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About piteog

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  1. Does anyone work for Schumacher? I don't know how consistent their benefits package is from site to site. Like all things, I imagine it varies with the market. However, does anyone have a sense of PTO benefits, CME, health care, retirement, etc? Thanks!
  2. After searching this topic, it's clear that EMEDPA is working in solo coverage, but are there others? Which states are you in? I'd love to hear your experiences.
  3. How do your groups handle vacation in groups that contract you to work a certain number of hours per month? For example, you get 4 weeks vacation a year, but are contracted to work 150 hours per month. What do you work in the month you take 2 weeks vacation? Is there a minimum in vacation months? What about summer when everyone wants off?
  4. Given the incredibly small number of respondents, the AAPA salary data is almost worthless. Meanwhile, reading the responses to many of these posts often makes it seem that almost any offer is too low! Does anyone here practice in the southeast (Virginia, North Carolina, South Carolina, Georgia, Tennessee)? I think Florida is a separate animal and it's still hard to know if comparisons between states translates well. However, given a more or less standard benefits package as a full-time employee (health, CME, PTO, 3% escalating to 10% retirement 401K), what do you think is a fair hourly sa
  5. If so, I want to hear from you. For example: Are you working in the highest acuity area of your ED? Are you managing elderly patients with multiple comorbidities who present with sepsis, ACS, PE, respiratory failure, etc? Are you doing all of this relatively autonomously? Did you learn by doing, or were you specifically trained in a PA-residency? Did you complete the CAQ? Did it matter? If so, I would love to hear from you. I'm trying to establish what our group is interested in with respect to PA "implementation" and I'm trying to convince them to set a high bar. It would help
  6. We have had folks go to both conferences and have heard good things about both conferences. Let us know your feedback!
  7. From a scope of practice standpoint, though, what would think if the scope of practice was vague and allowed broad discretion in PA-led care but also included a caveat allowing individual doctors to "tighten" the scope off practice when PAs in the practice specifically work with those physicians. I think it could be problematic, but I'm looking for a way to throw a bone to some of our more conservative doctors. As I noted, conservatism isn't always rooted in a lack of trust in PA-led care but rather in an anxiety about risk-management. Do you think it would be possible to follow somethin
  8. Really curious how this turns out. Background: I supervise a very large group of PAs (and a few NPs) in an urban EM group. We have been trying to revise and simplify our scope of practice agreement. Unfortunately, we have two buckets of doctors: the risk tolerant and the risk averse. Meetings about the scope of practice are naturally dominated by risk averse doctors who force the risk tolerant doctors to capitulate. There's such a strong emotional response in risk averse doctors as they feel a real stress when PAs or NPs evaluate patients. Some of our doctors are true "helicopter
  9. Thanks for your input so far. Keep it coming! I guess my thought would be this: I want someone to come out of "orientation" able to be useful in some capacity. The easiest path to usefulness is ensuring that the new hire can handle straightforward, uncomplicated complaints. This is what I had in mind, what am I missing? Lacerations (suture selection, cleaning, basic wound repair, not the details of every special case) Upper and lower respiratory infections (nasal congestion/"sinusitis", ear pain, sore throat, neck pain, cough, PNA vs bronchitis) Nausea, vomiting diarrhea without
  10. Our group has hired a few new hires but the established members disagree about how best to approach training the new people. In one camp, there's the "expose them to everything" group. The other camp is "make sure they learn how to do simple stuff." Either way, it's hard to design an orientation "program" for new hires. What would you include? How long do you orient your new PAs (specifically in emergency medicine)? How do you train them? Do you just scheduled them to work double coverage where they are not actually needed and can work at their own pace and then help them as they go?
  11. How often are the meetings? Are they monthly? What types of things you discuss? What are the consequences of skipping them? Are they useful? Do you hate them?
  12. As a physician, I am curious about your views on what characterizes the ideal PA-physician relationship within a group practice?
  13. I'm a physician, and I wholeheartedly disagree. 1. PAs have been embraced by my group and are a fast growing segment of our large practice. We predict that our future labor needs will be PA (or NP) dominated. Most practices are well behind ours and market forces will eventually cause them to change their approach. 2. We treat NPs = PAs, but among midlevel providers, > 90% are PAs. Our PAs (for whatever reason) tend to be slightly stronger as a group than our NPs. 3. PA residencies are in their infancy. In the future, PA residencies will proliferate and organize. They wil
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