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Found 15 results

  1. 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.
  2. 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?
  3. 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!
  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. I am a pre-PA and am interested to learn about compensation packages from those of you who are employed by university health systems, particularly the University of California and particularly those who practice in a surgical subspecialty. A basic search through several UC medical center websites gives me an idea as to what a first year graduate would earn hourly at each of these sites, but no additional information about CME, licensing, or whether quarterly reconciliation bonuses are part of the pay scheme. When I shadowed in the CVICU of one UC medical center, the PAs there were reportedly working 80-100 hours per week. Whether or not that number is inflated is beside the point; however, I would be interested to learn about those weekly hours beyond 40 (and those spent on call) are compensated. Just to be clear to those lifers on the Forum, I have no interest in working those kinds of hours. I am not focused on trying to make the most money I can right out of the gate and kill myself in the process. Just trying to learn from those of you who have experience working in university hospital systems. Interested to know what the advantages are in terms of compensation, life-work balance and what the most obvious pitfalls are. In sum, is it more trouble than what it is worth it to work for a university health system? Note about me: I currently work for a non-profit charity that provides plastic and reconstructive surgical services to victims of natural and man-made disasters. Working in an administrative capacity for this organization is what has energized me to seek clinical training as a PA. Its nice that PA compensation can be lucrative, but my chief focus in switching careers is to make a difference in the lives of my patients, whether domestic or international.
  6. I'd like to find out what I might expect for hourly rate for locums work in the San Francisco/Bay Area. I have 10 years of experience in surgery (cardiac 2 yrs, vascular 2yrs, general surgery 5 yrs +8 yrs per diem also covering urology consults/inpatients and some thoracic), anesthesia 1.5 yrs (ran pre-admission testing clinic until practice dissolved), and now emergency medicine x1 year and counting. Willing to do surgery or emergency medicine, possibly urgent care. I've been told by a recruiter $80/hr is a reasonable expectation, but $85 or higher is a rather tall order. Recruiter has also told me licensing can take 6-9 months and would cost $500-900, but then the app fee as per the state board is max $275...not sure whether the info I'm getting from her is trustworthy. Also, I would expect a recruiter to try to low ball you as far as hourly rate is concerned. Looking to relocate there, and trying to decide whether to apply for perm positions up front or do locums for a while to try different things while I acclimate and figure out where I should settle. I have heard that the market is rather flooded with new grads making jobs tough for them, but someone with my level of experience should be pretty in demand. I have applications in for 2 perm positions, one for which I got a very quick response asking for a phone interview, and a slew of recruiters that have contacted me since I updated my LinkedIn profile. Also just sent in my CA license application myself (rather than doing it through a locums agency with the "proactive licensing" option she explained where they say they cover that high cost of licensure and you agree to do an assignment with them, which sounded a bit fishy. In case it helps, I am currently in Boston. Any and all advice would be greatly appreciated. Thanks!
  7. Hey all, I'm in dire need of help. I have been practicing as a Neurology PA in the Denver metro area for over three years now. Same practice - private practice that is currently growing. I see about 10 - 12 clinic patients a day along with hospital call. I take one weekend of call a month. (stroke call, etc..) When I moved to CO, I had very few peers to counsel me on the region and what to expect compensation-wise. I was initially hired at 65k a year with the hope of a drastic increase as we figured out my role (I was the first mid-level in this small private practice). I now make 80k a year. My patients and other health care providers love me, and my providers constantly tell me how invaluable I am to them. My providers rely on me to do the majority of the hospital work. I feel very undercompensated and taken-advantage of. I have spoken at length with my providers (guys that treat me VERY well, otherwise, and are like my older brothers) who ensure me this is competitive for the area. I, however, still feel this is very untrue. I need some reassurance that going to them with the idea of looking for other work unless I am better compensated is the next step. Please help, as I am not wanting to let go of an otherwise great job. But when I am the only PA in the practice, it is not too unusual to get taken advantage of. Please let me know your thoughts. Thanks J
  8. I am a new grad working with a neurosurgery practice within a large hospital group. Starting in the next few months, I will be taking call. The practice is in the process of deciding how compensation will be structured for this call. In discussions with other PAs at the hospital, I've learned that they get paid a lump sum just for holding the pager, and an additional "call back" amount for every 2 hours actually spent in the OR (you work for 30 minutes, get paid for 2 hours; work 2.5 hours, get paid for 4, etc). I also work with clinical NPs and will be sharing hospital call with them. There may be a separate compensation for that type of call since it will require more "phone time" and less in-person time. I am the first PA in this practice, so I have the unique opportunity to have some say in how my compensation will be structured. I was wondering how other surgical or hospital-based PAs are compensated for their call time? Does your practice differentiate between OR call and floor call? If people don't mind sharing, what actual amounts are being offered? (I understand this can differ between markets and specialties, but it would be nice to have an idea of what is standard) Thank you for any input!
  9. Physician (Family medicine) who I work for part time in his medical office offering me to visit his patients in Nursing home /Rehabilitation center for $20/patient/day. 20 patients per week. Is it a standard pay? Please advise.
  10. Hi everyone, I need some help here. I graduated this past December 2013. I was hired in February at a solo physician practice dermatology office. She wanted me to do a 'mini residency' with her so I shadowed her and did some procedures for 3 months at $1000/month. Then I started seeing my own patients after that time frame. At this point I was part-time at $60,000/year working about 25 hours/week. By the end of July my patient load was full and I was seeing patients every 10 minutes. We had discussed before I signed the contract about going full time and negotiating higher pay and we were going to discuss that after a few months of seeing my own patients. My bonuses (I believe) are structured in a very strange way. They are my quarterly salary subtracted from 18% of collected revenue. As opposed to what most people I have heard do where they get 20% of collections after they have doubled their yearly salary. We are now talking about me working 33 hours per week and I would like to have a more full-time salary to mirror this. I get 10 days paid vacation and 5 days CME up to 1500. I get no dental, health, short term leave, or 401K even if I am full time. My questions here are, should I re-negotiate how my bonuses are structured? What would be fair compensation for a base salary for 33 hours/week? Should these values be higher because I have no benefits? Thank you SO much for your time!!!
  11. We are seeking a part time dermatology P.A to join us at our health center in Monroe, NY 10950. There is opportunity for growth in the future as well. Please email your resume to: echc@ortekapp.com For the past 15 years, Ezras Choilim Health Center has been a vital New York State licensed diagnostic and treatment center (DTC) and a Federally Qualified Health Center (FQHC). It is the premiere outpatient treatment facility in Monroe NY, providing over 110,000 visits annually and growing to meet the increasing population needs of the surrounding local area. Ezras Choilim Health Center provides patients with high level and compassionate care through its broad range of clinical programs and services. Currently, it provides a battery of state-of-the-art practices in medical and dental care, women's health, behavioral health, specialty medicine and diagnostics. The institution is affiliated with major academic centers in the greater NY area and boasts an in house laboratory, advanced imaging, and electronic medical record systems.
  12. 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?
  13. Hello fellow PA's! Need some advice here on call compensation. I've read through the various threads regarding call compensation, however, I have a bit of a unique situation. I've worked in a small ortho practice over the last 3 years, enjoying rather high autonomy and a great relationship with my SP. While I initially took very little call, as I gained experience (I was a new grad prior to this job), the call coverage for my SP has increased. I was advised early on, that I would not be required to take call, and there were no call stipulations in my contract. I now cover an average of one weekend a month providing coverage for the ER, as well as rounding on any inpatients that remain in over the weekend. I'll also see any consults that are ordered during that weekend, as well as admit potential surgical patients. I have done this coverage without increase in compensation as mostly a favor to my SP so that he has a bit more free time. The call coverage is now increasing, at times, to more than one weekend a month and I'm going to be going in for a contract renegotiation to include compensation for this call. The unique situation, as mentioned earlier, will be a possible upcoming 6 weeks of 24/7 call coverage while my SP is away for an extended time. The call coverage will be coverage for the ER. Any potential surgical patients will be referred to another surgeon. The question is compensation for this 6 weeks of coverage. Lump sum? Hourly rate? Has anyone had a similar situation? There will be an interim ortho SP available for consultation if need be. Thanks in advance for any advice! OrthoPAinPA
  14. Would like to know how outpatient clinic PAs are being compensated. Salaried, hourly or paid small fee per patient plus low hourly rate? The last form of payment appears to be popular with employers, would like to know if anyone is doing this and what is the consensus on this practice. Forgot to mention that with the pay per patient, all PA's are paid the same regardless of experience. Compensation is dependent of clinic visits, so your income will vary from day to day. Any thoughts on this?
  15. Hope this post finds everyone well. I am currently negotiating compensation for a part-time derm position. I have 5 years experience as a pediatric PA and had to take a short leave of absence, and am finally able to try to get into derm which has always been my goal. This potential employer would train me for 4-6 weeks unpaid and then start to book me patients. The SP does not want to pay an hourly wage and only want to pay me 25% of collections for what i bring into the practice. They will not cover malpractice the first year and it will be revisited in one year. We are in the early stages of negotiations and I need your help. Does anyone here only get paid a percentage of collections and if so what is the norm? I am unsettled with this because I am not sure how busy this practice is (only one physician) and its not clear how much work she has available. I am really unsure of the earning potential. I would start with follow up patients, general derm until I was more comfortable. The physician is very nice, willing to train (unpaid), And the physician wants to cut her own hours. It is a way for me to get in the derm door. What are your thoughts??? Thanks, Tee