Hi everyone, I received my first offer today after applying for what feels like a million jobs. The position is in emergency medicine. It's a hospital I worked in prior to PA school. They are offering me the following:
$60/hour with a guarantee of 120 hours per month (equals out to $86,400 annually) 120 hours PTO annually and 40 hours long term sick annually. Malpractice and tail insurance as well as CME credits through the company's online learning institute. Benefits: medical, eye, dental and 401K with up to 3% match after a year of employment No reimbursement for licensing, DEA, or CME allowance as they provide CME credits through their online learning institute. I'm satisfied with the hourly rate, it's pretty on par with what I see in the AAPA salary report for NY new grads, but my question is - is this a good offer? The annual salary is quite low compared to the salary report for EM positions, but I believe that's due to the low number of monthly hours. I've asked for a signon bonus and I've asked to be guaranteed 140 hours per month as that raises my salary considerably, but I'm looking for opinions as I'm new at this and want to make sure I don't take the first offer I get just out of excitement to be offered a job.
Thanks in advance!!
I was just offered a job as a new grad in psych at a private practice outpatient clinic in the Houston, Tx area. My hours would be 9-6 or (10-6 with no lunch break) Tuesday - Friday and a possible Saturday shift from 9-1 which I am clarifying now as to if this is set in stone or not since it was unclear. They told me I would be shadowing the first two weeks and then after that I will slowly see my own patients while consulting with the doc after each patient. They currently have one NP who they hired as a new grad and trained.
Salary: I told them I was looking for 100k since that is the average for a new grad in Texas and they offered me this breakdown: 92k for years 1-2, 102k for years 3-4, and 113k for years 5-6. Then, a bonus set up like this: starting at 6 months, a quarterly bonus at 65% patient occupancy is a 1k bonus quarterly, at 75% patient occupancy a 1750 bonus quarterly and at 90% occupancy and greater a 3k bonus quarterly. The bonus seems okay but I have no idea how to gauge this since idk if I will even be hitting these numbers as a new grad. They told me the NP currently sees follow ups in 15 min slots or 4 an hour with a break after to chart and that new pt visits are 1 hour. They told me my follow ups would be set for 30 minutes instead of 15 since I am new.
PTO: 7 days first year (this seems very low to me and was also not broken down into CME or sick days so now I have no idea if I even get CME days so that will be in my email back with questions)
Malpractice coverage and 401k with 5% match effective after first year. It was also unclear if the 401k is not effective at ALL until the first year or if just the matching so I will be asking this as well. Need to ask if this includes tail coverage?
Overall, I am happy to have a job offer but wondering if this is a good one. I would like to counter with a base salary of 96-97 possibly since a 1k bonus for three quarters in my first year would put me at the average new grad salary in Texas of 100k. Does this seem unreasonable? I also really don't like how the salary is already structured for the next 6 years and how I do not get a yearly raise to match inflation even. Is this common? What do you all think I should include in my counter? Overall, is this a good offer and would you take it as a new grad? Is it a bad idea for me to counter? Please help!! Thank you!
Edit to add: they do not offer health insurance if this makes a difference. Thank you!
I'm a PA who's been working in Oklahoma doing general surgery and urology at the same hospital since I graduated in May 2018. I have two concerns:
1) I finished a 1-year contract and resigned for a 3-year contract which bases my annual bonus off of RVUs (very low 1520). I recently finished the first year of this contract and I've been told the hospital doesn't know how many RVUs I've accumulated because they don't know how to calculate my RVUs from surgery. Apparently, they have always had this issue with RVU calculations for PAs (there is only one other PA working in ortho at this hospital) and they've been "working to figure it out" , but I've been asking for my productivity for about two years and have yet to get ANYTHING useful. In fact, I have been stood-up twice by the clinic manager for scheduled meetings to discuss productivity.
2) As I mentioned, recently finished off the first year of that contract. I requested an annual review and the clinic manager completely ignored that portion of my email. Seems completely unprofessional to not perform reviews. Convinced my first job at a bowling alley was more professional than this.
Wondering if this kind of thing is normal or just a lazy clinic manager...and maybe any legal advice regarding them giving me a contract with a metric that they have admitted they don't know how to measure. Thanks in advance.
I am looking for advice on salary for a Pa-C position in charge on a 16 bed Detox wing. I would be responsible for supervising a nurse and a CNA. Also, I would have to work some weekend, nights and some holidays.
1. What would be a good salary range for this dual medical / management role?
2. The job only provides 16 days of ( lumping it all together) PTO, sick and national holiday and CME days off. Should I ask for a higher compensation for this limited vacation package?
thank you in advance!
EM PA here, our group is looking to moving towards single doc/PA coverage overnight, whereas we previously ended shifts around 1am. For all those who work shift work/overnights, wondering if you receive an overnight differential pay bump. If so, what is it? If you're more comfortable contacting me directly would be GREAT help. Attempting to get some data together to show higher ups its common for overnight diff in EM world. Also please include what state you work in and what specialty.
Thank you in advance!!!!