August 19, 2014
2014 ASPR In-House Physician Recruitment Benchmarking Report Now Available
The 2014 Benchmarking Report is here! On behalf of the ASPR Benchmarking Committee and Board of Directors, we are pleased to present the 2014 ASPR In-House Physician Recruitment Benchmarking Report. In addition to the downloadable report of the survey findings, several online tools are available including:
- User-generated custom reports based on your specific parameters
- Snapshots of key industry indicators
- A compensation calculator to predict compensation
- Comparisons of your organization’s data to national, regional and population specific data
All survey participants receive free access to the downloadable report, your Organizational Benchmarking Report, and all online resources. The report and resources are also available for purchase by non-participants. Discounts are available when purchasing the 2014 report in conjunction with reports from previous years.
Use the report and online tools to analyze the nearly 5,000 physician and advanced practice provider searches conducted in 2013 by 145 healthcare organizations across the country. The data will allow you to easily see how your organization compares to others and will give you in-depth knowledge to be an expert resource on physician recruitment to your administration.
Access the Executive Summary, Final Report and Searchable Results!
Board of Directors Governance Announcement
To ensure ASPR continues to be the leading organization for in-house physician recruitment professionals, the ASPR Board of Directors periodically evaluates its governance structure, bylaws, and policies and procedures. These evaluations are done to guarantee alignment with the strategic objectives of the organization while allowing ASPR to maximize resources for continued growth.
Over the past several months, the Board has spent a great deal of time reviewing the nomination and election process for the Board of Director roles in light of the new governance structure that was rolled out in early 2013. This structure eliminated the “member-at-large” role and created functional roles, which require specific skillsets and experience for each Board position. The Board recently ascertained that the current election process is no longer effective for the new governance structure based on these specific candidate requirements. In order to fill the Board positions with the most qualified candidates, the election process will be modified as follows:
- Nomination process: Nominees for Board of Director positions may come from member nominations, self-nominations, or may be made by the Board of Directors or the Nominating Committee.
- Vetting process: All nominees will be vetted by the Nominating Committee to determine if they meet eligibility criteria and to determine which candidates possess the skillsets best suited for the open positions. The Nominating Committee will be comprised of one member of the board, ASPR’s Executive Director, and others from general ASPR membership.
- Presentation to membership: The Nominating Committee will present a single candidate for each open position to the Board for approval. Once Board approval is obtained, the candidate will be presented to the membership for approval.
- Approval of slate: Membership will approve each candidate individually by majority vote.
The Board also made a change to the Bylaws modifying the percentage of members needed to constitute a quorum from 20 percent to10 percent of membership.
The Board believes these changes to the nomination and election process, along with the quorum requirement, will allow ASPR to have the most qualified individuals leading the organization.
In addition to modifying the nomination and election process, the Board updated the ASPR Code of Conduct. The new Code of Conduct is representative of the collegial environment ASPR wishes to foster amongst its members. It serves as a reminder of the behavior all members should strive for in dealings with other members, colleagues and candidates. It also ensures members will continue to meet the high standards set by ASPR as the leading organization for in-house physician recruitment professionals. All ASPR members agree to adhere to the Code of Conduct when joining ASPR or renewing membership and therefore, should be familiar with its content. The new Code of Conduct is available on the ASPR website.
Changes to the nomination and election process and the ASPR Code of Conduct are effective as of July 21, 2014.
Webinar Tomorrow: Stress Less! Know How!
Don’t stress out! There is still time to register for tomorrow’s webinar: Stress Less! Know How!
Date: August 20, 2014
Time: 10 a.m. PT / Noon CT / 1 p.m. ET
Presenter: Iris Grimm, The Balanced Physician
Stress, tight deadlines, other people’s expectations and challenging requests are just part of your daily job as a physician recruiter where you have little control over outcomes. But what you have control over is who you are being and how you respond to the circumstances; that is always your choice.
This webinar is designed to provide you with practical solutions that you can immediately apply to reduce your stress, increase your job satisfaction, and get more done.
During this webinar, you will learn and discuss:
- The 3 main stress categories and the 3 simple responses you have no matter what life and work throws at you.
- Concrete solutions on how to control the following stressors:
- Being asked to take on more responsibility or work.
- Frustrations with key stakeholders not doing their part during the recruitment process.
- How to leave stress at home while enjoying vacations and weekends.
- The importance of stress relief.
- The most underutilized skill that solves every stressful situation.
JASPR Feature: How to Build Lasting Relationships with Outside Recruitment Firms
By Bruce Guyant, Regional Director of Physician Recruiting, LifePoint Hospitals
Most of us have, at one time or another, used outside recruitment firms to assist with a hard-to-fill search. Using recruitment firms is an important tool in the proverbial recruitment tool box for sourcing prospective candidates. How you initiate your relationships with recruitment firms, however, can make a big difference in the long term success of the collaboration. It is critical to set expectations early and ensure that you and the recruitment firm are compatible, both stylistically and philosophically.
Prior to my current role as an in-house physician recruiter, I worked for a recruitment firm. During that time, I encountered a few challenges with some of the clients I supported. The challenges included inconsistency, lack of communication, lack of critical and timely information, and poor or little follow up. When I began working with clients, I needed to know exactly what it was they were looking for in order to help them fill a position. Sometimes I was fortunate enough to get basic information; however, when it came to getting a clear job description and information about their requirements, I was often left in the dark. Many clients were hesitant to share concrete information. When I inquired about processes - who was going to do what, how I could best support them, when to check in, and what to tell candidates - many had no idea what to tell me.
It became apparent that I needed a clearly delineated, comprehensive “vendor guide.” I wanted to know what the expectations of me were. I needed more information to know what to do, who to go to, how to start, the process of becoming an approved vendor with the client, and so forth. I set out to create a document that both I, and the in-house physician recruiters I worked with, could use together.
Now that I’m in-house physician recruiter, I approach the relationship with recruitment firms with a different perspective and treat it as if preparing to marry. If you want meaningful, productive, and long lasting relationships with recruitment firms, you must be consistent in your dealings and you must work together to create a collaborative partnership. This process will not work if it is one-sided.
Physician Recruiter Job Board at Annual Conference: Post a Job, Find a Job
ASPR will once again have a Physician Recruiter Job Board at the 2014 Annual Conference. If you’re looking for a new staff member, or are in the market for a new job, plan to stop by the ASPR Physician Recruiter Job Board. The job board will be located next to the conference registration desk in the Nicollet Promenade at the Hyatt Regency Minneapolis.
You may post a job in one of two ways: Print your job description on a single sheet of paper and post it on the board yourself, or email a one page document in advance of the meeting to Julie Cygan and we will post it for you. (Note: You may also use the second option if you are not attending the annual conference.)
REMEMBER! ASPR has an online job board as well where you
may post positions or search opportunities The online job board is accessible from the ASPR home page. Check it out!
Congratulations to ASPR's Recertified Fellows!
As a Fellow of the Association of Staff Physician Recruiters (FASPR), it is important to demonstrate continued commitment to education and advancement in the physician recruitment profession. In an effort to ensure that FASPRs maintain an appropriate level of education commensurate with the FASPR designation, ASPR has developed FASPR recertification requirements.
These individuals have met those requirements and are now recertified:
- David Andrick, Wilson Memorial Hospital
- Christine Bourbeau, St Francis Hospital & Medical Center
- John Bragg, Pen Bay Medical Center
- Julie Brissett, Temple University School of Medicine
- Julie Chavez, Kadlec Health System
- Gail Detraz, Northeast Georgia Health System
- Candace Fitzgerald, IU Health
- Mark Gallucci, St. Peter's Health Partners
- Jane Ham, Maine Recruitment Center
- Joan Hatcher, Niagara Health System
- Suzanne Jones, RiverBend Medical Group
- Julie Juba, Hennepin County Medical Center
- Michael Lester, Temple University School of Medicine
- Scott Manning, District Medical Group (DMG)
- Julia McConaghy, Huntington Hospital Medical Foundation
- Monica Morris, Tift Regional Medical Center
- Laura Myers, WellSpan Health
- Rachel Reliford, OSF Healthcare/OSF Medical Group
- Lori Schapel, Akron Children's Hospital
- Barbara Warstler, University Hospitals
Are you interested in becoming certified as a FASPR? ASPR’s Fellowship Certification 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.
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