Your Questions
As the potential employer
is assessing you, you are assessing the prospective practice. It is
likely that you received a packet of information. Study it before you
arrive. Even though you are fairly well informed, there will be things
that you do not know. Ask. Listen. Nod. Take notes. Your questions will
show interest, intent, and enthusiasm. You may want to know:
-
What is the history
of the group?
-
Is there a philosophy
that binds it?
-
What is its legal
structure?
-
What are the short
and long-range goals?
-
What is the age range
among group members?
-
How long has each
been with the group?
-
Have any physicians
left the group recently? Why?
-
Are any retirements
expected soon?
-
Are any older members
planning Gyn-only practices?
-
How many deliveries,
major procedures, minor procedures are handled? Are these numbers
evenly divided among doctors, or do some have a particular focus?
-
What is the C-section
rate?
-
How many births are
induced?
-
Are there plans to
hire additional physicians?
-
Is anesthesia
administered by anesthesiologists or CRNA’s?
-
Are epidurals always
available?
-
Where is the nearest
NICU?
-
Is there competition
from other groups/providers?
-
Which doctors refer
to this group?
-
How is the work week
structured?
-
How is the call
coverage schedule structured?
-
Are group members
active in the community?
-
Will you be permitted
to be active in community politics?
-
What role, if any, do
physicians’ spouses play in the group?
-
Who takes care of the
day-to-day management?
-
Are regular staff
meetings held? Do all physicians attend?
-
Is there a personnel
manual?
-
What are the group’s
moral and ethical views?
-
How is informed
consent handled?
-
What type of patient
education is conducted? Is it taken seriously by the group?
-
Does the group
encourage attendance at specialty conferences?
-
Are seminars or
journal discussions held?
-
Does the group
encourage CME, teaching, hospital staff and medical society
activities?
-
What are the group’s
financial policies?
-
How is a patient
informed about the financial policies? (Ask for a copy of the
patient information brochure.)
-
How is the fee
schedule determined? (Ask for a copy.) Is it reasonable? How often
are increases made?
-
What is the group’s
payor mix: Medicare, HMO, private pay?
-
Does the practice use
an automated or manual system for scheduling, billing and/or
insurance filing?
-
How are outstanding
debts collected? Is a collection agency used?
-
What is the group’s
overhead percentage?
-
Is chart information
hand written or transcribed? (Ask to see some sample medical
records.) Are the charts neat? Are they current?
-
What system is used
for filing charts?
-
What type of
marketing is conducted by the group?
These are just possible
topics, not required discussion points. Some of these questions may have
been answered in the written information you received. Some may have
been discussed during the day’s meetings. Some may not be important to
you.
At this time, there are
questions which are not appropriate. Just as you wouldn’t ask a date,
“How much do you weigh?” you shouldn’t ask a physician “How much
do you earn?” In the interview, the subject of compensation is usually
brought up by the potential employer. Sometimes it is left for the
second interview. Many employers do not wish to discuss finances until
they are sure they want you.
Concluding
Interviews usually have a
wrap-up session, conducted by someone in authority. By this time, the
group members have often shared with each other their initial reactions
to you, and will (1) express definite interest, (2) inform you that they
are not prepared to make a decision (perhaps because of other interviews
scheduled), or (3) cut you loose. If they express interest, and if there
is similar interest on your part, the topic of compensation might be
broached. If you are asked, be frank about your financial needs. If you
have educational debts, say so. Consider asking for a copy of their
draft contract, if they have one. (This will contain no names or salary
figures.)
Be generous in your
gratitude for the opportunity to visit. Mention something (perhaps
several things) that impressed you.
If you are interested in
the position, inquire about the follow-up. Will they contact you if they
would like you to return? Or will they wait for an indication of your
interest?
Follow-Up
Send a thank-you letter,
and do it promptly. It need be no longer than two or three paragraphs,
but it should be gracious (even if you didn’t like the practice). Don’t
burn bridges. If you are interested in the opportunity, say so and say
why. Mention particular things that impressed you.
Your Spouse
Most practices understand
that your spouse, partner or significant other is involved in your
decision. If such an invitation was not extended at the initial
interview, request that you be allowed to bring your mate the second
time around.
Second Interview
This is the time to be
specific. Find out what your life would be like if you joined this
practice. You may want to ask:
-
What will my hours
be?
-
What are the daily
responsibilities of my position?
-
Will I have
managerial or administrative duties?
-
What salary range can
I expect?
-
Are production
bonuses offered?
-
What type of general
benefits package might I receive?
-
Is partnership a
possibility? How many years to partnership?
-
Will a contract be
forthcoming?
Reminders
Return
