Showing posts relating to: The Boss: Employers

Why Employers Should Think Differently about Hiring New Grad APPs

There's significant resistance among healthcare employers when it comes to hiring new graduate nurse practitioners and physician assistants. And, it's understandable. Advanced practice providers (APPs) have significantly less formal education than physicians but in the clinical setting may see the same or very similar patients. Navigating this "skills gap" proves challenging. Helping bridge this gap requires the time, effort and willingness of more experienced providers reducing their time available for revenue-generating activities. Though the downsides of employing less experienced NPs and PAs are apparent, there is some silver lining to this approach.

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Cultivating a Teamwork Culture in Healthcare

Teamwork is crucial to the overall success of your practice. When a medical team is working cohesively, the business operations run more smoothly, employee morale and job satisfaction are strengthened and most importantly, patient outcomes are improved. Harmonious teams also equate effective communication channels between providers, patients and their caregivers. This ultimately reduces the likelihood of medical errors, near misses and other negative outcomes not to mention contributes to the financial success of your practice.

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How to Use a Compensation Levels Document

Last week we reviewed the pros and cons of comp structures for nurse practitioners and physician assistants including the innovative compensation levels system . Today, we'll discuss the compensation levels document in a bit more detail. For those of you thinking about implementing the system in your hospital or clinic, here's a little F.A.Q. 

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Structuring Compensation for Nurse Practitioners: Pros & Cons

Do you struggle with structuring compensation for the nurse practitioners and physician assistants in your practice? There's a general lack of consistency related to advance practice provider compensation and opinions vary as to what should be best practice. Some employers pay a flat hourly rate or salary and may or may not give the opportunity for an additional bonus. Other employers structure pay based on productivity either with RVUs or some other revenue-linked metric. The way compensation is structured can have a number of unintended consequences for your practice. What are the pros and cons of these compensation models?

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Use These 6 Non-Monetary Incentives to Boost NP Motivation

A raise is always a nice way of recognizing a nurse practitioner who is going above and beyond in their practice. Contrary to popular belief, however, even when you are paying an NP a salary that’s more than the regional average or are offering performance based bonuses, money is not an effective way to motivate or boost job satisfaction amongst your providers.

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7 Questions to Ask about Your State Prescription Drug Monitoring Program

Do you look patients up on your state's controlled substance monitoring database before writing prescriptions for these medications? I've long been aware of this resource available to nurse practitioners and other prescribers, however I recently learned that there's a lot more to using these databases than most providers are aware of. Did you know that it may be illegal for you to print out the results of an inquiry into the system? Or, for example, that you may be legally obligated to look a patient up in your state's database before writing certain prescriptions?

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What Should NPs Expect in a Performance Review?

Does your employer conduct regularly scheduled performance reviews? Whether you're a nurse practitioner with a meeting on the books to discuss your conduct or you're faced with an impromptu assessment of your latest achievements, a performance review can be downright nerve wracking. Knowing what to expect in such a meeting and coming prepared can help you approach the review with confidence and ease anxiety. Here's what nurse practitioners can expect when a boss requests a meet-up. 

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5 Moves NPs Should Make When a Company is Restructuring

If you have worked as a nurse practitioner for some time now, chances are that at one time or another you’ve been a part of a hospital merger or acquisition, or another type of organizational shift in your practice setting. Perhaps, simply even a key clinic administrator leaving his/her position made waves in your workplace. 

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How Many Nurse Practitioners Can a Physician Supervise?

Not all states require that nurse practitioners "collaborate with" or are "supervised by" physicians. While 33 states and DC allow nurse practitioners to diagnose and treat patients autonomously, 18 states still require physician oversight for nurse practitioners to engage in patient care. In addition to this overarching oversight requirement, most states include a handful of additional stipulations as to what this oversight looks like. One of these limitations can be the number of nurse practitioners that a physician is allowed to supervise or collaborate with at one time. 

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How Much Will Your RN Salary Increase as a NP?

One of the great things about the nursing profession is that there are a number of directions you can take your career. And, you can take these steps at any point. This gives seasoned and inexperienced RNs the motivation to constantly improve and advance professionally. If you're planning to further your education, due diligence is in order. In some states becoming a nurse practitioner may not mean the raise you're expecting. In other locations making the move from RN to NP pays off financially. How much more can you expect to earn by becoming a nurse practitioner in your state? 

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Why Nurse Practitioners Have More Momentum than Physician Assistants

Last month we took a look at the number of NPs, PAs and MDs graduating from schools each year. Data showing a decided increase in the number of NP grads over the past five years is interesting, especially compared to that of other healthcare provider professions. Not only are nurse practitioners graduating from programs in growing numbers, scope of practice legislation across the US has also become increasingly favorable for NPs. On the other hand, physician assistants don't seem to be making the same strides as NPs. Why?

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How Can ER Nurse Practitioners Expect to be Paid?

I've worked as an emergency nurse practitioner for nearly ten years now and am employed at three different hospitals. So, I've gotten a pretty well-rounded idea about what to expect as a nurse practitioner working in the emergency department. One big question I get about my job is in regards to salary - how much and in what manner can emergency nurse practitioners expect to be paid?

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