careerinsightscardiologycontact sarah boone king at (706) 378-8130 – direct line; (706) 235-3104...

EMPLOYER PROFILESInformation on Featured Physician Employers

and Current Vacancies

ARTICLESHow to Select the Right Practice Opportunity

Hints for Graduating Residents in Finding an Ideal First Job and Prospering at ItFinding the Perfect Job - Steps 1, 2 & 3

Bum References - Job Seeking Physicians BewareLife After Residency? The Money Factor

CAREER INSIGHTS CARDIOLOGYTHE CAREER PLANNING GUIDE FOR CARD IOLOGY FE L LOWS

WINTER 2006/SPRING 2007

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Imagine…

Providence Health & Services is an equal opportunity organization in the provision of health care services and employment opportunities.

Quality of medicine. Quality of life.

The wilderness of Alaska; the sunny beaches of California; the rugged beauty of Montana; the diverse landscape of Oregon; the lush scenery of Washington.

Providence Health & Services has physician opportunities in locations that will inspire you.

Enjoy year-round recreation and nature at its best along with wonderful restaurants, arts and entertainment. Our state-of-the-art health care facilities and nationally acclaimed programs and services not only allow you to fulfill your potential as a physician, but also give your patients access to the best care around.

Unparalleled quality of life. Unparalleled professional opportunity.

Visit our Web site today to learn more about opportunities with Providence Health & Services. For more information, call toll-free 1-866-504-8178 or e-mail [email protected].

www.providence.org/physicianopportunities

Providence Health & ServicesProvidence Health SystemProvidence ServicesLittle Company of Mary

http://physiciancareers.kp.org

For more information contact:Katherine Eide, Physician RecruiterThe Permanente Medical Group, Inc.1800 Harrison Street, 7th FloorOakland, CA 94612

Email: [email protected]: (800) 777-4912Phone: (510) 625-4949Fax: (510) 625-5487

NON-INVASIVE INVASIVE

INTERVENTIONAL ADULT CONGENITAL HEART FAILURE & TRANSPLANT

EMPLOYER PROFILESAccredited Cardiology of Arizona . . . . . . . . . . . . . . . . . . . .2Baystate Health System . . . . . . . . . . . . . . . . . . . . . . . . . . . .2Calvert Memorial Hospital . . . . . . . . . . . . . . . . . . . . . . . . . .3Carolinas Healthcare System. . . . . . . . . . . . . . . . . . . . . . . Back CoverCedar Valley Medical Specialists . . . . . . . . . . . . . . . . . . . . .3Central California Faculty Medical Group . . . . . . . . . . . . . . .3Central Maine Medical Center. . . . . . . . . . . . . . . . . . . . . .4Chester County Cardiology Associates . . . . . . . . . . . . . . . . .4The Doctor Job . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Harbin Clinic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4Hillsdale Community Health Center (Source One). . . . . . . . . . 5Huntington Internal Medicine Group . . . . . . . . . . . . . . . . . . Inside Back CoverKaiser Permanente Medical Group . . . . . . . . . . . . . . . . . . . MastheadThe Medical Center of Central Georgia . . . . . . . . . . . . . . . .5,6Mt. Graham Regional Medical Center . . . . . . . . . . . . . . . . .Inside Front CoverPacific Medical Center . . . . . . . . . . . . . . . . . . . . . . . . . . . .5Providence Health System. . . . . . . . . . . . . . . . . . . . . . . . . Inside Front CoverRockwood Cardiology . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6Saint Vincent Health Center . . . . . . . . . . . . . . . . . . . . . . . . .6Select, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7Talbert Medical Group . . . . . . . . . . . . . . . . . . . . . . . . . . . .7Tanner Health System . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7Phoebe Putney Health Systems . . . . . . . . . . . . . . . . . . . . . . .8The Physicians Survival Guide to the Hospital . . . . . . . . . . . .13

ARTICLESHow to Select the Right Practice Opportunity . . . . . . . . . . . 10Hints for Graduating Residents in Findingan Ideal First Job and Prospering at It . . . . . . . . . . . . . . . . 11Finding the Perfect Job . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Bum References - Job Seeking Physicians Beware . . . . . . . . 15Life After Residency? The Money Factor . . . . . . . . . . . . . . . . 16

CAREER INSIGHTS CARDIOLOGYTHE CAREER PLANNING GUIDE FOR CARD IOLOGY FE L LOWS

PUBLISHING INFORMATION: Volume I, 2007. Career Insights Cardiology ispublished by GradExchange, Inc., PO Box 706, New Haven, CT 06503,(800) 355-2626, www.CareerMD.com. Copyright (c) 2007 by GradExchange,Inc. All rights reserved. REPRODUCTION: No part of this publication may bereproduced or transmitted in any form or by any means, electronic or mechanical,including photocopying, recording, Internet or digitized reproduction, or any infor-mation retrieval system, without written permission. When necessary, permissionwill be granted by GradExchange, Inc.

ACCREDITED CARDIOLOGY OF ARIZONAGilbert, AZ

Electrophysiologist BC/BEAccredited Cardiology, PLLC is an expanding two-physician, six-provider cardiology

practice. Established in 1996, our practice offers full-service cardiovascular care. We haveICANL and ICAEL accreditation for our nuclear cardiology and echocardiography laborato-ries, respectively. We also provide stress and vascular diagnostic testing, as well as percuta-neous coronary intervention and pacemaker implantation. Located in Gilbert, Arizona, thepractice is primarily outpatient based with one satellite office.

• Above average compensation• Partnership opportunity• Excellent financial incentives• Attractive weekday and call schedule• Close proximity to all 4 area medical centers with full-service electrophysiology&, cardiac catheterization laboratories and cardiovascular surgical services

As one of the most rapidly growing communities in the Phoenix metropolitan area,Gilbert offers big-city conveniences with a small-town feel. It is located 20 minutes from Ari-zona State University, 30 minutes from downtown Phoenix, and 3 hours from Tucson. Gilbertresidents hold one of the highest concentrations of graduate and professional degrees amongcompeting Western cities.

Gilbert is a short distance from beautiful mountains, panoramic lakes, multiple scenicgolf courses, the red rocks of Sedona, and the Grand Canyon. The Gilbert community boastsone of the highest per-capita incomes in the state, and features upscale shopping venues, manyfine restaurants, cultural amenities, a low crime rate, and above-average public and privateschools.

Potential applicants email curriculum vitae to [email protected] or fax to(480) 968-9464. For further inquiries call (480) 968-7600 extension 226 or 231.

BAYSTATE MEDICAL CENTERSpringfield, MA

NON-INVASIVE CARDIOLOGISTWestern Campus of Tufts University School of Medicine

Baystate Medical Center’s Division of Cardiology is seeking a Non-Invasive Cardiolo-gists to join our large academic cardiology practice. The ideal candidate will be BE/BC in Car-diovascular Diseases and have a strong interest in teaching and research. Clinical duties involveCCU and consult service rotations in addition to TEE/TTE reading. CTA/MRA and nuclearreading available. The candidate will also have supervisory experience with residents, fellows,and mid-level practitioners. Protected time for research is available. Baystate Medical Centerhosts free-standing fellowships in Cardiovascular Disease, Interventional Cardiology, and Clin-ical Cardiac Electrophysiology.

Baystate is one of New England's largest integrated multi-institutional health care systemsand offers a coordinated continuum of hospital, physician services, and home health care serv-ices. The campus is located in the beautiful Connecticut River valley of Western Massachu-setts, at the foothills of the Berkshires with convenient access to coastal New England, Vermontand metropolitan Boston and New York. The area also supports a rich network of academicinstitutions including the University of Massachusetts and Amherst, Smith, Hampshire andMount Holyoke Colleges. The Baystate continuum includes Baystate Medical Center,Franklin Medical Center and Baystate Mary Lane Hospital. Baystate Medical Center (BMC)is a teaching hospital, and the Western Campus of Tufts University School of Medicine. BMCis designated a Magnet™ hospital for excellence in nursing services by the American NursesCredentialing Center (ANCC). Baystate Health is ranked in the top 50 most highly integratedhealthcare networks in the United States.

EOE/AAIf you would like more information, or would like to be considered for this and other oppor-

tunities, please submit your CV to: Marc J. Schweiger MD, Chief Cardiology Division, c/o JohnLarson, Senior Manager of Physician Recruitment, Baystate Medical Center, 759 ChestnutStreet, S1578, Springfield, MA 01199, Phone: (413) 794-2571 Fax:(413) 794-5059, Email:[email protected]

2 CAREER INSIGHTS CARDIOLOGY

EMPLOYER PROFILES

CALVERT MEMORIAL HOSPITALCalvert County, MD

Calvert Memorial Hospital in association with community private practices see BC/BE cardi-ologists (non-invasive or non-interventional) Hospital has a diagnostic cath lab and works col-laboratively with nearby tertiary hospitals to ensure coordination and quality of patients' car-diac care. Opportunities available with in multi or single specialty groups. Calvert County is agreat location to live and work. Recreational activities are plentiful on both land and on theChesapeake Bay. County provides excellent schools and a family friendly environment. Thecounty is located with in an hour's drive to activities in neighboring city of Washington DC andwithin a short drive to historic Annapolis. Competitive compensation with benefits and incen-tives being offered.

Interested physicians, please send CV with cover letter to the hospital's physician recruitervia email [email protected] or fax at 443-432-0208.

CEDAR VALLEY MEDICAL SPECIALISTSMidwest

PROGRESSIVE PHYSICIAN OWNED MULTISPECIALTY GROUP is seeking a BE/BCInterventional, Invasive Cardiologist to join a group of BC Cardiologists in Midwest. Two-yearguaranteed base salary leading to partnership. Outstanding compensation/benefit package. Themetropolitan area draws about 220,000 and offers an excellent school system, a State Universi-ty, cultural and sporting opportunities.

Please call Kathy Billick at: 319-235-5390 or e-mail her at: [email protected]

CENTRAL CALIFORNIA FACULTY MEDICAL GROUPFresno, CA

ACADEMIC CARDIOLOGY POSITIONSThe UCSF Fresno Medical Education Program and Central California Faculty Medical

Group are seeking additional full-time faculty members for our expanding program. Facultypositions sought at the assistant or associate professor level in non-invasive cardiology includ-ing new imaging modalities, CHF and/or invasive EPS. Applicants should be board certifiedor board eligible in Cardiology, have excellent clinical and procedural skills, be willing toactively participate in medical education, and have experience and interest in clinical research.Faculty appointment with UCSF will be commensurate with the applicant’s background andaccomplishments. The UCSF Fresno Department of Medicine Division of Cardiology isexpanding under the directorship of Dr. John Ambrose and is poised on an exciting future thatincludes a new 3-year fellowship in cardiology to begin in July 2007. The program is located inFresno, California, a vibrant, growing, but affordable community in the Central CaliforniaValley just a short drive from Yosemite and other national parks.

UCSF is an affirmative action / equal opportunity employer. The University undertakesaffirmative action to assure equal employment opportunity for underutilized minorities andwomen, for persons with disabilities, and for covered veterans. “UCSF seeks candidates whoseexperience, teaching, research, or community service has prepared them to contribute to ourcommitment to diversity and excellence.”

E-mail or FAX CV & 3 references to: CCFMG, Attn: Diane O’Connor, FAX: (559) 453-5233, [email protected]. Visit our website: www.ccfmg.org and www.fresno.ucsf.edu

EMPLOYER PROFILES

CAREER INSIGHTS CARDIOLOGY 3

EMPLOYER PROFILES


CENTRAL MAINE MEDICAL CENTERLewiston, MA

Looking for an experienced electrophysiologist to assist with the growth of the EP Departmentat Central Maine Heart and Vascular Institute. The interested applicant should be committedto excellence in patient care and desire to work as part of a comprehensive team. This oppor-tunity offers a competitive salary and excellent benefits package. Enjoy the professional chal-lenge offered in a sophisticated medical community along with the wonderful recreationalopportunities and quality of life in Maine.

For more information, please send CV to Babette Irwin, Central Maine Medical Center, 300Main Street, Lewiston, Maine 04240. Fax: 207/795-5696, e-mail: [email protected], or call800/445-7431. Not a J-1 opportunity.

CHESTER COUNTY CARDIOLOGY ASSOCIATESChester County, PA

Non-Invasive Cardiology.Located 30miles west of Philadelphia, Chester CountyCardiologyAssociates (CCCA) is awell

established and highly respected private practice of nine boarded certified cardiologists affiliated withThe Chester County Hospital, a 238-bed not-for-profit, acute care hospital which offers an array ofinpatient and outpatient medical/surgical services. The hospital’s excellent cardiac surgery programrecently established a clinical affiliation with The Cleveland Clinic. CCCA is a central and vital partof the delivery of full service cardiovascular diseasemanagement toChester County and they providesignificant leadership to the hospital’s cardiovascular program, which includes prevention andprompt diagnosis of heart disease as well as angioplasty and stents, surgery and rehabilitation.

Members of CCCA include the hospital’s Chief of Cardiology, Medical Director of CardiacCatherization, Medical Director of Electrophysiology Services, Medical Director of Echocardiogra-phy Services, andMedicalDirector ofCardiacRehabilitation. The invasive cardiologists of the groupprovide diagnostic and interventional cardiology, diagnostic and interventional peripheral vascularservices, and interventional and therapeutic electrophysiology services. Located close to the hospitalthis busy practice performs all non-invasive testing modalities in the office. They are supported by 3nurse practitioners, a large nursing and clerical staff, and practice management is over seen by anExecutiveDirector andDirector ofOperations. Collegial, well trained, and strong clinically the groupenjoys excellent relations with both the medical community and the patients they serve.

To meet the needs of dynamic population growth and a rapidly expanding market, CCCAis looking to add a BC/BE non-invasive cardiologist to their team. A successful candidate forthis position will be well trained, possess excellent technical skills and be devoted to quality andcompassionate patient care.

For more information, contact Esty Collet, Search Consultant, (410) 745-5191, (410) 745-4244 Fax, email: [email protected]

HARBIN CLINICRome, GA

Harbin Clinic Cardiology has practice opportunities for Interventional and Non-Invasive CardiologistsThe premier Cardiology group in NW Georgia, Harbin Clinic has 13 cardiologists on

staff including seven interventionalists, one electrophysiologist, four general cardiologists, andone pediatric cardiologist. They service a population of 550,000. Last year the group per-formed over 5500 caths and 1800 interventions.

Physicians have privileges at two hospitals with unlimited access to the Cath Labs at bothhospitals. Their office is equipped with two nuclear cameras, three echocardiogram machines,Coumadin Clinic, Pacemaker Clinic, and a Level 2 Cardiac Rehab. New Cardiac Imaging Suitewith 64 slice CT scanner. Electronic Medical Records and city-wide PAC system.

Guaranteed salary with bonus potential, 2 year partnership and full benefits.Rome, Georgia - “The small city with the best healthcare in America”Voted the #1 small city in the southeast, Rome is within an hour of Atlanta, GA and

Chattanooga, TN. Rome offers citizens a wealth of entertainment, excellent schools and astrong family-oriented community. Culture flourishes here, from the South's Oldest Symphonyto a thriving local community theatre. History lives here, not only in our downtown buildingsand homes, but in four very unique museums. Sports come naturally here, in our fondness forthe Rome Braves, a minor league franchise of the Atlanta Braves, championship golf coursesand youth sports teams.

Contact Sarah Boone King at (706) 378-8130 – direct line; (706) 235-3104 – fax;[email protected]; www.harbinclinic.com

EMPLOYER PROFILES


PACIFIC MEDICAL CENTERSeattle, WA

Pacific Medical Centers is one of the largest, not-for-profit networks of multi-specialty clinics inthe Puget Sound area. Our medical team of over 130 primary and specialty care providers has aproud history of providing quality medical care in an evidence-based, collaborative environment.

We are seeking an experienced board-certified, non-interventional, invasive cardiologistwith nuclear experience to join a non-interventional cardiologist in building a new practice.Patients are admitted to Virginia MasonMedical Center, considered one of the nation's premierhospitals. Teaching opportunities are available through affiliations with the University ofWashington and partner hospitals.

Seattle, Washington is considered the Emerald Gem of the Pacific Northwest. Sophisticat-ed, yet charming with diverse cultures, professional sports, excellent shopping, and outstandingschools. Enjoy outdoor recreation over four seasons, with mild temperatures and no income tax!

PMC offers a very competitive compensation and benefits package.Please call for more details: Deborah Akins, Physician Recruiter at 888-901-1122. CV's

may be emailed to [email protected]. AA/EOE www.pacificmedicalcenters.org

THE MEDICAL CENTER OF CENTRAL GEORGIAMacon, GA

100% Electrophysiology Position. Macon Electrophysiology Associates is seeking a third electro-physiologist. We practice 100% electrophysiology including atrial fibrillation ablations, ventricu-lar tachycardia ablations, and implants of pacemakers, defibrillators and bi-ventricular devices.We do approximately 250 ablations and 500 implants a year, with that number steadily increas-ing. We have privileges in two local hospitals, one of which is building a Heart Center with onefloor dedicated entirely to electrophysiology with four EP labs and the latest equipment available.

The Medical Center of Central Georgia, adjacent to the practice, is Georgia’s secondlargest hospital and is currently building the new Heart Center mentioned above. We have over20 referring cardiologists and cover a 17 county area. The call is anticipated to be 1: 6. Oppor-tunity also exists for a faculty appointment with Mercer University School of Medicine.

Exceptional compensation including a stipend for Fellows completing training as well ascomplete benefits and insurances are offered. Macon is located 1 ½ hours south of Atlanta onI-75. It is a community of 150,000 with an average age of 36. Excellent public & privateschools, a renowned Cherry Blossom Festival, professional sports teams, and outstandinghousing options make this a great place to live, work, and raise a family.

CONTACT: Teresa Unser, Resource Consulting Group, Inc., 30 Southridge Trail,Cartersville, GA 30120. Toll free: 866-975-7399. Phone: 770-975-7399. Fax: 770-975-8838.Email: [email protected].

HILLSDALE COMMUNITY HEALTH CENTER (SOURCE ONE)South-Central Michigan

Excellent Opportunity for non-invasive or invasive cardiologist to establish solo or hospital-employed practice in association with another cardiologist.

• Full range of non-invasive diagnostic and treatment modalities including 64-sliceCT, echocardiogram, Pacemaker insertion, Nuclear med stress tests, cardiac rehaband cardiac blood work. Invasive procedures are performed at nearby facility.• Call 1:2• Excellent income guarantee or salary plus full benefits, excellent recruitmentincentives including substantial signing bonus.

Hillsdale Community:• Located in south-central Michigan, Hillsdale named for the terrain, featuresover 100 lakes perfect for fishing and boating. Four-season recreation offers over15 county parks, hunting, camping, walking & biking trails, and 5 golf coursesincluding Hillsdale Country Club.• Hillsdale boasts a comfortable "small-town America" ambiance and nowhere isthis more evident than in its festivals and fairs.• Excellent private, parochial, public/charter schools plus Hillsdale College, a pri-vate 4-year liberal arts college.• Located just over an hour from Ann Arbor (University of Michigan), culturalopportunities are abundant

For more information visit: www.hillsdalecounty.info and www.hchc.com For further detailscontact: Michelle Spielberg at 800-547-1451 or Email: [email protected] or FaxCV: 636-447-6768

ROCKWOOD CARDIOLOGYSpokane, WA

Invasive CardiologistSUNNY INLANDWASHINGTON - Come enjoy a quality lifestyle in this fine commu-

nity and regional arts center. Spokane provides excellent schools and universities; affordablehousing in safe and friendly neighborhoods.

Our mild four-season climate with 260 days of sunshine provides the perfect formula forunlimited year-round recreational activities.

Excellent opportunity for the invasive cardiologist to join a well-established Cardiologypractice of three dynamic cardiologists, based in a sophisticated regional cardiology center pro-viding an ideal practice environment, substantial referral base and low managed care volume.We offer an attractive benefit & income, package and shareholder status in this physicianowned and directed multispecialty group, which has served the residents of the Inland North-west for 75 years.

Visit Today - www.rockwoodclinic.com

SAINT VINCENT HEALTH CENTERErie, PA

INTERVENTIONAL CARDIOLOGIST OPENING IN NW PATo join a group of 13 cardiologists in Erie, Pennsylvania at Saint Vincent Health Center,

a 413-bed tertiary care center. Member of The Regional Heart Network who provides mobileCardiac CT Angiography for the member hospitals.

Recently named # 1 hospital in Pennsylvania for providing the best overall cardiac services.Experience sandy beaches on Lake Erie with some of the best sunsets ever seen, Excellent

benefit package with early partnership.Contact Sue McCreary, 814-452-7822; FAX; 814-455-1524; email [email protected];

www.saintvincenthealth.com. Not a J-1 visa opportunity.

THE MEDICAL CENTER OF CENTRAL GEORGIAMontgomery, AL

Pediatric Specialists of Montgomery, LLC.We seek a non-invasive BC/BE Pediatric Cardiologist to join Pediatric Specialists of

Montgomery, a respected private practice in Montgomery, Alabama. The practice is 90% officebased and 10% NICU and inpatient consulting. Patients are followed from birth to college.The practice is affiliated with two Baptist hospitals with large, well staffed NICUs. Both hos-pitals have EMR. EMR is planned for the practice.

The practice is located in a spacious new building in a rapidly growing area near one ofthe hospitals and has in-house echo and stress test, Holter and Event Monitoring capability.Office hours are 7:30 – 4:00. Staff is in place to support two busy physicians.

Montgomery has a strong economy, low cost of living, vibrant arts community, minorleague baseball team, excellent housing choices, public magnet schools and excellent privateschools, and multiple colleges including Auburn University Montgomery.

The ideal candidate will be committed to practicing quality community medicine, have excel-lent relationship skills, a strong work ethic, and a collegial attitude toward physicians, office and hos-pital staff. He/she will be interested in becoming an integral part of this dynamic growing communi-ty. Interest in Fetal Echoes or TEE will be a plus. Excellent compensation & benefits are offered.

Contact: Teresa Unser, Resource Consulting Group, Inc., 30 Southridge Trail, Cartersville,GA 30120. Toll free: 866-975-7399. Phone: 770-975-7399. Fax: 770-975-8838. Email:[email protected]


EMPLOYER PROFILES

SELECT, INC.Nationwide

We recruit All Specialties, Nationwide Dedicated, caring recruiters, intimate client relation-ships, and growing reputation for success make Select Practice Opportunity "America's Choicein Physician Placement Services." From understanding candidate preferences, to conductingthorough research for clients, Select scans the states to find the perfect match for physicians andhospitals alike.

For more info, contact: Select, Inc. Tim Leigh, President P.O. Box 706 Bowling Green, KY42102-0706, 877-499-9889, 877-855-0618 Fax [email protected]

TALBERT MEDICAL GROUPSouthern California

Immediate Cardiologist Opportunity in Southern CATalbert Medical Group; well established physician owned medical multi-specialty group

located throughout Orange and Los Angeles county is seeking an Interventional Cardiologistor an Invasive Non-Interventional Cardiologist to join our group!

This new addition will work primarily out of one local hospital and volume is expected toincrease as group gains additional presence at hospital/clinics. In-office services include: stresstests, echo, stress echo, vascular diagnostic studies and holter and event monitoring. In addi-tion following procedures will be performed; Cardiac Catheterization, Balloon Angioplasty,Stent placement, Permanent Pacemaker (single and bi-ventricular) Insertion, Peripheral Vascu-lar Imaging and Congestive Heart Failure evaluation and treatment. Position is split betweenclinic consults and hospital surgeries.

Qualified candidates will be Board Certified or recently trained and Board Eligible.We offer an outstanding and progressive working environment and culture that attracts

medical professionals who share the same vision and passion for providing excellent patientcare. Competitive salary based upon experience with great benefit plan including medical, den-tal, vision and company paid life and LTD insurance, 401K, shareholder option, CME, health-care and dependent care spending accounts and company paid medical malpractice insuranceand generous PTO plan.

Send CV to Lisa Anderson at [email protected]

TANNER HEALTH SYSTEMAtlanta, GA

Tanner Health System, located 25 miles west of Atlanta, GA, is a 3 hospital not-for-profithealthcare system serving the western Georgia and eastern Alabama areas. As our region's pre-mier healthcare leader, we have dedicated more than 50 years of service to our patients, medicalstaff, employees and the communities we serve. With more than 1,800 employees and capitalexpansions at all of our facilities, Tanner continues its tradition of innovation by ensuring thatthe residents we serve have access to the latest in medical technology. Tanner provides a widerange of comprehensive medical services including cancer care, rehabilitation, occupationalhealth, home health and hospice. Tanner's maternity centers deliver more than 1,400 babieseach year and approximately 6,000 surgeries are performed each year in Tanner facilities.

Current positions being recruited:General Internal Medicine, Hospitalist, Pulmonology,Gastroenterology, Interventional Cardiology

For More Information Contact: Tanner Health System, Eric Johnston, Physician Recruiter,770-838-8729-office, 770-838-8713-fax, [email protected], Shellie Sherrod, Director-Physi-cian Development, 770-836-9217-office, 770-838.8563-fax, [email protected], 705 Dixie St.,Carrollton, GA 30117, www.tanner.org


EMPLOYER PROFILES

EMPLOYER PROFILES


PHOEBE PUTNEY HEALTH SYSTEMSAlbany, GA

Interventional CardiologistVibrant, long-standing, single-specialty group of six cardiologists in private practice seek-

ing additional Interventional Cardiologist. Offices located in medical tower of 450 bed regionalreferral center adjacent to 3 cardiac cath labs and angio suite. Hospital based cardio-thoracicsurgery group in adjacent practice with sophisticated OR suites and staff. Albany, GA is locat-ed midway between Atlanta, GA and Panama City Beach, FL; city of 100,000 and region of400,000.

World-class medicine with hometown commitment and low cost of living. Temperate cli-mate allows year round outdoor activities. Diverse and sophisticated medical staff covering allspecialties with hospital centers of excellence for cardiac and oncology services. Partnershiptrack within 2 years.

Contact Emily Plummer via email at [email protected] or by phone at (800) 662-1865.

CareerMD.com Career Fairs 2007

Residents, Fellows, and Physicians:You are Invited!

About CareerMD.com Career FairsResidents, fellows, and physicians in all specialties are invited to attend upcoming Career-MD.com Career Fairs in cities across the country. Meet potential employers face-to-face andlearn about career opportunities. Even if you are only in your first or second year of training,employers want to meet you now!

Employers will be coming from all parts of the country to attend upcoming CareerMD.com CareerFairs in the following cities:

New York City, NYDetroit, MI

Los Angeles, CADurham, NCSt. Louis, MO

Washington, DCAtlanta, GA

Dallas, TXMilwaukee, WISeattle, WACleveland, OHIndianapolis, IN

Miami, FLCincinnati, OH

San Francisco, CABoston, MAChicago, ILHouston, TX

Philadelphia, PAAnd more...

Residents, fellows & physicianswho wish to attend any of theseevents should RSVP by phone

(800) 355-2626 or email:[email protected]

There is no cost for job-seekingresidents, fellows & physicians

to attend

Unable to attend, butinterested in learning more?If you are unable to attend aCareerMD.com Career Fair butwould like to have your CV

circulated among participatingemployers, you may send it via

email to:

[email protected]

Register to Attend

Employers & Recruiters:Register to exhibit at upcomingCareerMD.com Career Fairs

while space is still available! Formore information, contact

Charles Howell by phone at (800)355-2626 or by email:

[email protected]

Register to Exhibit

Feedback from Attendees at Past CareerMD.com Career Fairs

“I am glad to have been part of the career fairin New York. It was a great venue for me to getin contact with future opportunities. I think itwas a well-organized and well-planned event.”

“As a first-year fellow who did not actively seekopportunities outside academia during residen-cy, this event was an excellent way to meet withindividuals in the community and introducemyself more to the possibility of practice out-side of the university setting. I thought it was agood size event (not too many or too few peo-ple to talk with), and that the individuals I metwith were quite knowledgeable about the situa-tion in their community (even beyond their owninstitutions).”

“The Career Fair was very helpful in my searchfor an Addiction Psychiatry position. I was ableto network, get tips on geographical locationsand current hospitals of interest.”

"The Career Fair was an excellent gatheringfor Residents and Fellows. Specifically, it pro-vided an opportunity to meet with numerousprospective employers under one roof and achance to have our CV's distributed to so manyplaces at the same time. I hope you will make itan annual event in the future."

“Just wanted to thank you for the great job fairthat you and CareerMD.com organized here inBoston. I found excellent opportunities and infor-mation from all the employers. Thanks a lot!”

“Thanks for organizing the career fair. I enjoyedit and I got to meet a lot of prospective employ-ers - I have contacted two since that time. Spacewas well-distributed, and I also appreciate thatyou sent out a list of which hospitals were look-ing for which spots, so I could read in advanceand focus my search.”

“Thank you for the invitation to the excellentlyplanned and well-run recruitment fair. The expe-rience was more than I had ever expected. Ispent a lot of time with the recruiters in FamilyPractice and I was able to establish a networkand introduce myself to these people. I also metmany folks of Hospitalists groups and mingledwith them also.”

About CareerMD.com

CareerMD.com is a career-planning website for medical students, residents, fellows and physicians offering free access to infor-mation about training and employment opportunities all over the country. CareerMD.com publishes the CAREER INSIGHTS Guidesand free monthly electronic newsletters for job-seeking residents, fellows, and physicians. Visit the CareerMD.com website tolearn more about how to locate employment and training opportunities online.career

MD

Visit www.CareerMD.com/careerfairs.shtm for information about dates, locations, andadditional cities we will be visiting in 2007


Introduction Selecting the right practice opportunity canbe overwhelming whether you are just coming out of resi-dency or moving from an established practice. By follow-ing these steps, you can make the process a little moremanageable.

Pre-Visit Before you begin contacting other practices orheadhunters, it is important for you to decide what youwant. That may sound obvious, but many physicians havenever taken the time to decide where (geographically) theywould most like to live, which may be the most importantquestion to start with.

After location, focus your attention on things such asgroup size. Are you interested in a small or large group?This will have implications for your call schedule. Howoften would you be comfortable being on call?

You will also want to think about whether you want a hos-pital practice or whether you would prefer to turn patientsover to a Hospitalist group.

How about nursing homes? Do you feel comfortable cov-ering nursing homes for other members of your practice?Or would you rather not do this? Be honest!

Finally, consider your productivity. How busy would youlike to be? How many patients per day do you feel comfort-able seeing? “Busy” means different things to different peo-ple. Think through all of these things prior to interviewingwith a group.

The Visit

� Pay attention to and look for group chemistry as one ofthe most important factors in selecting a practice.Remember that picking a physician partner is not like amarriage, it is a marriage. Your physician partner orpartners will help determine your financial and profes-sional future. You will also be spending a large amountof your waking hours with your physician partners.

� Pay attention to the general environment. What is thegeneral atmosphere of the practice? What is the group’sstyle and efficiency of handling patients? Does it appearto be well managed?

� Learn about the structure of the group from a legal,financial and decision-making standpoint.

� Ask questions about the group’s expectations of thenew physician. How busy does the group expect you tobe, and how quickly? How does the group plan to pro-mote the new physician to build the practice?

After all of the above questions are answered to your sat-isfaction, you can begin to investigate the compensationpackage including salary, bonus, benefits and other perksof the job. Ideally, groups will be able to answer thesequestions, but don’t be surprised if they have a hard timegetting specific with their answers. Many groups have notadded a new practitioner for a while and have not thoughtthrough the details of their particular offering.

Additional Thoughts on the Interview The following tipswill help make your visit more successful:

� Pay attention to your appearance. Many groups getimmediately turned off by a great clinician simplybecause that clinician is dressed unprofessionally or toocasually. Remember that you are being interviewed fora six-figure job, and your potential employer wants tomake sure that you will uphold their reputation.

� Be sure to be on time.

� Rehearse your talking points so you can cover your phi-losophy of care, give some background on your clinicaltraining and your work ethic.

� As you wind up the visit, get clarity on the decision-making process. Find out who will be making the deci-sion and in what time frame. Determine who your mainpoint of contact will be and let them know what yourdecision-making process is.

Settle on the general business terms before going to thetime and expense of hiring an attorney. Once the generalbusiness terms have been agreed to, you should expect aformal, legal contract that you can review with your attor-ney. Don’t make the mistake of trying to save on legal feesby doing this yourself. For a few hundred dollars upfront, with good legal advice, you can avoid major compli-cations and headaches down the road.

Following these few simple steps should make your selec-tion process easier. If you would like to contact us withspecific questions, feel free to do so by either e-mail or tele-phone.

About the AuthorsPaul Hiltz, MHA (Masters in Healthcare Administration fromXavier University); VP Physician Services, Mercy Health Part-ners Southwest Ohio; 20 years experience in hospital and physiciangroup practice administration; Memberships: American College ofHealthcare Executives; Medical Group Management AssociationContact Info: [email protected], 513-981-6375

Debbie Mancini, CMSR; Regional Director of Physician ServicesMercy Health Partners Southwest Ohio; 10 years experience inphysician group practice operations and physician recruitment andretention; Memberships: The American Academy of MedicalManagement and Association of Staff Physician RecruitersContact Info: [email protected], 513-981-6375

How to Select the Right PracticeOpportunity...By Paul Hiltz, Vice President, Physician Services and Debbie Mancini, Regional Director,Physician Services Mercy Health Partners of Southwest Ohio. Reprinted with Permission of the Authors


1. LocationLimit yourself geographically. Be realistic. Don't consideropportunities in Kansas and Connecticut unless there is a uniquereason to do so, e.g. you are originally from Kansas and yourspouse is originally from Connecticut. Most candidates are pri-marily interested in a defined geographical area, such as a south-ern Wisconsin and Chicagoland. Many potential employers dis-miss candidates who are unfocused.

2. Type Of PracticeThink about what type of practice setting suits you- Are youentrepreneurial or not? Residents generally select between thefollowing: multi-specialty group, single specialty group, hospitalemployment, hospital-sponsored group practice, hospital-spon-sored solo practice, HMO, or some hybrid of these. It is difficultto imagine a physician seriously considering opportunities withboth a 250-physician multi-specialty group and a solo practice.Generally they attract different sorts of folks. Again, manypotential employers dismiss candidates who are unfocused.

3. IncomeBe realistic regarding the first year's salary or guarantee. Whilethere are regional differences in income, there aren't huge differ-ences within a region unless there is a 'catch' somewhere.Remember the old adage--if it looks too good to be true, it prob-ably is! Unusually high salaries frequently are accompanied withprofessional isolation, geographical isolation, poor call coverage,and difficult working conditions.

4. Short Term vs. Long Term IncomeAssume that you will stay in this practice opportunity fix 20years. Don't worry so much about the first years income--Instead focus on the fifth year's income, tenth year's income, andlong term stability- Young physicians who overly concentrate onshort term income frequently change jobs after two years.Unfortunately, some physicians never learn this, and change jobsevery 2-3 years for their entire careers.

5. Working ConditionsAgain, be realistic-everyone wants a high income with lots oftime off and minimal call responsibilities. Find out what theworking conditions are before you interview-if they don't fit youlifestyle, look elsewhere. Nothing irritates a hiring physician oradministrator more than an applicant trying to bargain theworking conditions, e.g. time off, call, office space requirements.

6. Be HonestIf there are certain things that are non-negotiable for profession-al or personal reasons, tell the potential employer this upfront.An example might be an unwillingness of a Family Practitionerto practice Obstetrics. It is better to clear this up early ratherthan have it become a sore spot later.

7. Be FlexibleThings are never as good or bad as they seem. You will be muchhappier if you try to remain as flexible in medicine as possible. Inaddition, with the health care delivery system changing constant-ly, you must be able to go with the flow. Related to this, no posi-tion is perfect. They all have pluses or minuses.

8. ComputersBecome computer literate. Enough said.

9. Seek Out Other ProfessionalsEarly on in your professional career, you should seek out a com-petent attorney, accountant, and financial advisor. If you loseconfidence in any of them, replace him/her ASAP. If you don'tknow whom to contact, ask other physicians in the community.I am reminded of an expression of my father, a music teacher,now retired, said; "My attorney and I have an agreement. I don'tupdate my will and he doesn't give trombone lessons."

10. Balance Your LifeEveryone needs activities outside of medicine. Set aside time foryourself, especially physical exercise. You will have more energyto practice medicine if you strike a balance. By the same token,don't let your outside interest dictate your career. Remember,you're a physician first and an amateur hockey player, musician,etc...second. Like any other professional, you will undoubtedlyhave to make sacrifices to balance these competing interests.

About the AuthorChristopher Kashnig is the Manager of Physician Recruitment for theChristie Clinic in Champaign, IL. Christie Clinic is a physician-ownedmulti-specialty group of 85 physicians, 20 mid-level providers, and 600employees. It was founded by the Christie brothers in 1929 and now has amain clinic in downtown Champaign and five satellite offices throughout theChampaign area. Christopher Kashnig has 20 years of experience inphysician recruitment, including eight years with Christie Clinic. He has aBA from the University of Notre Dame and both anMS andMBA from theUniversity of Wisconsin-Milwaukee.

Hints for Graduating Residents in Findingan Ideal First Job and Prospering at It...By Christopher Kashnig, Manger of Physician Recruitment, Christie Clinic. Reprinted with Permission of the Author

Step1: Preparation

If you're a 2006 graduate and you think finding a job is somethingyou won't need to worry about until next year - you're wrong!

Start now to avoid the pressure that builds as graduation nears.Assemble the basics: A CV, education about the market andscanned documents to expedite the credentialing process.

KEEP YOUR CV SIMPLE.

If you're just graduating from your first program, education,accomplishments, and honors will be the theme. Include dates(month and year) to make it easy for the reader to follow yourCV's timeline. If there is a time gap explain that in the cover letter.

A 12 point font is sufficient. Bold and underline sparingly tohighlight key points. Allow plenty of space around each sec-tion. Make sure it is error free - have a non-medical person readit for understanding. Use action words to describe your skills.Make sure you list "board eligible". Above all - have an elec-tronic version that is universal - such as Adobe Acrobat.Always include email and then always check your email.

Cover letters should say what your CV doesn't -- the type andsize of practice you are looking for, type of patient populationthat attracts you, and any special interests that are not other-wise readily apparent. Address the letter to the person receivingyour CV (this shows you did your homework).

PRIMARY AND SPECIALTY JOB AVAILABILITY CANVARY GEOGRAPHICALLY.

Educate yourself. Check out your society's or State's website.MOM (Medical Opportunities in Michigan at www.mimom.org) lists opportunities from hospitals by state and region from, notonly Michigan but Ohio, Pennsylvania and Indiana. You cansend your CV directly to the job or post it publicly. From thisyou will get an idea of locations, type of practice, hours and evensalary and benefits. This is also the time to identify any job fairsin your area. Medical societies frequently offer opportunities tomeet recruiters one-on-one during lunch or half day session.

SCAN YOUR CREDENTIALS.

Keep diplomas, certificates, licenses, etc. in a file that you useEVERY time you apply for a position or to a third party payer.The credentialing process can take from 3-6 months and seri-ously impact your start date. If you're going to relocate youmay, inadvertently, pack needed paperwork. Scanning or filingkey documents now will save time when you need it.

As a rule, there are two recruitment cycles. Many positions areposted in September and hired by November with a secondwave of openings in January and filled by March. It is generallyassumed by recruiters, that the more serious (and thereforemore desirable) candidates start early. Some simple prepara-tion now will assure you're part of that group!

Step 2: Ready, Set, Interview!!

Over the next few months you'll probably interview more thanyou will any other time in your life. For you, this is an oppor-tunity to land that perfect job. For the interviewer it's a chanceto determine why you should be hired over anyone else.

To be successful you'll need to ooze self confidence (not arro-gance), high energy, initiative, and good interpersonal skills.They'll want to know how you handle conflict, accept responsi-bility and, above all, if you have leadership potential.

Start by identifying your goals. Prepare answers to the stan-dard questions you know you will get that refer to your training,competence and ultimate career path. Know your strengths,weaknesses, reasons you want this job and something aboutyour employer. Be prepared to discuss these - rehearse withsomeone if necessary. If you're the nervous type remember that,while they are interviewing you, you are also interviewing them.

BEWARE THE MOST COMMON PITFALLS!

� Never submit a sloppy or error laden CV

� Never be late

� Avoid the limp handshake. (Cultivate a strong, look-your-interviewer-in-the-eye handshake)

� Don't be arrogant

� NEVER speak ill of past employers or make excuses forpast behavior

CAPITALIZE ON THE LITTLE THINGS!

� Courtesy - remember even the secretary in the waiting roomis interviewing you

� Dress well - Choose at least two interview outfits, rememberyou WANT to be invited back. Nails should be clean andshort, hair groomed and simple, no perfume or aftershave(just in case there's an allergic interviewer) and avoid brightcolors

� Give complete answers that are short and pithy

� Arrive a "little" early (too early and you become aninterruption)

� Show interest, lean forward slightly and don't fidget

REHEARSE THE COMMON QUESTIONS.

Question(Q): Tell me about yourself.Answer(A): Highlight your accomplishments

Q: What are your weaknesses?A: Give a thoughtful answer such as: " I tend to work independ-ently and sometimes may not ask for help when I need it."Demonstrate your self-awareness

Finding the Perfect JobBy Ann Korinek, Physician Recruiter, Henry Ford Medical GroupReprinted with Permission of the Author


Q: Do you have any questions for me?A: YES! ALWAYS YES!

If you know of something that negatively impacts your applica-tion, don't wait for it to come up - address it first. For example,if you can't commit to a long-term position because of a spousein training, suggest that hiring you now will instill loyalty to thepractice and/or hospital in the event you BOTH end up stayingin the area.

Finally, if the interview isn't going well consider: Asking theinterviewer some questions. Clarify that you're on the righttrack with your answer. Smile and, if all else fails, keep in mindthat you may not be the reason the interviewer is having a badday.

Step 3: Benefit Terminology

If you're like most residents or fellows you haven't given muchthought to the benefits you have. As you hunt for your new job,however, you have the opportunity to "shop" your benefits andsee what's available. Learning some simple terminology willhelp.

MALPRACTICE INSURANCE TERMS

There are two types: "Occurrence" and "ClaimsMade". The dif-ferences are important. "Occurrence" coverage is for all mal-practice cases that arise while you are working in your practiceor after you leave. "Claims made", on the other hand, only cov-ers you while you are working in the practice and you must payfor "tail coverage" to continue the insurance after you leave.

If you are offered "claims made" insurance, make sure you askthe cost to continue the tail coverage when you leave the prac-tice. This will be an important part of any exit strategy whenyou look for your next position. "Tail coverage" is also referredto as "nose coverage" when you are joining a practice and havethese payments from your previous malpractice coverage.

HEALTH INSURANCE TERMS

COBRA: When you leave a job, you and your dependentshave the right to continue health and dental coverage throughthe Consolidated Omnibus Reconciliation Act (COBRA) for upto eighteen (18) months. Before you leave residency check to seewhat this will cost. If your new employer doesn't provide imme-diate health or dental coverage, you may need to sign up forCOBRA in the interim.

Ask at your new position if there is a "qualifying period". (Thisis the length of time you need to be on the job before the benefitstarts.) If there is a lag between beginning practice and cover-age you may be able to maintain coverage through COBRA.

Ask your new employed about "pre-existing conditions". Someinsurances will not cover medical conditions for which you havereceived previous treatment. This term may also apply to a pre-existing medical condition such as a pregnancy. Having thisinformation can save you from unexpected medical expenses.

SALARY TERMINOLOGY

Having salary "at risk" is very common. When you are consid-ering an opportunity, make sure you understand what theexpectations are for productivity, patient satisfaction, and anyother quality or productivity measures. Failing to meet theserequirements can result in a portion of your salary beingreduced ("at risk"). By the same token, if you exceed expecta-tions you may receive and incentive.

CONTRACT TERMS

While not always easy to enforce, many practices include a"non-compete clause" in their contract. Generally this clause isadded to protect the current practice. The clause will prohibityou from practicing within a certain radius from the currentpractice (ie: 10 miles) for a certain period of time (ie: threeyears). You can ask to have this clause removed from the doc-ument, but if it's not, be prepared to comply with the require-ment.

As with any new endeavor, learning the terminology is criticalto success. While this is not a comprehensive list of terms, youwill find that familiarity with these simple phrases will help asyou negotiate your first offer. Read information thoroughlyand ask questions when in doubt.

About the Author: Ann Korinek has been a physicianrecruiter with the Henry Ford Health System for 15years. She developed the very successful centralizedphysician recruitment model currently used by the 900physician Henry Ford Medical Group to recruit 90-100physicians annually which has all but eliminated theGroup's reliance on outside recruitment firms. Ann

conducts annual job hunting seminars for the Medical Group's residentsand fellows while supporting leadership executive search efforts. Shereceived her B.A. in Public Relations from Wayne State University.

Finding the Perfect Job,con’t.


Bum References -Job Seeking Physicians BewareBy Lynden Kidd, CEO of Next IterationReprinted with Permission of the Author

Most of us take for granted that if we provide the namesand contact information of colleagues to prospectiveemployers that the colleagues or attending physicians rec-ommending us will be objective, fair and supportive of ourprofessionalism in their comments.

I recently had a candidate who was very forthright aboutsharing reference letters. He easily forwarded letters writ-ten on his behalf early in the recruitment process. Becauseof his "up front" management of that issue, I suspect manyprospective employers didn't actually call the references formore background but relied instead on the letter exclusive-ly as the reference check.

Beware to the practice that hires going only on a written let-ter of reference they may not know enough about your col-leagues AND beware to the job seeking physician who thinksthat his references won't be contacted directly.

In the example above, one of the practices where the can-didate was seeking employment actually called one of thereferences instead of simply relying on the letter. What thehiring practice heard from the reference wasn't so flatteringto the job seeking physician candidate. In fact, it was sopoor that the group decided not to issue an offer and calledanother practice where the candidate was interviewing inthe same community to share what they had learned. Thesecond practice verified the info and actually withdrewtheir offer before it was accepted. The job seeking physi-cian was left wondering why and what happened.

As a candidate, you shouldn't be left wondering why.When you ask someone to be a reference for you, also askhow they handle references and whether they will speakfairly of your skills and experience. Don't assume they willbe a good reference without asking them if they have agood impression of your work and experience. If you getany kind of hint of negativity in their answer - find anotherreference. When you are at the finish line headed into offernegotiations, the last thing you want to do is fall on yourface because a reference was negative or even neutral.If you suspect that a reference may not be as strong asyou'd like - ask them about their comments or have some-one objective speak with them on your behalf. If you areworking with a trusted independent physician recruiter -the recruiter can call and check a reference in anticipationof working with you. That recruiter should be able to ver-ify for you if your references are as strong a resource asyou need for your job search campaign. (Note: I suggest anindependent recruiter versus an internal recruiting profes-sional because the results would bias an internal recruiter'sconclusions about your candidacy with their employer.)

As in everything you do, the devil is in the details andknowing you have solid professional references is key tosuccess in your career search.

Lynden Kidd, JD has 20 years experience within thehealthcare industry working as an executive; manage-ment consultant, executive search consultant and ownerof a healthcare recruiting firm.

Before founding Next Iteration, Lynden led a medicalstaff of over 120 multispecialty physicians as vice pres-ident of medical affairs in a medium-size acute caremedical center for almost a decade; then as an experi-enced associate consultant with a national managementservices consulting firm (in a practice dedicated exclu-

sively to healthcare delivery) worked with many of the country's leadingacademic and private healthcare systems, medical centers and physicianpractice groups. Lynden refined her recruiting skills in a boutique retainersearch firm exclusive to the healthcare, life sciences, biopharmaceutical andmedical device industries. There she was dedicated to selling search services,identifying top level talent; training recruiting consultants and developinginternal, international corporate operation systems and procedures. Nowshe leads a team of consultants who support her recruiting business, NextIteration; and manages a busy recruiting desk herself serving the healthcareindustry, specializing in physician placement. Lynden especially enjoysworking with residents and fellows on their job search. She can be reached at215-579-1751; [email protected]; or more about her company can beseen at www.nextiteration.net at www.nihealthjobs.com and www.MDCa-reerCompass.com . Free job search hints and tips can be found at her bloghttp://recruitinginhealthcare.blogspot.com


As residents and fellows complete their training, they face signif-icant professional choices. Some may choose to work for hospi-tals, others may opt for private practice, and still others might bedrawn to academics or to start their own practices. Whatever theindividual choice, compensation is always a key factor ofemployment. There are many resources that define compensa-tion expectations for various specialties, but the details that gointo arriving at that number are often difficult to find. It is riskyto “hang your hat” on that single number without understandingthe underlying structure of the compensation. As we all know,the devil is often in the details. Hopefully, this brief synopsis ofa highly complex issue will help prepare you to gather vital infor-mation before you place your signature on the dotted line.

Whether you choose to work on a fixed salary or on some typeof productivity system, your income will ultimately be tied toexpectations that affect your compensation. You should have aclear understanding of what those expectations are, and youshould make sure that you are responsible for only those issuesthat are under your control. It is important that a feedback sys-tem be in place that will communicate those expectations toyou, especially until you reach partner status. Some of the basicexpectations that are typically required under any pay systemare described in the list that follows. All of these are under yourcontrol, and failure to meet these expectations can affect eithersalary or productivity pay plans.

� The minimum number of clinical hours you will be expectedto work

� Board certification requirements, including time limits toachieve certification

� Amount of call coverage expected of you

� Minimum patient/staff survey scores expected of you

� Expectations for your participation in meetings, confer-ences, committees, etc.

� Minimum annual RVU generation expected of you

� Timeliness of medical records and dictation

Activities that are out of your control, such as those that follow,should not be part of the pay system.

� Billing office efficiency. Tying your income to the percent-age of billings collected; i.e., the collection factor.

� Arbitrary allocation of costs that you do notcontrol; e.g., pro rata cost sharing of external transcriptioncosts that you do not utilize

� Annual changes in RVU’s by CMS, without correspondingadjustments by the corporation

� Structural shortfalls; e.g., lack of clinic time due to a short-age of exam rooms

There are four global compensation questions that need to beanswered to your satisfaction. These questions address fairness,common values, and full disclosure, the cornerstone of long andsuccessful relationships:

� Has the practice or the hospital quantitatively defined “produc-tivity” or the requirements for obtaining full pay?

� Are the requirements reasonable, and do they reflect annualmarket changes?

� Is the compensation system aligned with the corporation’svalue system and your own personal values? For example,does the hospital that serves the poor allow for a significantamount of non-revenue producing indigent care?

� Does the compensation system consider differences in indi-vidual physician roles? For example, one physician may beinvolved in research and new program development, whileanother may not.

Other compensation issues that are often overlooked include thefollowing:

� What external physician earnings belong to the group; e.g.,expert witness fees, honorariums, inventions, books, moon-lighting, etc?

� Should you leave your place of employment, what accountsreceivable will you be allowed to keep?

� What pre-tax physician expense account is available forclinical purchases?

It is always important to realize that there are flaws in every paysystem. No system is perfect. In fact, it is unrealistic to think ordemand otherwise. Relying on anecdotal data is a trap that poi-sons physician/employer negotiations. It is better to focus onasking the right questions, and the dollars will take care ofthemselves.

About the Author: MediCo Unlimited specializes in newpractice start ups, practice assessments, payor contracting,and strategic planning. Mr. Eckert has 23 years of Fortune500, medical practice, and medical consulting experience.He is a sought after speaker and has been published innational journals. His physician support also extends to

legislative testimony on leading issues, such as prompt pay. Contact Jeffat 913-851-1887 or e-mail him at [email protected]. Visitwww.medicounlimited.com to learn more. © 2005 MediCo Unlimited,LLC. Published with permission.

Life After Residency? The Money FactorBy Jeff Eckert, MBA, CFM, CMA, President, MediCo Unlimited, LLCReprinted with Permission of the Author


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To discover all our System can offer, please call (800) 847-5084 or visit our website. EOE/AA

When medical advancements, technology and the human touch connect, an environment thatheals and rejuvenates is created. This is what you’ll discover within Carolinas HealthCare System.With facilities throughout North and South Carolina, you will appreciate a work environment and alifestyle that offers a multitude of options. Continued growth within our System means moreopportunities for BC/BE physicians to experience the rewards of working here.

careerinsightscardiologycontact sarah boone king at (706) 378-8130 – direct line; (706) 235-3104...

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