This facility is tucked away in a quiet town that serves Eastern New Mexico and Western Texas.  The Emergency Department has state of the art equipment with 16 beds.  They have a great support staff with full sub-specialty support.  The facility is looking for help in their ED Monday through Sunday, 7a-7p and 7p-7a.  The facility sees approximately 26,000 in annual volume. 

Looking for 1-2 weeks per month of Diagnostic coverage. Caseload is 60-80 films per day all modalities with light procesures such as biopsies, drainages, paracentesis and thoracentesis.  Also, MQSA certification is strongly preferred for this opportunity.

Looking for 1-2 weeks per month of Diagnostic coverage for a hospital in Central Arkansas. Caseload is 60-80 films per day, all modalities and must be current with MQSA certification.

Many surveys indicate that hospitalists whose compensation is mostly based on productivity have a higher total compensation and, for that matter, higher productivity. Hospitalists, especially those who are employed, are unwilling to accept compensation that is mostly based on productivity, in spite of survey evidence indicating their potential for greater financial rewards.

Try to strike a happy medium that satisfies physicians' need for a base salary while allowing some compensation to remain at risk. That will help to drive desired behaviors, such as increased productivity, increased patient satisfaction survey scores and improved performance on other various hospital initiatives.

One place to start would be setting the base salary between 75% and 80% of the total estimated compensation. The remainder should be based on incentives that are aligned with organizational goals.

For information on how Medicus Consulting Services can help you design a competitive compensation package for your market, please fill out this short form to Request a Call from one of our consulting physicians.

Looking for a Pain Management specialist to work in a clinic setting.  Looking for this candidate to provide coverage Tuesday-Friday: 9a-5p ongoing.

Position open at a 170 bed facility in beautiful central Oregon.  This newly launced hospitalist program is in need of providers to cover a minimum of 4-7 shifts per month (day and night shifts available, 7a-7p).  You will not need to perform procedures, but must have ACLS certification prior to start date. 

Coverage is needed to fill 5-7 shifts per month at a facility near lovely Seattle, Washington.  The need is ASAP and is ongoing until permanent providers are identified.   You will not need to perform procedures and can work day, swing, and or nights; depending on your preference.  The Average daily census is 14-16 with 1-2 admits (swing shift does majority of admits). 

Tucked away in a small town in New Mexico, this facility ia great place to work.  They are consistently ranked among the top for patient satisfaction scores; patients come first at this facility.  The hospital administration supports the physicians 100% and our providers love working at this facility.  They are looking for help in their Emergency Department for the weekends.  They have 24 hour shifts and 8 hour shifts with weekend fast track from 10am-8pm

Over the past decade, organizations such as SHM, MGMA and Today’s Hospitalist Magazine have conducted surveys that give both prospective employers and hospitalists a glimpse of the national hospitalist marketplace. These reports indicate national and regional data including hospitalist activity, work type, workload and productivity. The data is very important for establishing general trends and ranges, but the question remains: What can an employer do to attract and retain qualified hospitalists?

One very important and impactful element is the compensation package, but the decision-makers in hospitalist programs should do their due diligence in seeking out comparables. Each program has so many unique aspects that even after a careful review of the local market and regional data, programs must exercise caution when interpreting those figures.

How to compare? First, what is the key clinical and non-clinical hospitalist duties required in a new (or reorganized) service? What will each hospitalist's job look like in year 1, 2, 5 and beyond? Next, review the available surveys that give details of hospitalist activities, and try to pinpoint the most pertinent categories and survey results that apply to your institution. Then, make every attempt to investigate the local market. This is easier said than done because most local competitors can be very tight-lipped about their program details. At the very least, try to find out: What services are other regional, similar sized hospitalists programs providing? How many patient encounters do they have and how long are their shifts? Are hospitalists in-house 24/7? Do they participate in pre-code or code blue situations? Do they perform procedures and, if they do, what procedures?

The goal is to make certain that you can legitimately compare the programs. During most investigations, administrators will likely discover that the hospital next door is quite different than their own. From one region to the next, employers can gain a general idea of what packages are being offered. However, if you are comparing a critical access hospital to a 100-bed facility just a few blocks apart, you might as well be comparing apples and oranges.

For information on how Medicus Consulting Services can help you design a competitive compensation package for your market, please fill out this short form to Request a Call from one of our consulting physicians.