What does "mommy track" pay?

Started by kidthor
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kidthor

kidthor

meep
Verified Member
20+ Year Member
Hi all - I'm just curious...

What does mommy track anesthesia pay these days?

But that I mean work hours of 7-3 with about 8 weeks of vacation and no call, no holiday work, no weekends, and no overtime? Or would you define it otherwise?
 
kidthor said:
Hi all - I'm just curious...

What does mommy track anesthesia pay these days?

But that I mean work hours of 7-3 with about 8 weeks of vacation and no call, no holiday work, no weekends, and no overtime? Or would you define it otherwise?
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Around 250 or less in my neck of woods. And make that 5-6 weeks of vacation, with a side of "we may not relieve you on time always" and "we may need you to stay late occasionally".
 
kidthor said:
Hi all - I'm just curious...

What does mommy track anesthesia pay these days?

But that I mean work hours of 7-3 with about 8 weeks of vacation and no call, no holiday work, no weekends, and no overtime? Or would you define it otherwise?
Click to expand...

$150/hr at my shop. 8hr guarantee and you pick your days.
 
Location. Case mix. Can you play all the bases or only some of them including supervise 4 rooms efficiently or drop in a room ? Location. How much of a guarantee? Willing to be called off if light schedule that day? Location.
 
BLADEMDA said:
That is the correct pay range: $250-$300K for a mommy track job. If you want the higher range most of the time that will require an additional skill set or supervision of 3-4 rooms.
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my sister in all MD group up north.$260k for day time. But it’s 7-5pm 5 days a week. 5 weeks paid vacation. Crazy. I wouldn’t work 10 hours a day 5 days week for 260k no post call day off.

she was asking how much crna wants these days. I said (4) 10 hours $180k plus 6 weeks paid vacation. Plus breaks. And lunch breaks.

lol. She said her group see no savings in crna than. The full time docs taking call so pull in 400-500k though. The one who works the most make 700k. But that’s working close to 70 hours and 2 weekends a month.
 
aneftp said:
my sister in all MD group up north.$260k for day time. But it’s 7-5pm 5 days a week. 5 weeks paid vacation. Crazy. I wouldn’t work 10 hours a day 5 days week for 260k no post call day off.

she was asking how much crna wants these days. I said (4) 10 hours $180k plus 6 weeks paid vacation. Plus breaks. And lunch breaks.

lol. She said her group see no savings in crna than. The full time docs taking call so pull in 400-500k though. The one who works the most make 700k. But that’s working close to 70 hours and 2 weekends a month.
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So 50hrs mommy track is 260k and 70hrs full time is 700k? That is crazy.

In my practice, 50hrs is solidly full time. Maybe even above average for full time.
 
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PieOHmy said:
I know CRNAS who make this
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I don’t doubt it. But, $150/hr M-F 7-3 with 6 weeks off = $276K which is in line with what everyone else is quoting for mommy-track work. Keep in mind, my shop is MD only in a very desirable locale, and our rate is over 20% better than you’ll get down the street as a per diem at Kaiser.

You wanna take call, and you will do significantly better.
 
Mman said:
I think 250K is probably in the neighborhood for many places
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This is horrible. I know people working in surgical center in Jersey with 45-50hr pulling in 400k + w2

150/hr? 8 hrs 1200. You can probably make 40-50units. So the unit value is less than 30

And your guys were talking about encouraging female docs to have more babies.....


Sent from my iPhone using Tapatalk
 
SaltyDog said:
I don’t doubt it. But, $150/hr M-F 7-3 with 6 weeks off = $276K which is in line with what everyone else is quoting for mommy-track work. Keep in mind, my shop is MD only in a very desirable locale, and our rate is over 20% better than you’ll get down the street as a per diem at Kaiser.

You wanna take call, and you will do significantly better.
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how much better?
 
narcotics999 said:
0. Kaiser pays 150


Sent from my iPhone using Tapatalk
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Which Kaiser is paying 150 for per diems? Our local Kaiser was at $120 unless they recently increased it (I hope they did increase it because 120 was criminally low).
 
narcotics999 said:
This is horrible. I know people working in surgical center in Jersey with 45-50hr pulling in 400k + w2

150/hr? 8 hrs 1200. You can probably make 40-50units. So the unit value is less than 30

And your guys were talking about encouraging female docs to have more babies.....


Sent from my iPhone using Tapatalk
Click to expand...

How is the staffing model at that surgery center? 4:1 Care team? Maybe more? Comparing that job to an MD only group across the country is an Apples to Oranges comparison

Also, Do you really expect the employer to pay the locums all the revenue that they generate?
 
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The mommy track people in my group range.
A good base approximation would be 4 days a week, MD only, 7-3, OT if over (rare), 4 weeks PTO is about 220k plus benefits.
 
aneftp said:
Better off trying to find Va job which is essentially 7-3pm most days plus same vacation. And limited calls usually beeper. Which’s pays high 200s , low 300s plus federal worker benefits.
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Probably true. We specifically don’t hire non-partnership “Mommy track” folks, we view such a schedule as “retirement track” where you are a 0.5-0.7 FTE and are still assigned call (but is very easy to sell). We work at 3 very busy hospitals and it would probably start some anger/resentment having to relieve a new doc every day at 3 PM - at least that’s the reasoning being floated. Maybe once the old generation retires we might consider it, who knows.
 
Better approach is become a partner in a group that only covers outpatient centers. Some of these folks do VERY well with no nights/weekends and plenty of vacation.

Or if you are ok with this ethically, put your time in taking call in a group that allows selling call, then start unloading your call once partner.

BTW $260k for 50 hours, 5 weeks off, is about $110/hr.
 
AdmiralChz said:
Are you assuming neither wants benefits? Otherwise that’s a big negative for the group.
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In certain groups (and AMC’s) you can get benefits based on time worked per month or % FTE. So you may have to pay 50% of bennies. This is an attractive setup as your nest egg nears completion but you want to do anesthesia because you like it.

In my current group, we have a significant majority that is part time from 50-90% FTE.
 
sethco said:
How is the staffing model at that surgery center? 4:1 Care team? Maybe more? Comparing that job to an MD only group across the country is an Apples to Oranges comparison

Also, Do you really expect the employer to pay the locums all the revenue that they generate?
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sethco said:
How is the staffing model at that surgery center? 4:1 Care team? Maybe more? Comparing that job to an MD only group across the country is an Apples to Oranges comparison

Also, Do you really expect the employer to pay the locums all the revenue that they generate?
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400k vs 260!! I’ll sign those CRNA charts....
 
sevoflurane said:
Even better, split a position with someone who wants to go 1/2 time.
Every other week off.
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This is my plan . . . eventually. In our system it would be easier to schedule 1 month on, 1 month off, which I think I like better anyways.

AdmiralChz said:
Are you assuming neither wants benefits? Otherwise that’s a big negative for the group.
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For us, you still get benefits as long as you work above .55 FTE. With 2 people splitting one position, neither would request additional vacation so the position (as a whole) would equate to over 1 FTE, and both could maintain bennies.
 
narcotics999 said:
This is horrible. I know people working in surgical center in Jersey with 45-50hr pulling in 400k + w2

150/hr? 8 hrs 1200. You can probably make 40-50units. So the unit value is less than 30

And your guys were talking about encouraging female docs to have more babies.....


Sent from my iPhone using Tapatalk
Click to expand...
Are you sure? That must be a partner covering 3-4 rooms and blocks, unless I am mistaken.
 
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He’s right. We are mostly accustomed to a hospital based model but some groups have just an outpatient contract or contracts, cover 3-4 rooms per doc, lots of private insurance. High efficiency. Make $$$$
 
caligas said:
He’s right. We are mostly accustomed to a hospital based model but some groups have just an outpatient contract or contracts, cover 3-4 rooms per doc, lots of private insurance. High efficiency. Make $$$$
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Yes, but not as an employee. As an employee, you can't touch that kind of a job, unless you work your butt off. Well-paid and/or cushy ASC jobs are usually reserved for older partners. If an employee is making 400K working in an ASC in Jersey, that's not really a "mommy-track" job; that's probably a killer.
 
FFP said:
Are you sure? That must be a partner covering 3-4 rooms and blocks, unless I am mistaken.
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yes, my former coworker got it.

I don't know if it was crna supervision or not. ASC usually ASA1-2 patients, procedure not complicated. Supervision is not as demanding as in hospital.

Think another way: NAPA may pay you 400K for a full-time job with supervisions and tons of calls. This type of ASC job is more desirable.
 
nimbus said:
If it’s true PP, everyone pays for their own benefits out of their collections anyway.
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You mean RVU-based reimbursement, right? We are W2 salaries equal democratic, and a true PP but comparing production isn’t what we do. Benefits are paid pre-tax prior to payroll like any W2 job.

I still don’t see this 50% split setup. You can’t give someone 50% health insurance, or 50% malpractice. Our group provides those. Only disbursements would be 50% but if you aren’t taking call and helping take the load I can’t see us agreeing to it.

There are many different types of PP out there. RVU-based is more common out west and W2 salaried with bonuses is more common to the east for PP.
 
AdmiralChz said:
You mean RVU-based reimbursement, right? We are W2 salaries equal democratic, and a true PP but comparing production isn’t what we do. Benefits are paid pre-tax prior to payroll like any W2 job.

I still don’t see this 50% split setup. You can’t give someone 50% health insurance, or 50% malpractice. Our group provides those. Only disbursements would be 50% but if you aren’t taking call and helping take the load I can’t see us agreeing to it.

There are many different types of PP out there. RVU-based is more common out west and W2 salaried with bonuses is more common to the east for PP.
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Yes I mean RVU production based compensation. We have lots of part timers. They all pay for their own benefits...payroll tax, malpractice, health insurance, CME, pension and 401k....out of their own share of collections. Our W2 is what is left over after all of that. It’s the same for everyone, full time or part time.
 
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AdmiralChz said:
You mean RVU-based reimbursement, right? We are W2 salaries equal democratic, and a true PP but comparing production isn’t what we do. Benefits are paid pre-tax prior to payroll like any W2 job.

I still don’t see this 50% split setup. You can’t give someone 50% health insurance, or 50% malpractice. Our group provides those. Only disbursements would be 50% but if you aren’t taking call and helping take the load I can’t see us agreeing to it.

There are many different types of PP out there. RVU-based is more common out west and W2 salaried with bonuses is more common to the east for PP.
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But even in your set-up, the 1/2 timers would be generating enough revenue to cover their benefits and then some. Their actual w-2 income is just cut in 1/2.
 
SaltyDog said:
But even in your set-up, the 1/2 timers would be generating enough revenue to cover their benefits and then some. Their actual w-2 income is just cut in 1/2.
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Yes I agree, but I suppose the point I’m trying to make (in an admittedly not great way) is that 2 x 0.5 FTE does not equal 1 FTE in terms of total cost to the group. At least the way we are set up. That’s kind of where I was trying to go with my logic, when Sevo suggested finding another person to be 0.5 FTE to cover an opening.
 
AdmiralChz said:
Yes I agree, but I suppose the point I’m trying to make (in an admittedly not great way) is that 2 x 0.5 FTE does not equal 1 FTE in terms of total cost to the group. At least the way we are set up. That’s kind of where I was trying to go with my logic, when Sevo suggested finding another person to be 0.5 FTE to cover an opening.
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We do not have anyone working 1/2 time, but if we did and they wanted benefits we would add benefits to salary for a fulltime person and cut that value in half for 0.5 FTE and then subtract the full value of the benefits. In essence you get far less than 1/2 salary if you are still collecting full benefits.
 
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