Wednesday, July 22, 2009

Some Ideas on Finding Good Staff

Our research staff does hundreds of interviews every week with practice owners all over the country. This research helps us know the areas of interest of doctors who read or will read this our on-line journal, Solutions Magazine.

One of the highest areas of interest, is "How do I find GOOD staff?" Here are some tips regarding one specific area of finding staff.

We have seen great success with temp agencies and private job placement agencies. There are several reasons why working with these types of companies can be advantageous: a) the cost of promoting, screening, interviewing is borne by the agency, b) the time needed to promote, screen, interview, hire, etc., is primarily taken up by the agency and not your office, and c) most agencies usually have a guarantee of some sort of the person working out and recourse if the person does not work out.

Below are some suggestions on how to best work with these types of companies.

    1. Meet with the representative of the placement agency that is most local to your office. Invite them to visit your office to get a feel for the office and the kind of culture that you have specific to your office. Let the representative know about the qualifications of the employee that you are looking for. Be as specific as you can. Show them the job description of the position you are trying to fill so they have a good understanding of what type of person you need. Make the requirements as clear as possible - for example if you are looking for a receptionist, you need someone with excellent communication skills. As this representative is going to go to work for you to find the best candidate for your office, get her/him the best information you can on what you need and want.

    2. Discuss with the representative the fees and benefits involved in hiring an employee through them. Most companies offer a 90-day program that has a variety of benefits. The employee works in your office but remains an employee of the temp agency or placement agency. During this trial period, an hourly fee is paid to the company that is just slightly greater than what you would normally pay a direct hire. The benefit to you is that you are not paying the taxes, fees and accounting normally associated with hiring and paying an employee. You are also not covering health insurance. For most employers, this option works out quite well. During this trial period, you have a resource for addressing performance concerns with the agency and determining if the person will work out.

    3. Ask to interview the prospects that they send you prior to hiring them. Take the time to interview them just like you would a direct hire. The most obvious benefit to you at this time is that the prospect has already been screened by the agency and is qualified to work in your office. All you have to do is decide if this is the kind of person you want to work with in your office.

Be willing to interview several prospects before selecting the right one for your practice. Just because they are qualified does not mean that they will fit well with your team. Your greatest enemy at this point is any desperation you may feel to get someone hired right away. Remember that hiring the wrong person for your office can become a bigger problem and waste more time and money for you and your staff than taking a little more time to find the right fit. We have a variety of testing procedures that we use with our clients to help in this final evaluation process.
Silkin Management Group has been in business for over 25 years, delivering practice management consulting and training to over 4000 health care offices throughout the United States and Canada. For further information on Silkin visit our website at the Silkin Management Group Home Page.

I invite you to share any thoughts through our Discussion Forum at the Silkin Facebook Page BY CLICKING HERE.

Larry Silver
President, Silkin

Silkin Management Group Home Page
Visit our Facebook Page
Silkin Management Group Press Room
Solutions Magazine

Wednesday, July 15, 2009

ARE YOU A LEADER AT YOUR PRACTICE?

If you're having difficulty getting plans executed, then the information below may be helpful.


It is very important for the owner of a practice to maintain excellent communication with his/her staff and to provide active and visible leadership. Following are some key points for the executive:

Communication of Goals:

Determine what the purpose (Mission Statement) of your practice is and communicate it to your staff. Let them know what the goals for the office are and keep them informed of the projects you intend to implement to achieve those goals. The better informed your staff is and the greater understanding they have of such matters, the more likely they will be working in mutual motion with you.

Communication Tools:

There are some very basic communications devices to implement in the practice. These tools can be kept in place by your Office Manager, but must be reinforced by you as the senior executive. Some of these tools are: written requests or proposals (as opposed to verbal requests), written office communications, written policies and use of an effective communication relay system.

It is important that written communications are responded to swiftly. When people do not hear back on their communications within a reasonable period of time, they become less willing to communicate and as a result, the business can have more problems on its hands.

Staff Meetings:

It is also vital that staff meetings are held minimally once per month, but ideally once per week. This is one of the most valuable opportunities available to you for educating staff, setting goals and targets and handling problem areas that can be addressed by the staff as a whole. The communication lines within the business will strengthen considerably too.

The Owner and his Office Manager should continually strive to establish strong coordination and leadership for the staff. Any problems or disagreements between the Owner and Office Manager should always be sorted out OUTSIDE of the staff meeting and should never be addressed in the presence of any staff.

Staff meetings run most effectively if the Owner and Office Manager meet prior to the staff meeting to plan and coordinate those matters to be addressed with the staff. This should include items such as production goals for the office, coordination needed between staff members concerning patients or other matters, education on office policy or technical matters, etc.

Setting Goals and Targets:

When targeting your weekly and monthly quotas, it is advisable to plan ahead prior to your staff meeting and really confront how much production you did the week/month prior and how much can realistically be produced within the upcoming week/month (bearing in mind that you should target toward expansion). Really take a look at what CAN be done, then go over it together and with the rest of your staff at the staff meeting.

Each week you should bring relevant production graphs to the meeting and keep the staff informed as to how the group is doing in approaching the goals.

Group Member Responsibility:

The more each staff member takes responsibility for the office as a whole, the better your office will do. It is very helpful to have each staff person come to the staff meeting prepared to contribute. This is something to be backed by the Owner so that the staff realizes the importance and complies with the Office Manager's orders. The goal of the executive should be to encourage and show the staff how to become more and more responsible and able to contribute to the creativity, growth and expansion of the practice.

Policy:

To create stability for the practice and to keep the lines straight, it is very important that you continue to implement written policies. There should be written policy to govern all activities in the practice.

When you write a policy, place the original in a binder marked "Policies." The Office Manager would then distribute a copy to each relevant staff person, indicating to the staff that they are to read the policy and route a note to the Office Manager reporting that they had done so. Their copy of the policy would be placed in their "job description" manuals, under General Staff Section.

The Office Manager can be very helpful in policy development, but she needs to know exactly what your policies are. She can write the policies and submit them to you for final approval. She can and should suggest to you areas in which policy is needed. Staff should also be encouraged to propose policy via the Office Manager.

Silkin Management Group has been in business for over 25 years, delivering practice management consulting and training to over 4000 health care offices throughout the United States and Canada. For further information on Silkin visit our website at: Silkin Management Group Home Page.

I invite you to share any thoughts through our Discussion Forum at the Silkin Facebook Page BY CLICKING HERE.

Larry Silver
President, Silkin

Silkin Management Group Home Page
Visit our Facebook Page
Silkin Management Group Press Room
Solutions Magazine

Friday, July 10, 2009

ECONOMIC WOES LEAD TO EMPLOYMENT DISHONESTY

I received the following article from one of our attorneys that I thought was very informative and something that would be useful for anyone who runs a small business, which would certainly include health care practices. Some months ago I posted an article on our blog concerning steps to take to protect against employee embezzlement, and I thought that this article would add useful information to that subject. I hope you enjoy it.

As usual, I invite you to share any thoughts through our Discussion Forum at the Silkin Facebook Page BY CLICKING HERE.

Larry Silver
President, Silkin

Silkin Management Group Home Page
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ECONOMIC WOES LEAD TO EMPLOYMENT DISHONESTY



False Sense of Security


Employee dishonesty can take many forms. No one seems to be exempt, and tough economic times only make matters worse. Although embezzlement can happen at all levels, we have encountered a number of situations in small to medium sized companies where employees were trusted and often thought of as family. When embezzlement is discovered, there is not only the reality of economic loss, but a real feeling of betrayal. After discovery, your oppositions may be limited. The key is to establish and diligently adhere to a system of checks and balances, to minimize opportunities.

Establish Procedures


The first step is to meet with your certified public accountant, or attorney, to establish the correct procedure for your business. This alone can be difficult, because in many instances your loved and trusted bookkeeper will feel like he or she isn’t trusted. Although the feeling is understandable, you can explain that it is something that must be done because (a) it is the correct business practice; and (b) it will confirm the great job your bookkeeper is currently doing. Furthermore, should your bookkeeper become ill or otherwise unable to perform his or her duties, the procedures will already be in place for the replacement. Don’t get talked out of this step, or you could be talking to us, or someone like us, under more strenuous circumstances.

Follow Your Procedures


Establishing procedures won’t help you unless you are willing to follow the established guidelines. It takes a little effort, but nothing equivalent to the forensic work associated with discovering and determining the amount of embezzlement. Where there is embezzlement, seldom is it limited to one method of stealing. Don’t stop looking after you’ve discovered one source of theft. It is like peeling an onion. In one of our cases, the CPA said he was aware of fifty ways to embezzle money, and forty-eight had been employed.

Remedies


How you react when you discover your loss may have a significant impact on the extent of your recovery. Your emotions will run from anger, to embarrassment, how will you recover your loss. Although our advice is sought with regards to each of the above, our primary focus is usually on how to recover your money.

Acting fast is a proven key. As the victim you have a great deal of leverage. The fear of prosecution is a great motivator. Your initial reaction is to call the police and “throw away the key.” While this knee jerk reaction is understandable, it is seldom a motivation for repayment. Although criminal prosecutions can result in “civil compromises,” these are frequently less rewarding than can otherwise be accomplished.

Strike fast and tie up assets. Locate property and collect what you can. If there is a spouse or significant other, don’t overlook their involvement. If significant amounts were stolen, there is a good likelihood they were at suspicious of what was going on.

Call your insurance carrier. If you don’t have employee dishonesty coverage, get it. Make sure your limits are reasonable. You would be amazed at how much can go missing. We have been involved in cases for small to medium companies where the amounts exceeded $1,000,000.

The banks and credit card companies may be a source of recovery. Under the right circumstances, there can be liability for forgery, negligence and credit card fraud. Third party sources of recovery should not be overlooked, as the embezzlers may not have been a good steward of your money. Insurance claims and claims against banks and credit card companies normally require you to prosecute, but by the time you get to this stage, you normally have little to lose.

If you do not have a procedure of checks and balances, contact your professional today.

Written by:
Bitts & Hahs, Attorneys at Law
4949 SW Meadows Rd., Suite 260
Lake Oswego, OR 97035
503-228-5626
http://www.bittner-hahs.com

Wednesday, July 8, 2009

MORE KEY MARKETING ACTIONS

Silkin Management Group has helped accomplish significant growth for thousands of practices using marketing procedures that really work based upon results. As a follow up to our June 26 blog, here is another list of key marketing actions for a health care practice.

Our tailor made marketing programs include some of the basic techniques mentioned in these tips, but also include the "how to's" of each tip with template examples of most ideas presented. Our consultants develop surveys and questionnaires that health care practitioners all over the country have used to drive more new patients into their practices – and keep them coming back. As the number of patients increase, Silkin continues to provide management and organizational consulting that supports stable growth. This is accomplished by offering specialized administrative training for doctors and their staffs, job descriptions, office policies, organizational charts and much, much more.

Key Marketing Actions:


1. Research your market.
2. Create surveys for existing patients/clients.
3. Create surveys for potential new patients/clients.
4. Conduct surveys with both publics.
5. Tabulate survey results.
6. Categorize internal versus external marketing efforts.
7. Create a promotional calendar.
8. Reactivate past clients.
9. Prospect for new clients.
10. Create a referral campaign.
11. Begin new resident contact campaign.
12. Create/refine letters and promotional items for the practice (welcome letter, thank you letter, educational material, financial information, reactivation letter, etc.)
13. Address the appearance of the practice.
14. Upgrade practice signage.
15. Hold an open house for the practice.
16. Utilize web-based marketing and contact management.
17. Upgrade logo on business cards, letterhead, web site, etc.
18. Use newsletters for existing patients, referral resources and potential new patients/clients.
19. Create a practice brochure to educate, outline expectations and improve patient/client interaction.

I invite you to share any thoughts through our Discussion Forum at the Silkin Facebook Page BY CLICKING HERE.

Larry Silver
President, Silkin

Silkin Management Group Home Page
Visit our Facebook Page
Silkin Management Group Press Room
Solutions Magazine

Tuesday, June 30, 2009

A Helpful Resource for Employee Legal Questions

As an employer and a manager, it is very important that you understand the importance and value of keeping up to date on the ever -changing laws and rules concerning dealing with employees.

In fact just today, the Supreme Court came out with a very, very important ruling concerning Title VII of the Civil Rights Act which covers anti-discrimination in dealing with employee interactions such as hiring, firing, sexual harassment, etc. You can read about this ruling in the following New York Times article: Supreme Court Finds Bias Against White Firefighters

As an example of this issue, some time ago my company was presented with a concern of an employee that wanted to take maternity leave from work as afforded to her by the Federal Medical Leave Act. Having some familiarity with the act, we were about to point out to her that the FMLA only applied to those companies with 50 employees or more. As our company, at that time, employed only 40 employees, we thought that we were exempt from this rule. With good foresight, though, we told her that we would check out the rules and get back to her the next day. We were very glad that we did this.

The Federal Medical Leave Act does indeed apply to employers with 50 or more employees. (For further information on the FMLA visit http://www.dol.gov/compliance/laws/comp-fmla.htm.) Had we just left the matter at that, and not looked into it further we could have made a grave error had we not granted the proper leave which would have created an unfortunate problem for my company and our employee. What we discovered was that our state also has a medical leave act that had very specific requirements of a company our size that we were required to comply with. Had we not taken the time to really look into the issue and not just work from one source we could have made a costly mistake.

As mentioned above, it is very important for any employer to stay up to date on the relevant laws, rules and regulations concerning dealing with employees. What is important to note is that each state has different laws in addition to the various Federal laws and regulations. Therefore it is vital for you to have a resource to investigate what your state’s parameters are. We therefore did some further research and can now give anyone reading this blog the exact website that you can go to find your states labor department. From reading through the site you can find the relevant laws and rules that will apply to a variety of employee situations and decisions you often make, similar to the example I gave above.

Below you will find, listed by state all of the sites in one easy to use location.

Alabama: http://dir.alabama.gov/
Alaska: http://www.labor.state.ak.us/
Arizona: http://www.ica.state.az.us/
Arkansas: http://www.arkansas.gov/labor/
California: http://www.labor.ca.gov
Colorado: http://www.coworkforce.com/
Connecticut: http://www.ctdol.state.ct.us/
Delaware: http://www.delawareworks.com/
District of Columbia: http://does.ci.washington.dc.us/does/site/default.asp
Florida: http://www.floridajobs.org/
Georgia: http://www.dol.state.ga.us/
Hawaii: http://hawaii.gov/labor
Idaho: http://labor.idaho.gov/dnn/Default.aspx?alias=labor.idaho.gov/dnn/idl
Illinois: http://www.state.il.us/agency/idol/
Indiana: http://www.in.gov/dol/
Iowa: http://www.iowaworkforce.org/labor/
Kansas: http://www.dol.ks.gov/index.html
Kentucky: http://labor.ky.gov/
Louisiana: http://www.ldol.state.la.us/
Maine: http://www.state.me.us/labor/
Maryland: http://www.dllr.state.md.us/
Massachusetts: http://www.mass.gov/?pageID=elwdagencylanding&L=4&L0=Home&L1=Government&L2=Departments+and+Divisions+(EOLWD)&L3=Department+of+Labor&sid=Elwd
Michigan: http://www.michigan.gov/dleg
Minnesota: http://www.dli.mn.gov/main.asp
Mississippi: http://www.mdes.ms.gov/wps/portal#null
Missouri: http://www.dolir.mo.gov/
Montana: http://dli.mt.gov/
Nebraska: http://www.dol.state.ne.us/
Nevada: http://www.laborcommissioner.com/
New Hampshire: http://www.labor.state.nh.us/
New Jersey: http://lwd.dol.state.nj.us/labor/index.shtml
New Mexico: http://www.dws.state.nm.us/
New York: http://www.labor.state.ny.us/
North Carolina: http://www.nclabor.com/
North Dakota: http://www.nd.gov/labor/
Ohio: http://ohio.gov/working/
Oklahoma: http://www.ok.gov/odol/
Oregon: http://www.boli.state.or.us/
Pennsylvania: http://www.dli.state.pa.us/
Rhode Island: http://www.dlt.ri.gov/
South Carolina: http://www.llr.state.sc.us/
South Dakota: http://dol.sd.gov/
Tennessee: http://www.state.tn.us/labor-wfd/
Texas: http://www.twc.state.tx.us/
Utah: http://laborcommission.utah.gov/
Vermont: http://www.labor.vermont.gov/
Virginia: http://www.doli.virginia.gov/
Washington: http://www.lni.wa.gov/
West Virginia: http://www.wvlabor.org/home.html
Wisconsin: http://www.dwd.state.wi.us/
Wyoming:
http://wydoe.state.wy.us/



I hope you find your state’s web site just as valuable and informative as we have with our state. As always, if you have a specific concern with a legal problem, or if you have a specific legal question, always consult a licensed and board certified attorney in your state.


Larry Silver
President, Silkin Management Group

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Friday, June 26, 2009

Marketing Tips

Collect and tabulate information such as age, occupation, gender, income and location from your current patient records to get a profile of your typical patients. Then tailor your promotion and public relation events to target this majority group

Conduct a Referral Survey to find out if your patients are referring. Discover why they do or do not feel comfortable referring others to your practice. The information you get will help you generate more referrals and give you more control over your internal marketing.

A Quality Control Survey of patients gives you feedback regarding whether or not you’re meeting their expectations and what, if anything, you can do to improve your service to them. Patients appreciate being asked if they are happy with the level of care and service they’re receiving and will be happy that you care enough to ask.

Design a series of questions you can ask of potential patients to find out what they need and want – find out such things as what services they are interested in receiving, what they value most in a health care provider and what has disappointed them in previous practices. Enclose this survey in your new resident letters and use the information you get back to help you write and design ads, brochures and other promotional items.

When surveying by mail, encourage response by enclosing a postage-paid return envelope or reply card. If needed, mailing lists can be purchased to target specific groups you want to attract.

Use phone surveys to get back in touch with inactive patients. Ask them questions designed to find out what you and your staff can do to reactivate them. They will appreciate the personal contact and you’ll have an opportunity to interest them in returning to your practice for services.

Set aside time to work with your staff on getting referrals from patients. The best way to get referrals is simply to ASK FOR THEM. Your staff will be more comfortable in making this a part of their daily routine if they get a chance to practice during staff training sessions.

Silkin Management Group has helped thousands of practices grow using marketing procedures that really work. How do we know they work? They get results! Our tailor made marketing programs include some of the basic techniques mentioned in these tips, but reach far beyond what we’ve been able to include here. Our consultants develop surveys and questionnaires that health care practitioners all over the country have used to drive more new patients into their practices – and keep them coming back. As the number of patients increase, Silkin continues to provide management and organizational consulting that supports stable growth. This is accomplished by offering specialized administrative training for doctors and their staffs, job descriptions, office policies, organizational charts and much, much more.

I invite you to share any thoughts through our Discussion Forum at the Silkin Facebook Page BY CLICKING HERE.

Larry Silver
President, Silkin

Silkin Management Group Home Page
Visit our Facebook Page
Silkin Management Group Press Room
Solutions Magazine

Tuesday, June 23, 2009

Financial Crisis: More Background Info

Several months ago, I presented on this blog a series of articles written by Bruce Wiseman on the financial crisis this planet has been experiencing over the past year or so. I recently received another article by Mr. Wiseman elucidating even more information concerning the background of events that led up to and precipitated this crisis and I thought I would, again, pass it along to the readers of our blog as it is extremely fascinating and informative.

I invite you to share any thoughts through our Discussion Forum at the Silkin Facebook Page BY CLICKING HERE.

Larry Silver
President, Silkin

Silkin Management Group Home Page
Visit our Facebook Page
Silkin Management Group Press Room
Solutions Magazine


Larry Silver
President, Silkin Management Group

THE FINANCIAL CRISIS: THE HIDDEN BEGINNING

by Bruce Wiseman
On April 2, 2009, control of the planet’s banks was turned over to the secret decisions of eleven men—board members of a Swiss organization with a troubling Nazi past.

Banking wasn’t always that way...

My secretary would come into my office every morning at 9:00 a.m. with a room-service smile and an armload of computer printouts. She would place the reports on my desk as if she were serving a fine meal and arrange them just so, with the overdraft report on top, and then slip out of the office as if she were trying not to wake anyone.

The customer’s name was on the left side of the page followed by the date the account was opened, the six-month average balance, and a listing of the offending checks that had sentenced the account to the OD report. The amount of the checks and the total overdraft were featured prominently on the right-hand side of the page like perps in a police lineup.

The decisions were twofold: do I pay the checks and, whether paid or not, do I assess overdraft charges? Overdraft charges have gotten rapacious in recent years, but they were $4.00 an item back then, and believe it or not, it takes time, money and effort for bank personnel to track down the impostor and send it home branded with banking’s scarlet letter—insufficient funds.

I would usually let the charges stand, but I was not a tough close if someone called in with a plausible story on why the check beat the deposit to their account. This was usually good for one round of reversed OD charges, but rarely repeated despite screenplay-quality presentations.

A friend of mine had a leather shop down the street where he handcrafted sandals, belts and wallets adorned with peace symbols, which, in those days, were found on everything from condoms to dog collars. He was of the genus Hippy, drove a ratty VW van covered in flowery orange and yellows, and wore iconic bell-bottomed Levi’s. There was great profit in leather goods, but Jimmy paid no attention to his bank balance and overdrew the account with such regularity I sometimes wondered if he was trying to ensure the branch remained profitable.

Banking was more personal then:

“Jimmy, you’re OD again.”

“That’s bullshit, man.”

“No, Jimmy. It’s not bullshit. You’re overdrawn $312.”

“I can’t be overdrawn. I just gave you guys a bunch of bread. You probably held it so some checks would come in first and you could hit me with a bunch of overdraft charges.”

“Lay off the weed, Jimmy. When did you make the deposit?”

“Yesterday. Seven hundred bones. Gave it to that foxy black chick with the Afro.”

“Yes. I see it. But you’re still OD.”

“You’re bummin’ me out, man, really bummin’ me out.”

“When was the last time you reconciled your account, Jimmy?”

“Don’t put that on me, man. That form is a bad trip. Gives me a migraine.”

“Bring your last three statements down to the branch and I’ll have bookkeeping reconcile the account for you.”

“Groovy. You gonna reverse the OD charges?”

“Not a prayer. Bring $312 with you.”

“Fascist.”

Your local bank was also where you went to get a loan to buy your new home. And there it stayed until it was paid off.

A customer would come into the branch, fill out an application and, if approved, we would finance 75%–80% of the purchase. The borrower would come up with the balance. When the loan was approved, we would issue the funds to escrow at the appropriate time and put the loan on our books, where it would stay, earning the bank the going rate of interest for home loans.

I’m sure there are still some community banks that offer personal service instead of having you talk to someone in the Philippines about your credit card, but I wrote this to make the point that banking—and mortgage banking in particular—had changed.
Banks started selling loans to investors while keeping the servicing. In other words, the borrower would keep making his mortgage payments to the bank that made the loan but the payment would be sent on to the investor who had purchased the loan from the bank. The investors were usually pension plans or large investment funds.

But this change in mortgage lending was just beginning.

A group of leading bankers would soon turn mortgage banking into a cancer that would eat the industry alive. What follows is the earlier beginning to our story “The Financial Crisis: A Look Behind the Wizard’s Curtain”—a chronicle of the men and institutions who designed the current crisis: a crisis by design.

The purpose of this financial crisis is to take down the United States and the U.S. dollar as the stable datum of planetary finance and, in the midst of the resulting confusion, put in its place a Global Monetary Authority—a planetary financial control organization to “ensure this never happens again.”

But I am getting ahead of myself.

THE JAPANESE


It is 1985 and the Land of the Rising Sun has become the planet’s largest creditor nation. Words like Toyota, Panasonic and Yamaha have become part of the lexicon in places such as Omaha, Cleveland and Des Moines. In 1970, the ten largest banks in the world were American. By the end of the eighties, six of the ten largest banks in the world are Japanese.

What happened?

The Japanese banks were pampered and protected by their government like corporate rock stars. They were permitted to operate with small amounts of reserve capital, which gave them an advantage over other banks and enabled them to expand their market share at the expense of their competition—the major money-center banks in New York and London represented by the dual-headed Darth Vaders of international finance, the U.S. Federal Reserve Bank and the Bank of England.

The Gunfight at the O.K. Corral had nothing on what was about to occur to the banking samurai of Tokyo.

In the eighties, governments had varying regulations about how much capital their banks had to maintain. These standards were supposed to ensure that banks had enough in reserves to protect themselves and their depositors against bad loans.
These “capital adequacy standards” were set as a percentage of the bank’s assets. In other words, if the capital requirements were 8% and a bank had $8,000,000 in capital, they could expand their balance sheet to $100,000,000 in assets (loans and other investments).

But let’s say the capital requirements were 4%. Taking the same bank with the same $8,000,000 in capital, they could carry $200,000,000 in loans and other assets, generating a great deal more income and profit for the bank.

If the capital requirements were 10%, that same bank could have assets of $80,000,000—fewer loans, less income.

You get the picture: the capital requirements dictated what amount of assets the bank could carry. And the amount of assets determined how much income the bank could generate.

The Japanese banks had low capital requirements—one central banker reported them to be as low as 3%. Others claimed 6%. But in either case, they were low. The low capital requirements enabled them to hold more assets, which in turn spun off more income. The elevated income enabled them to offer lower interest rates on loans than the competition could. Their market share grew.

In time, Japanese banking became the Godzilla of international finance—a condition that did not sit well with Alan Greenspan, the recently appointed Chairman of the Federal Reserve Bank, who dealt with the matter like a Mafia chieftain whose turf had been violated by the yakuza.

As soon as he assumed the throne at the Fed, Greenspan, complaining about advantage enjoyed by the Japanese banks, went to his comrades in coin at the Bank of England and executed a two-party agreement establishing capital adequacy standards for U.S. and UK banks. The two of them then turned on their pinstriped Nipponese brothers and told them that they were going to be excluded from Western markets unless they agreed to an international standard of capital adequacy.

The Japanese, dragged to the agreement like a dog to a bath, signed the agreement on July 15, 1988, along with the central bankers of nine other industrialized nations, setting forth “international . . . regulations governing the capital adequacy of international banks.”

The agreement was signed at the secretive Bank for International Settlements in Basel, Switzerland, and is referred to as the Basel Accord. However, since a second accord was signed in 2004 (which we deal with in “Behind the Wizard’s Curtain”), this agreement is now referred to as Basel I and the 2004 agreement as Basel II.

THE BANK FOR INTERNATIONAL SETTLEMENTS


I have dealt with the Bank for International Settlements in the two previous articles on the financial crisis and am going to take the liberty of quoting from them here. First, “A Look Behind the Wizard’s Curtain”:

Central banks . . . govern a country’s monetary policy and create the country’s money.

The Bank for International Settlements (BIS), located in Basel, Switzerland, is the central bankers’ bank. There are 55 central banks around the planet that are members, but the BIS is controlled by a board of directors, which is comprised of the elite central bankers of 11 different countries (U.S., UK, Belgium, Canada, France, Germany, Italy, Japan, Switzerland, the Netherlands and Sweden).

Created in 1930, the BIS is owned by its member central banks, which, again, are private entities. The buildings and surroundings that are used for the purpose of the bank are inviolable. No agent of the Swiss public authorities may enter the premises without the express consent of the bank. The bank exercises supervision and police power over its premises. The bank enjoys immunity from criminal and administrative jurisdiction.

In short, they are above the law.


And from the second article, “Hitler’s Bank Goes Global”:

But then the Bank for International Settlements (BIS) . . . has never seen transparency as one of its core values. In fact, given its fascist pedigree, transparency hasn’t been a value at all. Known as Hitler’s bank, the Bank for International Settlements worked arm in arm with the Nazis, facilitating the transfer of gold from Nazi-occupied countries to the Reichsbank, and kept their lines open to the international financial community during the Second World War. . .

It is like a sovereign state. Its personnel have diplomatic immunity for their persons and papers. No taxes are levied on the bank or the personnel’s salaries. The grounds are sovereign, as are the buildings and offices. The Swiss government has no legal jurisdiction over the bank and no government agency or authority has oversight over its operations.


BASEL I


Basel I established the terms for the minimum capital requirements for the ten central banks that signed the accord: Belgium, Canada, France, Italy, Japan, the Netherlands, the UK, the U.S., Germany and Sweden (Switzerland signed later).
A standard had been set: banks had to maintain capital of 8% of their assets. But according to the agreement, all assets were not the same. Basel I introduced a special system of weighing the risk of different kinds of assets and loans—they referred to it as risk-weighted assets. For example, corporate loans to businesses called for a higher percentage capital than mortgage loans. As a consequence, banks started cutting back on corporate loans and seeking ways to expand their mortgage portfolios.

As for the Japanese banks, they had to adjust. But the Nikkei Index (the Japanese stock market) was booming at the time, so they didn’t consider it a big problem. Between 1984 and 1989 the Nikkei had risen from 11,500 to 38,900. As stocks increased in value, the capital base of the Japanese banks (made up largely of stock) increased as well.

Things were cool. Sake flowed, geishas danced and banker-san was happy. But the good times were short lived. Less than a year later, in May of 1989, the Nikkei began a decline that eventually brought the index down to below 8,000.

As went the Nikkei, so went the capital structure of the banks. Down they went, slashing their ability to lend and sending the entire Japanese economy into a recession that has been called the “Lost Decade.”

You don’t cross the Fed and the Bank of England and get away with it. Not on this planet.

It was a different story for the U.S. banks. The new capital adequacy standards laid down as Basel I had loopholes through which the American bankers were able to drive their Porsches to bonuses larger than the budgets of several third-world countries.

THE INTENTIONS OF BASEL I


Writers have referred to the consequences of Basel I as unintended.

Were they really?

Greenspan not only sat on the board of directors of the Bank for International Settlements, he was also of course the Chairman of the Federal Reserve Bank. From this position he kept interest rates suppressed at abnormally low levels, ushering in a lethal binge of credit excess in America; advanced the Community Reinvestment Act, which mandated mortgage lending to anyone who drew breath (and some who didn’t); and, along with Robert Rubin and Larry Summers, actively fought efforts to regulate the exploding market in toxic financial instruments called derivatives.
This included using his influence to help eliminate laws that had been on the books for decades protecting people from speculative excess and abuse in financial markets (see “The Financial Crisis: A Look Behind the Wizard’s Curtain”).

DERIVATIVES


Derivatives are what Warren Buffet has called “financial weapons of mass destruction”—financial products that seem to have been imported from a galaxy far, far away.

Derivatives are financial instruments that derive their value from some underlying asset. An example of a derivative is one you have heard a lot of lately: mortgage-backed securities.

Here’s how this works. Mortgage loans are packaged up and legally pooled into a financial document called a security. This simply means that there is a formal certificate that represents a group of loans. The investor buys the security. The security pays interest to the investor, which is based on the interest rates of the underlying mortgages.

You can see where the name comes from: the financial instrument, the mortgaged-backed security, is backed by the mortgages.

It is a derivative because the financial instrument, the security, derives its value from the underlying assets (the mortgage loans).

So what were the intentions of the central bankers when they crafted Basel I? One was to take out the Japanese banks. Mission accomplished.

The other was obvious: to curtail lending to corporations while focusing the attention and appetites of those same lenders on the increased income and bonuses available by investing in mortgage-backed securities.

Under Basel I, banks only had to have half as much capital to invest in mortgages as was required for corporate loans. Or put another way, they could invest twice as much in mortgages as they could in corporate loans with the same amount of capital. The more loans, the more income.

What else did the bankers of Basel think was going to happen other than an explosion in mortgage lending? Nothing of course. And later, when the lenders bought credit insurance for the securities, the capital requirements were reduced even further, pouring gas on what had by then become a raging inferno of credit speculation.

CREDIT DEFAULT SWAPS


It wasn’t actually called credit insurance, though. It had another one of those off-planet names: credit default swaps,, but in essence that’s what it was. Here’s how this piece of the puzzle fit.

The bank would buy a contract from an insurer that covered the credit risk of the derivative. In other words, the bank would pay a fee to the insuring company—just like an insurance premium—and if the security turned bad, if the loans failed to pay, the insurance company was obligated to cover the bank’s loss.

When banks bought credit default swaps for their derivatives from an AAA-rated insurance company, the derivative itself took on an AAA rating.

When the derivative received an AAA rating, the bank’s capital requirements—already reduced because the derivatives were made up of mortgages—were reduced even more, freeing up more capital, which enabled them to buy more derivatives, which . . .

There were just a couple of small problems. The credit default swaps—not technically being insurance—were entirely unregulated. This meant that the insurance companies that issued these—think American Insurance Group (AIG), which was the world’s largest insurance company and rated AAA, but which is now owned by thee and me—did not have to carry reserves to cover the loss if the trillions of dollars of derivatives they insured went bad.

The other was the fact that with the passage of the Community Reinvestment Act, the mortgage market was awash in subprime loans (borrowers with poor credit, low income, and no or low down payments). And it was these loans that were packaged into mortgage- backed securities by the trillions and sold to virtually every major bank on the planet, making the international financial structure pregnant with disaster.

It was at this point, having originally set the stage with Basel I, that the world’s central bankers returned to the Bank for International Settlements in Basel, Switzerland, and issued a second set of rules referred to as Basel II. Included in the Basel II Accord was an accounting rule called mark to market, which brought the planet’s entire financial system to its knees. Mark to market was like pulling the pin on an enormous hand grenade made up of trillions of dollars of toxic derivatives.

THE FINANCIAL STABILITY BOARD


On April 2, 2009, at a meeting of world leaders in London, the final card was played: terrified about the potential consequences of a planetary meltdown, they agreed to a plan that established a global financial dictatorship at the Bank for International Settlements called the Financial Stability Board. And this, dear friends, was the goal from the beginning.

If we are going to be realists, we must acknowledge that Greenspan—along with a few fellow monetary jihadists like Paulson, Rubin, Summers and Geithner—planted the bomb in Basel I, lit the fuse by ensuring any meaningful protection against it was removed, and then detonated it with Basel II. What followed the explosion was a global financial coup, which was executed in April.

It took a while for the fuse to burn and the bomb to detonate, but when viewed as a well-constructed plan, the intentions seem inescapable: this financial crisis was and is a Crisis by Design.

The story of how Basel II created the worldwide financial crisis and how the Financial Stability Board was created is covered in detail in my earlier articles on this subject: “The Financial Crisis: A Look Behind the Wizard’s Curtain” and “Hitler’s Bank Goes Global.”

It is the second article that spells out what action to take, and what can and should be done.

The articles can be found at www.brucewiseman.net.
A documentary film based on the articles is in pre-production. If you would like more information about the film, contact me at the email address below.

Keep your powder dry.

bruce@brusewiseman.net
www.brucewiseman.net

© 2009 Bruce Wiseman.
All rights reserved.