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NYCPAC

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  1. LOL I tried to copy and paste from the job description and think I erroneously copied and pasted part of it! Thanks for the heads up haha. Basically it’s 50/50 admin and clinical. And that’s what I’m not sure about, how much can I actually change if overall leadership is crap? Sent from my iPhone using Tapatalk
  2. How would you guys expect to be compensated for a role as a Lead/Chief APP? Role is in ICU, current APPs are really unhappy w leadership (zero representation from apps in leadership positions, our manager is an RN with no understanding of our role) and lack of autonomy as practitioners and I’m hoping this role can change some of these things. I have applied, but want to have a ballpark idea of what it’s worth. It’s day shift only and honestly I’ve been doing a fair amount of these duties without the title or pay for the last 3years. Currently my base salary is ~$165k, with 1-2 overtime shifts a month I add about an extra $10-15k/yr to that which I think may be limited if I fill this role, though who knows. The breakdown of the role is as follows: 50% of responsibilities (clinical care): Coordinates and facilitates delivery of care to patient and family within a multidisciplinary framework, on an inpatient and/or outpatient setting. Assesses and identifies the health needs of a specialized population and plans, implements, and evaluates appropriate interventions. Collaborates with multidisciplinary health care team to devise treatment plan based on patient/family needs. Develops and performs necessary diagnostic and therapeutic procedures per standardized protocols. Provides counseling/anticipatory guidance to patients and families regarding physical, psychosocial, or developmental needs. Plans and facilitates the continuity of comprehensive care of specialty patient populations in hospital, home, or outpatient settings. 15%: Directs, initiates and/or participates in the development and review of policies, procedures, patient care protocols and standards of practice. Establishes or provides education on new or revised policies, procedures and/or standards of practice. 10%: Develops systems to evaluate clinical competency of established staff members. Collaborates with the work area managers and medical staff to develop educational programs to address basic clinical deficiencies, knowledge and skills. 10%: Provides front line supervision for APP staff, writes performance and, conducts evaluation conferences on a timely basis and recommends personnel for probation extension in collaboration with the Director. 5%: Understands resource management of staff, schedules staff appropriately, and makes budget recommendations for additional resources. 5%: Develops yearly goals/objectives and plans based on the hospital strategic plan. Implements yearly plans in conjunction with department Director. Evaluates yearly goals and plans based on changing environment, and modifies as necessary. In my head I have told myself at least a 10% raise is reasonable but I’m not sure if I’m under or overshooting. This is a notoriously cheap hospital when it comes to compensation as they are a large academic magnet institution. Any input appreciated! :) Directs, initiates and/or participates in the development and review of policies, procedures, patient care protocols and standards of practice. Establishes or provides education on new or revised policies, procedures and/or standards of practice. 15% Develops systems to evaluate clinical competency of established staff members. Collaborates with the work area managers and medical staff to develop educational programs to address basic clinical deficiencies, knowledge and skills. 10% Provides front line supervision for APP staff, writes performance and, conducts evaluation conferences on a timely basis and recommends personnel for probation extension in collaboration with the Director. 10% Understands resource management of staff, schedules staff appropriately, and makes budget recommendations for additional resources. 5% Develops yearly goals/objectives and plans based on the hospital strategic plan. Implements yearly plans in conjunction with department Director. Evaluates yearly goals and plans based on changing environment, and modifies as necessary. 5% Performs other duties as assigned. 5% Sent from my iPhone using Tapatalk
  3. Benefits sound decent. Hourly rate isn’t great. ICU pa here w 7yr experience making $79/hr with alternate weekends (which are 2hrs shorter than weekdays). 20shifts per 6wk period. No extra holiday pay and OT offered at flat rate of $1600/shift (by the time taxes taken out its legit like $850). With that being said I accepted this job at $55/hr with 5yrs under my belt and felt that was a crap offer but I wanted to stay in ICU and in my new city. I’ve managed over $30k in raises in about 2.5yrs. If it’s what you want get your foot in the door and go up from there! Sent from my iPhone using Tapatalk
  4. He already has tried. He loves the throw the idea of taxes later at me but I realized today that the cost of insurance is 18% right now on a $500/Mo premium. I want to dump this is find someone trustworthy about retirement solutions but feel overwhelmed [emoji30] Sent from my iPhone using Tapatalk
  5. What if you “earn too much” for a Roth? My financial advisor got me into an IUL as it’s virtually tax free (you pay into it with money that’s already been taxed) but I’m starting to doubt its value to aid in retirement. Any advice? Sent from my iPhone using Tapatalk
  6. Take the LOA. NiCU PA here. Attended a delivery a few days ago of a 27 y/o pregnant woman who was COVID+ on ECMO at 30wks. She has no clue her baby was delivered as she’s in an induced coma, and her baby is in horrible DIC but was covid neg on top of normal 30wk preemie stuff. Idk your personal details or financial situation but if you have to stay and work plz be extra careful. Best of luck and wishing you a healthy pregnancy! Sent from my iPhone using Tapatalk
  7. 7yrs ago as a new grad on the IM Hospitalist PA svc working nights I made like $93k. Doubt it’s any better now lol Sent from my iPhone using Tapatalk
  8. Lol I used to work there. Good job fresh out of school to have as a resume booster but other than that you’re just a number. They want you to feel grateful for the name and feel like that means they can underpay you in exchange. I left and to this day one of my best friends still works there as a PA and I take home $45k more than he does with 3yrs less experience than him. I will say, they do acknowledge PA presence but it isn’t with pay Sent from my iPhone using Tapatalk
  9. So did you ever have a day off?! Sounds like you worked most if not all of your days off no? Sent from my iPhone using Tapatalk
  10. Great challenging learning environment and mega resume booster but you’ll get paid shit because it’s academic and let’s face it most academic places think you should feel oh so honored to work there and therefore accept less pay. If you choose to go, get the experience for a few years and then use as leverage to earn more at your next job Sent from my iPhone using Tapatalk
  11. I’m thinking the film array RVP would test for it no? Also it’s like a Hail Mary with supportive treatment...unless you require ecmo, then it’s two Hail Marys Sent from my iPhone using Tapatalk
  12. Gen peds is low paying without a doubt. Pediatric specialities pay more, though unlikely that pediatric derm will pay very well given there aren’t kids in the office for chemical peels and cosmetic procedures like filler and Botox. Ortho will likely pay you decently since it’s a surgical subspecialty. I personally work in NICU and make a penny at 6yrs out of school with a base of $160k on the west coast in a level 4 unit. Moonlighting is offered at $1600/shift (though taxed like crazy) but have the potential to gross an extra $15-30k depending how much of a life you want outside of work. If you want money gen peds isn’t gonna pay but you have to consider if you wanna be happy or financially well off Sent from my iPhone using Tapatalk
  13. Might get flack for this but wish more PCPs would consider looking through this curriculum. It does not “promote” obesity. But rather encourages providers to help their patients identify barriers to optimizing their health. Health should not exclusively be defined as physical fitness and a number on that antiquated BMI scale, there are SO many layers to wellbeing and general health. https://www.sizediversityandhealth.org/content.asp?id=19 Sent from my iPhone using Tapatalk
  14. What specialty are you in? How long have you been practicing and what are your biggest qualms about being a PA? Sent from my iPhone using Tapatalk
  15. I probably shouldn’t mention which hospital but a large academic children’s hospital in California. It seems like a common theme across California since nursing unions here are pretty strong Sent from my iPhone using Tapatalk
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