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Found 17 results

  1. The last poll in Jan 2017 had 215 responses. Time for round 2. Votes are anonymous. Select your GROSS (before taxes and other deductions) income which includes your base pay plus bonuses. Again, this is as informal as it gets. We all know years in practice and location play a huge impact on these numbers. ***EDIT: I edited the poll in order to add more options at the top end. As of writing this, there were 3 people who selected " >$180k" which is now the option "$180k-190k"
  2. Hello fellow colleagues! I am a new grad PA and I need your help. I got a job offer at an urgent care but I'm unsure if I want to accept it. I am in SoCal. 2 weeks training. The UC sees 20-30 patients at one location while 35-50 at another. Base pay: 55+ (no bonuses) malpractice with tail NO CME and PTO Have yet to talk about health insurance and retirement. It's 1099 NOT W-2
  3. I know this seems like such an easy question to answer, but I can’t seem to find it. I know a lot of PA’s say they make around $100k a year, but is that without bonuses? Do PA’s get paid time and a half for OT hours or are they just on a flat salary whether they work 40 hours or 60? I’m interested in becoming a surgical PA, which I’m sure comes with some more offered (sometimes mandatory) hours than someone in something like family care. I’m completely fine with this, just curious as to how the pay would differentiate. With that being said, do you get paid more when working over 40, or is it a flat salary?
  4. 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!
  5. Okay, I need some perspective here. I live in Nashville, TN and work in orthopedics (no surgery, mostly seeing patients in outpatient setting with some inpatient rounding, etc). I work a solid 45-50hr/wk with dismal support in terms of clinic staff and management's purely theoretical support. I am paid $47/hr SALARIED (so I get paid X amount Q2wks, so matter how many hours I work). Looking at the posts I see on facebook PA groups, $47/hr is crap pay for someone working in orthopedics. Is that real life? Or are the only people who care to comment on salary threads the ones who "won't get out of bed for <$80/hr"?? I really just want to know if I'm being taken advantage of with my current level pay. I get decent benefits with 401k, medical/dental/vision, etc. so the benefits are a plus, but I still feel like I'm missing something here. Will someone help me know where this stands in reasonable pay? I have access to AAPA's salary report, and I see that my pay for my years of experience and specialty is a little on the low side, but geez - people are making $80/hr on the regular?
  6. 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.
  7. 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?
  8. 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!
  9. FYI https://www.glassdoor.com/blog/11-jobs-pay-100k/
  10. Just curious what a 'normal' split is. I was told by my employer that 56% is pretty standard. I worked for them for 1 year on salary with: They paid-Malpractice (Occurrence Policy with maximum coverage), DEA and state license fee paid, 15 PTO days, 5 Paid Sick Days, 5 CME days and $2,000 budget. They offered me a straight % and: 160 hours time off w/o pay, 3 CME days w/o pay, Group life insurance policy (50K), disability (Short and long term). 6 months into the production year they cancelled the disability policy and increased the split to 58% Still, I am a W-2 Employee (They pay 7% of FICA). Does this sound pretty standard? What is an average monthly production? thanks in advance..
  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. 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!
  13. So I just got my first paycheck today after starting my first job as a PA 3 weeks ago (hooray!). However, when I calculated the gross pay for a year, it is about 6,000 less than we had discussed. Which it greatly below national average. Now I know I probably should've checked this before, but I guess in my oblivion I assumed they're a well respected hospital that hires PAs regularly, so they wouldn't rip me off. I was just wondering if anyone has any experience or insight on this. Maybe there is a reason why that I'm unsure of. Just so I don't bring this up for no reason. Also to be clear the rate I'm talking about is without taxes. The taxes were taken out of the gross pay today. And also who would I even go to about this? The only person I discussed it with was the recruiter. Since I signed my offer letter, does this mean that it can't be changed? Thanks any help would be appreciated! P.S I know it was irresponsible of me to not check or say something before starting. I'm kicking myself now. :-/
  14. 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.
  15. I am currently a senior in a CLS program and I will graduate in 2015. I'm thinking about continuing my education and going through a PA program. I was doing some research and I was wondering if anyone could tell me the most common and beneficial (pay, hours, etc) specialties a PA can commit to?
  16. I am in dermatology and have been with the practice 8 years. I am cutting to part time but going from salary + incentive to incentive only (no base pay). I see 30 pts a day but will increase. They are offering 23%of collections which seems low. I usually collect around $500k a year working full time. Any suggestions on incentive percentages for incentive only pay?
  17. New Grad in in Texas. $58+ hr with 40-45 hours average benefits included 4.5 weeks vacation and cme included in Peds OR $95k Salary for Family Medicine for 40 hour weeks plus benefits No call I like the family medicine more but the pay is substantially different, so I'm just wondering opinions
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