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Found 14 results

  1. Hi all. Our EM practice is in the works of developing a head PA/NP position (manager in a sense). Currently we have a liaison who is a physician-but the physician wants to turn it over to the APPs. Since this is a new trial process for our group, I wanted to reach out and see what the job description and stipend/benefits your group gives to the PA/NP who is essentially "in charge" of the APPs at your practice. If you could tell me the type of practice you work in, location (state), job description for head APP (rough expectations), and stipend/benefits for that position I would greatly appreciate it.
  2. Back in March, as hospitals across the country shut down electives and we were being furloughed left, right, and center, I was very concerned that the “temporary” pay and benefits cuts would prove permanent. At my institution we took hours reduction in addition to pay cuts, our 403b match was halted, and PTO was frozen. In July our pay and hours were reinstated. We were permitted PTO accrual and use in August. In September our 403b match comes back. I’ve never been so happy to be wrong. How is everyone else doing now?
  3. Hi there, EM PA here, our group is looking to moving towards single doc/PA coverage overnight, whereas we previously ended shifts around 1am. Wondering who of you staff overnight shifts and if you receive an overnight differential pay bump. If so, what is it? If you're more comfortable contacting me directly would be GREAT help. Attempting to get some data together to show higher ups its common for overnight diff in EM world. Also please include what state you work in. Thank you in advance!!!!
  4. EM PA here, our group is looking to moving towards single doc/PA coverage overnight, whereas we previously ended shifts around 1am. For all those who work shift work/overnights, wondering if you receive an overnight differential pay bump. If so, what is it? If you're more comfortable contacting me directly would be GREAT help or answer the attached poll. Attempting to get some data together to show higher ups its common for overnight diff in EM world. Also please include what state you work in and what specialty. Thank you in advance!!!!
  5. EM PA here, our group is looking to moving towards single doc/PA coverage overnight, whereas we previously ended shifts around 1am. For all those who work shift work/overnights, wondering if you receive an overnight differential pay bump. If so, what is it? If you're more comfortable contacting me directly would be GREAT help. Attempting to get some data together to show higher ups its common for overnight diff in EM world. Also please include what state you work in and what specialty. Thank you in advance!!!!
  6. 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!
  7. Hello, Pre-PA here. I was wondering if anyone has insight into the current and likely future job market in the DFW area, or into saturated markets for PA's in general. I would intend to live in the DFW area after graduation. I gather that due to the presence of two PA schools and 3 NP schools in the area that we are pretty saturated. I'm trying to understand what this means in terms of current and future benefits and salary. I am a non-traditional applicant working a job with a good salary currently. I'm trying to justify foregoing 30 months of salary at my current job for school. According to data I saw, the average salary in the area is around $103,000. Is this likely to decline? Is it possible to make substantially more than this in the area with experience and ability? Are benefits like 401k match and PTO declining? Thank you for your help!
  8. Hello, I recently graduated and was offered a New Grad Hospitalist position in the New England area at a community hospital without some specialties and would like some feedback on the offer... Compensation: $48/hr, annually $99,840, plus incentive bonus (unknown amount), shift differential for night shifts $3/hr Schedule: 3 12hr shifts, alternating weeks of days and nights, 2 locations couple blocks apart, 6-10pts per day, great coaching and MD support, closed ICU/OBGYN, all surgical emergencies go to larger state hospital nearby PTO: 280hr allotment for all CME, sick, vacation, holidays, etc CME: $2500 for all license, DEA, certifications, etc Added bonus: AAPA Hospitalist bootcamp after 3-6months of starting, covered by the hospital Benefits: 10K loan reimbursement per year, relocation reimbursement coverage, 403b 3% match first year, then 5% match thereafter; Healthcare, Life insurance, AD&D, malpractice with tail coverage, etc. Does this seem like adequate compensation in general, and is that a good differential for nights? How could I negotiate this if at all? The alternating weeks of days and nights sounds rough, how could I configure this? Any other comments or insights are appreciated! Thanks for your help!
  9. How much is too much to spend on CME? How does your CME allowance (if you have one) influence the programs you attend, if at all? I've been wondering lately how (if) this affects the medical knowledge of some individual clinicians. For example, does anyone feel that they aren't able to learn what they need to because they don't have room in their budget for a particular CME program/course/etc? I know this will also depend heavily on the program in question (I have no particular one in mind right now). I'll easily spend close to $2k for a good conference because I know it'll be reimbursed either by my employer or come tax time if I itemize. Not to mention I'll return a more intelligent clinician than I left. However, I also try to collect as much "non-CME" (or category 2) free open-access medical education as I can throughout the year because who doesn't love a good bargain!
  10. Any derm PA's out there who work at Kaiser, Sutter, CA Skin Institute, Berman, or other larger corporations? I'm working in private practice now and have a lot of flexibility with my schedule which is nice, but not the kind of benefits and salary I think I could potentially have at the other. Could you share your experience as far as schedule, salary and/or benefits? And, if you've worked both private and/or corporate, which do you prefer and why? Thank you!
  11. Have moved onto my 3rd job offer a as new grad. The only downfall is no health insurance offered since it's a small privately owned newer urgent care. Maybe I can get some experience and take some time before settling into something that checks ALL the boxes? Everything is ok about it: hours, pay, closed holidays, extra flat rate for each shift beyond the 3-12's a week, CME, PTO, malpractice covered. And it's in the area of Florida we've been hoping to relocate to. I feel like it might not be that big of deal to cover my own health insurance (individual plan) for a couple-few years. Knock on wood, I'm healthy and it's solo coverage! Any comments, thoughts on that?
  12. 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!
  13. 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!
  14. 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!!
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