|
Written by Amy Jorgensen
|
|
As your medical practice grows, you will probably be faced with the
need to hire additional staff or to stop accepting new patients.
Choosing the latter option may ease your problem but it will also limit
your ability to generate more revenue for your practice. Plus, if you
are already seeing too many patients, not adding new ones won't
eliminate your current problem.
One possibility is adding a physician assistant (PA) to the medical
practice. These staff members can provide a number of benefits to your
practice and to your patients, but the decision to hire one needs to be
made carefully.
|
|
Read more...
|
|
|
Written by Amy Jorgensen
|
|
For many physicians, being recruited by a hospital can be an great way
to grow their practice. Hospitals often provide relocation expenses,
start-up
funds, and income incentives to physicians in order to bring them to
their area. These financial benefits can make a huge difference,
particularly for new physicians. However, the Stark II laws, which were
adopted in July 2004, significantly impact how these recruitments work
and who will get recruited in the future.
|
|
Read more...
|
|
|
Written by Amy Lillard
|
|
Ever considered
how hiring the right office staff can affect your practice’s success?
Ask
most physicians, and you will find a similar answer. Office staff is
crucial to the financial, social and cultural success of your group.
If only it were as easy as advertising or asking around. The trouble is
it’s difficult to find that right person. Instead of finding the staff
member that can complete your office, an ineffective interview may
result in the person that is bad for office dynamics and economics.
This article will discuss what you need to know before and during interviews to find that dream teammate.
|
|
Read more...
|
|
|
Written by Amy Lillard
|
|
So
you need someone who can organize the office. Take care of payroll,
perhaps. Manage and organize benefits and claims processing. Oh, and
take care of contracts, develop marketing, possess a good grasp of
medicine...
These
do-it-alls may sound downright mythical. But they have a firm basis in
reality. Medical office managers can ensure your practice thrives. In
fact, a good medical office manager can improve the practice’s
efficiency, and enhance productivity.
The
field is booming, and it rewards its practitioners with good salaries
and career satisfaction. But from practice to practice, and between
different clinics, no two managers do exactly the same job. Depending
on your practice’s needs, the responsibilities assigned to your office
manager can require different qualifications.
This
article will take a look at common office manager duties,
qualifications of an effective manager, and tips for finding your
office salvation.
|
|
Read more...
|
|
|
Written by Amy Lillard
|
|
Understanding
physician compensation models is a lot easier than it used to be. Small
comfort, perhaps, for some physicians navigating the world of
contracts, performance bonuses, patient loads and more. But old models
used to rely on formulas that would scare anyone long-removed from
calculus. They would attempt to quantify the slippery concepts of
corporate citizenship, committee duty, or governance responsibilities.
In short, they were a mess.
Today’s
compensation models are relatively simple by comparison. They are based
on typical salaries per region, or on physician surveys conducted by
management organizations, like the American Medical Group Association.
There is a salary or revenues, and there are potentially incentives or
bonuses. The
question becomes – what are these incentives? How are bonuses arranged
and distributed? Are the criteria reasonable and/or attainable? How
does productivity and efficiency, the new buzzwords, come into the
picture? In
this article we look at typical compensation packages and their
components. We will also analyze the advantages and disadvantages of
each system.
|
|
Read more...
|
|
|
Physician Practice 
