HCPro.com: Physician Compensation & Recruitment

March 2008 (Volume 9, Issue 3)	view entire issue

Rural facilities struggle to recruit female physicians
ecruiting physicians to rural facilities is typically a challenge, but it can be even more difficult when looking specifically for a female physician. Research suggests that female physicians are less likely than males to practice in rural areas. Female physicians' absence in rural hospitals and practices is a particular concern because rural areas rely heavily on primary care providers to meet their healthcare needs, and women tend to gravitate toward primary care specialties. Nearly half of all female physicians practice in family practice, internal medicine, or pediatrics, and women's specialty choices have remained remarkably unchanged for several decades.

Need for critical care boosts pulmonary medicine comp
Pulmonary medicine isn't considered one of the best-paying specialties, but industry surveys indicate that it may be one of the fastest growing when it comes to compensation, thanks in part to rising demand for critical care and sleep medicine subspecialty services. Take the 2007 AMGA Medical Group Compensation and Financial Survey (which is based on 2006 data), for example. Pulmonologists earned a median compensation of $265,907, increasing 11.5% from $238,450 the previous year. That was the only year-to-year double-digit increase recorded in the survey.

Address the four pillars of hospitalist career satisfaction
Consider the ways hospitalists differ from other physicians-their work schedules, compensation structures, and treatment methods are unlike most other specialties. It shouldn't come as a surprise, therefore, that hospitalists may have unique needs when it comes to successful recruitment and retention initiatives. Although hospitalists tend to be satisfied overall, burnout is a concern for many hospitalist programs, according to Joseph A. Miller, senior vice president for the Society of Hospital Medicine (SHM). Surveys suggest up to 13% of hospitalists are burned out and another 28% are at risk. The primary factors associated with burnout, according to surveys of hospitalists, include perceptions of restricted autonomy, working for an institution (e.g., HMO), and poor occupational solidarity.

Other recently-published articles from Physician Compensation & Recruitment:

In debt, heavily recruited, and aware of their value, residents are making their career decisions earlier

High demand, increased procedures drive compensation

Hospitals turn to employment model as on-call solution

Low compensation continues to create challenges

On-call pay trends begin to stabilize, survey finds

Recruiters seek efficiency in ailing economy, tight market

Low comp creates geriatrician shortage as population ages

Primary care reports bigger compensation increases than normal as specialists struggle to keep pace with inflation

IPPS, fee schedule contain new Stark changes

’Float pool’ offers alternative to locum tenens

Choose the right on-call comp model for your hospital

IMG physicians can ease looming shortage

Growing demand and steady profits keep orthopedic surgery compensation high

Sharing recruits helps rural hospitals find specialists

Female physicians more satisfied despite earning less

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