February 28, 2012
Benchmarking Survey: Extension to March 15
In order to allow for more people to participate in the 2012 ASPR In-House Physician Recruitment Benchmarking Survey, we are extending the survey to March 15! We know it takes time to pull your data together and complete the survey and we want to give you additional time to complete this important industry survey. Participate and get free access to the full final report, analyzable data and statistics (and a chance to win an iPad2!):
- Customizable reports are accessible online 24/7
- Compare your organization’s data to other participants nationally or regionally
- Trend your organization’s data over time
- Data is downloadable into a usable format
- Types of data in the report:
- Number of searches conducted per recruiter
- Percent of searches filled
- Successful sourcing methods
- Number of candidates, interviews, offers, acceptances
- Time required to fill searches
- Physician recruiter compensation and profile data
Don’t miss out on an opportunity to contribute to the industry’s only independent survey of in-house physician recruitment professionals. Greater participation rates provide increased usefulness and significance to the data for your individual organization and to the healthcare industry at large.
The 2012 ASPR In-House Physician Recruitment Benchmarking Survey has been extended through March 15th. Participate today at www.asprbenchmarking.com!
JASPR Feature: The Evolution of the Hospitalist
By Susan Maas, freelance writer, written for the Association of Staff Physician Recruiters
Twenty years ago, most people had never heard the term “hospitalist.” Today this organized, tech-savvy, skilled communicator and team player is sought after nationwide — and demand continues to build. According to the Society of Hospital Medicine, it’s the fastest growing physician specialty in history, with some 31,000 hospitalists nationwide.
“There’s no question that it’s proven itself as a specialty,” says Joan Wallent, director of specialty physician recruitment at IPC, a Los Angeles-based hospital medicine services provider. According to Wallent, “[the hospitalist] improves patient care dramatically. It’s going to continue to grow.”
ASPR Webinar Tomorrow: Invest in Your Future – Keep the Physicians You Recruit
Register today for this free webinar being held on February 29 at Noon CST.
Date: February 29, 2012
Time: 10:00 am PT / Noon CT / 1:00 pm ET
Presenters: Debbie Gleason, FASPR, Physician Development Administrator, The Nebraska Medical Center,
and Lee Meyer, Manager of Physician Recruitment & Credentialing, Dreyer Medical Clinic
Cost: Members/Free; Non-members/$99
1.5 hours CE credit
Details and Online Registration
“Physicians go where they are welcomed, remain where they are respected, and grow where they are nurtured.” - Bill Leaver, CEO and President of Iowa Health System.
If you agree with this statement, then you know that your organization needs an effective physician retention program. As physician recruitment professionals, we all know that retention is just as important, if not more important, than recruitment. This webinar will discuss how to identify “when trouble is brewing” with your physicians, why physicians leave, and what you can do to implement an effective physician retention program in your organization.
- Discover what physicians feel is important to feel recognized and valued.
- Understand how to gain buy-in from your physicians and administration for a physician retention program.
- Learn the steps required to implement a physician retention program in your organization.
ASPR Antitrust Policy: What You Need to Know
ASPR Antitrust Policy – What You Need to Know
ASPR has an Antitrust Policy (below) that all members should familiarize themselves with. The purpose of this policy is to ensure that our association and its members abide by federal antitrust laws. A recent article in the fall issue of JASPR covers the relevant issues as they relate to you and ASPR. Below are some excerpts from this article that are especially relevant to the discussion of physician compensation details on Chat. ASPR requests that our members not discuss provider compensation on the Chat listserv and recommends utilizing compensation surveys from trusted publishers as a source for reliable and legally defensible compensation data. Chat may be used to find out what surveys your colleagues recommend, but please do not share specific compensation data via Chat.
When two or more persons or companies who would be natural competitors in the market agree on a price, range of prices, discounts to offer, profit levels from items sold, or production levels, they are committing a per se antitrust violation. It is a per se violation regardless if it is the price they are agreeing to pay or the price they are agreeing to charge. Even agreeing on “boiler-plate” contractual items that affect the price indirectly can rise to the level of a violation. The prices/price cuts need not be identical to raise a suspicion of price-fixing.
The “rules” of a Listserve should prohibit messages about prices, pricing strategies, restrictions on advertising, maintaining the profitability of a profession or industry, terms or conditions of sale, minimizing discounts, gifts or promotions, salaries, profits, profit margins, cost data, market share, sales territories, customers or selection, rejection, or termination of customers or suppliers.
Apparently innocent listserve discussions asking about what or how others charge for particular services, or comments about the pricing and business practices of others could be construed as a conversation intended to encourage a conspiracy (agreement) to fix prices, encourage a boycott or otherwise illegally restrict trade.
Please familiarize yourself and abide by the ASPR Anti-Trust Policy below.
ASPR Antitrust Policy
To ensure awareness with federal antitrust laws and minimize the possibility of antitrust problems for our Association, the following guidelines should be followed at all times that the Association gathers; including meetings of the Board of Directors and committees, meetings of the members of the Association, web-chats or other electronic forums, as well as all association-sponsored conventions, trade shows, training seminars, conferences, and task force and working group sessions.
- discuss your prices or competitors’ prices with a competitor (except when buying from or selling to that competitor) or anything might affect prices such as costs, discounts, terms of sale, or profit margins.
- agree with competitors to uniform terms of sale, warranties, or contract provisions.
- agree with competitors to allocate, divide or otherwise distinguish customers or territories.
- act jointly with one or more competitors to put another competitor at a disadvantage or adversely affect that competitor’s marketplace.
- try to prevent your supplier from selling to your competitor.
- discuss your future pricing, marketing, or policy plans with competitors.
- discuss your customers with your competitors.
- make statements about your future plans regarding pricing, expansion, or other policies with competitive overtones. Do not participate in discussions where other members do.
- propose or agree to any standardization, which will injure your competitor.
- alert association staff and legal counsel to anything improper.
- send copies to an association staff member of any communications or documents sent, received, or developed by you when acting of the association.
- alert every employee in your company who deals with the association to these guidelines.
- be alert to antitrust issues. If you feel an activity might be improper, ask for guidance from association staff or legal counsel in advance.
Question of the Week: When making the decision on when to use an outside recruitment firm for assistance, who makes the decision at your organization?
- Physician Recruiter/Physician Recruitment Department level
- Department Chair/Hiring physician level
- Vice President/CEO level
- Not applicable – we never use outside recruitment assistance
Thank you to all of you who participated in last week’s “Question of the Week.” There were 52 respondents and the results of the survey were:
How long does a physician position need to be vacant before your organization decides to utilize locum tenens?
A year or more
It depends on the specialty
We never utilize locum tenens, regardless of how long the position is open
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