May 27, 2014
Board of Directors Election Opens Today
The ASPR Board of Directors election is now open. This year we will elect the Secretary, the Vice President – Engagement and the Vice President – Governance. Listed below are the candidates who are running for these open positions. Please click on the name to view the Candidate Biography:
Donna Ecclestone, FASPR
Vice President - Engagement:
Vice President - Governance:
Online voting via the ASPR website will occur between May 27 and June 10, 2014. Ballots will be tabulated by the ASPR staff under the supervision of the Board. The results will be announced soon after by Debbie Gleason, ASPR President, on behalf of the Board of Directors.
All ballots must be cast online by 5 p.m. CST June 10. Cast your vote today!
Cast your vote
Please note: Your personal information is collected on this form to ensure that only one vote is cast per person. Your vote is confidential.
JASPR Featured Article: Mini-fellowships: Physicians Re-enter Medical Practice
By Kim Dianich, CMSR PHR, Senior Physician Recruiter, PeaceHealth Medical Group, Vancouver, WA
In the many CVs that come across your desk each week, you may have noticed an increase in the number of candidates who have completed a re-entry or mini fellowship program in hopes of returning to practice. As the physician candidate pool continues to tighten, especially in primary care, you may wish to keep an open mind when considering these candidates. Educating your organization’s leaders about these candidates and the programs they complete may help you tap into a hidden source of candidates.
The American Medical Association (AMA) defines physician re-entry as, “a return to clinical practice in the discipline in which one has been trained or certified following an extended period of clinical inactivity not resulting from discipline or impairment.” There are a number of reasons physicians may leave practice, including:
- Raising children.
- Taking care of elderly parents or ill family members.
- Wanting to develop their skills or to improve their competencies in a specific area of medicine.
- Focusing their career on a different area of medicine (research, informatics, pharmacology).
Re-entry programs provide these physicians with training that allows them to resume a clinical practice. Unfortunately, there is a stigma associated with re-entry programs which often causes recruiters and organizations to pass over these candidates. Fortunately, there are a handful of reputable, accredited re-entry programs in the United States, including:
- The Center for Personalized Education for Physicians (CPEP) Clinical Practice Re-entry Program – Denver, Colo.
- Drexel Medicine Physician Refresher/Re-Entry Course – Philadelphia, Pa.
- LifeGuard® – Harrisburg, Pa.
- Physician Assessment and Clinical Education Program (PACE) – San Diego, Calif.
- Texas A & M Health Science Center KSTAR Program – Fort Worth, Texas
This is list is not inclusive of all programs in the US – if you know of another qualified program do let me know.
Physicians have multiple options to consider as they try to find their way back into clinical practice. One such option, LifeGuard, conceptualized by the Pennsylvania Medical Society, works with physicians who are seeking reinstatement of their license, no matter the reason. Each physician is thoroughly assessed and a remediation program is tailored specifically for them to allow them to obtain licensure again. “The program is fairly new with only three years’ history, however each physician’s program is customized to meet each physician’s unique needs,” says LifeGuard administrator, David A. Hess. LifeGuard cannot guarantee physicians will get their licenses back, but it provides the physician with tools that assess clinical skills and medical knowledge highlighting areas of clinical skills deficits; offers remediation educational plans which are customized to target the recognized areas of deficiency; and facilitates preceptorships with practicing physicians who provide hands-on practice experiences as the LifeGuard participants step back into the practice of Medicine.
The AMA has a webpage dedicated specifically to physician re-entry programs and includes information related to regulations pertaining to individual state medical boards. Currently 60 percent of the state medical boards have regulations about licensing physicians who have been out of practice; many more are in the process of developing plans.
How does a re-entry program work?
Legitimate processes, recognized by state medical boards, are put into place. A program (independent of the state board, hospital or medical group) assesses the physician’s current skills by utilizing various assessment tools. LifeGuard typically administers the Post Licensure Assessment System’s (PLAS) practice-based exams (created by the National Board of Medical Examiners [NBME] and Federation of State Medical Boards [FSMB]); performs a neurocognitive assessment; conducts a mentor interview; and, based on the specific physician needs, utilizes a number of other assessment tools in order to provide a complete profile of the physician’s clinical skills. These additional assessment tools may include standardized patients, simulation laboratories, and peer review to name a few. The program then facilitates a preceptor experience for the physician. The physician works with the preceptor for a specified period of time based on the number of years that the physician has been out of practice. The program then verifies that the physician has completed all necessary work and ensures that the mentor is confident that the physician is ready to resume practicing medicine through an intensive evaluation process.
Physicians who go through these re-entry programs are dedicated to making sure that their skills are up-to-date in order to provide the best patient care possible. In addition to the time commitment required to complete a program, the cost may be substantial. The initial assessment with a program like LifeGuard can cost between $8,500 and $10,000. There are also costs from lost wages if the physician was working in another profession or must incur child care expenses to participate in the program. The new employer or recruiter may be confident in the clinical competency assessment and remediation plan a physician receives in a re-entry program and know that a re-entry program graduate has the skills necessary to practice medicine.
Some organizations understand the wealth of knowledge physicians re-entering practice can bring to their patients. For example, Marci Jackson, Physician Recruitment Manager at Marshfield Clinic in Marshfield, WI, says that her organization has a strong plan for physicians with this type of background and welcomes them in with a repayment program, should they work a certain number of years with the clinic.
What is the re-entry experience like for physicians?
A prime example of a recruit that could have been lost due to the large gap in her CV is Pamela Yanoviak, M.D. - an Internist with Evangelical Community Hospital in Lewisburg, Pa. Dr. Yanoviak had been away from medicine for 12 years raising children and caring for her elderly parents. In her time off, she explored other careers in education and obtained a master’s degree in school psychology, all while maintaining her required CMEs for medical licensure. Her new career in psychology allowed her a stronger work/life balance, but did not satisfy her calling to medicine.
After years out of practice, Dr. Yanoviak began to have dreams about practicing medicine again…in Philadelphia. When she discovered the Drexel Refresher/Re-Entry course while conducting an online search, the dream became reality. Her mentor, Dr. Nielufar Varjavand became instrumental as a structured plan was formulated specifically for Dr. Yanoviak—that included academic medicine, research, lectures, grand rounds and clinical rotations. She valued the personal contact with Dr. Varjavand who provided constant encouragement. Meanwhile, Dr. Yanoviak contacted the Pennsylvania Medical Society who recommended that she enter the LifeGuard program. LifeGuard assigned a physician-led assessment to guarantee that Dr. Yanoviak met current standards of medical care. They oversaw online clinical simulation and case review tests, and completed a neurocognitive evaluation of her. LifeGuard recommended a 2-month preceptorship for Dr. Yanoviak alongside a currently practicing Internist, David Zelechoski, M.D. with Evangelical Community Hospital’s medical group; Andrew Gibbons, Evangelical Community Hospital’s Physician Recruiter assisted in coordination. The LifeGuard team assisted Dr. Yanoviak in obtaining a stipulated medical license to do the preceptorship. The entire process was confidential, allowing Dr. Yanoviak to work alongside her peers without them having knowledge of her situation.
Components of both the Drexel Refresher/Re-Entry Course and LifeGuard programs created a solid foundation for Dr. Yanoviak to return to medicine. She successfully passed through the re-entry program in 2011 and obtained an unrestricted medical license. With the assistance of Dennis Burns, AASPR, Manager, Physician Recruitment at Evangelical Community Hospital, she secured a permanent position with Evangelical’s medical group. Dr. Yanoviak is very grateful for the opportunity to re-enter medicine and serve patients in her community.
There are many more cases of physicians successfully re-entering the field of clinical medicine after completing a re-entry program. The stigma associated with these programs still exists to a degree, but with education organizations may soon see this as a viable candidate pool. Physician recruiters who wish to dip into this pool will need buy-in from their hiring leaders and C-suite. Having a firm understanding of the process and what these physicians go through to prepare to re-enter the field may help you build your case. You may not be successful in recruiting re-entry program physicians for all specialties; however, as the number of available physicians shrinks, advocacy for hiring physicians who have successfully completed an accredited re-entry program could be an answer to an everyday recruitment challenge.
AMA Physician Re-Entry Education
AMA Physician Re-Entry Regulations
Drexel University Physician Refresher Course
The Federation of State Medical Boards (FSMB)
Conference Registration: Selecting Your Breakout Sessions
Conference registration is open and the registration form is a bit different from past years due to the website transition. We have heard from a few members that it isn’t clear how to register for breakout sessions.
In order to eliminate any confusion, here are step by step instructions:
- Go to the registration page. (From the main navigation, select Annual Conference > 2014 Conference Details > Register.)
- Click on Register under the Registration Information section. (Note: You will need to be logged in to complete your registration.)
- On the registration form, select your conference option by clicking on one of the radio buttons.
- Add any guest information if you choose.
- Register for your individual sessions. In order to do so, click on the drop down arrow next to the day of the conference.
- Once you click on the dropdown arrow, you will see a list of all sessions occurring on that day. You may then select any/all sessions you plan to attend for the day.
- After you’ve selected all of your sessions, fill in the personal information on the form.
- Once your information has been added, click on Save & Finalize Registration to complete your conference registration.
If you have any issues completing the form or have additional questions, you may contact the ASPR Office by email at firstname.lastname@example.org or phone at 1-800-830-ASPR (2777).
Last Week to Participate in the Recruitment Process Survey
This is the last week to participate in the 2014 ASPR In-House Physician Recruitment Process Survey.
If you’ve ever had questions about the reporting structure of in-house recruitment departments, how organizations handle candidate screening and contracting processes, or if others are responsible for onboarding and retention, then this is the survey for you. This exciting new survey will answer these questions and more about the day-to-day operations of an in-house recruitment department. The questions asked will not require you to gather any data in order to participate – they are all about what you do on a daily basis.
You do not have to be an ASPR member to participate, so feel free to share the survey link with other non-member, in-house physician recruiters. (Note: Employees of recruitment firms are not eligible to participate.)
The survey is brief and should only take you about 5 minutes to complete. Don’t miss out – the survey is only open through May 31.
Click to complete the survey!
Results of the survey will be published on our website this summer and as always the more participation, the more valuable the data.
Webinar Tomorrow: Pay for Performance – Impact on Hiring for Quality
Date: May 28, 2014
Time: 10 a.m. PT / Noon CT / 1 p.m. ET
Presenters: Greg Schoen, M.D. (Family Medicine); Chair, Physician Compensation for Fairview Health Services; Lynne Peterson, Director, Physician Recruitment-Fairview Health Services
You’ve probably been hearing a lot lately about pay for performance and the importance of quality with respect to reimbursement. Perhaps your organization is considering or in the process of implementing a compensation model based on pay for performance. What metrics are used in pay for performance models? How does quality play into compensation?
With quality being highly emphasized, it has become imperative that physician recruitment departments incorporate new processes to address this priority. How do you recruit for quality? How do you assess candidates differently during the interview to ensure that you will hire physicians that will be focused on quality? This session will discuss various physician compensation models with particular focus on pay for performance. Presenters will also discuss tips on how to interview and recruit physicians that will focus on quality resulting in improved clinical care and overall organization performance.