Keystone Veterinarian Spring 2023

Comprehensive Specialty & Emergency Veterinary Care

Founded in 1972, VRC (Veterinary Referral Center) was one of advanced orthopedic surgery. Today, we offer a multidisciplinary team of specialists who are skilled at performing a range of sophisticated diagnostic, medical and surgical procedures.

Our comprehensive services include:

• 24/7 Emergency & Critical Care

• Advanced Diagnostics & Radiology

• Anesthesiology & Pain Management

• Cardiology

• Dentistry & Oral Surgery

• Internal Medicine

• Medical Oncology

• Neurosurgery

• Ophthalmology

• Physical Rehabilitation

• Radiation Oncology

• Specialized Surgery

To refer a client or consult with a specialist, please call 610-647-2950, email reception@vrcmalvern.com, or visit our website at vrcmalvern.com.

email reception@vrcmalvern.com, or visit our website at vrcmalvern.com.

Advanced Dentistry & Oral Surgery at VRC

Advanced Dentistry & Oral Surgery at VRC

VRC is proud to offer a full range of dental and oral surgery services and conditions treated include (but not limited to):

VRC is proud to offer a full range of dental and oral surgery services and conditions treated include (but not limited to):

• Oral malodor or inflammation

• Oral malodor or inflammation

• Neoplasia

• Neoplasia

• Fractured teeth

• Fractured teeth

• Orthodontics

• Orthodontics

Chia, VMD (Practice Limited to Dentistry & Oral Surgery)

Han Chia, VMD (Practice Limited to Dentistry & Oral Surgery)

• Jaw fracture repairs

• Jaw fracture repairs

• Oral defects

• Oral defects

• Periodontics

• Periodontics

• Restorations

• Restorations

The highest quality of care, for the best quality of life.

The highest quality of care, for the best quality of life.

OPEN 24/7, 365 DAYS A YEAR | 610-647-2950

OPEN 24/7, 365 DAYS A YEAR | 610-647-2950

340 Lancaster Ave | Malvern, PA 19355 | vrcmalvern.com

340 Lancaster Ave | Malvern, PA 19355 | vrcmalvern.com

Since we opened our doors in 2019, we have experienced consistent growth due to your confidence in us for the For that, we profoundly thank you

Our clients come from all walks of life and many from miles away. But what they all have in common is a beloved pet with oral cancer or significant dental and anesthetic needs. We are honored to help, and our consistent 5-star online reviews show our commitment to concierge-level

We’d like to introduce you to the VDS Chadds Ford clinical team, including our newest members: Dr Kelly Feuer, and Dr. Melanie Jarrett.

We welcome your call should you wish to consult about a challenging case, or, if you make a referral for care, please know we promise your clients and patients an

VDS is the only referral practice in the nation dedicated to advanced dentistry and oral surgery for pets where a full-time board-certified veterinary dentist and a board-certified veterinary anesthesiologist are on staff to ensure the safest and most comfortable experience… and the best possible outcome.

John Lewis, VMD DAVDC, FF-OMFS

Becca Feuer, VMD Dentistry Resident

Marissa Berman, DVM (Residency Trained in Dentistry)

Kelly Saverino, DVM DAVDC

Melanie Jarrett, DVM DACVAA

On the cover: River Valley Veterinary Hospital team members Sydney Dubac and Brooke Stanley,

Subscriptions:

The Keystone Veterinarian is mailed to PVMA Members at no charge as a member benefit. Subscriptions are available to non-members for $30/year or $10 for a single issue. Please contact Editor@PaVMA.org if you’re interested in receiving the Keystone Veterinarian magazine.

Notice to Readers:

Neither this publication, Hoffmann Publishing, nor PVMA assumes responsibility for material contained in articles and advertisements published, nor does publication necessarily constitute endorsement or approval of the advertiser, product, service or author viewpoint by the Keystone Veterinarian, its editors and publishers or the Pennsylvania Veterinary Medical Association. In addition, neither this publication nor PVMA guarantees the accuracy, reliability or completeness of any facts, views, opinions, recommendations, information or statements contained within this publication.

Reproduction in whole or in part is prohibited without the permission of the Pennsylvania Veterinary Medical Association.

The Pennsylvania Veterinary Medical Association is dedicated to ensuring the vitality of the veterinary profession by promoting excellence in veterinary medicine, advancing animal health and welfare, and protecting and enhancing human health.

8574 Paxton Street, Hummelstown, PA 17036 717.220.1437 | Info@PaVMA.org | PaVMA.org

EXECUTIVE COMMITTEE

President: Dawn Fiedorczyk, VMD

BOARD OF TRUSTEES

Western Region Trustee: Andrea Honigmann, DVM

North Central Region Co-Trustees: Jody Kull, DVM, & Andrea Carr, DVM

South Central Region Trustee: Gary Brummel, DVM

Metro Philadelphia Region Trustee: Marisa Brunetti, VMD

Equine Veterinarian At-Large: James Holt, VMD

Production Animal Veterinarian At-Large: Robert Cloninger, VMD

Academic Veterinarian At-Large: Alessandro Lamacchia, VMD

For Advertising Information & Opportunities Contact:

President-Elect: Thomas Munkittrick, MS, DVM

Vice President: Rhett Proctor, VMD

Secretary/Treasurer: William Croushore, DVM

Board Chair: Marisa Brunetti, VMD

AVMA Delegate: Tina Dougherty, VMD

Certified Veterinary Technician At-Large: Ashley Elliott, CVT

AVMA Alternate Delegate: Kate Boatright, VMD

Student At-Large: Roxy Ackerman

\ MAGAZINE STAFF

Editor: Kate Boatright, VMD

Editorial Assistant: Julie Myers

Design Assistant: Corinne Tolan

photo courtesy of Corinne Tolan

Message from the President

Dear PVMA Members,

Human resources are how people are directed and managed within an organization. The concept of Human Resources is accredited to John Henry Patterson of The National Cash Registrar Co. when, in 1900, he organized a department dedicated to human resource issues of the time. While most job sites are exponentially advanced compared to the industrial conditions that founded this concept, human resources continues to expand, bend and evolve to meet the needs of those it governs.

Workplace satisfaction, organization and overall well-being were concepts that have been stretched to the limit over the past few years with the pandemic. Challenges to workplace safety and changing priorities of workers resulted in Human Resources to continue mixing, matching, and adapting to meet everyone’s needs with the new normals in life. Those involved in Human Resources can likely attest that the pandemic brought some of the biggest challenges to our workforce within this generation.

This issue of The Keystone Veterinarian is dedicated to Human Resources and those who manage HR as we focus on the team. As veterinarians we are reminded daily that we are nothing without our teams. Whether you are a veterinarian, CVT, assistant, practice manager, office staff, animal trainer, lab technician, or any other member of a veterinary team—you are integral in the health and well-being for our larger communities.

While evaluating the team’s role in the community, evaluation of the PVMA’s role has also arisen. Recently, someone asked me, “Does the PVMA still exist?” I didn’t have an immediate answer as I thought that this person was kidding. However, after much consideration, I realized that it was a legitimate,

valid question. In this ever-changing world, people want consistency. They want security and comfort. Change is a hard concept to digest, especially when it is being forced upon you from all angles.

Yes, the PVMA still exists, and it will continue to exist. There are numerous individuals who are dedicated to its continuation and wellbeing. While the PVMA may not look or feel exactly the same, we are here. We are working on ways to become more financially fit. We are working on ways to better serve our members and constituents. We are working on ways to better fit our community’s needs. We are and will be working on strengthening our relationships with the University of Pennsylvania and veterinary technician/nursing programs to make sure that we are meeting student needs and expectations. We are evaluating the diversity and inclusion within our organization and working to find ways to assure that everyone is welcome and valued.

We have teamed with a practice management group to help lead our organization. Denise Ott of Atlas Management Inc. has been a welcome addition. Along with her team, she joins our dedicated PVMA employees in continuing PVMA operations. They are meticulously working at helping further organize and develop the management of our finances, conference planning, membership programs, and other day to day duties. Please extend a warm welcome to Denise and her team if you see them at an event!

We are working on a membership survey to make sure that we are meeting your needs within our profession. Please watch for emails for more information about this survey in the coming weeks. While surveys can take a few minutes to complete, please keep in mind that this data is invaluable as we plan for future programs, events, and work to overall serve our members.

Dawn Fiedorczyk, VMD President, Pennsylvania Veterinary Medical Association

Message from the President

continued from page 5

Currently our committees are being managed by temporary task forces. However, once we complete some revamping, we will be revitalizing our Scientific Committee, Legislative and Regulative Affairs Committee (LRAC), and the Veterinary Nursing Initiative Committee (VNI). We will also be reenacting the Election Committee soon to prepare for elections for the upcoming term of PVMA officers. The Diversity, Equity, and Inclusion Committee (DEI) will also need support. Please stay tuned as we will be reaching out to you, our members, for help with these committees. Your involvement is crucial to assure that many voices are heard and included in decisions and planning for the future of PVMA.

Dr. MJ McNamee along with our lobbyist, Patty Mackavage, have been key members of our LRAC endeavors for the state of Pennsylvania and our profession. Dr. McNamee’s retirement from the chair of this committee has left this key role open. If you are interested in joining and/or leading this vital committee, or any of the others, please reach out. PVMA is grateful for Dr. McNamee’s years of dedication to this essential component of our profession.

Our current shortages in veterinarians, support staff and crucially, rural area veterinarians, have resulted in much discussion regarding how to proceed. We need to prepare for the future and the plight of continued and worsening shortages. The voices and knowledge of our LRAC committee are needed to help navigate these unprecedented deficits within our community.

I am inviting you, our members, to join our endeavor to strengthen and help our profession. Invite your colleagues on our mission for the benefit of our veterinary and surrounding communities. Veterinary science and medicine has constant ever- changing needs and will continue to evolve well into the future. We are challenged to continue to unite to meet these needs. PVMA welcomes the whole team to take part and join in this journey. Please join and or volunteer today.

Atlas Management Resources Joins the PVMA Team

PVMA is excited to announce that it has contracted with Atlas Management Resources, a Pennsylvania-based association management company, to join its team of professional staff.

Atlas was founded by Denise Ott, CAE, who serves as PVMA’s new executive director. Atlas employs a full staff which contributes multiple talents and skills to PVMA. Denise’s expertise is in board development and logistics, event planning, committee management, financial management, and membership recruitment and retention. Before founding Atlas in 2013, she served as business manager for The Heuser Group.

The Atlas team offers expertise in membership management, communications and social media, conference and event management, education and certification, board and organization governance, and much more. The Atlas staff works with other associations across the United States and have been excited to get to know PVMA’s existing staff, volunteers, and members.

“Alone we can do so little, together we can do so much.”

~ Helen Keller ~

Gary Understands The Value of Trust

Since 1983, Gary Glassman has been earning the trust of veterinary practices nationwide by providing specialized financial and business consulting services that improve practice efficiency and facilitate success. Gary and his team provide specialized financial and business consulting services that allow you to take care of animals while they take care of business. With proven operational consulting, accounting, and bookkeeping services, you can trust that Burzenski & Company will guide your practice to achieve your goals.

A Better Way to Interview: Behavioral Interview Techniques that Actually Yield Results

By Jon Detweiler

Building a winning team begins before your employees ever start their first day in the practice. The interview process should identify candidates who best match your culture and mission. Focusing on behavioral interviewing can reveal far more about an applicant than traditional skills-based questioning. For example, we may have been inclined to ask a candidate, “What are some accomplishments or awards that you have won,” but to focus on their behavioral drivers, we could instead say “tell me about the proudest moment in your life.” This unlocks emotion rather than static, long-term memories. Making small changes to your recruitment and hiring process can significantly improve your chances of hiring your next superstar.

The interview process should provide the insight needed to make a well-informed hiring decision. Your process should focus on discovering a true cultural match for your company, and this begins with those conducting the interview. Panelists and interviewers should be well versed on the practice’s culture and understand the organization’s mission. Your best brand ambassadors could be your most effective interviewers. Consider building an interview panel with both management and non-managerial employees with strong communication skills and a solid understanding of the company ethos.

Engage the panelist in the activities that surround the process, including confirmation, staff preparation, and follow-up. Incorporating the interview panel builds additional trust with the candidate and serves to reduce anxiety during subsequent

interactions. Panelists should communicate with the practice team members (non-panelist) with whom they will be interacting during a facility tour or while conducting a working interview. Finally, circle back with the practice team members who interacted with the candidate; this closes the interview loop and provides the panelists with a final opportunity for clarification and understanding.

During the interview, place a focus on behavioral interview techniques that help distinguish the candidate’s core beliefs and attributes from canned interview responses. Questions should provide insight into their analytical thought processes, collaboration skills, and stress management or response to stressful situations. Always provide follow-up questions that probe deeper and validate their original response. Be intentional regarding the behaviors that you are trying to identify and build questions that draw those attributes out. Behavioral interviewing helps panelists understand the fundamental building blocks that ultimately drive the candidate’s performance.

Anxiety is unquestionably the greatest obstacle to transparency. Therefore, be proactive about reducing stress for the candidate. A relaxed interviewee will be able to provide a clearer picture into their thoughts and decision-making. A simple technique for reducing interview anxiety is conversational questioning, where panelists engage in an unassuming conversation with the candidate that builds trust and effectively reduces anxiety.

Tell me about the proudest moment in your life.

Tell me about the worst decision you’ve ever made.

Tell me about a time where someone asked you to do something you didn’t agree with.

Tell me about a time that you worked as part of a team.

Tell be about a time where you had a difficult interaction with a client.

Tell me about a time that you worked under heavy stress and a tight timeline.

Tell me about a time when you were able to convince someone to follow you.

Tell me about a time when you felt as though your efforts were overlooked or marginalized.

Tell me about a time when you took initiative, without being asked, to fix/ improve a situation.

How did others contribute to this moment? How did you celebrate this accomplishment?

What did you learn?

How did that change you?

How did you rationalize your decision?

What impact did your decision have on the situation?

What part of this event did you find most challenging?

What part did you find most rewarding?

What type of service recovery did you provide after the event?

How did your supervisor respond to your actions?

How did your actions impact you personally?

What was the most important takeaway from that event?

What techniques did you find most effective?

How did this event change your actions with future events?

What could you have done differently to prevent it?

How did you respond to those who were responsible?

What steps did you take to solidify your improvement?

How did you address your actions with your supervisor?

For a position that requires real-time responses to difficult or intense situations, you might say, “I’m really sorry, but what would you say if I told you that this interview wasn’t going very well?” This is not appropriate for every candidate and every role and should only be utilized for strong candidates who are, in fact, interviewing extremely well. Contrary to anxiety reduction, this statement is designed to create an immediate stress response that gives insight into critical troubleshooting, situational awareness, personal improvement, and stress response. Resist the temptation to comment further, allow them to think, and let there be uncomfortable silence. After their response, put their anxiety to ease and explain why you asked the question, reassure them of their strong performance, and then take note as to how they responded when learning of your “ruse.” In behavioral interviewing, the words a candidate uses are equally as important as the emotion shown.

The most important step to building a dream team with your practice starts before an employment offer is ever made.

Pride

Humility Value

Personal Improvement

Self-Actualization

Integrity

Honesty

Value

Teamwork

Interpersonal

Interaction

Customer Service

Communication

Time Management

Stress Response

Negotiation

Communication

Coping

Self-Actualization

Initiative

Motivation

Effectively utilizing your own brand ambassadors to interview candidates can be a win-win for all parties involved. Gain the insight and depth you need by focusing on behavioral interviewing techniques to provide an accurate picture of the person you are considering as your next employee.

About the Author: Jon Detweiler is a seasoned veterinary hospital administrator and leadership consultant in southeastern Pennsylvania. He is a dynamic speaker who presents at national events and has authored a variety of management-oriented articles for veterinary journals and publications. Jon has focused on process building/ efficiency, leadership development, and employee performance across several industries including veterinary, public safety, emergency preparedness and mass event management. His undergraduate degree is in Emergency Management from Hahnemann University, and he has completed executive certificate work through Cornell University with a focus on Change Management. He is a proud “Terv” dad and he enjoys cooking, hunting and traveling with his wife. He can be reached at jdetweiler@vbb.vet

Making the Case for One-on-Ones

By Melissa Stedman, CVPM

Can you remember a time where you had an annual performance review scheduled and how that made you feel? Were you anxious or maybe you expected completely different feedback than what you received? Did you feel like your concerns were heard during that meeting? Did you trust your manager at the time?

Reviews can cause many negative feelings in employees. Maybe they received negative feedback and had no idea they were doing something wrong. Maybe they don’t even remember offending another staff member earlier in the year or the mistake you are bringing up. They also could have been expecting a raise and then were disappointed when they did not receive one. There are so many scenarios that can be avoided by changing the way you hold these meetings and considering getting rid of them all together.

Quarterly one-on-one meetings with employees have been so effective for building positive relationships at my practice. I no longer hold typical annual reviews and our culture has really been reaping the benefits. Every quarter, the practice owner and I meet with every employee individually for 15-20 minutes. I have different themes and questions for each meeting designed to get employees comfortable with giving and receiving feedback. If there are any issues or mistakes to be addressed, that is done separately at the time they occur.

To quote Tara, one of our technicians: “I prefer the one-on-one meets because it reduces my anxiety and gives me room to grow as the year goes on. It helps me to have check-ins to make sure I’m on the right track as opposed to getting a year end round up of where I fell short. It also helps me get accustomed to sharing information with management and gives me the privacy to do so without feeling like I’m always popping in with an issue. Overall seems to be better with team health versus an annual review.”

Changing your policies and procedures is always a big task. I know how daunting that can be. Being uncomfortable as a leader is how we all grow in our own skills. When you put your relationship first with your employees and run an organization based on trust rather than fear, everything else will fall into place. I’d highly recommend taking a hard look at how effective your reviews have been in the past and maybe consider something more modern in 2023! Feel free to reach out to me at any time if I can help you set this up or discuss it in more detail. You can reach me via email at mstedman@ brandywinevalleyvet.com.

About the Author: Melissa Stedman is the Practice Manager for Brandywine Valley Veterinary Hospital in Coatesville, PA. She has worked almost every position in the veterinary hospital and earned her CVPM designation in January of 2020.

Melissa speaks about veterinary culture to anyone that will listen and has been a guest on multiple veterinary podcasts.

Antibiotic Label Changes: Are veterinary clinics and clients prepared?

By Hayley Springer, MS, DVM, PhD

Judicious use of antibiotics is crucial to antibiotic stewardship. The Food and Drug Administration (FDA) recognizes that veterinarians are key to guiding responsible antibiotic use and has taken steps to increase veterinary oversight of medically important antibiotic use in animal health. The term medically important (MI) refers to antibiotics belonging to classes that are important in human medicine. This accounts for nearly all antibiotics used in veterinary medicine, except ionophores. In 2017, FDA implemented the first of these changes by bringing medically important antibiotics administered in animal feed under veterinary oversight through the implementation of veterinary feed directive (VFD) rules. The second change, which will come into effect later this year, will shift all remaining OTC MI antibiotics, regardless of route of administration, to prescription status. The affected products are labeled for many species, including beef and dairy cattle, swine, sheep, poultry, horses, dogs, and cats, so it could impact any veterinary practice, though farm animal practices will certainly see a bigger change.

Complicating this change is the fact that exact timing on when the change will hit store shelves is unclear. FDA has requested that manufacturers begin shipping the newly labeled product by June 11 of this year but has also agreed to honor labeling on any OTC products that enter distribution channels prior to the deadline, allowing them to be sold and used through the expiration date. Some manufacturers shipped the last of their OTC-labeled product early in the year, which may run out before June, while other products may remain on shelves beyond June. With the uncertainty on timing, it is important to assure veterinary clinics and clients are prepared for this change now.

As OTC antibiotics become unavailable at retail stores, clinics may see an uptick in calls about establishing a veterinarianclient-patient relationship (VCPR) or whether a current client’s VCPR is still valid. This is an excellent opportunity to review what the clinic or an individual veterinarian require to establish and maintain a valid VCPR. Assuring that all office staff understand these requirements and can clearly convey them to current or prospective clients will aid in a smooth transition. Educating office staff on what products will and will not be affected by the changes will also be helpful, as many clients are uncertain as to which products will remain OTC and which will require a

prescription. The FDA website has a full list of products affected by the upcoming antibiotic label changes.

For both new and established clients, this is a good time to discuss antibiotic use and review or develop treatment protocols. This allows the VCPR veterinarian to understand current antibiotic use practices and to determine whether they are comfortable providing prescriptions for currently used OTC products or if a protocol change is warranted. The ultimate decision on which antibiotic products to prescribe will fall to the veterinarian, presenting an opportunity to improve antibiotic stewardship. In some cases, current prescription products may be the better choice because they may provide the advantage of a shorter treatment interval, improved compliance, or a lower re-treatment rate. However, it is important to recognize that the antibiotics that are currently OTC are largely earlier-generation antibiotics, that, given similar treatment outcomes, may be the preferred choice from a stewardship standpoint.

These antibiotic use conversations with clients are important, not only from medical and stewardship standpoints, but also for business reasons. As current OTC antibiotics shift to prescription status, they will need to be purchased from veterinary clinics or through pharmacies. Understanding what products clients are currently purchasing OTC and which of these will be prescribed by veterinarians will allow clinics to adjust medication purchasing to assure availability for clients.

The upcoming antibiotic label changes will hardly be noticed by some clients and will be a major change for others. Good preparation by veterinarians and veterinary clinics can help smooth the transition of OTC antibiotics to prescription status for both the clinic and clients. This is a good time to focus on the details of establishing and maintaining a VCPR, treatment protocols, and assuring all members of the clinic are comfortable talking with clients about the upcoming changes.

About the Author: Dr. Hayley Springer began her academic career after time in both mixed and dairy-only veterinary practice. Her ongoing clinical work primarily revolves around calf health and management of infectious diseases in cattle. She is also involved in both livestock-related and vector-borne-disease extension work, as well as teaching in livestock production, veterinary science, and One Health courses. Her research interests are in pre-harvest food safety with a focus on managing antimicrobial resistance on dairy and veal farms.

Review of the 2023

Senior Pet Care Guidelines Through the Lens of Behavior

By Sally J. Foote DVM, CABC-IAABC, LSHC-S, FFE

The American Animal Hospital Association (AAHA) has recently published the senior pet care guidelines.1 This guide provides an integrative approach to care relevant to client and patient needs. The guidelines are long with many sections and charts for diagnostic testing, chronic disease management, and Cognitive Dysfunction syndrome. Additional guidance for customer service and public relations for the veterinary practice is also included. Reading these guidelines, I needed to find a way to bring all this information together under a point of view that made sense to me. Behavior is the unifier for creating a senior care experience, bringing all aspects of the guidelines together.

Behavior changes are often the first sign of a health change. House soiling, increased whining or meowing may be due to Cognitive Dysfunction, thyroid disease, liver or kidney insufficiency, or pain. As veterinary professionals, we need to draw out these clues from our clients and watch for them in our patients. Below is a breakdown of the AAHA guidelines with an eye for behavior.

Be Integrative with Your Examination

Senior care blends medical intervention, behavior management, environmental modification, and considerations of comorbidities. Considering changes in anxiety, aggression, or compulsive behavior due to brain aging or physical changes is not always easy. Few veterinarians have been taught how rising behavior problems relate to an aging pet’s physical health. Ask your clients to bring a video of their older pet going outside to eliminate, and another of them playing, resting, or getting attention. This will allow you to see the home, observe how the pet moves and interacts, and have a more complete assessment of behavior and health. A 30-second video of each scenario is plenty. It saves you time and gives you an initial point to compare progress over time.

Screen for Behavior Problems

Ask open ended, lighthearted questions. Avoid the words aggressive or anxious. These words sound negative, and most pet parents will say “no,” although the pet may be showing these changes. A better question is “Is your pet doing anything

that drives you a little crazy?” This is when clients are more likely to say, “He is being spiteful by urinating near the door when I get home.” Listen for the behavior, not the interpretation. Inappropriate elimination could be a sign of diabetes, renal insufficiency, cognitive dysfunction, separation anxiety, and more. Often pain and/or inflammation trigger anxiety and aggression. Blend behavior advice with your medical management. Use the handout links provided in the sidebar to help you and your client.

In my thirty-five plus years of practice experience, two cases stand out in my mind as a reminder to always keep an eye on behavior. The first case was a nine-year-old German Shepherd who was now growling at the children. The second case, a twelve-year-old indoor/outdoor cat who urinated daily on the bathmat. Neither client thought there was much of a problem. The dog never bit the children. The bathmat was easy to wash daily.

I asked that “What drives you crazy?” question and listened for the behavior, not the interpretation. The urinalysis results for the cat showed 4+ glucose . The blood glucose was over five hundred – an uncomplicated, early diabetic cat. In the dog, the upper fourth premolar was inflamed, and at the dental, a slab fracture was discovered. After extraction, all growling disappeared. In both cases, I advised for managing the behavior in addition to the underlying health concern, in the event of any relapse.

But If I did not integrate my evaluation of both body and behavior health the problems would have become serious over time. The behavior problems would have also become serious, breaking the bond and becoming a risk themselves for euthanasia or declining treatment.

Home Environment Management

Almost everyone has a smart phone or tablet in their home or a friend with one. A 30-second video, shared through the device via email contact to your clinic iCloud, is enough to view the primary home areas for pet health. Ask to see the dog or cat walking through the home, dogs eliminating outside, or the cat to the litter box inside and outside areas. Now you can see

the flooring, obstacles to navigate for potty areas, and more. The technicians can easily make suggestions and share resources for home changes to manage behavior and health. One video can save you twenty minutes of appointment time and give you a more accurate assessment of the pet’s condition. I suggest putting a permission statement on your client info forms, signed with the words: “These shared videos will remain the property of the client, with permission to view only by the veterinary team for the purpose of health and behavior assessment and will not be shared without client consent.” This provides privacy and ensures client and patient confidentiality.

Senior pets can live long lives if we keep our eyes open to the clues that behavior holds for health. Stay relevant to the client’s point of view with a bit of humor and empathy as you gather history, watch home videos, and take the extra time for appointments.

Take Care and keep it Low-Stress!

Sally J. Foote DVM, CABC-IAABC, LSHC-S, FFE copywrite 2023

https://www.drsallyjfoote.com/ contact: dr.sally@mchsi.com

About the Author: Dr. Foote is an international speaker and expert in LowStress care. Certified in Fear Free, Low Stress Handling and the International Association of Animal Behavior Consultants, Dr. Foote creates online and in-person education and staff training for veterinary teams to be safe as they provide a less stressful care experience. Find out more at her website https://www.drsallyjfoote.com/.

Provide Resources for Client and Staff Support

Create a document with hyperlinks to the webpages of veterinary associations that provide handouts, infographics, or YouTube demonstration videos. This ensures you know what information the client is receiving and avoids the misinformation clients obtain from “Dr. Google.” I have curated a list to help you get started:

• American Association of Feline Practitioners: There is a section with videos showing the Cat Friendly Practice experience, brochures, and an infographics tab.

https://catvets.com/

• The Grey Muzzle Organization: a not for profit organization focused on senior pet wellness, welfare, and quality of life with many veterinarians on the board for oversight. The resources tab is full of articles on enrichment, wellness, nutrition, and end of life care.

https://www.greymuzzle.org/

• The Indoor Pet Initiative (formerly Indoor Cat Initiative): Established and managed by The Ohio State University College of Veterinary medicine, this website provides multiple articles, handouts and other resources for home enrichment, behavior management and prevention of health problems by meeting the behavioral and health needs of day-to-day life in a home. (Feline section: https://indoorpet.osu.edu/cats; Canine section: https://indoorpet.osu.edu/dogs)

Resources and References

1. AAHA Senior Care Guidelines AAHA Senior Care Guidelines for Dogs and Cats FAQs

2. Quality of Life Scale and Family Concerns Handout https://www.lapoflove.com/how-will-i-know-it-is-time/ lap-of-love-quality-of-life-scale.pdf

3. Pain Scale Infographics from Colorado State University CVM https:// vetmedbiosci.colostate.edu/vth/services/anesthesia/animal-pain-scales/

4. Management of Dogs and Cats with Cognitive Dysfunction https:// todaysveterinarypractice.com/neurology/management-of-dogs-and-catswith-cognitive-dysfunction/

5. Nutrition for aging dogs and cats and the importance of body condition https://pubmed.ncbi.nlm.nih.gov/15833567/

6. Successful and Unsuccessful Brain Aging in Pets: Pathophysiological Mechanisms behind Clinical Signs and Potential Benefits from Palmitoylethanolamide Nutritional Intervention https://www.ncbi.nlm.nih. gov/pmc/articles/PMC8470385/

7. Cognitive Dysfunction – Feline https://www.vet.cornell.edu/departmentscenters-and-institutes/cornell-feline-health-center/health-information/ feline-health-topics/cognitive-dysfunction

• American Veterinary Society of Animal Behavior: This website includes blog articles, a directory for veterinary behavior consultants (some who offer telehealth consultations), and a position statement for Low-Stress Veterinary Care that are available to all. Any DVM can become a member. https://avsab.org/. The Society of Veterinary Behavior Technicians is open to all technicians, nurses, and veterinary assistants: https://svbt.org/

Additional resources include the veterinary dental, pain management, and hospice care association websites.

• My website (https://www.drsallyjfoote.com/) has many handouts, articles, and videos pulling these resources together for you to use as well. Two downloadable handouts on senior pet behavior are available for you to use on your website and social media pages.

• Top 10 Canine Behavior Problems and what to do: https://www.drsallyjfoote.com/wp-content/ uploads/2023/01/Top-10-Senior-Dog-Behavior-problemsand-what-to-do.pdf

• Top 10 Feline Behavior Problems and What to do https://www.drsallyjfoote.com/wp-content/ uploads/2023/01/Top-10-signs-of-Senior-Cat-Behaviorproblems.pdf

CYBERSECURITY

By Michael Drawbaugh

In this day and age, security must be paramount, or you will end up being sorry. This article addresses several key elements in ensuring you and your team offer a modern and safe business in which your data and information about your valued clientele are secure and safeguarded with the utmost care.

What exactly is Cybersecurity?

Cybersecurity is the practice of protecting critical systems and sensitive information from digital attacks. It is more commonly known as information technology (IT) security. Cybersecurity measures are designed to combat threats against networked systems and applications, whether those threats originate from inside or outside of an organization.

In short, it is the age-old process of protecting a company’s assets—now digital—to ensure that you can mitigate risk and protect yourself from any significant event or disaster including modern cyberattacks such as phishing and ransomware.

Why is this important to my clinic?

Everyone plays a role in cybersecurity, especially you. As a human resource to the organization, you are a key element

in the overall success and failure of the business, including the protection of data. Cybersecurity has been, and will continue to be, a critical issue. As technology becomes more complex, more advanced, and more user-friendly, it becomes more vulnerable. We can blame that on a few factors, but one such factor is the human element. Humans are the weakest link in any structure, and that is no secret.

Four Reasons Why Humans Are the Weakest Link

There are four primary reasons why humans are the weakest link in the security chain:

1. Humans are trusting by nature and want to believe the best in people. We are more likely to fall for scams and social engineering attacks. Scammers and attackers know this, and they exploit our trust to get what they want.

2. We are creatures of habit and often do not like to change our routines. This makes it easy for attackers to target known weak points. For example, an attacker may know that you always check your email first thing in the morning. They could send you a phishing email at that time, counting

on you to click on a link or attachment before you have had a chance to think about it.

3. We are often too busy to pay attention to detail, leading to us making mistakes that hackers can manipulate.

4. We can be emotional creatures, which clouds our judgment and makes us more vulnerable to social engineering attacks. We may let our guard down when we’re emotionally invested in something, which makes us susceptible to scams and other fraudulent activity.

No matter how strong your technical defenses—such as firewalls and other intrusion detection type systems—are, they can always be circumvented by a determined attacker if he or she can find a way to trick or coerce a member of your staff into giving them access.

Humans are fallible and make mistakes. Mistakes in cybersecurity can have disastrous consequences, as we have seen with high-profile data breaches in recent years.

Humans are also the easiest target for cybercriminals. We can be socially engineered into clicking on malicious

links or opening attachments that contain malware commonly referred to as phishing. Once our systems are infected, detecting and removing destructive software can be challenging. This is the primary reason for having a highly reputable end point security solution commonly referred to as Anti-Virus and Anti-Malware running on all your devices.

How best to protect your data

First, you should get the best of breed security services you can afford. But at the end of the day, the only true way of protecting your data is through BACKUP. Backup your data regularly. Daily! Enough said.

If you backup to a flash drive or other physical hard drive, please disconnect that drive from your computer after the backup. Store it in a secure location. If you leave your backup on a hard drive that stays connected to your computer, that hard drive will be compromised if your computer is compromised, which makes the backup irrelevant at that point.

Now flash drives are a great short-term solution, but be aware that they are prone to damage and failure. This is not the best way to protect your data, although something is better than nothing.

Store the flash drive in a different location than the computer, keeping in mind that in the event of a disaster, you want your backup and computer in two completely different locations so that one of them will likely be accessible. Backup your files to a secure cloud location that is a trusted source and meets most (if not all) industry certifications.

Use business grade services such as Microsoft 365 applications and cloud storage, as these solutions encrypt data both in transit and at rest. Encrypting data means that the data is converted into a cipher or code that prevents its unauthorized access. Encrypting data in

transit means that the data is encrypted as it is being sent from one location to another, including the uploading of the file to the cloud. Encrypting data at rest means that data is securely encrypted while it is not being actively used.

Backing up your data regularly is the only way to ensure that you do not lose valuable data due to a ransomware attack, and it keeps the institute from having to pay the ransom in an attempt to get the data back.

What about passwords?

The old notion is to frequently change your password to help suppress the window of opportunity in which criminals could break into your environment. However, as described above, this actually makes it easier to crack passwords because humans (aka “weak links”) started using patterns, such as adding 1, 2 and 3 at the end of the password each time it was required to change. Studies have shown this makes passwords easier to hack.

A new method has come about and is being led by many premier industry vendors including Microsoft. That is, passwords don’t have to change so long as they are extremely complex and hard to hack using so called Dictionary Attacks and other computer-aided attacks. Using a Passphrase or combination of words to form a 14 – 18 character “password” is becoming the new norm. Passwords such as BackingPackers#254 are becoming very common place, and frankly just as easy to remember. They are also extremely difficult to crack using even the most advanced hacking tools.

In addition, many devices are now also offering alternative authentication systems including PINs and biometrics, something that is specific to that device and that device only.

But the ultimate form of account protection is to implement Multi-Factor

Authentication or MFA (sometimes also referred to as 2 Factor Authentication or 2FA). MFA is the act of protecting sign-ins with a username and password through a 3rd form of authentication. This is usually a notification on a smart device, a code sent via text (SMS) message, or sometimes even automated phone calls depending upon the select MFA service and services available to the end user. With MFA enabled, even with your password, hackers can get no further without authorizing access into the account. This is a highly secure practice, one that is becoming mandatory on most platforms including Microsoft 365.

One Final Thought

Do not be stingy! Free can be very tempting, but “buyer beware.” When dealing with cybersecurity, this needs to be reviewed and approached from the perspective that you are investing in your business. It is all too easy to use the free solution that Cousin Bob told you about at the last family picnic. Nonsense! Work with a reputable, seasoned IT professional or firm that can help guide you through the overall process of safeguarding your business and treat it with the attention it deserves. Further, each scenario can dictate different solutions, so there is no single solution that fits every business’s needs.

About the Author: Michael A. Drawbaugh is the owner and senior level consultant for MAD Technology Solutions, LLC, a full-service IT consultancy working in the greater Harrisburg/ Hershey metro area and beyond. Several key services are providing seasoned, senior level IT resources to small business owners and small business managers to ensure they are effectively using technology to meet their own business goals and objectives. They are also a Microsoft Cloud Solution Provider focusing on the Microsoft 365 platform. Michael is a Microsoft Certified Professional and Small Business Specialist.

Management of Feline Gingivostomatitis

By Han Chia, VMD

Feline stomatitis or feline chronic gingivostomatitis (FCGS) is a chronic painful disease due to an atypical immune response toward the bacteria in the oral cavity. The most common presenting complaint is oral pain. Clinical signs include, but are not limited to, halitosis, ptyalism, prehension difficulties, pawing at the muzzle, hissing/growling at food, inappetance/anorexia, and hemorrhagic salivation. Common physical examination findings are ulcerative or proliferative inflammation at the caudal mucosa. Fortunately, only 0.7% to 12.0% of feline patients suffer from this disease; however, limited treatment options and various response rates cause headaches for veterinarians.1

herpesvirus-1, feline immunodeficiency virus, feline leukemia virus, and various bacteria and non-infectious factors have been implicated as contributors to FCGS.2-4 Recently, a multi-factorial etiology has been proposed, which increases the complexity of this frustrating disease.

Typically, FCGS is diagnosed based on the clinical appearance of the lesion. Both gingivitis and mucositis are typically present. It is important to note that gingivitis alone is not FCGS. Differential diagnoses for ulcers in the oral cavity include juvenile periodontitis, oral squamous cell carcinoma, uremic ulcer, eosinophilic ulcer, and autoimmune diseases. Oral biopsy is indicated if the lesion is not consistent with the typical location of FCGS, and/or it is unilateral.

Unfortunately, there is no known prevention for this disease as the exact etiology remains unknown and is likely multi-factorial. The treatment options are typically divided into surgical and medical management.

Surgical Management

Medical Management

Medical management should only be considered after the patient fails to respond to surgical management. Medical therapies focus on immunosuppression or immunomodulation and may become life-long. The typical treatments are corticosteroids and cyclosporine. Corticosteroids are used for short-term control of inflammation due to concerns for adverse effects from long-term use. Cyclosporine is the most common medication for treating refractory FCGS. The recommended initial dose is 2.5mg/ kg PO q12h to reach a therapeutic blood level greater than 300ng/ml.6 This medication is costly and requires intensive monitoring of complete blood counts and renal values, but most feline patients tolerate it well long-term.

The etiopathogenesis of FCGS has been investigated extensively, but the causation has yet to be determined. Many infectious pathogens such as feline calicivirus, feline

Surgical management should be the clinician’s first line treatment, and it typically involves either full mouth or partial mouth extractions. Researchers hypothesized that through removing surfaces [teeth] in the mouth that retain bacteria, the total bacterial load within the oral cavity decreases. Studies revealed 60-80% of cats showed resolution or substantial improvement of clinical signs or oral inflammation after extraction and did not require further medical management. About 20-30% of patients showed minimal response and required continue medical management after extraction, and about 5% of patients had no response.1,5 It can take weeks to determine whether a positive response is seen. If the clinical signs fail to resolve after surgical management, medical management is recommended.

Interferon and stem cell therapy have also been proposed for medical treatment for refractory stomatitis.7-9 However, Feline recombinant interferon omega is available in the United States only through the Food and Drug Administration Compassionate Use Program and is imported on an individual basis. Stem cell therapy is still undergoing research.

In addition, CO2 laser therapy has shown promising positive outcomes for refractory stomatitis cats. The goals of CO2 laser treatment are removing proliferative tissue, reduction of bacterial load, and inducing fibrosis of inflammatory tissue.10 Multiple treatments are typically required for patients to show significant improvement. This treatment should be used as an adjunctive treatment and not a sole treatment.

Goals of Treatment

Overall, FCGS is a very challenging disease. Early diagnosis and aggressive surgical treatment have the highest potential to

achieve remission. Medical management strategies are options for refractory stomatitis but are limited. Maintaining good quality of life is the most important objective when considering the treatment options. Unfortunately, there is a small portion of the feline population that will not respond to medical or surgical treatments. Humane euthanasia should be considered if the patient is exhibiting significant levels of uncontrollable pain and displays evidence of poor quality of life.

References:

1. Winer JN, Arzi B, Verstraete FJM. Therapeutic Management of Feline Chronic Gingivostomatitis: A Systematic Review of the Literature. Frontiers in veterinary science. 2016;3:54-54.

2. Berger A, Willi B, Meli ML, et al. Feline calicivirus and other respiratory pathogens in cats with Feline calicivirus-related symptoms and in clinically healthy cats in Switzerland. BMC veterinary research. 2015;11:282-282.

3. Druet I, Hennet P. Relationship between Feline calicivirus Load, Oral Lesions, and Outcome in Feline Chronic Gingivostomatitis

(Caudal Stomatitis): Retrospective Study in 104 Cats. Frontiers in veterinary science. 2017;4:209-209.Niemiec BA. Unusual forms of periodontal disease. In: West Sussex, UK: John Wiley & Sons, Inc; 2012:91-104.

4. Fernandez M, Manzanilla EG, Lloret A, León M, Thibault J. Prevalence of feline herpesvirus-1, feline calicivirus, Chlamydophila felis and Mycoplasma felis DNA and associated risk factors in cats in Spain with upper respiratory tract disease, conjunctivitis and/or gingivostomatitis. Journal of feline medicine and surgery. 2017;19:461-469.

5. Jennings, M. W., Lewis, J. R., Soltero-Rivera, M. M., Brown, D. C., & Reiter, A. M. (2015). Effect of tooth extraction on stomatitis in cats: 95 cases (2000–2013), Journal of the American Veterinary Medical Association, 246(6), 654-660.

6. Lewis JR, Tsugawa AJ, Reiter AM. Use of CO2 Laser as an Adjunctive Treatment for Caudal Stomatitis in a Cat. Journal of Veterinary Dentistry. 2007;24(4):240-249.

7. Arzi B, Mills-Ko E, Verstraete FJM, et al. Therapeutic Efficacy of Fresh, Autologous Mesenchymal Stem Cells for Severe Refractory Gingivostomatitis in Cats. Stem cells translational medicine. 2016;5:75-86.

8. Hennet PR, Camy GAL, McGahie DM, Albouy MV. Comparative efficacy of a recombinant feline interferon omega in refractory cases of calicivirus-positive cats with caudal stomatitis: a randomised, multi-centre, controlled, double-blind study in 39 cats. Journal of feline medicine and surgery. 2011;13:577-587.

9. Hung Y, Yang Y, Wang H, et al. Bovine lactoferrin and piroxicam as an adjunct treatment for lymphocytic-plasmacytic gingivitis stomatitis in cats. The veterinary journal (1997). 2014;202:76-82.

10.Lewis JR, Tsugawa AJ, Reiter AM. Use of CO2 Laser as an Adjunctive Treatment for Caudal Stomatitis in a Cat. Journal of Veterinary Dentistry. 2007;24(4):240-249.

About the Author: Dr. Chia attended the University of Pennsylvania where she earned her Doctor of Veterinary Medicine degree. She completed a rotating internship at Carolina Veterinary Specialists in Charlotte, North Carolina and a dentistry residency at the Center for Veterinary Dentistry and Oral Surgery. Dr. Chia is passionate about all areas of veterinary dentistry and especially interested in periodontal disease, oral masses, stomatitis, and dental education.

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· Opportunity to create and live the lifestyle you desire

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· Finances flowing to pay off student debt more quickly

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· Unlimited income potential versus a limited salary

David McCormick, MS, CVA 888.881.7084 • midatlantic@simmonsinc.com• www.simmonsinc.com

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The Confidentiality Agreement link is on the bottom of the home page. You can also register for the SimmonsÊPracticeÊWatch when we have a new listing, a notice is sent to the Practice Watch list first.

LVT, VTS (ECC)

&Tick Wet Lab 2023 Spring Clinic & Tick Wet Lab Sessions

Antibiotic Stewardship

- Hayley Springer, MS, DVM, PhD

Antibiotic Label Changes

Antibiotic Stewardship in the Young Calf Practical Application of Antibiotic Stewardship in Animal Agriculture

Behavior

Not a Bad Cat; A Good Cat Having a Bad Day

- Alison Gottlieb, BS, CVT, VTS (ECC)

Recognizing Signs of Anxiety In Your Clinic

- Edward Koronowski, DVM

Stages of Canine & Feline Behavioral Development, Part 1: The Neonatal & Socialization Periods

- Nancy A. Dreschel, DVM, PhD

Stages of Canine & Feline Behavioral Development, Part 2: The Juvenile &

Adolescent Periods

- Nancy A. Dreschel, DVM, PhD

Service Dogs and Their Partners

- Nancy A. Dreschel, DVM, PhD

Bovine/Ruminant

- Joe Lozier, DVM, MS, DACVS-LA

Management of Septic Arthritis in Calves Bloat and Vagal Indigestion

Management of Ruminant Limb Fractures in the Field

Certified Veterinary Practice Manager [CVPM credit approved]

Managing During the Great Resignation

- Stacey Wheeler

Taking the Headache out of HR

- Stacey Wheeler

Take the Cuss Out of Customer Service

- Stacey Wheeler

Rumor Has It

- Heidi Rizkalla, CVPM, BA

When to Give an F

- Heidi Rizkalla, CVPM, BA

Open Your H.E.A.R.T.

- Heidi Rizkalla, CVPM, BA

Business and Employment Law

- Omar Lopez, Esq.

Communication Skills

- Omar Lopez, Esq.

Diversity, Inclusion and Gender Balance

- Omar Lopez, Esq.

Employment Contracts

- Omar Lopez, Esq.

The Art of Negotiation

- Omar Lopez, Esq.

Alison Gottlieb, BS, CVT, VTS (ECC) Elite FFCP

Holly Brown, DVM, PhD, DACVP

Edward Koronowski, DVM

Edward Kornreich, DVM

Nancy Dreschel, DVM, PhD Marlaina Hrosch, LVT, RVT, VTS (ECC)

Emily Struckhoff, MS, DVM, PhD

Heidi Rizkalla, CVPM, BA

Hayley Springer, MS, DVM, PhD

Omar Lopez, Esq.

Ed MacKillop, DVM, DACVIM

W. Burton Staniar, BA, MS, PhD

Mary Passmore, LVMT, VTS (LAIM), MSSW

Han Chia, VMD

Sherrie Clark, DVM, MS, PhD, DVM, DACT

Joe Lozier, DVM, MS, DACVS-LA

Morgan Agnew, VMD, DACT

Stacey Wheeler

For complete details about our speakers and sessions visit springclinic.pavma.org.

Dentistry

- Han Chia, VMD

Feline Chronic Gingivostomatitis

Periodontal Disease Part 1: Smell the Trouble / Part 2: Treatment Options

Malocclusion – What To Do When Teeth Don’t Line Up

Dental Emergency – “To Wait or Not To Wait”

Dermatology

- Edward Koronowski, DVM

Topical Dermatology Approaching

The Skin From The Outside

Emergency and Critical Care

It’s Never Just a Blocked Cat

- Alison Gottlieb, BS, CVT, VTS (ECC) Elite FFCP

Acute Pain: That Looks Like It Hurts

- Alison Gottlieb, BS, CVT, VTS (ECC) Elite FFCP

Approach to the Acute Abdomen

- John Anastasio, DVM, DACVECC

Diagnosis & Management of Bacterial

Pneumonia in Dogs

- John Anastasio, DVM, DACVECC

Fluid Therapy in the ER

- John Anastasio, DVM, DACVECC

10 Common Toxins Seen in Vet Med!

- Stephanie LeNoir, LVT, VTS (ECC)

The Basics of SHOCK

- Stephanie LeNoir, LVT, VTS (ECC)

The GDV Patient

- Stephanie LeNoir, LVT, VTS (ECC)

Equine Nutrition

- W. Burton Staniar, BA, MS, PhD

Nutritional Management of Equine Gastric Ulcers

Dietary Management of Insulin Resistance and Equine Metabolic Syndrome

Counting Calories for the Pasture Pet or Performance Horse

Internal Medicine

- Edward Koronowski, DVM

Updates in Mitral Valve Disease in Dogs

Updates in Pancreatitis

Neurology

- Edward MacKillop, DVM, DACVIM

Cooking Without a Recipe: Managing Complicated Epileptic Patients

Mistakes Were Made: A Guide to Cranial and Intracranial Malformations

All It Takes is a Blood Sample: The Genetic Diagnosis of Neurologic and Neuromuscular Diseases

You’re Making Me Dizzy: Diagnosis and Management of Vestibular Disease

Baby Got Back! Acute Thoracolumbar Intervertebral Disk Disease in Dogs

Neurologic “Pokémon”: Diseases to Keep an Eye Out For

Pathology

- Holly Brown, DVM, PhD, DACVP

Laboratory Diagnosis of Immune-Mediate Hemolytic Anemia (IMHA)

Recognizing and Trending Inflammation Through Laboratory Data

Proper Interpretation of Reported Thrombocytopenia

Professional Development

- Omar Lopez, Esq. [CVPM credit approved]

Business and Employment Law

Communication Skills

Diversity, Inclusion and Gender Balance

Employment Contracts

The Art of Negotiation

Reproduction

- Morgan Agnew, VMD, DACT

Effective Progesterone Timing for Breeding Management & How to Discuss Breeding with New Clients

How to Plan a C-section For an Unplanned Breeding

How to Manage Complicated Reproductive Cases as a General Practitioner

Swine/Camelids

Common Conditions in Small Domestic Swine Operations

- Sherrie Clark, DVM, MS, PhD, DVM, DACT

Health Care and Disorders of Miniature

Swine

- Sherrie Clark, DVM, MS, PhD, DVM, DACT

Potbellied Pigs - Not Just in Large Animal Anymore

- Mary Passmore, LVMT, VTS (LAIM), MSSW

Meningeal Worm in Camelids

- Mary Passmore, LVMT, VTS (LAIM), MSSW

USDA Modules

- Michael Kornreich, DVM

The Accredited Veterinarian’s Role in Notifiable and Foreign Animal Diseases Module

The Preventing Disease Introduction and Spread Module

The Vesicular Diseases Module

The Exotic Avian Diseases Module

The Animal Disease Traceability (ADT) Module

Veterinary Technician

WET LAB: Tick Identification

- Emily Struckhoff, MS *Limited Seating

It’s Never Just a Blocked Cat

- Alison Gottlieb, BS, CVT, VTS (ECC)

Acute Pain: That Looks Like It Hurts

- Alison Gottlieb, BS, CVT, VTS (ECC)

Not a Bad Cat; A Good Cat Having a Bad Day

- Alison Gottlieb, BS, CVT, VTS (ECC)

10 Common Toxins Seen in Vet Med!

- Stephanie LeNoir, LVT, VTS (ECC)

The Basics of SHOCK

- Stephanie LeNoir, LVT, VTS (ECC)

The GDV Patient

- Stephanie LeNoir, LVT, VTS (ECC)

Acute Kidney Injury: URine for a Real Treat!

- Marlaina Hrosch, LVT, RVT, VTS (ECC)

Triage Tactics: Navigating Veterinary Patient

Emergencies

- Marlaina Hrosch, LVT, RVT, VTS (ECC)

Anesthetic Surveillance and Solutions:

Emergency Anesthesia Monitoring

- Marlaina Hrosch, LVT, RVT, VTS (ECC)

Potbellied Pigs - Not Just in Large Animal Anymore

- Mary Passmore, LVMT, VTS (LAIM), MSSW

Meningeal Worm in Camelids

- Mary Passmore, LVMT, VTS (LAIM), MSSW

As Easy as 1, 2, 3: Preventing Avian Influenza Starts with Simple Biosecurity

By Linnea M. Tracy, VMD, MPH, MAM, DACPV

In the era of backyard ‘inflation chickens’, there looms a threat to egg availability even more hazardous than high grocery prices: highly pathogenic avian influenza (HPAI). The wide economic impacts of HPAI on the poultry industry may be one of the reasons the popularity of small flocks continues to grow. Despite the perceived safety of your own backyard, the health of any flocks that reside there is still very much at risk.

The current outbreak situation of HPAI in the United States may now be considered the largest animal health event the country has ever experienced.1 Many of us remember similar circumstances in 2015 with spiking prices of eggs and disturbing headlines about poultry lives lost. For backyard poultry owners and small flock clinicians, the current outbreak is different and more worrisome in two key ways. First, it has continued to infect poultry in the U.S. throughout the year. Second, over 58% of the reported cases have occurred in non-commercial or small flocks.1 For context, just 9% of the 2015 outbreak cases occurred in non-commercial poultry.2 The 2022 strain of the HPAI virus is well adapted to persisting in migratory and resident waterfowl hosts while retaining its infectious potential to domestic poultry. Discussions of virology and regulatory impacts aside, we have a pressing, urgent task upon us to protect our small flocks from this disease risk in Pennsylvania’s backyard.

Following the 2015 avian influenza outbreak, the commercial poultry industry partnered with the USDA to develop biosecurity plans organized around 14 core principles.3 While all fourteen may be applied in small flock management, three are of the utmost importance in protecting small flocks from the threat of HPAI: Line of Separation, Animal Control, and Visitor Control.

(1) Line of Separation

Establishing a definite boundary around your flock’s space is the best way to initiate flock biosecurity. Your line of separation can be a physical wall, the wire of your coop space, or the fence containing your backyard-roaming birds. Setting rules for who and what is allowed to enter your flock’s space can spare them from disease exposure. Fomites (including vehicles, shoes, and equipment) which have been

in contact with poultry or wild birds or their feces should be thoroughly cleaned and sanitized before ever crossing the line of separation. The best practice is to have designated footwear for your flock space alone and never to share equipment used in your birds’ space elsewhere. No matter the material, if you cannot confirm it’s clean, don’t take the risk, and don’t bring it over the line.

(2) Animal Control

HPAI has been identified in wild birds in 49 states since the start of this outbreak!1 As the main vector of HPAI and many other pathogens and parasites, minimizing any wild bird contact is a main biosecurity goal for any flock. Prevent your birds from gathering near ponds or water sources where waterfowl may visit, and protect feed troughs and waterers by moving them

Be aware: Highly Pathogenic Avian Influenza (HPAI) HPAI is a deadly disease of poultry spread by wild waterfowl. This disease is federally reportable and has been present in Pennsylvania in 2022 and 2023. If your flock experiences any sudden mortality or any of the following signs without obvious cause, seek out testing through the PA Department of Agriculture:

• Sudden or nonspecific mortality

• Sudden decreases in feed and water consumption

• Lethargy, depression, or neurologic signs

• Respiratory signs (rales, increased respiratory rate or effort, secretions)

• Cyanosis or purple discoloration of non-feathered areas (shanks, wattles, combs)

• Diarrhea

• Frequent soft or shell-less eggs

The Pennsylvania Department of Agriculture hosts a hotline for anyone who is concerned that their or a client’s flock may be infected: 717-772-2852 (press option 1). Call at any time to speak with an expert who can direct you to further resources. Do not move sick birds without a negative AI test result.

For more information, visit: www.agriculture.pa.gov/Animals/ AHDServices/diseases/avian_influenza/Pages/default.aspx or http://padls.agriculture.pa.gov/InnerPages/HPAI.html

inside the coop or under a covered area to discourage visits from wild birds. If possible, containing your flock to a covered coop is their best line of defense, as they can contract HPAI from droppings or other materials that may fall as wild carriers fly overhead. Notably, this strain of HPAI has also been isolated from wild mammals such as foxes.1 Thus, burying your coop wire and enclosing your birds at night could not only save them from predation but also a potential AI exposure.

(3) Visitor Control

Visitors make excellent fomites. During times of disease, the safest policy is to treat your flock like an exclusive club–members only. Even essential visitors should only enter your line of separation if they are wearing clean clothes and shoes and have not had any poultry, pet bird, or wild bird contact for 72 hours. Do not be shy to ask folks about bird contact or to cover their shoes with boot covers or bags as they enter your flock area. For vets visiting small flocks, try to space out farm calls days apart, wear shoe covers and coveralls or scrubs, wash your vehicle including an undercarriage wash after each visit, and thoroughly sanitize whatever equipment you bring into the flock area. Remember, a visitor’s bird contact can take a variety of forms including hunting, fishing, zoo trips, and farm visits, but all are risks for exposure of your flock to HPAI.

Despite the perceived safety of the backyard, small flocks nevertheless exist in a global disease ecosystem, and avian

influenza remains a dire threat in 2023. Implementing simple biosecurity practices has the potential to save many poultry lives from HPAI as well as from more common poultry diseases.

References:

1) U.S. Department of Agriculture Animal and Plant Health Inspection Service. “2022-2023 Detections of Highly Pathogenic Avian Influenza”. Accessed Feb 10, 2023. https://www.aphis.usda.gov/aphis/ourfocus/ animalhealth/animal-disease-information/avian/avian-influenza/hpai2022

2) U.S. Department of Agriculture Veterinary Services, Surveillance, Preparedness, and Response Services, Animal and Plant Health Inspection Service. “Final Report for the 2014-2015 Outbreak of Highly Pathogenic Avian Influenza (HPA) in the United States. Public Version”. Accessed Feb 10, 2023. https://www.aphis.usda.gov/animal_health/emergency_ management/downloads/hpai/2015-hpai-final-report.pdf

3) National Poultry Improvement Program. “NPIP Program Standards: Standard E- Biosecurity Principles”. Accessed Feb 10, 2023. https://www. poultryimprovement.org/documents/StandardE-BiosecurityPrinciples.pdf

About the Author: Linnea M. Tracy, VMD, MPH, MAM, DACPV, is a boardcertified poultry veterinarian working with a commercial egg company based in Pennsylvania. She completed her poultry specialty training at the University of Georgia, where she gained experience in various poultry species and production styles before returning to Pennsylvania to practice. Dr. Tracy is passionate about poultry medicine and health education for veterinary professionals and students for both backyard and commercialscale flocks. She can be reached at ltracyvmd@gmail.com

Veterinary Practices and Employee Assistance Programs

By Alera Group Small Business Unit

What do you know about the mental health of your staff? Are they able to handle the stresses that being a veterinarian can create? Emotional and physical demands, financial pressures, long hours and high workload all come with the territory and place the mental health of your employees at risk. Unfortunately, studies have shown that veterinarians are at a higher risk for suicide compared to the general population.

• One out of 6 veterinarians has considered suicide, according to studies from the Centers for Disease Control and Prevention. While male vets are 1.6 times more likely to die by suicide than the general population, female vets are 2.4 times more likely, and 80% of vets are women.1

• A survey of more than 11,000 U.S. veterinarians in 2014 found 9% had current serious psychological distress, 31% had experienced depressive episodes, and 17% had experienced suicidal ideation since leaving veterinary school.2

Harrowing statistics to be sure. But identifying an issue is the first step to finding a solution. Focusing on the health and wellness of your staff can be done in many ways. Allowing workers more control or flexibility over their schedules, as well as increasing the stability of schedules can be a great first step— as well as evaluating how your company culture can support the mental health of your staff. One of the best things you can do is talk to your employees! How often have you sat down and discussed what is going well and what isn’t? It can be difficult to find this time during the day, but it’s well worth the effort. You know how stressful the career can be, so checking in with your employees and coworkers on these issues can go a long way in understanding how you can help best:

1. Work-related stress: Veterinarians are often subjected to high levels of stress, including long working hours, demanding clients, difficult cases, and the emotional toll of working with sick and injured animals.

References

2. Compassion fatigue: Veterinarians are also at risk of developing compassion fatigue, a condition in which the stress of caring for others, particularly sick or suffering animals, can lead to emotional exhaustion and a reduced ability to empathize.

3. Mental health: Like anyone else, veterinarians may struggle with mental health issues such as anxiety, depression, and substance abuse.

4. Work-life balance: It’s tough for veterinarians to balance their work and personal lives given the long hours and demanding nature of veterinary work.

Discussing these items can help lead you into a course of action. But perhaps the most impactful action you can take isn’t just being there to help your employees, but rather giving your employees the tools to help themselves! One way to do this is through an employee assistance program (EAP). These programs can be extremely important for veterinarians to help manage stress and prevent burnout. EAPs can help veterinarians recognize the signs of compassion fatigue and provide tools to manage it, as well as provide confidential access to mental health resources and counseling services to help veterinarians cope with these issues. In short, an EAP can provide veterinarians with the resources and support they need to manage the unique stresses and challenges of their profession, maintain their mental health, and achieve a healthy work-life balance.

The best news here is that as a PVMA member, you have access to Employee Assistance Programs! The Alera Group Small Business Unit isn’t just here to help members with health insurance, dental/vision and voluntary benefits – we’re here to support everything that a small to mid-sized company might need. We can help you set up an EAP program for your staff, as well as provide human resource support through the AleraHR program. To learn more, let us know how we can help by visiting www.AleraGroupSBU.com/PVMA !

1 Dembosky, A. (2022, April 8). It’s not just doctors and nurses. Veterinarians are burning out, too. NPR, Morning Edition 2 Chan, M. (2019, September 12). Veterinarians Face Unique Issues That Make Suicide One of the Profession’s Big Worries. Time, US Health.

By PVMA Secretary/Treasurer Bill Croushore, DVM

I vividly recall one veterinary conference where, during the business meeting, one of the seasoned practitioners made a pitch for more members to step up and volunteer to take a seat on a committee. His delivery, however, was unorthodox. The thrust of his talk was to compel the younger members of the organization to step up, because he—and many other members of the committees at the time—were, in his words, “old farts.” It was time for some new blood.

I sat there and thought that compared to his experience, and the experience of his fellow “old farts,” that I couldn’t possibly be of any service to the association. I couldn’t, at least, be as effective as those with far more experience. But his case indeed was compelling, so I mustered up some courage to volunteer. Once a part of the committee, I found it wasn’t as difficult, nor as time consuming, as I expected.

I’ve volunteered for many years in various organizations, associations and groups, and there is only one reason why I volunteered – it is because I was asked. Now, I’m asking you.

If you are a recent graduate and feel like you don’t have the necessary experience to contribute effectively to a committee, you’re wrong. You might not be ready to chair a committee, yet, but you can contribute. In fact, we need the contributions of new graduates, both large animal and companion animal, practitioners and managers, private and public sector members to keep our association great. Ours is the Pennsylvania Veterinary Medical Association, a diverse group of veterinarians, veterinary technicians, and allied professionals working to advance the whole profession. And you already know that the best way to gain experience is to just do it.

If you’ve been in practice for a while, yet still not long in the tooth, well, we need your help too. I’m asking you also for your contribution. Your knowledge and understanding of the current challenges are vital to helping the association and advance the veterinary profession in the Commonwealth of Pennsylvania.

And to the “old farts,” I’m not letting you off the hook. I’m now part of that esteemed group of practitioners who are on the back nine of their career. I haven’t seen everything yet, but I’ve seen a lot, and I feel like I have more to contribute. You do, too. I’m asking you now, please help. Your vast experience can be a guide to those younger practitioners that are going to lead this profession through the challenges of educating our membership, advocating for our profession in Harrisburg, and mentoring those newer members of the profession.

The PVMA has two main committees in need of volunteers right now: the Scientific Program Committee and the Legislative and Regulatory Affairs Committee. The Scientific Program Committee, as the name implies, is concerned with putting together the program for the upcoming scientific meetings, of which the PVMA does 3 annually. As you can imagine, it takes some major planning to pull this off. That’s where the committee comes in. The Scientific Program Committee makes recommendations for speakers, and in the past, has made recommendations on various options for entertainment and banquet speakers. If committee members want to reach out directly to speakers, to network and make connections for example, they may do that. Typically, the PVMA staff will handle that. When I was on the committee, I relished the opportunity to make contacts with some of the rock stars of the veterinary profession. You can call that a perk of the job. Committee members direct themes for the meetings and pick their favorite speakers or topics and can set the tone for the meetings. If there’s a particular topic that you want to see addressed at the meeting, this is your opportunity to have some influence.

The second committee, just as important, is the Legislative and Regulatory Affairs Committee (LRAC). This committee’s goal is to advocate for the profession in Harrisburg. The PVMA has a long history of cooperation with the state government. We are the “go to” source of information for legislators and their staff on topics that involve the veterinary profession, animal agriculture, and animals in general. Through the PVMA, veterinarians have a loud voice when it comes to pending legislation and regulation that affects our profession. Over the years, the PVMA has built tremendous relationships with legislators and their staff, allowing us to have some influence in the state government. When there is legislation proposed that may affect us, we get an update from our lobbyist in Harrisburg, Duane Morris Government Strategies. The committee then makes comments and recommendations that will be shared with the powers that be. You might think that it doesn’t have an effect, but it does. It has a big effect, but only if we have people on the committee that want to opine.

Consider this a formal invitation to get involved. Committee members are appointed by the president, so if you want to be considered for a committee, please reach out to the PVMA office.

Why is DEIB So Important Right Now for Veterinary Medicine?

By Dr. Niccole Bruno, DVM, Chief Executive Officer, blendvet™

In the past few years, diversity, equity, inclusion, and belonging (DEIB) has moved from being a “nice to have” to a top priority for most brands, companies, and even entire industries.

It makes sense that you would want to build teams from a wide range of backgrounds and create a work environment where everyone feels included, valued, and heard–like they really belong.

So how does the veterinary industry stack up?

The statistics aren’t great. In 2013, The Atlantic called out the job of veterinarian as “the whitest profession in the United States.”1 Ten years later, it’s still at the top of that list. Let’s take a look at the numbers:2

Veterinarians:

• 91.4% white

• 2.2% Black or African American

• 4.3% Asian

• 0.5% Hispanic or Latino

Vet Techs:

• 92.3% white

• 11.5% Hispanic or Latino

• 2% Asian

• 1.1% Black or African American

Unfortunately, veterinary professional stats don’t line up with the overall percentages of people 16 and over who are employed:

• 77% white

• 18.5% Hispanic or Latino

• 12.6% Black or African American

• 6.7% Asian

The Bottom Line: It’s time for the veterinary community to make an effort to diversify our teams and create more inclusive workplaces.

Why Should We Focus on DEIB?

Apart from bringing the veterinary world up to the standard of other industries, there are plenty of pragmatic ways the veterinary industry can benefit from making DEIB a priority.

Bringing Teams Together

For one, you can improve communication within your team by creating a stronger sense of community. This leads to greater employee satisfaction and less turnover. Not only can you feel the difference when a team is working well together…so can your clients! Everyone benefits.

Better Serve Our Clients

When it comes to attracting new clients, focusing on DEIB in your practice will put you at the forefront of a necessary and long overdue change. According to the 2019 Packaged Facts report, “Between 2008 and 2018, the number of Hispanic pet owners increased 44%, the number of Black pet owners grew 24%, but the white pet owner population went up only 2%.”3

Racial and ethnic minorities are the fastest growing segments of clients, but they’re not feeling like they’re being heard or treated with respect and empathy. Additionally, millennials and Gen Z make up 46% of pet parents today,4 and they expect companies–including the vet clinic where they take their pets–to have DEIB practices in place.

More Diverse Workforce

When it comes to hiring, the workforce in general has become more diverse, but this hasn’t carried over into the veterinary profession. We’re missing out on strengthening our teams with a vast amount of talented people who chose to pursue other careers because they couldn’t see a path to being a veterinarian.

How Do We Make Progress?

So, what does it mean to put DEIB first? It’s not just a “how-to” video from HR or a statement at the bottom of a job posting. We have to turn the tables and make an effort for real change!

That’s what led to the idea for blendvet™, a veterinary workplace & academic certification program designed to train and educate teams on self-awareness (BEING), cultivate environments based on trust and open communication (BUILDING), and encourage collaboration with their communities (BELONGING).

We target three main areas along the veterinary career path: (1) DEIB certification and training for vet clinics, (2) DEIB workshop programming for veterinary schools, and (3) pipeline development for children, focusing on underrepresented youth so they can see themselves represented as veterinarians.

DEIB Certification in the Workplace

With blendvet™ certified hospitals and workspaces, there’s an opportunity to continually improve the culture within veterinary medicine through an initial culture survey, incorporating DEIB into daily practice, learning together as cohesive veterinary teams to maintain certification standards, and understanding how diversity contributes to the extraordinary ways we show up for one another and the communities we serve every day.

DEIB Training at Veterinary Schools

Veterinary schools are the perfect environments to plant the seed for diversity, equity, inclusion, and belonging. We do this through lectures, RACE-approved modules, train-the-trainer workshops, and virtual conferences.

Pipeline Development

By leveraging the expertise of veterinary professionals who represent black, indigenous, & people of color (BIPOC) and the assistance of the local veterinary community, we create opportunities to increase the pipeline of underrepresented minorities (URMs) within veterinary medicine. Providing support in the areas of academia, resources, or mentorship, blendvet™

pipeline programming provides critical elements to ensuring a child’s path to veterinary medicine is attainable.

With the launch of our 2022 & 2023 pipeline programs in partnership with the American Animal Hospital Association (AAHA) & the North American Veterinary Community (NAVC), we’ve already witnessed the immense excitement, gratitude, and fulfillment from kids, parents, and veterinary professionals from their attendance and time as volunteers and are ecstatic to continue our efforts for years to come!

While matters of DEIB will not be solved overnight, we believe that by following specific outlined goals, our profession can begin to understand expectations and modify our behaviors to be a more inclusive and equitable field.

For more information and ways to get involved, visit www.blend.vet or scan:

References

1. Thompson D. “The 33 whitest jobs in America.”

Published by The Atlantic on Nov 16, 2013. Available at https://www.theatlantic.com/ business/archive/2013/11/the-33-whitest-jobs-in-america/281180/. Accessed March 21, 2023.

2. Bureau of Labor Statistics. 2022 Data. Available at https://www.bls.gov/ cps/cpsaat11.pdf. Accessed March 21, 2023.

3. Chan M. “Pet owners are diverse, but veterinarians are overwhelmingly white. Black veterinarians want to change that.” Published by Time on Oct 21, 2020. Available at https://time.com/5901334/black-veterinariansdiversity/. Accessed March 21, 2023

4. Megna M. “Pet ownership statistics 2023.” Publised by Forbes Advisor on March 15, 2023. Available at https://www.forbes.com/advisor/petinsurance/pet-ownership-statistics/. Accessed March 21, 2023.

About the Author: Dr. Niccole Bruno is the CEO & Founder of blendvet™, a veterinary hospital certification program in diversity, equity, inclusion, and belonging (DEIB). As an Afro-Latina, Dr. Bruno’s navigation into veterinary medicine has had its share of challenges. During her career, the experiences of racism, misogyny, and stereotypical behaviors caused Dr. Bruno to develop a sense of disengagement from a profession she once dearly loved. Nevertheless, her perseverance prevailed and her passion for veterinary medicine resumed when she was offered the role of Medical Director for a veterinary hospital in Long Island, NY. For roughly eight years, her sincere and dedicated service as a hospital leader in both NY and Houston fueled her heartfelt endeavors to ensure a culture of diversity and inclusiveness.

Today, Dr. Bruno continues in her efforts of diversity, equity, and inclusion through speaking engagements, mentorship, and building the pipeline of BIPOC students (Black, Indigenous, and people of color) into the profession. Following completion of the Purdue University and Inclusion program in 2020, her awareness, continual exploration, and study into the diversity deficiencies of our profession ignited her vision to create blendvet™ blendvet’s™ program was launched in the Fall of 2022 at Lincoln Memorial University Masters of Clinical Care, a program for veterinary technicians. In 2023, blendvet™ launched its first hospital certification program with Rarebreed Veterinary Partners. Dr. Bruno currently serves as an Advisory Board member for Cornell University School of Veterinary Medicine and Pawsibillities, a mentorship platform for BIPOC students interested in veterinary medicine. In her spare time, she enjoys activities with her family, traveling, her Peloton, football, and binge-watching her favorite shows.

The Toxic Workplace What Do We Do?

By Ashley Mase, CVT

The post-Covid workplace has changed significantly for many reasons. We have learned so much from the pandemic as an industry–and as a society. For example, we learned we could do some jobs from home, which lightened the workload for some within the hospital. Some hospitals learned that they functioned better working five regular business days with positive results for both the team and the company. We learned as a whole to start listening to our employees if we wanted them to stay. The phrase “toxic employee” and “toxic workplace” became significantly more popular, and we started to really evaluate our hospitals and teams to avoid these situations. In order to address toxicity in our workplaces, we must first learn to recognize it. Toxicity can occur in many situations.

Toxicity may not always be blatant. For instance, the generational gap has posed significant challenges to team cohesion. There are times where the younger generations can feel like they are not heard or respected by the older generation due to their lack of experience or simply due to their age. Meanwhile, the older generation can feel like the younger generation is being overly sensitive. They may feel that their feedback isn’t valued. It can be a frustrating battle and is ultimately toxic behavior, as well discriminatory, in nature. It is up to leadership to figure out the root of the problem and find a way to bridge the gap. As we know, veterinary medicine is constantly changing. It’s important for all generations to be willing to listen to each other and share ideas. Everyone brings value to the team, and everyone should be made to feel that way.

When talking about your clinic, beware of phrases that used to be deemed acceptable that are no longer considered appropriate in the workplace. When you are interviewing for a position, consider avoiding the phrasing “we are like a family.” This can be triggering for some candidates. While this is meant to be endearing, it can have a negative undertone as not everyone had a positive family upbringing. Instead, consider saying things like “we work very well together” or “we work well as a team,”or, better yet, share a story about your team that will demonstrate how you work and the type of culture you have.

Sometimes toxicity comes from one or more individual team members despite an overall positive culture. Toxic employees can be hard to pinpoint. Sometimes you interview a person and can immediately tell they won’t be a good fit for your team and will bring your morale down. However, sometimes, something changes within your hospital or your team that causes a behavior shift and leads to a team member becoming toxic. Toxic behavior can include:

• Complaining excessively without offering any solutions

• Excessive absenteeism

• Bullying coworkers

• Lack of accountability

• Shirking duties

• Insensitivity

• Overconfidence

All these behaviors can be detrimental to the overall team and eventually harm morale. It may lead to staff turnover if not appropriately addressed. It is important to note that no team member should be immune from being held accountable for toxic behavior, no matter their position. Every team member affects the remainder of the team.

Leadership has a responsibility to address toxic behavior immediately by scheduling a one-on-one with the appropriate employee(s). From there, performance improvement plans should be discussed and implemented, and that employee should be held accountable to ensure the behavior is corrected. This will ideally prevent further effects on the remainder of the team or potential spread of the toxic behaviors. In an ever-evolving industry where we have always struggled to maintain staffing numbers, it is more important than ever that we do our best as leaders to listen to our employees when there are valid concerns of toxic employees or cultures in our hospitals that need to be addressed.

About the Author: Ashley Mase, CVT, is the Hospital Manager at VCA East Penn Animal Hospital. She was the 2021 PVMA Practice Manager of the Year and is a current member of the PVMA Board of Trustees, serving as the CVT At-Large. She has had a well-rounded career in numerous areas of veterinary medicine including academia, general practice, and specialty and emergency medicine. Her current focus is on building team relationships and growing as a leader.

AVMA House of Delegates Summary

By Tina Dougherty, VMD, Delegate Kate Boatright, VMD, Alternate Delegate

The AVMA House of Delegates met on January 5-7, 2023 for the regular winter session in Chicago, IL. Several updates were provided to the House regarding veterinary economics and workplace workforce issues. Several policies were up for their 5-year review, and many were germane to the practice of veterinary medicine and therefore brought forward to the house for discussion.

Economic Update

During the economic update, information was provided regarding the suspected upcoming recession. As of January 2023, the recession is predicted to be uneven and without a general downturn. All types of pet ownership are being affected by the impending recession. The number of household pets increased during Covid in spring 2020 and 2021, but by spring 2022 there was a decrease in number of households owning pets, and that number is trending down.

Inflation has taken a toll on everyone. Historical salary trends have been positive, especially in the last 5 years, but the reality is that even with all the growth experienced, inflation continues to take a bite out of earnings and has decreased disposable income. Inflation will drop during the recession, but not significantly.

Workforce Issues

Retention and attrition continue to be a priority for the veterinary profession. We have seen a slight decline in the number of veterinarians considering leaving the profession, but we still have a problem with retention in practice as well as within the sector and attrition to the profession itself. AVMA has created many workforce initiatives to help target where our challenges are and how we can tackle them. Some of these initiatives include:

- Surveys: Help AVMA to dig down at the state level with research-backed insights by responding to surveys that are distributed. Please take time to fill out surveys if you’re willing.

- Economic State of the Profession: Download and review the economic state of the veterinary profession. With the accelerating–and at times tremendous–pace of change in both

the veterinary profession and society at large, the need has never been greater for a resource to help veterinary decisionmakers chart a course for the coming year and beyond. This latest report provides a detailed visual summary of the economic state of the veterinary profession and examines the major trends through the lens of veterinary education, veterinary employment, and veterinary services. Understanding current economic trends enables the veterinary community to be agile, innovative, and ready for the best possible future.

- The Practice Pulse: This tool is a real-time monthly digest of key practice data, trends, and expert insight to bolster your business strategy and help your veterinary practice stay competitive. Practice Pulse leverages benchmarked data from thousands of veterinary practices, through a partnership between AVMA and VetSuccess.

- Language of Veterinary Care Initiative: Fundamentally shifting how we communicate about veterinary care can make a big difference. The Language of Veterinary Care Initiative are tools that AVMA has created that can help veterinary teams integrate key words and phrases into daily conversations with clients. The goal is to help staff build critically important relationships with clients by fine tuning various conversations such as cost of care.

- Organizational Interventions to Burnout: This is a study performed by Cornell and is funded by AVMA and Zoetis Foundation. The purpose of this study is to identify and test strategies that can be used to reduce the rate of burnout among veterinarians through organizational trainings. The study will require participants to commit up to 20 hours of time across a 3-6 month period.

Improving DEI Through JOURNEY FOR TEAMS

This program provides a learning pathway for veterinary professionals to deepen their knowledge of diversity and improve DEI in workplaces. The platform is designed for busy professionals to enhance and nurture their work experience and build meaningful relationships with clients and community. The goal is to expose, encourage, engage, inspire, and motivate your team. The program can be completed as an individual or by the clinic as a team. It is available at journeyforteams.org.

New Reputation Management Toolkit

The AVMA marketing team is committed to supporting the veterinary community. They have created a reputation management toolkit with an educational grant from Banfield. The toolkit is online and provides new tools to address situations. A new benefit is that this is now available to all vet team members, not just AVMA members. AVMA has created a list of shared responsibilities on a poster that you can share in your workplace to help manage expectations. It poses question such as: As a client what can you expect? As a client you are responsible for. Find more information at avma.org/ reputationmanagement.

Treasurer’s Report

The AVMA is financially secure with a $1.57M projected operational net income and a $9.8M projected investment revenue. The year 2022 brought about a persistent pandemic, a bear market, and continued threat of recession leading to a decreased bottom line. AVMA reserves maintain 100% of operations, and this fiscal responsibility has allowed AVMA to continue to fully serve members and pursue initiatives amid the wild market. AVMA continues to deliver member value and maintain member satisfaction, advance advocacy and policy efforts, develop data-informed strategies and tools to support the veterinary workforce, execute the DEI roadmap, and expand non-dues revenue strategy.

2023 Candidates for President Elect

Drs. Sandra Faeh Butler, Arnie Goldman, and Bob Murtaugh all announced their candidacy for AVMA president-elect. The election will take place in July 2023 at AVMA convention in Denver, CO.

House of Delegates Formal Business

Nine resolutions were brought before the House of Delegates for consideration. Full text of the resolutions can be viewed at https://www.avma.org/about/house-delegates/hod-resolutionsand-proposed-bylaw-amendments.

The following resolutions passed as written:

• Resolution 1—Supersede Policy on Responsible Breeding of Companion Animals.

• Resolution 2—Supersede Policy on Therapeutic Medications in Non-racing Performance Horses.

• Resolution 3—New Policy on Unregulated Horse Racing.

• Resolution 4—Supersede Policy on Castration and Dehorning of Cattle.

The following resolutions were amended and passed with amendments:

• Resolution 5—Consolidated policy on Harmonized Approach to Voluntary and Regulated Aquatic Animal Health Programs.

• Resolution 6—Consolidated Policy on Veterinary Compounding.

• Resolution 7—Revised Policy on The Importance of Veterinarians in Food Safety.

• Resolution 9—Revised Policy on Dog Bite Prevention.

Resolution 8—Revised Policy on The Veterinarian’s Role in Supporting Appropriate Selection and Use of Service, Assistance, Emotional Support, and Therapy Animals—was referred back to the BOD for more consideration by the animal welfare committee.

Veterinary Information Forum (VIF)

Thank you to all of the Pennsylvania constituents who provided thoughtful responses to the two VIF topics which were discussed on the floor of the House of Delegates during the winter meeting.

(1) The Veterinary Healthcare Team – Is There a Need for a Midlevel Position?

The overwhelming sentiment expressed by delegates and their constituents was that the current priority should be to promote the full utilization of credentialed veterinary technicians. Potential pathways for mid-level practitioners were discussed. These pathways would most likely be created at the individual state level if the position were to develop.

The reference committee encourages that the Board of Directors consider including in the charge of the Committee on Advancing Veterinary Technology the following areas:

• Title protection,

• Standardization of nomenclature,

• Retention within veterinary technology field,

• Financial security for veterinary technicians,

• Support for the acquisition of veterinary technician specialists, and

• Consider incorporating the recommendations from the task force on veterinary technician utilization.

(2) The Impact of Workplace Culture on Wellbeing and Retention

No formal action was taken on this VIF topic, however much discussion took place. It was noted that workplace wellbeing involves both individual, profession-wide, and clinic factors. Strategies to support wellbeing that are employed in the practices of individual delegates and state associations were shared. Some states offer employee assistance programs (EAP) to their members. Pennsylvania’s partnership with Alera does offer EAPs for clinics. The AVMA has a wellbeing center with numerous resources that is available at https://www.avma.org/ resources-tools/wellbeing.

It is our pleasure to serve as your representatives to the AVMA House of Delegates. Please do not hesitate to contact us with any questions or concerns. Watch for an email early this summer asking for your input on the VIF topics for the summer session of the HOD, which will be held in Denver, Colorado in conjunction with the 2023 AVMA Convention.

Since 1983, the ACVIM Forum has been the go-to conference for advanced, specialist-level education in veterinary internal medicine. Join us in Philadelphia for the 2023 ACVIM Forum June 15-17, or virtually from anywhere, as we celebrate four decades of bringing the veterinary community together!

PVMA in Action

PVMA President-Elect Thomas Munkittrick, DVM (center standing) and Pennsylvania students attending VA-MD College of Veterinary Medicine enjoyed dinner at the Farmhouse Restaurant while discussing PVMA’s mission and current goals.

PVMA Board of Trustee Dr. Andrea Carr was a finalist for Eyewitness News’ Remarkable Women Contest. Andrea was nominated for her work as a veterinarian. Earlier this year, with assistance from veterinary technicians of Plains Animal Hospital, Andrea neutered 40 rabbits who had been rescued from a hoarding situation. She volunteers time at the Luzerne SPCA performing surgeries and wellness care. Recently she traveled to 3 different Indian reservations providing free veterinary care to those pet owners. “I spend a lot of time at work and even outside of the hospital doing things veterinary related, and I have to have other outlets to decompress,” Andrea said during an interview. She is director of Camp Mocanaquah which hosts Girl Scouts in the summer, is a student pilot at the Wyoming Valley Airport and is involved in NEPA’s Chapter of Women in Aviation International. “I want to make sure everything I do has purpose, and I leave some sort of a legacy.”

WELCOME NEW MEMBERS

Roxy Ackerman

Dr. Jessica Addis

Dr. Beth Allaman

Dr. John Artz

Moriah Auker

Jordyn Blew

Dr. Jason Brehm

Natalie Bygall

Dr. Nicole Carney

Angelica Carrero

Megan Chadwick

Danielle Chesek

Dr. Kaelyn Chick

Dr. Candice Chu

Dr. Nicole Clark

Paula Coleman

Nicole Craige

Sarah Cramer

Samantha Cross

Gabriella Darbenzio

Dr. Jolie Demchur

Dr. Hope Douglas

Jennifer Dudash

Andrew Dunlap

Dr. Hanaa Elias

Erin Everitt

Chloe Fitzgerald

Dr. Dario Floriano

Dr. Parastu Gefert

Dr. Amanda Glass

Dr. Rebecca Glatfelter

Crystal Gordon

Cayley Gumbita

Dr. F. Claire Hankenson

Tracey Hartman

Krystal Hepler

Aalyssa Hunte

Adrianna Iacobone

Dr. Katherine Kaulius

Lillian Kline

Dr. Katie Krebs

Dr. Louise LaNunziata

Dr. Mary Lassaline

Dr. Leah Levanduski

Dr. Barry Lissman

Angela Logsdon-Hoover

Dr. Katherine Lyons

Sonya Marshall

Melissa Martin

Heather McCarthy

Dr. Allison Micich

Dr. Brittany Miller

Jackson Miller

Sue Miller

Dr. Erin Moore

Dr. Kaitlyn Morgan

Dr. Becky Morrow

Kimberly Newhook

Dr. Kayla Niel

Khiari Palmer

Dr. Cailyn Pease

Dr. Blythe Philips

Taylor Poliak

Kiley Polick

Ranae Poponick

Dr. Michael Popp

Dr. Holly Putnam

Lindsey Rafford

Sarah Ramer

Lillian Rice

Dr. Sarah Roode

Gabby Rosenkrans

Dr. John Rossi

Dr. Meghan Sanders

Dr. Sandra Sargent

Dr. Amanda Sautner

Jill Schaffling

Dr. Adam Schwartz

Christina Scott

Melissa Seiberlich

Stephanie Sila

Dr. Matthew Snyder

Dr. Brittany Sovine

Thomas Spinelli

Emily Struckhoff

Dr. Kathryn Sullivan

Katharine Taylor

Cindy Tompkins

Dr. Erica TramutaDrobnis

Dr. Elizabeth Vacendak

Dr. Anya Valdes Dapena

Isabelle Vansuch

Dr. Veronica Volta

Michelle Washburn

Dr. Christina Watts

Laura Welsted

Amanda Wood

Kellie Dorko

Alison Kropff

Melanie Pendel

Dr. Sayge Smith

D. Bradley Krehl, DVM

D. Bradley Krehl, DVM, 68, of rural Martinsburg was welcomed into Heaven on Wednesday, March 8, 2023 at UPMC Shadyside, Pittsburgh.

He was born in Corunna, IN, son of the late Eugene Walter and Barbara Jean (Smith) Krehl. On May 19, 1979 he married Kendel J. Krueckeberg in Decatur, Indiana. Surviving are his beloved wife, Kendel of 43 years; three

children: Elliot E. Krehl (Lynnae) of Roaring Spring, Kyle J. Stern (Scott) of Martinsburg and Noah B. Krehl (Abby) of Gibsonia; six grandchildren: Raisy Stern, Birdie Stern, Bradley Krehl, Calvin Krehl, Kit Krehl and Baker Krehl; a brother, Michael E. Krehl (Kim) of Kendallville, IN; an aunt, Virginia Percifield (Bill) of Franklin, IN; and numerous nieces, nephews and cousins.

He was preceded in death by his parents and his in-laws, Morris and Naomi Krueckeberg.

Brad was a 1972 graduate of DeKalb High School in Auburn, IN and a 1978 graduate of The School of Veterinary Medicine at Purdue University in West Lafayette, IN.

He was faithful member of Clover Creek Church of the Brethren, where he served as a deacon and was the longtime, Live Free Sunday school teacher. Brad was also a devoted member of The Gideons International, where he helped distribute Bibles all over the world.

Brad was born and raised a farmer in northeast Indiana, where he loved reading about and studying Holstein cows. He was blessed to make his passion his livelihood, working many years as a local dairy veterinarian. He enjoyed watching sports, especially the Pittsburgh Pirates, Purdue Boilermakers and Central Dragons. Above all, Brad was a Christian man who loved Jesus and learning about and sharing the Good News of the Gospel. Therefore, if anyone is in Christ, the new creation has come: The old has gone, the new is here!-Corinthians 5:17.

Friends will be received from 2-5pm, Sunday, March 12, 2023 at Clover Creek Church of the Brethren, rural Martinsburg and from 10 until 11am, Monday, March 13, 2023, at the church, where a funeral will begin at 11am, Pastor Barbara Hammond and Pastor Duane Crumrine officiating. Private interment will follow at Fairview Cemetery, Martinsburg. Arrangements are by John K. Bolger Funeral Home Inc., Martinsburg.

In lieu of flowers, memorial contributions in memory of Brad may be given to Gideons International, c/o Blair South Camp, P.O. Box 284, Martinsburg, PA 16662. www.bolgerfuneralhome.com

Stuart A. Fox, VMD

Stuart A. Fox, VMD, Passed away on January 31, 2022 in St. Croix, USVI, his beloved adopted home. He was 98. He was born on July 29, 1923, in Mount Vernon, NY, son of Harriet Codding Ames and George Miller Fox. He was a freshman at the University of Pennsylvania when World War II began and he joined the U.S. Army as a paramedic. During the War he married Claire E. Gilbride of Philadelphia, a fellow Penn student. After the War, he graduated from Penn Veterinary School. A caring veterinarian, he practiced at the Rau Animal Hospital in Glenside, PA, and Holiday House Pet Resort in Doylestown, PA, until his retirement. Stuart was an active member of the Union League of Philadelphia and also a Son of the American Revolution. After his wife Claire passed away he married Marie McKinstry of Doylestown. He is predeceased by his beloved wives Claire and Marie. His spirited love of life will be missed by his children, Richard, Susan, Jeffrey and Mark, 14 grandchildren, and 6 greatgrandchildren.

Fayez R. Awad, DVM

Dr. Fayez R. Awad, 87, of Elizabethtown, passed away on Tuesday, December 6, 2022. He was the husband of Manerva W. Awad to whom he was married for 40 years. He was born in Cairo, Egypt, son of the late Rouphail R. Awad and Zakia Makar. While he was an esteemed veterinarian in Egypt, he emigrated to America to provide a better life for his family. Here he established Dr. Awad’s Animal Hospital, Elizabethtown where he proudly served the community for over 40 years. His talents exceeded the local area. He was sought after by prestigious institutions such as the University of Pennsylvania and the Philadelphia Zoo. Dr. Awad was a founding member of St. Mary Coptic Orthodox Church and the Arabic Christian Church, York.

Surviving in addition to his wife, one son: John F. (Marisa) Awad, Elizabethtown. One daughter: Mary F. Awad, Elizabethtown. One brother: Raouf Awad, Mountville. Five sisters: Karima, Klair, Nadia, Nabila, Samia. He was preceded in death by one sister and four brothers.

Arrangements by the Workman Funeral Homes, Inc., Mountville/Columbia. To send an online condolence, visit: Workmanfuneralhomes.com.

VETERINARIANS

Wellsboro Small Animal Hospital | Full Time / Middlebury Center, Pennsylvania

The Wellsboro Small Animal Hospital is currently expanding its capabilities by adding on a CT suite and is looking to hire a small animal general practitioner, internist, or emergency veterinarian. Benefits include 100% employer paid health/dental/vision insurance, 4% match 401(k), CE stipend, professional licensing dues, malpractice insurance, professional memberships, competitive vacation time and more. Located in Middlebury Center, PA. The region offers a wonderful opportunity for those who enjoy the outdoors. Please call Dr. J. Salevsky at 570-376-2800 and/or email mgmtwsah@ptd.net.

VetIQ | Full or Part Time / Quakertown, Pennsylvania

PetIQ wants pets to live happy and healthy lives, and we want the same for our veterinarians. Not only do we offer competitive compensation and benefits, but we also focus on providing veterinary services in a less stressful environment. At our facilities, there’s no surgery, no emergency care, and no on-call hours. If you’re looking for a change of pace, apply today. We also hire relief vets and are filling 24 other locations in PA, feel free to reach out. Please email Porsha Bale at porsha.bale@vippetcare.com or apply directly at https://jobs.lever.co/ vippetcare/9a5644a8-8d68-4d2f-b081581efb75b287.

Peaceable Kingdom Animal Hospital | Full or Part Time / Ephrata, Pennsylvania

We are a small companion animal hospital located in Lancaster County seeking a full or part time veterinarian to join our amazing team! We offer great benefits, work/life balance, and a supportive work environment! Join us today! Please call Ashley at 770.887.5285 ex. 2231 and/or email ashley@dvmrs.com.

Pet Care USA | Part Time / Allentown, Pennsylvania

We are seeking a part-time veterinarian to perform spay/neuters for cats/dogs one or two days a month for rescue organizations. We strictly work with rescue organizations, it can be high volume depending on the transports. Please call Terri at 570-294-9149 or email us at forpetcare@aol.com.

Emergency Practice Veterinarian | Relief Veterinarian / York, Pennsylvania

We are a relatively new ER with an incredible growth rate. If you are searching for a place where you can look forward to going in to work every day, and that will reward hard work and dedication then look no further. We are willing to train if you are a recent graduate, but if you have experience we will pay accordingly. Please email newberryanimalemergency@gmail.com.

Troy Veterinary Clinic | Full or Part Time / Troy, Pennsylvania

Troy Veterinary Clinic Inc. is a privately owned 5 doctor mixed animal practice located in Bradford County, PA. We are looking for a kind, compassionate small animal veterinarian to join our team. Our small animal clinic is equipped with four exam rooms, surgery suite, dental and radiology rooms, isolation ward and grooming facility. Additionally our clinic has in house lab equipment, digital radiography, ultrasound, surgical laser as well as companion therapy laser. No after hours or weekend hours. Please call Marsha at 570673-3181 and/or email marosanelli@gmail. com.

Cove Mountain Animal Hospital |Full Time / Duncannon, Pennsylvania

Full-service veterinary hospital specializing in thorough and compassionate treatment for over 40 years. We are a busy, rapidly growing facility and eager to add an additional doctor to our team with future ownership options. Our state-of-the-art veterinary hospital is equipped with digital radiology, ultrasound, dental x-ray, and full in-house laboratory. We offer many services, which include orthopedics, softtissue surgery, ear endoscopy, cold laser therapy, dental prophylaxis/treatments, and more. Our hours of operation are Monday – Friday; no weekends. We strive to provide our clients a one-stop opportunity to experience the best services available for their pets well-being. No after hours or weekend hours. Please call Tanya Conrad at 717-834-5534 and or email covemountainah@gmail.com.

Camboro Veterinary Hospital | Full Time / Edinboro, Pennsylvania

Camboro Veterinary Hospital located near Erie, PA is seeking an Associate Veterinarian to join our practice. Part-time or Full-time hours available. Our 7,000 square foot modern hospital provides primary, referral

and limited emergency services. There are 6 modern exam rooms, a large hospital waiting and reception area, retail and pet discharge areas all for the convenience of our clients, and much more! Formal Mentorship Program Available. Excellent benefits and incentives. Please call Kelli Dowhaniuk at 818-309-3709 and/or email Kelli.Dowhaniuk@nva.com.

Butler Veterinary Associates, Inc., and Emergency Center | Full Time / Butler, Pennsylvania Butler Veterinary Associates is looking to hire an Associate DVM. We are a large group practice that provides general practice as well as emergency services in the Butler/ North Pittsburgh area. We get many challenging cases to keep your diagnostic, medical and surgical skills sharp. All this in a strong team-based environment. We see ourselves as a step between most general practices and board-certified specialists in what we can offer clients diagnostically, medically and surgically. If you want to be a part of a dynamic team reach out today! Excellent mentorship for new grads. Please call Kelli Dowhaniuk at 818-309-3709 and/or email Kelli.Dowhaniuk@nva.com.

Pittsburgh Premier Veterinary Care & Rehabilitation | Full Time / Pittsburgh, Pennsylvania

Pittsburgh Premier Veterinary Care & Rehabilitation is located on Frankstown Road in Pittsburgh. We are a full-service veterinary and rehabilitation hospital that welcomes dogs and cats but open to exotics as well. Holistic and alternative wellness options welcome. As a veterinarian at our hospital you will be responsible for routine exams to sick visits to physical therapy. Hours are 9-5pm or 9-6pm; 40 hours per week. No weekends or on call. Limited ER. Equipment includes under water treadmill, digital x-ray, ultrasound and many therapeutic options including cold laser, PRP, Fitness, Electro, and Hydrotherapy. Excellent benefits and extra incentives. Please call Kelli Dowhaniuk at 818-309-3709 and/or email Kelli.Dowhaniuk@nva.com.

Holiday Park Animal Hospital | Full Time / Pittsburgh, Pennsylvania

Holiday Park Animal Hospital located on the Golden Mile Highway is a full-service animal hospital providing comprehensive healthcare services. Our facility includes inhouse testing for accurate diagnosis, digital x-ray, ultrasound, surgical suite, dental suite,

pharmacy, and more. We are looking for an enthusiastic and passionate Veterinarian to help us continue to grow. Our ideal candidate has strong communication skills, is team-oriented, and excited to help our vibrant practices excel in our community. If you want a place where your passion and skills are valued, where your feedback, input, and ideas are heard, then apply today!

Please call Kelli Dowhaniuk at 818-309-3709 and/or email Kelli.Dowhaniuk@nva.com.

North Versailles Veterinary Care | Full Time / North Versailles, Pennsylvania North Versailles Veterinary Care located in North Versailles, Pennsylvania is a fullservice animal hospital that welcomes both emergency treatment cases as well as pet patients in need of routine medical, surgical, and dental care. We are looking for an enthusiastic and passionate Veterinarian to help us continue to grow. Relief, PT, FT, and Managing opportunities available. North Versailles Veterinary Care stays on top of the latest advances in veterinarian technology and above all, remembers that all animals and pets need to be treated with loving care in every check-up, procedure, or surgery. All levels of experience welcome to apply!

Please call Kelli Dowhaniuk at 818-309-3709 and/or email Kelli.Dowhaniuk@nva.com.

Paw Prints Veterinary Clinic | Full Time / Westover, West Virginia

Join Our Expansion! We currently built a brand-new facility and therefore, looking to add more doctors to our GP small animal hospital in Westover, West Virginia. Paw Prints Veterinary Clinic’s new (additional building) opened in the Summer of 2022. We are currently a six-doctor practice. We have the capacity to do bone plating, TTA and TPLO surgeries. Our new facility will be equipped with a CT scanner. We have Storz laparoscopic and arthroscopic equipment. This is an excellent opportunity for a new grad or experienced Veterinarian. Please call Kelli Dowhaniuk at 818-309-3709 and/or email Kelli.Dowhaniuk@nva.com.

Blair Animal Hospital | Full Time / Hollidaysburg, Pennsylvania

Our hospital in beautiful central Pennsylvania is looking to add another part to full time veterinarian to our team. We are currently comprised of two fulltime veterinarians and one part-time veterinarian, along with an amazing support staff. Blair Animal Hospital is a cat and dog exclusive hospital, but our clientele and

team would be happy to open our doors to exotics and/or pocket pets if there is an interest in this area. We look forward to mentoring a new graduate or learning from an experienced applicant that is looking to work within a team to care for our patients and clientele. Please call Kelli Dowhaniuk at 818-309-3709 and/or email Kelli. Dowhaniuk@nva.com.

Animal Medical Hospital of State College

| Full Time / State College, Pennsylvania

Animal Medical Hospital of State College, Pennsylvania is seeking an Associate Veterinarian. Currently comprised of one full-time veterinarian and one part-time veterinarian, we are seeking another part or full-time veterinarian to join our amazing team. We are a primary veterinary care facility that delivers quality wellness and preventive care, progressive medical care, soft-tissue and orthopedic surgery, comprehensive dental procedures, and diagnostic ultrasound. Our patients include canines and felines with some exotic species care. Full-time employees (30 hours or more per week) enjoy a competitive salary and a comprehensive benefits package, including: Offering a generous signing bonus of $30,000. Please call Kelli Dowhaniuk at 818309-3709 and/or email Kelli.Dowhaniuk@ nva.com.

The Animal Hospital on the Golden Strip | Full Time / Williamsport, Pennsylvania

We are looking for an experienced doctor to be a part of our well-established small animal practice. We treat dogs, cats and some exotics. We feel we do many things well but if we had to highlight a few it would be the ability of being very capable. Our technician team is out of this world and make our doctors’ lives very manageable throughout the day. We also handle end of life care impeccably and care deeply about our community. Enjoy 4-day work weeks with no on call, but are flexible. We serve the Lycoming and surrounding counties in Pennsylvania. Please call Kelli Dowhaniuk at 818-309-3709 and/or email Kelli. Dowhaniuk@nva.com.

Huntingdon Valley Veterinary Hospital | Full Time / Huntingdon Valley, Pennsylvania

Seeking an experienced FT practitioner to join our team! We offer all the bells and whistles of a progressive modern facility. Our ideal candidate should possess a

positive attitude, be results oriented, and have excellent communication and time management skills. Our benefits include medical and dental insurance, professional liability coverage, paid vacation and sick Time, CE allowance, licensure & dues and VIN Membership. Salary ($105,000115,000/year) to commensurate with experience and negotiable. Our goals are to take care of our employees and have fun while we work while offering the community excellent veterinary care. Email: huntingdonvallyvet@outlook.com.

Buckingham Animal Hospital | Full Time / Doylestown, Pennsylvania

Seeking full-time veterinarian in beautiful Central Bucks County for Buckingham Animal Hospital, a privately-owned fivedoctor practice. Veterinarians are supported by our highly trained and friendly staff within our well-equipped, bright and spacious stand-alone building. We are seeking a kind team member with excellent interpersonal and communication skills –sense of humor is a bonus! The owner is a 2003 Penn Vet graduate with experience mentoring new veterinarians. Generous salary and benefits. Schedule averages 3540 hours/week, no after-hours emergencies. Close to the charming towns of Doylestown and New Hope and driving distance to Philadelphia and NYC. Please email Brad Kube, VMD at buckah1950@gmail.com.

TECHNICIANS

State College Veterinary Hospital | Full Time / State College, Pennsylvania

We have an opening for a full-time technician to join our 2-doctor small animal general practice. We’re seeking a candidate that is self-motivated but works great in a team dynamic. Duties include surgery, anesthesia, venipuncture, radiology, exam Room appointments, Idexx laboratory and client education. Must be comfortable with stress free handling techniques. Local emergency clinic handles all cases overnight. Located one mile from PSU’s main campus. Position offers 4-day work week, competitive pay, retirement plan, CE allowance, and paid portion of health insurance. Please email resume to scvethosp@yahoo.com

ATTN: Billie Novosel CVT.

Interested in placing a classified ad? Visit PaVMA.org/Classified-Ads for information on all classified ad placement opportunities.

classified ads continued from page 37

Penn State University | Full Time / University Park, Pennsylvania Penn State’s Animal Resource Program is seeking a Veterinary Technician or Veterinary Assistant (Research Technologists 3) to join our animal care team. For information, contact Todd A. Jackson, DVM, DACLAM at taj5330@psu.edu or 814-863-7778. To see the full ad or to apply, see https://psu. wd1.myworkdayjobs.com/PSU_Staff/job/ Penn-State-University-Park/ResearchTechnologist-3_REQ_0000038023-1.

Veterinary Medical Center of Blakely | Full or Part Time / Blakely, Pennsylvania Veterinary Medical Center is currently in search of a full time Veterinary Nurse to join our team. VMC is a locally owned and operated veterinary hospital. We pride ourselves on providing the most up to date client education and personalized care plans. We encourage our nurses to fully utilize their skills each and every day. We are searching for friendly, outgoing individuals with a positive attitude to join our team. For information and full ad, please contact Megan Ziegenfus at megan@vmcofblakely. com or 570-487-1650.

PracTICES/EQUIPMENT FOR SALE

South of Pittsburgh, PA

PRACTICE FOR SALE – Small animal practice south of Pittsburgh grossing over $1.8M. Very well-equipped with Idexx lab, high speed dental and digital x-ray. Practice is offered at $1.8M and real estate is offered at $750K. (PA-9260). Call for more information. Contact Dr. Kurt Liljeberg of Total Practice Solutions Group at (440) 933-4522 or kurt@tpsgsales.com.

East Side of Pittsburgh, PA PRACTICE FOR SALE – Small animal practice on east side of Pittsburgh grossing over $800K. Two exam rooms and digital x-ray. Practice and real estate offered at $983K. Buyer should make income of over $200,000 after paying for all practice expenses and mortgage. (PA-9120). Call for more information. Contact Dr. Kurt Liljeberg of Total Practice Solutions Group at (440) 9334522 or kurt@tpsgsales.com.

East of Pittsburgh, PA

PRACTICE FOR SALE – Small animal practice east of Pittsburgh grossing over $550K. Nice, well-equipped practice. Practice and real estate offered at $499K. (PA-6050). Call for

more information. Contact Dr. Kurt Liljeberg of Total Practice Solutions Group at (440) 933-4522 or kurt@tpsgsales.com.

Western Pennslyvania

BUYING OR SELLING A PRACTICE – Buying or selling a veterinary practice? Confused about corporate consolidators? Count on the experience of Total Practice Solutions Group. Contact Dr. Kurt Liljeberg for a free consultation! (440) 933-4522 or kurt@tpsgsales.com.

Allentown/Harrisburg Area, Pennsylvania

Established, well-equipped and very profitable one-doctor practice grossing over $2M. Owner willing to stay on during transition. Please call Chris Rocchio, DVM, at (518) 852-8973 and/or email monarchbc@gmail.com.

Lancaster County, Pennsylvania

Beautiful five-doctor small animal practice located outside of Philadelphia, PA. Wellequipped modern facility grossing over $3.4M annually. Please call Chris Rocchio, DVM, at (518) 852-8973 and/or email monarchbc@gmail.com.

Irwin, Pennsylvania

Looking to start a veterinary hospital or specialty practice? Unique property just outside Pittsburgh, PA available for sale: designed in 1990 as a multidoctor veterinary hospital and remained a veterinary hospital for over 30 years! Located on busy Route 30 with traffic topping 30k. Original owner/designer and retired veterinarian willing to help defray start-up costs by offering owner financing to qualified applicant(s). Check out this amazing opportunity at: www.12249route30. com To schedule a tour or for more information, contact Dr. Steven Findlay at info@12249route30.com. Great opportunity to make your dream of hospital ownership a reality!

Dalton, Pennsylvania

Chison 8300 Vet ultrasound small animal unit used for less than 10 cases. Includes probes for hard and soft tissue. Originally $13,000. Please email jgpannickdvm@gmail.com for additional details. $3,025 (Scranton area).

RELIEF VETERINARIANS

David J. Henzler, DVM, PhD Dauphin, Lebanon, Berks, Schuylkill, Lancaster, Lehigh, and York Counties RELIEF VETERINARIAN with 15 years of

clinical practice experience, including 3.5 years as a full-time 24-hour emergency doctor. PhD in Veterinary Science. Serving small animal and exotic practices in Dauphin, Lebanon, Berks, Schuylkill, Lancaster, Lehigh, and York counties. Available to cover vacations, illness, maternity, and other needs. Energetic with a professional appearance and excellent communication skills. Integrous, dependable, and detailed. “I treat your practice like my own!” Call 717.341.4357 or email henzlerdvmphd@ aol.com.

Erin K Murphy, DVM

Berks, Lancaster, Lebanon, Lehigh, and Schuylkill Counties

Outgoing, energetic, and professional veterinarian in search of small animal practices where I can utilize my 24 years of clinical experience. I enjoy surgery, internal medicine, dermatology, wellness visits, and participating with the human-animal bond. Excellent communication skills, active listener, compassionate, and empathetic. Email ekhj07@gmail.com.

Jacqueline Burke, VMD

Berks, Bucks, Chester, Delaware, Lackawanna, Lancaster, Monroe, Montgomery, and Philadelphia Counties. 1987 Penn honors grad seeks relief work within 30-60 minutes of the QuakertownPottstown area. Fast and proficient in surgery. Very dependable, professional appearance and manner. See website at jacquelineburkevmd.com. Call 610-754-1155 or email at jacquib1018@gmail.com.

Michael Reese, VMD, MS

Berks, Bucks, Chester, Delaware, Lancaster, Lehigh, Montgomery, and Philadelphia Counties

Small animal veterinarian practicing in Philadelphia and the surrounding region. 13 years experience working in hospitals in Philadelphia and the surrounding suburbs. I am knowledgeable, efficient, and personable, and I enjoy and highly value client education. I am also flexible and readily able to adapt to various hospitals’ protocols and procedures. Please let me know if I can be of help in providing short- or long-term relief services to your practice. Thank you! Email reeseveterinary@gmail. com.