership to:
Oversee daily operations and maintain established workflows
Keep payroll, scheduling, and vendor accounts on track
Support doctors, nurses, and reception teams with clear communication
Maintain client service standards and financial reporting
Prepare the handover for the returning or incoming manager
In many clinics, this person works remotely for administrative tasks and on-site for team alignment or audits.
When relief management makes sense
Common scenarios include:
Planned absences: maternity, parental, or medical leave
Recruitment gaps: between outgoing and incoming managers
Growth transitions: opening a satellite clinic or expanding services
Crisis response: when leadership turnover or burnout creates instability
Relief management can prevent larger issues like staff attrition, compliance lapses, or client dissatisfaction.
What a successful handover looks like
A smooth transition depends on preparation. Key elements include:
Updated employee contact lists and passwords (stored securely)
Access to HR, scheduling, and payroll systems
Vendor contracts and order templates
Active projects or unresolved issues
A brief summary of team dynamics or current challenges
Even a one-page “handover sheet” can make an enormous difference.
How long coverage should last
Relief engagements typically last from 4 weeks to 6 months, depending on the complexity of the clinic.
Short-term cover focuses on stability; long-term engagements often include process improvements, reporting cleanup, or leadership coaching for the next hire.
How compensation usually works
Rates vary by region and industry. Some clinics hire independent consultants on hourly or project terms; others use contract relief managers through management firms.
Hourly: Expect an range of $45–$90 CAD/hr ($40–$80 USD/hr) depending on clinic size and system complexity
Weekly Retainer: Common for hybrid on-site/remote setups
Budgeting for relief coverage early - as part of HR planning - reduces financial strain when it’s actually needed.
Remote vs. on-site management
Many operational functions can be performed remotely:
Payroll, benefits and scheduling
HRIS and PMS platforms
Client communication audits
Vendor management and reporting
SOP documentation and training resources
On-site presence still helps with:
Team morale and accountability
Physical audits (inventory, safety, compliance)
Hands-on transitions during leadership changes
A blended model often works, but is not always feasible or required.
Legal and HR considerations
Before appointing a relief manager, confirm:
They have appropriate confidentiality and data-protection agreements
They’re properly classified (employee vs. contractor)
Access levels are documented and revoked when coverage ends
Leadership authority is clearly communicated to the team
This prevents confusion or compliance gaps during the interim period.
Preparing for the manager’s return or replacement
When the returning manager resumes duties, plan a structured re-entry:
Review what changed during their absence
Discuss new processes or systems
Share a short operational summary (KPIs, staffing notes, vendor updates)
Re-establish authority and expectations with the team
If hiring a new manager, the relief consultant can assist with onboarding and training, shortening the learning curve.
Key takeaways
Relief management is proactive continuity, not crisis control.
Documenting workflows before a leave protects both the clinic and staff.
Remote management is a viable option for most administrative duties.
A clear start, structure, and finish keep everyone aligned.
Further reading
This guide was prepared by Lalonde Strategies Inc., a North American management consulting firm specializing in operational stability and leadership support for healthcare, dental, and veterinary practices.
