No private practice job is going to start at 650k for a year 1 employee, unfortunately. I am in one of these situations as an employee right now. I have seen these jobs start as low as 250k in highly desirable metros (NYC, DC). I agree that once partner, the sky is the limit and I know of partners making well north of $1m. However, I agree that partnership is not guaranteed and you can easily get screwed, especially in 2024.
Heme/Onc Job Offer Discussion
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No private practice job is going to start at 650k for a year 1 employee, unfortunately. I am in one of these situations as an employee right now. I have seen these jobs start as low as 250k in highly desirable metros (NYC, DC). I agree that once partner, the sky is the limit and I know of partners making well north of $1m. However, I agree that partnership is not guaranteed and you can easily get screwed, especially in 2024.
I had the same thought that the compensation from the PP job seems relatively weak (caveat: fully admit it's still huge sums of money of course). The employed position ends up being about the same as the PP job after I run the numbers they gave me.
In terms of floor vs ceiling: I am quite old because of my training path/age, so I am quite risk averse in a way - I don't have years to waste if a PP job fails to generate the salary that I expect. I want to start saving from day 1.
Thanks, all - I think this crystallizes my thinking which is:
1) The hospital employed position isn't a bad first job out of fellowship. There's some disagreement on how good, but it's good enough for me considering I was planning to make $250K in an academic northeast position a few months back.
2) The PP job seems weak with regards to 5 years till revenue sharing.
I am going to have an honest convo with the PP and then negotiate for a higher signing bonus with the hospital job if my concerns with the PP aren't satisfied.
Honestly the hospital job sounds really good. I’m not sure why you’re getting responses that it’s not and I’m very curious to see what kind of contracts those people have negotiated. After hearing your personal situation I would 100% pick that job. Private practice is not what it used to be and I would absolutely not take that risk in 2024.
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I should have been clear that for the workload described, 500-600K should be easy in a PP group, even as a newbie. Of course, you need to get to that workload first, and it can be hard if you're trying to scrounge work from the other partners.
I've spoken with a couple of practices that ostensibly are offering sub-specialization. How feasible is this on the oncology side if one wants to limit to 3-4 tumor types? (1 may be a bit too pigeonholing and cause a lot of professional atrophy.)
Looking at non-academic places, but have had this kind of offer from PP and system-employed.
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3-4 is easy if the group is large enough. Even 2 is doable given the right referral base and partners. Some other stuff will probably still squeak through so it's important not to get too worked up about that.
I started off my last job seeing everything, but by about the 5 year mark, 90% of my panel was GI, Breast and Lung.
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by the way, are these US Oncology One Oncology locations consider PP?
I'm with a 100% physician owned practice. None of that MSO or PE bull****. But they all start employees at the same 10-25th MGMA %tile salary for 2-3 years before partnership.
Can I ask how much north of $1m ? Roughly
I am curious about partners in PP and don't have much data. Thanks
Depends on how many patients they want to see. There's one guy who consistently sees over 30 a day and spearheads a lot of other revenue streams (PI on clinical trials, head of VBC overseeing the EOM model at our practice, etc) on top of being a real estate partner (different from just a regular partner). I don't have an exact number but he is definitely breaking the bank because there's another partner who "only" sees 20 a day and makes a hair below 1m and doesn't do any of the additional stuff above
I posted this private practice job offer a few weeks ago, and the consensus this was not particularly attractive due to the ostensibly low ceiling of $700K for private practice (low being a relative term here, of course - it's still more than I ever thought I would make) and long path to revenue-sharing (5 years).
I have continued speaking to the group and it appears there is a disconnect between my math and the actual compensation. The recent new hires are all on track to roughly $1 million in there second or third year from purely production (roughly 20-22 patients a day). To do a bit of GutOnc's math, this would be something like 22 patients x 4.5 days x 46 weeks x 2.2 RVUs = 10018 RVU * $95 = 951,000. Once you add in APP supervision, it goes up.
I am now pretty comfortable with the idea that my ceiling at this location will be much higher than my hospital employed position. And I love the idea of working for myself, eventually becoming an owner, and not being beholden to hospital admin any more.
In light of this, would I be crazy to go forward with this position? I like the physicians in the group, the city (low cost of living), the structure of the practice - I will have a low base in the 300s for a mid 3000 RVU threshhold, but they told me the last two hired physicians met the threshold and then exceeded 550K for their first year based purely on production.
Anyone think private practice is too risky in 2024?
Private practice is always risky. Try to see if anyone has recently left the practice, and get ahold of that person to ask about details if possible. Overall, I think the decision is very personalized. My personal philosophy is that if you're young in age, you should "risk it for the biscuit" and choose private practice. Worst case scenario is you are underpaid for 3'ish years and they don't make you partner or they sell to PE/hospital system. You can always find an employed hospital gig after that and get paid a fair market rate. Your opportunity cost would be around 500k ish but you are young and can afford that plunge. If you are older in age (IE have kids, non working spouse, non traditional or combo of these etc), then you may want to take the safer/more predictable higher hospital employed salary, but knowing that your ceiling is capped and you'll likely not make >1m, but still make more than 98% of Americans.
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If you liked the area and the group I would go for it.
Now based on what you've been told you will know in ~2 years whether or not they are BSing you (small gamble) rather than waiting to see if the 6 year partner track pans out (much bigger gamble).
Don't buy a house when you get there just rent, and make sure they cover tail if you leave so that you can have an exit strategy but overall I'd go for it.
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That math works out a bit better.
It's still far more than I'm interested in working, and I am a big believer in the concept of diminishing marginal utility of money (if I had that job, I'd be quite happy seeing 20/d 3 days a week and making $600K-ish). But all things considered, if the rest of it pencils out for you (location, colleagues, etc) it sounds reasonable.
Also, be careful thinking about APPs as just a cash cow for you. If you work with a truly stellar PA/NP (and I mean 99th %ile), it will be like working with a 3rd year fellow who knows a ton about a few things and a little about everything else. They will be easy to deal with for the majority of things, but when it hits the fan, you're still on the hook and it will double or triple your workload. Whether it's worth it or not is up to you and the way that the compensation is structured. In most PP groups that I'm aware of, the doc collects all of the wRVU from the APP and the APP comp is then paid out of their gross. In reality, this is how all APPs are paid, but PP groups are more transparent about it.
Wanting opinion on this H/O job offer.
-Location: Ohio
-Academic institute (one hospital ~300bed and a standalone cancer center connected to hospital). Posh suburb with very high ranked school/community at 8min drive from work
-6-8 half shifts per week expectation: current onc Drs see 6-8pt per shift: learners (fellows, residents, students) write notes 90% of the time. Hours 8:30am - 5pm ( mostly done by 4pm)
-3NPs, individual nurse per physicians, other ancillary staff adequate.
-EPIC emr
-1wk inpatient every 4 wk on a teaching consult service. Census 8-12. Fellow driven with residents and students. ( No writing notes). Current Onc docs do half shift outpt too when on service as inpt very light
- No after hour calls - fellows take all calls (inpt and outpt)
- Benefits - pretty standard for all employees and either better or comparable to competitors
-CME 5k and flexible at Chair's discretion
-Rest of the Onc stuff pretty standard too: Radonc on site; MRI;PET;CT; Surgery and subs; IR
-Chemo pharmacist (awesome dude) prepares all treatments in beacon and adjusts all the doses each cycle.
Now about money.
- 366k clinical salary for 5500 wRVU
-$60/wRVU above 5500
- Additional 55k from College side
- sign on bonus 30k
- moving charges will be paid.
Current onc docs averaged 4200 with 5-6 half shift work (3days Tue; Wed; Thur) and seeing 6-8 pts per shift.
If wRVU cannot be hit in first year, they will re-negotiate the clinical salary to a new target wRVU. They sounded chill AF in terms of work hours and shifts ( you can pick your schedule the way you like). Reasearch is desirable but not necessary; one can focus clinical only too.
I donot personally want to make my life very busy with seeing tons of patient. I would like something chill AF and spend weekends with family and kids. No desire to retire early. The above job fits what I want in long run but the current clinical salary is something I cannot wrap my head around. They say they are utilizing 2024 MGMA data for academic oncology. I have those numbers but again I cannot understand those numbers very well.
I would like an opinion from the community and especially from @gutonc as to what he thinks of the clinical salary. I have attached the MGMA numbers given to me below
-Location: Ohio
-Academic institute (one hospital ~300bed and a standalone cancer center connected to hospital). Posh suburb with very high ranked school/community at 8min drive from work
-6-8 half shifts per week expectation: current onc Drs see 6-8pt per shift: learners (fellows, residents, students) write notes 90% of the time. Hours 8:30am - 5pm ( mostly done by 4pm)
-3NPs, individual nurse per physicians, other ancillary staff adequate.
-EPIC emr
-1wk inpatient every 4 wk on a teaching consult service. Census 8-12. Fellow driven with residents and students. ( No writing notes). Current Onc docs do half shift outpt too when on service as inpt very light
- No after hour calls - fellows take all calls (inpt and outpt)
- Benefits - pretty standard for all employees and either better or comparable to competitors
-CME 5k and flexible at Chair's discretion
-Rest of the Onc stuff pretty standard too: Radonc on site; MRI;PET;CT; Surgery and subs; IR
-Chemo pharmacist (awesome dude) prepares all treatments in beacon and adjusts all the doses each cycle.
Now about money.
- 366k clinical salary for 5500 wRVU
-$60/wRVU above 5500
- Additional 55k from College side
- sign on bonus 30k
- moving charges will be paid.
Current onc docs averaged 4200 with 5-6 half shift work (3days Tue; Wed; Thur) and seeing 6-8 pts per shift.
If wRVU cannot be hit in first year, they will re-negotiate the clinical salary to a new target wRVU. They sounded chill AF in terms of work hours and shifts ( you can pick your schedule the way you like). Reasearch is desirable but not necessary; one can focus clinical only too.
I donot personally want to make my life very busy with seeing tons of patient. I would like something chill AF and spend weekends with family and kids. No desire to retire early. The above job fits what I want in long run but the current clinical salary is something I cannot wrap my head around. They say they are utilizing 2024 MGMA data for academic oncology. I have those numbers but again I cannot understand those numbers very well.
I would like an opinion from the community and especially from @gutonc as to what he thinks of the clinical salary. I have attached the MGMA numbers given to me below
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I mean you can see there that the median $/RVU is $94.69 and they're paying you ...60. Although none of the current docs even make it to the full RVU threshold of 5500? I guess the play here would be to do the minimum 6 shifts and see as few patients as possible to get the most out of your base salary and just not plan to go over. If they will truly let you work 3 days per week then maybe I'd consider it but it sounds a bit fishy to me.
One thing I'll point out is if you're on service every 4th week, are you covering every 4th weekend? That is pretty busy for Oncology.
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This job is pretty poor. Low pay and lots of call. Don't do this.
Yes weekends included. Thanks for taking time and explaining.
Looking at median wrvu compensation of 94.69$ how does 4629 standardized wrvu pay 312k$ total compensation? The math for 4629x94.69 = ~435k$.
For an academic job, the compensation is pretty good. You can't expect to make over 400k as a new grad in academics. That's just not gonna happen unless you go to the boonies. As a Northeaster, I view many places, including Ohio as the boonies. So your total compensation (sounds like it'll be 400k ish) is very good for academics. If you want to make average heme onc money, go join community practice or private practice, although you won't be making that much early on in private practice.
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And if you do want to make that kind of money, you'll be working 2-3x as hard as this job appears to expect you to.
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If call was better this is a pretty good academic job for the money. Where I trained they had something similar and base was 180kish (instructor) and no rvu model either if i remember correctly. Fellow/resident/np support was awesome though.
On paper that is true. In reality, I feel like the difference is not that much. Granted, I've never worked an academic job but in private practice, I see my 20 patients/day 5 days a week, write my very cursory notes, enough for myself to know what's going on, and then chill. I'm not a partner yet so I don't have those business related obligations. I remember in my fellowship, attendings had to see patients 2 days/week, around 15-20/day, make sure their fellows and APPs weren't writing anything ludicrous in their notes (which were essays btw), teach med students/residents/fellows, do real (clin trial, wet lab grant writing) research or fake (retrospective chart review) research, draft/submit manuscripts, attend bogus admin meetings and nonsense hospital committee meetings, on top of a lot of other bs just to be called an assitant professor, sometimes only a "clinical instructor" lmao. To me, I'd rather just see the 20/day 5 days a week and not deal with all this nonsense. If I become partner, there'll be a lot more admin responsibility but at least I know the time and efforts I put into my business will directly benefit me, not some hospital MBA in the c-suite.
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This isn't an academic position. It's a community position attached to an academic center. You should make community-type money, especially for the call involved here. Don't take this job.
I am a fellow going through the job search process right now, so I am not as experienced as the prior posters, but this is an extremely odd offer unlike anything I've seen.
$/RVU is really poor - by far the worst I've seen. $77 was the lowest prior to this one. Sign on bonus is barely ok - I've seen bonuses from $50K to an extreme outlier of $200K. I guess if you include moving costs it gets you into the 40K range for bonuses.
Does this mean your salary will decrease from $366K? Because I don't think you'll hit 5500 RVUs seeing 12 patients a day for 3-4 days. To do GutOnc's math: 46 weeks a year * 4 days a week * 2.2 RVU/s per patient * 12 patients a day = 4860 RVUs.
If this job paid the usual $90 per RVU, you'd be making $437K for 4860 RVUs. This job, however, is giving you $366K for 5500 RVUs.
I totally respect what you're saying that you want to prioritize quality of life over money. Very reasonable choice. But this job seems exploitative, to be honest.
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The MBA ones are the good ones. I have seen worse - former medical assistants who climbed the political ladder, or some nurse self appointed admin busybee
Thanks. Yes the pay and $ per RVU are not what PP groups offer. I will try to negotiate with them on that again. What I don't understand is the MGMA academic numbers provided to me. How should I utilize those numbers to negotiate with them?
Hey - so, as far as I understand, that dollar value per RVU ($66) is subpar for not only private practice but also hospital community and also academics.
I have limited MGMA through a contract review service, and the 10th percentile for academic MGMA is $62 and the 25th percentile is $75. So you’re being offered basically just above tenth percentile academic RVU dollar value at a non-academic community hospital. Their own data corroborates that - you’re getting just above tenth percentile RVU dollar value.
Do you get the sense they’re trying to put on academic veneer so they can pay you academic level salaries? If call is 1:4, are there only three other oncologits there?
I have limited MGMA through a contract review service, and the 10th percentile for academic MGMA is $62 and the 25th percentile is $75. So you’re being offered basically just above tenth percentile academic RVU dollar value at a non-academic community hospital. Their own data corroborates that - you’re getting just above tenth percentile RVU dollar value.
Do you get the sense they’re trying to put on academic veneer so they can pay you academic level salaries? If call is 1:4, are there only three other oncologits there?
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yes 3 others but inpatient is verylight and other attendings say they are done rounding at most in an hour. Thanks for your answer. I will reach to them again and basically be targetting median RVU as much as possible, both for initial pay and above. Let's see what they come up with.
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If you are comfortable with the rest
Would ask for a lower RVU threshold that is reasonably in line with salary.
Like lets say 4500 rvus to make a base salary of 380k
Everything above is 85$ an rvu (just as example)
Also sign on money is separate, can ask for a hefty signon etc
Would ask for a lower RVU threshold that is reasonably in line with salary.
Like lets say 4500 rvus to make a base salary of 380k
Everything above is 85$ an rvu (just as example)
Also sign on money is separate, can ask for a hefty signon etc
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Inpatient may be "light" but if you're on every 4th week and it takes up half of your clinic days that week then it is a pretty big burden IMO.
1 in 4 weekends is meh
Plus, if you're inpatient for what is effectively 1 in 8 clinic days (half days every 4th week) and "very light" then that will potentially bring down your RVU production a significant amount as well.
To be honest though I think once you ask them for reasonable pay they will either say "nevermind we aren't interested" or they'll tell you no and that will be that.
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You should have an option to switch to RVU based once you hit your base (952 RVU) for 2 quarters in a row. Otherwise seems standard.
Consider asking for outreach clinic bonus - those clinics could be more or less busy and less within your control. 40% of your RVU potential hinges on those.
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This should be standard, but you should definitely ask for this and get it in writing. In my prior job, for new hires, the contracts said they got a base for 1-2 years (2 for new grads, 1 for established) OR their production component, whichever was greater. You should definitely request that.
Is it an across-the-board standard for practices to cover flights and hotel stays for interviews? Was in contact this week with a hospital-employed practice that sent me an interview-day schedule and "excited to meet you" emails but no mention of reimbursement or travel arrangements.
I don't want to be unreasonably cheap, but the trip would cost me around 1k all said and done, and I'd like to know whether the practice is being stingy.
I don't want to be unreasonably cheap, but the trip would cost me around 1k all said and done, and I'd like to know whether the practice is being stingy.
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Yes. It's standard for them to pay. Not paying for your travel sounds like step one in them being cheap bastards who are going to screw you.
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I agree with GutOnc (as usual). You are worth potentially millions to any healthcare system especially if they are 340B. You should not be footing the bill for any portion of the interview IMO.
In fact, most places should be offering to fly your spouse out with you and set him or her up with a realtor to show them around town.
Caveat: I did pay for my flight once, at my own insistence. I had set up an interview with a PP group + Hospital group in the same town, and I didn't want the PP group to cover my flight and then get pissed if they found out I was using it to interview with the competition across the street. I could've probably had the hospital cover it but I wanted to go ahead and get it booked for the PP interview. I still let both groups cover my hotels + a few extra days and made a vacation week out of it.
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My take on this is that this is an average academic job which puts you at ease in terms of quality of life and not be the hustler who will hope to make a lot of RVUs. The goal is to focus on teaching and have a chill life. But is it really? Call every 4th week is steep. In large community groups the call duration is much wider than that if you have enough partners.
Now - if you want a no hustle job and accepting of the pay and the call schedule and have fellows do the work for you, it's okay. But in academic jobs, teaching is one important factor and second is research. Assume you spend 20 years at this "Academic" job and get paid barely equal to hospitalist who works 6 months a year, but do not excel academically and make a name for yourself. Do you think that is what you want? Typically in high-academic places, the goal is to see even less patients than that, have assistant professors do more calls and you eventually become a professor, take no call and have clinic 1 day a week and get income support from grants. This is the successful academician. The life every academic pursues. Now, imaging your junior colleagues will continue to reach higher levels while you are stuck at the same level in academics. IMO it's a rat race and you need to have a clear vision WHY you want academics. Also, the $/RVU from the academic job is shameful.
If you want a chill life, there are many many community (community academic with med students and residents) groups with 10-12 partners with production based or base pay and production based metrics where you can still see 15 patients per day and do much less call and make much more than the "academic" jobs.
Sorry for the long philosophical post - but - chill life can be had in both, but you need to define where you see yourself in 10-20 years.
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Hey now, hop on in. The water's just fine!
Heme/Onc Job at the VA?
Hello, I am a prospective medical student really interested in heme/onc and I was considering pursuing the VA HPSP Scholarship which will pay for my schooling but require me to work for the VA after I'm done with residency/fellowship for 6 years + 1.5 years (0.5 years added for each year of...
forums.studentdoctor.net
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I would appreciate thoughts/input on this job offer:
West Coast - major city
Private practice (3-year partnership track)
450k base
4 days/week
wRVU target 8500 with $55/wRVU above that
25 days PTO
Call 1:5 covering one hospital across the street from where clinic is; clinic is only 1 site and no traveling to other sites
CME $2500 annually
Sign-on $30k
No relocation allowance (I guess I will have to negotiate for this, which I haven’t yet).
Retirement match
Thoughts?
West Coast - major city
Private practice (3-year partnership track)
450k base
4 days/week
wRVU target 8500 with $55/wRVU above that
25 days PTO
Call 1:5 covering one hospital across the street from where clinic is; clinic is only 1 site and no traveling to other sites
CME $2500 annually
Sign-on $30k
No relocation allowance (I guess I will have to negotiate for this, which I haven’t yet).
Retirement match
Thoughts?
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RVU target and $/RVU after that seems extraordinarily unattainable in the beginning and a low-ball, respectively. Other than that, if the practice has a good track record of actually making employees -> partner, I'd say go for it
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Agree that the RVU target is going to be a huge stretch. That's 20-22 patients a day just to break even. The $/wRVU is criminal.
What percentage of new hires make partner?
What does the post-partnership comp plan look like?
What is the median gross income for the group as a whole (including non-partners) and partners?
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Thank you both. This will be my first job out of fellowship -I really appreciate your inputs.
As to percentage of new hires who make partner - they said so far it’s 100%. Granted their last new hire was 10 years ago. That person is still there. They said no one has left other than one person who retired in the last few years.
Is there usually some success in negotiating for a higher $/wRVU above base?
I will have to ask on post-partnership comp plan.
They said median total wRVUs of current partners is 12000.
As to percentage of new hires who make partner - they said so far it’s 100%. Granted their last new hire was 10 years ago. That person is still there. They said no one has left other than one person who retired in the last few years.
Is there usually some success in negotiating for a higher $/wRVU above base?
I will have to ask on post-partnership comp plan.
They said median total wRVUs of current partners is 12000.
In my experience, private practices (including the one I'm currently employed by) will not show you the financial books for their partner salary/comps. They will only give you a rough estimate. In my case, it was "top 1%tile" from one partner and "over 900k" from another partner.
Also, if want partnership, I would caution against trying to negotiate a sweetheart deal for your employed years. Maybe ask for a higher one-time sign on but negotiating a higher annual salary or increasing $/RVU or decreasing the RVU threshold may bring unwanted resentment/negative attitudes towards you from current partners and may hinder chances of becoming a partner. Maybe I am just old-school (even though I'm very young) but I didn't bother negotiating other than asking for a higher sign-on. If you make partner, an extra 20-30k here and there is chump change. Keep your focus on the big picture/prize and keep your bosses/partners happy until you make partner.
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I mean, they're probably taking in >$100/wRVU, so half of that at most seems like a ripoff.
That's 30+ patients a day which, IMO, either leads to rapid burnout or terrible care...probably both. And that kind of workload should pay well north of $1M (my current employed job would pay me $1.1M/y for that) but unless the partners are making more than double the wRVU they pay pre-partners (which I guess helps explain what they're doing with all that money they're not paying the pre-partners) , that's not nearly enough money for that workload.
I'd never "go for it".
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Note: I have never worked in or interviewed for a PP group.
A partnership unwilling to open the books to a potential new partner would be a red flag to me. As I said, I would only ask for, and expect, a median number. I routinely provided this to people I was interviewing in my prior job. I gave them the base, the target wRVU, the $/wRVU over the target and the median of the docs in the office they were being recruited to (there were 5) and the group as a whole. Not sharing that basic information seems shady AF.
Just for comparison, I’m a fellow signing into private practice.
400K base for 4400 wRVUs with $90 per RVU above that. Call 1:10 weeks. $50K signing. 2 years to partner with no monetary buy in but takes three more years to get revenue (they count that time as the equivalent to buy in).
The location is less traditionally appealing than California, but I would not take the job you posted. The numbers seem a bit exploitative unless you’re confident the partnership makes it worth it.
400K base for 4400 wRVUs with $90 per RVU above that. Call 1:10 weeks. $50K signing. 2 years to partner with no monetary buy in but takes three more years to get revenue (they count that time as the equivalent to buy in).
The location is less traditionally appealing than California, but I would not take the job you posted. The numbers seem a bit exploitative unless you’re confident the partnership makes it worth it.
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Thank you all for your advices.
I think for employed hospital based models, transparency is almost always the case. Back when I was looking for job, I interviewed at 3 different private practices in the same area and none would offer to open up the books. I think it's also a little difficult to determine an estimate because every partner may equally share ancillary income, but if you are a partner seeing 30/day, you're gonna be making more than a partner seeing 20/day. Also in private practice, there are so many other avenues for income through real estate, clinical trials, etc and not every partner chooses to be invested/involved in these opportunities, which will create income disparities.
For hospital-employed or large MSO-managed groups (US onc, AON), it's much easier to quote a general $/RVU and median comp.
Hi Everyone, Could the more expereienced heme/oncs give me their opinion on this job offer.
This will be my first job out of fellowship. I will graduate in June 2025.
Location: Moderate size hospital owned by a major hospital system located around 60 minutes from a large midwest city.
Base: 550k with 8% bonus at year 2. Starting year 3 the compensation model changes to guarenteed base ( Atleast 90% of previous year if productivity went down) + RVU
Bonus: 8% flat bonus at year 2.
Sign on bonus : $100,000
Schedule: 4 days/week which includes inpatient rounding with 1 admin day. Call schedule is not known yet.
I was promised 'equitable call'. I have attempted to clarify this twice so far and both responses are that " We cannot guarentee call ratio" but they understand that I would probably quit if the call is 1:2 and told me that they try to never have call more than 1:5 weeks.
PTO: 4 or 6 weeks ( I was onfirmed by 2 different people that PTO is 4 weeks and another individual told me it is 6 weeks)
CME: 1 week with $5000 allowance.
Work load: 12-16 patients per day, I will start afresh so I will not inherit another providers patients.
Contract length: 2 years
Tail coverage: Employer paid
Non compete: 15 miles and 2 years.
Other benefits (health insurance, retirement plans etc) are excellent.
My main concern is PTO time and the call schedule. I was told that the call frequency cannot be clearly outlined on the contract and that they will try to make sure that I will never have call more frequent than 1:5 and that PTO time is hospital policy at 20 days, but the other individual I spoke with said that PTO is 30 days. Is it standard or not for the exact duration of PTO to be mentioned in the final contract before I sign as well as the frequency of call?
I do not want to end up in a situation where I am taking call every 2 or 3 weeks. Everything else seems pretty great and the location, staff and oraganization is excellent.
This will be my first job out of fellowship. I will graduate in June 2025.
Location: Moderate size hospital owned by a major hospital system located around 60 minutes from a large midwest city.
Base: 550k with 8% bonus at year 2. Starting year 3 the compensation model changes to guarenteed base ( Atleast 90% of previous year if productivity went down) + RVU
Bonus: 8% flat bonus at year 2.
Sign on bonus : $100,000
Schedule: 4 days/week which includes inpatient rounding with 1 admin day. Call schedule is not known yet.
I was promised 'equitable call'. I have attempted to clarify this twice so far and both responses are that " We cannot guarentee call ratio" but they understand that I would probably quit if the call is 1:2 and told me that they try to never have call more than 1:5 weeks.
PTO: 4 or 6 weeks ( I was onfirmed by 2 different people that PTO is 4 weeks and another individual told me it is 6 weeks)
CME: 1 week with $5000 allowance.
Work load: 12-16 patients per day, I will start afresh so I will not inherit another providers patients.
Contract length: 2 years
Tail coverage: Employer paid
Non compete: 15 miles and 2 years.
Other benefits (health insurance, retirement plans etc) are excellent.
My main concern is PTO time and the call schedule. I was told that the call frequency cannot be clearly outlined on the contract and that they will try to make sure that I will never have call more frequent than 1:5 and that PTO time is hospital policy at 20 days, but the other individual I spoke with said that PTO is 30 days. Is it standard or not for the exact duration of PTO to be mentioned in the final contract before I sign as well as the frequency of call?
I do not want to end up in a situation where I am taking call every 2 or 3 weeks. Everything else seems pretty great and the location, staff and oraganization is excellent.
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