PracticeLink Magazine

FALL 2018

The career development quarterly for physicians of all specialties, PracticeLink Magazine provides readers with feature articles, compensation stats, helpful job search tips—as well as recruitment ads from organizations across the U.S.

Issue link: https://magazine.practicelink.com/i/1018445

Contents of this Issue

Navigation

Page 67 of 91

68 F A ll 2018 Practice l ink.com features Castle worked with an in-house recruiter to land his current position as an outpatient family medicine physician for a branch of Midland Health in Texas. He says the experience was terrific but adds that not everything is negotiable. "There are sometimes where things are not able to be changed due to legal reasons or possibly hospital and/or company policy," he says. O f c o u r s e , w h a t 's u p fo r negotiation varies among hospitals and health care systems. At Columbus Regional Health in Columbus, Indiana, physician recruiter Kaelee Van Camp says term length and compensation are both negotiable. Term lengths start at five years, but the health system will consider terms as short as three years. N icol a F r u gé , a physic i a n recruiter at Rush Health Systems in Mississippi, says Rush considers requests to adjust base salary, fixed co mpensation, RV u , encounter rate, sign-on bonus and loan repayment terms. However, Frugé says Rush will not negotiate vacation days, sta nda rd benef its, relocation reimbursement, contract lengths, t h e n o n - c o m p e t e c l a u s e o r termination rules. "For contracts, most physicians have used an attorney to review their contract, so we have received minor changes to the wording. Generally, we do not change much w ith ou r contracts. T hey a re standard," says Frugé. Cheri Spencer, physician recruiter for West Tennessee Healthcare, says her organization doesn't negotiate on the medical education loan repayment program or relocation allowance. "We would be open to negotiate the transition bonus or salary if the physician can make a strong case for a higher amount. Our goal is to reach a fair agreement where both parties feel satisfied with the results," says Spencer. If an employer isn't willing to explore the clauses most important to you during a negotiation, it may be a sign that the position isn't a good fit. The opposite can also be true: If an offer looks too good to be true, it probably is. "Beware of a salary that is much higher than "I called at least 30 hospitals and recruiters just inquiring about the need, compensation and getting a real feel for what my market was," says a dam p arker, m .D. See this issue's physicians in exclusive video interviews at Facebook.com/PracticeLink. PHOTO BY Andrew Welch

Articles in this issue

Links on this page

Archives of this issue

view archives of PracticeLink Magazine - FALL 2018