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Found 14 results

  1. The PA Forum will be undergoing a software update on Monday afternoon (6/26/17). The changes that do occur will be occurring live and some glitches may occur. The site will go down for a few hours as well and when it is back up it will accessible, but I advise against any new postings for the day. I am hoping that everything will be running properly on Monday night or Tuesday. I apologize for the inconvenience. Thank you. Michael
  2. Hi all, I've been working as a general medical provider for a state psychiatric hospital for about one year. I'm leaving my current position at the end of June, but will be staying on PRN. It's just not a good fit for me professionally to remain here full-time. I was offered a hospitalist job today at a 590-bed Level I Trauma and Stroke center. They are building a 42-bed observational unit which will open January 2018, and this unit will be the main focus of my position once it opens. Until then, I will work at the regional sister hospital (which is 20 miles away) rounding on all units. Here are the particulars: Things I'm OK with... - $100,000 base salary. - 1 year contract renewed annually. - Quarterly performance bonus, not to exceed $25,000/year. - Bonus based upon the following metrics: # of patient encounters, quality of work, timely completion of notes (w/in 24 hours), and peer reviews. - Malpractice dues paid by employer. - 180 10-hour shifts per year, divided into 7on/7off schedule (7:30AM-5:30PM). - 30-day termination of employment required by both parties (unless something illegal/unethical occurs, etc). Things I'm not OK with... - REQUIRED to see minimum of 15 patients per shift. - 401k/profit sharing, medical/dental benefits available, but no mention of what the match is, the cost, or anything else for that matter. - They will pay my state and organizational licensing dues only. All other CME expenses are to be paid by me. - Tail coverage required, and paid for by me. - Required days of call and carrying pager, but no mention of how often or whether it's paid or not (verbally she told me it would be paid, but it's not written in this contract). - Apparently if I have to file an employment lawsuit or if they have to file a lawsuit against me, I have to pay THEIR legal fees as well as my own. - Not really OK with a maximum yearly bonus amount either, but it's better than no bonus... - The vague parameters of this entire contract... I am so disappointed with this. I used to work for an employment lawyer years ago, so I'm going to see if she will review this for me and help with a counter. But, how do you all think I should counter based on your experiences? I'm going to put this in the PA Professional Folder as well, in hopes of catching a few more people who can assist. Thanks!
  3. Hi everyone, I am a new graduate, and I just received an Ortho PA job offer in coastal California. I will start training (same salary) as soon as I finish my boards, while I am waiting for my licenses to process. The job is M-F from 8-5. OR 1-2 days/week, but not when I initially start. Call time was not mentioned in the contract, but it's about once/month (no additional pay) What's offered: - Base Salary: 100k - At-will contract; If I stay less than a year, then I have to repay the licenses, relocation bonus, CME. etc. back to the employer. - Health insurance, vision, and dental - Incentive bonus: available after 3 months (PA's at the company said that I probably wouldn't reach the bonus requirement until 9-12 months) - PTO: 10 days/year (accrue on a pro-rated semi-monthly basis from the date employment commences) - 9 paid holidays - sick days: 5 days/year (accrue after 3 months) - CME: $2,500 and 5 days off (in addition to the 10 days PTO) - All licenses covered: reimbursement for Board expenses, initial licenses and license renewals, including D.E.A. and California license - $4,000 relocation bonus - Three memberships reimbursed: example AMA or CMA - Gas reimbursement: I have to drive to the satellite locations a few days/week. - Malpractice: company covers professional liability insurance with tail coverage What's not offered: - retirement (401k) What do you think of this offer? Any feedback is greatly appreciated!
  4. I recently interviewed with and was offered a part-time position with a private practice foot & ankle surgery group in Virginia. The job would be clinic only and no call. The exact schedule is to be determined at this point but I suspect somewhere close to 20 hours a week based on my availability likely to include some Saturdays. I have about 5 years of experience in general orthopedics, urgent care/occ health, and med/surg. This practice has not ever had a PA before but is very open to the idea and big on work/life balance. They essentially told me to take some time to write up my ideal hourly rate and benefits package and what I would want for a schedule. I haven't had much experience with part time compensation and benefits as I have only ever worked full time. What should I ask for? Do I need to adjust the benefits based on part time work? I want to make sure I set the bar high for any future PAs they work with but be reasonable at the same time. Here's what I'm thinking based on the 2015 AAPA regional and national salary reports (staying in the 50th-75th percentiles) and previous experience: $55/hr $2500 CME stipend, 40 hours CME PTO per calendar year Malpractice covered: occurrence or claims made with tail PTO (including vacation and sick time) 160 hours per calendar year (equivalent to 4 weeks) Maternity leave paid 12 weeks (though not sure how to calculate this for part time work. Based on 20 hour week? 40 hour week?) Bereavement paid 3 days NCCPA fees, State licensing , and DEA registration AAPA membership + 1 specialty membership Flexible spending account for healthcare (up to $2550) and daycare (up to $5k) Employer paid long term disability: 60% of income Employer paid life insurance: $50,000 Retirement: 3% of salary contributed to retirement by the employer regardless of employee contribution Crossfit gym membership (one of the partner docs owns a gym near me) (Don't need health insurance, got it through husband) Or should I just ask for a higher hourly rate with malpractice and tail and forgo the rest of the benefits? Did I miss anything important I should ask for? Thanks!
  5. Hi all! Have any PAs in North Carolina have had experience working for some of the larger ED management groups such as MEMA, ApolloMD, or US Acute Care Solutions/EMP? What have been some of your experiences, good and bad? How do you feel about benefits, salary, work environment, and the ever important work-life balance? Any advice to a new grad who plans to work in the ED right out of school? Thanks so much...any input is greatly appreciated!!
  6. A New Grad derm offer I received in Northern VA: (previous HCE: SA in Derm x 5 years) Term: 3 years. Training x 6 months. Expectation 20-25 pts a day thereafter Hours: M-F 9am-5pm, "Occasional Saturdays" 8am-12pm Base: 80k Bonus: Shall be compensated at a rate equal to 15% of collections above 150K/year Mal-practice: Covered w/o tail Vacation: 1 week vacation for every 6 months employed with practice Non-compete: 15miles x 2 years ALL other benefits: ambiguous, contract says things like: Sick leave: "as per terms and provisions of the employee manual" (which I was told hasn't been updated in 25 years) Personal time: no explicit mention besides, "personal time may not be accumulated from one year to the next" Holidays: no explicit mention CME allowance/educational leave: no explicit mention Health coverage: "in accordance with the policies of the medical practice" Holidays: No explicit mention Professional memberships/licensing/etc: will pay "certain" basic memberships to include state and county medical society dues and hospital medical staff dues, state license, "certain" federal and state narcotic licenses and such other benefits as may be established, adopted, and modified from "time to time" by the medical practice for other PAs. -- During the actual interview, I spoke with the current PA about most of the above and she pretty much said...everything is covered and she's not had any issues since she's worked there (2.5 years as new grad, no derm experience straight out of PA school). Although I believed her, I am finding it difficult for the practice to secure these things in writing. Also, since the employee manual is so outdated I have nothing else to reference. Therefore, I am pretty much back on the hunt
  7. I started practicing 2 years ago as a PA in an Ortho-Spine practice, my responsibilities including First assist 2.5 days/week, rounding, clinic 2.5 days/week, rare call, rare weekends, also administrative tasks such as compiling surgical outcomes, assisting the training of staff, implementing new policies and procedures with staff etc. I was't excited about my initial salary and benefits but I have really enjoyed the work. I have gotten significant raises over the past couple of years but during my last raise/review there were interesting comments about decreasing my rate of salary growth which i thought strange as I am still below what I assumed most other PA's in my field are making.. My major issue is this: I feel like i am always being told what other PA's in Florida make in my field and a lot of what i research seems different than what I am told. There have been a few threads from Spine PA's on the forum and I wanted to create a general discussion among other PA's in my field so we can communicate with each other about what the "going rate" is. I started at 80k, I am currently at 100k with guaranteed 5k annual bonus. I only get 10 days PTO, Holidays, and 5 CME days with professional fees paid. (no sick time) I am told Laser spine institute PA's make 95k, (What I have read online is 105k with 4 weeks PTO including CME) I am told other local practices which do similar work make between 115-120's with a few PA's in the area at 150k, and 1 up to 180k (which they feel is extreme) They did not comment on what the other benefits these PA's have as far as PTO and Bonus' I also work part time in the ED on my free weekends when I have available time where I am paid $60/hr. I calculate my current full time position makes $42 or less base on the hours I work per week. So Fellow PA's please help enlighten me on what our "going rate" is?
  8. Hey Guys and Girls, I am sure most of you current undergraduates have heard of some of the better PA programs around the nation. Many of you are going to produce competitive PA school applications in the process of hunting for schools. This question is more geared towards people who have been in PA school and experienced life on the other side of PA schooling. That being said, I think the answer is beneficial to most of us undergrads. We know about programs like Duke, Pacific, Emory, etc. Their qualifications are strict and their prestige is evident. However, on the chance that admission to these schools is at all plausible, is it worth going? Several factors go into that decision which are solely on an individual basis. But controlling for those individual variables, I want to know the career VALUE of attending a more well-known and intensive PA program vs. attending a PA school that is less renowned. Is the job market going to be any better for a PA who attended Duke for their graduate schooling vs. a PA who attended a city-based PA school? I can think of a big reason not to go to a grand PA school and that would be tuition. Is saving 10,000 a year worth attending a small, unknown PA school that had a breezy admissions process? Or that your qualifications far exceed?
  9. Fellow Psychiatry PAs; I am rapidly approaching my 1 year mark with an outpatient psychiatry practice. I am looking for any input anyone has to offer WRT salary, bonus, contract terms etc. I graduated approximately 1 year ago and I have only had this one job since. I recently changed my schedule from 5 days a week at 8 Hours per to 4 days at 10 hours per. On average I see XX patients per week. Currently my salary is competitive and we do get some benefits. We get 15 vacation days for year 1 then 20 per year, 5 sick days, 6 federal holidays, 5 CME days and $3,000. There is a bonus structure, it is a % for collections over 200K. I am not certain what this will amount to as I have not seen what my collections are. I plan on asking for access to the billing data. The practice has 4 MDs 3 total PAs and around 15 LCSWs, Psychologists and LPCs. Any input would be greatly appreciated.
  10. I am a family practice PA about to start negotiations with a joint replacement group in a large city in the southeast US. I have 3 years experience as a PA-C in family practice as well as previous athletic training experience (ATC). I really want to move into ortho for the long-term, and I think this might be a good practice to go with. They office manager has started the whole "be thinking about what you want in terms of compensation" discussion - so I've been thinking. Will you guys give me feedback on whether this sounds reasonable or not? - Mon-Fri, normal business hours, no rounding, minimal call, majority clinic with some first assist. - 95k base + % production payout quarterly (that's how it is structured, just not sure of what to ask for base) - 1500/year CME + 4-5 days CME - health/dental/vision - 401k - 15-20 days ETO/year + holidays - licensure/AAPA/certification fees covered by practice - malpractice covered by practice The last thing I want to do is scare them away. It is a respected practice that is actively expanding with low employee turnover. I just want to know if I'm on the right track. Thanks!
  11. I am a PA-C, ATC planning on switching from FP to ortho soon. I have been working as a PA in a non-profit family practice clinic treating patients without insurance for 2.5 years. After learning a LOT at my current position, I am ready to move on to my first love, orthopedic surgery. I currently have a couple of interviews lined up, and I haven't thought about money in a couple of years. I want to make sure I'm starting out in the appropriate salary range and not selling myself short. Thoughts?
  12. Am I allowed to officially sign documents PA-C once I have passed the NCCPA exam? Do these laws differ by state?
  13. Hi I had a few questions about working for the VA Do you guys get your licences and etc reimbursed? How about CME and the expenses for state and national conferences, travel? Etc? Do you like working at the VA? Suggestions, would you take a job there again? What are the negatives? Thanks so much fellas.
  14. Does your job have retirement benefits or are you just saving for retirement? My knee doctor said I would probably be in a wheelchair around my early 60s.. making it impossible to work. This is making me want to go into a physical therapy program because I could work in a wheelchair as a PT.