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NYCPAC

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  1. Can you become a P.A. by getting your nuitrition degree then using a four degree and go into residency or do have to be a public health transfer?

  2. NICU Sent from my iPhone using Tapatalk
  3. I do. It’s extremely painful. Most of my patients are intubated. Once the tube is placed we often keep them on sustained drips on fentanyl dilaudid or morphine and can also use precedex, versed, or Ativan on top of the opioids to keep them from getting too agitated and limit movement once the tube is in
  4. I do conscious sedation multiple times a week for RSI, chest tubes, and other various invasive procedures. I just had to keep a log and have an attg sign off on 4 occurrences and then became privileged. The alternative if you don’t do enough is to take a 6hr long course and write for conscious sedation for a day in the outpatient clinic with an anesthesiologist. None of my conscious sedation procedures require an attending to be present. I don’t think there’s any hard and fast rule that a SP needs to be present, it’s based on the hospital system. Sent from my iPhone using Tapatalk
  5. Ooh that sounds ugly! These are things I’d like to spell out before accepting or declining. The group morale right now is horrific and has been for a few years because there’s just no leadership from within and they’re hoping this role will change that. I think I know I’m not going to be loved all the time when it comes to scheduling and the trickle down demands from the medical director but it’s a role that needs to be filled if the APP group is going to survive here lol Sent from my iPhone using Tapatalk
  6. Hi friends! Does anyone have any idea what an admin/clinical (split is likely 40/60%) position where one would be the chief or director of Advanced Practice Providers (APP) is worth? Said provider would be covering a group of critical care PAs/NPs/hospitalists, there’s maybe 15 providers total. The position requires oversight of scheduling, annual evaluations per provider, hiring and interviews, stepping in when there are sick calls as able, and overall management of daily operations of the group, in addition to keeping a constant stream of communication with medical director and hospital wide APP groups. We cover 60 ICU beds with an avg of 6 providers on each day. Would probably work just over 40hrs a week on a salaried basis. Not concerned about benefits as they will not change given this would be a promotional position within the same company. Do I seek a number or a percentage increase? What do you think is reasonable? I have no clue where to start! Sent from my iPhone using Tapatalk
  7. Run. Sent from my iPhone using Tapatalk
  8. So I’ve been trying for about 2years now to get California Children’s Services to edit this extremely outdated guideline they’ve been using since 1999 that outlines pediatric/neonatal ICU providers that can be paneled through CCS. This policy of course mentions NPs but fails to mention PAs which in turn has limited the number of places in California I can work in my preferred specialty. Numerous hospitals that I’ve approached have told me that they are not willing to hire PAs in their ICUs given that we are not able to be “paneled providers” which means they can’t figure out how to make my services billable. There are a small number of hospitals who have figured out a way to just bill my services under the attending physician or figure out a loophole or softer interpretation of this document and I have secured a position in one of these institutions but I feel like this is somehow restriction of trade, am I wrong? I’ve approached CCS who just shuts me out, I’ve written to CAPA and they say they are aware of it but nothing has changed. I kinda feel stuck at my job because my entire family is in this city and I don’t exactly want to leave nor do I want to switch specialities given all my experience. Any ideas on how to push CCS to edit this document or make it known that PAs are perfectly capable ICU providers? Any advice appreciated!! Sent from my iPhone using Tapatalk
  9. Provide examples of how you’ve driven revenue up for them over the course of your employment, established an entirely new platform for them in this urgent care setting, and how your productivity is what is keeping them afloat. You’ve been undervalued for a long time it seems. If they don’t budge it’s time to walk. I’m sure cost of living is cheaper in TN but your base should be much higher. Remember, they need you more than you need them!!! Sent from my iPhone using Tapatalk
  10. Welcome to California! I work in LA and found the same discrepancy at my job, message me if you’d like and I’ll tell you about the letter I wrote which gave all 3 PAs in my department raises to match NP salary. The whole thing is bullshit and dictated by non medical people in HR Sent from my iPhone using Tapatalk
  11. Hey peeps! I’ve never worked locums but have been giving it some thought as my current FT job gives me some major flexibility with my schedule. Can anyone who’s done this let me know of some pros/cons you’ve experienced? I’m just over 5 years deep as an ICU PA and totally unsure what the compensation for locums should look like- I know in general it tends to be high than FT/PT positions but by how much? Any specific companies you like working with? Any info is appreciated! Sent from my iPhone using Tapatalk
  12. Hi friends! The hospital I work in has a poster in every elevator in their parking garage for employee referral bonuses. Each role has a different $ amount that they are willing to bonus you if you refer someone who is subsequently hired. On this list there is RN, RT, NP, clinical Lab, and PT/OT roles. My department has a huge shortage of advanced practice providers in an ICU setting. We are currently staffed with a combo of PAs and NPs. ALL of our NPs are part time or per diem and the only full time employees they have left are PAs. They’ve been short 2-3 FT providers for years but most recently feeling the pressure as our acuity changes and the workload is getting heavier. They are willing to fill the 3 empty FT roles with either an NP or a PA. We cover the same patients & workload. Our hospital is NOT union either. I recently called HR regarding their poster and asked if the bonus is available to PAs- flat answer was NO. When I questioned why they told me it’s because they have had no problem filling any PA roles in the hospital (because 70% of open roles on their site are listed for NP but they are almost always willing to fill with a PA!! Not to mention the role for my dept has been wide open for 2+ years now). When I explained that my dept is willing to fill their gaps with either provider and that we have the exact same clinical role, they didn’t care and told me it wasn’t being offered. I threw the discrimination word out there and suddenly the HR manager will reach out to me next week. Any thoughts on how to approach this? There is crystal clear discrimination happening and it’s really bothering me!!!! Sent from my iPhone using Tapatalk
  13. This isn’t exclusive to NorCal. Some of it depends on what field too. Back in NJ I was in an icu setting and one of the RNs disclosed to me she made $170k. I was earning about 60k less than she was and carrying an entire ICU as solo provider overnight. The disproportion is getting worse. I’ve also found in CA that NPs are paid on a higher scale than PAs for the same exact position. I feel like our pay is falling behind and I hope it changes soon because most of us are also buried in debt like doctors Sent from my iPhone using Tapatalk
  14. Also- just an FYI 30pts out of the gate for someone with minimal to no experience is a red flag. Be sure he/she wants to train you appropriately and work your way up to 30/day. Sent from my iPhone using Tapatalk
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