Mid level pay

[Drd105]

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I have my first mid level this year. Took some bad advice on bonus on the contract. Mid level does 100% follow ups, mostly level 4. Just found out mid level will be getting a very high quarterly bonus based on productivity. I resent it because of the amount of babysitting it requires of me, specifically due to this person’s lack of attention to detail, not-so-quick-witted-ness, the amount of constant whining and complaining about everything under the sun, the fact that I sleep less now than prior. Yes I am making more money- but this person gives me vastly more grief than my colleague’s mid level who was hired on salary alone. These two mid levels produce the same but my partner will be pocketing a lot more….because of my dumb mistake listening to advice from HR. I know for a fact that my mid level is going to be shocked by this bonus amount and would have been satisfied with way less. My questions are 1) do I just try to be grateful that I am making more and stop whining myself, because all of this comes with the territory? 2) do you all have a total annual number including bonuses for mid levels that you feel, regardless of productivity, they don’t need to make more than?

 

[BobBarker]

The contract is the contract at this point. You can give notice that you are terminating employment however the contract allows and start over with some else. That is what you have to do. I had a difficult midlevel also that I terminated after a year.

 

[BobBarker]

But I paid the earned bonus and gave notice per the contract and the midlevel finished the notice period in the same fashion that she worked previously.

 

[Drd105]

The contract is the contract at this point. You can give notice that you are terminating employment however the contract allows and start over with some else. That is what you have to do. I had a difficult midlevel also that I terminated after a year.

Thank you for this- I know that you are right. In regard to the max salary question - I was asking in regard to plans for my next mid level? Stick with set retention bonus amounts as opposed to percentages?

 

[BobBarker]

I think flat salary vs salary plus bonus depend on your expectations for the midlevel. If you want them to always see 25 or less, just salary and a small bonus depending on locking notes, following up on outgoing orders, professionalism, etc. I would recommend a monthly performance review so the midlevels knows they are on track for the bonus or not.


More than 25? Have to figure out a bonus based on rvu so they don’t see collections.

 

[Drd105]

She’s doing 17-20 🙈 love the advice thank you

 

[BobBarker]

yea, no way someone just barely getting by like that deserves a bonus.

 

[PainMD23]

You received poor advice from "HR" at your practice. You stated your partner's midlevel was hired on salary alone. I am assuming both you and your partner are employed at the same practice. It is highly unusual for a practice to allow divergent compensation structures for employed midlevels who perform the same work. The midlevels will talk to each other, and they will determine who is getting the better deal. If one has a great bonus structure, and the other does not, they will know. I am surprised management allowed this to happen. This is management 101.

 

[Drd105]

It’s a bit of an unorthodox organization in terms of management- it’s sort of like a collection of independent war what you kill with overhead. I admit taking advice from HR on what other physicians in the group do outside of my specialty. I’m trying to be optimistic and take it as a learning experience…get someone new per BobBarker’s suggestion and be grateful I will be in the black overall. I also think I need to figure out how to give a hustle/efficiency/weed-out-laziness test and an IQ test as part of the hiring process to get someone better next time.

 

[BobBarker]

Just get a new grad with a pleasant personality and mold them in your image like an ambitious resident. That is the best way.

 

[Drd105]

Just get a new grad with a pleasant personality and mold them in your image like an ambitious resident. That is the best way.

love this thank you…yeah the patients value the kindness/ sweetness/friendliness which I am much better at than she is.

 

[BobBarker]

Yes, mine wasn’t nice either.

 

[giddyup]

I have my first mid level this year. Took some bad advice on bonus on the contract. Mid level does 100% follow ups, mostly level 4. Just found out mid level will be getting a very high quarterly bonus based on productivity. I resent it because of the amount of babysitting it requires of me, specifically due to this person’s lack of attention to detail, not-so-quick-witted-ness, the amount of constant whining and complaining about everything under the sun, the fact that I sleep less now than prior. Yes I am making more money- but this person gives me vastly more grief than my colleague’s mid level who was hired on salary alone. These two mid levels produce the same but my partner will be pocketing a lot more….because of my dumb mistake listening to advice from HR. I know for a fact that my mid level is going to be shocked by this bonus amount and would have been satisfied with way less. My questions are 1) do I just try to be grateful that I am making more and stop whining myself, because all of this comes with the territory? 2) do you all have a total annual number including bonuses for mid levels that you feel, regardless of productivity, they don’t need to make more than?

Ours max out at 180 for pain and 190 for surgery. They are all on base with bonus structure.