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The Standard Q2 2014

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Industry Perspectives

Mandatory Certification: New certification required by Department of Transportation for all commercial vehicle drivers

By: James Heil, Senior Vice President of Recruiting, Delta Locum Tenens

This May, the Federal Motor Carrier Safety Administration (FMCSA) passed a mandate stating that physicians and healthcare providers need to obtain a new DOT certification before performing physical examinations for any Commercial Motor Vehicle (CMV) driver. Providers must obtain certification via the National Registry of Certified Medical Examiners, effective May 21, 2014. 

For facilities with CMV drivers in their patient base, it is crucial to comply with the new FMSCA regulations. Urgent care and family practice facilities might consider having at least one provider on staff that has the necessary DOT certification.

To become certified, medical examiners need to register through the National Registry website, complete training, and pass a certification exam. Training must be completed prior to sitting for the exam and is programed to ensure that participants have baseline instruction in FMCSA’s CMV driver physical qualification standards, medical guidelines, and medical examiner responsibilities. Training can be delivered in several methods, including: traditional instructor-led classroom instruction; self-paced, computer- or web-based learning; or a combination of both. Although there is no required length of training, participants must complete their training program within one year of taking their test, according to the FMCSA website. Certification program fees can average up to several hundred dollars per course. 

After completing training and passing the certification exam, providers are listed on the National Registry. To remain active on the Registry, examiners must take a refresher training course every 5 years and take the certification exam every 10 years to maintain their certification. By 2016, all commercial truck and bus drivers must be cleared by a medical examiner who is certified to perform DOT driver physical examinations. 

The certification is intended to help ensure better uniformity of medical standards for CMV drivers and to help reduce fatalities on the nation’s highways, according to the FMCSA. However, the new legislation does present some challenges to drivers needing access to physicians with this certification, particularly in scheduling an appointment and finding an available provider.

Some healthcare facilities have maximized their exposure by creating ease of access to their certified providers. For example, MinuteClinic boasts employing 45 physicians on the National Registry and allows CMV drivers to search their website for the nearest certified provider. PatientFirst, on the other hand, rotated their certified providers on a monthly basis, allowing drivers to schedule their exams in advance and their providers to give coverage at multiple locations. 

While CMV drivers may or may not be a large enough population in your patient base to influence your staffing needs, it is important to consider the needs of your community and if this certification might benefit your current staff. For more information, visit the FMCSA frequently asked questions page here.

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 $215,933 $215,933 $260,741 30 108 21
Internal Medicine $217,156 $25,625 $293,889 40 122 40
Pediatrics $201,000 $13,667 $246,000 39 197 125
Psychiatry $218,636 $23,636 $230,455 67 210 104
Obstetrics/Gynecology $306,667 $26,667 $416,667 4 110 43
Surgery
General Surgery $380,000 $32,500 $440,000 124 204 37
Orthopedic Surgery $500,000 $25,000 $600,000 84 142 142
Otolaryngology $450,000 $35,000 $500,000 17 121 121
Urology $541,667 $45,000 $708,333 27 79 72
Sub-Specialty
FM- Obstetrics  $237,500 $22,500 $287,500 20 61 42
Neurology $287,500 $30,000 $437,500 11 33 33
Pulmonary Critical Care $297,500 $35,000 $377,500 33 75 16
Hospital-Based
Occupational Medicine $245,000

$12,500

$257,500 48 118 79
Hospitalist $234,800 $24,500 $259,000 29 118 33
Emergency Medicine $274,554 $29,286 $317,857 18 80 15

Data indicates sources of candidates for placements and interviews from July 2013 through June 2014.


Placements by Population

Placements by Population

Data indicates sources of candidates for placements and interviews from July 2013 through June 2014.

Candidate Sources

Candidate Sources

Data indicates sources of candidates for placements and interviews from July 2013 through June 2014.

Market Demand



Specialty Demand Comparison

2nd Quarter 2014 2nd Quarter 2013
1. Family Medicine Family Medicine
2. Internal Medicine Psychiatry
3. Pediatrics Hospitalist
4. Psychiatry Emergency Medicine
5. Urology Family Medicine - Obstetrics
6. Obstetrics and Gynecology Hospitalist
7. Physical Medicine & Rehabilitation General Surgery
8. General Surgery Pediatrics
9. Surgery- Oral & Maxillofacial Obstetrics and Gynecology
10. Endocrinology Orthopedic Surgery
11. Hospitalist Gastronterology
12. Orthopedic Surgery Child & Adolescent Psychiatry
13. Otolaryngology Urology
14. Pulmonary Critical Care Medicine Neurology
15. Urgent Care

Otolaryngology

Data indicates sources of candidates for placements and interviews from July 2013 through June 2014.

Nationwide Search Distribution

Nationwide Search Distribution

Data indicates sources of candidates for placements and interviews from July 2013 through June 2014.



Candidate Placements

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

Data indicates sources of candidates for placements and interviews from July 2013 through June 2014.

Locum Tenens

Days Requested - Top Specialties

Days Requested

Data indicates the top specialties by days requested from July 2013 through June 2014.

Nationwide Physician Distribution

Nationwide

Data indicates sources of candidates for placements and interviews from July 2013 through June 2014.

2nd Quarter 2014 
July 2013 - June 2014

Industry Perspectives

Myth Busters: Re-examining what you thought you knew about new therapy graduates

By: Harpreet Singh, Recruiting Team Lead, Delta Healthcare Providers

With a record high number of therapists estimated to graduate this year, new talent is flooding into the market throughout the country. Eager, enthusiastic new therapists have begun what is arguably one of the most difficult job searches of their career, as they work to build experience and utilize their training. 

As these candidates prepare to enter into the workforce, hiring facilities are presented with the opportunity to capitalize on new talent. Many facilities already embrace the idea of adding fresh-faced new graduates to their team—in fact, 33 percent of Delta Healthcare Provider perm therapy positions filled this year were with candidates with 2 or less years of experience. However, some new graduates struggle to fight the stigmas that haunt their demographic, encountering many hiring facilities that look first, and sometimes only, at professional experience. Delta Healthcare Providers sought to explore the cause of this occurrence, identifying the following three myths about working with new graduates and presenting new light on the opportunity these professionals bring. 

Myth 1: No previous work experience means a new graduate isn’t qualified to see patients.  

One of the arguments our recruiters most often hear against hiring new graduates is that their professional experience level simply excludes them from consideration for the job. In truth, this mentality might be costing hiring facilities access to highly qualified, talented candidates. 

Looking at education from a timing perspective, new graduates are the demographic most closely connected to their formal training. Having just spent years pursuing a doctorate level education (physical therapists),these candidates are ready to tap into the knowledge pool they have worked so hard to build. Plus, after undergoing years of training, new graduates are conditioned to absorb information; they enter into their first job opportunity as a blank canvas or a sponge, ready to take in the unique policies and procedures of the organization. This not only makes new graduates extremely trainable; but also a reliable, educated professional that has proven to be knowledgeable and capable.

Myth 2: Hiring a newly graduated therapist puts my facility at risk for higher turnover.

Many believe that new graduates of any field bounce around from position to position during the first years of their career because they are less inclined to put roots in one community. Whether it is believed new graduates build experience by flip-flopping between positions their first few years or tenure, or that their age group has more personal issues that push them to new areas (i.e. starting a family, etc.), a common assumption is that new graduates seem to be flight risks to retention.

In truth, studies researching the correlations between higher turnover and years of experience for therapists have had split results. While one study published by the Physical Therapy Journal found low, but significant, correlations between fewer years experience and higher turnover rates, another (published by the same organization) found that 74 percent of therapists with less than two years experience have held only one job during their careers. In both studies, however, therapists state their reasons for leaving (at any tenure) relate to lack of career development and perceiving no opportunities for training or advancement. Experience is the key factor that influences turnover.

One real opportunity that presents itself here is in how a new graduate fits into an organization after the recruitment process. If a facility can clearly communicate a path for personal development and career growth, this can have a significant impact on employee satisfaction and retention. When considering hiring a new graduate, it is important to keep career development in mind, as it might eliminate any threat of turnover. 

Myth 3: There can’t be any advantages to hiring a new graduate over a more tenured therapist.

In addition to having fresh training and the urge to build their experience, hiring a new graduate can come with a few perks. For starters, the entry-level physical therapist’s salary averages approximately 25 percent less than the average tenured PT salary, according the statistics reported by the Bureau of Labor Statistics. Occupational therapists widen this gap, with an almost 30 percent difference. This makes for an extremely competitive job market amongst graduates needing to repay student loans. 

While hiring facilities should always consider offering competitive salaries in order to attract top talent, the new graduate demographic creates the opportunity to get creative with compensation packages. Pairing a reasonable salary with federal assistance programs such as the Physical Therapist Workforce and Patient Access Act can create a mutually beneficial arrangement—hiring facilities can attract and obtain top talent without breaking the bank, while assistance programs give new graduates the opportunity to repay student loan debt by working in underserved communities. 

Secondly, Millennial (Generation Y) candidates have spent their entire lives in a tech-savvy universe. Graduates from this generation are up to date on the latest advances in technology, and bring this knowledge with them to the workplace. They are naturally quick to understand tech-based procedures such as EMR navigation, electronic coding and charting, etc. 

Finally, many new graduates are open to relocation for the right position. Of the new graduate therapists Delta Healthcare Providers has placed this year, 66 percent were willing to relocate to a new state for their position. In instances where relocation bonuses were offered (within these placements), the incentive ranged from $2,500 – $7,200.

New graduates are a large, commonly untapped resource for hiring facilities looking for fresh talent. As you evaluate the needs of your facility over the coming months, consider the benefits that this demographic might bring, and if it could be to right fit for your facility. 

Placements & Interviews

Placement Data by Specialty

This data represents average statistics of placements and interviews by Delta Healthcare Providers 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 $82,539 $10,132 $28,133 $4,086 9 73 1
Occupational Therapy $75,672 $11,921 $21,429 $3,825 11 83 1
Speech Language Pathology $77,030 $7,167 - $5,500 3 32 22
Extenders
Nurse Practitioner $102,646 $6,654 $33,893 $6,154 15 90 9
Physician Assistant $126,643 $5,750 $20,000 $4,500 12 39 8
Allied/Other
Registered Nurse $65,117 $4,350 $11,188 $4,931 6 81 4
Medical Technology $53,952 $2,000 - $3,167 5 38 1

Map represents searches initiated by Delta Healthcare Providers on behalf of healthcare facilities from July 2013 through June 2014.


Placements by Population

Placements by Population

Data is compiled from assignments placed by Delta Healthcare Providers from July 2013 through June 2014.

Years of Experience

Years of Experience

Data is compiled from assignments placed by Delta Healthcare Providers from July 2013 through June 2014.

Market Demand

Nationwide Search Distribution

Nationwide Search Distribution

Map represents searches initiated by Delta Healthcare Providers on behalf of healthcare facilities from July 2013 through June 2014.



 Candidate Placements

Top 5 States Providers Have
Taken New Opportunities
1. Texas
2. Alaska
3. Arizona
4. New Mexico
5. Iowa

Data is compiled from assignments placed by Delta Healthcare Providers from July 2013 through June 2014.

Specialty Demand Comparison

2nd Quarter 2014 2nd Quarter 2013
1. Physical Therapist Physical Therapist
2. Registered Nurse Nurse Practitioner
3. Nurse Practitioner Occupational Therapist
4.  Occupational Therapist   Registered Nurse
5. Physician Assistant  Nurse Svcs/PT Care Director 

Data compares the top 5 most requested searches initiated by Delta Healthcare Providers in the 2nd Quarters of 2013 and 2014.


Staffing

Facility Demographics

Facility Demographics Charts


Assignments by Specialty

Specialty Average Length Contract
to Start Date
Average Length
of Assignment
Occupational Therapy 4 weeks 10 weeks
Occupational Therapy Assistant 2 week 10 weeks
Physical Therapy 4 weeks 9 weeks
Physical Therapy Assistant 4 weeks 12 weeks
Speech Language Pathology 2 weeks 11 weeks

Data is compiled from assignments placed by Delta Healthcare Providers from April 2014 through June 2014.


Top Licensure States

top_licensure_states

Data is compiled from travel assignments placed by Delta Healthcare Providers from April 2014 through June 2014.

Years of Experience 

Years of Experience

Data is compiled from travel assignments placed by Delta Healthcare Providers from April 2014 through June 2014.


Licenses Per Quarter

Licenses Per Quarter

Data is compiled from assignments placed by Delta Flex Travelers from April 2014 through June 2014.


Licensure Cost

Specialty Average Cost of License
Physical Therapist $254.63
Physical Therapy Assistant $230.00
Occupational Therapist $213.20
Occupational Therapist Assistant $180.00
Speech Language Pathologist $127.40

Data is compiled from assignments placed by Delta Healthcare Providers from April 2014 through June 2014.