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Found 11 results

  1. When it's all said and done, how much of the cash I'm bringing in should I expect to get back in wages, productivity, etc.? I'm seeing ~10 patients a day on average in family practice and my current wages/productivity represent about 1/3 of everything I bring in. The problem is that I still don't feel like I'm compensated very well. I really need to be seeing 15-20 peeps a day, I know, but how much more can I ask for in the mean time? 40% of what I bring in? 50%?
  2. Hi everyone! 3 years in Derm. Right now : 1. Part time pay $57.50 an hour no benefits except 401k he’s putting in 3%. Only PA in solo practice. One time bonus in December of $1,500. Pays for all CME activities no cap, but does not pay accommodations or other expenses. 2. Work 20-25 hours a week. I tally about 60 patients a week and sometimes less. 3. I Do some cosmetics 4. I was offered productivity based salary at first, had no Derm experience but I declined because I was brand new to practice. Worked IM 3 years before starting. offered
  3. hi everyone, I just accepted a new job offer for PA position which I am incredible excited about. My current job has very long and detailed contract (17 pages). A good portion of my salary is paid out in quarterly productivity bonuses, which ends up amounting to ~1/3 of my salary. I received the amount for my most recent productivity bonus (aug/sept/oct), with it cced to payroll stating it will go into my next paycheck (which is unfortunately not until Dec 1). The minimum notice I have to give my current job is 30 days. However, I was hoping to give more time (6 weeks) as I know they will
  4. I am an ortho PA for a large hospital owned ortho group. I was hired 3 1/2 years ago to work with a specific surgeon. As the PA's in the group have increased, the management team is looking at our salaries and seeing that we don't make enough RVU's to cover our salary. The only ones who are doing so, work for total joint surgeons. My surgeon does maybe 1 total a week and mostly outpatient surgeries that some can bill for me and some can't. Since the surgeon gets paid based on RVU's (and I get paid a salary from the hospital), he does not want me to do things that can be billed. Therfore, I am
  5. loaded question: Derm position--but I would just like to understand from a general standpoint My contract states "will be compensated at a rate equal to 15% of collections above 150k per annum" I've seen many posts that include some variation of this, although I don't exactly understand how it works. Specifically, how is it measured? What expenses are included (office visits, procedures, products, etc) When Is the bonus "typically" paid out to you? (I know my contract says per annum) But should it be EACH time I generate collections above 150K? How realistic is it to reach that m
  6. I've just received an offer from an independent clinic that includes a base salary + productivity bonus. When asking about what that bonus may add, HR said one experienced PA has pulled in $40k more. I asked for how this number is calculated and was told, "RVU calculations are taken from the standard CMS format." Despite looking online for examples, I'm not sure what this means practically. I am a new grad, so I understand my focus will be on learning and not productivity for at least the first 6-12 months. But, being reasonable for my first year, should I expect this to bring in an extra
  7. I currently work at a busy specialty surgery practice with upwards for 20 surgeons and 13 other PA's. The surgeons all pool their collection numbers and split the pot evenly, regardless of specialty or individual production. The PA's salary is based on years of experience and general market awareness (i.e. 50th percentile of PAs in same specialty in the area). We are also compensated additionally for call, overtime, etc. In all fairness, it's actually a pretty good setup. However, as a group, the PA's have thought about going to the Physician Board to request a pooled productivity bonus, but a
  8. I need some advice to make sure I don't sell myself and our abilities too cheaply. I'm about to graduate in a couple months and have interviewed at 2 family practices, both of which offered me a position. One is just not in an area I want to live, but offered 85k. I thought it was reasonable, along with the benefits, but felt I would overall be happier closer to the city (Portland, Or). The other is in the metro in an area with a cost of living at 125% the national average. 4 days/week including 2 Saturdays/month. Today they offered 65k base salary with 10% productivity bonus
  9. Does anyone out there have good suggestions for measurement of PA productivity, especially when starting a new practice group? I am part of a new group of critical care PAs at a large academic medical center. We are hoping to expand our group by adding additional coverage with the goal of providing 24/7 coverage for the patients on our service. We are currently integrated with residents. Much of our work is not visible financially, as we do shared visits with the attendings (we are not paid based on RVUs). Much of our daily work is also cross coverage of resident patients. I am trying to provi
  10. I've been a PA for 3 years, with almost 2 years at my current job. I work in a hospital urgent care next to the ED in rural WNC. I work mostly evenings, sometimes as late as 1 AM plus every other weekend. I work 4 days a week. I'm currently making $82k plus benefits and bonus potential based on pt satisfaction surveys. They just started doing the bonus potential this year and I got about $1,700 before taxes. I've been here almost 2 years and haven't had a raise. I typically see about 20 ppd and do lots of procedures. The last fiscal year I generated $372,429. Based on this information how much
  11. Negotiating a family practice job in the Mountain West as a new grad, trying to get a feel for a) How much liability insurance I need if I'm not covered under my employer and b) How much reimbursement per RVU I should expect. MedEdge offers a 100k/300k claims-made for pretty cheap but I've been told by some to purchase no less than 1M/3M... Any thoughts? I've also been offered a productivity bonus at $30/RVU. No info on thresholds or other specifics yet. Is $30 fair for family practice? I've heard pediatricans making $40 and orthopedic surgeons making $60/RVU to put it into perspectiv
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