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You love the patients, the collaboration, the compassion, and the work of modern medicine . You may even love the paperwork and reports, but you’re looking for something bigger in your field. Something that requires a bit more leadership, and a bit more troubleshooting the larger problems. You’re not alone, and in fact, clinicians make excellent healthcare leaders because they know the ins and outs of it all. What’s available in the field of healthcare leadership is abundant and worth exploring. So, where do you go from here?

As a clinician, long hours, demanding patients, and quick thinking is a part of the job description. In healthcare leadership, the same applies. Anyone who’s visited a healthcare facility in the last four years has probably noticed a lot of changes. The pandemic brought with it not only a significant crisis, but significant changes in the structure, staffing, and care of patients. As a healthcare leader, the job requires one to think on their feet, and give support and morale to the people they are leading.

Healthcare Program Manager

One of the most important leadership positions is a healthcare program manager. In this role the manager is responsible for planning, developing, and executing what patients need most in their particular program. A program manager collaborates with medical staff to oversee and strategize care. They are also responsible for budgets, negotiating contracts, and making adjustments as needed.

Nurse Management

For those who are nurses looking for leadership roles, a nurse management position may be the right move. In the role of nurse manager, the leader is essentially in charge of making sure everything runs smoothly, from the nursing staff, to the implementations they are making, to budgets, and the patients they are helping. Communication, role modeling, and teamwork are tremendous assets for this position as they will help prevent burnout and turnover of the team.

If managing a team seems a little too contained for you, consider the role of clinical administrator. In this role, you would be overseeing all of the day-to-day operations of an entire healthcare facility. Scheduling, budgeting, compliance with healthcare regulations, and maintaining balance between patient care and operations are some highlights of the position. You would also be in charge of recruiting and hiring the medical professionals to create the amazing workforce of your facility.

CEO

If it’s vision and innovation that calls, then going even beyond management leadership roles may suit you. Becoming the Chief Executive Officer of a hospital or medical system is a big job, but a rewarding one. Studies show that CEOs play a dramatic role in how patients receive the experience of their stay. Promoting a positive environment, setting strategic goals, and executing change within a whole system is only part of the enormous work of a CEO. Although the CEO wears many hats, it’s their leadership that keeps everything running smoothly and new ideas implemented.

There are so many avenues to consider as a clinician and medical facilities need excellent professionals as their backbone. Becoming a leader in the medical field means not only can you put your expertise to work but you are the one steering the ship. 

Your Healthcare Recruiting Partner: Land that Dream Job with Us

At Momentum, we specialize in healthcare recruiting, connecting talented professionals with exceptional career opportunities. We are proud to offer a wide range of healthcare leadership positions across various disciplines, from clinical management to executive roles. Whether you’re an experienced leader or looking to step into a leadership position, we have opportunities that align with your career goals. Join us and take the next step in your healthcare leadership journey with confidence, knowing that our team is here to support you every step of the way.

A hospital patient’s first concern is how well they will be cared for. In many cases, their very lives are in the hands of their doctor, formally called a Hospitalist. The role of a hospitalist is to oversee all aspects of a patient’s care while admitted to the hospital. Beginning with a diagnosis, the hospitalist proceeds with treatment and coordinating care with nurses, other physicians, and specialists. Their goal is to move a patient from point A to point B, ultimately improving their medical condition to the end of discharge. Hospitalists are valuable. They chose their profession because they care. So, what would cause them to leave their workplace and go to a different hospital? The reasons are multifaceted.

First, demographics play a hefty role. While older male physicians are more likely to stay in their positions, younger male physicians are more likely to leave. On the other hand, married women are more likely to remain due to familial and social responsibilities.

What Affects Job Satisfaction for Hospitalists?

Across all economic and political realms, factors affecting a hospitalist’s intent to leave are impacted by overall job satisfaction.

Three examples are as follows:

When the influence of regulations becomes damaging to their working conditions, and the lack of government funding and healthcare expenditure prevents the acquisition of necessities such as hospital beds, hospitalists may consider other options.

When a hospitalist feels threatened due to workplace bullying or violence and unsupported by the hospital system’s lack of response to it, they may look elsewhere for employment.

When a hospitalist encounters poor working relationships, such as a lack of teamwork or communication difficulties within their ward or unit, which affects their job performance, this may influence their decision to leave.

The list continues. Hospital doctors leave their jobs because of compensation, limited career advancement opportunities, schedule of working hours, patient load, lack of work-life balance, and poor leadership and management.

Although it is less expensive for an extensive hospital system to lose a hospitalist than a small system, it is still costly and well worth examining how to prevent.

When it’s Time for a Job Change

When a hospitalist reaches the conclusion that a job change is necessary, a careful study of what they have been missing at their current employment and what they hope to gain at their future employment should be analyzed. Focusing on non-work aspects such as geographical location, social connections, and area activities can be as impactful as work-related items such as hospital system management, public policy, and compensation.

Since every situation is different, the hospitalist should evaluate which factors are most impactful to them. A simple pros and cons list can be helpful. Are they seeking a facility with low turnover and higher morale? Do they want to work in a highly-rated research facility and advance their career? Is proximity to family vital to them? Then, they should scrutinize their list for proof that the new hospital culture and living circumstances are conducive to their needs and quality of life.

Reasons for turnover are often discovered in an “exit interview.” At that juncture, it is too late. They have already decided to leave. When hospital systems proactively seek solutions, such as implementing “stay interviews” to discover points of job satisfaction to improve retention, there is likely to be less turnover.

Hospitalists Looking for a Change: Contact Momentum Healthcare Staffing

Momentum works with hospitalists to find the perfect healthcare setting for their next career. Give us your list of wants and we’ll help you find the best position to fulfill professional needs, whether you need a better work-life balance, improved compensation or a facility that values teamwork. Call us or search current hospitalists positions here.

The United States is projected to face a shortage of up to 86,000 physicians by 2036, according to the AAMC. The report highlights the need for increased investments in training new physicians to mitigate these shortfalls. Although smaller than previous estimates, the projected shortage underscores the critical need for sustained funding for graduate medical education (GME). Without additional investments, the physician shortfall could worsen.

Key drivers include population growth and aging, with the U.S. population expected to grow by 8.4% by 2036 and the elderly population (65 and older) increasing by 34.1%, significantly boosting healthcare demand, particularly for specialists.

A significant portion of the current physician workforce is nearing retirement, further exacerbating the shortage, as approximately 42% of clinical physicians are aged 55 or older.

Addressing the shortage requires lifting the federal cap on Medicare support for GME. The Resident Physician Shortage Reduction Act proposes increasing Medicare-supported residency positions by 14,000 over seven years, building on previous investments. This legislation aims to expand and diversify the physician workforce, improving healthcare access, especially in underserved communities.

Despite increased medical school enrollment, the shortage persists, emphasizing the need for expanded GME. The AAMC continues to advocate for these changes to ensure the healthcare system can meet future demands.

AMA National Address: What Needs to be Done

In a national address, AMA President Jesse M. Ehrenfeld, M.D., MPH, highlighted the growing physician shortage and health system crisis. He cited strains on physicians including administrative burdens, burnout, attacks on science, healthcare consolidation, a broken Medicare payment system, and worsening health crises. Ehrenfeld proposed five steps to address the crisis, aligning with the AMA Recovery Plan for America’s Physicians:

1.     Pass meaningful Medicare payment reform
2.     Reduce administrative burdens, especially the inefficient prior authorization process
3.     Pass bipartisan legislation to expand residency training, support student loans, and facilitate foreign-trained physicians
4.     End the criminalization of healthcare
5.     Ensure physicians aren’t penalized for addressing their mental health needs.

Ehrenfeld emphasized the urgency of the physician shortage, already impacting millions, and warned it would worsen. He shared personal anecdotes illustrating physician burnout and the negative effects of legislative overreach. With 83 million Americans lacking sufficient access to primary care, the shortage hits especially hard in underserved areas, leading to critical healthcare gaps.

Latest Job Postings for Physicians

For those seeking new opportunities, we have multiple job listings available on our job blog. Whether you’re looking for locum tenens or a permanent position, Momentum Healthcare Staffing is here to help. If you need assistance, don’t hesitate to call us. We’re dedicated to supporting you in finding the right fit for your career.

Sources:

Aamc.org
ama-assn.org
openai.com

If you’re in the medical field (or even if you aren’t) you know there’s a high demand for excellent practitioners right now. Shortages around the country are leaving hospitals and private practices alike understaffed, with an estimated 83 million Americans living in areas without a primary care provider. The news isn’t all storm clouds, though, especially for nurse practitioners, who have several avenues and a high demand in each one.

Because of the versatile nature of their training, nurse practitioners are able to jump into a lot of different positions and roles. Although they are not doctors, nurse practitioners are able to perform physical exams, order and interpret lab results, x-rays, and tests, diagnose and treat illness and conditions, prescribe medication, perform long-term care, and provide counseling and education on wellness. In some states, nurse practitioners can even open and operate their own private practice independent of doctors.

FNP: Family Nurse Practitioner

One of the highest in-demand positions for a nurse practitioner right now is a family practice nurse practitioner. 17,000 to 48,000 physicians are estimated to leave family medicine by the year 2034, leaving especially rural areas in great shortage. An FNP provides patients with care just as a physician would, with special attention towards preventative care and overall health. Patients are able to see a nurse practitioner for regular physical exams, medicine prescriptions, and chronic illness management.

Psychiatric Care

After COVID, psychiatric care and mental health services skyrocketed, as did the need for more medical professionals. However, even before the pandemic, nurse practitioners were in high demand for psychiatric mental health roles. In this line of specialty, a nurse practitioner would focus on mental health issues in the same way a psychiatrist does; counseling, providing treatment plans, and prescribing medication as needed. Illnesses and disorders that a nurse practitioner can address are depression, anxiety, substance abuse, dementia, autism spectrum disorder, and many more.

Geriatric Care

One of the most skill-demanding positions a nurse practitioner can hold is in the adult gerontology acute care field. This particular field doesn’t just focus on adults, but older adults who are experiencing complex health issues in an in-patient setting such as a hospital or long-term care facilities. As the population ages, this particular role is in very high demand. NPs who serve the elderly community have a deep understanding of the aging process and how it is affected by medicine. They are also an advocate for their patients and their families in support of their treatment plans and decisions.

Pediatric Primary Care

Lastly, nurse practitioners are highly needed in the area of pediatric primary care. They treat children from birth to age 21 and specialize in the health and wellness of their young patients. Pediatric nurse practitioners are able to assess and treat, prescribe medicine, and council patients and families. Many PCPs work in a physician’s office, but they can also work in hospitals, community health centers, urgent care centers, long-term care facilities, or behavioral health service centers. According to the Bureau of Labor Statistics, PNPs have a job outlook of  38% until the year 2032.

Although these are some of the most in-demand positions for a nurse practitioner this year, there are so many other areas and specialties for NPs to explore, and each one needs incredible, compassionate, and well-trained professionals. Nurse practitioners can take their pick.

Best NP Job Board and Recruiting Company

As a healthcare recruiting company, we understand the crucial role nurse practitioners play in today’s medical landscape. With a growing demand for healthcare services across various specialties, it’s essential to have qualified, compassionate, and skilled professionals to fill these roles. Whether you are a nurse practitioner seeking a new opportunity or a healthcare facility in need of exceptional talent, we are here to help. Momentum’s healthcare recruiting team specializes in connecting healthcare professionals with organizations that value their expertise and commitment to patient care. Contact us today to learn how we can support your career or staffing needs in this evolving field.

Sources:

Nursingprocess.org
Bls.gov
Forbes.com
psychologytoday.com
nurse.org
nursejournal.org
openai.com

The demand for senior care is on the rise, driven by the growing and aging population across the United States. As we navigate through 2024, the senior living and care industry faces numerous challenges, including workforce shortages, regulatory changes, and the need for innovative solutions to meet the evolving needs of older adults.

As the U.S. population ages, with every baby boomer reaching at least 65 by 2030, the healthcare workforce must expand to meet the increasing demand. By then, 1 in 5 Americans will be of retirement age and eligible for Medicare.

Several job roles are in high demand within the senior care industry in 2024:

Nurse Practitioners (NPs) and Registered Nurses (RNs): The growing elderly population and the increasing complexity of their health needs have led to a high demand for NPs and RNs. They play a crucial role in providing primary care, managing chronic conditions, and delivering holistic care​.

Home Health Aides (HHAs) and Personal Care Aides (PCAs): With a preference for in-home care over congregate settings, there is a significant demand for HHAs and PCAs who assist with daily activities and personal care for seniors living at home.

Geriatric Care Managers: These professionals help coordinate care for elderly clients, including arranging for home care services, managing medications, and navigating healthcare systems and insurance​.

Social Workers: As mental health and social determinants of health become more integrated into senior care, social workers are needed to provide counseling, support services, and connect seniors to community resources​.

Physical Therapists and Occupational Therapists: These therapists are essential in helping seniors maintain mobility, recover from injuries, and adapt to physical limitations, thus enhancing their quality of life and independence​.

Dietitians and Nutritionists: With an increasing focus on holistic and preventive care, dietitians and nutritionists are in demand to help seniors manage diet-related health issues and ensure proper nutrition​​.

Certified Nursing Assistants (CNAs): CNAs provide basic care to patients and assist them with daily activities that they might have trouble doing on their own, making them vital in both residential and home care settings​.

Medical Directors and Healthcare Administrators: These roles are crucial for managing senior care facilities, ensuring compliance with regulations, and overseeing the delivery of healthcare services​.

Technologists and IT Specialists: With the increasing integration of technology in senior care, there is a growing need for professionals who can manage health information systems, telehealth services, and other technological tools used in senior care facilities​.

Senior Care Careers: Jobs Available Right Now

At Momentum Healthcare Staffing, we specialize in connecting talented healthcare professionals with fulfilling opportunities in senior care. Whether you’re looking for a position in a nursing home, assisted living facility, or home health care, we can help you find the perfect fit. Contact us today to take the next step in your career and make a difference in the lives of seniors.

Aanp.org
healthdimensionsgroup.com
claconnect.com
seniorhousingnews.com
ncoa.org
openai.com

Medical directors play a pivotal role in healthcare facilities, but those in hospice have a special kind of personality. It takes a unique person to work with patients who know they’re dying and to give them the care they deserve.

In general, medical directors oversee and manage the facility’s operations and staff, directly influencing the quality of patient care.

Physicians may be directly responsible for their patient’s medical care, but how they treat and care for their patients reflects on the facility and everyone who works there. Medical directors must keep things running smoothly to maintain their facility’s standards and ensure the best patient care.

Medical Directors Are Business People 

Medical directors run a facility’s business side, ensuring the medical side remains top-notch.

They work with vendors to keep their stock supplied, they maintain the budget, and they ensure government and insurance compliance, among many other things.

Creating A Good Work Environment

Medical directors are also responsible for maintaining the best possible working environment for their physicians and other staff. Facilitating a good work environment includes ensuring the staff feels supported and keeping an excellent physical environment with up-to-date equipment.

They develop and uphold the facility’s policies, procedures, and protocols to ensure everything runs smoothly.

Medical directors continually work to improve their facilities. The medical field is highly competitive, and science is constantly changing, so medical directors must stay on top of their game to keep their facilities running at the highest standards.

Likewise, this means that medical directors push their staff to continually learn, whether it be in-facility medical training, scientific research, or other educational tools.

Why Are Medical Directors Needed In Hospice Care?

Hospice patients are some of the most vulnerable in the medical community. As such, medical directors are essential in regulating their facilities and staff so patients reach the end of their lives with peace and dignity.

What Do Hospice Medical Directors Do?

One study observed six medical directors working in hospice care over two years to understand their responsibilities better. Here are the primary responsibilities these medical directors were observed performing:

•     Consulting and maintaining communication with physicians
•     Work with the patient’s primary physician to determine life expectancy
•     Approve cases for hospice admission
•     Education of staff
•     Helping with care plans
•     Maintaining quality assurance
•     Handling budget issues
•     Work as a primary physician as needed

Interestingly, most medical directors in hospice care work only a few hours a month, meaning they are not involved in the day-to-day activities.

While the job of a medical director in other settings sometimes involves communicating directly with the patient and their family, hospice medical directors rarely interact with those receiving care in their organizations.

So You Want To Be A Medical Director In Hospice Care?

Becoming a medical director is not a linear path. It’s a complex career with many responsibilities, and medical directors come from various medical and professional backgrounds.

Medical Directors Come From Many Backgrounds

Some medical directors begin their careers as physicians, eventually expanding their jobs to include running a facility as medical directors.

Others are hospital administrators with less of a medical background and more of a professional one. Others may be leaders of specific units, such as hospice, or clinical directors.

It’s common for medical directors to earn a master’s degree in public health, health administration, or other healthcare-related fields.

Certifications For Hospice Medical Directors

While certifications aren’t always necessary depending on the organization, they are wonderful for educating current and prospective medical directors and can improve the quality of their work.

The American Academy Of Hospice And Palliative Medicine

The American Academy of Hospice and Palliative Medicine offers medical directors and physicians certification in hospice care. Hospice regulations are complex, and knowledge of hospice care is constantly evolving. The certification helps prepare hospice medical directors by expanding their skills and expertise.

The Hospice Medical Director Certification Board

Other facilities may require prospective hospice medical directors to pass the Hospice Medical Director Certification because hospice care requires unique skills and knowledge that typical medical directors may not have.

To be eligible for the HMDCB certification exam, you must have a license to practice medicine in the United States or Canada, have participated in at least 400 hours of hospice “activities,” and conform to the HMDCB’s code of conduct.

The Qualities Of A Good Hospice Medical Director 

Various qualities are helpful for someone pursuing a hospice medical director career, but organizations typically seek the following skills:

Professionalism. Situations in healthcare can be stressful, especially in situations where the patient is nearing the end of their life, like in hospice. A medical director must be able to remain professional, no matter what complications may arise.

Respect. Likewise, patients nearing the end of their lives want respect and dignity—they don’t want to be treated like a number. Medical directors must also treat their staff with respect since the staff can make or break an organization.

Responsibility. Medical directors have many duties, including maintaining patient care, policies and procedures, and adequate work conditions for their staff.

Integrity. Caring about people and wanting to do the right thing is invaluable for anyone working in the healthcare industry, even if they aren’t hands-on with the patient’s care.

Empathy. A significant part of a medical director’s job is ensuring that physicians and other staff members provide the best patient care. They must look out for the patient’s best interest, evaluate the quality of care, and recognize areas where care is lacking.

Will You Become A Hospice Medical Director?

The road to becoming a hospice medical director may be long, but it’s rewarding in all the best ways. You’ll be responsible for maintaining an amazing facility where the staff feels supported, and the patients feel cared for.

If you have the right qualities and the drive to work hard, becoming a hospice medical director might be your calling.

We have Openings for Hospice Medical Directors

Momentum Healthcare Staffing is all about connecting medical professionals to their dream jobs. If you’re seeking a rewarding career as a Hospice Medical Director, please reach out to us today or visit our job board to learn more. We can help match you to the position that aligns with your professional and personal goals.

Federal legislation such as the ICAN Act (H.R. 8812 and S. 5212) aims to remove practice barriers for Nurse Practitioners (NPs). If passed, these bills would expand NPs’ authority to perform more comprehensive healthcare services, including roles traditionally reserved for physicians. This includes certifying the need for inpatient services, performing physical exams in skilled nursing facilities, and more​​.

Additionally, other states are enacting healthcare-related laws. For example, Missouri introduced bills (MO SB79 and MO HB271) to grant full practice authority to NPs, allowing them to work independently without physician oversight. ​

In April, Washington Governor Jay Inslee signed a staffing law to address the healthcare worker shortage. This legislation mandates that hospitals adhere to specific staffing standards and establish staffing committees, including nursing staff and administrators, by January 1. These committees are responsible for approving annual staffing plans, which must be submitted to state officials by 2025. Hospitals falling below 80% compliance with these plans are required to report their noncompliance. Subsequently, the state departments of health and labor and industries will assign corrective action plans to these hospitals. Failure to comply with these corrective plans could result in fines of $50,000 per month​

These changes reflect ongoing efforts to address healthcare access and provider shortages across the country

$25 Minimum Wage – SB 525

Sen. Maria Elena Durazo proposed delaying the $25 minimum wage for California’s lowest-paid health care workers to align with the state fiscal year and allow more time for budget discussions. Gov. Gavin Newsom, who signed the law last fall, suggested a delay due to the state’s budget shortfall. With the wage increase set for June 1, many health workers remain uncertain about their pay raises, though some have already been notified of increases.

Newsom’s recent budget proposal indicates ongoing negotiations to adjust the wage law, with a promised deal before the budget is signed. SEIU-UHW, the union behind the law, launched an ad campaign emphasizing the importance of the wage increase amid worker confusion. The governor proposed tying wage increases to the state’s budget, facing a $27.6 billion deficit, with the wage hike potentially costing around $4 billion annually, although the UC Berkeley Labor Center estimates lower costs.

Despite potential changes, some employers are proceeding with the wage increases. The California Hospitals Association and the California Kidney Care Alliance confirmed compliance with the law, and health workers are set to receive between $18 to $23 an hour starting next month, with the full $25 phased in over the years. Some health systems, like UC Health and Kaweah Health Medical Center, have already raised wages to stay competitive and retain employees.

The $25 minimum wage law for California’s lowest-paid healthcare workers specifically applies to a wide range of workers in the healthcare sector. This includes:

•         Hospital workers
•         Dialysis clinic workers
•         Home health aides
•         Nursing assistants
•         Medical technicians
•         Support staff such as janitors and food service workers within healthcare facilities

The law is aimed at ensuring that these essential but often underpaid workers receive a living wage, which will be phased in over several years until it reaches $25 per hour.

Professional Healthcare Staffing Agency

As new staffing legislation underscores the critical need for adequate healthcare staffing, our role as a healthcare staffing company becomes even more vital. By ensuring hospitals can meet the mandated staffing standards, we help improve patient care and reduce the burden on existing healthcare workers. Momentum’s team of experienced professionals is ready to support hospitals in forming effective staffing committees, devising robust staffing plans, and maintaining compliance to avoid hefty fines. Partner with us to navigate these regulatory changes seamlessly and ensure your facility is well-equipped to provide exceptional patient care. Together, we can address the healthcare worker shortage and build a stronger, more resilient healthcare system.

For more information on how we can assist, contact us today.

Sources:

Calmatters.org
beckershospitalreview.com
nurse.org
openai.com

U.S. News & World Report ranked the Physician Assistant (PA) profession as the #2 Best Health Care Job, #4 Best STEM Job, and #5 among the 100 Best Jobs in its 2024 rankings. AAPA President Folusho E. Ogunfiditimi emphasized that this consistent recognition over seven years highlights PAs’ dedication to patient care and their essential role in healthcare teams. The PA profession’s future looks promising with a projected 26.5% employment increase from 2022 to 2032, according to Bureau of Labor Statistics data. Despite advancements in technology and AI, the PA role remains vital due to its focus on personalized patient care.

Physician Assistant Benefits

Bethel University explains why being a physician assistant can have many benefits such as:

Versatility: PAs can work in various medical fields and settings, from clinics and hospitals to public health and medical missions, addressing the need for healthcare professionals, especially in underserved areas. The Bureau of Labor Statistics projects a 27% increase in PA roles by 2032.

Quicker Entry into Workforce: PAs can start their careers faster and with less debt than physicians, bypassing the lengthy and expensive education required for doctors.

Fulfilling Career: PAs engage in direct patient care, diagnosing and treating patients, which provides a high level of job satisfaction.

Competitive Salary: The median annual salary for PAs was $126,010 in 2023, making it a financially rewarding career.

Specialization Flexibility: PAs can specialize in various fields without lengthy residencies and can switch specialties based on their interests and community needs.

Collaborative Work Environment: PAs work closely with multidisciplinary teams and, in many states, do not require a supervising physician, allowing for a collaborative and team-based approach to patient care.

Work-Life Balance: PAs often have more predictable hours and opportunities for part-time or flexible schedules, aiding in maintaining a work-life balance.

Lifelong Learning: PAs engage in ongoing professional development, staying current in the medical field and participating in community health initiatives, potentially influencing public health and education.

2024 American Academy of Physician Associates (AAPA) Digital Salary Report

The 2024 American Academy of Physician Associates (AAPA) Digital Salary Report revealed that base compensation for Physician Associates/Assistants (PAs) increased by 5.8% in 2023, rising from $120,000 in 2022 to $127,000. AAPA President Folusho E. Ogunfiditimi highlighted the growing demand for PAs, with the profession expected to see a 27% employment growth from 2022 to 2032. Key findings from the report include:

37% of PAs worked in hospital settings, earning a median compensation of over $130,000.

PAs who felt professionally fulfilled tended to have higher median compensation.

90% of PAs received professional development funds.

The top three states for PA base salaries were California ($150,000), Alaska ($141,000), and Hawaii ($140,000).

The report, based on responses from 12,207 PAs, is a comprehensive resource on PA compensation, covering various aspects such as base salary, bonuses, and benefits, with detailed breakdowns by experience, specialty, setting, and employer.

PA Jobs Available Right Now

Looking for opportunities in the Physician Associate/Assistant (PA) field? Look no further! Momentum has a multitude of listings tailored to your preferences and career aspirations. Whether you’re seeking positions in hospitals, clinics, or other healthcare settings, explore our extensive listings to find the perfect fit for you. Your next career move awaits!

Sources:

globenewswire.com

openai.com

Choosing a new position in family medicine is a critical decision that can significantly impact both a physician’s professional satisfaction and personal well-being. Given the broad scope and demanding nature of family medicine, it is essential for physicians to be selective in their job search. The right position should align with their career goals, provide a supportive work environment, and offer a balanced lifestyle. Being choosy allows family medicine physicians to find opportunities that not only enhance their professional growth but also ensure they can deliver high-quality care to their patients while maintaining a fulfilling personal life. Making an informed and thoughtful choice can lead to long-term job satisfaction and a successful, sustainable career in family medicine.

When finding a new position in family medicine, doctors need to consider several specific factors to ensure the role aligns with their professional and personal needs. These factors include:

Practice Setting:

Determine if the practice is in a solo, group, or multi-specialty setting.

Evaluate the size and structure of the practice, and how it fits with your preferred work style.

Patient Population:

Understand the demographics and health needs of the patient population.

Consider if the practice serves a community with diverse medical needs that align with your expertise and interests.

Workload and Schedule:

Clarify the expected patient volume and types of cases handled daily.

Inquire about the work schedule, including typical hours, on-call duties, and weekend shifts.

Clinical Support and Resources:

Assess the availability and quality of support staff, including nurses, medical assistants, and administrative personnel.

Evaluate access to diagnostic and treatment resources, including electronic health records (EHR) systems.

Professional Development:

Look for opportunities for continuing medical education (CME) and professional growth.

Check if the practice supports participation in conferences, workshops, and additional certifications.

Compensation and Benefits:

Review the salary structure, including base pay, bonuses, and incentives in the city where the position is located. As of May 21, 2024, the average annual salary for a Family Physician in California is $208,231. This equates to roughly $100.11 per hour, $4,004 per week, or $17,352 per month.

Examine the benefits package, including health insurance, retirement plans, malpractice insurance, and any loan repayment programs.

Work-Life Balance:

Investigate the practice’s policies on work-life balance and flexible scheduling.

Consider the potential for part-time work or job-sharing arrangements if desired.

Practice Management and Autonomy:

Understand the level of autonomy you will have in patient care decisions.

Evaluate the administrative workload and the practice’s approach to managing it.

Community and Lifestyle:

Consider the location of the practice and the quality of life in the surrounding community.

Look for amenities such as good schools, recreational activities, and housing options that suit your lifestyle.

Organizational Culture:

Assess the practice’s culture and values to ensure they align with your own.

Evaluate the collegiality and supportiveness of potential colleagues.

Reputation and Stability:

Research the practice’s reputation within the medical community and among patients.

Consider the financial stability and long-term viability of the practice.

Quality of Care and Patient Philosophy:

Ensure the practice’s approach to patient care aligns with your own philosophy and standards.

Look for practices that prioritize high-quality, patient-centered care.

Permanent vs. Locum Tenens Placement:

Decide if you prefer a permanent position or a locum tenens placement.

Evaluate the benefits and drawbacks of each, such as job stability versus flexibility and variety.

By carefully evaluating these factors, family medicine doctors can find positions that not only advance their careers but also support their overall well-being and job satisfaction.

Family medicine offers the opportunity to provide comprehensive, lifelong care, build a practice that reflects your interests, emphasize preventive health, enjoy job stability and a balanced life, address social health determinants, continuously learn, gain community support, and find personal fulfillment in helping patients thrive. Looking for a new family medicine position at the perfect hospital, private practice, VA center, or urgent care? Search now or give Momentum a call.

Sources:

aafp.org
ziprecruiter.com
openai.com

The aging U.S. population is driving rapid growth in the healthcare sector, particularly in roles like home health and personal care aides. These positions, which typically require a high school diploma, are projected to see substantial increases in demand over the next decade. The shift towards in-home care has been accelerated by factors like the COVID-19 pandemic, which has made nursing homes less desirable for many. While nurse practitioner roles are also experiencing significant growth in most states, the highest job opportunities in healthcare in the coming years are expected to be in home health and personal care aide positions, particularly in states like California. This analysis, based on Bureau of Labor Statistics data, sheds light on the evolving landscape of healthcare employment in the U.S.

Healthcare Sector Added 56,000 New Jobs in April

In April, the healthcare sector added 56,000 new jobs, marking a 22% decrease from March but consistent with monthly averages over the past year. Despite the slowdown, healthcare accounted for nearly one-third of the 175,000 jobs created in the larger economy for April.

The healthcare industry has rebounded to pre-pandemic employment levels, with significant job growth observed particularly in ambulatory care services and hospitals. However, despite this growth, demand for healthcare services continues to outpace job creation. Challenges include the need to adapt to changing patient preferences, embrace technology, and address labor shortages. Job openings in healthcare and social assistance are at a high, indicating a persistent gap between demand and supply. Nursing and residential care facilities still face a hiring lag due to patients seeking alternative care options. Healthcare organizations may need to explore collaborations, technology integration, and operational efficiencies to meet increasing demand with limited resources.

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Sources:

Thedesertreview.com
Healthleadersmedia.com
Advisory.com
openai.com