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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 same base salary : part time hourly $57.50 productivity: net Collections first year 3%, 2nd year 4% and 3rd year 5% above 200k. Reports quarterly but collected and calculated from Whole practice 30% in cosmetic procedures Same benefits as above Any thoughts?
  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 probably need to hire another employee. I am unsure if I should give my notice before I actually receive my bonus in my paycheck. In my contract it states "Payments to the productivity structure will be made during the tenure of your employment with the P.C. No monies under the incentive structure will be due to you, from the day you leave the PC." I am assuming that means after I leave the practice I will not be eligible for the remaining funds. My last date of employment would not be until January 5th (which if needed I can extend as my start date is not until Jan 15). My gut is telling me to wait, but I unfortunately let my boss know I was hoping to speak with him. I was wondering if anyone had any prior experience with this as it is a substantial amount of money. Also, if anyone has any useful tips on giving notice it would be greatly appreciated. I have done it once before, however this time my nerves and anxiety are very high. Probably since I have been at my current job for a lot longer than the previous and have this sense of guilt about leaving (although I know I am not doing anything wrong). Thanks you so incredibly much in advance.
  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 seeing all postop's, injections, and fracture follow-ups. There is no way I can make my salary in RVU's if I am not seeing many billable patients. Does anyone have any advice on how to track our productivity that is not RVU based? Other ortho PA's - are you paid by the hospital or surgeon? Do you have issues with "making your salary?" Thanks in advance.
  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 mark as a new grad? Is the bonus amount tax free? And shouldn't I always be allowed access to my productivity data?
  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 $500? $5k? $15k? I have no idea how much this may influence my salary and would love any guidance or perspective you all may have.
  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 are unsure of other models out there. Ideally, we'd like our productivity get pooled as well and then split evenly amongst PA's. What are some of the best ways to measure this? Many of the PA's see pre-ops, post-ops, and return patients in either stand lone or "Jumbo" clinics with their primary SP. Some assist in (1st assist reimbursed cases), others do not. Does pushing for a production bonus even make sense if we don't even really have control over our own schedules? Does anyone have any experience with unconventional ways to measure productivity? Any help would be greatly appreciated!
  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 from all my billing after what sounds like just my salary deduction. (full details via email to follow next week) To me, this seems extremely low. The 50th for new grads in my state according to the salary report is about 84k (only 28 responses though) and I'm not seeing any states lower than the 70s even in the 25th. I told myself I wouldn't take a job for less than 80k, and I honestly think I should be able to get more in general after seeing classmates with straight salaries in or closer to the 90s. The clinic manager claims I will make about 40k in productivity, but I'm really not excited about this level of uncertainty and honestly have a hard time believing that I will make that much starting out in productivity. My planned counter: 80k guaranteed, then the rest can be productivity. Is this the right counter or is that too low? Am I missing something about how productivity bonuses work that means this offer isn't as bad as it sounds? I have time to keep looking if this doesn't work out, but I did really like the practice, and the PAs I met have been there for several years so they must have some reason to stay.
  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 provide our administration with some level of objective data of our economic impact. Any relevant studies or insider experience would be greatly appreciated!
  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 should I ask for? Or what percent of what I'm generating should I be making? T
  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 perspective. Thank you.
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