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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

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

e: blake@aprx.net

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

e: blake@aprx.net

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.

�

�image

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.

 

 image

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.

�

NCHCR - National Coalition of Healthcare Recruiters

�

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:

Blake A. Moser, MSHRD, CPC

office: 888.812.3452 x707

cell: 903.714.6878

fax: 866.322.5590

email: blake@aprx.net

www.AdvancedPracticeRecruiters.com

Connect With Me...

clip_image002clip_image004clip_image006clip_image008

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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.

 

NCHCR - National Coalition of Healthcare Recruiters

 

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:

Blake A. Moser, MSHRD, CPC

office: 888.812.3452 x707

cell: 903.714.6878

fax: 866.322.5590

email: blake@aprx.net

www.AdvancedPracticeRecruiters.com

Connect With Me...

clip_image002clip_image004clip_image006clip_image008

 

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:

clip_image002

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.

clip_image004

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

e: blake@aprx.net

www.AdvancedPracticeRecruiters.com

Connect With Me...

clip_image005clip_image006clip_image007clip_image008

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:

clip_image002

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.

clip_image004

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

e: blake@aprx.net

www.AdvancedPracticeRecruiters.com

Connect With Me...

clip_image005clip_image006clip_image007clip_image008

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

image

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

info@aprx.net

Advanced Practice Recruiters

Nurse Practitioner – Clinic Based Pulmonology/Sleep Medicine

Tyler, TX

image

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

info@aprx.net

Advanced Practice Recruiters

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

For The New York Times

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.

PA Education

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.

Scope of Practice

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.

Physicians and PAs

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:

  1. Health care services delivered by physicians and Physician Assistants must be within the scope of each practitioners authorized practice as defined by state law.
  2. 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.
  3. The physician is responsible for the supervision of the Physician Assistant in all settings.
  4. 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.
  5. The physician must be available for consultation with the Physician Assistant at all times either in person or through telecommunication systems or other means.
  6. 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.
  7. Patients should be made clearly aware at all times whether they are being cared for by a physician or a Physician Assistant.
  8. 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.
  9. 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.

PA Organizatons

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.

Physician Assistants tops the list again. Lots of demand for PAs. Congrats! http://ow.ly/2kxcI

Monday, August 2, 2010

Tyler, TX � Flexible Schedule Family Practice, NP or PA

Are you looking for a position that is flexible with your schedule? We have the right practice for you. This is a family practice clinic that is seeking a new provider to take overflow and build additional patients from there. You can begin as part-time or full-time depending on your needs. This is a practice with 2 Physicians and 1 NP who are willing to train the right practitioner. They have many ancillary services such as Neuro Testing, EKG, and their own lab. Salary will be provided based upon schedule worked. A competitive hourly rate can be discussed as well. Please contact us for full details.

Blake Moser

blake@aprx.net

888-812-3452 ext. 707

www.AdvancedPracticeRecruiters.com

Keywords: Nurse Practitioner Jobs, Physician Assistant Jobs, Tyler Texas, Smith County, Tyler, Outpatient, Nurse Practitioner Job, Physician Assistant Job, Internal Medicine Nurse Practitioner, Internal Medicine physician assistant, Internal Medicine practice opportunity, Family Practice, Internal Medicine

Tyler, TX – Flexible Schedule Family Practice, NP or PA

Are you looking for a position that is flexible with your schedule? We have the right practice for you. This is a family practice clinic that is seeking a new provider to take overflow and build additional patients from there. You can begin as part-time or full-time depending on your needs. This is a practice with 2 Physicians and 1 NP who are willing to train the right practitioner. They have many ancillary services such as Neuro Testing, EKG, and their own lab. Salary will be provided based upon schedule worked. A competitive hourly rate can be discussed as well. Please contact us for full details.

Blake Moser

blake@aprx.net

888-812-3452 ext. 707

www.AdvancedPracticeRecruiters.com

Keywords: Nurse Practitioner Jobs, Physician Assistant Jobs, Tyler Texas, Smith County, Tyler, Outpatient, Nurse Practitioner Job, Physician Assistant Job, Internal Medicine Nurse Practitioner, Internal Medicine physician assistant, Internal Medicine practice opportunity, Family Practice, Internal Medicine

Tyler, TX Clinic based Subspecialty Practice � NP or PA

Looking for a practice opportunity to take your career to the next level without sacrificing quality time with your family or enjoyment in the practice setting? This position will allow just that, and opportunity for career growth. This is a multispecialty group focused in areas of subspecialty medicine, and they are expanding in the clinic setting by adding a Nurse Practitioner or Physician Assistant. Their preference is a Family Nurse Practitioner, Adult Nurse Practitioner, or a Physician Assistant with a background in Family Medicine or Internal Medicine.

The schedule is 8-5 Monday-Friday.

The salary and benefits are extremely competitive. Productivity and Bonuses will be offered.

For full details contact:

Blake Moser

blake@aprx.net

888-812-3452 ext. 707

www.AdvancedPracticeRecruiters.com

Keywords: Nurse Practitioner Jobs, Physician Assistant Jobs, Tyler Texas, Smith County, Tyler, Outpatient, Nurse Practitioner Job, Physician Assistant Job, Internal Medicine Nurse Practitioner, Internal Medicine physician assistant, Internal Medicine practice opportunity, Family Practice, Internal Medicine

Tyler, TX Clinic based Subspecialty Practice – NP or PA

Looking for a practice opportunity to take your career to the next level without sacrificing quality time with your family or enjoyment in the practice setting? This position will allow just that, and opportunity for career growth. This is a multispecialty group focused in areas of subspecialty medicine, and they are expanding in the clinic setting by adding a Nurse Practitioner or Physician Assistant. Their preference is a Family Nurse Practitioner, Adult Nurse Practitioner, or a Physician Assistant with a background in Family Medicine or Internal Medicine.

The schedule is 8-5 Monday-Friday.

The salary and benefits are extremely competitive. Productivity and Bonuses will be offered.

For full details contact:

Blake Moser

blake@aprx.net

888-812-3452 ext. 707

www.AdvancedPracticeRecruiters.com

Keywords: Nurse Practitioner Jobs, Physician Assistant Jobs, Tyler Texas, Smith County, Tyler, Outpatient, Nurse Practitioner Job, Physician Assistant Job, Internal Medicine Nurse Practitioner, Internal Medicine physician assistant, Internal Medicine practice opportunity, Family Practice, Internal Medicine

Outpatient Cardiology Practice Opportunity for NP or PA

It is not often that we represent a Cardiology practice opportunity that� offers a great quality of life/ quality of work balance. This is one of those rare occurrences! This opportunity is with an established group of Cardiologist, working with one Cardiologist seeing patients in the clinic. This position already has an established patient base and will offer a great opportunity to work with a well-known, highly respected cardiologist. The schedule is 8-5, Monday-Friday, no call, no weekends = great quality of life.

Benefits : Very Competitive Salary +

Medical Insurance
Dental
Vision
Disability
Life/AD&D
Long Term Care
Supplemental Insurance
Flexible Spending Account (FSA)
Health Savings Account (HSA)
Retirement Plan with up to 4% Employer Contribution
Professional Development and CME, Time off and Allowance
Two weeks of Vacation, increasing with employment
All Major Holidays Off!

For complete details Contact:

Blake Moser

blake@aprx.net

888-812-3452 ext. 707

www.AdvancedPracticeRecruiters.com

Keywords: Nurse Practitioner Jobs, Physician Assistant Jobs, Cardiology, Houston Texas, Conroe, The Woodlands, Humble, Outpatient, Nurse Practitioner Job, Physician Assistant Job, Cardiology Nurse Practitioner, Cardiology physician assistant, Pulmonology urology practice opportunity.

Outpatient Cardiology Practice Opportunity for NP or PA

It is not often that we represent a Cardiology practice opportunity that  offers a great quality of life/ quality of work balance. This is one of those rare occurrences! This opportunity is with an established group of Cardiologist, working with one Cardiologist seeing patients in the clinic. This position already has an established patient base and will offer a great opportunity to work with a well-known, highly respected cardiologist. The schedule is 8-5, Monday-Friday, no call, no weekends = great quality of life.

Benefits : Very Competitive Salary +

Medical Insurance
Dental
Vision
Disability
Life/AD&D
Long Term Care
Supplemental Insurance
Flexible Spending Account (FSA)
Health Savings Account (HSA)
Retirement Plan with up to 4% Employer Contribution
Professional Development and CME, Time off and Allowance
Two weeks of Vacation, increasing with employment
All Major Holidays Off!

For complete details Contact:

Blake Moser

blake@aprx.net

888-812-3452 ext. 707

www.AdvancedPracticeRecruiters.com

Keywords: Nurse Practitioner Jobs, Physician Assistant Jobs, Cardiology, Houston Texas, Conroe, The Woodlands, Humble, Outpatient, Nurse Practitioner Job, Physician Assistant Job, Cardiology Nurse Practitioner, Cardiology physician assistant, Pulmonology urology practice opportunity.

Clinic Based Pulmonology - Nurse Practitioner � North of Houston

Well-respected group of pulmonologists are seeking a Nurse Practitioner to join their practice. This is an expansion position that will help a physician focus on procedures by providing care in the clinic. This position is clinic based, outpatient, Monday-Friday� 8-5. No Call, No weekends. Come to a practice that will respect you as a practitioner and provide you some of the benefits available.

Benefits : Very Competitive Salary +

Medical Insurance
Dental
Vision
Disability
Life/AD&D
Long Term Care
Supplemental Insurance
Flexible Spending Account (FSA)
Health Savings Account (HSA)
Retirement Plan with up to 4% Employer Contribution
Professional Development and CME, Time off and Allowance
Two weeks of Vacation, increasing with employment
All Major Holidays Off!

Contact:

Blake Moser

blake@aprx.net

888-812-3452 ext. 707

www.AdvancedPracticeRecruiters.com

Keywords: Nurse Practitioner Jobs, Physician Assistant Jobs, Pulmonology, Houston Texas, Conroe, The Woodlands, Humble, Outpatient, Nurse Practitioner Job, Physician Assistant Job, Pulmonology Nurse Practitioner, Pulmonology physician assistant, Pulmonology urology practice opportunity.

Clinic Based Pulmonology - Nurse Practitioner – North of Houston

Well-respected group of pulmonologists are seeking a Nurse Practitioner to join their practice. This is an expansion position that will help a physician focus on procedures by providing care in the clinic. This position is clinic based, outpatient, Monday-Friday  8-5. No Call, No weekends. Come to a practice that will respect you as a practitioner and provide you some of the benefits available.

Benefits : Very Competitive Salary +

Medical Insurance
Dental
Vision
Disability
Life/AD&D
Long Term Care
Supplemental Insurance
Flexible Spending Account (FSA)
Health Savings Account (HSA)
Retirement Plan with up to 4% Employer Contribution
Professional Development and CME, Time off and Allowance
Two weeks of Vacation, increasing with employment
All Major Holidays Off!

Contact:

Blake Moser

blake@aprx.net

888-812-3452 ext. 707

www.AdvancedPracticeRecruiters.com

Keywords: Nurse Practitioner Jobs, Physician Assistant Jobs, Pulmonology, Houston Texas, Conroe, The Woodlands, Humble, Outpatient, Nurse Practitioner Job, Physician Assistant Job, Pulmonology Nurse Practitioner, Pulmonology physician assistant, Pulmonology urology practice opportunity.

blogged: http://ping.fm/npKyK - Urology � Nurse Practitioner or Physician Assistant � North or Houston

Urology – Nurse Practitioner or Physician Assistant – North or Houston

Excellent Pay, Great outpatient schedule Monday-Friday 8-5, no call, Outstanding Benefits.

Nurse Practitioner or Physician Assistant needed North of Houston, TX. This position is with a well respected urologist who is expanding his practice by seeing more patients in the clinic. If you are seeking a practice that is clinic based, with some procedures this practice will offer a rewarding career. Training in Urology will be provided for the right practitioner.

Benefits : Very Competitive Salary +

Medical Insurance
Dental
Vision
Disability
Life/AD&D
Long Term Care
Supplemental Insurance
Flexible Spending Account (FSA)
Health Savings Account (HSA)
Retirement Plan with up to 4% Employer Contribution
Professional Development and CME, Time off and Allowance
Two weeks of Vacation, increasing with employment
All Major Holidays Off!

Contact for More Details:

Blake Moser

888-812-3452 ext. 707

blake@aprx.net

www.AdvancedPracticeRecruiters.com

Keywords: Nurse Practitioner Jobs, Physician Assistant Jobs, Urology, Houston Texas, Outpatient, Nurse Practitioner Job, Physician Assistant Job, Urology Nurse Practitioner, urology physician assistant, urology practice opportunity.

Sunday, August 1, 2010

blogged: http://ping.fm/Qx5wH - Part-time or Full-time Family Practice NP or PA � Tyler, TX
blogged: http://ping.fm/iCzol - Subspecialty Clinic in Tyler, TX seeking Family Nurse Practitioner

Part-time or Full-time Family Practice NP or PA – Tyler, TX

Are you looking for a position that is flexible with your schedule? We have the right practice for you. This is a family practice clinic that is seeking a new provider to take overflow and build additional patients from there. You can begin as part-time or full-time depending on your needs. This is a practice with 2 Physicians. They have many ancillary services such as Neuro Testing, EKG, and their own lab. Salary will be provided based upon schedule worked. A competitive hourly rate can be discussed as well. Please contact us for full details.

Blake Moser

blake@aprx.net

888-812-3452 ext. 707

www.AdvancedPracticeRecruiters.com

Subspecialty Clinic in Tyler, TX seeking Family Nurse Practitioner

Would you like the opportunity to advance your career by focusing on a subspecialty, but you don’t want to give up the quality of life, outpatient schedule, or the limited stress of being in a Family Practice environment? This may be a position you want to consider. This position is outpatient only, 8-5, Monday-Friday. AMAZING benefits, and a highly competitive salary + productivity based upon your experience. Contact us for complete details:

Blake Moser

info@aprx.net

888-812-3452 ext. 707

www.AdvancedPracticeRecruiters.com