Showing posts relating to: The Boss: Employers

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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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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For Employers: The Nurse Practitioner Onboarding Checklist

If you're an employer who hires advanced practice providers, you're well aware of the challenges associated with onboarding a new nurse practitioner or physician assistant. The NP or PA many times must complete their own certification and licensure process. Then, credentialing resumes. Not only must the proper paperwork be submitted to state boards of medicine and nursing, as well as payers, the provider also needs an introduction to your practice. Without systems in place for the advanced practice provider onboarding process, something is bound to fall through the cracks. 

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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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Improving Nurse Practitioner Performance: Helpful Tips

Does your practice struggle with underperforming nurse practitioners? Are you considering creating a performance improvement plan? No matter the types of providers you employ, you're bound to encounter some challenges with performance in your practice. Whether under-performers fall short in the area of patient satisfaction, clinical competency, patient volume or another area, managing these shortcomings involves a similar strategy. 

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Hiring APPs on Social Media: The Dos and Don'ts

Social media platforms like Facebook and Twitter can be very effective recruitment tools when hiring nurse practitioners and other providers for your practice. In addition to using social media to advertise for job openings, many employers find it as an effective way to further vet candidates before offering them a position at their facility. Convenient as it may be, however, this tool could actually cause you to break federal and state laws if you’re not careful. 

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Do You Need Written Consent to Snoop on a Candidate's Social Media?

How well the providers jive together is essential to the overall success of your practice, so it’s understandable that you want to be sure an nurse practitioner candidate will be a good fit before you make them an official offer. Looking at a candidate’s social media presence may seem like a great way to gain some additional insight on their personality, as well as to check for any other red flags; however, there are many laws and other gray areas surrounding the 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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4 Tactics for Recruiting Exceptional APPs

A healthcare organization is only as strong as the people in it, but finding exceptional advanced practice providers can be a bit like searching for a needle in a haystack; they’re out there but if you’re simply posting your open position on job forums and hoping you find them in a pile of hundreds of resumes, you’re doing it wrong. As the demand for APPs has grown, keeping a competitive edge with your recruiting process is a must if you want to attract top talent. 

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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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