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Found 12 results

  1. I am a PA with 25 years of experience and currently my medical group is switching our compensation to an RVU based system. Can anyone in outpatient primary care share with me their dollar amount per RVU so I can negotiate properly? I’ve been reading about the tiered RVU system and I like the numbers but need to know where to start the conversation. Thanks for your help!
  2. 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!!!!
  3. Hi All! Looking for some thoughts on an urgent care offer in northern NJ. Multi specialty practice based urgent care. Mix of acuity. We can get stat CTs. $64/hr = 133120 per year Hourly not salary 160 hours PTO 0 hours CME days $1500 CME Mix between 12hr (week day 8A-8P) and 9hr (8A-5P) shifts 4% match 401k 5% annual bonus Approx 20-30 patient's per day I have 5 years experience as a PA Thanks in advance! ~E
  4. Anyone that can help with compensation recommendations or salary range for Urgent Care Position. Looking in southern Maine. Expecting 1 or 2 offers from two different companies. I have 3 years of experience at a high volume/high acuity urgent care. Currently making 60$ an hour at a UC that keeps multiple providers on. In this new position I would be solo provider with MD or other PA available by phone for consultation when needed. AAPA salary report didn't have any data for UCs in Maine. I would like to make as much as a lateral move as possible as this would be a move to a higher cost of living area. I would appreciate any suggestions about negotiating salary or ranges especially from anyone in the Southern Maine area.
  5. Can someone explain what these visits entail? I'm about to start a new job and my SP states the practice is starting to increase their Worker's Comp visits because "they pay well and they pay on time". What exactly is Worker's Comp? How is it different than insurance that a company provides for its employees? What does it mean for a practice (i.e.- is it way more work for them to do the visit, more paperwork?) I drive by some practices in my local area that "specialize" in Worker's Comp visits.
  6. Hi All, Does anyone have any experience with being compensated with RVU alone? Our physician staffing firm is contemplating straight RVU compensation. We have been hourly since the beginning, but recently there has been a lot of talk about going to RVU w/o a base salary just like our supervising ED Docs. Any insights would be greatly appreciated. JBS
  7. For those working in EM that have moved from a full-time hourly rate to a PRN hourly rate at the same facility and same position, what is a reasonable increase in pay to ask for? I've been there for about 5 years full time (also haven't had a raise in 3 years). I know what other EM PRN gigs pay in my area, but my question is specifically how much more to expect when transitioning in the same position. Thanks in advance!
  8. Hello fellow PAs. I am posting this discussion with frustration. I am very disappointed with a PA hourly compensation rate compared to a doctor, I know we did not do an EM residency as compared to doctors, But in certain settings such as the ER, we do the same thing as the doctors but yet we are paid in most cases 1/3 of what doctors make in an ER(the average rate is $210-240 per hour while PAs make on average only $60-80 per hour. In most cases, the doctor’s expectation is that we do everything they do and get paid a fraction, and most of the time we don't get a production bonus like they do and in some cases, see most of the patients while the docs sit on their butts. i am very disappointed with. The AAPA for not advocating ompensation closer to doctors versus nurses. In most cases offers in hourly rate not much more than a nurse! With demand high and the supply low as reported by several resources, why are the rates not going up? It’s about time we have this discussion on the forum. I think our pay is ridiculous for what we do and expectations, and would like to get perspective from the other PAs on their pay, along with potential solutions to raising our pay. Don’t we all think our pay should be closer to a doctor and not a nurse? I say Union!
  9. Currently I am getting paid a salary but if I reach a certain level of production ( I have to see about 280-300 pts a month in my FP clinic to reach that) I get paid 25% of my collections. This is not in addition to my salary so its not like a bonus or anything. My question is about production pay. I am wondering if any PA's out there are on straight production. This is the model that they are wanting to start. Again the number that they are going to give us is 25% of collections which seeing about 300 pt/month comes out to like 9300 (pretax, benefits, etc.) I feel that the percentage should be 30-40% from what I have heard and read about but again I am not sure. I have been working as a PA for 3 years and don't know a lot about "production pay" only. Is 25% good, ok or just crap? Any insight would help as I am going to be talking to my company in about a week to discuss this.
  10. 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 salary range for a new grad in EM? What about for an experienced person, e.g. with 3+ years of experience?
  11. Hello! Some background information: DFW area PA, 4 years of experience (3 in family medicine, 1 for GI) My initial contract was for 100k base salary. My contract is being reworked, and they are trying to add a bonus structure. I see currently around 15 patients per day. The new bonus structure is as follows: 3000 patients per year=$8000 yearly bonus 3500=$20,000 4000=$36,000 This seems great, but the problem is that my schedule is not that full. For the last year, I only saw 2000 patients. Basically, the bonus structure is unattainable with the amount of patients at my practice. Any advise for what is fair compensation? I think the base salary is low and initially by SP was not willing to increase that. So if I sign this, then I will be setting myself up to make base salary only, which seems low for specialty in a Dallas suburb. Any input is appreciated. I just don't know where to go from here. I love my job, my SP is fantastic and my office is amazing. I just want fair compensation. Thank you!
  12. 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!
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