Can’t hire fast? – you lose!

Can’t hire fast? – you lose!

More on the primary care shortage and its impact on Government Contracting

This morning we spoke with a Family Practice Physician who confirmed what we all must know – there is a severe primary care shortage in the U.S.

The physician candidate in question just relocated to Colorado and received a job offer immediately over the phone, sight unseen. During the credentialing process for the new employer (NOTE – they have not yet met her) they called to ask her if she would accept the Medical Director Role. Not having been “on the market” recently, she was literally blown away! In her words, “it was even difficult looking for a new position because I get so many calls every day it is hard to figure out what is real.”

In this competitive market the race goes to the swift. If you cannot hire quickly you will lose candidate after candidate to employers who are more nimble. The company in the above story is not a small multi-specialty group, as you might think, but a billion dollar provider in 36 states. However, they understand the concept of FAST.

In the Government space there are some things outside our control, however, we discover that many contractors do not understand the concept of FAST and have not streamlined their processes on the front end to lock physicians down quickly.

KurzSolutions provides many services to accelerate revenue including helping you develop a quick hiring solution that includes expedited credentialing. Why not give us a call to find the competitive edge you need to win in the war for talent?  800-506-0884

Sleek. Agile. Fast.

It’s not an advertising slogan for a motorcycle or the name of a video game. It’s how you need to hire.

Government Contractor – Accelerate Your Revenue

Expedited Credentialing Services

KurzSolutions exists to accelerate revenue for your company in two ways:

  • Expedited recruiting – <15 days
  • Expedited credentialing <14 days

KurzSolutions provides expedited credentialing for all Provider Credentials Files. Our experience includes all branches of the military and more than 90 separate base locations. It is not a boast to say that we are the fastest and best in business. Files are completed on an aggressive timeline and sent FedEx to the base in question for next day delivery. Here are the latest metrics to prove it….

Credentialing Statistics – Last 90 Days

  • Average days from credentials file start to ship date – 11.4
  • Percentage of files needing no correction – 89%

Our expedited credentialing services are included at no additional charge in our RPO relationships.

These are just two of the sixteen services offered by KurzSolutions RPO Relationships: click here to view our complete offerings.

While we cannot control the government timeline, there are things under our control that can be expedited. KurzSolutions can accelerate your revenue by as much as  50%.

 

Call us to talk about accelerating your revenue stream – 800-506-0884

 

Recruiting Physicians for the DoD Market

Five Essential Keys to Recruiting Physicians for the DoD Market

Physician recruiting in the DoD space is a unique phenomenon. We are chronically selling physicians on working in remote locations for substandard salaries during the most severe physician shortage in U.S. history!  Often our primary sales features sound similar to “mom, apple pie, and the American Flag.” Although there are other “features” to sell (see my blog on the subject), competition for available physicians is stiff and the recruiting challenges abound. If we want our men and women in blue and green and their families to have the best care possible, we need to ensure that we have the best recruiting strategies in our arsenal.

Obtain a copy of KurzSolutions, Whitepaper #203 –  “Five Essential Keys to Recruiting Physicians for the DoD Market”  – click here

Physician Satisfaction Is High – Geriatric Psychiatry

Geriatric JournalThere is a critical shortage of access to care for geriatric psych patients in the U.S. that is only surpassed by the shrinking size of the pool of geriatric specialists. The American Association for Geriatric Psychiatry has seen a decrease in the number of members over the past five years due, primarily, to a higher level of retiring providers vs. geriatric specialists entering the workforce. Geriatric fellowships number about 46 nationwide, each turning out one specialist per year, and only two new fellowships are being launched in the near term. Current rates will result in a continuously-shrinking workforce between now and 2022, just when the geriatric population of boomers begins to swell the patient ranks.

In 2010, President Obama signed in to law the “Patient Protection and Affordable Care Act,” intended to address the grim future for geriatric patients by authorizing two studies of the issue by the Department of Health and Human Services and the Government Accountability Office.

Meanwhile, all champions face significant challenges to providing adequate geriatric care:Geriatric Satisfaction

Scarcity of Expertise – 1,700 geriatric specialists nationwide
Clinical Complexity requiring intensive management, involving considerable risk of adverse outcomes, and medical complications
Financial Disincentives – inadequate Medicare compensation is putting many geriatric practices out of business.

The most surprising fact related to the case is the high satisfaction level of physicians working in the geriatric space! A study by the UC Davis School of Medicine discovered “that geriatric physicians were more likely to have very high career satisfaction than 32 other specialties” (Archives of Internal Medicine).

The Silver Bullet

We represent the established leader in geriatric care in the northeast and a new paradigm (care model) that addresses many of the aforementioned challenges. Improving quality of care requires a vocational commitment to geriatrics from top to bottom in the organization and a commitment to specialization. Our emerging geriatric brain trust involves multi-disciplinary teams of psychiatrists, psychiatric mental health nurse practitioners, psychologists, and family nurse practitioners led by an administrative and executive team that has mastered the space, including billing and reimbursement. We focus on back office, our providers focus on what they do best – patient care.

We are experiencing 400% growth in evidence that we have created a facilitating environment for change and are at the transformative learning stage in the paradigm shift. Why not join a winning team?

FOR DETAILS CALL – ROB KURZ 800-506-0884 X5647

Causes of Physician Dissatisfaction

Physician DissatifPhysician dissatisfaction is at an all-time and the timing could not be worse. “The lack of an adequate primary-care infrastructure in the U.S. is a high obstacle to creating a high-performing healthcare system,” says David Bluementhal, President of the Commonwealth Fund, a healthcare research foundation. The Association of American Medical Colleges estimates the United States will be short 45,000 primary-care doctors in 2020, compared to 9,000 today. All this just when thirty million additional patients are entering the healthcare space through Obamacare.

“Having great numbers
of physicians unhappy,
disgruntled, who can’t
wait to retire, is not a
great promotion for the
profession.”
David Korn, Former VP of the
Association of Medical Colleges

A good friend of mine, a Pulmonary Care Physician, predicted this problem recently at a dinner party. In his words, “Whether you like nationalized healthcare or not, the current infrastructure is not adequate to provide for the additional patients that will be entering the marketplace.” Fact is, the American healthcare system is already over-stressed resulting in a high level of dissatisfaction among physicians with serious implications for the system.

Military Physician Provider, Dr. Bernstein’s view:
He cares for a far more diverse patient
population than he expected – from
infants to retirees:

“We’re not competing for those, like
many family medicine physicians in the
civilian sector do. And financially,
because we also don’t have to worry
about the practice management
and malpractice issues…”

In 2012 an Urban Institute study of 500 primary-care physicians found that 30% of those aged 35-49 planned to leave their practice within 5 years. The rate jumped to 52% for those over 50. A more recent survey by The Physicians Foundation revealed the following:

  • More than 60 percent of physicians would retire today if they had the means.
  • Physicians see 16.6 percent fewer patients per day than they did in 2008, a decline that could lead to millions of fewer patients seen per year.
  • More than 52 percent limit Medicare patients’ access to their practices or plan to do so.
  • More than 26 percent have closed their practices to Medicaid patients.
  • Physicians spend more than 22 percent of their time on nonclinical paperwork, resulting in a loss of some 165,000 full-time equivalent (FTE) physicians.

A recent survey by Medscape/Web M.D., also shows dissatisfaction among doctors on the rise. In an online questionnaire of 24,000 docs representing 25 specialties, only 54% said they would choose medicine again as a career.

A Jackson Healthcare survey of 3,456 physicians echoes the same results, 42% of physicians are dissatisfied with their job.

Does It Matter If Physicians are Satisfied?

The implications of physician dissatisfaction are myriad. Physician turnover is greater in organizations with high levels of physician dissatisfaction impacting consistent patient care and delivery costs. High levels of dissatisfaction decrease physician commitment to the practice setting and lead to mental strain and burnout. Published high levels of dissatisfaction within the career can lead to fewer medical school applicants – further exacerbating what is already a serious shortage of physicians

In the words of Erik Swenson, Chief Medical Officer for Capella Healthcare:

“There have been many studies on how dissatisfaction on the job leads to poor work habits and a poor work environment. Healthcare is no different and recent healthcare studies have shown this. Dissatisfied physicians have worse relationships with their patients, staff, and colleagues. Behavioral issues are more common as physicians feel (and act) more stressed. Patient care quality is diminished, generally ends up costing more, and patients are less loyal. All of this leads to more complaints and more malpractice suits filed against these physicians, thereby further increasing dissatisfaction.”

MTF Provider, Dr. Weintrob, who practiced at
Emory University in Atlanta before moving to
Maryland:

“I also appreciate the resources.
At Emory it was sometimes difficult
to get patients the medicines or
care they needed, but that’s
not the case here. If I write a
prescription or refer a patient
to a specialist, I know they’ll
get what they need.”

Causes of Dissatisfaction

Although the ranking may be different from one study to another, the top five causes of physician dissatisfaction are as follows:

  • Low reimbursement – While this has obvious significance for a private practice, it is also the driver behind the emphasis on RVUs and mammoth case load requirements in employed settings. Providers who only survived by the proper mix of Medicare patients and privately-insured patients are now finding that commercial insurance rates are now equivalent to Medicare.
  • Loss of autonomy – While many physicians have retreated to employed positions to escape the business pressures of private practice, the trade-off is loss of clinical autonomy.  Insurers, government regulations, and hospital “formularies” are just a few of the things that dictate how a physician can treat a patient,” according to Richard Jackson, CEO of Jackson Healthcare, “If we continue to devalue the experience and skills of our physicians, they will become the most expensive data entry clerks in the nation. “
  • Administrative hassels – Administrative work now consumes more than 16% of physician time weekly. Electronic Medical Records have not provided any relief, particularly for primary care physicians who are more likely to spend time taking full medical histories.
  • Patient overload – Focus on patient-centered care. A patient-centered care focus also scored an average of 8.5 out of 10 for physician importance. Even though the majority of hospitals and health systems believe they are a patient-centered organization, physician satisfaction with their organization’s focus on this aspect was just 7 out of 10. The formula for failure is simple – more patients, less patient time, and lots more patients.
  • Loss of respect – Howard Forman, a professor at the Yale School of Management who researches diagnostic radiology, health policy and healthcare leadership says, “The transformation of the field from independence and professionalism to being commoditized and feeling like you’re just another worker is disheartening.” Many physicians fear that clinical decisions will be determined primarily by policy and untrained clerks making their training and expertise superfluous.

The Solution to Physician Dissatisfaction

Suffice it to say that one size does not fit all, neither can one solution be the panacea to a serious “industry-wide” dilemma. However, many physicians are finding satisfaction in a unique practice setting, the Military Treatment Facility (MTF).

Here are some reasons providers enjoy working in a military environment:

  • Strict schedules – the military has a propensity of starting and ending on time. Most positions are M-F, 0730-1630.
  • Professional working environment – strong emphasis on quality patient care working alongside motivated professionals at the top of their field with access to the most advanced resources
  • No insurance or back office issues – everyone is covered by Tricare, making paperwork a matter of the software learning curve (no coding, billing, collections)
  • No malpractice worries – medical malpractice is covered by an Act of Congress, Title 10
  • Manageable Caseload – Primary Care Physicians, for example, typically see one patient every 20 minutes.
  • Respect – Where else in this country will you be called “Yessir” or “Yesmam”? In addition, no pre-authorization for consults is required.

Another upside that Dr. Capaldi (MTF Contractor) and other
physicians cite is that physicians coming out of training have
essentially a “built-in” practice – and no worries about overhead,
malpractice premiums or insurance companies. “Basically, you’re
coming into a practice that’s all set up, and the quality

KurzSolutions specializes in placing physicians in all specialties in military civilian roles. We expect to place over 400 physicians in 2015, in patient-centered military treatment facilities where the training, skill, and expertise of physicians is valued and respected. Why not give us a call to discuss your options?

 

Endnotes:

  1. http://kaiserhealthnews.org/news/doctor-burnout/  http://www.washingtonpost.com/national/health-science/a-growing-number-of-primary-care-doctors-are-burning-out-how-does-this-affect-patients/2014/03/31/2e8bce24-a951-11e3-b61e-8051b8b52d06_story.html
  2. http://www.forbes.com/sites/susanadams/2012/04/27/why-do-so-many-doctors-regret-their-job-choice/
  3. http://www.locumtenens.com/physician-recruitment/physician-dissatisfaction-growing.aspx
  4. http://www.beckershospitalreview.com/hospital-physician-relationships/survey-42-of-physicians-are-dissatisfied.html
  5. http://www.capellahealth.com/wp-content/uploads/2012/01/ClinicalConnections_MayJune2012_HR.pdf
[contact-form-7 404 "Not Found"]

 

SEXIEST CAREERS, HOTTEST NEW RECRUITING NICHES

Renewable Energy Heating UpRenewable Energy 2

Although it hasn’t received as much fan-fare as the Health Informatics boom, one doesn’t need a crystal ball to understand that the renewable energy sector is heating up. During what analysts estimate is an 18% unemployment downturn nationwide, solar energy jobs have more than doubled. According to the Solar Foundation’s National Solar Jobs Census, solar opportunities are expected to increase at a rate of 26% per year going forward.

Geo-thermal energy is expected to boom as a result of the American Reinvestment and Recovery Act (ARRA), an investment that is essentially equivalent to the ARRA investment in Health Informatics ($90b). The Geothermal Energy Association (GEA) estimates that 1,000 employed workers are needed for each geo-thermal project. Although these projects have long lead times, the boom should be in full bloom just about now.

The commercialization of second and third generation biofuels is projected to result in 610,000 new jobs in bio-energy by 2022 including 190,000 direct new green jobs.

Growth in hydro power and wind power has stalled only because of some long-awaited, and needed policy changes (Renewable Electricity Standard, or RES). A recent study conducted by Navigant Consulting focused on just how many jobs could be created if hydropower was expanded under either a strong national RES (25% by 2025) or a weak RES (10% by 2025).  The number of jobs that would be created is staggering.  Under the strong RES scenario, it is estimated that 1,400,000 cumulative jobs across the country would be created by 2025, including 420,000 direct jobs, 280,000 indirect jobs and 700,000 induced jobs.

Global Warming – A New Industry?

But no notice has been given to another growth sector – likely because there is nothing positive about the catalyst, global warming.

In 2010, the Pentagon declared in its Quadrennial Defense Review that climate changes are increasing the frequency of natural disaster with the consequence of increased military conflict in vulnerable areas; an admission that climate change is so significant that it now ranks highly as a defense issue.

German insurer and re-insurer, Munich Re, estimates that the cost of natural disaster in North America in the last three decades has been $34b/year. Disaster Response Certification now appears with frequency on resumes and subject matter experts in disaster response represents a viable career field.

Clearly disaster relief and emergency response represent a hot (no pun intended), new recruiting niche. I don’t see that on anybody’s radar!

 

 

DON’T BUNGLE YOUR NEXT CAREER MOVE

Career PlanningAs often as baby-boomers change jobs (average 10x according to the Department of Labor), you’d think they have mastered the game by now. The worker as a “free agent” remains a reality as on financier put it: “There are no final destinations…your career is a process.” So it comes as a bit of a surprise that a recent study reveals that botching a job change is more common than finesse. Here are the most common job change mistakes…

  1. NOT DOING ENOUGH RESEARCH – Failure to practice “due diligence” falls into four categories:
    • Not knowing enough about job market realities for your industry or function
    • Failure to adequately assess a potential employers financial stability and market position
    • Neglecting the whole issue of cultural fit
    • Assuming that the job description accurately reflects real job expectations
  2. LEAVING FOR MONEY – as one job-shifter described his new job “I am doing the same thing for an extra $10k, but left behind relationships and connections that were worth a lot more.” We often talk to pharmacists who have already vacated their previous position and who say to us “I have six weeks vacation.” We have to remind them that they “had” six weeks vacation. Very few employers are going to initially match vacation that you earned through years of faithful service at ANOTHER company.
  3. OVERESTIMATING YOURSELF – Most “former” employees believe they were much more intrinsic to the organization than in fact they actually were. They have an unrealistic view of their skills, prospects, and their culpability not to mention, how long the job search may take.
  4. THINKING SHORT-TERM – IMMEDIATE RELIEF AND LONG TERM REWARDS – Their is a reason for the term “golden handcuffs,” but after 20+ years you are often leaving a lot more behind than money.
  5. “GOING FROM” RATHER THAN “GOING TO” – The most common reason for changing jobs (negative emotions) can hardly be defined as “strategic.” Good job transitions require care and patience.

A good career agent provides an antidote for all four mistakes in that (1) they know the market and your future employer, (2) they will discourage you from making money the number one issue, (3) They provide reality therapy regarding both the exigencies of job-shifting and your own assets, (4) they will ensure that the change is in your best long-term interests and that there are compelling reasons for considering a change.

Read about the Five Ways to Bundle a Job Change at HBR

Will MTM Live Again?

Prescription-DrugsFor all its promise, MTM failed miserably as a supplemental revenue stream for pharmacies suffering under reduced Medicare payments and as a venue for a more professional direction for retail pharmacists. The “still birth,” which was largely the result of unclear and inadequate reimbursement guidelines, was more than disappointing – it left the major gap in patient care, safety, and quality – Medication Therapy Management – unaddressed.

The severity of the problem can be illustrated by my recent visit to Camp Lejeune, Marine Base in North Carolina where several marines have died from drug interactions. The few, the proud, the brave often receive prescription meds both on and off base from physicians who are not linked and do not communicate with each other in any way. Add to this the overuse of prescription drugs (often up to seven different medications at once) in treatment of combat trauma, and the failure of the naval hospital to require relinquishment of unused medications when new prescriptions are given, and you have the tragic result, dead marines.

The good news is that progress is being made. Thanks to dedicated professionals such as Linda Strand, VP of Medication Management Systems, policy and legislation are currently being crafted that will give Medication Therapy Management a second life. Check out this webinar hosted by the Center for Medicare and Medicaid Innovation to get fully up to speed on this important renaissance.

Read the tragic result of this failure at these links:

http://www.jdnews.com/news/hospital-78400-lawyer-abuse.html

http://www.nytimes.com/2011/02/13/us/13drugs.html?pagewanted=all

http://www.marinecorpstimes.com/news/2010/06/military_drug_deaths_060710w/

Kurz Solutions

The best candidates are never in employment lines or posting their resumes on job boards – They are happily doing a great job for someone else. The ideal candidate is the one who is not looking… The only question is: how do you find them?

One Source Health Careers has the answer. We are in the business of coaching professionals who aren’t looking but who, because of their career goals or family needs, may be willing to take the leap. We don’t wait for them to call us – we call them every single day. It is our passion to put great employers and excellent health care workers together – call it “match-making” if you like.

Call us – we can make a match for you!