Salary increase after board certification/attending experience?

[2versed]

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Hi, I am coming up on a contract renewal in my current position as an attending anesthesiologist in a community hospital. We are all salaried employees. I took the position as a new grad and am now in my third year out of training. Since I was hired I have passed the wrtten and oral boards and of course have much more experience than when I first started. I want to request a salary increase on those grounds for my next contract and I was wondering what board certification/attending experience is "worth" as far as salary goes. Does anyone have experience with this? I currently make low 300's if that helps. Any input would be appreciated. Thank you!

 

[aneftp]

Hi, I am coming up on a contract renewal in my current position as an attending anesthesiologist in a community hospital. We are all salaried employees. I took the position as a new grad and am now in my third year out of training. Since I was hired I have passed the wrtten and oral boards and of course have much more experience than when I first started. I want to request a salary increase on those grounds for my next contract and I was wondering what board certification/attending experience is "worth" as far as salary goes. Does anyone have experience with this? I currently make low 300's if that helps. Any input would be appreciated. Thank you!

Very general question about "community hospital and W2 position".

Usually a W2 position without board certification as hospital employee means you probably get paid about $20-30K less than board certified docs.

Again, it all depends on what's in the contract.

And is it a W2 management hospital contract? That may mean no salary increases because some and most management companies could get a F about whether you are boarded or not and pay everyone the same.

 

[usnavdoc]

In the jobs I've held it means nothing in and of itself with regards to pay. But you will not partner or advance if you do not pass.

 

[IlDestriero]

It's worth asking about, but if it didn't come at the interview, it's probably the same.
Some academic jobs won't bring you in as, or promote you to Asst. Professor without board certification. The difference can be significant. $60k at one job. That's good incentive to pass the first time.

 

[sevoflurane]

We will never hire someone who is not BC'd unless right out of residency... if you are not BC'd within 2 yrs of residency we would likely show you the door.

That being said, we have no partnership (super fair) and if you are a new grad, you make the same as the guy whose been doing it for 30 yrs.... which easily means 150-200K+ in savings over traditional partnership tracks (80% first year, 90% second year). This is the best and most fair system IMO.

I have interviewed at groups that give you more income upfront for experience in PP.

 

[deleted126335]

Sometimes you get a bump sometimes not. It is not uncommon to pay a new grad less and give them a period of time to come up to parity because they are an untested entity, will often still be on the learning curve and less productive and efficient and a question mark. If you have proven yourself and are respected and now boarded and been there a few years, I think that it is more than reasonable for you expect and to say, I now expect to be paid comparably to other docs who are doing comparable work in this department. Inquiring from a trusted coworker over a beer what their compensation history was and is should be an obvious first step.

FWIW, In a previous job I was boarded but several of my colleagues were not-I got paid the same as them. They were not new grads.

 

[scudrunner]

We will never hire someone who is not BC'd unless right out of residency... if you are not BC'd within 2 yrs of residency we would likely show you the door.

That being said, we have no partnership (super fair) and if you are a new grad, you make the same as the guy whose been doing it for 30 yrs.... which easily means 150-200K+ in savings over traditional partnership tracks (80% first year, 90% second year). This is the best and most fair system IMO.

I have interviewed at groups that give you more income upfront for experience in PP.

Is there a buy-in of any sort in your group?

 

[sevoflurane]

Is there a buy-in of any sort in your group?

No. Zero buy in. That is our groups philosophy. We don't want to make any $$$ off of another junior partner. It also keeps people happy and bad feelings at bay, keeps junior partners interested in the practice inside and outside of the OR, attracts good candidates and most importantly I don't feel like a schmuck for benefiting from someone else's labor. It makes for a collegial atmosphere.

We do withold 10% every year to make sure partners meet common OR goals: Pacu normothermia, pacu glucose, onstart times, turnovers, bandage to out the door time, abx administration, etc, etc. It gets reimbursed at the end of the year based on your overall percentage in these parameters. Again, a fair system.

Since I've been here, I've received all of that back... so it's a non-issue for me.

You are not a voting partner for 1 year. That is the only difference.

 

[scudrunner]

No. Zero buy in. That is our groups philosophy. We don't want to make any $$$ off of another junior partner. It also keeps people happy and bad feelings at bay, keeps junior partners interested in the practice inside and outside of the OR, attracts good candidates and most importantly I don't feel like a schmuck for benefiting from someone else's labor. It makes for a collegial atmosphere.

We do withold 10% every year to make sure partners meet common OR goals: Pacu normothermia, pacu glucose, onstart times, turnovers, bandage to out the door time, abx administration, etc, etc. It gets reimbursed at the end of the year based on your overall percentage in these parameters. Again, a fair system.

Since I've been here, I've received all of that back... so it's a non-issue for me.

You are not a voting partner for 1 year. That is the only difference.

That's a sweet gig.