What's the inside word these days at USACS, Envision, and other PE-owned goliaths?

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Seriously, the more I think about it; the angrier I get.

What has ACEP done right in the past (x) years for our specialty?
Other than clinical guidelines and trying to fight off balanced billing (which is also, conveniently, beneficial for PE firms), not a lot. Certainly not taking a stand against the explosion of unqualified/unneeded residency programs or the malignant spread of low-level providers in the ED.

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My contract just got taken over by usacs. We just received a similar letter and informed that if you ever had any malpractice claims made against you, regardless of outcome, that you would “not be retained because of liability concerns”. Guess what, half the docs are now gone and now replaced with midlevels.

Insane.

I remember when USACS took over a shop I used to work at. As part of their introduction schpiel they touched on malpractice since we were all concerned that they were cutting our staffing. The EXACT words out of the corporate clown's mouth was "getting sued is just the cost of doing business."

I recall seeing a study showing that 50% of all EPs have been sued at one point and something like 70% of all EPs older than 55 have had a claim against them. It sounded a little high to me, but maybe these numbers do approximate reality since you're saying they're booting 1/2 of your group because of this. Then, there was that other study showing that the only strong factor determining an EP's likelihood of having been sued is how many years they've worked. Honestly, it sounds like USACSs is setting themselves up to basically kick out experienced docs...who "coincidentally" would be more expensive for them to employ and more challenging to coerce into swallowing a corporate load of BS vs a naive, pliable new grad.

If the docs getting fired for this at your site happen to be over 40yo, I wonder if a decent lawyer could make an argument for an age discrimination suit against USACS.
 
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Insane.

I remember when USACS took over a shop I used to work at. As part of their introduction schpiel they touched on malpractice since we were all concerned that they were cutting our staffing. The EXACT words out of the corporate clown's mouth was "getting sued is just the cost of doing business."

I recall seeing a study showing that 50% of all EPs have been sued at one point and something like 70% of all EPs older than 55 have had a claim against them. It sounded a little high to me, but maybe these numbers do approximate reality since you're saying they're booting 1/2 of your group because of this. Then, there was that other study showing that the only strong factor determining an EP's likelihood of having been sued is how many years they've worked. Honestly, it sounds like USACSs is setting themselves up to basically kick out experienced docs...who "coincidentally" would be more expensive for them to employ and more challenging to coerce into swallowing a corporate load of BS vs a naive, pliable new grad.

If the docs getting fired for this at your site happen to be over 40yo, I wonder if a decent lawyer could make an argument for an age discrimination suit against USACS.
I think you are 100% right, all the docs that had to leave were the older ones (55 and up), I still don’t how it’s even legal to do something like that...
 
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Insane.

I remember when USACS took over a shop I used to work at. As part of their introduction schpiel they touched on malpractice since we were all concerned that they were cutting our staffing. The EXACT words out of the corporate clown's mouth was "getting sued is just the cost of doing business."

I recall seeing a study showing that 50% of all EPs have been sued at one point and something like 70% of all EPs older than 55 have had a claim against them. It sounded a little high to me, but maybe these numbers do approximate reality since you're saying they're booting 1/2 of your group because of this. Then, there was that other study showing that the only strong factor determining an EP's likelihood of having been sued is how many years they've worked. Honestly, it sounds like USACSs is setting themselves up to basically kick out experienced docs...who "coincidentally" would be more expensive for them to employ and more challenging to coerce into swallowing a corporate load of BS vs a naive, pliable new grad.

If the docs getting fired for this at your site happen to be over 40yo, I wonder if a decent lawyer could make an argument for an age discrimination suit against USACS.

You are correct, that other study showed:

Conclusion

In this sample of emergency physicians, one in 11 were named in a malpractice claim over 4.5 years. Total number of years in practice and visit volume were the only identified factors associated with being named, suggesting that exposure to higher patient volumes and longer practice experience are the primary contributors to malpractice risk.

And the authors were mostly from......

USACS

If true, this is insane.
 
I think you are 100% right, all the docs that had to leave were the older ones (55 and up), I still don’t how it’s even legal to do something like that...
At will employment is the standard in this country.

If 1099, no way they could make a claim to discrimination (unless they also attacked that an intentional misclassification). If W2, might have a case but I doubt it, I'm sure Dom has a good lawyer on speed-dial. Plus, it's not like they were actually fired. Their jobs disappeared and they just weren't hired for a new one.
You are correct, that other study showed:

Conclusion

In this sample of emergency physicians, one in 11 were named in a malpractice claim over 4.5 years. Total number of years in practice and visit volume were the only identified factors associated with being named, suggesting that exposure to higher patient volumes and longer practice experience are the primary contributors to malpractice risk.

And the authors were mostly from......

USACS

If true, this is insane.
Ironically (?intentionally), due to the staffing changes, all the new docs will be seeing 2-3X the volume of patients (due to mlp supervision), thus multiplying the risk of getting sued. And the cycle continues.
 
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At will employment is the standard in this country.

If 1099, no way they could make a claim to discrimination (unless they also attacked that an intentional misclassification). If W2, might have a case but I doubt it, I'm sure Dom has a good lawyer on speed-dial. Plus, it's not like they were actually fired. Their jobs disappeared and they just weren't hired for a new one.

Ironically (?intentionally), due to the staffing changes, all the new docs will be seeing 2-3X the volume of patients (due to mlp supervision), thus multiplying the risk of getting sued. And the cycle continues.
Docs terrified of being sued practice defensive medicine with a strong focus on patient satisfaction and copious documentation. Whatever else the effects may be, it’s not hard to see why a CMG would want to put that threat out there.
 
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The ED docs will take a pay cuts in Ocala AdventHealth as well as take on big liability with the loss of experienced nurses who have gone to other hospitals with better pay and that hospital CMO/administration picks who stays for this nice pay cut with the new CMG. This shop was one of the last wonderful SDGs who lost a lot money during the pandemic & the hospital wouldn’t negotiate with them because they use “USACS contracts as the standard for West FL “ ....here is the letter from the USACS to the firefighters ....

Was the SDG group inherited from when AdventHealth took over this hospital in 2018?
 
The ED docs will take a pay cuts in Ocala AdventHealth as well as take on big liability with the loss of experienced nurses who have gone to other hospitals with better pay and that hospital CMO/administration picks who stays for this nice pay cut with the new CMG. This shop was one of the last wonderful SDGs who lost a lot money during the pandemic & the hospital wouldn’t negotiate with them because they use “USACS contracts as the standard for West FL “ ....here is the letter from the USACS to the firefighters ....

View attachment 330470
Well this explains why there’s been so much buzz about Ocala being one of the only places in Florida that’s still hiring.

RIP in peace.
 
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Seriously, the more I think about it; the angrier I get.

What has ACEP done right in the past (x) years for our specialty?
Once a physician organization becomes less about fighting for their members' interests and more about not biting the hand that feeds them, like Medicare, CMGs, or insurance companies, they no longer get a penny from me.
 
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Almost a decade ago I posted on this forum how I saw that I, as an Emergency Physician, would never be treated like anything but the hotdog vendor of the Medical world, at the mercy of the powers that be, unless I changed something. I saw that I ranked at the very bottom of the totem pole, far below that of surgeons and even farther below the patients in my waiting room, in the controlling-eyes of those who had power over my career, job satisfaction, sense of well being, and life. With almost a decade having past, it appears the only thing that has improved is the force of the stranglehold by those in control of Emergency Physicians and their careers.

1) Diversify your skill stack (fellowships, outside income streams, directorships, non-clinical careers; think creatively, expansively, artistically).

2) Set yourself apart from the average pit doc.

3) Make yourself more indispensable and less easily replaceable.

4) Make your income less dependent, or even totally non-dependent, on working only in a hospital-based, EMTALA-governed setting.


Completing these four tasks, in a way that works for you, is your counter-move that frees you from the submission-hold placed on you by those that have power over your career.



May 15, 2013:
Ruminations On Hot Dogs & Emergency Medicine

I was told once, at the start of my career in EM, the difference in being a "customer" versus a "vendor" and that this would dictate how I was treated throughout my career. I had no idea how important this was, and how much it would permeate every nook and cranny of my job, and the system I had to navigate.

You see, a spine surgeon for example, is a "customer" of the hospital. He brings a practice, patients and therefore money to a hospital. If he leaves, the practice, the patients and the money go with him. The spine surgeon is the guy that walks up to the hot dog stand and every night orders 100 hot dogs. We don't always have to like him, but "By golly!" he pays half of our quarterly bonus! This customer must be kept happy, at all costs. He's a high roller, making him rich can makes us rich, and there's not that many of him out there. "The customer is always right," and the customer will be treated accordingly. Customer a-s is always kissed.

A patient, also is a customer. A patient brings with him a goody bag of the hospitals favorite treats called an insurance card. It is this goody bag that he gives as currency in exchange for a hot dog. If the patient leaves the hospital, he takes the goody bag with him. This goody bag could contain a lump of coal, or more often a few hundred dollars. Hell, sometimes we've gotten goody bags with tens of thousands of dollars in them (chest-pain admit, heart-cath, plus big facility fees), or hundreds of thousand dollars (complex spine surgery, trouble with vent weaning, prolonged ICU course) hiding in them! This customer doesn't always tip big, and doesn't always buy lots of hot dogs, but damn it, there's TONS just like him out there. We can afford to p-ss off a couple here or there, but on balance, if we keep most happy, and keep them coming, the numbers will add up. Once again, "this customer is always right," and the customer will be treated accordingly. Customer a-s is always kissed, ESPECIALLY when they carry goody bags full of surprises.

An Emergency Physician is, well...a vendor. He's the guy selling the hot dogs at the stadium (myself included). His job is primarily to keep the goody-bag bearing customers happy, and to keep the lines a movin'. His job is an important one, no doubt, but it's different. He comes to the hospital with no goody bag of his own and no practice, patients or business to bring. Sure, we'd like to rent a space to somebody with a hot dog cart, 'cause after all, a big juicy hot dog does keep the customers happy after all. But we don't really care if it's Nathan's Hot Dogs, Hebrew National, or Tap Dance Coney, as long as the customers like it. And you know what, after all, if Tap Dance Coney gets tired of tap dancing, or gets tired of following all of our stupids sanitation policies, it's cool. We'll just call Nathan's, Hebrew National, Outhouse Dog, or who gives a rip, we'll bring in someone not even fully trained to cook hot dog. After all, the others have been drooling over the contract and have all been promising to do it for cheaper. After all, the customers just want a halfway decent friggin' hot dog, service with a smile and to get back to watching the damn game.

A smart vendor knows his place, knows who's who, and what everyone's role is. A smart vendor knows that it's a privilege to be given the opportunity to have access. After all, it is access to the "customers," that pays the vendor's bills. A smart vendor never loses sight of the fact that even though the customers sometimes can be very difficult and demanding, they put food on his table. A smart vendor that shows up early, leaves late and wears a polite smile in the face of adversity will be able to pay his bills, and may even do very well if he can grill a halfway decent dog. A vendor, however, will never be treated like a "customer," and definitely never like the high roller. If a vendor gets to big for his own britches, well...we'll just get a new one who'll fit in the pants.
 
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Birdstrike I swear that should be taught to medical students on weekly basis. It's a magnum opus on pretty much any profession or career.

Hell, they should make medical students recite it every morning a la the pledge of allegiance. It's one of your more brilliant posts that I remember from back in the day. You and Pandabear, doing the Lord's work.

Every medical student should read that post, print it out, and put it above your toilet so that when you're emptying the tank in the AM you're reminded yet again of what it takes to be successful in this business.
 
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Birdstrike I swear that should be taught to medical students on weekly basis. It's a magnum opus on pretty much any profession or career.

Hell, they should make medical students recite it every morning a la the pledge of allegiance. It's one of your more brilliant posts that I remember from back in the day. You and Pandabear, doing the Lord's work.

Every medical student should read that post, print it out, and put it above your toilet so that when you're emptying the tank in the AM you're reminded yet again of what it takes to be successful in this business.
Thank you, very much.

The only thing I might update from that post would be that not all surgical subspecialists are immune any longer. Many have voluntarily placed themselves at the bottom of the totem pole by choosing employee status, working directly for hospitals. At that point they're no longer a "customer" that brings business to the hospital. Instead, they become highly paid hotdog vendors, as mere replaceable cogs, who neither bring, nor leave, with any business of their own.
 
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This vendor and customer example is also very relevant for my specialty—PM&R. Thanks for sharing.

And we aren’t the customers. Fu money quick.
 
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The ER group is employed by the hospital where I am usually gives out 3-5 year contracts. Now they are selectively giving out 1 year contracts to people mostly >60y/o. For those older attendings that got the boot what exactly are their options? I mean if youre over a certain age I feel like in this day and age you are pretty much wont be getting hired even if you have experience.
 
The ER group is employed by the hospital where I am usually gives out 3-5 year contracts. Now they are selectively giving out 1 year contracts to people mostly >60y/o. For those older attendings that got the boot what exactly are their options? I mean if youre over a certain age I feel like in this day and age you are pretty much wont be getting hired even if you have experience.

Almost all contracts are structured where they're basically only 90 day contracts as there are almost always 90 day outs. Doesn't matter if your contract is for 3-5 years or 1 year, your contract is only as long as the out clause. If you're over 60 then you should be financially independent anyway.
 
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Almost all contracts are structured where they're basically only 90 day contracts as there are almost always 90 day outs. Doesn't matter if your contract is for 3-5 years or 1 year, your contract is only as long as the out clause. If you're over 60 then you should be financially independent anyway.
To amplify that, most contracts have clauses that if the hospital wants you gone then you're gone immediately. Depending on what you did, you may get base pay for the remaining shifts for which you've been scheduled. Being an IC is super convenient from a disciplinary standpoint because they don't have to pull your privileges or go through peer review to make you disappear on the hospital side and HR on the CMG side can honestly say it's out of their hands. Financially, you should always assume you're 1 month away from losing any EM job you hold.
 
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To amplify that, most contracts have clauses that if the hospital wants you gone then you're gone immediately. Depending on what you did, you may get base pay for the remaining shifts for which you've been scheduled. Being an IC is super convenient from a disciplinary standpoint because they don't have to pull your privileges or go through peer review to make you disappear on the hospital side and HR on the CMG side can honestly say it's out of their hands. Financially, you should always assume you're 1 month away from losing any EM job you hold.

Agree with above. Regardless of the contract, any of us can be gone in 30-90 days. The key is to resign rather than being "fired" because you don't have to report it to another employer. The importance of F'U' Money cannot be understated.
 
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And reading all this, I would counsel any hapless medical student reading this to train in a specialty where you can work for yourself, and avoid anything hospital-based or hospital-employed like the plague. Even IM has more options.
 
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Dude they wont listen.

It's quite comical how much potential is wasted when yet another medical student tells me they want to go into EM. All that schooling, tuition, hard work, long hours burning the midnight oil, tests, homework, projects. All so that your job can be threatened because you don't act like a Walmart door greeter when the cust... I mean patient arrives.
 
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I don't understand all the bitterness for EM. Most specialties are at the mercy of the hospital or someone above them. There are not many docs who are truly independent.

Even with specialties like Cardiology. If you are a screw up or hospital doesn't like you, then your group will get rid of you. Then what? Move to another City - not easy? Be a independent cardiologist - no way?

Atleast EM docs can move to a different place and immediately get peek income. Most other clinic based specialty would take months if not years.

EM offers the ultimate flexibility. You don't see many surgeons/office based practices leave after establishing a good practice b/c it takes so much time/money.

Every Job has their issues, EM has their issues but there is still alot to like.
 
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How soon til we have infilled spots at those dumpster fire hca residencies?
 
If its any consellation, alot of inpatient medicine (IM, ICU, etc) is fuxxored in oregon and likely washington state. There is legislation passed (oregon) and in process (washington). to reimburse NPs at same rate as MDs. While the NP wont make more money, you can be damn sure hospitals are salivating at the thiught of hiring an NP for 120k and making the same as ifntheyd hire a doc at 300k. Gonna be a cluster in a few years.
 
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So glad I'm heading toward FIRE!!
 
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I don't understand all the bitterness for EM. Most specialties are at the mercy of the hospital or someone above them. There are not many docs who are truly independent.

Even with specialties like Cardiology. If you are a screw up or hospital doesn't like you, then your group will get rid of you. Then what? Move to another City - not easy? Be a independent cardiologist - no way?

Atleast EM docs can move to a different place and immediately get peek income. Most other clinic based specialty would take months if not years.

EM offers the ultimate flexibility. You don't see many surgeons/office based practices leave after establishing a good practice b/c it takes so much time/money.

Every Job has their issues, EM has their issues but there is still alot to like.

You live in fantasy land if you think you can just up and move in EM now and go grab your job. Unless your idea of up and moving is to rural mississippi.
 
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Funny, we were chatting last night on shift down here in Christchurch – and I was like, yeah, it's pretty typical to see an ED in the U.S. staffed primarily with fully-trained, board-certified physicians, 24/7.

"No regs or house officers? Just consultants?!"

Yeah ... with some PAs and NPs, and residents only at the training sites.

"Isn't that expensive?"

Well ... yes and no, because the physicians basically pay for themselves through billing, but yeah, it's not the paragon of cost-effectiveness.

Minds blown.

But looking at it through the lens of staffing models driven entirely by revenue capture and margins, it's clear the barriers are quite flimsy to replacing MD/DOs with teams of lower-skilled/lower-cost workers supervised by a skeleton staff of board-certified clinicians. Hell, we do 320-340 per day with only 60 hours of senior coverage (including on-call only between 12a-8a) and an admission rate of 30%.

For-profit hospital systems want better margins. PAs/NPs professional organizations more practice autonomy/workforce potential etc. It's just a matter of time. And clearly not just EM, but many physicians + practices that will need to justify their existence in the future.
 
Funny, we were chatting last night on shift down here in Christchurch – and I was like, yeah, it's pretty typical to see an ED in the U.S. staffed primarily with fully-trained, board-certified physicians, 24/7.

"No regs or house officers? Just consultants?!"

Yeah ... with some PAs and NPs, and residents only at the training sites.

"Isn't that expensive?"

Well ... yes and no, because the physicians basically pay for themselves through billing, but yeah, it's not the paragon of cost-effectiveness.

Minds blown.

But looking at it through the lens of staffing models driven entirely by revenue capture and margins, it's clear the barriers are quite flimsy to replacing MD/DOs with teams of lower-skilled/lower-cost workers supervised by a skeleton staff of board-certified clinicians. Hell, we do 320-340 per day with only 60 hours of senior coverage (including on-call only between 12a-8a) and an admission rate of 30%.

For-profit hospital systems want better margins. PAs/NPs professional organizations more practice autonomy/workforce potential etc. It's just a matter of time. And clearly not just EM, but many physicians + practices that will need to justify their existence in the future.

Funny, we were chatting last night on shift down here in Christchurch – and I was like, yeah, it's pretty typical to see an ED in the U.S. staffed primarily with fully-trained, board-certified physicians, 24/7.

"No regs or house officers? Just consultants?!"

Yeah ... with some PAs and NPs, and residents only at the training sites.

"Isn't that expensive?"

Well ... yes and no, because the physicians basically pay for themselves through billing, but yeah, it's not the paragon of cost-effectiveness.

Minds blown.

But looking at it through the lens of staffing models driven entirely by revenue capture and margins, it's clear the barriers are quite flimsy to replacing MD/DOs with teams of lower-skilled/lower-cost workers supervised by a skeleton staff of board-certified clinicians. Hell, we do 320-340 per day with only 60 hours of senior coverage (including on-call only between 12a-8a) and an admission rate of 30%.

For-profit hospital systems want better margins. PAs/NPs professional organizations more practice autonomy/workforce potential etc. It's just a matter of time. And clearly not just EM, but many physicians + practices that will need to justify their existence in the future.

In fairness we couldn't do that in the U.S. My understanding is that in Kiwiland you are largely absolved of malpractice concerns, and can readily turn away the BS at the door with minimal exam and no workup. In the U.S. the law (and hospital greed) forces us to do full workups on everyone who walks through the door, lest we miss something or they complain. This is incredibly expensive, but that's our culture and it won't change.
 
In fairness we couldn't do that in the U.S. My understanding is that in Kiwiland you are largely absolved of malpractice concerns, and can readily turn away the BS at the door with minimal exam and no workup. In the U.S. the law (and hospital greed) forces us to do full workups on everyone who walks through the door, lest we miss something or they complain. This is incredibly expensive, but that's our culture and it won't change.
Oh, I'm well aware of the U.S. – it's only been six months. But, yeah, there's not really malpractice concern at all – and, in theory, you can turn away B.S. a little more aggressively, but the prevailing practice is to treat people seeking care when reasonable, even if it isn't the right venue.

It just doesn't seem likely in the push and pull of competing financial interests the physicians on the ground will be beneficiaries.
 
Oh, I'm well aware of the U.S. – it's only been six months. But, yeah, there's not really malpractice concern at all – and, in theory, you can turn away B.S. a little more aggressively, but the prevailing practice is to treat people seeking care when reasonable, even if it isn't the right venue.

It just doesn't seem likely in the push and pull of competing financial interests the physicians on the ground will be beneficiaries.
True. You only have to look at EP salaries in NZ to prove your point.
 
Probably 30-50% of US salaries.

Yeah I've heard NZ pays 30-40% less. But as RF said these guys have an entirely different work experience than we do.

FWIW, I recently spoke with an ER doc I know in Australia. They usually see 0.8-1.3 pts/hour which includes patients her residents see. They work 0 nights (covered by the residents), 1 wknd every 4-6wks, 3 10s/wk+1d/wk of admin/teaching time (apparently all their docs get this). IIRC 4-5 weeks of vacation/year. She made just over $300k last yr.
 
Well got an email basically saying no more shifts available. Awesomesauce. On the plus side they are so damn focused on metrics at this place its prob for the best. Painful reading the monthly emails.
 
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Yeah I've heard NZ pays 30-40% less. But as RF said these guys have an entirely different work experience than we do.

FWIW, I recently spoke with an ER doc I know in Australia. They usually see 0.8-1.3 pts/hour which includes patients her residents see. They work 0 nights (covered by the residents), 1 wknd every 4-6wks, 3 10s/wk+1d/wk of admin/teaching time (apparently all their docs get this). IIRC 4-5 weeks of vacation/year. She made just over $300k last yr.
There should never be unsupervised residents at anytime. Even third-year residents are still learning.
 
There should never be unsupervised residents at anytime. Even third-year residents are still learning.

No argument from me on that. To be fair to the aussies though that happens here in the form of resident moonlighting (although covid has somewhat killed this at least for the time being). FWIW it’s only their senior residents who work nights. The group of attendings do take overnight home call. She gets 1-2 calls per month for which she has to go into the ED 3-4 times per year.
 
You live in fantasy land if you think you can just up and move in EM now and go grab your job. Unless your idea of up and moving is to rural mississippi.
Your missing the point in your gloom/doom narrative.

Can you move and work at a competitive city tomorrow - of Course not. But you can still move to 90% of the US and work within an hrs drive.

Point being it takes finding a job to do EM, and your income will be high on day one. Most other fields require recreating your practice which can take years.
 
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Seriously, the more I think about it; the angrier I get.

What has ACEP done right in the past (x) years for our specialty?

A LOT!!! They post letters on their social media about their stance on various topics which does nothing. The are run by the CMGs the should just change their name to reflect that.
 
Yeah I've heard NZ pays 30-40% less. But as RF said these guys have an entirely different work experience than we do.

FWIW, I recently spoke with an ER doc I know in Australia. They usually see 0.8-1.3 pts/hour which includes patients her residents see. They work 0 nights (covered by the residents), 1 wknd every 4-6wks, 3 10s/wk+1d/wk of admin/teaching time (apparently all their docs get this). IIRC 4-5 weeks of vacation/year. She made just over $300k last yr.


I wish I wish I had not read this fish
 
Public hospital total compensation is similar in total dollar amount ... but paid in NZD. The salaries are all published as part of the union contract. The perks are the 10 weeks of cumulative leave over the course of the year and the various sane job protections (sick leave, bereavement leave, parental leave).

I agree the population is somewhat healthier, but not universally so.

Volumes can be plenty high – we see 320-340 a day with 60 hours of SMO coverage between 8a-12a and then the night is a senior registrar-led team. It should be noted the FACEM training program is 5 years – after 2-3 years of sort of house officer/house surgeon time. They're more than a PGY-3, but obviously not fully-trained. Hence the on-call backup.

I won't dispute any anecdotal report of 1pph, but I would think that to be atypical/rural.

The AUS salaries are definitely higher – both in total dollar terms and in currency value. You can definitely come work in AUS if you're willing to go out to distant rural locations to start – getting FACEM is process and a half, though, and wouldn't necessarily be feasible from rural sites.
 
I wish I wish I had not read this fish

So you may be able to find an approximation of this in the US (with the exception of the no nights)...check out Kaiser, VA, IHS, civilian gig at a stateside military hospital. These all seem to have their pluses/minuses.
 
Public hospital total compensation is similar in total dollar amount ... but paid in NZD. The salaries are all published as part of the union contract. The perks are the 10 weeks of cumulative leave over the course of the year and the various sane job protections (sick leave, bereavement leave, parental leave).

I agree the population is somewhat healthier, but not universally so.

Volumes can be plenty high – we see 320-340 a day with 60 hours of SMO coverage between 8a-12a and then the night is a senior registrar-led team. It should be noted the FACEM training program is 5 years – after 2-3 years of sort of house officer/house surgeon time. They're more than a PGY-3, but obviously not fully-trained. Hence the on-call backup.

I won't dispute any anecdotal report of 1pph, but I would think that to be atypical/rural.

The AUS salaries are definitely higher – both in total dollar terms and in currency value. You can definitely come work in AUS if you're willing to go out to distant rural locations to start – getting FACEM is process and a half, though, and wouldn't necessarily be feasible from rural sites.

Is this 10 weeks of vacation?!? Or only if you include sick and bereavement leave? Either way, that's impressive.

Regarding the volumes, she works at a place that's ~2 hours outside a major metro.
 
This is exactly why I can't imagine working at a place that isn't a keep what you kill model. Right now, I can hustle, and I get paid very well for it. If my colleagues are feeling lazy and slow down, that's fine. I make a bunch more money. I can't imagine working somewhere where patients just sit in the rack and there is literally no incentive for anyone to work harder and see them except to avoid being yelled at by the C-suite or some nursing supervisor.

The carrot works a lot better than the stick.

I wonder if the best of both worlds would be a hourly approach with a minimum pt/hr requirement. Or maybe a hybrid model. I see lots of terrible medicine in an RVU approach. I currently work at a 100% RVU place and 100% salary place and it's quite remarkable how doctors can't seem to settle on practicing proper medicine. They either do too much or do too little.
 
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