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Everything posted by dphy83

  1. Annoying and frustrating. Similar issues in my area - particular health systems seem to have a preference for NPs over PAs (evidenced by having NP only postings and when a position is listed for a PA it is dual listed for NP). And these are positions where any sort of independent practice advantage that a NP may have would not even be a factor as they are hospital based. But despite what one poster insinuated this isn't a state for federal policy that needs to change - it is a hospital systems based one. The people that run these systems and departments know very well the capabilities of a PA, but for one reason or another have a NP preference. Life sucks sometimes. To the OP - maybe you can figure out who the top doc is at this site and email them directly with your CV and explain that you would love to work with them. Perhaps he/she will have HR create or edit the job posting to include PA eligibility? Tough situation.
  2. Hopefully someone with first hand experience comes along and clarifies, but I think the process would be two-fold: you definitely need to talk to AMEDD because you want to be a PA, but you would also need to contact SF to see if they have any PA slots at the NG units you are interested in. I would imagine PA in NG SF would be competitive, and they may even want you to be a Captain or have experience in a regular unit prior? But you don't have to be SF to be at the forefront. You'd have just as much, if not more, impact staffing a big field hospital in a combat zone. But if SF is your goal I'd make it a long term plan. Honestly I'd try to do the trauma fellowship at Intermountain Med Center. That would be great experience an applicable for your combat aspirations.
  3. SF has preference for PAs that are former SF. That info is even mentioned in some military memo. You may be able to find it if you Google. National Guard may be different?
  4. There should be several posts on this already to review. But like LT said, you will probably get some personal questions about who you are, what you like, etc. But cliche questions are cliche for a reason. Everything that you posed in your original post has been asked to me in my residency interviews. Basically, who are you, why you, why us? Virtual or in person, wear a suit, have an appropriate/professional background (some people may not think about what is in view behind them when they use zoom/skype), and practice your responses. Best of luck. PS: I would think that your experience as a RT would definitely play well for you
  5. Career change. But with that, also more knowledge. Big believer in these types of programs so if I was going to change into a specialty with such a steep learning curve I wanted to transition in an environment where the big focus is on training me and helping me develop. Not thrilled about the 66% pay cut but it's only a year, right?
  6. Yeah, a lot of people with indwelling catheters are colonizers. But I think you'd be hard pressed to find an EM provider who won't treat most of those as people for UTI if the UA is dirty. Think about it this way: what brought them to the ED? Fatigue, abd pain, nausea, back pain, weakness, confusion, etc? They probably didn't swing through just to say hi, so something clearly has them feeling less than good. There are a ton of symptoms that could be associated with a UTI so the truth is you usually just replace the Foley and treat these people. This is especially true if the patient is unreliable, has a lot of comorbidities, or is otherwise prone to a bad outcome. You don't want to be the person that sends the person home without treatment while waiting 2 days to see what the culture grows, only to have them come back worse/septic. Let the culture watch fall to the urologist or ID folks (though I think if you took it upon yourself to consult a urologist for this in the ED they'd tell you to just exchange the Foley and treat with cipro haha). You can read about all of the studies of EBM but I wouldn't overthink this one. Just treat them and move on to your next patient.
  7. You want to be a PA, enlisted, or an 18A in SF?
  8. Thanks for the vote of confidence. And thanks for all of the advice and recommendations. I'll definitely check all of those out.
  9. I am about to begin a critical care residency after 4+ years of EM practice. To those who have completed a CC residency, or those who have experience working in the ICU, are there any resources that you highly recommend? I have Marino's, the ventilator book (and the advanced ventilator book), and I am aware of EMCrit/PulmCrit and the internet book of critical care. What else? Any landmark papers or studies I should be familiar with? For those who have completed a CC residency, how can I ensure that I make the most of this opportunity and get the most out of it? I have an EM residency, so hopefully I know what it takes to maximize my time, but EM and ICU are different beasts so I seek your advice. ANY information is much appreciated!
  10. Not affiliated with any residency program, but I wouldn't say that you're completely screwed. The biggest thing that I think you could do is identify ways to improve your academics (eg. study habits). Everything that you need to succeed in PA school is given to you in the classroom or the text - it's up to you to apply those things (and others such as your peers) appropriately. Big boy rules apply. I would say that if you rock the rest of PA school your GPA will recover and you would show programs growth and an ability to adapt (evidenced by your recognition of a problem and taking steps to fix it). Additionally, show increased interest in EM - join SEMPA (used to be $50 for a student), do electives in EM, really do well in your EM rotations, and get rock solid recommendation letters from EM docs. All hope is not lost
  11. Would you say that the reverse is true? For instance, if you worked primarily in CVICU would it be easier to work proficiently in the MICU or SICU on a PRN basis?
  12. Again, yes and no. I think the whole PCE is overhyped. You learn how to be a PA in PA school, so your previous experience isn't a make or break deal. I think phlebotomy is a very practical skill to have - wish I were better at non ultrasound IVs. But my opinion is probably in the minority. And ultimately it is up to the individual schools. So despite what is said on this forum, I'd ask the schools you want to apply to.
  13. Very nice. Have one of those and one of EMRA's antibiotic guide. both quick and succinct. Another good pocket book for critical stuff that I have flipped through is by Scott Weingart/Emcrit
  14. No experience with behavioral health programs at all, but Atrium seems to have a strong interest in the training/education of APPs. I attended one of their online webinars and they seem well-organized.
  15. Never done one for a fellowship, but have done them as part of the application/interview process. I believe the two are comparable, as fellowship is basically employment. The goal is to get a basic understanding of who you are (experience, values, goals, etc), why you are interested in EM, why you are interested in a fellowship (and specifically THEIR fellowship), etc. Expect the cliche "tell me about yourself" prompt/question. Fellowships are not big programs. I'd guess that they receive fewer than 50 applications per cohort, eliminate several candidates just based on application materials received, and interview an even fewer number of people. So I would not be surprised in your "screening" interview is actually someone directly affiliated with the fellowship program and not HR (possibly one of the APP program directors). If the screening interview goes well then you would likely be invited for a more formal interview with several of the faculty/members of the fellowship. So I would prepare for this as if it were any other interview. To make a long reply longer, I would say that unless you pack exceptional experience your chances of progressing through the selection process would take quite a hit if this initial interview does not go well. Even if it is just with a member of HR, they record your responses and forward them to the actual decision-makers for review (HR doesn't pick candidates, they just facilitate the process). I'll add that if this is a video interview treat it as an in person one! Wear a suit, do not have a distracting background, and make sure your internet connection is good.
  16. I would think 3 faculty recs would be less desirable. One from faculty is usually required, but I would think clinical preceptors or clinical supervisors/peers would be more informative. But if 3 from faculty is all that you can get then roll with it.
  17. I don't see how the DON and hospitalist keep their jobs in this situation if you are not required to see floor patients. Did they even consult GI? If GIB are out of the scope of your hospital they should have just been transferred from the floor to another facility. This blows my mind.
  18. TH has been good in my experience. It is so region-dependent regarding furloughs that you really can't generalize. We furloughed no one. Hourly pay is very good. Yes, CME is gone which sucks to not have a company paid vacation every year, but they just incorporated the ACEP CME catalog so there isn't a shortage of ways to get your hours. Also, the minimum hourly commitment to be full time is a very reasonable 120 hours where I am at. The large academic center in my city requires 150+ for full time.
  19. As above. See if you can do your internal med rotation in critical care (medical critical care?) and certainly do at least one (if not both or however many) electives in critical care. Solid letters of recommendation from CC providers and good grades are obvious. Join SCCM. ATLS and FCCS would help but may not be feasible for a broke student.
  20. dphy83

    Living in NYC

    does anyone have any (helpful) guidance about living in NYC on $50,000 salary? Work would be near the Bronx.
  21. Perhaps elaborate on your lack of oversight? But if others have gotten through it then it's likely that you will as well. So, without knowing anything further, I tend to agree with your seniors and recommend that you roll with it and give it a couple of more months to see how you like it then.
  22. Oh, I agree. I looked at this very program and moved on. My point about trying to retain their graduates was more about offering a retention bonus and not strong arming them into staying. I agree with you 100%
  23. I suspect I know which one is being referred to, though there may be several like this. But i think the one in question is a critical care one at a very legit institution. The education is probably top notch. While off-putting, I'm surprised more programs don't do more to retain their residents after all that is invested.
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