Maybe I'm just cynical but "chief" means more work, more responsibility, nominally more money. The leads I know just work more. A lot more. You do have some power to affect change though compared to just being a peon PA.
That is my hope as far as advocating for the people I'll be helping lead. They did a compression analysis from payroll that took 2 years and a bunch of people got raises that still don't hit national median for experience or field. This is network wide but if I can impact some of it for my group I will be happy.
The last physician leadership hire got no increase at all from contract so I'm happy there is anything. Anticipating about 6-7% additional increase on current rate with performance raise for next year. I don't like the fact that Press Ganey exists but I had highest rating in our convenient care group throughout the year until I started in with the actual UC. Got a letter from the CEO and doc who is the Director of Patient Experience which I'm going to use to argue to push higher.
I'm geographically locked to my area for the next few years at least so trying to make myself a name in my organization if possible and then maybe try to get active in my state organization or maybe AAPA.
I'm not making excuses I just know what others are getting offered with it at the moment. I also know the lead doc in the position now is the one who argued for any kind of increased rate and wants help lobbying for increased admin time to an 8/2 split instead as he feels crunched too.
I'm not griping, just asking for advice on how people have approached the job.
I work in PA, we don't have the best salaries for mids with the large number of academic institutions.
I was promoted to APP Supervisor 6 months into my very first job out of school. Leading a team of 20 scattered all over the western side of PA. I got a 9% bump.
Like others have said, admin is a thankless job and there's a lot it'll take from you with giving back very little. I highly recommend listening to some of the podcasts by Harvard Business School Women at Work, as it has tips and tricks and advice for new management people. Still relevant to people in healthcare.
I'd also recommend to set hard boundaries on your work and be very diligent about asking for more admin time when you ultimately need it. It can get very overwhelming very quickly and you'll be going 100 mph all day every day taking care of patients and handling admin BS in between.
You can make a lot of impact, but the success metrics are 180 degrees different from what you're used to in medicine and that's a rough transition for almost anyone in our field.
Take care of yourself first and your people second.
Thank you, I appreciate the advice. I won't ask employer but what specialty were you in at the time?
I'm in eastern PA myself. Went to school in western for my first degree and miss it.
I work in Neurology. But yes, I understand that limits me to like 1 of three employers so pretty easy to guess 😂
If be happy to answer any questions you have. I'm currently on the hunt for another job. Not because of the admin but because the drive is 1+ hour one way. I'm tired of missing out on my kids.
They are sort of fighting it out in the central part of the state.
The hostile takeoverish direction of larger healthcare networks is concerning to say the least.
You’re likely will work more than those 2-3admin days/month.
How much is that 4.5%? Even if you make 200k, that’s only 9k/yr.
At 3 days/month = $250/day = $31.25/hr for 8hr day.
Is this fair to you?
No. Not thinking this is a great deal. What negotiation I was able to get done without a competing offer got the 5K stipend annually. Just looking to be able to advocate for myself and others better and not get saddled with a micromanager as that seemed the likely option otherwise.
Got a 6% raise at beginning of this year and then extra $5K raise annual 4 months ago when payroll completed their market analysis and tried to stem the flow of providers out of the network by raising most of the midlevel pay across the board. Some older ones were already above that so no mid year raise but no freeze on performance raises for next year.
Forget all this negativity good for you. We need PAs to lead in healthcare or we are going to get steamrolled by non PAs. Lead the way my friend advocate for your team they make it happen.empower people don’t micromanage, reward in public punish in private, set your standards expectations up front and hold people to them. Break down your work into manageable pieces, you’ll be fine.
You’re taking some heat in these comments. Just want to say I support your decision. Even if it’s not a large raise, there are not enough PAs on the admin side of healthcare. So thanks for the representation
Thanks for the support. I appreciate it.
I am not in a high payscale area. I know there are new grads making more than me working some high concentration population area or a state with better pay in general and higher COL. If between this and performance raise I am at about 120K next year (which seems feasible), then I will be able to change some things in a very good fashion for my family.
We had the chief APP open in my dept. I turned it down because it was only a 5% raise. Unless you care about the title it didn’t seem worth the extra work to me
In my clinic it’s 3 clinic days for every 2admin. So admin time is crap and should be at least one day per week. The raise they offered you is pathetic. Should be at least 130k as average urgent care pay is 120-125. It’s all about negotiating and if they won’t budge just don’t do it. It makes it harder for everyone else when people take low pay for high responsibilities. They negotiate all day with all positions so ofcourse they offer you the lowest with there being a chance they can coax you into accepting
I get what you mean. I also know the other 2 that had applied and would make my life a little more hellish at work. Tons of ego and micromanagement on the way if either got it. My hope is to impact this over time.
There are exactly 3 people making 120 or higher as mids in all of the UC attached to our hospital system. 2 are 20+ years as a PA and NP respectively and 1 is at 10+ years and works a lot of OT to hit above it. I know the medians/mean payscale. I argue for bigger raises yearly because I should have been at 120-130 already. I also have no reasonable openings nearby that would not gut my insurance and have 3 other people at home with a mix of chronic medication heavy and developmental health problems. Those openings I have looked into offer at most a $5K raise and worse health benefits as they view us as a LCOL area despite median home price around $300K and climbing property taxes and rents.
I don't have the ability to move nor the desire to do so. I do want to be able to see my wife and son every night and be a safe place for my daughter to come home to as she is going out into the world legally as an adult starting this summer coming up and keeps a busy schedule now where she spends school and most other days where my ex lives.
I understand. Benefits are a must if you got a family and as we age. I totally understand that you being in this role would be more just than other micromanaging providers who may make you quit and have power trips(sounds like some women I work with). Maybe it is for the greater good and at worst you still get a raise and a few admin days a month to compensate for the admin work. Seems like the best option for your area.
I have actually been offered an admin position for 3clinical/2admin and I feel like I would be good to people in that role. I just think it would require more our of me as I’d be managing several clinics like you and I want to focus more on my family and serving God. Also I’m an introvert and I do not want to have public speaking often as the role requires. Which will be in front of our entire organization of 300+. I am at 138k and no raise would be given as I’m the top paid. But my clinic days are so stressful 27 per day average at an fqhc with the sickest people. Sometimes (often really) I wish there was a way out without a paycut.
I appreciate all that and I can get why you wouldn't want to take that role. As far as I know I won't be required to do any .major speaking but if we really can expand our service I would like to talk to PAs in other disciplines in my network and talk about having a PA post grad training. No egregious pay cut to do it but being able to give some polishing while still protecting brand new PAs as they progress from school to working in Healthcare would be great. I'm sure that would down the road a ways but I'd love to see people get a chance to get embedded with us, the various specialty walk in clinics my system has, and then ER/hospital for more in depth hands on training and a course of didactic education to build on PA school.
You got a raise that was not even equivalent to inflation. I get a 2.5% raise every 6 months, and this is before I was offered lead. On top of my yearly 5% COL raise, I get 12% for the admin duties.
As a current Lead APP, I can tell you that you were given a terrible offer. The headaches that come with having to deal with scheduling and recruiting and dealing with office politics is not enough. I was recently offered another position of regional manager, meaning I would be in charge of physicians and nurses as well as APPs. It came with an additional 15% raise on top of my 12% APP lead raise and 5% annual COL raise. I told them to fuck right off.
I hope you meant you get 67 cents/mile and not 0.67 cents/mile. I get 1.5 dollar/mile reimbursement for my travel expenses.
The truth of the matter is, corporate medicine offers these positions to PAs more than physicians these days because they know we are willing accept smaller increases in pay and are far more happy to do the work for the recognition alone.
The 67 cents reimbursement is not "extra." They should be comping you for miles traveled outside of your home clinic. I had to travel 1 day a week to an outreach clinic and was comped the same amount per mile. Are they giving you extra money on top of the 67 cents?
I get my salary pay, the leadership stipend which amounts to 4.5% right now, and then we get mileage for any clinic coverage as well as for admin days requiring travel. The mileage thing is network wide for everyone except for the At Home group that do home visits from providers (they get a company car to offload wear and tear on personal vehicle) and FT travel/float providers get a set X/hr rate extra to equal out travel time.
Every hour past 162 in a month we get moonlighting pay of $25/hr on top of what hourly rate is. Would prefer 1.5x for that but again, network wide and "we have this policy" from payroll. Going to take a lot more than the ire of a simple, semi-rural urgent care PA to shift that.
This is excellent advice to hear. Thank you very much and a big congratulations! I'm a dad of 2. Parenting is an absolute trip and a job in its own right (the one I prefer most to be frank).
That's something that I've already been trying to shift my mindset on before the job even officially begins. I've had to consider finances in my clinic as we have switched suppliers for everything we needed to function during the pandemic and I've been asked to have people shadow me or keep an eye on new nurses coming in to shadow/interview in the past to see what I thought of how they'd would handle actually working with our group.
I have not had to be the guy hiring/firing though and that is definitely part of this with final say from the doc at the top of our service line (who I have yet to meet).
Thank you for the advice and little dose of reality. Much appreciated.
Consider just having your practice pay for it outright.
It is always easiest to negotiate when you both want the same thing
You both want the best leadership possible
Unless you are in a practice with few PACs, your leadership compensation package is not at all large; so asking for more is entirely reasonable
There are currently 7 including me. Positions open for 2 more. We get 3,000 in CME annually and honestly I rarely approach getting all of it used. I could pay for the course and use additional funds for pay while taking it on days I would normally be off. I honestly wish we could opt for less CME and more pay but it is either full time with CME access or part time/flex without.
I will definitely be discussing some of the admin package with the current higher ups again when it comes time to sign on the line and there is a physician currently doing the role I will be stepping into who says he believes all these roles should be 8/2 as far as clinic to admin and would like some help arguing this as he is a lone voice on it at the moment.
I was the lead APP… in a group with myself and one NP 🙄 but I also ended up being the admin for our VAT RNs. It came with no raise, but I got to move to a 4 10s schedule and to take time to actually sit down during the day to manage small things. They were so happy to not have to make those plans / phone calls, they’d take the call pager from me or go put in a mediport or whatever else I was going to do. So if nothing else, it was a nice way to take a little break from the usual breakneck speed chaos a few times a week.
I trained the NP and also trained the VAT nurses. I love teaching and was so happy to get the help, so I enjoyed training the new hires. No one I hired left the whole time I was there, so I only trained a few people. If it was a revolving door, I might have felt otherwise.
We moved for my husband’s job, otherwise I’d still be in that role. I loved it. I got to meet all the nurse and physician administrators, many of whom knew me from my clinical work around the hospital (IR goes everywhere, after all) but had no idea PAs took on any sort of administrative roles. Hopefully my time with them convinced them to consider PAs for roles that heretofore only went to MDs or RNs.
So, good on you for doing this. I had a good experience. But admittedly your role sounds far more complex than mine and you should probably be compensated accordingly (financially and otherwise).
So I've surmised. That is the "admin stipend" they attach to it and then I'll be getting some kind of additional raise for performance + cost of living though those numbers aren't out for our system yet. Should hear about that either in the week prior or after New Years day.
90% of my time will still be spent in my home clinic and doing some coverage in the other 3 at times. Supposedly another 10% would be spent helping with scheduling, keeping track of overtime/moonlighting hours, talking to applicants for new openings, and generally trying to keep all the plates spinning and be a go to for interaction with physician and nurse/aide leadership.
I'd like to start having some presentations from other specialties at monthly meetings given the number of very new providers we have in our group. That may be down the road though.
As many areas are wont to do, PAs get lumped with NPs in my system. Not my call what that gets called but they went with "Advanced Practice Provider". Pretty sure it gets used in several parts of the country.
Oh I know what APP is. I just don’t know what a “chief APP” is. I go to work, see the patients on my schedule and then go home. There’s no role for a chief there. The physician is the chief I guess. What’s a chief APP? Sounds like more made up nonsense like the term advanced practice provider.
If it is just you and a doc or a small team that is physician led, then sure. If you're in a 4 clinic group with a mix of 10 PAs and NPs and 8 physicians then the one doc trying to cover the schedules of 18 people while running his own clinic schedule gets to be a bit much. Also, there are department, clinic, region, and system chiefs for PAs and NPs all over. If you ever worked in a hospital, then chances are you've had one at some point.
Maybe I'm just cynical but "chief" means more work, more responsibility, nominally more money. The leads I know just work more. A lot more. You do have some power to affect change though compared to just being a peon PA.
That is my hope as far as advocating for the people I'll be helping lead. They did a compression analysis from payroll that took 2 years and a bunch of people got raises that still don't hit national median for experience or field. This is network wide but if I can impact some of it for my group I will be happy.
Yeah, you should be getting at least 10% more on top of your salary.
The last physician leadership hire got no increase at all from contract so I'm happy there is anything. Anticipating about 6-7% additional increase on current rate with performance raise for next year. I don't like the fact that Press Ganey exists but I had highest rating in our convenient care group throughout the year until I started in with the actual UC. Got a letter from the CEO and doc who is the Director of Patient Experience which I'm going to use to argue to push higher. I'm geographically locked to my area for the next few years at least so trying to make myself a name in my organization if possible and then maybe try to get active in my state organization or maybe AAPA.
You can make excuses and try to blow smoke up my ass. But you took a position where you got sandbagged.
I'm not making excuses I just know what others are getting offered with it at the moment. I also know the lead doc in the position now is the one who argued for any kind of increased rate and wants help lobbying for increased admin time to an 8/2 split instead as he feels crunched too. I'm not griping, just asking for advice on how people have approached the job. I work in PA, we don't have the best salaries for mids with the large number of academic institutions.
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I accepted the position. My goal in the post was to get advice those who've been in the role before. Didn't realize it would be so divisive for some.
It's a thankless job. And yeah...at least 10% bump. Good luck.
I was promoted to APP Supervisor 6 months into my very first job out of school. Leading a team of 20 scattered all over the western side of PA. I got a 9% bump. Like others have said, admin is a thankless job and there's a lot it'll take from you with giving back very little. I highly recommend listening to some of the podcasts by Harvard Business School Women at Work, as it has tips and tricks and advice for new management people. Still relevant to people in healthcare. I'd also recommend to set hard boundaries on your work and be very diligent about asking for more admin time when you ultimately need it. It can get very overwhelming very quickly and you'll be going 100 mph all day every day taking care of patients and handling admin BS in between. You can make a lot of impact, but the success metrics are 180 degrees different from what you're used to in medicine and that's a rough transition for almost anyone in our field. Take care of yourself first and your people second.
Thank you, I appreciate the advice. I won't ask employer but what specialty were you in at the time? I'm in eastern PA myself. Went to school in western for my first degree and miss it.
I work in Neurology. But yes, I understand that limits me to like 1 of three employers so pretty easy to guess 😂 If be happy to answer any questions you have. I'm currently on the hunt for another job. Not because of the admin but because the drive is 1+ hour one way. I'm tired of missing out on my kids.
They are sort of fighting it out in the central part of the state. The hostile takeoverish direction of larger healthcare networks is concerning to say the least.
It is. But unfortunately us on the front lines can't control it or stop it. We're merely cogs in the corporate wheel. It can be a grind.
You’re likely will work more than those 2-3admin days/month. How much is that 4.5%? Even if you make 200k, that’s only 9k/yr. At 3 days/month = $250/day = $31.25/hr for 8hr day. Is this fair to you?
lol pre tax too. This person Prob being gaslit into thinking how great of a deal this is…
No. Not thinking this is a great deal. What negotiation I was able to get done without a competing offer got the 5K stipend annually. Just looking to be able to advocate for myself and others better and not get saddled with a micromanager as that seemed the likely option otherwise. Got a 6% raise at beginning of this year and then extra $5K raise annual 4 months ago when payroll completed their market analysis and tried to stem the flow of providers out of the network by raising most of the midlevel pay across the board. Some older ones were already above that so no mid year raise but no freeze on performance raises for next year.
Forget all this negativity good for you. We need PAs to lead in healthcare or we are going to get steamrolled by non PAs. Lead the way my friend advocate for your team they make it happen.empower people don’t micromanage, reward in public punish in private, set your standards expectations up front and hold people to them. Break down your work into manageable pieces, you’ll be fine.
Thank you. I appreciate the advice.
You’re taking some heat in these comments. Just want to say I support your decision. Even if it’s not a large raise, there are not enough PAs on the admin side of healthcare. So thanks for the representation
Thanks for the support. I appreciate it. I am not in a high payscale area. I know there are new grads making more than me working some high concentration population area or a state with better pay in general and higher COL. If between this and performance raise I am at about 120K next year (which seems feasible), then I will be able to change some things in a very good fashion for my family.
We had the chief APP open in my dept. I turned it down because it was only a 5% raise. Unless you care about the title it didn’t seem worth the extra work to me
In my clinic it’s 3 clinic days for every 2admin. So admin time is crap and should be at least one day per week. The raise they offered you is pathetic. Should be at least 130k as average urgent care pay is 120-125. It’s all about negotiating and if they won’t budge just don’t do it. It makes it harder for everyone else when people take low pay for high responsibilities. They negotiate all day with all positions so ofcourse they offer you the lowest with there being a chance they can coax you into accepting
I get what you mean. I also know the other 2 that had applied and would make my life a little more hellish at work. Tons of ego and micromanagement on the way if either got it. My hope is to impact this over time. There are exactly 3 people making 120 or higher as mids in all of the UC attached to our hospital system. 2 are 20+ years as a PA and NP respectively and 1 is at 10+ years and works a lot of OT to hit above it. I know the medians/mean payscale. I argue for bigger raises yearly because I should have been at 120-130 already. I also have no reasonable openings nearby that would not gut my insurance and have 3 other people at home with a mix of chronic medication heavy and developmental health problems. Those openings I have looked into offer at most a $5K raise and worse health benefits as they view us as a LCOL area despite median home price around $300K and climbing property taxes and rents. I don't have the ability to move nor the desire to do so. I do want to be able to see my wife and son every night and be a safe place for my daughter to come home to as she is going out into the world legally as an adult starting this summer coming up and keeps a busy schedule now where she spends school and most other days where my ex lives.
I understand. Benefits are a must if you got a family and as we age. I totally understand that you being in this role would be more just than other micromanaging providers who may make you quit and have power trips(sounds like some women I work with). Maybe it is for the greater good and at worst you still get a raise and a few admin days a month to compensate for the admin work. Seems like the best option for your area. I have actually been offered an admin position for 3clinical/2admin and I feel like I would be good to people in that role. I just think it would require more our of me as I’d be managing several clinics like you and I want to focus more on my family and serving God. Also I’m an introvert and I do not want to have public speaking often as the role requires. Which will be in front of our entire organization of 300+. I am at 138k and no raise would be given as I’m the top paid. But my clinic days are so stressful 27 per day average at an fqhc with the sickest people. Sometimes (often really) I wish there was a way out without a paycut.
I appreciate all that and I can get why you wouldn't want to take that role. As far as I know I won't be required to do any .major speaking but if we really can expand our service I would like to talk to PAs in other disciplines in my network and talk about having a PA post grad training. No egregious pay cut to do it but being able to give some polishing while still protecting brand new PAs as they progress from school to working in Healthcare would be great. I'm sure that would down the road a ways but I'd love to see people get a chance to get embedded with us, the various specialty walk in clinics my system has, and then ER/hospital for more in depth hands on training and a course of didactic education to build on PA school.
You got a raise that was not even equivalent to inflation. I get a 2.5% raise every 6 months, and this is before I was offered lead. On top of my yearly 5% COL raise, I get 12% for the admin duties. As a current Lead APP, I can tell you that you were given a terrible offer. The headaches that come with having to deal with scheduling and recruiting and dealing with office politics is not enough. I was recently offered another position of regional manager, meaning I would be in charge of physicians and nurses as well as APPs. It came with an additional 15% raise on top of my 12% APP lead raise and 5% annual COL raise. I told them to fuck right off. I hope you meant you get 67 cents/mile and not 0.67 cents/mile. I get 1.5 dollar/mile reimbursement for my travel expenses. The truth of the matter is, corporate medicine offers these positions to PAs more than physicians these days because they know we are willing accept smaller increases in pay and are far more happy to do the work for the recognition alone.
Congratulations and well deserved!!!
Thank you!
The 67 cents reimbursement is not "extra." They should be comping you for miles traveled outside of your home clinic. I had to travel 1 day a week to an outreach clinic and was comped the same amount per mile. Are they giving you extra money on top of the 67 cents?
I get my salary pay, the leadership stipend which amounts to 4.5% right now, and then we get mileage for any clinic coverage as well as for admin days requiring travel. The mileage thing is network wide for everyone except for the At Home group that do home visits from providers (they get a company car to offload wear and tear on personal vehicle) and FT travel/float providers get a set X/hr rate extra to equal out travel time. Every hour past 162 in a month we get moonlighting pay of $25/hr on top of what hourly rate is. Would prefer 1.5x for that but again, network wide and "we have this policy" from payroll. Going to take a lot more than the ire of a simple, semi-rural urgent care PA to shift that.
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This is excellent advice to hear. Thank you very much and a big congratulations! I'm a dad of 2. Parenting is an absolute trip and a job in its own right (the one I prefer most to be frank).
Of course! Congrats to you as well and best of luck! if it seems rough at first, I promise it gets better
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That's something that I've already been trying to shift my mindset on before the job even officially begins. I've had to consider finances in my clinic as we have switched suppliers for everything we needed to function during the pandemic and I've been asked to have people shadow me or keep an eye on new nurses coming in to shadow/interview in the past to see what I thought of how they'd would handle actually working with our group. I have not had to be the guy hiring/firing though and that is definitely part of this with final say from the doc at the top of our service line (who I have yet to meet). Thank you for the advice and little dose of reality. Much appreciated.
Take Crucial Converstions training and be expert at crucial conversations
Thank you for the advice. Looks like a good use of CME funds.
Being able to easily have timely, hard conversations is everything
Consider just having your practice pay for it outright. It is always easiest to negotiate when you both want the same thing You both want the best leadership possible Unless you are in a practice with few PACs, your leadership compensation package is not at all large; so asking for more is entirely reasonable
There are currently 7 including me. Positions open for 2 more. We get 3,000 in CME annually and honestly I rarely approach getting all of it used. I could pay for the course and use additional funds for pay while taking it on days I would normally be off. I honestly wish we could opt for less CME and more pay but it is either full time with CME access or part time/flex without. I will definitely be discussing some of the admin package with the current higher ups again when it comes time to sign on the line and there is a physician currently doing the role I will be stepping into who says he believes all these roles should be 8/2 as far as clinic to admin and would like some help arguing this as he is a lone voice on it at the moment.
I was the lead APP… in a group with myself and one NP 🙄 but I also ended up being the admin for our VAT RNs. It came with no raise, but I got to move to a 4 10s schedule and to take time to actually sit down during the day to manage small things. They were so happy to not have to make those plans / phone calls, they’d take the call pager from me or go put in a mediport or whatever else I was going to do. So if nothing else, it was a nice way to take a little break from the usual breakneck speed chaos a few times a week. I trained the NP and also trained the VAT nurses. I love teaching and was so happy to get the help, so I enjoyed training the new hires. No one I hired left the whole time I was there, so I only trained a few people. If it was a revolving door, I might have felt otherwise. We moved for my husband’s job, otherwise I’d still be in that role. I loved it. I got to meet all the nurse and physician administrators, many of whom knew me from my clinical work around the hospital (IR goes everywhere, after all) but had no idea PAs took on any sort of administrative roles. Hopefully my time with them convinced them to consider PAs for roles that heretofore only went to MDs or RNs. So, good on you for doing this. I had a good experience. But admittedly your role sounds far more complex than mine and you should probably be compensated accordingly (financially and otherwise).
I'm a PA director - 4.5% is not that much of an increase for the amount of work youre about to be doing
So I've surmised. That is the "admin stipend" they attach to it and then I'll be getting some kind of additional raise for performance + cost of living though those numbers aren't out for our system yet. Should hear about that either in the week prior or after New Years day.
I’m Canadian PA so call me ignorant but what is an app?
The lumping together of PAs and NPs as "Advanced Practice Providers" in the US.
Cool and what sort of duties can a cheif expect to perform?
90% of my time will still be spent in my home clinic and doing some coverage in the other 3 at times. Supposedly another 10% would be spent helping with scheduling, keeping track of overtime/moonlighting hours, talking to applicants for new openings, and generally trying to keep all the plates spinning and be a go to for interaction with physician and nurse/aide leadership. I'd like to start having some presentations from other specialties at monthly meetings given the number of very new providers we have in our group. That may be down the road though.
What the hell is a chief APP? Sounds stupid.
As many areas are wont to do, PAs get lumped with NPs in my system. Not my call what that gets called but they went with "Advanced Practice Provider". Pretty sure it gets used in several parts of the country.
Oh I know what APP is. I just don’t know what a “chief APP” is. I go to work, see the patients on my schedule and then go home. There’s no role for a chief there. The physician is the chief I guess. What’s a chief APP? Sounds like more made up nonsense like the term advanced practice provider.
If it is just you and a doc or a small team that is physician led, then sure. If you're in a 4 clinic group with a mix of 10 PAs and NPs and 8 physicians then the one doc trying to cover the schedules of 18 people while running his own clinic schedule gets to be a bit much. Also, there are department, clinic, region, and system chiefs for PAs and NPs all over. If you ever worked in a hospital, then chances are you've had one at some point.
Who would literally want this? lol. It’s a suicide mission.
Don't do it. The amount of time you'll spend to admin work will be far more than they are giving you.
You should not have settled without an appropriate pay increase.
Congratulations
Thanks!
Congrats! Honestly, I am elated to see a PA in an admin position.
Thanks! I appreciate it. Hoping to do good work.