Primary Care Shortage
The shortage of primary care physicians has become an increasingly popular topic over the past few years. However, staff physician recruiters reported that these types of positions were generally filled within six months. Internal medicine reported the greatest time to fill a vacant position.
Physician Recruitment requires IRS, Department of Health and Human Services (DHHS), and Stark related physician recruiting compliance:
Do you have a “Genuine” need?
1 A Physician to population ratio
(See GEMANAC Ratios)
2. Demand for a particular medical service / are there long waiting times.
3. HPSA – Health Professional Shortage Area
4. A reasonable reduction in number physicians, retiring anticipated
5. Lack of physicians serving indigent or Medicaid?
Have you done a COMMUNITY NEEDS ASSESSMENT PLAN /MEDICAL STAFF PLAN?
Why Work with a Franklin Joseph Physician Recruiter?
- We get the job done in a timely and effective manner. We don't waste your time and usually exceed your expectations in a short period of time
- We'll help you understand the national physician supply and demand trends and how they affect your job search
- Our recruiters allow you to choose from the widest selection of pre-qualified physician jobs in the nation
- With FJA, you'll receive continual communications and issue resolution from your physician recruiter during the search process
- We provide physician candidates the consultation and information necessary to make a decision free of unwanted pressure
- Our President is a member of the NAPR (National Association of Physician Recruiters) and the MGMA (Medical Group Management Association)
Our Physician Services Include:
- A professional, consultative approach to physician recruitment, offering assistance and advice, not pressure.
- Consultation regarding nationwide demand for specific physician specialties.
- Consultation on current employment incentive packages and compensation structure.
- Detailed practice opportunity introductions, based on personal, on-site practice profiles.
- A comprehensive review with physicians and their spouses regarding all aspects of a practice and community.
- A complete interview itinerary and travel plan provided by your physician recruiter.
- A personal, pre-interview visit with a search consultant.
- A post-interview meeting to discuss impressions and concerns.
- Contract negotiation assistance from your physician recruiter.
- A personal "signing visit" to finalize the contract.
Follow-up to ensure a smooth transition to a new practice.
*All fees and expenses are paid for by the recruiting party, never by the physician
Cardiology Invasive (Non-Interv)
Chief Medical Officer
Family Practice with OB
A demonstrable community need for the physician is evidenced by:
(1) A physician to population ratio as suggested by the Graduate Medical Education National Advisory Committee (GMENAC) that is deficient in the specialty being recruited.
(2) Demand for a particular medical service in the community coupled with a documented lack of availability of the service or long waiting periods for the service, if the physician is
being recruited to increase availability of that service.
(3) Federal designation of the community at the time of the recruitment agreement as a Health Professional Shortage Area (HPSA).
(4) A reasonably expected reduction in the number of physicians of that specialty serving the hospital's service area due to the anticipated retirement within the next three year period of physicians presently in the community.
(5) A documented lack of physicians serving indigent or Medicaid patients within the hospital's service area, provided that newly recruited physicians commit to serving a substantial number of Medicaid and charity care patients.