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mgriffiths

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mgriffiths last won the day on April 19

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About mgriffiths

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  1. Thankfully our system does not actually take money at the end of the year...but obviously would effect raises over time. Theoretically it could be that my base would drop, but that's never occurred as far as I'm aware. I do want to make it clear. I'm not trying to do as little work for as much money as possible. That just isn't feasible in medicine. I know the numbers, at my current 15-20 patients per day with surgery I would earn enough RVUs to earn a bonus. It wouldn't be anything to write home about...but it would be there.
  2. So how do you suggest not being left with the scut/busy work? I want to make it clear that the surgeon I work with treats me well and does not abuse me with scut work. But, at the same time, I'm going to see more post-ops because...of course I will. Personally, I would prefer my bonus be paid based on our surgical team productivity. Less likely option, but maybe that's a better way. I would still know my RVUs and they would be reported out just like everyone else's. Therefore I would know how my productivity compares to others. I just wouldn't be paying attention from an i
  3. Absolutely is...it hasn't been changed in just over 4 years. I doubt it will truly increase to $75/hour, but it should be $65/hour minimum for our area.
  4. But...but...what about Press Ganey? Overall, this is just reality. I practice evidenced based medicine (like I'm SUPPOSED TO!!!) and that means that patients just aren't going to like every decision I make. That's the breaks...and the day I start worrying about Press Ganey scores is the day I start looking for my exit from medicine.
  5. TLDR: skip to below the line, but basically, I am currently paid base salary ($120k)+ productivity bonus. I may be changing to just a straight salary. How much should I ask for? So I had an interesting conversation with our hospital's finance director about a variety of topics, including my income. To give some background, about 18 months ago I transitioned from FM to ortho and in the process my compensation package changed. Please see the compensation package listed out below, but in the process they offered me a base salary of ~$115,000 and I countered with $120,000. They ag
  6. This...if they aren't willing to make a change then they need to find a different provider.
  7. Yeah...#2 I won't see the patient. If we don't have an interpreter they are required to be rescheduled. I can't see them because it's against the law (or ethics...which in practice isn't all that different). A family member cannot interpret...don't know how many times I've had to explain that one, and just using paper or some other manual form doesn't cut it. Of course on top of this it is our hospital policy that we must have a certified interpreter present...so even if I was ok with manual I would be putting my job in jeopardy by violating hospital policy. Really pisses me off when it m
  8. I mean at least that's a way to frame it that would have a chance to be well received by the nursing union.
  9. sorry for your loss...but also glad she was able to have a full life that you got to share with her. But, I will agree regarding your premise that our training allows us to accept medical outcomes...end of life or otherwise. As some of you may remember, my wife and I lost a daughter to stillbirth at 38 weeks almost exactly one year ago (04/29/2020). Obviously it's a different situation and it's not been easy, but I can absolutely say that my training and medical understanding allowed me to accept what occurred and understand that medicine unfortunately cannot save everyone. As for my w
  10. He just didn't put together the correlation of his symptoms resolving by taking off his belt...or that he needs to loosen his belt with a 20lb weight gain. He was obviously embarrassed when it dawned on him...we both laughed. While it is definitely not the greatest use of medical resources, it made for a good moment of comic relief in my day. I like the extra cash...but never understand why I agreed to the shift when I'm in the middle of them.
  11. if there's not, I'm sure there will be soon...
  12. I'm an ortho PA covering a walk-in clinic/UC today for some extra cash...but had a new one I thought the students would like: 48yo male presents for abdominal pain "at the beltline" for a few weeks. It's only during the day, and he has no pain in the mornings or evenings/overnight. Before going to see him I checked his vitals and noticed he's gained about 20lbs over the last 2 months. Upon asking I learned he hasn't changed his belt loop.... He wears a belt for work, but changes when he gets home...right around the time his pain resolves. Treatment plan: loosen belt and/or lo
  13. I think EM would provide the greatest opportunity for that, as well as UC. But, many other specialties would have potential. I have many friends who work FM and do three 12's. I worked four 10's myself in FM. I now work 3 days in ortho...two days of clinic and 1 very LONG day of surgery. In some ways I got lucky because I don't have control over our surgery days and the surgeon I'm with prefers one long surgery day over 2 shorter ones. It could change, but it is in my contract to have Fridays off. It is possible that I will add a third clinic day for productivity bonuses, but zero plan
  14. While many say this...I don't believe it's true. Yes, there are some specialties that seem to require this a bit more, but there is also a huge difference between going "part time" from an 80 hour work week to 40-50 and going truly part time to 25-30 hours/week. I will say that I have (almost) NEVER worked more than 50 hours in a week unless I chose to by picking up extra shifts for cash. The one exception was in 2020 when I was pulled to cover due to COVID in an UC. You seem to have a lot going on, but also sounds like you have it under control. Being a PA absolutely has potential to
  15. I would say there are two rules of thought here...assuming one has reached a level of competency in practicing medicine. 1. Do what you want...you are you and need to do what is right for you. 2. Do what is right for patients. While you are of course paying your tuition (barring a few exceptions that potentially apply) and spending the time to learn, you are becoming a PA to serve patients. To only work a handful of years to then go part time is taking a healthcare provider part time out of the work force to serve patients. How much will that actually affect patients and their acc
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