Resources

Presentations

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7/28/2023 TMCA Health One Psychiatry Residency Program Psychiatry Contracts: The Trinity
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7/23/2023 Providence Spokane Internal Medicine Residency Program Physician Employment Contracts
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7/11/2023 Ohio Health Ear Nose and Throat Residency Program Physician Contracts and Negotiation
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7/11/2023 Ohio Health Ear Nose and Throat Residency Program Physician Contracts and Negotiation
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6/23/2023 UCF-HCA OB Residency Program Physician Contracts and Negotiation
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6/16/2023 Oklahoma State Family Medicine Residency Program Physician Contracts
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6/14/2023 Howard Orthopedic Surgery Residency Program Ortho Physician Contracts
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6/12/2023 Allegheny Health HemeOnc Fellowship Program Physician Employment Contracts
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6/8/2023 Harvard Dermatology Residency Program Physician Contracts
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6/8/2023 Yale Internal Medicine Residency Program Physician Contracts
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6/7/2023 Meharry Preventative Medicine Residency Program Physician Contracts
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6/5/2023 Cleveland Clinic PM&R Residency Program Physician Contracts
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5/30/2023 Boston Medical Center HemeOnc Fellowship Program Physician Contracts
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5/8/2023 Louisiana State University Medical School Senior Special Topics 2023 Physician Contracts: It’s Nothing Like Match!
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5/4/2023 University of Michigan Endocrinology Fellowship Program Physician Contracts: Protect Your Exit Strategy
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5/1/2023 Ocean University Internal Medicine Residency Program Physician Contracts: Protect Your Exit Strategy
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4/25/2023 Mt. Sinai Preventative Medicine Fellowship Program Physician Contracts: Protect Your Exit Strategy
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4/18/2023 Childrens Hospital New Orleans – LSU Pediatric Fellowship Program Physician Contracts: Protect Your Exit Strategy
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4/6/2023 University of Alabama-Birmingham Psychiatry Residency Program Physician Contracts: Protect Your Exit Strategy
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3/16/2023 Washington State Psychiatry Association Psychiatry Employment Contracts
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3/5/2023 Harnett Health Internal Medicine Residency Program Physician Employment Contracts
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1/24/2023 White River Health Internal Medicine Residency Program Physician Contracts: The Trinity Pt 2
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1/20/2023 Edgar Burns Lecture Series, Urology at Ochsner Health New Orleans Physician Employment Contracts
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1/17/2023 White River Health Internal Medicine Residency Program Physician Contracts: The Trinity Pt 1
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12/13/2022 Physicians for Patient Protection Negotiating Non-Physician Practitioner Supervision
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12/8/2022 Louisiana State University Psychiatry Residency Program Psychiatry Employment Contracts Pt 2
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11/19/2022 Tulane Psychiatry Residency Program Psychiatry Contracts: The Trinity
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11/14/2022 University of Central Florida Internal Medicine Residency Program Physician Contracts and Negotiation
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11/3/2022 University of Alabama-Birmingham Psychiatry Residency Program Psychiatry Contract Negotiations
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10/28/2022 University of Central Florida – Gainesville Psychiatry Residency Program Negotiating Your Psychiatry Employment Contract
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10/28/2022 Tulane University Triple Board (Pediatrics, Psychiatry, and Child and Adolescent Psychiatry) Residency and Fellowship Program Physician Contract Negotiations
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10/21/2022 Englewood Hospital Internal Medicine Residency Program Physician Contracts: Internal Medicine
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10/10/2022 Washington University St. Louis Psychiatry Residency Program Psychiatry Contract Negotiations
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10/8/2022 American College of Cardiology – Texas Chapter Annual Meeting Cardiology Contract Negotiations
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5/22/2022 Louisiana State University Psychiatry Residency Program Psychiatry Employment Contracts
Medical School, Residency, Fellowship, and Physician Group Presentations:

We love providing valuable educational presentations to medical students, residents, fellows, and physician groups. We pride ourselves on sharing as much as possible about physician contracts and closing the information gap between first contract physicians and healthcare employers. If you would like for us to present to your group, we would love to help! Virtual presentations are currently free, but we may need to discuss a fee for in-person activities. Please reach out!

Podcasts

The Black Doctors Podcast

With Dr. Steven Bradley

Dr. Steven Bradley is a board-certified anesthesiologist and medical ethicist with a passion for mentorship and increasing diversity in the healthcare workforce. As an assistant professor of anesthesiology and now an anesthesiology and critical care physician, he combines his practice of medicine with educating medical students and resident physicians. As the host and creator of The Black Doctors Podcast, Dr. Bradley interviews minority professionals in a variety of career paths. Each episode provides encouragement and motivation for listeners. Candid and transparent conversations enable listeners to identify with and be inspired by guests on the show.

Our podcast episodes have focused on the intersection of national legal news affecting physicians, first contract physicians and navigating initial employment options, and how physician contracts have affected our lives. Please check it out!

Listen Here

Backtable ENT

With Dr. Varun Varadarajan

Dr. Varadarajan is a is a neurotologist and skull base surgeon practicing in Denver, Colorado. He has several episodes on Backtable that discuss issues surrounding navigating career decisions in medicine, and I highly recommend you consider listening to everything he has produced on that platform!

Our podcast episodes provide a 2.5 hr deep dive on physician practice settings (academic, private practice, and hospital and large group employment), negotiating and transitioning between opportunities, and how contracts affect the practice of medicine.

Listen Here

BOSS Business of Surgery Series

With Dr. Amy Vertrees

Dr. Vertrees has a passion for helping physicians access the resources and learn valuable business skills that are not taught in residency. She is the author of a new best seller in medicine, “Become the BOSS MD”, and maintains an active coaching and podcast series. Our podcast focuses on some of the most important negotiation points in physician contracts, and how think of contracts in terms of executing your live plan. We both feel very strongly that every physician should evaluate and negotiate their contracts, and that “Normalizing” negotiations help all physicians.

Here are a few high points:

  • When should you start considering contract negotiations? (it’s earlier than you think!)
  • What may hold you back from starting your job and keep you from making money?
  • What should you ask on interviews?
  • Do you have an exit strategy, and what should your contract have in it to support this strategy?
  • Can you negotiate if they say “this is a standard contract”?
  • What are the most common mistakes made in contract negotiations?
Listen Here

Texas Chapter of the American College of Cardiology

Fellow In training

In October 2022, I presented to a group of cardiology fellows in training and discussed physician contracts and exit strategy issues. It is important for first contract physicians in all specialties to enter into contract evaluations and negotiations with appropriate background knowledge about employment contract. We discuss some of the most important exit strategy issues and have a few laughs.

Listen Here

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You should probably consider being flexible on work location and scheduling. In many practice settings and geographic regions, physicians are paid less in some of the most attractive metropolitan areas. This runs counter to most industries, where employees in high cost of living areas receive higher compensation packages. Also, not all employers actually pay a premium for loyalty… In many specialties, and with many large employers, the one-off sweeteners (signing bonuses, student loan and retention bonuses) that are paid to physicians recently joining the practice make their compensation package higher than the loyal veterans. Paying close attention to your exit strategy and protecting your ability to pivot and change employers can be very beneficial for your total non-productivity-based compensation. Finally, depending on specialty and practice setting, some employers pay stipends for administrative, managerial, or a supervisory roles, and you could explore additional stipends for these services. #physicianemploymentcontract #physicianemploymentcontractreview #physicianemploymentlawyer #physician #physicians #physicianresident #resident #residents #medstudent #medstudents #medicalstudent #medicalstudents #DocsNegotiate2023

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You should probably consider being flexible on work location and scheduling. In many practice settings and geographic regions, physicians are paid less in some of the most attractive metropolitan areas. This runs counter to most industries, where employees in high cost of living areas receive higher compensation packages. Also, not all employers actually pay a premium for loyalty… In many specialties, and with many large employers, the one-off sweeteners (signing bonuses, student loan and retention bonuses) that are paid to physicians recently joining the practice make their compensation package higher than the loyal veterans. Paying close attention to your exit strategy and protecting your ability to pivot and change employers can be very beneficial for your total non-productivity-based compensation. Finally, depending on specialty and practice setting, some employers pay stipends for administrative, managerial, or a supervisory roles, and you could explore additional stipends for these services. #physicianemploymentcontract #physicianemploymentcontractreview #physicianemploymentlawyer #physician #physicians #physicianresident #resident #residents #medstudent #medstudents #medicalstudent #medicalstudents #DocsNegotiate2023

You should probably consider being flexible on work location and scheduling. In many practice settings and geographic regions, physicians are paid less in some of the most attractive metropolitan areas. This runs counter to most industries, where employees in high cost of living areas receive higher compensation packages. Also, not all employers actually pay a premium for loyalty… In many specialties, and with many large employers, the one-off sweeteners (signing bonuses, student loan and retention bonuses) that are paid to physicians recently joining the practice make their compensation package higher than the loyal veterans. Paying close attention to your exit strategy and protecting your ability to pivot and change employers can be very beneficial for your total non-productivity-based compensation. Finally, depending on specialty and practice setting, some employers pay stipends for administrative, managerial, or a supervisory roles, and you could explore additional stipends for these services. #physicianemploymentcontract #physicianemploymentcontractreview #physicianemploymentlawyer #physician #physicians #physicianresident #resident #residents #medstudent #medstudents #medicalstudent #medicalstudents #DocsNegotiate2023 ...

As a physician in training, it’s important to keep your options open and explore all potential opportunities upon graduation, even if you plan on working at the same institution. Interviewing with other organizations not only allows you to gain valuable experience and insight into different work environments, but it also provides you with some leverage to negotiate on your terms.

It can be challenging to negotiate with the same institution if they know you have not considered anyone else. By exploring other opportunities, you demonstrate that you are a desirable candidate and have multiple options available to you. This can strengthen your position and allow you to negotiate a more favorable employment package.

Remember, it’s always better to have multiple offers to consider rather than putting all your eggs in one basket. So, keep an open mind and take advantage of the interviewing process to gain a comprehensive understanding of the opportunities available to you.

#PhysicianInTraining #CareerOpportunities #NegotiationTips #ProfessionalDevelopment #JobInterviews #CareerPlanning 🏥 #physicianemploymentcontract #physicianemploymentcontractreview #physicianemploymentlawyer #physician #physicians #physicianresident #resident #residents #medstudent #medstudents #medicalstudent #medicalstudents #DocsNegotiate2023

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As a physician in training, it’s important to keep your options open and explore all potential opportunities upon graduation, even if you plan on working at the same institution. Interviewing with other organizations not only allows you to gain valuable experience and insight into different work environments, but it also provides you with some leverage to negotiate on your terms. It can be challenging to negotiate with the same institution if they know you have not considered anyone else. By exploring other opportunities, you demonstrate that you are a desirable candidate and have multiple options available to you. This can strengthen your position and allow you to negotiate a more favorable employment package. Remember, it’s always better to have multiple offers to consider rather than putting all your eggs in one basket. So, keep an open mind and take advantage of the interviewing process to gain a comprehensive understanding of the opportunities available to you. #PhysicianInTraining #CareerOpportunities #NegotiationTips #ProfessionalDevelopment #JobInterviews #CareerPlanning 🏥 #physicianemploymentcontract #physicianemploymentcontractreview #physicianemploymentlawyer #physician #physicians #physicianresident #resident #residents #medstudent #medstudents #medicalstudent #medicalstudents #DocsNegotiate2023

As a physician in training, it’s important to keep your options open and explore all potential opportunities upon graduation, even if you plan on working at the same institution. Interviewing with other organizations not only allows you to gain valuable experience and insight into different work environments, but it also provides you with some leverage to negotiate on your terms.

It can be challenging to negotiate with the same institution if they know you have not considered anyone else. By exploring other opportunities, you demonstrate that you are a desirable candidate and have multiple options available to you. This can strengthen your position and allow you to negotiate a more favorable employment package.

Remember, it’s always better to have multiple offers to consider rather than putting all your eggs in one basket. So, keep an open mind and take advantage of the interviewing process to gain a comprehensive understanding of the opportunities available to you.

#PhysicianInTraining #CareerOpportunities #NegotiationTips #ProfessionalDevelopment #JobInterviews #CareerPlanning 🏥 #physicianemploymentcontract #physicianemploymentcontractreview #physicianemploymentlawyer #physician #physicians #physicianresident #resident #residents #medstudent #medstudents #medicalstudent #medicalstudents #DocsNegotiate2023 ...

IF you want to make above average compensation as an employed physician, prioritizing a high compensation per wRVU rate instead of a high signing bonus or initial base salary is often most helpful! Here’s why: 📝

1. “But I want a big signing bonus or initial base salary!” 💰
Of course, everyone wants a big lump sum of cash upfront. However, it’s essential to think long-term. A high compensation per wRVU rate means that your earnings will be directly tied to your productivity, and employed physicians earning at the top of their field are often those with high production. This incentivizes you to work efficiently and can lead to higher overall earnings in the long run.

2. “Is the high wRVU rate really that important?” 📈
Absolutely. The wRVU rate is crucial because it determines how much you get paid for each service you provide. By prioritizing a high wRVU rate, you ensure that your hard work is properly compensated. It also aligns your interests with the practice, as it encourages productivity and quality patient care.

3. “What about the stability of a high base salary?” 💼
While a high initial base salary may seem appealing for its stability, it could also limit your earning potential in the future. I rarely see a guaranteed minimum salary that is significantly above the 50%ile. By focusing on a high wRVU rate, you have the opportunity to continuously increase your earnings based on your performance and productivity.

4. “I’m concerned about the risk of a lower guaranteed income.” 📉
It’s understandable to worry about a potentially lower guaranteed income, but it’s crucial to consider the trade-offs. A high wRVU rate provides the opportunity for higher earnings, as long as you maintain a productive practice. It’s about balancing the short-term security with long-term financial success.

5. “How can I negotiate for a high wRVU rate?” 🤔
Negotiating for a high wRVU rate requires a deep understanding of your worth, the market, external data, and the needs of the practice. This is all optional btw, but please know that it is rare to be highly compensated on low volume as an employed physician.

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IF you want to make above average compensation as an employed physician, prioritizing a high compensation per wRVU rate instead of a high signing bonus or initial base salary is often most helpful! Here’s why: 📝 1. “But I want a big signing bonus or initial base salary!” 💰 Of course, everyone wants a big lump sum of cash upfront. However, it’s essential to think long-term. A high compensation per wRVU rate means that your earnings will be directly tied to your productivity, and employed physicians earning at the top of their field are often those with high production. This incentivizes you to work efficiently and can lead to higher overall earnings in the long run. 2. “Is the high wRVU rate really that important?” 📈 Absolutely. The wRVU rate is crucial because it determines how much you get paid for each service you provide. By prioritizing a high wRVU rate, you ensure that your hard work is properly compensated. It also aligns your interests with the practice, as it encourages productivity and quality patient care. 3. “What about the stability of a high base salary?” 💼 While a high initial base salary may seem appealing for its stability, it could also limit your earning potential in the future. I rarely see a guaranteed minimum salary that is significantly above the 50%ile. By focusing on a high wRVU rate, you have the opportunity to continuously increase your earnings based on your performance and productivity. 4. “I’m concerned about the risk of a lower guaranteed income.” 📉 It’s understandable to worry about a potentially lower guaranteed income, but it’s crucial to consider the trade-offs. A high wRVU rate provides the opportunity for higher earnings, as long as you maintain a productive practice. It’s about balancing the short-term security with long-term financial success. 5. “How can I negotiate for a high wRVU rate?” 🤔 Negotiating for a high wRVU rate requires a deep understanding of your worth, the market, external data, and the needs of the practice. This is all optional btw, but please know that it is rare to be highly compensated on low volume as an employed physician.

IF you want to make above average compensation as an employed physician, prioritizing a high compensation per wRVU rate instead of a high signing bonus or initial base salary is often most helpful! Here’s why: 📝

1. “But I want a big signing bonus or initial base salary!” 💰
Of course, everyone wants a big lump sum of cash upfront. However, it’s essential to think long-term. A high compensation per wRVU rate means that your earnings will be directly tied to your productivity, and employed physicians earning at the top of their field are often those with high production. This incentivizes you to work efficiently and can lead to higher overall earnings in the long run.

2. “Is the high wRVU rate really that important?” 📈
Absolutely. The wRVU rate is crucial because it determines how much you get paid for each service you provide. By prioritizing a high wRVU rate, you ensure that your hard work is properly compensated. It also aligns your interests with the practice, as it encourages productivity and quality patient care.

3. “What about the stability of a high base salary?” 💼
While a high initial base salary may seem appealing for its stability, it could also limit your earning potential in the future. I rarely see a guaranteed minimum salary that is significantly above the 50%ile. By focusing on a high wRVU rate, you have the opportunity to continuously increase your earnings based on your performance and productivity.

4. “I’m concerned about the risk of a lower guaranteed income.” 📉
It’s understandable to worry about a potentially lower guaranteed income, but it’s crucial to consider the trade-offs. A high wRVU rate provides the opportunity for higher earnings, as long as you maintain a productive practice. It’s about balancing the short-term security with long-term financial success.

5. “How can I negotiate for a high wRVU rate?” 🤔
Negotiating for a high wRVU rate requires a deep understanding of your worth, the market, external data, and the needs of the practice. This is all optional btw, but please know that it is rare to be highly compensated on low volume as an employed physician. ...

Many first contract physicians see the initial base salary offering, and it is so big that they don’t investigate compensation further. The initial base salary doesn’t tell me much. What I often eat to investigate is the bonus structure and future compensation, so I can understand the physician’s likely TOTAL compensation package. For examples two jobs that have a $300k salary and a $100k signing bonus may have wildly differing productivity bonus structures. It’s not uncommon for jobs in@the same practice setting and with the same starting salary to require thousands more work RVUs and pay an effective rate that varies wildly. Do you know what the median $/wRVU rate is for your specialty and geographic region, and where your employer stacks up? #physicianemploymentcontract #physicianemploymentcontractreview #physicianemploymentlawyer #physician #physicians #physicianresident #resident #residents #medstudent #medstudents #medicalstudent #medicalstudents #DocsNegotiate2023

Open
Many first contract physicians see the initial base salary offering, and it is so big that they don’t investigate compensation further. The initial base salary doesn’t tell me much. What I often eat to investigate is the bonus structure and future compensation, so I can understand the physician’s likely TOTAL compensation package. For examples two jobs that have a $300k salary and a $100k signing bonus may have wildly differing productivity bonus structures. It’s not uncommon for jobs in@the same practice setting and with the same starting salary to require thousands more work RVUs and pay an effective rate that varies wildly. Do you know what the median $/wRVU rate is for your specialty and geographic region, and where your employer stacks up? #physicianemploymentcontract #physicianemploymentcontractreview #physicianemploymentlawyer #physician #physicians #physicianresident #resident #residents #medstudent #medstudents #medicalstudent #medicalstudents #DocsNegotiate2023

Many first contract physicians see the initial base salary offering, and it is so big that they don’t investigate compensation further. The initial base salary doesn’t tell me much. What I often eat to investigate is the bonus structure and future compensation, so I can understand the physician’s likely TOTAL compensation package. For examples two jobs that have a $300k salary and a $100k signing bonus may have wildly differing productivity bonus structures. It’s not uncommon for jobs in@the same practice setting and with the same starting salary to require thousands more work RVUs and pay an effective rate that varies wildly. Do you know what the median $/wRVU rate is for your specialty and geographic region, and where your employer stacks up? #physicianemploymentcontract #physicianemploymentcontractreview #physicianemploymentlawyer #physician #physicians #physicianresident #resident #residents #medstudent #medstudents #medicalstudent #medicalstudents #DocsNegotiate2023 ...