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rev ronin

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rev ronin last won the day on April 20

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About rev ronin

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    Physician Assistant

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  1. ... and will cover your entire CME requirement. Mind you, I still recommend "traditional" CME, but UpToDate typically got me 10 hours of Cat I CME per month, which is AFTER me carefully picking and choosing what to count and not double-counting topics I'd revisited on different days. Very awesome resource.
  2. My outpatient IM preceptor was a DO who used to be a PT. He was a hugely nice guy, and about the only time I ever heard him get mad was him listening to a voicemail from a DPT who called himself 'doctor'....
  3. What are the local big practices, that have lots of providers in one building? Apply there, where they likely have a program to deal with new grads. My first job, on any given day, there were probably 30+ MD/DOs in my building, roughly half family medicine, half specialties including IM, ENT, Ortho, Occ Med, Derm, and Urgent care, as well as ODs, pharmacists, PTs, Psychologists, and social workers. THAT was an awesome place to learn: they all wanted me to succeed, because I was part of the team and if I failed or left, they would all have to do more work!
  4. Most places only require zero or one semester of Organic Chemistry, but your best bet for a definitive answer is going to be 1) individual program websites, or 2) talking to admission staff. Don't forget step 1.5) Reread their website very carefully, because they probably answered your question there rather than field phone calls from you and 500+ other applicants
  5. As in you haven't even started yet? Quit now, lose your deposit, and let someone else have the seat. That's why deposits are non-refundable.
  6. Nope. I'm staking this one in the heart in my pre-PA conversations.
  7. I'm resigned to this as well. I've already done one doctorate*... they just called it an MS at the time. * By workload
  8. (shrug) all of life is about having to prove one's self. Sometimes, it's formal, in terms of credentialing, where a third party looks at what you've done. Other times, it's not. I don't think anything short of a CAQ or maybe a residency actually significantly shortcuts that for PAs, but I've never found myself unduly restricted by new docs in a primary care setting.
  9. Dunno. Someone has to order the tests and discuss the interpretation; I did that for a sleep center, I now do it as a standalone PA. The impact and workload isn't that much different. You're seeing a relative increase in home sleep testing for obstructive sleep apnea, but HSTs aren't useful at all for pretty much any other disorder, which means in-lab polysomnography, and again, someone to do evals and order the tests, as well as to interpret them to the patient.
  10. Fixed that for you. I mean, I get that that's what it looks like from your perspective, but Washington State has been sending quarterly reports to every prescribing provider cataloguing all the times we've been "bad"--such as me providing Oxy and psych providing a benzo: that counts against both of us. No credit for the formerly-stupidly-high MEDs I've brought under 50, of course. I discuss these openly with my SP, who is very understanding, but it's still an imperfect report card from the agency that licenses me. So I am in the intentional process of making all those "bad" numbers go away. If patient can't get off benzos or down below 50 MED, they need to go to pain management. My visits are paid for by L&I and pain management's aren't? That's an affordability/access problem, and while I might feel bad about it, it's not worth risking my family's livelihood to practice outside my scope. Of course, I inherited all these patients anyways. I've never, not once in 6.5 years of practice, taken a patient to above 50 MED for chronic noncancer pain, nor have I ever started anyone on scheduled benzos--prn absolutely for appropriate issues, but not scheduled.
  11. Anyone mind if I merge this thread back into my original one? Fair criticism is fair criticism, and I wouldn't be doing it to suppress or hide your feedback, but I do think we'd be better off if we kept the discussion in one thread to the greatest extent possible. Having said that, since I have all the extra buttons to make things disappear or whatnot, I want to make sure that we're ALL clear that my position here--or anywhere--gives me no special rights with respect to criticizing AAPA or its officers. You can start a poll just like mine on a similar topic, to the best of my knowledge, and have it supported or rejected by your peers and mine, too. Now, why jump straight to ousting Dorn for the fiasco? Because, and I use this word advisedly and without malice, she's a parasite. She's not a PA, as most of the AAPA staff are not, and yet makes a very good income off of our dues. It's her job, as a chief executive, to make sure colossal screwups like this don't happen. but like most nonprofit executive/employed staff, is only minimally likely to be held accountable for failures that damage the profession. She has no skin in the game, other than her reputation as a nonprofit executive, which can affect who she might work for next. If the PA profession goes down in flames, Dorn can go work for the NPs, or the NDs for that matter. We can't. By the same token, so could thousands of other "executive directors" and other non-profit employed staff. Have you looked at https://www.aapa.org/about/senior-staff/ ? Let's see, counting her that's 13, with zero PA-C's... carry the zero, and... NONE of the senior staff are PAs, retired PAs, or in any other way tied to the future of the PA profession in any meaningful way. Go read their bios: insurance; other health-associated nonprofits; various political staff positions, corporate... very little healthcare, not a single one with any graduate level degree in ANY healing profession AT ALL. Do I expect she'll be fired? Not by the current board, nor any of the recent past ones. She should be placed on notice that the membership won't necessarily wait for her annual performance review to make their displeasure known. We need an AAPA executive staff that is better at executing political change than it is in putting on awesome conferences. Not that the latter are a bad idea, but the former are essential to the survival and growth of the profession. I would like to see 50% PA-C representation among the senior staff. Maybe that's too high; even if it is the right number, it will take YEARS to get there. But I can tell you that a 0% PA-C representation among the employed staff is a dismal recipe for an organization that is the last, best hope to drive change in a profession that is being squeezed by change. BTW, If I'm ever speaking as a representative of anyone, I'll say so. I don't believe in nonsense disclaimers, so I don't write them. If you want to criticize PAFT, feel free to do so on the basis of what their elected officer(s) are saying on Huddle while clearly attaching that affiliation to their name. I've never been a part of the PAFT leadership team; EMEDPA has.
  12. Bergé's posts are on target and articulate. Him posting his critiques have been the single factor that's kept me from posting more, not any staff censorship. Not sure I'd call the staff responses adequate, but not sure I'd call them condescending either.
  13. That would indeed be nice, but I don't really see how you can get there from the questions that were asked in the survey. Am I missing something? I don't recall a question on how much time I spend assisting in procedures, for example, but that might not have been presented to me as I selected 'family medicine' as my current primary area of practice.
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