About Me
- Advanced Practice Recruiters
- Advanced Practice Recruiters (APRx) specializes in direct hire and locum tenens of healthcare providers, such as, Physician Assistants, Nurse Practitioners, CRNAs, Clinical Nurse Specialists, Nursing Managers and Directors. Our Specialty is Your Career... www.AdvancedPracticeRecruiters.com
Wednesday, December 22, 2010
Tuesday, December 21, 2010
Friday, December 17, 2010
Song for my wife, Susan... Love this line: "And when you smile, The whole world stops and stares for awhile." http://ping.fm/2atnr
Thursday, December 9, 2010
Advanced Practice Recruiters on Posterous.
Anyone use Posterous? How do you use it? Here is ours: http://ping.fm/wpYIa
Orthopedic Physician Assistant jobs - Little Rock, AR Join a busy orthopedic surgeon. jobs http://ping.fm/MTZt1
Orthopedic Physician Assistant - Little Rock, AR
We are an incredibly busy specialty orthopedic surgery practice in need of an experienced surgical physician assistant. We work hard and we play hard and are looking for a like-minded individual. You will be assisting in surgeries and also seeing patients in the clinic. The typical day is from 8-6 with Fridays spent in the clinic while the physician is doing scopes. This is a total joint position with a physician with a reputation that crosses state lines. Patients from a 4 state area drive to see him. He can see over 100 patients in a week and do close to 700 total joint operations in a year.
Please understand that due to the volume we currently have that new graduates will not be considered. The ideal candidate will have a minimum of 2 years of experience. If you wan to work with a physician who cares about you as much as he cares about his patients, then give me a call. Job #1409
Tommy Mitchell
888.812.3452 x714
Orthopedic Physician Assistant
Key Words: orthopedic physician assistant, physician assistant, PA, Orthopedic PA, Arkansas , little rock, first assist, orthopaedic, surgery
Tuesday, December 7, 2010
Hottest careers of 2011. Physician Assistant made the list again. I think they overlook NPs! http://ping.fm/MeIhf
Monday, December 6, 2010
Radiation Oncology–The Woodlands, TX–100% Outpatient
Physician Assistant needed just north of Houston, TX to practice clinical radiation oncology. This is a highly respected practice offering the most advanced cancer treatment options.
Here you will find great respect as a practitioner, and a nice balance between your professional career and a your personal life. This is an 8-5, Monday through Friday, clinic based practice that is 100% outpatient.
The compensation package will be highly competitive with benefits beyond that of most practices. Vacation, CME, CME time off, administrative support, retirement plans, and paid malpractice are a few of the benefits you will receive.
If you are seeking to practice in a state of the art facility designed specifically to treat cancer patients look no further. This practice offers the most modern and advanced modalities available. The center is equipped with the latest Elekta Synergy Linear Accelerator. This device is the first multi-functional linear accelerator with intensity modulated radiation therapy (IMRT) and image guided radiation therapy (IGRT). It enables clinicians to simultaneously image and deliver radiation, allowing for aggressive treatment of tumors while minimizing damage to surrounding healthy tissue.
Other advanced technologies include: Intensity Modulated Radiation Therapy (IMRT), which is particularly useful in cases where tumors are not well separated from vital organs, such as the case with lung or prostate cancer. And, Image Guided Radiation Therapy (IGRT), which uses ultrasound, electronic portal imaging, or CT technology to verify the tumor location daily prior to treatment.
Requirements for this position include:
Strong experience practicing as a physician assistant in Primary Care or Oncology.
For more details regarding this oncology physician assistant job #1406 contact:
Blake Moser
888-812-3452 ext. 707
www.AdvancedPracticeRecruiters.com
keywords: Oncology Physician Assistant, Radiation Oncology, Physician Assistant Jobs, Physician Assistant Job, Physician Assistant, Houston, The Woodlands, Texas, TX
Radiation Oncology Physician Assistant needed in The Woodlands, TX. State of the art practice. jobs http://ping.fm/Uqe3y
Orthopedic Physician Assistant–Yonkers, NY
If you are an physician assistant with experience in orthopedics you are going to love this practice opportunity. Rarely will you find an opportunity to join such a well-respected practice as this one. Self-described as, “A fun group of people, easy to get along with, and very personable.” This is a solid group of three fellowship-trained orthopedic surgeons. As an orthopedic physician assistant you will provide clinical support as well as surgical first-assist for many orthopaedic procedures such as:
- Hand Surgery & Upper Extremity
- Adult Reconstruction & Joint Replacement
- Sports Medicine & Advanced Arthroscopy
- Orthopedic Trauma
Here you will find state-of-the-art facilities and equipment such as a DEXA scanner and Digital X-Ray. This practice boasts excellent support staff including board-certified physical therapists and a board-certified physiatrist who performs neurologic testing to expand the scope of services provided by this practice.
Requirements
We are only considering Physician Assistants with experience in Orthopedic Surgery.
Salary will be very competitive and based upon experience. Benefits, vacation, CME, CME time off, malpractice insurance, and more will be offered with this job.
To learn more about this orthopedic physician assistant job #1405 contact:
Blake Moser
888-812-3452 ext. 707
www.AdvancedPracticeRecruiters.com
keywords: Orthopedic Physician Assistant, Physician Assistant, Physician Assistants, Ortho PA, Physician Assistant Jobs,
Wednesday, November 17, 2010
San Antonio, TX � Orthopedic Physician Assistant
Orthopedic Physician Assistant Needed in San Antonio, TX
We are seeking a Physician Assistant to expand clinical and surgical services. This is an advanced orthopedic group offering a full array of orthopedic services including:
- Arthroscopic treatments for ankles, knees and shoulders
- Fracture treatments
- Ligament reconstruction
- Total hip joint replacement
- Total knee replacement
- Total hip & knee arthroplasty
- Treatments for Shoulder injuries
Qualifications
- Current Licensure in the State of Texas as a Physician Assistant
- Current certification in Cardiopulmonary Resuscitation.
- Previous experience (minimum 5 years) as a Physician Assistant in an Orthopaedic specialty clinic.
For more information contact on job 1404:
Blake Moser
888-812-3452 ext. 707
San Antonio, TX – Orthopedic Physician Assistant
Orthopedic Physician Assistant Needed in San Antonio, TX
We are seeking a Physician Assistant to expand clinical and surgical services. This is an advanced orthopedic group offering a full array of orthopedic services including:
- Arthroscopic treatments for ankles, knees and shoulders
- Fracture treatments
- Ligament reconstruction
- Total hip joint replacement
- Total knee replacement
- Total hip & knee arthroplasty
- Treatments for Shoulder injuries
Qualifications
- Current Licensure in the State of Texas as a Physician Assistant
- Current certification in Cardiopulmonary Resuscitation.
- Previous experience (minimum 5 years) as a Physician Assistant in an Orthopaedic specialty clinic.
For more information contact on job #1404:
Blake Moser
888-812-3452 ext. 707
Monday, November 15, 2010
Saturday, November 13, 2010
Find ACNP Jobs Here:
Acute Care Nurse Practitioners: Find ACNP Jobs with Advanced Practice Recruiters.
Finding the right practice opportunity as an Acute Care Nurse Practitioner can be somewhat overwhelming. Various settings, schedules, compensation packages, and job functions create a lot of variables to consider. We are serious specialist when it comes to representing ACNPs seeking practice opportunities. We will help you find the right career. All services for Acute Care Nurse Practitioners are 100% FREE.
888-812-3452
Find ACNP Jobs Here:
Acute Care Nurse Practitioners: Find ACNP Jobs with Advanced Practice Recruiters.
Finding the right practice opportunity as an Acute Care Nurse Practitioner can be somewhat overwhelming. Various settings, schedules, compensation packages, and job functions create a lot of variables to consider. We are serious specialist when it comes to representing ACNPs seeking practice opportunities. We will help you find the right career. All services for Acute Care Nurse Practitioners are 100% FREE.
888-812-3452
Find Orthopedic Physician Assistant Jobs Here:
Physician Assistants: Find Orthopedic Physician Assistant Jobs with Advanced Practice Recruiters.
As a� physician assistant seeking the right practice opportunity in orthopedic surgery can be daunting. We are serious specialist when it comes to representing physician assistants seeking practice in orthopedics. Find orthopedic physician assistant practice opportunities with us. All services for Physician assistants are 100% FREE.
888-812-3452
Find Orthopedic Physician Assistant Jobs Here:
Physician Assistants: Find Orthopedic Physician Assistant Jobs with Advanced Practice Recruiters.
As a physician assistant seeking the right practice opportunity in orthopedic surgery can be daunting. We are serious specialist when it comes to representing physician assistants seeking practice in orthopedics. Find orthopedic physician assistant practice opportunities with us. All services for Physician assistants are 100% FREE.
888-812-3452
Tuesday, November 9, 2010
Oncology Nurse Practitioner – Detroit – No Call #1398
We are seeking a nurse practitioner with at least 1 year of oncology experience for our ambulatory cancer center near Detroit, MI. The ideal candidate will have experience with chemotherapy as well as infusion. The ambulatory center was created in order to serve the patients who live in the outlying areas so they would not have to travel to receive their rounds of chemo. The patient flow is slow currently but we are committed to the practice and this job is stable and secure.
Pay will depend on experience and will range from 92K to 102K. Benefits include salary, healthcare insurance (medical, dental, vision, 403(b), etc.) as well as over 20 days of PTO per year. The schedule is M-F with no call, no nights, and no weekends. If you've been looking for the perfect job, guess what? You just found it. This facility practically invented oncology. All we require is one year of oncology experience.
For more information on job #1398 please call Tommy at 888.812.3452 x714 or email thomas@aprx.net.
You can visit us online at www.advancedpracticerecruiters.com.
36 hour work week for an acute care nurse practitioner, Takoma Park, MD Jobs 1401 http://is.gd/gSgT2
Acute Care Nurse Practitioner – 36-Hour Work Week – Takoma Park, MD
We are seeking an Acute Care Nurse Practitioner in Takoma Park, MD. This is a 36 hour work week; 3 12-hour shifts.
This position is in the Intermediate Care Unit. We are looking for a Nurse Practitioner with Critical Care experience as a NP and at least one (1) year of independent ventilation management experience. So if you are an ACNP seeking a great schedule, excellent salary based upon experience, and full benefits, this may be the job for you. Here are more details:
CRITICAL CARE Nurse Practitioner Located in Takoma Park, MD is a suburb of Washington, D.C. and part of the Washington Metropolitan Area. City Population is near 18,000.
1 Full-Time Position (36hrs/wk) with Flexible Schedule. NO CALL! Join 6 Full-Time CC Intensivists
and 5 Full-Time CC PA/NPs
Montgomery County's only complete cardiac center and performs 600 open heart surgeries and more than 6,000 heart catheterizations each year
Close to three colleges/universities
Ties to Embassies in Washington, DC that send their patients to the hospital
The Intensivists staff three departments (each on a different floor):
1500 Cardiovascular Surgical Recovery ICU (16 beds)
4300 Medical Surgical ICU (10 beds)
5300 Coronary Care Unit (6 beds)
We are looking for looking for a Nurse Practitioner with Critical Care practice experience.
VERY COMPETITIVE SALARY, LUCRATIVE OPPORTUNITY, GREAT BENEFITS
Contact Blake Moser for more information on Job #1401:
888-812-3452 ext. 707
www.AdvancedPracticeRecruiters and www.AcuteCareNursePractitioner.com
Monday, November 8, 2010
Quality of life Family Practice in Longview, TX
Outpatient family practice clinic is expanding and is seeking a full-time Family Nurse Practitioner. This is a busy practice where you will be respected as a practitioner; you�ll have autonomy and flexibility in this position seeing traditional Family Practice patients on a schedule that meets your needs. How�s that you ask? This practice values your work-life balance, and they just don�t say that they mean it. The normal clinic hours are Monday-Thursday 8-5, and a half day on Friday, but we are flexible based upon your needs.
Competitive Salary based upon experience + Bonuses
Full benefits
CME allowance and time off
Malpractice provided
Paid vacation, and more. For more details contact:
Blake Moser
888-812-3452 ext. 707
blake@aprx.net
www.AdvancedPracticeRecruiters.com
Quality of life Family Practice in Longview, TX
Outpatient family practice clinic is expanding and is seeking a full-time Family Nurse Practitioner. This is a busy practice where you will be respected as a practitioner; you’ll have autonomy and flexibility in this position seeing traditional Family Practice patients on a schedule that meets your needs. How’s that you ask? This practice values your work-life balance, and they just don’t say that they mean it. The normal clinic hours are Monday-Thursday 8-5, and a half day on Friday, but we are flexible based upon your needs.
Competitive Salary based upon experience + Bonuses
Full benefits
CME allowance and time off
Malpractice provided
Paid vacation, and more. For more details contact:
Blake Moser
888-812-3452 ext. 707
blake@aprx.net
www.AdvancedPracticeRecruiters.com
Tuesday, October 26, 2010
Seven Simple Steps
Advanced Practice Recruiters - Recruitment and Implementation Process
Recruiting Physician Assistants and Advanced Practice Nurses such as Nurse Practitioners and CRNAs is Advanced Practice Recruiters� core competency; therefore we are able to partner with our clients to provide a complete sourcing, hiring, implementation and retention, recruiting process. Our Simple Seven Steps were developed to insure a positive recruiting experience.
Step 1: Your Opportunity.
We identify your practice opportunity, discuss the situation, obtain the position details, and a position description if available. Employing party agrees to our Recruiting Agreement.
Step 2: Free Consultation.
Meet with a Advanced Practice Recruiting Consultant to discuss the details of the practice opportunity. Advanced Practice Recruiters will provide helpful information to expedite the recruitment process.
Step 3: Your Advocate.
Advanced Practice Recruiters will implement the recruitment process. Sourcing and screening potential candidates begins with Advanced Practice Recruiters� database of qualified practitioners. Utilizing multiple media advertising, search engineer optimization, social media, and networking person-to-person Advanced Practice Recruiters becomes your voice in the market place. We are your advocate; we work for you.
Step 4: Candidate Presentation.
Advanced Practice Recruiters will share the information we have gathered for potential practitioner candidates with the hiring manager, physicians, and/or the human resource department to arrange interviews and prepare offers.
Practitioners presented are fully pre-qualified, credentials and licensing has been assessed, and there is a genuine interest from the practitioner to consider your job opportunity. Each candidate will provide you the highest level of expertise within the compensation guidelines and job description you establish.
Step 5: Interview.
Advanced Practice Recruiters will assist in preparing the interview itinerary and travel arrangements. The interview can be the single most important event in recruiting the right practitioner. We will help step you through this process to ensure the best results.
Step 6: Offer Presentation.
Once an acceptable practitioner has been identified, your offer will be presented.
Your recruiter will assist in securing the candidate�s commitment. we�ll identify and address any outstanding concerns from the candidate. Advanced Practice Recruiters will lead the clinician through agreeing with, understanding, and signing the Employment Contract for direct hire (or Work Order if assigned to a Locum Tenens position).
Step 7: Culmination and Follow Through.
Once the employment start date has been determined, Advanced Practice Recruiters will continue to communicate with the practitioner through the start date and into the early stages of employment to insure a smooth transition.
We look forward to serving you by providing the best Recruitment process available.
To begin recruiting efforts and receive your free recruitment consultation contact Advanced Practice Recruiters at
(888) 812-3452 or info@aprx.net
keywords: nurse practitioner, physician assistant, nurse practitioners, physician assistants, recruiters, physician assistant recruiting, physician assistant recruitment, physician assistant recruiter, physician assistant jobs, hire physician assistants, hire nurse practitioners, nurse practitioner recruiters, nurse practitioner recruiter, np recruiter, pa recruiter, nurse practitioner recruitment, nurse practitioner recruiting
Seven Simple Steps
Advanced Practice Recruiters - Recruitment and Implementation Process
Recruiting Physician Assistants and Advanced Practice Nurses such as Nurse Practitioners and CRNAs is Advanced Practice Recruiters’ core competency; therefore we are able to partner with our clients to provide a complete sourcing, hiring, implementation and retention, recruiting process. Our Simple Seven Steps were developed to insure a positive recruiting experience.
Step 1: Your Opportunity.
We identify your practice opportunity, discuss the situation, obtain the position details, and a position description if available. Employing party agrees to our Recruiting Agreement.
Step 2: Free Consultation.
Meet with a Advanced Practice Recruiting Consultant to discuss the details of the practice opportunity. Advanced Practice Recruiters will provide helpful information to expedite the recruitment process.
Step 3: Your Advocate.
Advanced Practice Recruiters will implement the recruitment process. Sourcing and screening potential candidates begins with Advanced Practice Recruiters’ database of qualified practitioners. Utilizing multiple media advertising, search engineer optimization, social media, and networking person-to-person Advanced Practice Recruiters becomes your voice in the market place. We are your advocate; we work for you.
Step 4: Candidate Presentation.
Advanced Practice Recruiters will share the information we have gathered for potential practitioner candidates with the hiring manager, physicians, and/or the human resource department to arrange interviews and prepare offers.
Practitioners presented are fully pre-qualified, credentials and licensing has been assessed, and there is a genuine interest from the practitioner to consider your job opportunity. Each candidate will provide you the highest level of expertise within the compensation guidelines and job description you establish.
Step 5: Interview.
Advanced Practice Recruiters will assist in preparing the interview itinerary and travel arrangements. The interview can be the single most important event in recruiting the right practitioner. We will help step you through this process to ensure the best results.
Step 6: Offer Presentation.
Once an acceptable practitioner has been identified, your offer will be presented.
Your recruiter will assist in securing the candidate’s commitment. we’ll identify and address any outstanding concerns from the candidate. Advanced Practice Recruiters will lead the clinician through agreeing with, understanding, and signing the Employment Contract for direct hire (or Work Order if assigned to a Locum Tenens position).
Step 7: Culmination and Follow Through.
Once the employment start date has been determined, Advanced Practice Recruiters will continue to communicate with the practitioner through the start date and into the early stages of employment to insure a smooth transition.
We look forward to serving you by providing the best Recruitment process available.
To begin recruiting efforts and receive your free recruitment consultation contact Advanced Practice Recruiters at
(888) 812-3452 or info@aprx.net
keywords: nurse practitioner, physician assistant, nurse practitioners, physician assistants, recruiters, physician assistant recruiting, physician assistant recruitment, physician assistant recruiter, physician assistant jobs, hire physician assistants, hire nurse practitioners, nurse practitioner recruiters, nurse practitioner recruiter, np recruiter, pa recruiter, nurse practitioner recruitment, nurse practitioner recruiting
Monday, October 25, 2010
Nurse Practitioners � Physician Assistants: Changing Healthcare for the Better
Hiring demand for nurse practitioners and physician assistants increased by over 500% from 2006 to 2010 alone. If you are a nurse practitioner this means that you have more job opportunities to choose from, while if you are a hiring manager it means that it is becoming more difficult to attract and retain great talent. In either case, we�d like to help you navigate the field of employment on both sides of the line. Advanced Practice Recruiters has been recruiting nurse practitioners, physician assistants, CRNA�s and nurse managers since 2006. We take great pride in treating each of our clients like they are our only client- from the solo practitioner who needs an extra set of hands, to the large hospital system with multiple openings.
Nurse practitioners, along with physician assistants, are quickly becoming the answer to the healthcare shortage. More physicians across the nation are realizing the value that PA�s and NP�s bring to their practice along with the understanding that they do not come with the complex issues that hiring another physician brings. If you have questions about whether or not hiring a nurse practitioner is right for your practice, give us a call and let us help you with that decision. The immediate answer is not always, �yes.� It depends on your ultimate goals and your current situation. We will be happy to help you figure out what is best for you. If you are a practitioner, we will also be more than happy to help you find the right practice situation.
Advanced Practice Recruiters has had success in recruiting PA�s, NP�s, neonatal nurse practitioners, psychiatric nurse practitioners, family nurse practitioners, CRNA�s, nurse managers, and pediatric nurse practitioners, just to name a few. If you are considering changing careers, or need a nurse practitioner to assist you in your practice, give us a call to find out what we can do for you. For more information click on the green box at the top of this page.
keywords: Nurse Practitioner, Physician Assistant, Nurse Practitioners, Physician Assistants, NP, PA, Family Nurse Practitioner, Psychiatric Nurse Practitioner, Family Nurse Practitioner, Pediatric Nurse Practitioner, CRNA
blogged: http://ping.fm/fG75n - Nurse Practitioners � Physician Assistants: Changing Healthcare for the Better
Nurse Practitioners – Physician Assistants: Changing Healthcare for the Better
Hiring demand for nurse practitioners and physician assistants increased by over 500% from 2006 to 2010 alone. If you are a nurse practitioner this means that you have more job opportunities to choose from, while if you are a hiring manager it means that it is becoming more difficult to attract and retain great talent. In either case, we’d like to help you navigate the field of employment on both sides of the line. Advanced Practice Recruiters has been recruiting nurse practitioners, physician assistants, CRNA’s and nurse managers since 2006. We take great pride in treating each of our clients like they are our only client- from the solo practitioner who needs an extra set of hands, to the large hospital system with multiple openings.
Nurse practitioners, along with physician assistants, are quickly becoming the answer to the healthcare shortage. More physicians across the nation are realizing the value that PA’s and NP’s bring to their practice along with the understanding that they do not come with the complex issues that hiring another physician brings. If you have questions about whether or not hiring a nurse practitioner is right for your practice, give us a call and let us help you with that decision. The immediate answer is not always, “yes.” It depends on your ultimate goals and your current situation. We will be happy to help you figure out what is best for you. If you are a practitioner, we will also be more than happy to help you find the right practice situation.
Advanced Practice Recruiters has had success in recruiting PA’s, NP’s, neonatal nurse practitioners, psychiatric nurse practitioners, family nurse practitioners, CRNA’s, nurse managers, and pediatric nurse practitioners, just to name a few. If you are considering changing careers, or need a nurse practitioner to assist you in your practice, give us a call to find out what we can do for you. For more information click on the green box at the top of this page.
keywords: Nurse Practitioner, Physician Assistant, Nurse Practitioners, Physician Assistants, NP, PA, Family Nurse Practitioner, Psychiatric Nurse Practitioner, Family Nurse Practitioner, Pediatric Nurse Practitioner, CRNA
Family Nurse Practitioner – Solving Primary Care’s Problems
A family nurse practitioner sees patients of all ages and is quickly becoming (along with physician assistants) the answer to the looming primary care healthcare shortage. Many physicians are beginning to realize that a nurse practitioner can be utilized in a practice to increase billings while garnering a much lower salary than another physician would require. There have been several studies regarding the efficacy of nurse practitioners for primary care and they have all pointed toward an equal level of care compared with physicians in their field.
Many government programs, to help underserved populations, require that a practice have a nurse practitioner in order to keep the costs of the practice down. One upside to this is that the government has set up a fund to help nurse practitioners repay any loans they have accrued from their education. If you have any questions about this program, feel free to contact us via the green box at the top of this site. Considering the hiring demand for physician assistants and nurse practitioners increased by over 500% from 2006 to 2010, the utilization of these providers is becoming more commonplace across the US. That is good for the practitioners, but might not be so good for the providers who employ them as it becomes more and more difficult to attract the right candidate. To find out what this means for you, click on the green box at the top of this screen.
Advanced Practice Recruiters has been recruiting PA’s and NP’s since 2006. We assist practitioners to help them find the right opportunity, and we help practices find psychiatric nurse practitioners, pediatric nurse practitioners, neonatal nurse practitioners, CRNA’s, and physician assistants, just to name a few.
keywords: Family Nurse Practitioner, FNP, Family NP, Family Practice, Nurse Practitioner
Friday, October 22, 2010
Quality of Life Practice for Nurse Practitioner or Physician Assistant.
Family Nurse Practitioner or Physician Assistant needed. Practice located in New Hampshire. An hour from Manchester and Concord. 2 hours from Boston.
So what makes this quality of life?
- Amazing benefits.
- 4 weeks of Vacation + 8 paid holidays
- Competitive Salary based upon experience.
- Outpatient Family Practice clinic. 40 hours a week. No call at all.
- Licensing, Dues, and CME paid. CME time off provided.
- Progressive company culture!
- Company training provided.
Here are the details:
This is the practice you�ve been looking for. Located in a brand new state-of-the-art clinic using electronic medical records (EMR). This practice isn�t numbers driven, as you will have the opportunity to spend time with your patients. You will treat patients ages 6 � Adult.
Qualifications:
- 3+ years of practicing experience
- NH license or in the process of obtaining license
- Practicing style includes preventative medicine and wellness approach.
Job 1395 For full details contact:
Blake Moser
888-812-3452 ext. 707
www.AdvancedPracticeRecruiters.com
keywords: Family Nurse Practitioner, Family Physician Assistant, Family Practice PA, FNP, New Hampshire, NH
blogged: http://ping.fm/MgRN0 - Quality of Life Practice for Nurse Practitioner or Physician Assistant.
Quality of Life Practice for Nurse Practitioner or Physician Assistant.
Family Nurse Practitioner or Physician Assistant needed. Practice located in New Hampshire. An hour from Manchester and Concord. 2 hours from Boston.
So what makes this quality of life?
- Amazing benefits.
- 4 weeks of Vacation + 8 paid holidays
- Competitive Salary based upon experience.
- Outpatient Family Practice clinic. 40 hours a week. No call at all.
- Licensing, Dues, and CME paid. CME time off provided.
- Progressive company culture!
- Company training provided.
Here are the details:
This is the practice you’ve been looking for. Located in a brand new state-of-the-art clinic using electronic medical records (EMR). This practice isn’t numbers driven, as you will have the opportunity to spend time with your patients. You will treat patients ages 6 – Adult.
Qualifications:
- 3+ years of practicing experience
- NH license or in the process of obtaining license
- Practicing style includes preventative medicine and wellness approach.
Job #1395 For full details contact:
Blake Moser
888-812-3452 ext. 707
www.AdvancedPracticeRecruiters.com
keywords: Family Nurse Practitioner, Family Physician Assistant, Family Practice PA, FNP, New Hampshire, NH
Hire Orthopedic Physician Assistants Here
Advanced Practice Recruiters specializes in providing orthopedic physician assistants to orthopedic practices. Our network in this industry allows us the opportunity to locate qualified physician assistants with experience providing clinical support and first-assist in orthopedics. Whether you�re looking to hire a seasoned professional or a new graduate eager to learn, Advanced Practice Recruiters will be able to assess your practice�s needs, locate and identify the right physician assistant for your practice. Reach out to us today to discuss your practice opportunity. You will find our recruiting consultants are prepared to serve your needs for hiring an orthopedic physician assistant.
Contact us today:
888-812-3452 ext. 707
www.AdvancedPracticeRecruiters.com
www.OrthopedicPhysicianAssistant.com
keywords: Orthopedic�Physician Assistant, Orthopedic physician assistants, orthopedic pa, Physician Assistant in orthopedics, orthopaedic, orthopaedics
Hire Orthopedic Physician Assistants Here
Advanced Practice Recruiters specializes in providing orthopedic physician assistants to orthopedic practices. Our network in this industry allows us the opportunity to locate qualified physician assistants with experience providing clinical support and first-assist in orthopedics. Whether you’re looking to hire a seasoned professional or a new graduate eager to learn, Advanced Practice Recruiters will be able to assess your practice’s needs, locate and identify the right physician assistant for your practice. Reach out to us today to discuss your practice opportunity. You will find our recruiting consultants are prepared to serve your needs for hiring an orthopedic physician assistant.
Contact us today:
888-812-3452 ext. 707
www.AdvancedPracticeRecruiters.com
www.OrthopedicPhysicianAssistant.com
keywords: Orthopedic Physician Assistant, Orthopedic physician assistants, orthopedic pa, Physician Assistant in orthopedics, orthopaedic, orthopaedics
Monday, August 30, 2010
Experienced in Cardiology FNP
This is a loyal and hard working Nurse Practitioner who is seeking a position in Cardiology, Family Practice, Internal Medicine, or other specialty. She has practice 2.5 years as a NP, with experience in Cardiology. Prior to this she was a ICU & ER Nurse and Charge Nurse. She would like to make 85,000-90,000 plus benefits, prefers northern Houston area. Memorial and Katy areas are commutable. The only reason she is looking for a new position is that her bonus structure has changed and she is faced with a decrease in pay.
- 2 years experience as a Cardiology NP
- Licensed in Texas
- Family Nurse Practitioner
- 9 years as a RN in ICU and ER
For more information contact:
Blake A. Moser, MSHRD, CPC
o: 888.812.3452 x707
c: 903.714.6878
f: 866.322.5590
www.AdvancedPracticeRecruiters.com
Keywords: Cardiology Nurse Practitioner, Nurse Practitioner seeking employment, Ready to Hire, Nurse Practitioner, NP
Experienced in Cardiology FNP
This is a loyal and hard working Nurse Practitioner who is seeking a position in Cardiology, Family Practice, Internal Medicine, or other specialty. She has practice 2.5 years as a NP, with experience in Cardiology. Prior to this she was a ICU & ER Nurse and Charge Nurse. She would like to make 85,000-90,000 plus benefits, prefers northern Houston area. Memorial and Katy areas are commutable. The only reason she is looking for a new position is that her bonus structure has changed and she is faced with a decrease in pay.
- 2 years experience as a Cardiology NP
- Licensed in Texas
- Family Nurse Practitioner
- 9 years as a RN in ICU and ER
For more information contact:
Blake A. Moser, MSHRD, CPC
o: 888.812.3452 x707
c: 903.714.6878
f: 866.322.5590
www.AdvancedPracticeRecruiters.com
Keywords: Cardiology Nurse Practitioner, Nurse Practitioner seeking employment, Ready to Hire, Nurse Practitioner, NP
Friday, August 20, 2010
Physician Assistant Salaries � New Graduates
Report for 2010 based upon 2009 mean total annual income (MTI) for new graduate physician assistants, by state, nationwide results for Physician Assistant salaries as compiled by the AAPA.
| State | MTI |
| Delaware | $110,000 |
| Rhode Island | $87,500 |
| Nevada | $86,562 |
| New Jersey | $86,465 |
| Texas | $84,978 |
| Utah | $83,645 |
| California | $83,341 |
| Massachusetts | $83,313 |
| Michigan | $82,663 |
| Connecticut | $82,635 |
| Oklahoma | $81,590 |
| Minnesota | $81,562 |
| Wyoming | $81,250 |
| Ohio | $80,608 |
| District of Columbia | $80,500 |
| Alaska | $80,000 |
| Arizona | $79,868 |
| Tennessee | $79,545 |
| Washington | $79,411 |
| Florida | $79,117 |
| Maryland | $78,597 |
| U.S Mean | $78,405 |
| Missouri | $77,833 |
| Oregon | $77,692 |
| Montana | $77,500 |
| Arkansas | $77,500 |
| Louisiana | $77,065 |
| Virginia | $77,034 |
| Wisconsin | $76,987 |
| Iowa | $76,818 |
| North Carolina | $76,230 |
| Indiana | $75,909 |
| Illinois | $75,801 |
| New York | $75,751 |
| South Carolina | $75,555 |
| Maine | $75,500 |
| Georgia | $75,462 |
| Kansas | $75,326 |
| Nebraska | $75,000 |
| Idaho | $74,722 |
| West Virginia | $74,078 |
| Hawaii | $73,750 |
| New Hampshire | $73,214 |
| Kentucky | $73,214 |
| Vermont | $72,500 |
| Colorado | $72,151 |
| New Mexico | $71,666 |
| Alabama | $71,388 |
| Pennsylvania | $71,301 |
| South Dakota | $70,416 |
| North Dakota | $65,833 |
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Note: The AAPA did not publish data for Mississippi.
Keywords: Physician Assistant Salaries, Physician Assistant Salary, Physician Assistant pay, Physician assistant compensation, New grad salaries for Physician assistants
Physician Assistant Salaries – New Graduates
Report for 2010 based upon 2009 mean total annual income (MTI) for new graduate physician assistants, by state, nationwide results for Physician Assistant salaries as compiled by the AAPA.
| State | MTI |
| Delaware | $110,000 |
| Rhode Island | $87,500 |
| Nevada | $86,562 |
| New Jersey | $86,465 |
| Texas | $84,978 |
| Utah | $83,645 |
| California | $83,341 |
| Massachusetts | $83,313 |
| Michigan | $82,663 |
| Connecticut | $82,635 |
| Oklahoma | $81,590 |
| Minnesota | $81,562 |
| Wyoming | $81,250 |
| Ohio | $80,608 |
| District of Columbia | $80,500 |
| Alaska | $80,000 |
| Arizona | $79,868 |
| Tennessee | $79,545 |
| Washington | $79,411 |
| Florida | $79,117 |
| Maryland | $78,597 |
| U.S Mean | $78,405 |
| Missouri | $77,833 |
| Oregon | $77,692 |
| Montana | $77,500 |
| Arkansas | $77,500 |
| Louisiana | $77,065 |
| Virginia | $77,034 |
| Wisconsin | $76,987 |
| Iowa | $76,818 |
| North Carolina | $76,230 |
| Indiana | $75,909 |
| Illinois | $75,801 |
| New York | $75,751 |
| South Carolina | $75,555 |
| Maine | $75,500 |
| Georgia | $75,462 |
| Kansas | $75,326 |
| Nebraska | $75,000 |
| Idaho | $74,722 |
| West Virginia | $74,078 |
| Hawaii | $73,750 |
| New Hampshire | $73,214 |
| Kentucky | $73,214 |
| Vermont | $72,500 |
| Colorado | $72,151 |
| New Mexico | $71,666 |
| Alabama | $71,388 |
| Pennsylvania | $71,301 |
| South Dakota | $70,416 |
| North Dakota | $65,833 |
Note: The AAPA did not publish data for Mississippi.
Keywords: Physician Assistant Salaries, Physician Assistant Salary, Physician Assistant pay, Physician assistant compensation, New grad salaries for Physician assistants
Friday, August 13, 2010
Poll Results � 110 Practitioners Voted on the name for NPs & PAs
Before we launched Advanced Practice Recruiters as a division of BSM, Inc. we were building the website under the name �Midlevel Recruiters.� However, as traffic started to come in from Google, Twitter, LinkedIn, and other places that we had began to develop a presence, we had a couple of complaints from Nurse Practitioners regarding the term �Mid-level.� We had represented enough NPs and PAs to know that this term wasn�t accepted by all, but we felt it was the most understood term for non-physician providers.
This being the case we scratched our heads and thought, �what should we call ourselves?� I called some Nurse Practitioner, Physician Assistant, and CRNA friends of mine to ask what they thought. Most of them said they weren�t offended by the term Mid-Level, but that they preferred to be called by their official title, respectively. Well we ruled out the name, �Physician Assistant Nurse Practitioner CRNA Clinical Nurse Specialist Recruiters,� and looked around for more answers.
When we came across the AANP position paper on the term Midlevel, found HERE, and decided that Midlevel Recruiters wasn�t going to work long-term. The position paper recommended the terms �independently licensed providers, primary care providers, healthcare professionals, and clinicians. Out of these we felt the one with the most relevance was �clinicians,� but we quickly learned most� non-practitioners didn�t recognize this term. We ended up deciding on the name, �Advanced Practice Recruiters,� borrowing the term from the title, �Advanced Practice Nurse,� that includes NPs, CRNAs, and CNSs.
To further our understanding on what the community of healthcare professionals thought about this term we included a survey when we launched the new website under the Advanced Practice Recruiters name. To date we have had 110 responses.
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Luckily the term, �Advanced Practitioner,� is leading the way, but surprising to us the term, �Mid-level,� is not far behind. What are your thoughts? Chime in HERE as we hold this survey open until the end of the year 2010.
Perhaps the next survey will be: Physician Assistant or Physician Associate?
Well we respect each role independently. We understand there are different training routes, different scopes of practice, and different specialties. Yet we aim to serve the whole Advanced Practice Community.
Keywords: Mid-level, Midlevel, Nurse Practitioner, Physician Assistant, Clinician, Clinical nurse specialist, Non-physician, non-physicians,
Poll Results – 110 Practitioners Voted on the name for NPs & PAs
Before we launched Advanced Practice Recruiters as a division of BSM, Inc. we were building the website under the name “Midlevel Recruiters.” However, as traffic started to come in from Google, Twitter, LinkedIn, and other places that we had began to develop a presence, we had a couple of complaints from Nurse Practitioners regarding the term “Mid-level.” We had represented enough NPs and PAs to know that this term wasn’t accepted by all, but we felt it was the most understood term for non-physician providers.
This being the case we scratched our heads and thought, “what should we call ourselves?” I called some Nurse Practitioner, Physician Assistant, and CRNA friends of mine to ask what they thought. Most of them said they weren’t offended by the term Mid-Level, but that they preferred to be called by their official title, respectively. Well we ruled out the name, “Physician Assistant Nurse Practitioner CRNA Clinical Nurse Specialist Recruiters,” and looked around for more answers.
When we came across the AANP position paper on the term Midlevel, found HERE, and decided that Midlevel Recruiters wasn’t going to work long-term. The position paper recommended the terms “independently licensed providers, primary care providers, healthcare professionals, and clinicians. Out of these we felt the one with the most relevance was “clinicians,” but we quickly learned most non-practitioners didn’t recognize this term. We ended up deciding on the name, “Advanced Practice Recruiters,” borrowing the term from the title, “Advanced Practice Nurse,” that includes NPs, CRNAs, and CNSs.
To further our understanding on what the community of healthcare professionals thought about this term we included a survey when we launched the new website under the Advanced Practice Recruiters name. To date we have had 110 responses.
Luckily the term, “Advanced Practitioner,” is leading the way, but surprising to us the term, “Mid-level,” is not far behind. What are your thoughts? Chime in HERE as we hold this survey open until the end of the year 2010.
Perhaps the next survey will be: Physician Assistant or Physician Associate?
Well we respect each role independently. We understand there are different training routes, different scopes of practice, and different specialties. Yet we aim to serve the whole Advanced Practice Community.
Keywords: Mid-level, Midlevel, Nurse Practitioner, Physician Assistant, Clinician, Clinical nurse specialist, Non-physician, non-physicians,
NCHCR/ACHCR and Advanced Practice Recruiters � Exclusive Partnership over the State of Texas
The National Coalition or Health Care Recruiters (NCHCR) and American Coalition of Health Care Recruiters (ACHCR) has awarded Advanced Practice Recruiters the opportunity to be the single point of contact for hiring Physician Assistants, Nurse Practitioners, and other Advanced Practice Nurse for the state of Texas. This means when practices partner with Advanced Practice Recruiters to hire practitioners they will gain access to the job seekers represented by 145 recruiting firms and 450+ healthcare recruiters nationwide. Accountability, results, and communication will allow for employers to experience an optimal recruiting process due to this partnership.
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The way the program works:
When a practitioner who is seeking employment in Texas contacts 1 of the 450+ recruiters within NCHCR/ACHCR, that recruiter will then contact Advanced Practice Recruiters for available practice opportunities within the state of Texas. The success of this program comes from the level of ACCOUNTABILITY required of Advanced Practice Recruiters. Communication and results are required for this exclusive partnership.
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There are many benefits that arise from this partnership.
For Employers:
- You know that your practice will receive top practitioners, sourced from a team of over 300 recruiters who specialize in healthcare. This means Guaranteed Results!
- Your open positions will be filled in the fastest time possible.
- You will receive multiple qualified applicants from a very large candidate pool.
�
For Practitioners:
- You know that your point of contact is networking with 300+ recruiters to locate the best job for you!
- You will find a job fast.
- One point of contact across the state of Texas.
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For NCHCR Recruiters
- You know who to contact when you represent a practitioner interested in Texas.
- The candidates you represent will find jobs fast.
- Accountability for communication and results.
For more information regarding this exclusive partnership and how it can benefit you please contact:
office: 888.812.3452 x707
cell: 903.714.6878
fax: 866.322.5590
email: blake@aprx.net
www.AdvancedPracticeRecruiters.com
Connect With Me...
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Keywords: NCHCR, ACHCR, Nurse Practitioner Recruiting, Physician Assistant Recruiting, State of Texas, Texas Recruiters, Nurse Practitioner Jobs in Texas, Physician Assistant Jobs in Texas, American Coalition of Health Care Recruiters
NCHCR/ACHCR and Advanced Practice Recruiters – Exclusive Partnership over the State of Texas
The National Coalition or Health Care Recruiters (NCHCR) and American Coalition of Health Care Recruiters (ACHCR) has awarded Advanced Practice Recruiters the opportunity to be the single point of contact for hiring Physician Assistants, Nurse Practitioners, and other Advanced Practice Nurse for the state of Texas. This means when practices partner with Advanced Practice Recruiters to hire practitioners they will gain access to the job seekers represented by 145 recruiting firms and 450+ healthcare recruiters nationwide. Accountability, results, and communication will allow for employers to experience an optimal recruiting process due to this partnership.
The way the program works:
When a practitioner who is seeking employment in Texas contacts 1 of the 450+ recruiters within NCHCR/ACHCR, that recruiter will then contact Advanced Practice Recruiters for available practice opportunities within the state of Texas. The success of this program comes from the level of ACCOUNTABILITY required of Advanced Practice Recruiters. Communication and results are required for this exclusive partnership.
There are many benefits that arise from this partnership.
For Employers:
- You know that your practice will receive top practitioners, sourced from a team of over 300 recruiters who specialize in healthcare. This means Guaranteed Results!
- Your open positions will be filled in the fastest time possible.
- You will receive multiple qualified applicants from a very large candidate pool.
For Practitioners:
- You know that your point of contact is networking with 300+ recruiters to locate the best job for you!
- You will find a job fast.
- One point of contact across the state of Texas.
For NCHCR Recruiters
- You know who to contact when you represent a practitioner interested in Texas.
- The candidates you represent will find jobs fast.
- Accountability for communication and results.
For more information regarding this exclusive partnership and how it can benefit you please contact:
office: 888.812.3452 x707
cell: 903.714.6878
fax: 866.322.5590
email: blake@aprx.net
www.AdvancedPracticeRecruiters.com
Connect With Me...
Keywords: NCHCR, ACHCR, Nurse Practitioner Recruiting, Physician Assistant Recruiting, State of Texas, Texas Recruiters, Nurse Practitioner Jobs in Texas, Physician Assistant Jobs in Texas, American Coalition of Health Care Recruiters
Tuesday, August 10, 2010
CRNA � Supply and Demand. A student�s question.
The Advanced Practice Recruiters received an e-mail requesting data regarding hiring trends and supply and demand from a CRNA student. I felt that others could benefit from this information, so I decided to post it on our blog.
Here is the e-mail from the student:
Hi,
I am a senior in nurse anesthesia school.� Many of the CRNAs believe schools are "pumping out CRNAs" and there is an "overproduction of supply of CRNAs exceeding demand".
Is this true?� And if so, do you have any research studies to support that?� And if not, do you have studies to support the opposite?
Thanks so much.
Respectfully,
NAP11
APRx�s Response:
We have seen 113 jobs posted for CRNAs in the last 30 days. So there is certainly a demand to hire CRNAs.
The hiring trends for CRNAs over the past 4 years has been sporadic. In Q4 of 2009 you can see a huge spike in hiring demand. Yet, in 2010 there has been a steep decline. I'm not sure why this occurred. It shouldn't be an indicator for supply and demand, but it does give us an indication as to the overall hiring trends for CRNAs
�Hiring trends over the last 4 years for CRNAs:
Supply and Demand Map:
CRNAs are combined with Anesthesiologists for determining the Supply/Demand (S/D) for the Anesthesia jobs. This map shows the areas that have more jobs than practitioners. Locations are given an average score of 100 or a 1:1 (practitioner:job) ratio, the circles show values greater than 100 indicating stronger than average Hiring Demand. S/D Ratios are constructed by comparing the number of online job ads for an occupation in a city to an occupation-specific national average Hiring Demand rate. We need to have seen at least 10 job ads for an occupation in a city for the data to appear on this map, so rural locations that hire 1-9 CRNAs in a year are not seen on this map.
I don't believe schools are "pumping out CRNAs" or that there is an "overproduction of supply CRNAs exceeding demand." I know from experience that people measure what is relative to them. So given the location of CRNA training programs and the available jobs in these desired cities it may seem to a group of individuals that there are fewer jobs than practitioners being trained. However, when looking at the larger picture I believe there is a strong need for your profession and a need to train more CRNAs.
If you or your colleagues would like help locating a job upon the completion of training, we would be glad to lead you in the right direction.
Sincerely,
Blake A. Moser, MSHRD, CPC
o: 888.812.3452 x707
c: 903.714.6878
f: 866.322.5590
www.AdvancedPracticeRecruiters.com
Connect With Me...
Keywords: CRNA, CRNA student, CRNAs, Certified Registered Nurse Anesthetist, Nurse Anesthetist, CRNA jobs, CRNA hiring trends, CRNA supply and demand
CRNA – Supply and Demand. A student’s question.
The Advanced Practice Recruiters received an e-mail requesting data regarding hiring trends and supply and demand from a CRNA student. I felt that others could benefit from this information, so I decided to post it on our blog.
Here is the e-mail from the student:
Hi,
I am a senior in nurse anesthesia school. Many of the CRNAs believe schools are "pumping out CRNAs" and there is an "overproduction of supply of CRNAs exceeding demand".
Is this true? And if so, do you have any research studies to support that? And if not, do you have studies to support the opposite?
Thanks so much.
Respectfully,
NAP11
APRx’s Response:
We have seen 113 jobs posted for CRNAs in the last 30 days. So there is certainly a demand to hire CRNAs.
The hiring trends for CRNAs over the past 4 years has been sporadic. In Q4 of 2009 you can see a huge spike in hiring demand. Yet, in 2010 there has been a steep decline. I'm not sure why this occurred. It shouldn't be an indicator for supply and demand, but it does give us an indication as to the overall hiring trends for CRNAs
Hiring trends over the last 4 years for CRNAs:
Supply and Demand Map:
CRNAs are combined with Anesthesiologists for determining the Supply/Demand (S/D) for the Anesthesia jobs. This map shows the areas that have more jobs than practitioners. Locations are given an average score of 100 or a 1:1 (practitioner:job) ratio, the circles show values greater than 100 indicating stronger than average Hiring Demand. S/D Ratios are constructed by comparing the number of online job ads for an occupation in a city to an occupation-specific national average Hiring Demand rate. We need to have seen at least 10 job ads for an occupation in a city for the data to appear on this map, so rural locations that hire 1-9 CRNAs in a year are not seen on this map.
I don't believe schools are "pumping out CRNAs" or that there is an "overproduction of supply CRNAs exceeding demand." I know from experience that people measure what is relative to them. So given the location of CRNA training programs and the available jobs in these desired cities it may seem to a group of individuals that there are fewer jobs than practitioners being trained. However, when looking at the larger picture I believe there is a strong need for your profession and a need to train more CRNAs.
If you or your colleagues would like help locating a job upon the completion of training, we would be glad to lead you in the right direction.
Sincerely,
Blake A. Moser, MSHRD, CPC
o: 888.812.3452 x707
c: 903.714.6878
f: 866.322.5590
www.AdvancedPracticeRecruiters.com
Connect With Me...
Keywords: CRNA, CRNA student, CRNAs, Certified Registered Nurse Anesthetist, Nurse Anesthetist, CRNA jobs, CRNA hiring trends, CRNA supply and demand
Thursday, August 5, 2010
Nurse Practitioner � Clinic Based Pulmonology/Sleep Medicine
Tyler, TX
Nurse Practitioner � Clinic Based Pulmonology/Sleep Medicine
Great Income, Consistent Schedule! Outstanding opportunity for a Nurse Practitioner in a clinic based pulmonology/sleep medicine practice. $85,000-$95,000 salary plus bonus opportunity! This position is working with a close- group of physicians who specialize in: Pulmonary/Critical Care, Hospitalist/Inpatient Medicine, Allergy, and Sleep medicine. The inpatient based practitioners cover the hospital.
We will consider:
- Family Nurse Practitioners
- Adult Nurse Practitioners
- Acute Care Nurse Practitioners with clinic experience
Benefits include:
- $85,000-$95,000 salary plus bonuses
- 3 Weeks Paid Time Off.
- Continuing medical education expenses - $1,000.00 per year per year
- Group health insurance - included per year
- Liability insurance - included per year
- Pager and cell phone service provided per year
- Professional dues, fees and licenses at cost per year.
- Retirement plan: 401(k) plan - eligibility after 1 year per year.
�
For More details contact:
Blake Moser
888-812-3452 ext. 707
Nurse Practitioner – Clinic Based Pulmonology/Sleep Medicine
Tyler, TX
Nurse Practitioner – Clinic Based Pulmonology/Sleep Medicine
Great Income, Consistent Schedule! Outstanding opportunity for a Nurse Practitioner in a clinic based pulmonology/sleep medicine practice. $85,000-$95,000 salary plus bonus opportunity! This position is working with a close- group of physicians who specialize in: Pulmonary/Critical Care, Hospitalist/Inpatient Medicine, Allergy, and Sleep medicine. The inpatient based practitioners cover the hospital.
We will consider:
- Family Nurse Practitioners
- Adult Nurse Practitioners
- Acute Care Nurse Practitioners with clinic experience
Benefits include:
- $85,000-$95,000 salary plus bonuses
- 3 Weeks Paid Time Off.
- Continuing medical education expenses - $1,000.00 per year per year
- Group health insurance - included per year
- Liability insurance - included per year
- Pager and cell phone service provided per year
- Professional dues, fees and licenses at cost per year.
- Retirement plan: 401(k) plan - eligibility after 1 year per year.
For More details contact:
Blake Moser
888-812-3452 ext. 707
Wednesday, August 4, 2010
blogged: http://ping.fm/C1gSq - Where was your doctor trained? New study says medical school reflects quality of care.
Where was your doctor trained? New study says medical school reflects quality of care.
By DENISE GRADY
Published: August 3, 2010
Foreign-Born Doctors Give Equal Care in U.S.
Patients treated by foreign-born doctors who trained in other countries fare just as well as people treated by doctors educated in the United States, a new study has found.
But the results are not as good when the doctor is an American who went to medical school overseas and then returns to practice, the researchers determined. In that situation, patients with heart disease have longer hospital stays and slightly higher death rates.
Graduates of foreign medical schools now make up a quarter of all the practicing doctors in the United States. In order to qualify here, they have to pass a series of rigorous exams and complete residency training. About one-fifth of the foreign-trained doctors in the United States are Americans who studied abroad, often at medical schools in the Caribbean. Most foreign-born doctors in the United States come from India or Pakistan and initially studied medicine in those countries.
The study is being published Tuesday in the August issue of the journal Health Affairs. The first author is John J. Norcini, president of the Foundation for Advancement of International Medical Education and Research, in Philadelphia.
The authors of the study offered two possible reasons the Americans who went to foreign medical schools might not perform as well as doctors trained in the United States, or as well as foreign-born doctors. One is that many of the Americans who study medicine elsewhere do so because their grades and test scores were too low to get into medical school in the United States — so they may be less capable in the first place. Another possibility is that some of the overseas medical schools Americans attend may not be up to par.
There is a doctor shortage in the United States, and foreign doctors have stepped into the breach, particularly in specialties like internal medicine and family practice, which many American students have turned away from in favor of more lucrative specialties like cardiology. In response to the doctor shortage, medical schools in the United States have begun to expand their class sizes, and some new schools have opened. But the number of residency spots is not increasing, so new American graduates may start squeezing out the foreign-born doctors when it comes time to start residencies.
The authors say their findings offer a cautionary note: if schools in the United States lower their standards to fill new spots and begin admitting the kind of American applicants who have been going overseas to study, they may start turning out less competent doctors.
Dr. Norcini said there had been concern about the competence of foreign-trained doctors, based in part on reports in the 1990s of lower test scores and performance ratings. But his study noted that “by the mid-1990s, international medical graduates were outperforming U.S. graduates” on tests in internal medicine.
The researchers set out to evaluate doctors by assessing the health of their patients. They analyzed records from 244,153 hospitalizations in Pennsylvania from 2003-06. All the patients had congestive heart failure or had suffered heart attacks, conditions that are considered a good gauge of the quality of medical care.
The patients were treated by 6,113 doctors. As in the rest of the country, about three-quarters of them were born and trained in the United States. The rest had trained in other countries, and most were foreign-born; about 400 were Americans who had trained overseas.
The patients of foreign-born international graduates had the lowest death rate, 5 percent, and the patients of American doctors trained overseas had the highest death rate, 5.8 percent. Patients of the American born-and-trained doctors fell in the middle, with 5.5 percent.
Tuesday, August 3, 2010
blogged: http://ping.fm/x5EEe - Physician Assistant: Information about one of the fastest growing careers�
Physician Assistant: Information about one of the fastest growing careers…
This information was published by the AAPA
General Information
Q. What is a Physician Assistant (PA)?
A. Physician assistants are health care professionals licensed to practice medicine with physician supervision. PAs employed by the federal government are credentialed to practice. As part of their comprehensive responsibilities, PAs conduct physical exams, diagnose and treat illnesses, order and interpret tests, counsel on preventive health care, assist in surgery, and in virtually all states can write prescriptions. Within the physician-PA relationship, physician assistants exercise autonomy in medical decision making and provide a broad range of diagnostic and therapeutic services. A PA's practice may also include education, research, and administrative services.
PAs are trained in intensive education programs accredited by the Accreditation Review Commission on Education for the Physician Assistant (ARC-PA) .
Because of the close working relationship the PAs have with physicians, PAs are educated in the medical model designed to complement physician training. Upon graduation, physician assistants take a national certification examination developed by the National Commission on Certification of PAs in conjunction with the National Board of Medical Examiners. To maintain their national certification, PAs must log 100 hours of continuing medical education every two years and sit for a recertification every six years. Graduation from an accredited physician assistant program and passage of the national certifying exam are required for state licensure.
Q. How did the Physician Assistant profession begin?
A. In the mid-1960s, physicians and educators recognized there was a shortage and uneven distribution of primary care physicians. To expand the delivery of quality medical care, Dr. Eugene Stead of the Duke University Medical Center in North Carolina put together the first class of PAs in 1965. He selected Navy corpsmen who received considerable medical training during their military service and during the war in Vietnam but who had no comparable civilian employment. He based the curriculum of the PA program in part on his knowledge of the fast-track training of doctors during World War II.
Q. What does "PA-C" stand for? What does the "C" mean?
A. Physician assistant-certified. It means that the person who holds the title has met the defined course of study and has undergone testing by the National Commission on Certification of Physician Assistants (NCCPA). The NCCPA is an independent organization, and the commissioners represent a number of different medical professions. It is not a part of the PA professional organization, the American Academy of Physician Assistants (AAPA). To maintain that "C" after "PA", a physician assistant must log 100 hours of continuing medical education every two years and take the recertification exam every six years.
Q. How is a Physician Assistant educated?
A. Physician assistants are educated in intensive medical programs accredited by the Accreditation Review Commission on Education for the Physician Assistant (ARC-PA). The average PA program curriculum runs approximately 26 months. There are currently more than 130 accredited programs. All PA programs must meet the same ARC-PA standards.
Because of the close working relationship PAs have with physicians, PAs are educated in a medical model designed to complement physician training. PA students are taught, as are medical students, to diagnose and treat medical problems.
Education consists of classroom and laboratory instruction in the basic medical and behavioral sciences (such as anatomy, pharmacology, pathophysiology, clinical medicine, and physical diagnosis), followed by clinical rotations in internal medicine, family medicine, surgery, pediatrics, obstetrics and gynecology, emergency medicine, and geriatric medicine.
A PA's education doesn't stop after graduation, though. PAs are required to take ongoing continuing medical education classes and be retested on their clinical skills on a regular basis. A number of postgraduate PA programs have also been established to provide practicing PAs with advanced education in medical specialties.
Q. What are the prerequisites for applying to a PA program?
A. PA programs look for students who have a desire to study, work hard, and to be of service to their community. Most physician assistant programs require applicants to have previous health care experience and some college education. The typical applicant already has a bachelor's degree and approximately 4 years of health care experience. Commonly nurses, EMTs, and paramedics apply to PA programs. Check with PA educational programs of interest to you for a list of their prerequisites.
Q. What areas of medicine can Physician Assistants work in?
A. Physician assistants (PAs) are found in all areas of medicine. They practice in the areas of primary care medicine - that is family medicine, internal medicine, pediatrics, and obstetrics and gynecology -- as well in surgery and the surgical subspecialties.
Physician assistants receive a broad education in medicine. Their education is ongoing after graduation through continuing medical education requirements and continual interaction with physicians and other health care providers.
Q. Where do PAs "draw the line" as far as what they can treat and what a physician can treat?
A. What a physician assistant does varies with training, experience, and state law. In addition, the scope of the PA's practice corresponds to the supervising physician's practice. In general, a physician assistant will see many of the same types of patients as the physician. The cases handled by physicians are generally the more complicated medical cases or those cases which require care that is not a routine part of the PA's scope of work. Referral to the physician, or close consultation between the patient-PA-physician, is done for unusual or hard to manage cases. Physician assistants are taught to "know our limits" and refer to physicians appropriately. It is an important part of PA training.
Q. Can PAs prescribe medications?
A. Forty-eight states, the District of Columbia, and Guam have enacted laws that authorize PA prescribing. In California, PA prescriptions are referred to as written prescription transmittal orders.
Q. What do physicians think about Physician Assistants?
A. Most physicians who have worked with physician assistants like having PAs on staff. The American Medical Association, the American College of Surgeons, the American Academy of Family Physicians, the American College of Physicians, and other national medical organizations support the physician assistant profession by actively supporting the PA certifying commission and the PA program accrediting agency.
Studies done by the Federal Government have shown that PAs, working with the supervision of physicians, provide care that is comparable to physician care. The Eighth Report to the President and Congress on the Status of Health Personnel in the United States (released in 1992) states, "Physician assistants have demonstrated their clinical effectiveness both in terms of quality of care and patient acceptance."
Q. What is the working relationship between a physician and a physician assistant?
A. The relationship between a PA and the supervising physician is one of mutual trust and respect. The physician assistant is a representative of the physician, treating the patient in the style and manner developed and directed by the supervising physician. The physician and PA practice as members of a medical team. In 1995, the American Medical Association developed suggested guidelines for how physicians and PAs should work as a team in the delivery of medical care.
Suggested Guidelines for Physician-Physician Assistant Practice
Adopted by the AMA House of Delegates, June 1995
Reflecting the comments from the American Academy of Physician Assistants, separate model guidelines for Physician/Physician Assistants practice have been developed. These are based on the unique relationship of Physician Assistants who recognize themselves as agents of physicians with respect to delegated medical acts, and legal responsibilities. They are consistent with the existing AMA policies concerning Physician Assistants cited in this report. In all settings, Physician Assistants recognize physician supervision in the delivery of patient care. The suggested guidelines reflect those as follows:
- Health care services delivered by physicians and Physician Assistants must be within the scope of each practitioners authorized practice as defined by state law.
- The physician is ultimately responsible for coordinating and managing the care of patients and, with the appropriate input of the Physician Assistant, ensuring the quality of health care provided to patients.
- The physician is responsible for the supervision of the Physician Assistant in all settings.
- The role of the Physician Assistant(s) in the delivery of care should be defined through mutually agreed upon guidelines that are developed by the physician and the Physician Assistant and based on the physician's delegatory style.
- The physician must be available for consultation with the Physician Assistant at all times either in person or through telecommunication systems or other means.
- The extent of the involvement by the Physician Assistant in the assessment and implementation of treatment will depend on the complexity and acuity of the patient's condition and the training and experience and preparation of the Physician Assistant as adjudged by the physician.
- Patients should be made clearly aware at all times whether they are being cared for by a physician or a Physician Assistant.
- The physician and Physician Assistant together should review all delegated patient services on a regular basis, as well as the mutually agreed upon guidelines for practice.
- The physician is responsible for clarifying and familiarizing the Physician Assistant with his supervising methods and style of delegating patient care.
Q. What's the difference between a PA and a physician?
A. Physician assistants are educated in the "medical model"; in some schools they attend many of the same classes as medical students.
One of the main differences between PA education and physician education is not the core content of the curriculum, but the amount of time spent in formal educationl. In addition to time in school, physicians are required to do an internship, and the majority also complete a residency in a specialty following that. PAs do not have to undertake an internship or residency.
A physician has complete responsibility for the care of the patient. PAs share that responsibility with the supervising physicians.
Q. What is the American Academy of Physician Assistants (AAPA)?
A. The AAPA is the only national professional society to represent all physician assistants in every area of medicine. Founded in 1968, the academy has a federated structure of 57 chartered chapters representing PAs in all 50 states, the District of Columbia, Guam, and the federal services.
AAPA's mission is to provide quality, cost-effective, and accessible health care as well as to support the professional and personal development of PAs. The AAPA pursues these goals through government relations and public education programs, research and data collection efforts, and continuing education activities.
The Academy's policies are set by the House of Delegates, which meets once a year, and implemented by the Board of Directors. The House of Delegates is made up of representatives from the chartered chapters, specialty organizations, the Student Academy, and the Association of PA Programs. Member projects and activities are assisted by the AAPA staff. A calendar of upcoming AAPA events is available on this Web site.
Q. What is the Physician Assistant Foundation?
A. As the philanthropic arm of the American Academy of Physician Assistants, the Physician Assistant Foundation's mission is to foster education and research that enhance the delivery of quality health care. Related to this mission are the Foundation's goals to increase the understanding of the physician assistant profession and to develop and promote philanthropic activities. Learn more about the PA Foundation on this Web site.
Q. What is the Association of Physician Assistant Programs (APAP) ?
A. APAP is a national organization whose members are thePA programs and individual PA educators. It includes representation from accredited programs and programs going through the accreditation process.
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