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Found 18 results

  1. My fellow PAs I wanted your opinion or experience with contracts. I was offered a position in Outpatient Internal Medicine working for a private physician . I have over two years experience in Urgent Care and Occupational Medicine. The salary is $110,000, no health insurance I would be under my husbands plan, $500 for CME, 3 weeks paid vacation plus holidays, no mention of sick/personal days. The hours are Monday to Friday 8-5 pm this includes 1 hour lunch that is not paid and every third Saturday 8-12. There is 401k plan and malpractice coverage. What are your thoughts? I am concerned on the schedule since it will be more than 40 hours per week on average that I am expected to be in the office. And there is no mention of personal days plus the CME $$ I also feel is very low. Also there is restricted covenant of 15 miles for 2 years after leaving employment which I think is standard for these positions?
  2. Hello all. I am a PA-C with several years of experience in a specialty. Within the next six months I will be transitioning to another position within the same teaching hospital but in a different department. The company considers this a lateral move because the basic job role is the same. I would like to ask for a modest raise to compensate me for some differences in the new job and my years of experience working with this company. I am anticipating some pushback from HR and the hiring manager. The new role will involve 1:3 weekend coverage and I'm currently doing 1:4. Night coverage will be structured differently and I may be working fewer nights per year. I will be doing consults and admissions which I rarely do in my current role. There will be a significantly higher patient census but slightly lower overall acuity. Insurance, retirement, PTO, CME, etc are all identical. I am planning to bring up my years of experience with the company and specifically my familiarity with systems and processes which would not have to be taught again. I'm also very comfortable with a sick population and will certainly be autonomous well before a new graduate or outside hire. I have been involved in teaching within my current group and will be bringing a beneficial network to this new job. I make ok money right now, but I do feel that I failed to negotiate well when I took my current position and may be undervalued (I have done some unsanctioned comparisons with colleagues and was surprised to find I am not making much more than those with significantly less experience). I do not want to lose this position due to salary but I am not willing to make the move without a raise. What should I ask for, and does anyone have advice on selling myself that I may not have considered?
  3. My fellow PAs I wanted your opinion or experience with contracts. I was offered a position in Outpatient Internal Medicine working for a private physician . I have over two years experience in Urgent Care and Occupational Medicine. The salary is $110,000, no health insurance I would be under my husbands plan, $500 for CME, 3 weeks paid vacation plus holidays, no mention of sick/personal days. The hours are Monday to Friday 8-5 pm this includes 1 hour lunch that is not paid and every third Saturday 8-12. There is 401k plan and malpractice coverage. What are your thoughts? I am concerned on the schedule since it will be more than 40 hours per week on average that I am expected to be in the office. And there is no mention of personal days plus the CME $$ I also feel is very low.
  4. Hi guys. Got an offer as a new grad for internal medicine group practice in the northeast. $88K salary plus annual productivity bonus eligibility, 3 weeks paid vacation, 7 paid holidays, 3 days paid CME, $1,000 annual CME, paid malpractice with tail included, paid professional society membership, FT, 40-45 hours per week, pt care 4.5 days/week with 0.5 days per week admin time, 1-yr contract with 1-yr non-compete agreement. Includes insurance, 401K w company matching up to 4% after 1 yr. Any thoughts on this offer's quality would be greatly appreciated! Thank you!
  5. I'm in a little bit of a pickle, you guys. I currently practice in an orthopedic group doing mostly clinic work with the occasional call weekend and rounding when my SP is out. I get along great with my supervising surgeon, and he treats me and the rest of his staff very well. I don't feel that I have a lot of autonomy in my current position being that it is a sub-specialty (joint replacement) with very little management of things other than arthritis and perioperative patient optimization. I feel comfortable in my job and I know what to expect, but I definitely don't think I'm being used to my full potential. I'm not really allowed to problem solve in order to make processes or clinic flow better because of the corporate structure - there are so many boxes to check and things to track that we don't have much freedom in making our work flow better. Management "wants to hear from us," but when we do speak up, there isn't much of a response from management. Pretty frustrating to say the least. In summary - I really hit the jackpot working with the surgeon I work for now - he has my back and trusts me, and he knows my worth. But the actual practice/management/company? Not as thrilled about my interactions with them. Here's the dilemma... A few months ago one of my colleagues from PA school contacted me about a PA position at his practice - he thought I'd be perfect for the job. I met with them just to see what the opportunity was, and turns out, on paper it's sort of my dream job. Sports medicine/general orthopedics, mostly clinic but OR time available, lots of autonomy once the doctors trust you, some call (but MDs take majority of it), and high school/college athletics coverage as needed. My background is athletic training, so occasional game coverage definitely appeals to me. The practice was adding a few new surgeons to the practice, so a few months went by and I was contacted again to interview. I interviewed with the new surgeons, and a couple of weeks later they contacted me to tell me they wanted me on their team and wanted to make me an offer, so I met with their management again (which included dinner, which was nice) and they offered me the job. This new practice made me an offer that's MUCH better in terms of compensation than my current position. 15k more/year than I'm making now, PLUS bonus structure at the new position (my current job told me when I hired on there would be a bonus structure, but turns out they did away with it 6 months into my employment... I wasn't thrilled about that). It would be a 3yr contract then up for negotiations after that/yearly renewals. I would get more CME time than I currently do, and more time off than I currently do. Holidays are not taken out of PTO. Occasional call (no more than I have right now) and OR time when I want it. The offer to work for this new practice is clearly better on paper, but I wasn't looking for a new job. My dilemma is - do I leave a practice I know and (for the most part) enjoy for a place that's going to pay me more but I have no idea if I'll like the management/staff/physicians? It's a weird place to be. I feel fortunate to have options, but it's a stress to make a decision that I wasn't really expecting to have to make. Any thoughts?
  6. OK, so I got a wage quote from a big hospital HR after an interview. The OM presented it and even he didn't sound like he liked it and was worried I would walk. He gave me the quote, was unsure of OT and wage differential since I would be working evenings. He asked if I would even be willing to come back in and talk. I said I would welcome another visit with them. I figure, it's not an official offer because we haven't discussed any benefits or literally ANYTHING yet. So this wage quote pre-offer is throwing me off. At what point can I turn this into a negotiation? Also, how much have you seen for shift differentials for evenings (not overnights)? It would be nice to hear from others about those. I thought it's anywhere from $5 to 30% pay....
  7. 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.
  8. 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
  9. Any thoughts on this offer from private gastroenterology practice? $45/hr for 24 hours a week (weekdays) 1 in 5 weekends Two comp days after weekend. Option of working one "comp" day for $100/hr. No call No benefits other than malpractice and licensing fees 1-2 holidays per year. Paid $100/hr. Position will be a mix of clinic, inpatient and consults. Approx 2 patients an hour for clinic, 12 patient panel on the floor and amount of consults will vary. I will also be responsible for managing another PA's inbasket (lab results, imaging results etc). I have 6 years experience as a PA (in surgery, ED and family practice). I am currently working in a practice with a malignant practice manager and I am hoping to find a good alterantive. The hourly rate seemed a bit low, based on what I've been offered in the past and by the AAPA salary report. They are not negotiable with the rate because they state it would not be fair to the other PAs that work there. The practice manager there and physicians seem wonderful. Very eager to teach. Trying to weigh out the pros and cons.
  10. I know this is not a good offer, but I want to know if it's worth neogtiating or too far off the mark. I graduated a year ago, but have not worked yet as a PA due some family issues. I wish this had not been the case but it is what is. Due to this, I am aware that I am undervaluing myself because I have not been in the clinical setting for a while. I had my first interview at a family practice in a small community in NE Pennsylvania. I really like the office and the community it serves. I think the position would be great for experience, but I don't know that they value the PA as they should. It's a Physician owned practice with one other Physician on staff and 2 PAs. The practice has been owned for <10 years. The buiding is owned by the managing physician and is leased out by a local hospital for specialists to have access to the area. The building is also a Quest draw site and has a radiology service and pharmacy on site. The physician states she has 18 people on staff. I received an offer at the interview for $70,000 (I had stated 80K and was told this was the top end for a new grad in the area, which I have seen in one survey somewhere, but that was the only one). It was also reinforced that as a new grad there is no profitability over the first year. (the physician's husband was in the interview because he is the IT guy/numbers guy/helps with management, etc.) Contract is for 3 years. Performance review after first 90days, but no mention of review or contract negotiation in the contract. 40hr/week. 1 saturday every 3-4 weeks with a comp day the week before. Would not work Sat until MD comfortable with me on my own. Call for one week a month for reassurance but they said you dont get a lot of calls. Not expected to take call immediately. I would have to use my own cell phone. Expected to be up to 20-25pts/day after ~3-6 months or when we both feel comfortable. No healthcare coverage. I negotiated to have them cover my premium. After reading the contract it states UP TO $300. I am paying for my own currently and have a high deductible. Was hoping to have a better situation with a job and something to offer the family. 10 PTO, 3 sick/personal days, 6 federal holidays. NO rollover. $800 for CME and no time off for CME. I negotiated 3 days. I have been involved in AAPA HOD and would like to continue this, but this makes it a little difficult. They stated they cover malpractice, but there is no mention in the contract. So I don't even know what or if it covers tail. 401K with matching after 1 year. I asked about professional/licensing/DEA fees and they stated that could be submitted and reimbursed, but again not in the contract, so I don't know to what amount. I know the things that are not in the contract need to be included. This was my first interview, first offer, first contract, so I did not cover all the questions I had up front as I was not prepared for the offer. I did not read the contract until I left. I do have 3 maybe 5 more interviews in the next 2 weeks. Any thoughts? Advice? Thank you!
  11. So, out of curiosity... as a soon-to-be Grad. When I go out and find my first job and sit down to negotiate my salary how do I leverage my pre-PA career (14yrs as an Army medic, 3 deployments my last as the Aid Station Manager and right-hand man to our units PA). I had over 5000 direct, hands on, documented patient hours with numerous procedures conducted AND supervision experience for numerous years. On top of that my first two deployments included working on my own an providing day-to-day medical support combined with treatment of trauma patients with little/no additional support. How do I go about validating this to demonstrate that I have significant experience to draw upon? Or is it pointless to point this out because I hadn't gone through PA school yet? Additionally, I feel our program, Interservice Physician Assistant Program (ranked #11) really pushes us to be 'better' than the average graduate. However, I know for that first job its a fairly level playing field and MOST PA programs are just as good as the rest. So, I am in NO WAY trying to put down other programs. I just feel managing a strong career for 14yrs and having a strong background and understanding of what a PA does should push me more into that upper 25% of new-grads pay scale... or am I being obnoxiously over-confident? The humble part of me says "If you have to tell someone how good you are then you probably aren't that good" while at the same time, with no official work as a PA I feel a bit perplexed as how to set myself apart from my peer group of new grads... I have also heard that if you don't act strongly as your own advocate that you will be quickly marginalized. Would love feedback... Do's/Do not's that can make sure I appropriately use my pre-PA school experience/School training to make the most out of the negotiation process. Thanks in advance PS... not chasing down just large salary, IDEALLY, I would take a lower salary for an environment where I can grow and enjoy a rewarding career. Hoping to specialize but that depends, in part, with where we end up geographically... WHICH depends on where I can find the most ideal situation. So, any input on leveraging the above mentioned experience into specializing would be great too!
  12. Hi, I'm about to be a new grad (no prior medical experience but with great academic record); am curious about the following (see questions below) all feedback/insight/comments/curse words are welcomed! 1. what I can really expect as starting salary in internal medicine? (nyc hospital based, three 12's, no call, some weekends, does it matter if it's nights vs days?) i haven't seen or heard of anything higher than 85k and i'm starting to wonder if i would be low-balling myself 2. how much can a new grad (again, with no prior medical experience) successfully negotiate with hospitals who advertise a new hire flat rate? 3. what's the typical yearly bonus most nyc hospitals (city and private) are offering? thanks in advance!
  13. Hey Folks, Recent graduate received job offer with Ortho/Trauma. I will perform hospital round, first assist & clinic. Training Period Base Pay: 46,000 Base Pay: 92,000 [based on 50 hr work week], range of 50-55hrs CME: $2000, 5days PTO: 15 vacation Days, 4 Personal 7 Holidays off Call: 1/7 Days. Weekend Call 1/8 weekends. No add'l pay Bonus consideration: after 1 year Thoughts?
  14. So I recently went through a contract negotiation with my boss. I am a surgical spine PA in S. Florida, Palm Beach County area.5 years eperience and I found myself having this surreal conversation regarding my value and compensation re: my collections, hours, performance, etc. and being told over andover again "This is what spine PAs make in Florida." So it occurred to me....What do you say to that? His information was purely anecdotal but so was mine. so I propose as a resource that we have a page here with location/salrary/bonus structure/hours/call, so that we can have a real apples to apples comparisonduring negotiations. Obviously there are many variables that go into what we think is an acceptable salary but it would feel great to be able to say in a contract negotiation, "No, actually 7 other local PAs with similar positions and these responsibilities make xxxxxx." I'll start 117k annual salary, 10% of all IN NETWORK collections including hospital consults (this was as opposed to the originally proposed 20% of total collections above salary) I anticipate this being in the 80-100k (8-10k bonus) range. Although total collections last year between 250 and 300k I work generally M-F fairly normal and somewhat flexible office hours. In the OR 2-3 days a week. 1st call on pager every other week and hospital rounding q4th weekend. 401k, 3% match Individual, not family health, good policy 3 weeks PTO Somewhat nebulous CME policy SOOOOO. I'm not and I don't think anyone else is interested in lots of "You're freaking nuts to work for that. You're a sucker, etc.etc." If this can catch on I'm hoping it gives us a big advantage when employers, particularly in private practices where there is no union scale try to play on our lack of orginization. It could also be really vast and regional which would obviously be the most helpful. The more info, the more power.
  15. I work in southwest Missouri as a EM PA at this time. I graduated and started with the EM group 1 1/2 years ago. Straight out of school here is what my contract entailed: Independent contractor with no benefits 65/hr - 180 hours a month, 140k a year (10am-10pm 1/2 the time, 2pm-2am 1/2 the time) Malpractice with tail paid I have recently started looking for a new job, one with benefits and time off. I have been offered the following at an FP clinic that is starting a walk in service, where I would be the sole provider. Here is the brief overview of contract offering: 120k based on productivity and hr wage Health, dental paid CME $1000 allowance 11 days PTO first year, 21 days PTO 2nd year disability insurance available up to 1% matching 403b I feel this is a good offer. Any opinions? Thanks!
  16. So i went to this ortho job interview IN maryland and got the job offer. The interview environment was kind of fast paced, pressuring (a doc, office manager and Hr personnel interviewing me at the same time) and i was rushed to make a decision on how much i want for the ortho position. The doc was interested in me. he asked me how much i make now, i told him and he asked me how much i would like to make and i gave him a range but he wanted exact number so i said 95k which is 10k less than what i make now. i have two years experience all of it non ortho. 95k could be a fair salary but i have no idea why i agreed to start for 10k less than what i make now. I am very interested in the new experience i could get, but i know i messed up big time. SO i have another appointment with him in few days to get started on some paper work and i would like to bring up the salary issue and see if i can work something out. I know it will sound, unprofessional, foolish, to ask for a new negotiation after coming on to an agreement. But i don't want to have any reservations when i start the job. Please let me know if you have any idea how i can approach and solve this unpleasant situation... thanks
  17. I've got an offer that includes relocation assistance in the form of movers and shipment of a car. For a few reasons, neither of these is helpful to me, but the move will be really difficult financially speaking. This is an organization with 900 or so providers, and the benefits (otherwise) are *amazing*. When I asked for a lump sum, I got "No, we never do that. I guess we could pay for a U-haul..." Am I missing something or am I right to want to fight for what I need here? If the latter, what do I say to make it happen?
  18. Hi all, I am a newly graduated PA awaiting to take my PANCE and receive my license, etc. I recently (today) interviewed for a position with Carenow, an urgent care franchise in the DFW area in Texas, and was hoping to get some input/feedback on whether or not it is worth considering/accepting. They will be scheduling for my second interview soon but here is the gist of what's been offered/discussed so far... Base offer: 40.89/hr (~85000/yr on a 40 hr work wk) Full time is considered 35hr/wk with the assumption that we'll most likely be working over that amount most of the time. Incentive days: required to work at least 2 "high volume" days/yr for $15/hr extra. Winter holiday time requirement: weeknights differential - $5/hr extra and weekends differential: $15/hr extra. CME allowances: $1250 and 40hrs CME time off Expected average pt volume (after some months): 3.0 patient/hr Quarterly reviews are done along opportunity for quarterly bonuses Just from doing some research, this seems to be a fairly busy clinic so I'll expect to be busting some real behind once signed on. As a new grad I'm trying not to be too greedy with the pay, but it seems kind of low for the high volume work I'll be expected to produce, doesn't it? No real talk of benefits just yet, I suppose they are saving that for the second interview...? Any thoughts? I'd like to maybe negotiate for more but I wanted to see if I'll just be shooting for something that's unlikely here. And if I should ask for more, what would be reasonable? Thanks in advance for any help!!! =)