Differences Between DSOs and DPOs

While Dental Support Organizations (DSOs) and Dental Practice Organizations (DPOs) are often presented as distinct models, they fundamentally serve the same purpose: providing non-clinical support services to dental practices.

Ownership and Control Structure

The most visible difference between DSOs and DPOs lies in their ownership models. 

• DSOs typically operate under centralized ownership, often controlled by private equity firms or corporate entities. This structure allows them to manage multiple practices under unified systems and benefit from economies of scale for purchasing and operations.

• DPOs, in contrast, often adopt a more decentralized ownership model, formed by groups of dental practitioners who collaborate while keeping individual practice ownership. 

Note that this distinction isn’t absolute—both models ultimately aim to offer administrative support so dentists can focus on patient care.

Clinical Autonomy

While both models support dental practices, their approach to clinical decision-making differs slightly. 

DSOs typically use standardized protocols and treatment plans, which streamlines operations but limits some practitioner flexibility.

DPOs often market themselves as allowing greater clinical autonomy. They emphasize patient outcomes and experience, whereas DSOs may focus more on meeting revenue projections for investors. The true level of autonomy in either setup depends on the specific organization.

Business Model and Financial Structure

Financial arrangements in both models mirror their ownership styles but aim for similar goals. DSOs frequently adopt a profit-sharing approach, retaining a portion of revenue in exchange for centralized support services. Their growth strategy hinges on standardized operations and shared resources.

DPOs generally favor a more collaborative structure, distributing profits among participating dentists based on their contributions. Yet both models aim to trim operational costs through collective purchasing power and administrative oversight.

Management Approach

DSOs tend to emphasize standardization and systematic growth through uniform protocols. This can create consistency across multiple locations but may feel corporate in nature. 

DPOs often use a more collaborative style, inviting practice-owner input and flexible local decision-making. Still, some organizations historically labeled as DSOs are rebranding as DPOs without truly shifting their management methods. 

Management approaches in both DSOs and DPOs can affect roles such as dental office managers, influencing daily operations.

Emerging Trends

As part of wider dental industry trends, many DSOs are now rebranding themselves as DPOs yet making minimal changes to their core structures. 

We advise looking beyond labels and focusing on the actual support services, clinical autonomy, and operational style an organization provides.

Impact on Practice Operations and Staff

The operational setup of DSOs and DPOs significantly shapes daily management and staff experiences.

Daily Operations and Administrative Efficiency

DSOs typically deliver full-scale management services, relying on centralized systems for scheduling, patient management, and administrative work. They often deploy uniform software platforms across multiple practices, which can streamline patient flow and reduce wait times. This standardization may result in predictable operations and lower overhead.

DPOs generally maintain a more decentralized style, granting each practice more autonomy in scheduling and administrative tasks. This can accommodate local preferences but might also yield inconsistencies in patient management.

Staffing and Recruitment Approaches

Organizational structure strongly influences staffing decisions. 

DSOs often implement standardized hiring practices and well-defined roles across locations. Their centralized recruitment may help maintain consistent staffing levels and clearer career tracks.

DPOs let individual practices shape hiring methods based on local needs. This local control can foster a more personalized culture, although it may also pose challenges when trying to keep staff roles uniform across various sites.

Employee Benefits and Retention

DSOs typically provide uniform benefits packages across their networks. These packages often include health insurance, retirement programs, and continuing education support. Consistency in benefits can boost morale and retention.

DPOs usually offer more varied benefits, which can differ widely among practices. This flexibility can tailor offerings to local markets but might generate perceived differences among employees in the same network.

Professional Development and Training

DSOs often invest in formal professional development, providing structured training and mentorship opportunities to improve skills across multiple sites.

DPOs may have fewer centralized training programs, leaving individual practices to manage their own professional development strategies. Although this can ensure training is customized to each practice’s needs, it may restrict access to broader learning pathways.

How to Make the Right Choice for Your Practice

In addition to DSO and DPOs, Invisible Dental Support Organizations (IDSOs) have entered the mix in recent years. They operate as silent partners by acquiring 51% to 90% of a practice while allowing dentists to retain ownership and branding autonomy.

When making your choice, keep the following factors in mind.

Compare Organizational Models

Each model provides different benefits and considerations.

IDSOs provide:

• Silent partnership model

• Preserve practice branding

• Generally higher clinical autonomy

• Immediate capital access

• Limited visible corporate presence

Traditional DSOs provide:

• Robust management support

• Standardized operations

• Centralized decision-making

• Full-scale corporate infrastructure

• Established systems and protocols

DPOs provide:

• Hybrid style

• Flexible ownership setups

• Collaborative management

• Mix of support and independence

• Adaptable operations

Use Decision-Making Framework

When assessing your options, ask:

• Which practice elements do you want to keep versus delegate?

• How much capital is needed for growth?

• What level of corporate presence do you feel comfortable with?

• Is keeping your current brand and identity a top priority?

• What timeline do you have for transitioning to a new model?

One main consideration is finding a model that lets you concentrate on patient care while receiving the right level of business support. Whether that means an IDSO for behind-the-scenes assistance, a traditional DSO for robust infrastructure, or a DPO for balanced ownership, choose the structure that aligns with your priorities.

Navigating DSOs, DPOs, and Beyond

Whether you remain independent or partner with a DSO or DPO, the success of your practice depends on adapting to industry shifts and keeping patient care at the forefront.

Considering hiring is a major issue in the industry, successful dental practices are using staffing platforms to find experienced employees. Teero’s platform, for example, connects dental practices and DSOs with pre-vetted dental hygienists for temporary or free permanent placements.

Give us a call to learn more about our dental hygienist staffing platform.