The Practice Interview - Keys to Success - University of Utah ...
The Practice Interview - Keys to Success - University of Utah ...
The Practice Interview - Keys to Success - University of Utah ...
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<strong>The</strong><br />
<strong>Practice</strong> <strong>Interview</strong><br />
David E. Anisman, M.D.<br />
Medical Direc<strong>to</strong>r<br />
<strong>University</strong> <strong>of</strong> <strong>Utah</strong> Health Care<br />
Centerville Community Clinic<br />
Objectives<br />
• Identify key fac<strong>to</strong>rs important <strong>to</strong> understand<br />
about each potential employment opportunity<br />
• Be able <strong>to</strong> anticipate what types <strong>of</strong> questions<br />
you will be asked<br />
• Understand how <strong>to</strong> prepare a list <strong>of</strong> questions<br />
you should ask<br />
• Be aware <strong>of</strong> resources <strong>to</strong> help you prepare for a<br />
practice interview<br />
Why do physicians<br />
leave a practice?<br />
• Not a good fit with the group 51%<br />
• To relocate near family 42%<br />
• Compensation 32%<br />
• Spouse’s job 22%<br />
• Relocate <strong>to</strong> another geographic area 20%<br />
• Incompatible work/call schedule 17%<br />
AMGA Survey : 2007<br />
Overview<br />
• Basics<br />
• Types <strong>of</strong> questions you will be<br />
asked<br />
• Questions you should ask<br />
• What resources are out there for<br />
you?<br />
• <strong>Keys</strong> <strong>to</strong> success<br />
What are the basics?<br />
• Be on time! Plan ahead! Know where <strong>to</strong> go, who<br />
you are <strong>to</strong> see and who <strong>to</strong> call for problems<br />
• Dress pr<strong>of</strong>essionally<br />
• Take your spouse or significant other, if possible<br />
• Be prepared with clean copies <strong>of</strong> your CV, names,<br />
addresses and contact info for your references.<br />
• Check out the organization or practice on the<br />
Internet<br />
• Take notes, write down questions<br />
• Always ask something!<br />
Additional Fac<strong>to</strong>rs in<br />
Decisions <strong>to</strong> Leave<br />
• Institutional or departmental<br />
leadership issues<br />
• Partner relationships<br />
• Level <strong>of</strong> au<strong>to</strong>nomy<br />
• Resources for practice or research<br />
• Patient volume/ payer mix<br />
10/12/2011<br />
1
Why do physicians<br />
fail in practice?<br />
• Unable <strong>to</strong> accept feedback<br />
• Unable <strong>to</strong> manage emotions (anger)<br />
• Lack <strong>of</strong> motivation <strong>to</strong> excel in the position<br />
• Wrong temperament for the job<br />
• Lack necessary technical skills “Of course, with the position that has the benefits –<br />
medical, dental, et cetera – there is no salary.”<br />
Fac<strong>to</strong>rs <strong>to</strong> assess at each<br />
interview<br />
• Hours/ vacation/CME<br />
• Call responsibilities<br />
• Salary Guarantee<br />
• Compensation and benefits/retirement<br />
• Malpractice coverage/ other insurance<br />
• Loan repayment options<br />
Au<strong>to</strong>nomy<br />
– What is the leadership or<br />
governance structure?<br />
– What are the<br />
organizational values?<br />
– Are there leadership<br />
development<br />
opportunities?<br />
Additional fac<strong>to</strong>rs<br />
• Is there overhead assessment?<br />
• Is there contract renewal every year?<br />
• What other responsibilities are there?<br />
• How are payer contracts negotiated?<br />
• Who oversees billing<br />
Financial Fac<strong>to</strong>rs<br />
• Is the organization stable financially?<br />
– How about market share?<br />
– What is the competition?<br />
– What is the payer mix?<br />
• What is the compensation plan?<br />
– Is there a salary guarantee?<br />
– Is there a partnership buy-in or guarantee<br />
pay back?<br />
10/12/2011<br />
2
Support<br />
• What is the support staff ratio?<br />
– What type <strong>of</strong> support is provided?<br />
– How are staff hired and managed?<br />
– What is the turnover rate or satisfaction level<br />
<strong>of</strong> staff?<br />
• What about <strong>of</strong>fice space, OR time,<br />
equipment?<br />
Specialty Specific Fac<strong>to</strong>rs<br />
• Surgical Specialties – OR time, OR equipment,<br />
referral base, call expectations.<br />
• Radiology – Call coverage, teleradiology,<br />
interventional opportunities, age and type <strong>of</strong><br />
equipment<br />
• Primary Care – support staff, documentation<br />
and billing practices, EMR, call and hospital<br />
responsibilities<br />
What will they ask?<br />
• Behavioral based questions – “Describe a<br />
situation where…” or “Tell me about a time<br />
when…”<br />
• Looking for<br />
– Team player<br />
– Leadership abilities<br />
– Flexibility<br />
– Patience/ Caring<br />
– Respect for others<br />
– Ability <strong>to</strong> see the “big picture”<br />
Satisfaction<br />
Is provider satisfaction being<br />
measured?<br />
– How satisfied are the providers<br />
with their practice?<br />
– What is the turnover rate?<br />
– Are you able <strong>to</strong> meet and talk<br />
<strong>to</strong> the other providers?<br />
Academic <strong>Practice</strong>s<br />
• Faculty appointments<br />
• Retention and promotion requirements<br />
• Research opportunities<br />
• Teaching responsibilities<br />
Why are you the right person for this job?<br />
What do you bring <strong>to</strong> the practice<br />
that is special or unique?<br />
– New or special skill<br />
– Research interest<br />
– Teaching interests<br />
– Interest in practice innovation<br />
– Interest in improved quality <strong>of</strong> care<br />
for patients<br />
10/12/2011<br />
3
Outside interests<br />
What do you do <strong>to</strong> relax?<br />
– Looking for someone who<br />
is well rounded<br />
– Able <strong>to</strong> relieve stress<br />
– Takes the initiative <strong>to</strong><br />
develop a hobby or interest<br />
outside <strong>of</strong> work<br />
What about references?<br />
• <strong>The</strong> references you provide will be asked<br />
about:<br />
– Educational achievements and technical<br />
skills<br />
– Emotional intelligence<br />
– Coachability<br />
– Motivation<br />
– Interpersonal skills<br />
Resources<br />
• www.aafp.org<br />
– <strong>Practice</strong> set-up and management help<br />
– Coding and documentation resource<br />
– <strong>Practice</strong> Assessment<br />
• www.facs.org<br />
– Surgical practice management<br />
– Surgical coding information<br />
• www.monster.com<br />
– Job resources and information<br />
Social Concerns<br />
What about spouse/ significant<br />
other and family concerns?<br />
– Education<br />
– Jobs/Career opportunities<br />
– Housing<br />
– Recreation<br />
Resources<br />
• www.memag.com<br />
– Modern Medicine Magazine by Medical<br />
Economics<br />
– <strong>Practice</strong> management information<br />
• www.acponline.org<br />
– Internal medicine organization<br />
– <strong>Practice</strong> start up tips<br />
– New focus on practice management<br />
Resources<br />
May require membership<br />
• www.mgma.com – <strong>Practice</strong> survey data<br />
• www.acpe.org – Medical management courses<br />
• www.ama-assn.org – <strong>Practice</strong> set – up and<br />
management assistance<br />
• www.amga.org – Association <strong>of</strong> medical groups<br />
with educational meetings regarding practice<br />
redesign and health care reform<br />
10/12/2011<br />
4
Summary<br />
• Keep track <strong>of</strong> the information from your<br />
interviews<br />
• Create a scorecard for yourself if you are visiting<br />
a number <strong>of</strong> places (see sample handout in<br />
syllabus)<br />
• Try <strong>to</strong> develop an understanding <strong>of</strong> the culture <strong>of</strong><br />
the organizations you visit<br />
• Prepare your questions<br />
• Use the resources <strong>to</strong> help you prepare<br />
What else?<br />
• <strong>Practice</strong>!!!<br />
• Do a mock interview<br />
• Send a thank you<br />
note or e-mail <strong>to</strong><br />
each person you<br />
meet.<br />
10/12/2011<br />
5