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As telemedicine sites and networks grow, so do novel practice opportunities for physicians in both rural and urban areas
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Download a PDF copy of the 2013 In Practice 4-5 special issue!
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Download a PDF copy of the 2013 In Practice 2-3 special issue!
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Earnings are increasing modestly, but a few specialties are seeing big hikes and others, flattening incomes.
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Although a vast preponderance of all contracts will provide fringe benefits, did you know that physicians are generally treated differently than other groups of employees, including executives, who in some instances may have commensurate salaries?
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Download a PDF copy of the 2013 February Resident Reach issue!
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Health reform and hospitals' changing needs spur continued evolution — and new career opportunities — in this fast-growing physician sector.
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Download a PDF copy of the 2012 Resident Reach jobs magazine! A copy of the November 15th classified advertising section from the print edition of the New England Journal of Medicine is included in this issue.
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If your recruitment promises are not reflected within your contract, your employer is not legally obligated to follow-through on any agreement, in particular those initial recruitment discussions.
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Women physicians are making significant inroads in to the medical and surgical specialties, and now constitute a rapidly increasing contingent in many of the traditionally male-dominated fields. Despite these gains, the paucity of women in leadership positions, particularly within academic medicine, as well as persisting pay inequity, indicate that challenges remain.
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Download a PDF copy of the 2012 Specialty Delivery jobs magazine! A copy of the September 13th classified advertising section from the print edition of the New England Journal of Medicine is included in this issue.
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The purpose of this article is to mitigate any unwanted surprises through an increased comprehension of the common contractual covenants that are typically overlooked and may hinder your departure from an employment setting. These items – malpractice insurance, upfront money, and non-compete language – should be closely examined and negotiated in a manner that mutually benefits both parties.
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Physicians heading into the job market for the first time or eyeing a career move in 2007 will find plentiful opportunities and attractive compensation packages regardless of their specialty or preferred setting.
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Digital technology has been a boon in expediting communication for both physicians seeking a practice opportunity and recruiters making connections with candidates. Even though it’s tempting today to dash off an inquiry or response in a matter of seconds, physicians should slow down, craft an intelligible message and, ideally, give it a second review and count to 10 before pushing the send button.
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Download a PDF copy of the 2012 MD Career Path special issue! A copy of the June 7, 2012 classified advertising section from the print edition of the New England Journal of Medicine is included in this issue.
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Understanding the basic elements of an employment contract can help physicians emerging from residency evaluate job offers.
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Physicians —in both primary care and the specialties— may soon reap benefits from the patient-centered, coordinated care model taking hold.
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Physicians who choose military practice often discover that their options – in practice settings, geographical locations, and even the range of patients and conditions they treat – are more varied than they expected. These benefits, in conjunction with myriad leadership opportunities that military medicine offers, factor into many physicians’ decision to remain in the military after their required service period ends.
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This article highlights the most prevalent compensation models, their advantages, and the potential disadvantages. The nomenclature may change from location to location; however, the premise behind each model and the potential areas of concern remain consistent.
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Understanding the cultural questions to ask a potential employer becomes paramount to ensure that unwanted personal and professional disruptions associated with changing employment settings are avoided.
