Get Your Data Ready – Benchmarking Survey Opens in January!
It’s that wonderful time of year again! Visions of sugar plums dance in our heads, chestnuts are roasting on an open fire and ASPR is gearing up for the 2014 ASPR In-House Physician Recruitment Benchmarking Survey. You’d like to participate in the survey this year but you haven’t been compiling your data and you aren’t sure what questions are asked. Don’t fret – it’s easy to get organized and be ready to input your data when the survey opens in January.
You will need to provide the following information for the annual survey:
- Contact: Contact information for the person completing the survey and the person who will receive the final report.
- Demographics: Basic information about your organization, your department, and your work as a whole.
- Recruiter Profile: Information regarding title, education, experience, certifications, etc. on each member of the recruitment department including non-recruiters.
- Recruitment Compensation: Information regarding compensation (base and bonus) for each member of the department.
Note: Many organizations have an HR representative complete this section.
- Expenses: Information in this section is intended to capture all costs associated with development or management of an organization’s in-house recruitment department. Because of this, you should include expenses charged back to internal departments, but exclude fees charged to practices not owned by the reporting organization. It is designed to allow entry directly from the annual budget.
- Searches: Information specific to each search you worked on during the year, such as specialty, population, number of applicants, the current status of the search, etc.
Tip: This section generally tends to be the most time-consuming. It is recommended that you gather your search information prior to starting the survey. However, you can save and re-enter at any point, if needed.
The 2014 ASPR In-House Physician Recruitment Benchmarking Survey will open in January 2014. Remember that if you participate in the survey you will receive the final report, organizational benchmarking report and access to the searchable data for FREE!
Congratulations to New ASPR Fellows
Congratulations to the following ASPR members for recently becoming certified as Fellows of ASPR (FASPRs)!
- Jamie Groy, Colorado Rural Health Center, Aurora, CO
- Laurel Kane, The Everett Clinic, Everett, WA
- Carey Osborne, Mednax National Medical Group, Sunrise, FL
As a certified Fellow of ASPR (FASPR), you demonstrate to peers, employers, and physicians your commitment to continuing education and excellence in the discipline of physician recruitment.
Are you interested in becoming certified as a FASPR? ASPR’s Fellowship Program is the most comprehensive, authoritative resource for individuals seeking to develop and test their skills and knowledge within a broad spectrum of topics including physician/provider recruitment, onboarding and retention, human resources and relevant legal issues.
Whether you are new to in-house physician recruitment or a seasoned veteran, there’s tremendous value in attaining Fellowship certification. We’ll provide an in-depth view of recruiting basics such as sourcing, screening and interviewing, as well as delve deeply into more advanced topics such as interpreting benchmarking metrics and understanding/ implementing medical staff development plans. This cost effective and affordable program provides invaluable firsthand information taught by experienced experts and provides you with resources, best practices, and cutting edge training specific to in-house physician recruitment professionals.
Membership Change Effective January 1, 2014
One thing we can count on in the healthcare industry is change. Healthcare reform. Changes in reimbursements. New technologies to help us do our jobs. Keeping up with change presents challenges and sometimes, decisions made based on current information need to be re-evaluated because it turns out that they may not have been the best choices.
In consideration of evolving employment models for in-house physician recruiters, ASPR has taken time to re-evaluate the decision made in 2011 to re-categorize members into three distinct categories. Through this review, we realized that some of the newer in-house recruitment models operate in much the same way as the more traditional model and that we are missing opportunities to learn and grow from one another by segmenting membership into multiple categories.
We believe it is imperative that we embrace the changes in our industry, be more inclusive, and continue to evolve and grow. To this end, the ASPR Board of Directors voted to combine the Affiliate and Allied categories with the Individual category, effective January 1, 2014. This change will allow current Affiliate and Allied members complete access to all ASPR benefits, including participation in chat as well as the ability to hold leadership roles.
If you recall, when the decision was made in 2011, it required a membership vote because it resulted in a loss of some membership benefits for some members. This recent decision made by the Board did not require a membership vote since it was not a change that reduced membership benefits, in fact it returned them to the Affiliate and Allied members.
ASPR looks forward to a more inclusive membership and the sharing of valuable knowledge and experience that all of our members are able to contribute to our industry.
If you have questions about this change contact ASPR Executive Director, Jennifer Metivier, FASPR.
JASPR Article: Physician Recruitment and retention: Factors affecting expectations and reality
By Alan Rosenstein, M.D., MBA, Physician Wellness Services, Minneapolis, MN
Physicians are a precious resource. Some estimates project that by the year 2015 there will be a shortage of 75,000 physicians. There are many factors contributing to this shortage: increased healthcare needs of an aging population; manpower needs related to increased access from new health insurance exchanges; restructured health plan offerings; and external factors causing physicians to leave the profession prematurely. The ongoing physician shortage means organizations must not only recruit physicians, but also develop strategies to retain them. Successful retention strategies incorporate onboarding, physician support, training and education.
|Webinar: What’s in Your Sourcing Toolbox?
|Webinar: Screening Candidates and the Law
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