PracticeLink Magazine

WINTER 2015

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.

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winter 2015 PracticeLink.com 17 When you become a provider with MedStar Medical Group, you're part of a large, nat onally recognized healthcare organizat on. As a primary care provider or specialist, you'll have many opportunit es to grow, collaborate, be rewarded fi nancially and achieve your goals – and you'll have the autonomy to improve your pract ce every day. MedStar Health's pat ent-fi rst philosophy emphasizes service, quality and safety, combining compassionate care and clinical excellence. More than half a million pat ents entrust their care to MedStar Health each year. We currently have opportunit es available throughout Maryland, Washington, DC and Northern Virginia for: Primary Care Family Medicine Internal Medicine MedPeds Neurology Psychiatry Crit cal Care Hospitalist Nocturnist Emergency Medicine Endocrinology Oncology General Surgery Gastroenterology Pathology Urgent Care Ophthalmology Rheumatology Dermatology Nephrology Infect ous Disease Geriatrics Nurse Pract t oners Physician Assistants PA Hospitalist/Nocturnist You make the MedStar diff erence. To learn more, please visit us at www.medstarmedicalgroupcareers.com and click on Physician Careers or contact Pearce Ames at Elizabeth.p.ames@medstar.net weekend hours. Physicians obligated to provide uncompen- sated call coverage face additional impediments to spending quality with family or even time alone to decompress and relax. As professional component reimbursements trend downward (with rare exceptions), physicians are forced to dedicate more time and effort to their practice to sustain their incomes. For many physicians, practicing medicine is an all-encompassing endeavor. A key component of the traditional compen- sation model is paid time off, whereby a physi- cian has the assurance of sustained payroll disbursements during periods of vacation or approved absence, during which a physician can set aside unencumbered time to be with family and friends. Productivity model gaining traction Juxtaposed to the traditional compensation model is the productivity-based model. In this model, physicians typically are not guaran- teed any level of income, but are compensated based on the cash collections or work relative value units (wRVUs) generated from personally performed medical services. Accordingly, when physicians are not working, they are not generating reimbursements. And when not generating reimbursements, the physi- cians are not generating income. Accordingly, paid time off is not applicable to a production- based compensation model. This is not to say that a physician in a produc- tion-based model is never able to take time away from his or her practice. Similar to how a physi- cian in solo practice must balance time away from the practice with the need to earn a living, a physician in a productivity-based compen- sation model must balance time away against income. Though prudent physicians considering employment under either model would evalu- ate projected patient volume to estimate their income, this is particularly critical in a produc - tion model so as not to incur the financial harm of overestimating the need for the incoming physician's services. Continued

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