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The Standard Q1 2013

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1st Quarter 2013 
April 2012 - March 2013

Industry Perspectives

So you need a vacation — Take one: Utilizing a locum tenens provider to facilitate needed stress-relief

Kim Hickingbotham, Director of Business Process Training & Development, Delta Locum Tenens

As the summer months approach and kids are out of school, many providers may find themselves dreaming of tropical destinations to beat the heat or simply recharge. However, for many physicians in small groups and especially solo practitioners, a summer vacation is often more of a dream than a reality due to an overwhelming patient load or guilt of leaving their practice unattended.

Although a noble intention, recent research indicates that becoming too absorbed with work can actually have a negative impact on job performance, leading to chronic stress and job dissatisfaction. In fact, physicians are listed among the top occupations in the country to become susceptible to burnout, according to a 2012 article by Arch Intern Med. This research shows that of over 7,000 physicians surveyed throughout the United States, 46 percent reported having at least one symptom of burnout — i.e. prolonged response to chronic emotional and interpersonal stressors on the job leading to exhaustion, cynicism, and inefficacy.

Burnout is, of course, a condition presented in the most extreme cases of discontentment, and arguably, organizational factors play a larger role in the resolution of this condition than do individual solutions such as a summer vacation. With that said, a needed break or vacation could support emotional health improvements, like increasing job satisfaction or reducing the stress of an overstrained provider.

Alternatively, some physicians that do take vacations will choose to simply close their practice for the length of their absence, resulting in a loss of profit and a gap in patient care. The real danger here is presented in the threat of patient migration; whereas, if a patient cannot obtain access to the healthcare they need, they will look for a new healthcare provider entirely.

Utilizing a locum tenens provider to fill this absence may be an effective and affordable solution to maintaining your practice, while still allowing yourself needed and deserved time for relaxation.

Travel expenses and the locum’s rates are established prior to the start of coverage, and depending on patient flow during your vacation period, generated revenue may be enough to cover the cost of a locum provider, or even produce profit. All revenue generated by the locum tenens provider goes to your facility. In most cases, facilities can bill Medicare for a locum provider who is filling in for a physician on vacation using the Q6 Modifier. Contact the administrators of your health plans and Medicare and Medicaid in your district for instructions specific to you. More detailed information about billing can be found here.

If a Caribbean sunrise or the beaches of Maui are calling your name, it may be beneficial to look into locum tenens coverage. Be sure to plan coverage well in advance and allow the time necessary to conduct a search for a matching candidate.

Admit it, if you don’t “need” a vacation, you most certainly want and deserve one.

Placements & Interviews

Placement Data by Specialty

This data represents average statistics of placements and interviews by Delta Physician Placement over the twelve-month survey period. Since these averages only include placements and interviews, the compensation information presented indicates the rate at which candidates are choosing to interview or sign. Average days information can be used to forecast a probable timeline for a recruitment effort in a particular specialty.

Average Compensation Average Days
Starting Compensation Sign-on Bonus Potential Compensation From Interview to Placement Total Placement Fastest Days-to-Fill
Primary Care
Family Medicine $202,247 $21,800 $245,758 32 159 3
Internal Medicine $221,000 $26,071 $350,444 40 185 71
Pediatrics $203,143 $31,429 $231,429 27 110 64
Psychiatry $208,846 $25,000 $250,154 25 115 1
Obstetrics/Gynecology $278,500 $25,000 $341,500 19 172 68
Surgery
General Surgery $338,375 $29,625 $414,375 32 126 23
Orthopedic Surgery $450,000 $30,000 $675,000 30 180 100
Otolaryngology $411,250 $101,250 $532,500 30 260 108
Urology $403,333 $21,667 $516,667 122 256 155
Sub-Specialty
Cardiology $450,000 $20,000 $675,000 90 343 172
Oncology $300,000 $20,000 $560,000 15 197 197
Neurology $253,750 $27,500 $312,500 47 236 112
Pulmonary Critical Care $330,000 $20,000 $355,000 136 263 57
Gastroenterology $425,000 $45,000 $525,000 77 297 240
Hospital-Based
Anesthesiology $395,000 $16,667 $431,667 5 25 31
Radiology $425,000 $37,500 $700,000 51 77 53
Hospitalist $231,043 $24,348 $281,835 27 207 21
Emergency Medicine $270,979 $21,335 $302,048 28 157 29

Data reflects averages from placements and interviews by Delta Physician Placement from April 2012 through March 2013. “Potential Compensation” data reflects average yearly compensation at full production excluding benefits. “Average Days” data does not include off-contract placements. “Average Days Total Placement” data is calculated from profile to placement.


Placements by Population

Placements by Population

Data indicates the percentage of placements made from April 2012 through March 2013 by the population of the search facility’s metropolitan area.

Candidate Sources

Candidate Sources

Data indicates sources of candidates for placements and interviews from April 2012 through March 2013.

Market Demand

Nationwide Search Distribution

Nationwide Search Distribution

Map represents searches initiated by Delta Physician Placement on behalf of healthcare facilities from April 2012 through March 2013.



Specialty Demand Comparison

1st Quarter 2013 1st Quarter 2012
1. Family Medicine Family Medicine
2. Psychiatry Internal Medicine
3. Hospitalist Emergency Medicine
4. Internal Medicine Hospitalist
5. Family Medicine - Obstetrics Psychiatry
6. Emergency Medicine General Surgery
7. General Surgery Obstetrics and Gynecology
8. Pediatrics Pediatrics
9. Obstetrics and Gynecology Urology
10. Orthopedic Surgery Gastroenterology
11. Otolaryngology Family Medicine - Obstetrics
12. Urgent Care Neurology
13. Gastroenterology Orthopedic Surgery
14. Pulmonary Critical Care Pulmonary Critical Care
15. Endocrinology

Otolaryngology

Data compares the top 15 most requested searches initiated by Delta Physician Placement, comparing the 1st quarters of 2012 and 2013.

Search Specialty Distribution

Search Distribution by Specialty Group

Data indicates the percentage of searches initiated by specialty grouping between April 2012 through March 2013.



Candidate Placements

Top 5 States Providers Have
Taken New Opportunities
1. Texas
2. North Carolina
3. North Dakota
4. Colorado
5. Wisconsin

Data indicates sources of candidates for placements and interviews from April 2012 through March 2013.

Locum Tenens

Days Requested

Specialty Number of Days
1. Hospitalist 30,463
2. Family Medicine 14,202
3. Emergency Medicine 13,946
4. Nurse Practitioner 8,357
5. Psychiatry 5,816

Data indicates sources of candidates for placements and interviews from April 2012 through March 2013.

Nationwide Physician Distribution

Nationwide

Data indicates sources of candidates for placements and interviews from April 2012 through March 2013.

Privileging

Lowest Average
to Close Credentialing
Number of Days Lowest Average
to Close Credentialing
Number of Days
1. New Jersey 6 6. Nevada 24
2. North Dakota 12 7. Oregon 28
3. New York 18 8. Wyoming 29
4. Indiana 19 9. Wisconsin 31
5. Maryland 20 10. Oklahoma 35

Total Privileging
files Completed

485

Average days
to complete a file

49

Data indicates total number of days - highest and lowest for a state to close credentialing from April 2012 through March 2013. This data represents all states Delta Locum Tenens has done business in during the past 12 months.

1st Quarter 2013 
April 2012 - March 2013

Industry Perspectives

Staying competitive in a national field

Jaeson Babb, Vice President of Recruiting, Delta Healthcare Providers

According to data collected from all allied, rehabilitation, and extenders placed by Delta Healthcare Providers on permanent assignment over the last 18 months, 68 percent of providers have opted to relocate out of state for a new opportunity. 19 percent of providers relocated to states bordering their home-state and 49 percent relocated outside of their geographic region. This data clearly illustrates the national scope of recruiting highly sought after healthcare professionals and the importance of presenting nationally competitive offerings.

Recruiting on a national scale gives you access to the maximum number of potential providers, in turn strengthening the odds of finding your ideal match. “You have to market to the masses, screen the many and interview the few — in order to find the one,” Senior Marketing Consultant Zondre Morris said. In  other words, although a search begins on a national scale, specific parameters around the search combined with providers’ personal preferences and expectations funnel search results into a handful of compatible candidates.

Many factors influence a provider’s decision to relocate. While in some cases, external factors can predetermine a provider’s choice (e.g., an opportunity’s location, local career prospects for a provider’s spouse, a provider’s family obligations), facilities do have control over several variables that will keep their opportunity competitive.

In some cases, a locally competitive compensation rate may not be comparable to average compensation across the nation, and may need adjustment in order to attract providers from outside your region. Resources such as The Delta Companies’ quarterly Standard publication monitor
average compensation rates and incentive data that is broken down by specialty.

Being competitive does not always mean outbidding your competition, however. The key to creating a competitive offering is in understanding the national marketplace and identifying your recruitment limitations, in order to develop effective solutions. Facility representatives have direct control over their search parameters and incentives — you can determine the constraints of your search, how quickly you react to an interested provider, and the experience that provider has during their interview process, which is a crucial factor in the recruitment process.  Additionally, you can identify what you have to offer in addition to base compensation, which can be particularly effective if you have the flexibility to personalize your incentives.

Often, providers have their own list of priorities that help distinguish a particular facility in a national search. Perhaps a facility can offer transitional housing to ease the burden of relocation, or negotiate additional days of PTO to attend to family obligations or other events. Student loan reimbursements, relocation assistance, and leadership opportunities have not only proven to be effective compliments to a competitive salary, but are also becoming anticipated terms in the majority of offers. According to Delta Healthcare Providers’ placement data over the last 18 months, 69 percent of placed providers were offered an up-front bonus in addition to annual compensation, meaning more than two thirds of surveyed hiring facilities throughout the country have included this incentive in their compensation plan.

In working to compile a nationally attractive offer, it is important to remember that you are, in reality, marketing to the masses and therefore may have to be flexible in certain aspects of the process. Work with your recruiter to determine what fits your needs and gives you an edge toward attracting your optimal match in a provider. 

Placements & Interviews

Placement Data by Specialty

This data represents average statistics of placements and interviews by Delta Healthcare Placement over the twelve-month survey period. Since these averages only include placements and interviews, the compensation information presented indicates the rate at which candidates are choosing to interview or sign. Average days information can be used to forecast a probable timeline for a recruitment effort in a particular specialty.

Average Compensation Average Days
Starting Compensation Sign-on Bonus Student Loan Repayment Relocation Reimbursement From Interview to Placement Total Placements Fastest Days-to-Fill
Rehabilitation
Physical Therapy $82,697 $9,298 $35,221 $3,393 11 93 1
Occupational Therapy $75,567 $8,692 $24,000 $3,773 7 93 13
Speech Language Pathology $63,490 $5,667 $32,500 $2,875 7 108 66
Extenders
Nurse Practitioner $97,865 $7,491 $18,800 $6,771 16 70 8
Physician Assistant $98,286 $10,000 $44,000 $5,700 13 58 3
Allied/Other
Registered Nurse $66,529 $4,591 $8,500 $4,273 6 60 15
Medical Technology $55,580 $1,750 - $4,000 9 37 21

Data reflects averages from placements and interviews by Delta Physician Placement from April 2012 through March 2013. “Potential Compensation” data reflects average yearly compensation at full production excluding benefits. “Average Days” data does not include off-contract placements. “Average Days Total Placement” data is calculated from profile to placement.


Placements by Population

Placements by Population

Data indicates the percentage of placements made from April 2012 through March 2013 by the population of the search facility’s metropolitan area.

Years of Experience

Years of Experience

Data is compiled from assignments placed by Delta Healthcare Providers from April 2012 through March 2013.

Market Demand

Nationwide Search Distribution

Nationwide Search Distribution

Map represents searches initiated by Delta Healthcare Placement on behalf of healthcare facilities from April 2012 through March 2013.



Candidate Placements

Top 5 States Providers Have
Taken New Opportunities
1. Texas
2. Alaska
3. Indiana
4. Kansas
5. California

Compares all states for the top 5 candidate placements as initiated by Delta Healthcare Placement from April 2012 through March 2013.

Specialty Demand Comparison

1st Quarter 2013 1st Quarter 2012
1. Physical Therapist Physical Therapist
2. Nurse Practitioner Occupational Therapist
3. Occupational Therapist Nurse Practitioner
4. Registered Nurse Registered Nurse
5. Physician Assistant Physician Assistant

Data compares the top 5 most requested searches initiated by Delta Healthcare Providers in the 1st Quarters of 2012 and 2013.


Staffing

Facility Demographics

Facility Demographics Charts


Assignments by Specialty

Specialty Average Length Contract
to Start Date
Average Length
of Assignment
Occupational Therapy 4 weeks 9 weeks
Occupational Therapy Assistant 3 weeks 8 weeks
Physical Therapy 4 weeks 9 weeks
Physical Therapy Assistant 3 weeks 9 weeks
Speech Language Pathology 3-4 weeks 10 weeks

Data is compiled from assignments placed by Delta Healthcare Providers from January 2013 through March 2013.


Top Licensure States

top_licensure_states

Map represents top licensure states by Delta Healthcare Providers on behalf of healthcare facilities from January 2013 through March 2013.

Years of Experience 

Years of Experience

Data is compiled from travel assignments placed by Delta Healthcare Providers from January 2013 through March 2013.


Licenses Per Quarter

Licenses Per Quarter

Data is compiled from assignments placed by Delta Healthcare Providers from January 2013 through March 2013.


Licensure Cost

Specialty Average Cost of License
Physical Therapy $305.53
Physical Therapy Assistant $196.33
Occupational Therapy $210.59
Occuptational Therapy Assistant $220.00

Speech Language Pathologist $115.00

Data is compiled from assignments placed by Delta Healthcare Providers from January 2013 through March 2013.