mnpa12 Posted October 30, 2016 Share Posted October 30, 2016 I live in MN and and undergoing a merge with a larger company. I have almost 2 years of experience in orthopedics. It is private practice single specialty. They gave us an offer letter that we have to look over and sign before we begin our employment with them 1/1/17. Salary 94,000 no bonus. Call will remain same 1:4. Offer seems low to me, but about the same that I am currently making, but I feel like I am underpaid now. 24 days PTO 1 week CME, $2500 All of the other standard stuff My biggest concern on this letter is that my direct supervisor is my office manager who I do not particularly like since she does not understand my role/responsibilities, and would like to avoid this from happening. Does anybody else have direct supervisor? Isn't it usually your physician? Any thoughts on this would be appreciated. Link to comment Share on other sites More sharing options...
Moderator ventana Posted October 30, 2016 Moderator Share Posted October 30, 2016 this is the time to negotiate. period.... NEVER have a direct supervisor who is not clinical or who does not have very defined role. if they are going to make it a non-clinical person it needs to be CLEARLY spelled out that this is ONLY for administrative tasks. this does NOT include making your schedule or any edits to your work work - it does include things like tracking CME, vacation, (but not approving vacation) Dumb down the position of "administrative supervisor" to just that. It makes no sense to have the COO reporting to the front office manager, and it makes no sense to have a PA reporting to a non-clinical staff for anything but the basic administrative tasks.... period.... You need to come up with a very professionally written and polite counter letter/offer 1) define the position 2) define pay and benefits 3) define supervision - who and what 4) define that you alone control your schedule 5) get it all on paper - I had a recent employer try to deny reimbursement for mandatory things (NCCPA fees and the like) as my timing on submission was not correct - I had it in my contract and held them to the contract..... and now on my contract renewal I will be adding more specific language on items..... Act like a professional, demand an agreed upon package... Link to comment Share on other sites More sharing options...
mgriffiths Posted October 30, 2016 Share Posted October 30, 2016 With your two years of experience it seems pretty ridiculous that you don't make a bonus. Perspective: I will be graduating PA school in under 2 months. I have an ortho job that I have accepted in Southern Indiana that will be paying me $95,000. I don't know how cost of living compares, but it's probably similar or yours is slightly higher (mine will be a bit below average). Depending on your schedule, if you work in surgery the practice is walking off with your surgical fee every case. You are likely profitable, or at least break even, for them just from the time you spend in clinic if you spend at least 50% of your week in clinic and aren't just seeing post-ops all day. So any time you spend in surgery you essentially aren't getting paid! Oh, forgot to mention that I will have NO call, weekends, or athletic events to cover. The docs are the only ones on those schedules. If I want some extra money then I can cover someone - but they would also have to offer it. Link to comment Share on other sites More sharing options...
mnpa12 Posted November 9, 2016 Author Share Posted November 9, 2016 Had a meeting last week with PAs in our group and new HR. Sent some beginning negotiations, and they came back with this. 1. Same base pay with increase schedule for April this year and then January annually. 2. Call $100 per day, I am on call for roughly 1/4 per year so that equals out to $8000 per year. We are second call, and usually only get called in for OR cases and occasionally rounding. Do you think that it should be higher than $100, or that pay should increase if we get called in? Any other thoughts on this would be helpful. 3. Also eligible for incentive pay which is still being determined for 2017 but usually includes seeing x number of patients, certain hours in urgent care, etc. Is there anything else that I should be negotiating now? I am trying to make sure I get everything figured out before I sign an agreement. Link to comment Share on other sites More sharing options...
Moderator ventana Posted November 9, 2016 Moderator Share Posted November 9, 2016 Had a meeting last week with PAs in our group and new HR. Sent some beginning negotiations, and they came back with this. 1. Same base pay with increase schedule for April this year and then January annually. 2. Call $100 per day, I am on call for roughly 1/4 per year so that equals out to $8000 per year. We are second call, and usually only get called in for OR cases and occasionally rounding. Do you think that it should be higher than $100, or that pay should increase if we get called in? Any other thoughts on this would be helpful. 3. Also eligible for incentive pay which is still being determined for 2017 but usually includes seeing x number of patients, certain hours in urgent care, etc. Is there anything else that I should be negotiating now? I am trying to make sure I get everything figured out before I sign an agreement. 1)hold out for an increase in pay to get you in a competitive range 2) $100 per day is reasonable FOR TELEPHONE call and to carry the pager - IF YOU GO IN - you need to be paid at a higher rate - i.e 1.5 hourly 3) incentive pay is the great big yellow carrot - that you never see- I would NEVER believe that you are going to make a whole bunch here.... and you MUST have FULL access to all billings and receipts if this is offered. Their is just to many pitfalls and ways to hide money to think that is the cure.... Link to comment Share on other sites More sharing options...
mnpa12 Posted November 21, 2016 Author Share Posted November 21, 2016 Had another meeting last week. Agreed to raise pay, and pay for call when we go in. Looks like they are not willing to budge on direct supervisor and want to leave it as office manager. I am very nervous about this as office manager does not understand PA role and responsibility and has been unprofessional towards us in the past. New company states that they can not change this until the merge and after they see exactly how everything is functioning. I am very concerned about this and wondering if anyone has thoughts or perspective about how to get this changed. I felt like they listened to our concerns but do not want to change this. Overall, I know that this merge is a positive and will hopefully change my role/responsibilty for the positive. The hardest part about all of this is that I really like the surgeon that I work with, but I am just not sure if it is worth it anymore... Link to comment Share on other sites More sharing options...
SedRate Posted January 26, 2017 Share Posted January 26, 2017 Any update on what happened? Link to comment Share on other sites More sharing options...
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