vol. 14, no. 2, summer 2007 journal of the a s p rc.ymcdn.com/sites/ · vol. 14, no. 2, summer 2007...

VOL. 14, NO. 2, Summer 2007

A S P R THE ONLY INTERNATIONAL ORGANIZATION EXCLUSIVELY FOR IN-HOUSE PHYSICIAN RECRUITERS

Journal of the Association of Staff Physician Recruiters

The ASPR Annual Forum is August 12-15,2007 in Denver, Colorado. See the program andregistration form on page 36 or online atwww.aspr.org.

THE VALUE OF BEHAVIORALINTERVIEWINGby Gale Kreibich

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(Behavioral Interviewing - cont'd on p.35)

Articles: Page2007 Physician Inpatient/OutpatientRevenue Survey ................................................ 20ASPR Conference ............................................. 36ASPR Regional Group News ............................ 25Committee Chat: Did You Know? ........................ 5Doctors' Day ...................................................... 14Fifty Behavior Based Interview Questions ........ 7How to Build a Retention Plan ........................... 18Measuring the Strategic Impact of Recruiting .. 23Mentoring Physician Leaders onInterviewing Skills .............................................. 10Physician Recruitment: Getting it Right ............. 16Physician Retention Plan .................................... 12The Value of Behavioral Interviewing ................ 1What's in the New Green Book? ...................... 13

ASPR Updates/Features/Other:ASPR Member Profile ........................................... 6ASPR Website Information ................................ 51Board of Directors & Committee Chairs ............ 52Calendar ............................................................... 5Corporate Contributor Features ........................ 28Corporate Contributor Listing .............................. 2Discount Purchasing Program ............................. 3Executive Director Report ................................... 3Job Hotline .......................................................... 45Mentorship Info .................................................. 24New Members .................................................... 41Notes from the Board Room ................................ 4President's Corner ............................................... 2

Guide to Advertisers:Adkisson Consultants ....................................... 35Albion Interactive ................................................. 9AAFP .................................................................. 50AAOS ................................................................. 27American College of Physicians ....................... 27Bernard Hodes ................................................... 15CompHealth ........................................................ 22Doc-in-a-Box ...................................................... 11Endocrine Society .............................................. 27Fuzion Health Group .......................................... 23JAMA .................................................................... 6Medical Doctor Associates .......................... 11,35MMS .................................................................... 50NAS .................................................................... 18NEJM .............................................................. 17,19PracticeLink ........................................................ 12PracticeMatch ...................................................... 7Profiles Database ................................................ 8Radworking.com .................................................. 9SK&A .................................................................. 10Unique Opportunities ......................................... 44Vista ................................................................... 14Weatherby .......................................................... 13

Editors: Judy Brown & Laura ScreeneyPublisher: Bonnie Young

You have delivered the introductions and the pleasantries attached to finally meetingthe candidate with whom you have had countless telephone conversations. Followinga review of the candidate’s curriculum vitae, you launch into your first interview question.

“Tell me about a time when you had to rely on a team to get the work accomplished.Please be as specific as possible.”

Welcome to the world of behavioral interviewing. The foundation supporting behavioralinterviewing is that the past performance of your candidate is the best predictor offuture performance. If you are asking behavioral questions, you are no longer askingquestions that are hypothetical, but are asking the candidate to provide a responsethat must be based on fact and actual behaviors. The preceding question related toteam requires the candidate to inventory past team experiences and to provide a‘story’ on the role taken within a team to accomplish the task. The richness inresponse from this approach is more valuable to the interviewer than a traditionalquestion, such as, “How do you function as a team member?” The intent is tomake sure you don’t hire a candidate who can talk a good game but can’t deliver agreat performance. An on-the-ball candidate could fabricate any reasonable responseas to their team ability. It may sound fine, but is not a true representation of whatthe candidate would do in a real work situation. You would be left without any solidinformation on team traits on which to base a hiring decision.

I recall from a past interview for a healthcare position when I was asked to sell apencil in a group. The lead interviewer and the manager of the group handed me asharpened number two pencil and told me to “go at it.” Even with racing thoughtsand sweaty palms, I knew this approach was not a valuable technique for the groupto know my skill set and to match my knowledge to the available job. I refused tosell the pencil during that interview and was positive my future would not have mesharing a cube with that group. As life would have it, they liked my genuine approachand I was offered a position. I lucked out in a couple of ways. Sure I got the job, but I

Vol 14 NO. 2, Summer 2007PAGE 2 A S P R

Dear ASPR members,

I cannot believe that summer is here and our14th annual conference begins in less than twomonths! I hope the majority of you are able tojoin us in Denver this year for “The Nuts andBolts of Physician Recruiting.” As usual, it willbe an exciting few days, with the addedattractions of the 101 program on Sunday priorto the main conference, and the 201 programfollowing the main conference on Wednesday.The exhibit hall will open Sunday afternoon at4:30 to give us extra time with the vendors, andat 5:00 PM there will be a meeting for mentorsand mentees in the 101 meeting room. OnSunday evening at 6:00 PM, ASPR and NALTOmembers will again host hors d’oeuvres in theexhibit hall with our vendors – uninterrupted time

to network. On Monday, we will get a “jumpstart” with our keynote speaker, Dr.Kernan Manion, who will talk about a very timely exploration of “the key ingredientsto career fulfillment and the importance of living ‘intentionally’ and setting your sightson thrival, not just survival.”

As of early June, the number of registered attendees has surpassed the number ofpeople we had registered last year at this time, and we anticipate many moreregistrations in the next two months.

On a different note, we had a wonderful response to our request that ASPR membersparticipate in the MGMA survey – by participating, we MORE THAN DOUBLED theirprevious year's response. We do not have any further results yet, but MGMA wasextremely excited by the response, and we look forward to additional joint projects inthe future. Our participation in this survey is due to the efforts of our previous president,David Nyman, and we thank him again for opening doors with MGMA. We anticipatethat MGMA will be exhibiting at our conference this year, and ASPR will once againbe exhibiting at MGMA’s annual conference the end of October.

I wish you all sunshine and some relaxation. Join us in Denver, and remember that myphone is always available for any questions or help I can provide you (702-240-8944).

PRESIDENT'S CORNERASPR Recognizes &Thanks our 2007Corporate ContributorsFor product and contact information on thesecompanies, go to the "Members Only" pageof the ASPR website (www.aspr.org).

Gold ContributorAdkisson ConsultantsArlington HealthcareCompHealthElsevierJAMA CareerNetNew England Journal of MedicinePhysicianWorkPracticeLink.com & Web CVPracticeMatch ServicesVISTA Staffing Solutions

Silver ContributorPacific CompaniesProfilesUnique OpportunitiesWeatherby Locums

Bronze ContributorAccuCheck InvestigationsAlbion InteractiveAmerican Academy of Family PhysiciansAmerican Academy of PediatricsAmerican College of PhysiciansAmerican Medical AssociationAssurgent Medical AssociationBarlow/McCarthyBarrett Moving & StorageDoc-in-a-BoxDowden Health MediaFuzion Health GroupKontact IntelligenceLocumTenens.comMedical Doctor AssociatesMedical Marketing ServiceMedical Search SolutionsMedicus PartnersMedstaff National Medical StaffingNAPRNational Health PartnersOMS ExclusivelyReality Check ScreeningStaff Care Inc.Stevens Worldwide Van LinesThe Delta CompaniesThe Strategy HouseWhitaker Medical

Marci Jackson

www.aspr.org

It’s been an exciting year so far for the Website Committee, and will continue assuch through the end of the year. As many of you know, we have embarked onthe large project of redesigning the ASPR website. Not being a web designer, Iassumed this would be a pretty straightforward project…. ha! I now appreciatethe talent and gifts those experts have been given.

We, as a committee, have accomplished a great deal behind the scenes so farthis year. We established clear need for an update to our site, RFPs were sent,and multiple internet companies were interviewed. We have signed an agreementto work with Voyageur IT, a Minneapolis based company. As part of that work, agreat deal of time was spent making sure there was clarity around our goals forthe new web design.

What makes this especially exciting is timing our efforts with work being done by theMembership and Marketing Committee. Though the project will not be complete, welook forward to giving a sneak preview at the meeting in Denver this August.

Have a great summer!

ASPR WEBSITEMichael Hesch, Website Committee Chair

Vol 14 NO. 2, Summer 2007 PAGE 3A S P R

MESSAGE FROM THE EXECUTIVE DIRECTOR

ASPR members are eligible for specialdiscounts on services from participatingadvertising, direct mail, and other serviceproviders. For a complete listing, go tothe member section of our website andclick on Discount Purchasing Program.

Call Bonnie at the ASPR office at 800-830-ASPR (2777) if you have questions or needadditional information.

Discount PurchasingProgram Summer -- my favorite season of the year.

Many of us yearn for those lazy days ofsummer that we experienced as a kid, butnever quite achieve as an adult. Howwonderful it would be to kick back duringtwo weeks of summer camp where yourbiggest concerns are showing up for mealson time, and not burning your marshmallowsfor “s'mores” over the open fire, unless ofcourse you want to.

Okay, back to reality. And what a greatreality it is. As many of you know, we havehad a very busy spring at ASPR. TheMembership and Marketing Committee iswell underway with work on a new logo andtag line for ASPR. Capsule AdvertisingCompany in Minneapolis, MN is the groupselected for this project. They have a veryinteresting process to obtain detailedinformation about ASPR, that involvescollecting journals from 19 hand pickedmembers. We are all quite anxious to knowwhat the next steps will be with this project,but hope to unveil the new logo and tag lineat our annual conference in Denver thissummer. On a side note, currentmembership is at 900 with 143 newmembers this year alone.

The Education Committee is on track forthe summer conference, and has alreadysecured contracts for 2008, 2009, 2010, and2011. How is that for planning ahead? Iwould like to thank this committee for theirtireless efforts in pulling together anoutstanding program. We will once againbe offering early bird sessions as well asthe Recruiting 101 and Recruiting 201portions of the ASPR Fellowship Program.Please plan to be in town early enough onSunday to join us in the exhibit hall for ouropening evening reception. It is a fantasticway to kick off our conference, and anopportunity to socialize with our vendors andfellow members. If you have not made yourhotel reservations yet please do so now.Remember to reference the discountedconference rate. Complete information canbe found in the conference brochure or onlineat our website.

The Strategic Planning Committee hascontinued work on the 201 exam for theASPR Fellowship Program. At this point,they are on target for having it available online

Dana Butterfield

ASPREndorsement Policy

ASPR recognizes and appreciates thesupport of members of the CorporateContributor Program. This affiliation withASPR provides a unique opportunity forexposure to ASPR members that includesname recognition and goodwill. WhileASPR recognizes and acknowledgesCorporate Contributors, it in no way directlyor indirectly endorses the corporation, itsproducts, or services. CorporateContributors who advertise or promote anendorsement or implied endorsement byASPR, will automatically be terminated fromthe Corporate Contributor Program.

The Journal of the Association of StaffPhysician Recruiters (JASPR) ispublished quarterly for members ofASPR by the Association of StaffPhysician Recruiters and OfficeEnterprises, Inc., 1711 W. County RoadB, Suite 300N, Roseville, MN 55113Phone: 800-830-2777

or 651-635-0359Fax: 651-635-0307Email: [email protected]

Unless stated, comments in thispublication do not necessarily reflect theendorsement or opinion of ASPR or OEI.The publisher is not responsible forstatements made by the authors,contributors, or advertisers. Thepublisher reserves the right to finalapproval of editorial and advertising copyin this publication.

(Executive Director - cont'd on p. 4)

immediately following the conference inDenver. Please watch your email and [email protected] for additional information. Asa reminder, the cost to take either the 101exam or the 201 exam is $75, and you maypay by credit card online at the testing site.The exams are timed, and you will have 90minutes to take each test. I would like tothank those individuals who have helped withthe 201 test development: Judy Brown, BobBush, Dana Butterfield, Jerry Hess, MarciJackson, Scott Lindblom, Micki Madland,Dave Nyman, Lynne Peterson, LauraScreeney, Claudine Taub, and MarleneYates. These individuals have given upnumerous hours to bring the second phaseof the Fellowship Program to you. Pleasethank them in person when you have anopportunity.

Our Website Committee has a little reprieveright now while they await the delivery of anew logo and tag line from our Membershipand Marketing Committee. Our websiteconsultants have begun work on our project,and have developed the shell of our new site.We will actually have three different portalsto enter our website depending upon whetheryou are a recruiter, vendor, or physician.We hope to have some of the initial workavailable for you to review in Denver.

The Regional Development Committee hasa number of initiatives underway, with theirmain purpose being to help local in-housegroups get organized to meet theireducational needs, to network and recruitmedical staff. Currently, they are focusingon development in California, Texas,

ASPR Reprint PolicyPermission must be obtained beforereprinting any article appearing in theJournal of the Association of StaffPhysician Recruiters (JASPR). To obtainthis permission, please contact BonnieYoung in the ASPR office directly. 800-830-2777.


ASPR NOTES FROM THE BOARDROOMThe ASPR Board of Directors met byteleconference on March 20, April 4, April10, April 24, and May 8, 2007. A quorumwas present at all meetings. The Boardreviewed and approved minutes of theprevious meeting and heard reports fromthe President, Treasurer, ExecutiveDirector, and Committee Chairs.

••••• Certificates of Deposit– At the March 20meeting, at the recommendation of theTreasurer, the Board authorized thetransfer of funds into multiple certificatesof deposit to federally insured financialinstitutions. The Board also discussedaction items from the March 3-4planning retreat.

••••• Website Development – At the specialBoard meeting on April 4, 2007 the Boardreviewed the proposed websitedevelopment agreement submitted byVoyageur IT. Website Committee ChairMike Hesch presented a summary of theproposal and projected cost, andrecommended approval. After adiscussion, the Board approved theagreement with Voyageur IT.

••••• Waiver of Conference Registration Feesfor Committee Chairs – On April 10,President Marci Jackson noted that in2006 the Board approved a policy waivingregistration fees at the Annual ASPRConference for Board members whoattended a minimum of 80% of all Boardmeetings. She recommended extendinga waiver of fees policy to committee chairsand co-chairs. After further discussion, theBoard approved the following policy: TheASPR committee chairs and co-chairsconduct monthly and/or periodiccommittee meetings with additional followup reporting duties. The members serveas volunteers and receive nocompensation. In recognition of the timeand commitment of the committee chairsand as an incentive in recruiting futurechairs to serve, a policy is established towaive the two-day registration fee for theASPR Annual Education Conference forall committee chairs and co-chair membersattending the conference effective in 2007.

••••• ASPR Marketing Program – At the specialBoard meeting on April 24, 2007 the Boardreviewed and discussed the Marketing/Membership Committee recommendation

(Exec Director - cont'd from p. 3)

Oklahoma, Louisiana, the Mid-Atlantic region,and Florida. They are also creating a checklistof ideas for new groups on “How to Get Started,”and hope to have it ready to share with membersin Denver.

I constantly receive compliments from ourvendors and members about what a greatresource our ASPR Journal is for them. Eachissue seems to get larger and more informative.If you have any suggestions for articles pleasecontact our co-chairs Judy Brown and LauraScreeney. They would appreciate hearing fromyou.

During the month of May, I had the opportunityto represent ASPR at three different regionalmeetings. I presented two topics at the NAPRconference in Florida with both members andvendors of ASPR. One topic dealt with “Can In-House and Search Firm Recruiters WorkTogether?” and the other was “High PerformanceRecruiting Systems.” It was a great chance toget in front of non-ASPR members and sharewith them the benefits of membership. ASPRwill be exhibiting at the NAPR conference againin 2008. I also had an opportunity to attend theMay NEPRA meeting in New York, whereChristine Bourbeau and I presented the “SiteVisit and Itinerary” section of the 101 course.I’m hopeful we will see a few new ASPR membersfrom that meeting as well. My last trip in Maytook me to Michigan for the MRRN conferenceon Mackinac Island. We were graciously invitedto exhibit at their conference, and I had anopportunity to talk with a number individuals whoare new to recruiting and not “yet” ASPRmembers. Both of these conferences were wellattended and very worthwhile.

As always, if you aren’t currently on acommittee, consider joining one. It makesyour membership so much more valuableand rewarding. We have six committees.The description of their duties and how oftenthey meet are available on our website.Please feel f ree to contact me [email protected] or 800-830-2777.

I look forward to seeing you in August at ourannual educational conference in Denver. Don’tforget to bring a stack of your business cards,because this is the best networking opportunityyou will have all year long.

Have a wonderful summer and kick back a littlebit whether you are roasting marshmallows orsitting and watching the sunset, as winter willbe here soon enough.

for approval of the marketing/brandingproposal submitted by the marketingfirm CAPSULE. Committee Chair RichLynch presented a summary of theproposal and the projected cost. Henoted that the committee had reviewedfive different proposals submitted. Afterfurther discussion, the Board approvedthe CAPSULE marketing proposal andestimated cost, subject to thesuccessful negotiation of the contractlanguage and final approval by theBoard. Final approval of the contractwas granted on May 4, 2007.

••••• Fellowship Program – On May 8, 2007,Executive Director Dana Butterfieldreported that CASTLE Worldwide hadsubmitted a renewal consultingagreement for the “Recruiter 101” testdevelopment services. After furtherdiscussion between the CASTLErepresentative, John Arlandson, andDana, the agreement was amendedto make clear that certain serviceswere optional. The new standard feestructure is similar to the “Recruitment201” contract test development fees.The Board was granted a period toreview the contract, and on May 10,2007 voted approval.

••••• Conferences & Activities– ExecutiveDirector Dana Butterfield reported on thePracticeMatch Educational RecruitmentForum that she and President ElectBrett Walker and other ASPR membersattended on March 11-13 in San Diego,California. Brett was a presenter at theRecruiter 101 Class offered on March11, 2007. Dana also reported on herattendance and exhibiting at the APDIMmeeting April 15-18, and the NAPRmeeting May 2-5, 2007. Sheparticipated in a panel discussion onhow contract recruiters and in-houserecruiters can work together. She alsoreported on regional ASPR meetings inNew York and Wisconsin.

••••• Committee Reports – The Boardcommittee liaison members reportedbriefly on committee activities at theBoard meetings in March, April, andMay. Notes from committee meetingswere distributed for review at all Boardmeetings.


COMMITTEE CHAT / LETTERS TO THE EDITOR:DID YOU KNOW??Summer greetings and welcome to thisissue of the JASPR. This issue is full ofwonderful information and we encourageyou to read it cover to cover.

Summer greetings remind me of a game Iused to play with my siblings duringsummer vacation car trips… Did YouKnow? You picked a certain topic andbarraged the other party with questionsabout that topic until they admitted theydidn’t know the answer.

So, let’s try it out on you. Topic: the"Member’s Only" section of ASPR’swebsite.

Did you know…

that you can find a copy of the 101Study Guide in the Member’s OnlySection?

that you can register for the 101 Examin the Member’s Only section?

Aug 12 ASPR 101Aug 13 ASPR Regional

Development Early BirdSession - 7:30 a.m.

Aug 13-14 19th Annual ASPREducational Forum

Aug 15 ASPR 201The Hyatt Denver atConvention CenterDenver, ColoradoInformation:800-830-2777www.aspr.org

that you can find a calendar of variousregional medical meetings andconferences in the Member’s OnlySection?

that you can find recruiter jobopportunity postings in the Member’sOnly Section?

that you can find community chatarchives in the Member’s Only Section?

that you can find JASPR archives in theMember’s Only Section?

that there is a listing of the variousvendor discount programs in theMember’s Only Section?

that you can access various forms andarticles in the Resource Library in theMember’s Only Section?

that you can find samples ofAuthorization and Release forms in theResource Library ?

that you can find samples ofcontingency agreements in theResource Library?

that you can find samples of recruitmentdepartment job descriptions in theResource Library?

So, how did you do? Were you awarethat all these invaluable resources andmany, many others are just a fewkeystrokes away? The WebsiteCommittee is in the process of developinga new and improved website. We areexcited about the potential theseimprovements will have for ourmembership. The new website design isplanned for roll-out this fall/winter. In themeantime, we encourage you to utilizethe Members Only section and ResourceLibrary. Thank you, as well, to allmembers who have contributed to theresource library. One of the reasons ASPRhas thrived is the sharing of ideas andmaterials amongst its members. TheResource Library is a good example of ourmembership collaboration.

Best regards,Judy Brown and your JASPR team

Aug 18 J-1/H-1B Conference & JobFair - noon to 5pmNew York Athletic ClubNew York, New YorkInformation:[email protected]

Sept 26-28 NEPRA Fall ConferencePortland, MEInformation:Jane [email protected]

Sept 28 UMPR Career FairMinneapolis, MNInformation:Charles [email protected]

Nov 7 ISPR Midwest Job FairChicago, ILInformation:Christopher [email protected]

Nov 8 Midwest Recruiters ConferenceChicago, ILInformation:Christopher [email protected]

2007 CALENDAR


ASPR MEMBER PROFILEby Dennis Burns

Kalah Haug -Gundersen Lutheran, Eau Claire, WI

Kalah is new to recruitment (she started in January) but she isfar from new at Gundersen Lutheran. In fact she was born thereand just never left. Sort of like Tom Hanks in “Terminal.”

Kalah is a wealth of information about Graduate MedicalEducation, having served as their administrator of variousprograms for 14 years. She knows docs, and now she will knowthem from a whole new angle. Her advice to us inhousers is:

• Get to know the program directors/coordinators/etc.: smallgroups and one on one

• Meet them all routinely and listen to them – they are yourcustomers

• Be a resource to them – they need your help (even if theydon’t admit it.)

• Give out chocolate.

She has grown up career-wise at Gundersen, and credits manygreat folks there who challenged her to excel in all her efforts.Through them she learned to “problem solve” and to “think.” Nowshe is learning to sell more long term for recruitment, and not

just for a few years duringresidency. Kalah haslearned over the past fewmonths to be more “flexible”in her schedule andexpectations with docs –things are less cut and dry,and she is learning thetedious and thankless taskof locum tenens (ouch).

Kalah has been active overthe years with suchprofessional organizationsas the Association ofProgram Directors inInternal Medicine, AmericanCollege of Physicians – Wisconsin Chapter, and the WisconsinSociety of Internal Medicine. She now is taking her enthusiasmand skills to ASPR. Yea!

When she is not working, Kalah loves to be outdoors exploringnew areas, hiking, biking, and golfing. Her husband is aprofessional landscaper with his own business, and guess whoworks in the dirt with him on weekends? Yep, his lovely bride,Kalah. Now that their two children are out of the house (shall wesay, freedom?), they have time for more outdoor activities.

Please give a warm ASPR welcome to Kalah Haug! You will loveher spirit.


FIFTY BEHAVIOR BASED INTERVIEW QUESTIONSby Lynda Ford. Reprinted with permission from Greeley Ford.

Are you looking for behavior based interviewing questions? Whilethe questions and behavior characteristics listed below are byno means comprehensive, it might be just the jumpstart you’relooking for. Try these…

If you’re looking for behaviors that revolve aroundLeadership:1. Tell me about a time when you accomplished something

significant that wouldn’t have happened if you had notbeen there to make it happen.

2. Tell me about a time when you were able to step into asituation, take charge, muster support, and achieve goodresults.

3. Describe for me a time when you may have beendisappointed in your behavior.

4. Tell me about a time when you had to discipline or fire afriend.

5. Tell me about a time when you’ve had to develop leadersunder you.

If you’re looking for behaviors that revolve aroundInitiative and Follow-through:1. Give me an example of a situation where you had to

overcome major obstacles to achieve your objectives.

2. Tell me about a goal you set that took a long time toachieve or that you are still working toward.

3. Tell me about a time when you won (or lost) an importantcontract.

4. Tell me about a time when you used your political savvyto push a program through that you really believed in.

5. Tell me about a situation that you had significant impacton because of your follow-through.

If you’re looking for behaviors that revolve aroundThinking and Problem Solving:1. Tell me about a time when you had to analyze facts

quickly, define key issues, and respond immediately ordevelop a plan that produced good results.

2. If you had to do that activity over again, how would youdo it differently?

3. Describe for me a situation where you may have missedan obvious solution to a problem.

4. Tell me about a time when you anticipated potentialproblems and developed preventative measures.

5. Tell me about a time when you surmounted a majorobstacle.

(Interview Questions - cont'd on p. 8)


(Interview Questions - cont'd from p. 7)

If you’re looking for behaviors that revolve aroundCommunication:1. Tell me about a time when you had to present a proposal

to a person in authority and were able to do thissuccessfully.

2. Tell me about a situation where you had to be persuasiveand sell your idea to someone else.

3. Describe for me a situation where you persuaded teammembers to do things your way. What was the effect?

4. Tell me about a time when you were tolerant of an opinionthat was different from yours.

If you’re looking for behaviors that revolve aroundWorking Effectively with Others:1. Give me an example that would show you’ve been able

to develop and maintain productive relations with others,though there were differing points of view.

2. Tell me about a time when you were able to motivateothers to get the desired results.

3. Tell me about a difficult situation with a co-worker, andhow you handled it.

4. Tell me about a time when you played an integral role ingetting a team (or work group) back on track.

If you’re looking for behaviors that revolve aroundWork Quality:1. Tell me about a time when you wrote a report that was

well received. What do you attribute that to?2. Tell me about a time when you wrote a report that was

not well received. What do you attribute that to?3. Tell me about a specific project or program that you were

involved with that resulted in improvement in a major workarea.

4. Tell me about a time when you set your sights too high(or too low).

If you’re looking for behaviors that revolve aroundCreativity and Innovation:1. Tell me about a situation in which you were able to find

a new and better way of doing something significant.2. Tell me about a time when you were creative in solving a

problem.3. Describe a time when you were able to come up with

new ideas that were key to the success of some activityor project.

4. Tell me about a time when you had to bring out thecreativity in others.

If you’re looking for behaviors that revolve aroundPriority Setting:1. Tell me about a time when you had to balance competing

priorities and did so successfully.2. Tell me about a time when you had to pick out the most

important things in some activity and make sure thosegot done.

3. Tell me about a time that you prioritized the elements ofa complicated project.

4. Tell me about a time when you got bogged down in thedetails of a project.

If you’re looking for behaviors that revolve aroundDecision Making:1. Describe for me a time when you had to make an

important decision with limited facts.2. Tell me about a time when you were forced to make an

unpopular decision.3. Describe for me a time when you had to adapt to a

difficult situation. What did you do?4. Tell me about a time when you made a bad decision.5. Tell me about a time when you hired (or fired) the wrong

person.

If you’re looking for behaviors that revolve aroundAbility to Work in Varying Work Conditions (stress,changing deadlines, etc.):1. Tell me about a time when you worked effectively under

pressure.2. Tell me about a time when you were unable to complete

a project on time.3. Tell me about a time when you had to change work

midstream because of changing organizational priorities.4. Describe for me what you do to handle stressful

situations.


If you’re looking for behaviors that revolve aroundDelegation:1. Tell me about a time when you delegated a project

effectively.2. Tell me about a time when you did a poor job of delegating.3. Describe for me a time when you had to delegate to a

person with a full workload, and how you went about doingit.

If you’re looking for behaviors that revolve aroundCustomer Service:1. Tell me about a time when you had to deal with an irate

customer.2. Tell me about one or two customer-service related

programs you’ve done that you’re particularly proud of.3. Tell me about a time when you made a lasting, positive

impression on a customer.

About the Author:Since 1996, Lynda Ford has been a consultant, speaker, andauthor in the human resource field. Her last book, “TransformYour Workplace,” was published by McGraw Hill in 2005, and isavailable through amazon.com or in bookstores across thecountry. After a long and courageous battle with ovarian cancer,Lynda died on January 30, 2007. Her Husband, Greeley Ford,has given us permission to reprint this article.


Today’s article is meant to provide “helpful hints” regarding waysto work with your physician staff on effective interview techniques.As physician recruiters we understand that most physicians havenever received any training in interview skills or employment law.In addition, in most cases it is the last thing they have anyinterest in.

With any situation where the goal is long term improvement youwill only be successful if you can show the change has value.This, in turn, will result in “buy in” and a sincere effort to changebehavior.

Short term change is fairly easy to implement, long term changeis much more difficult. You must continually emphasize the factthat everyone has the same goal. The objective is to hire acolleague who meets the requirements of the practice, while alsofitting the culture. In addition, you want to keep the organizationfree of litigation which could result from inappropriate questions.You must clearly illustrate how adherence to interview guidelineswill result in a solid selection.

• Asking questions designed to provide critical informationwhich is common to each candidate, can be easily compared.Questions do not need to be identical but do need to

MENTORING PHYSICIAN LEADERS ON INTERVIEWING SKILLSby Scott Manning

investigate similar topics. Comparing “apples to apples” willmake your choice much easier and you will have objectivecriteria to base the selection on. Suggest areas toconcentrate on during the interview. I would stop short ofproviding specific questions (unless asked). Physicians reactmuch better to “coaching” than “dictating.” This allows thephysician to remain in control of the process while stillmeeting your needs.

• Do coach the physician on topics which are “off limits.”These include questions regarding religion, familycomposition, sexual preferences, health, race, etc. It isdoubtful that you will ever eliminate “illegal” questionscompletely, but you will have established an affirmativedefense to a discrimination case by providing training.

• If you have ever had to deal with litigation in yourorganization resulting from the interview process, usethis as an example. A real life example will get the physician'sattention and further emphasize why this change is in hisand the organization's best interest.

• Sit in on a couple interviews and take notes. Do not lead theinterview, just observe. Immediately after the interview, speak


with the interviewer (while it is fresh in both of your minds),and discuss both positive and negative things you observed.Provide suggestions as to what went well and what couldhave been done better. Make certain your critique is balanced,emphasize the positive and downplay the negative.Results will be good if you approach the physician with apositive message.

• Ask the physician(s) for feedback on what they would like tomodify and help them implement their suggestions. This willincrease the level of commitment and result in the previouslymentioned “buy in.” In the end, the physician interviewers must feelcomfortable with the process or they won’t continue to use it.

• Track results !!! If you are able to quantify positive resultsover a period of time (a year or more) you will be able tovalidate the system to the group.

Effective interviewing should result in lower turnover and physicianswho are better screened and are a “better fit” for the practice. Affectingchange in any organization is difficult and requires a concerted effort.Be patient and supportive and the results should follow.

About the Author:Scott Manning SPHR, is Director, Human Resource and ProviderRecruitment, MedPro, 3255 E. Elwood Street, Suite 110, Phoenix,Arizona 85034. He can be reached at:[email protected]


Many physician studies that are published indicate that aphysician is most vulnerable to leaving during the first three yearsof joining a practice. Knowing this, it is only logical that healthorganizations try to keep the physicians they already have.Physician retention is key to the strategic success of all healthorganizations. This is why health organizations need to armthemselves with a well thought out retention plan.

With a strategic retention plan in place, the system has setexpectations for the organization and the physician, and theliaison has a road map to follow to execute the plan. The ultimategoal is to create a place where physicians are satisfied and wantto practice medicine. One of the most challenging aspects ofretention is when does the hand off of a newly recruited physicianoccur? Is it at the end of contract negotiation, or does thephysician liaison come into the picture to organize the move?This is just one of many issues that can be ironed out in aretention plan. Here is an outline of a retention plan:

Initial Activities• Moving the physician• Assist with medical staff privileges• Hospital orientation• Practice start-up activities• Practice marketing• Welcoming receptions

PHYSICIAN RETENTION PLANby Mike Houttekier

• Dinner with board members/CEO/Chief of Staff• Assignment of a physician mentor

Year 1• Lunch with CEO or other senior leaders (quarterly)• Scheduled meetings with physician liaison 30-90-180 days• Practice marketing – face to face physician visits• Spouse visits/calls• Social activities

Years 2 and 3• Meet with CEO or other senior leaders (semiannually)• Meet with physician liaison (quarterly)• Practice business assistance if they need it• Social activities

About the Author:Mike Houttekier is Physician Liaison at Foote Health Systemin Jackson, Michigan. He can be reached at:Foote Health System205 N East AvenueJackson, MI [email protected]


AMA's Graduate Medical Education Directory aleading resource for planning a career in medicine

Now in its 92nd edition, the Graduate Medical Education Directory(“Green Book”) from the American Medical Association (AMA)continues to be the essential reference for students as theydecide which specialty and program is right for them and plantheir career in medicine. In addition, savvy medical schooladvisors/administrators (and physician recruiters) use the Directoryas the authoritative resource on all things GME.

The only complete printed list of all ACGME-accredited and ABMSboard-approved residency/fellowship programs, the new Directoryfor 2007-2008 includes:

• Contact information for 8,468 ACGME-accredited andcombined specialty programs and 1,700 GME teachinginstitutions

• Descriptions of and data for specialties/subspecialties,to help students/residents make important careerdecisions

• ABMS medical specialty board certification requirements• Medical licensure information• Glossary of commonly used GME terms

This indispensable medical education resource received a five-star ranking from Doody’s Review Service: “As a reference bookthat is up-to-date, easy to navigate, and chock full of essentialinformation, this book is a winner.”

Also available from the AMA is the GME Library on CD-ROM,which offers advanced search functions to help you find theprogram or institution you’re seeking, an intuitive web browserinterface—no installation required, and an innovative XML formatallowing for quick data sorts and program comparison.

To request an order form for either product, send an email [email protected] with the words “single copy” in the subjectline.

About the Author:Fred Donini-Lenhoff is Director of Medical Education Productsat the American Medical Association. Contact Fred [email protected] or 312 464-4635. Also, see ourwebsite at www.ama-assn.org/go/mededproducts.

WHAT'S IN THE NEW GREEN BOOK?by Fred Donini-Lenhott


DOCTORS' DAYby Ann Homola

Instead of printing the hospital logo onexpensive coffee mugs or fleece jackets,or holding an exclusive dinner event forthe medical staff, our hospital has founda way to celebrate Doctors’ Day thatallows patients and staff to participate andcosts almost nothing except our time.

Last year on Doctors’ Day, our physicianappreciation team organized an effort tolet our doctors know what patients andstaff value most about them. A small “thankyou” card was created and distributedthroughout the medical center. A copywas printed in our employee newsletter,also, so staff could cut it out andphotocopy it, if needed. The card askedthe writer to identify a doctor on ourmedical staff and to write a note to thatdoctor stating what the writer mostappreciated about the doctor. There wasalso a space for the writer to sign the card.The cards were then returned to ourMedical Staff Office.

During the week of Doctors’ Day,members of the physician appreciationteam hung the notes on silver stars anddisplayed them on the walls of our twomain lobbies. The 360+ active membersof our medical staff received some 900+messages that first year! After Doctors’Day, the messages were taken down,collated, and sent with a note ofexplanation to the doctors’ homes. Therewere so many messages on the walls thatit would have been impossible for anyoneto find and read all his or her personalmessages, and we wanted to make sureour doctors and their families were ableto read each and every one!

After that first event, we heard from anumber of physician spouses, letting usknow how proud they were to read thenotes of appreciation. Many had hungthem in the traditional place of honor intheir home - on the refrigerator with theirchildren’s spelling tests and artwork! Somehad copied them and mailed them to the

doctor’s parents. Many of these storieswere very emotional as the familymembers related how much it meant tothem to read the notes. We should neverforget the sacrifice physician familiesmake that allow our medical staffmembers to respond to patients in needevery hour of every day. Theaccomplishments acknowledged on thesenote cards were not just physicians’accomplishments. They wereaccomplishments for the physicianfamilies as well!

Needless to say, with such a positiveresponse, we had to do it again this year.We expanded the effort to include cardsand drop boxes in many waiting rooms toencourage more patients to participate.We also ensured that our off-campusoffices were able to put up a display intheir waiting areas so that patients whomight not visit the hospital during the weekof Doctors’ Day would be able to see their


physician recognized. The day the notes went up, many doctorscould be seen scanning the wall to find their name. I think theyhave really started to look forward to receiving these 2" X 4" patson the back!

This year, when our recruiter colleagues across the countrystarted brainstorming plans for Doctors’ Day celebrations, I sharedthis idea. I received many return emails and phone calls fromorganizations that decided to try it out. It seems their experienceshave been equally positive. Many have found ways to customizethe idea and really make it their own. For example, I heard thatone hospital printed the notes on magnetic paper so the doctorswould have great little refrigerator magnets. What a fantastic idea!

I will comment on two of the most frequently asked questions Ireceived. The first is the question of, “does every doctor receive anote?” Even though on the surface it sounds a bit like ValentinesDay in kindergarten, our response is, “yes.” We keep track ofthe notes as they come in and record which doctors receivethem. There has been just a small group each year who did notreceive any notes spontaneously. Usually a quick call to thedepartment or nursing unit where they work will correct the issue.Not everyone who intends to write a note manages to get one inbefore the deadline. When they learn that their favorite physiciandid not receive a note, they are more than happy to rectify theoversight. In this way, each physician receives a meaningful note,from someone who is genuinely appreciative of their work, ratherthan some half-hearted, generalized compliment from someonethey have never met.

The second question I often received was about how to arrangethe display. Inquirers wanted to know how the physicians wouldfind “their” notes on the wall. We have chosen to hang the notesrandomly on the wall, rather than alphabetically. We are lessconcerned about the physicians being able to find their personalnotes on the wall than we are with patients, staff, and visitorsbeing able to read all the nice things written about all the doctorson our medical staff. The overall impression the wall displaycreates is extremely positive. If the notes were alphabetized andone could quickly discern who received more notes than whom,I fear the experience would deteriorate into a competition andpossibly even cause hurt feelings. When we send the notes tothe physicians’ homes, each is able to read his or her personalnotes in privacy, whether there is just one heartfelt message or awhole handful. This way, notes that arrive late are not overlooked,and it is harder to compare relative popularity among membersof the medical staff.

Personally, I find this activity extremely rewarding and believethe thank you notes have transformed the Doctors’ Day celebrationfor our hospital community. I have really enjoyed hearing fromthe other hospitals that implemented this idea in 2007, and hopemany others will find success with it in 2008!

About the Author:Amy Homola is Director, Provider Recruitment and RetentionServices at Eastern Maine Medical Center, 489 State Street, POBox 404, Bangor, ME 04401. [email protected].


PHYSICIAN RECRUITMENT: GETTING IT RIGHTby Tim Skinner

Dr. Bob, a third-year family practice resident, rushed into my officeexcited about the job offer he just received from a 30-bed hospital innorthern Minnesota. The young physician and his wife really wantedto live in this town of 2,000 that had forests, fishing, hunting, boating,and family just 60 miles away. He was excited, but then I asked himseveral questions about the job. Soon his enthusiasm dimmed.

He couldn't answer my questions, mainlybecause the hospital never supplied him withany answers. Meanwhile, two other smallhospitals in the region were actually preparedto recruit him. He was under a time line andhad to choose. It's probably not too hard tofigure out that Dr. Bob didn't choose the 30-bed hospital.

What Doesn't Work?As we know all too well, small, rural hospitalsand even small facilities in larger citiesgenerally have the most difficulty recruitingphysicians. Since the reasons are alsofamiliar, let's look instead at what goes wrongand what needs to be right with therecruitment process.

Mistake #1. Hospital leaders don't identifywho is going to contact potential candidates.One of the most disheartening things I hearfrom physicians is, "I emailed my CV[curriculum vitae] six weeks ago, and nobodyhas contacted me. I know they need another physician becausethey've been advertising for over a year." Being organized prior tosourcing for candidates--and being clear about responsibilities--canprevent the loss of a candidate.

Mistake #2. Hospital leaders work out the practice and contract detailsafter the interview. This mistake stems from the feeling that, "We canrecruit any physician who visits because we are wonderful people andour town is such a nice place to raise a family." While living in a greatplace is great for the people who live there, this thinking also lendsitself very well to a lack of planning. Dr. Bob was really excited abouthis initial job offer until reality set in. The offer was great until wecovered some pretty basic issues. The hospital leaders were notable to clearly explain the job and their expectations. The scope ofpractice was uncertain, employment status was not clear, andcompensation and benefits were "going to be very competitive" butwere unknown. Dr. Bob wasn't sure how malpractice worked or evenif it was covered by the hospital.

Mistake #3. Hospitals wait to contact candidates until three CVsarrive. This is a procedure developed during the Great Depressionwhen workers were plentiful and jobs scarce. In use today, even afterthe demise of the rotary phone, this is an excellent method for ignoringcandidates. Waiting for several candidates to apply is a very effective

method to stifle anyone's interest, especially if the third CVnever comes.

Mistake #4. Hospitals wait until the interview to organizethe itinerary. Making up the process as a candidate walksin the door is a strategy designed to fail. An on-the-spot

interview itinerary tells acandidate that the hospitalleaders really have no idea whois needed or what they aredoing.

Mistake #5. Hospitals takeanyone who looks good in awhite jacket. This is a personalfavorite. It is so easy to hire thebewildered and befuddled. Ithappens when hospital leadersfeel sufficiently desperate tothink that previous behavior canbe changed pretty easily. It alsooccurs when the overwhelmingurge to gamble predominates.Hospital leaders think they canignore the ill fit between thepractice, the community, and thecandidate since things"generally work out."

What Does Work?Successful recruiting, of course, means not just hiring anycandidate, but taking the time to find the right physicianwho makes a good fit and will stay for a while.

Loss of a physician means substantial monetary loss forboth the hospital and the community. A 2004 study byrecruiting firm Merritt, Hawkins & Associates indicated thatthe average revenue generated by primary care physiciansfor hospitals was $1,596,852. The National Center for RuralHealth Works, which helps communities evaluate theirhealthcare systems, estimates the loss of a hospital in arural community would result in 20 percent of the localeconomy disappearing.

To recruit successfully, hospital leaders should:

Assess practitioner needs. Define the ideal candidate.Also, because it's unlikely that one candidate will beideal, define a compromise candidate. Not too manyyears ago, almost every small hospital was looking fora female family physician to handle the full scope offamily medicine, including obstetrics, on-call duty, theemergency department, and, perhaps, the nursinghome. Even when demand was so high, some

One of the mostdisheartening things I hear

from physicians is "Iemailed my CV six weeks

ago, and nobody hascontacted me. I know they

need another physicianbecause they've been

advertising for over a year."Being organized prior tosourcing for candidates--

and being clear aboutresponsibilities--canprevent the loss of a

candidate.


administrators refused tocompromise. The typicaloutcome was a lack ofcandidates and lost revenues tothe hospitals.

Develop solid interviewingprocedures. Define well inadvance who will initiate contactwith a candidate and who willconduct the interview. Thecommunity grows the medicalservices, and the hospital and medical staff grow thecommunity. So the interview process should includecommunity representatives.

Contact candidates on a timely basis. Don't wait for theCVs to pile up before calling. Candidates will only loseinterest.

Organize an itinerary. Set down what will be discussed duringthe interview so all parties can be ready for discussion.Community members should also be involved in setting theagenda.

Be ready with the details. The interview is a two-way street,so it should reflect the needs of the hospital and community,

An on-the-spot interviewitinerary tells a job

candidate that the hospitalleaders really have no ideawho is needed or what they

are doing.

plus the candidate and his family. Havethe following on hand: the scope ofpractice, work and call schedules, typeof support staff needed, andcompensation and benefits. Have agood idea of what a candidate needsand wants in a practice, and remember,community is also important. Hospitalleaders need to be clear about whetherthey will cover travel expenses for theinterview process, in addition torelocation costs. A contract template

or letter of offer that is ready for review when candidates visittells them you know what you are doing.

Overall, to ensure greater success with recruitment efforts, ruraland other small hospitals need to be more organized and moreresponsive than larger facilities. After all, aren't those two of thebenefits of being in a smaller facility?

About the Author:Tim Skinner is Executive Director of the National RuralRecruitment and Retention Network (3Rnet), which serves ruraland underserved communities across the United States. He canbe reached at: National Rural Recruitment and RetentionNetwork, 2004 King Street, LaCrosse, WI [email protected]


Retention is all the buzz in our industry today. Almost everyrecruitment publication is featuring an article about the importanceof retention. But no one needs to tell an in-house recruiter thatretention is important. If a physician were to leave within five years,all of our efforts would be in vain and our reputation for “finding theright match” would be tarnished. Likewise, we know that if we arenot tending to the needs of our existing physicians, they willdisappear before our very eyes! For small recruitment offices (withone recruiter and sixteen needs), losing just one physician increasesour work load, exponentially. We know that retention is important.

We also know there is no magic formula, no “retention potion”that we can secretly slip into the coffee in the medical staff lounge,and no cookie-cutter retention plan we can follow. Furthermore,we know that so much of what can be done to retain a physicianis outside of our control. It is for that reason that I highlyrecommend building a customized, comprehensive retention planin collaboration with those people who do have some control: CEO,CFO, Hospital Directors, Medical Practice Administrators, and theMedical Staff. Their participation in the retention efforts will increasethe organization’s chance for success in retaining quality physicians.

Given all the great resources available to in-house recruitersregarding what should be included in a retention plan, I want tofocus on the "how." How to build a customized retention planthat focuses on the needs of your physicians. Every group or

hospital’s culture is different, and a “one size fits all” plan will notproduce the same results as a homegrown hybrid.

I want to walk you through the process I used to build our plan(which you can view on the ASPR website). Along the way, I willpoint out where I took wrong turns, in hopes that your developmentprocess goes a little more smoothly.

THE RESEARCH PHASE:I read everything I could get my hands on, dedicating thirtyminutes a day for two months to research.

A contest was held among all staff at the hospital and localphysician offices, in search of the most creative retention idea.A flyer was emailed to all staff and then posted in variouslocations, and an article was written for the employee newsletter.An incentive was offered: movie tickets to the local theatre. Thewinner then had his picture taken and published, along with hisidea, in the next issue of the employee newsletter. Had I to do thispart over again, I would personally interview staff instead of waitingfor them to call or email me with an idea. Although we were able toget some terrific ideas, the participation was less than desirable.

Brainstorming sessions were held with our medical staff. Articlesregarding retention were placed in the medical staff lounge aweek prior to the brainstorming sessions in order to get the

HOW TO BUILD A RETENTION PLANby Kelly Clark


creative juices flowing. The sessions were held in the medicalstaff lounge at lunchtime (this was key to good participation). Alist of questions was prepared in advance, including: What arethe most critical elements in retaining a newly recruitedphysician? What keeps you practicing in this town? Is physicianmentorship important and if so, what should be the role of thementor? Are you satisfied with how physician issues are resolvedby the hospital? These sessions produced seven pages of notes!

Sorting the Ideas: After reviewing the notes from the medicalstaff brainstorming sessions, I found that not all of the ideascould or should be addressed in a retention plan. As these issuesstill needed to be addressed, I wrote a memo to the CEO andChief of Staff, letting them know where the information had comefrom and requesting follow-up as they deemed necessary.

THE DEVELOPMENT PHASE:In order to develop the customized retention plan, I assembled aRetention Task Force. This group included: The Medical StaffDirector, Marketing Director, OR and Med Surg Director, Qualityand Risk Management Director, and the Administrator of thelargest physician group in town. Each person contributed in aunique way and brought a different perspective.

My initial vision for this task force was for the group to delve intothe details of the research and define our plan components.However, the time commitment involved in that sort of detailedevaluation was excessive for the members of the group, each ofwhom already had full-time jobs! Instead, I had to be a littlemore realistic. I switched gears, altered my game plan, and

wrote a rough draft including components of both internal andexternal research! The process went quickly from there, and theRetention Task Force offered valuable input on each element inthe plan. The second draft went to my Physician Advisor (ourrecruitment office was started by a physician and he still guidesme), the Chief of Staff, CFO, and CEO. With their input anddirection, the final draft was born and the next month it went tothe Governing Board for approval (January 2006).

As we implement retention components, it is important to giveproper recognition to the source of the idea. For example, at thebeginning of our Doctor's Day Celebration last month, I openedwith, “In the retention interviews we held several months ago,many of you (the physicians) stated that you miss getting yourfamilies together and just having fun. So this year, for the firsttime, we invited your families to join us in this celebration….”This is a direct way of saying, “I heard you” and “We listened”and “You made a difference for the entire medical staff.” Theretention plan will then become a living, breathing, entity.

Here we are, months later, and I am excited about the elementswe have already put into place. I hope to be writing anotherarticle three years from now, entitled “Lowest Turnover in theNation: How One Small Town Reduced Medical Staff Turnoverby 50% in Three Years Through Brilliant Retention Strategies,Implemented with Perfection”….or something like that.

About the Author:Kelly L. Clark is Physician Recruitment and Retention Coordinatorat Ukiah Valley Medical Center. Phone: 707-463-7537; email:[email protected]


2007 PHYSICIAN INPATIENT/OUTPATIENT REVENUE SURVEYby Merritt, Hawkins & Associates

INTRODUCTION:As part of Merritt, Hawkins & Associates' (MHA) effort to monitortrends in health care staffing, we conduct an ongoing series ofsurveys covering a range of staffing issues, including physicianrecruiting incentives, physician practice patterns, hospitalrecruiting patterns, and related topics. This report summarizesMerritt, Hawkins & Associates’ third survey of the revenue physiciansin various specialties generate for their affiliated hospitals. Thisperiodic survey was conducted previously by MHA in 2002 and 2004.

The survey is intended to provide benchmark data that hospitalscan use to develop a “quantitative analysis” of their physicianrecruiting programs. A quantitative analysis as defined by theU.S. Internal Revenue Service (IRS) establishes the financialbenefits that newly recruited physicians will bring to a hospital.These benefits may support the hospital’s mission of providingquality care to the community by creating revenue streamsnecessary to its continued or enhanced operation. A quantitativeanalysis, therefore, may serve as part of a hospital’s physicianrecruiting plan by demonstrating the financial benefits to thehospital of physician recruitment. It should be noted, however,that a physician recruiting plan also should include a “qualitativeanalysis” demonstrating how newly recruited physicians willenhance quality of care in the community.

Survey data also may be used in setting physician compensationlevels or recruiting incentives through a cost/benefit analysiscomparing the aggregate expense of recruiting physicians to theaverage revenue generated by physicians in various specialties.

METHODOLOGYMerritt, Hawkins & Associates mailed the Physician Inpatient/Outpatient Revenue Survey to 5,000 hospital chief financial officers(CFOs) nationwide. The survey form was mailed once in October,2006 and again in February, 2007. The survey could be takenanonymously, or those CFOs requesting survey results couldidentify themselves and their facilities. The survey asked hospitalCFOs to indicate the combined net inpatient and outpatientrevenue generated annually for their facilities by a single, fulltime equivalent (FTE) physician in a variety of specialties. In thecase of primary care physicians (defined as family practitioners,general internists, and pediatricians), survey respondents wereasked to determine revenue from direct admissions, lab tests, etc.,not indirect revenue primary care physicians may have generatedfrom patient referrals to specialists utilizing the hospital.

The survey provided various revenue ranges and allowed CFOsto select the most appropriate range for each specialty. In lieu ofindicating a range, CFOs also had the option of indicating on thesurvey form the specific amount of revenue generated annuallyfor their hospital per a single physician in various specialties.

In cases where a range was indicated, the survey takes themidpoint of this range to determine a weighted average for each

specialty. A total of 119 completed surveys were received. It shouldbe noted that the volume of categorical responses varied byspecialty. Not all returned survey forms included data for allspecialties. In addition, the survey was self-selecting. Given thesefactors, figures for average revenue generated per medical specialtycannot be expected to reflect the experiences of all hospitals.

RESPONDING HOSPITALS BY NUMBER OF BEDSQuestionnaires were mailed to 5,000 chief financial officers(CFOs) at acute care hospitals throughout the country, once inOctober, 2006 and once in February, 2007. Responding hospitalsby number of beds are indicated below, with comparisons to thesurveys conducted in 2002 and 2004.

RESPONDING HOSPITALS BY NUMBER OF BEDS(YEAR TO YEAR COMPARISON)


AVERAGE REVENUE GENERATED BY PRIMARY CAREPHYSICIANS, SPECIALISTS, AND ALL PHYSICIANS

(Primary care is defined in this survey as family practice, generalinternal medicine, and pediatrics. 2007 numbers for “Specialties”and “All Specialties” include average revenue generated byophthalmologists, a specialty not included in the 2002 and 2004surveys)

REVENUE GENERATED BY SPECIALTY

The graph below indicates average annual inpatient/outpatientrevenue generated for hospitals by physicians in various medicalspecialties.

SPECIALTY REVENUE COMPARISONAverage annual inpatient/outpatient revenue generated byphysicians for their affiliated hospitals by specialty. 2007 figurescompared to 2004 and 2002.

(Survey - cont'd on p. 22)


little revenue for most hospitals, was included in the survey forthe first time in 2007, bringing down the overall average forspecialists and for all physicians (primary care and specialists.)

Average revenue generated by all physicians, primary care andspecialists, declined from $1,885,773 in 2004 to $1,496,432 in2007. Revenue generated by all physicians also was downcompared to the 2002 figure ($1,540,181).

The survey did not ask respondents to provide any reasons forincreases or decreases in annual revenue generated for theirhospitals by physicians. It is possible that hospitals surveyed in2007 may be seeing fewer patient admissions or experiencingdeclines in reimbursement for treatments and procedures. In somecases, hospitals may be losing well reimbursing elective andother procedures to free standing surgery centers and othercompetitors.

Despite relative declines, the survey indicates that physicianscontinue to generate a significant level of revenue for their affiliatedhospitals, close to $1.5 million on average per physician. As thedrivers of admissions, tests, and procedures, physicians areessential to the economic well being of hospitals, and also arecritical to the quality of care hospitals provide for theircommunities.

About the Author:Merritt, Hawkins & Associates is a national physician search andconsulting firm specializing in the recruitment of physicians in allmedical specialties. Established in 1987, Merritt, Hawkins &Associates is a division of AMN Healthcare, the largest health carestaffing organization in the United States.

For further information about this survey, please contact:Merritt, Hawkins & Associates, 5001 Statesman Drive, Irving, Texas75063. www.merritthawkins.com 800-876-0500

COST/BENEFIT ANALYSISThe numbers below contrast the average annual inpatient/outpatient revenue generated by physicians in various specialtiesfor their affiliated hospitals with average salaries or incomeguarantees offered to recruit physicians. Average salaries andincome guarantee figures are derived from Merritt, Hawkins &Associates’ 2006 Review of Physician Recruiting Incentives andindicate the financial incentives offered to physicians in some2,800 physician search assignments Merritt, Hawkins &Associates conducted from March 31, 2005 to April 1, 2006.The numbers below may be used as part of a “quantitative”physician recruiting cost/benefit analysis. A “qualitative” analysisalso will factor in the quality of care benefits that new physicianservices may bring to a given community.

Specialty Revenue Avg. Starting Salary*Cardiology (Invasive) $2,662,600 $342,000Orthopedic Surgery $2,312,168 $370,000Cardiology/Non-Inv. $2,240,286 $342,000Neurosurgery $2,100,000 $489,000Internal Medicine $1,987,253 $162,000General Surgery $1,947,934 $272,000Hematology/Oncology $1,624,246 $275,000Family Practice $1,615,828 $145,000OB/GYN $1,413,436 $234,000Gastroenterology $1,336,133 $315,000Pulmonology $1,332,534 $248,000Urology $1,272,563 $320,000Psychiatry $888,911 $174,000Nephrology $865,214 $225,000Pediatrics $697,516 $151,000Ophthalmology $584,310 N/ANeurology $557,916 $210,000

*2006 MHA Recruitment Incentives Survey

TRENDS AND OBSERVATIONSMerritt, Hawkins & Associates’ 2007 PhysicianInpatient/Outpatient Revenue Survey marks the thirdtime we have collected data regarding the netrevenue physicians in various specialties generatefor their affiliated hospitals through patient referrals,admissions, treatments and procedures.

The 2007 Survey indicates that average net inpatient/outpatient revenue generated by physicians for theiraffiliated hospitals decreased by specialty relativeto 2004 in most cases. Average revenue generatedby primary care physicians declined from$1,586,852 in 2004 to $1,433,532 in 2007. However,revenue generated by primary care physicians in2007 was up compared to the 2002 figure($1,272,882).

Average revenue generated by specialist physiciansdeclined from $1,915,524 in 2004 to $1,509,910 in2007. Revenue generated by medical specialists in2007 also was down compared to the 2002 figure($1,540,181). A partial explanation for this is thatophthalmology, a specialty that generates relatively

(Survey - cont'd from p. 21)


Whether it is fighting for budget dollars or making your caseduring your annual performance evaluation, being able tomeasure the contribution of your recruiting efforts can have asignificant effect on the outcome. It is tempting to let the rawnumbers make your case during these discussions. However,if numbers speak for themselves, they seldom tell more thanhalf of the story. A skilled recruiter has an impact on theentire organization, and the size of this impact can bestaggering. Metrics can offer an insight into just how significantit is.

Selecting the right data and mapping out the chain of valuecreated by your recruiting efforts will provide a powerfulrepresentation of your overall contribution to your organization.To be successful, your metrics will need to overcome severalhurdles. First, you must develop a deep understanding ofhow your hospital/clinic creates value. Without knowing howthe business operates and what makes it successful, it willbe impossible to measure the connection between your actionsand the value they create.

MEASURING THE STRATEGIC IMPACT OF RECRUITINGby Kevin Knutson

Second, knowing how your hospital’s/clinic’s managementdefines success will give you the ability to link your actions tothe organization’s top goals and their overall success. A skilledrecruiter knows what it takes to hire the right doctor, how manycandidates they will need to talk with to get one to schedulean interview, how many interviews will be required before anoffer will be made, and how many offers are required beforeyou get an acceptance. Using these measures, a recruitercan establish their strategy on where to look to find high qualitycandidates and then set the expectations of the hiring manager.

Finally, measure your impact. It is one thing to claim thatyou have an impact on the success of your hospital/clinic; itis another thing for you to be able to measure and report on it.The overall impact of a recruiter can be measured in a numberof different ways--increased service level, greater patientsatisfaction, and financial performance, to name a few. Bychoosing key metrics you will be able to know which recruitingactions support the creation of value for the organization andquantify the impact of your recruiting.

Communication is common to each of these steps. You shouldhave a plan to get “buy-in” from key centers of influence early.You will need to educate them on your progress and shareyour results. Being able to effectively articulate the validity ofwhat you have accomplished to your administration is almostmore important than being able to measure it.

As a bonus, effective metrics will offer insight into other aspectsof your operation. Properly applied, they can help you evaluatethe return-on-investment from attending job fairs, conferences,current vendor relationships, and retention efforts. ROIinformation will also give you the ability to operate under amore cost efficient recruiting model which will allow you todirect more efforts toward those activities which yield a higherrate of return.

When you have successfully assembled the key componentsof business knowledge, defining success, and linked recruitingactions to the value of their results, you will have a powerfultool for representing the impact of strategic recruiting and beable to make a stronger case for additional resources and/orrewards.

Learn more about this topic at the ASPR Educational Forumthis summer. A session on ‘Measuring the Strategic Impactof Recruiting’ will be offered on Tuesday, August 14.

About the AuthorKevin Knutson is Manager, Human Resources Metrics, USBank, BC-MN-H17B, 800 Nicollet Mall, Minneapolis, MN55402. [email protected]


"PAY IT FORWARD,"and

MENTOR A NEW ASPR MEMBER!Remember when you were new to recruiting and “didn’t have a clue?”(Well, some of us felt that way!) Here’s your chance to give a hand toa new colleague. Sign up to mentor a new ASPR member for oneyear. You and your mentee decide how much time to interact, but atleast quarterly would be good. After all, you have wisdom andexperience to share!

IS THIS YOU?• 3 or more years of physician recruitment experience• 2 or more years as an ASPR member in good standing

OR• 1 year as an ASPR member, and as an active committee/

board participant

WE KNEW IT!!This program has been very successful, with 38 newmembers assisted so far in 2007, but we always need morementors!

Mentors and mentees are encouraged to meet inperson at the annual conference in Denver. Aspecial "meet and greet" is scheduled on Sunday,August 12, at 5:00.

If you are interested in becoming a mentor,PLEASE CONTACT:

Laurie KruegerASPR Office

[email protected]


MID-ATLANTICRECRUITERS ALLIANCEby Paula Alter

The newly formed and named Mid-AtlanticRecruiters Alliance is off and running withour organizational efforts.

After two meetings by phone, elevenrecruiters from four states converged onthe White Dog Café restaurant inPhiladelphia for a February 23 dinnermeeting. Our meeting was graciouslysponsored by ACP, Medical DoctorAssociates, PracticeLink, and VistaStaffing. Dennis Burns, ASPR RegionalDevelopment Committee Chair, has beenassisting our organizational efforts andprovided a PowerPoint handout for thegroup to review.

States represented by our group includePennsylvania, Delaware, Maryland,Virginia, West Virginia, New Jersey, andthe District of Columbia. Anyone whorecruits within those states and who is notreceiving email about our activities isencouraged to contact Paula Alter,Bradford Regional Medical Center, byemail at [email protected], or by phoneat 814-362-8499 to be added to our list.

A survey to assess group goals andobjectives, frequency and type ofmeetings, and naming suggestions wassent out to 104 recruiters in therepresentative states. Results showedthat networking, regular phone and in-person meetings, holding regional residentjob fairs, and educational opportunitieswere the top priorities for individuals whoreturned their surveys.

We are tentatively planning our next get-together in conjunction with the July 18CareerMD fair in Washington, DC, and planto meet in August during the ASPREducational Forum in Denver.

As we organize, we would like to thankASPR, especially Dennis Burns for hisassistance and guidance, and also ChrisKashnig for sharing his experiences withISPR. We look forward to our group’sfuture endeavors!

(L-R) Wendy Gable (Christiana Care, DE)Laura Myers (WellSpan Health, PA)Robert and Chris Erland (St. Luke's Hospital

& Health Network, PA)Linda Hoppes (Lancaster General Hosp, PA)Kelly Whitmarsh (Christiana Care, DE)

(L-R) Paula Alter (Bradford Regional MedicalCenter, PA)

Jenny Hansbrough (Valley Health Plan, VA)Stephanie Hutchens (Valley Health Plan, VA)Jake Shimansky (A.I. duPont/Nemours

Children's Hospital, PA)

(L-R) Laura Blake (WVU School of Medicine,WV)

Curt Shumard (Medical Doctor Associates -sponsor)

NORTH EAST PHYSICIANRECRUITERSASSOCIATION (NEPRA):OFF TO THE RACESby Laura Screeney, CMSR

Saratoga Springs, NY, this historicVictorian City which is home to the famousrace track and natural mineral springsprovided a beautiful setting for the NortheastPhysician Recruiters Association’sEducational Session May 9-11.

Denise Romand, Medical Staff/PracticeLiaison, Saratoga Hospital, and a nativeto the area, says “When I go on vacation,I head to my favorite city…SaratogaSprings!” and we all agree. SaratogaSprings is located in upstate New York atthe edge of the Adirondack Mountains, andnot only was it the perfect backdrop forthe movie “Seabiscuit,” but it provided aperfect location for our annual springmeeting. The famous thoroughbred track,Saratoga Race Course, Spa State Park,and the quaint shops and restaurants onBroadway make this quite the charmingtown (well, small city).

Denise did a fabulous job coordinating withLongfellow’s Inn as we kicked off themeeting with a great opening nightreception/dinner. We headed downtownon our second night for a wonderful dinnerat “Sperry’s,” which could have gone onall night, however a bat unexpectedlyjoined us right around dessert time (Hey,can you blame him; who could resist thatfresh blueberry bread pudding?).

John Burns and Grace Richards, fromAlbion Interactive, kicked off the meetingwith several suggestions on PhysicianRecruitment Advertising. Dana Butterfield,Executive Director of ASPR, gave us anASPR update, and jumped up again topartner with Christine Bourbeau, Bristoland St. Francis Hospitals in Connecticut,to give us great tips to make sure our sitevisits go off without a hitch. Mypresentation addressed "How to NavigateMultiple Interview Styles of Your Medical

ASPR REGIONAL GROUP NEWS

(Regional Group News - cont'd on p. 26)


and Executive Staff." Allan Kram,HealthQuest, accompanied by, KathleenMcCarthy, Health Strategies andSolutions, shared the ins and outs ofdeveloping a medical staff developmentplan.

Allison McCarthy, Barlow/McCarthyPhysician-Hospital Solutions, was ourkeynote speaker who shared tips andsuggestions for physician sourcing (we allagreed that this is getting to be more of achallenge every day!). Kurt Scott, VISTAStaffing, shared photos of his newestfamily member (a 2 day old colt) and theimportance of developing a formal retentionplan; Collin Brown, Esq. gave us someSTARK updates; and Denise Romandclosed the meeting by sharing her “tricksof the trade” when providing candidateinformation to her medical staff.

Very special thanks go out to DeniseRomand, who worked tirelessly to pull thismeeting together. Denise, you put the“spring” in Saratoga Springs.

Last, but certainly not least, we could nothave pulled this meeting off without thegenerous support of our sponsors:

American College of PhysiciansCompHealthHelios MedicalHarris Brand RecruitingInhouse Assist

Journal of the American MedicalAssociationMedical Doctor AssociatesNew England Journal of MedicinePracticeLinkPracticeMatchVISTA Staffing Solutions

And, a special thank you to MitchGrunwald, from VISTA staffing, for hisassistance in putting this meeting together(and for bringing the camera!)

During our business meeting, we decidedto head back to Portland, Maine inSeptember of 2007 for our fall meeting (andthe ever groovy Jane Ham, MaineRecruitment Center, has agreed to takeon the hostess duties once again). AllanKram, HealthQuest, has volunteered tohead up the spring 2008 meeting in

ASPR REGIONAL GROUP NEWS - cont'd

(Left: L-R)Dana Butterfield (ASPR, MN)Lorna Lindsey (CompHealth)Laura ScreeneyChristine Bourbeau (Bristol Hosp, CT)Thalia Moss (JAMA)

(Photos L&R) Thegroup out on thetown in SaratogaSprings.

Poughkeepsie, NY (including a dinner atthe famous CIA-Culinary Institute ofAmerica which sits on the HudsonRiver…wow!)

Great location, great speakers, generous(and fun) sponsors, all add up to a “TripleCrown” for NEPRA.

“Go, Baby, Go!”

(Above) Denise Romand, our host inSaratoga Springs


As a physician recruiter, you face the challenge of recruitingan emerging generation of physicians and healthcareprofessionals whose motivations and attitudes towardwork and careers are far different than the workforce from15 or even 10 years ago. Their criteria for accepting aposition differs from previous generations—which meansyour approach to recruiting this group will also need tochange.

To understand what it takes to attract and retain theseyounger candidates, it’s important to first understand whatmakes them tick. Below are common beliefs toward workand careers held by Generation X and Y'ers (those roughlybetween the ages of 25 and 41), provided courtesy ofRobert W. Wendover, Director of The Center forGenerational Studies.*

• A job is a contract. Having observed layoffs,consolidations, acquisitions, mergers andrecessions, the younger generations are moreskeptical in their beliefs and expectations of anemployer. Employers who breach their “contract,”by failing to follow through on commitments made,such as training, promotions, and resources, aremuch more likely to lose good workers to thecompetition.

• Focus on the outcome, rather than the task.With the tremendous emphasis on performanceand the proliferation of technology in the workplace,younger generations have less patience andtolerance for what they may see as meaninglesstasks (read: administrative hassles). Given a cleardefinition of desired outcome, most want to enjoythe liberty of working on their own in a style thatfavors their work ethic.

• In the long run, balance is more important thanmoney. Common assumptions older generationshave had about working long hours and putting inthe time it takes to get ahead are not relevantconcepts to younger generations. Having watched

ASPR FEATURED GOLD CONTRIBUTOR -

their parents do this for years at their expense,younger workers consciously work toward a morebalanced life even at the expense of income andpromotion.

• Training, knowledge and experience equalversatility. Versatility ensures job satisfaction andlong-term security. While loyalty, per se, is viewedas irrelevant by many of those in youngergenerations, the chance to work and grow in achallenging and supportive environment will stillremain one of the most effective ways to keeppeople.

• Management should be partners withemployees. Young workers have learned throughthe media and education that there are a host oforganizations that are implementing “bestpractices” which foster highly effective, team-oriented work environments. Those organizationsrefusing to implement new systems in order topreserve the status quo, may find that the youngerand highly connected workforce will have thempegged as anachronistic and therefore anemployer to avoid.

This shift in workforce attitude means hiring managerswill need an integrated solution for recruitment—one thatinvolves a healthcare staffing company you can trust. Asone of the nation’s oldest and largest providers ofhealthcare staffing services, CompHealth can provide youwith more qualified physicians, nurses, and allied healthprofessionals than anyone in the industry, including short-term, long-term, and permanent placement. For experthandling of all your staffing needs, call CompHealth todayat 800.453.3030 or visit www.comphealth.com.

*Robert W. Wendover is the Director of The Center forGenerational Studies which conducts research, producesseminars and publishes resources on how the generationsrelate to one another in American society. For moreinformation, visit www.gentrends.com.

RECRUITING THE NEXT GENERATION OF DOCTORSWhat do emerging physicians want in a job? (Hint: It’s not about the money)



PortfolioOnline Recruiting Software

Physician DatabasePhysician Interview

ExpressDirect Mail Service

IntegroHeathcare Recruiting

LivePhysician Interview

TeleMatchCustomized Candidate Sourcing

For more information visit www.practicematch.comor call Bob deRoode at 877-490-0090.

Industry LeaderPracticeMatch is the industry leader in providing data and servicesto in-house physician recruiters. Our continuum of services isdesigned to provide a clear competitive advantage to our clients.

History of InnovationWe have a history of innovation: we were the first to offer our databases online, and are thefirst to fully integrate all recruitment related services by adding a team of recruiters to thePracticeMatch team.

Enriched Data & Hybrid ServicesWe offer the most enriched data on physicians, offer hybrid services to attract hard-to-findexperienced physicians, and host the industry’s only service-based online career center. Ourfocus is to provide the most comprehensive array of data and services to give our in-houserecruiter clients the strongest competitive advantage in attracting physician talent.

Focused on Physicians


ASPR FEATURED BRONZE CONTRIBUTOR -

The American College of Physicians, the nation’s largest medicalspecialty society, offers numerous ways in which your organizationcan reach your target audience. By advertising in the followingrespected publications you are guaranteed to reach thousands ofphysicians increasing your organization’s exposure and successrate.

• Annals of Internal Medicine, the #1 specialty journal forinternists reaching over 92,000 I.M. physicians

• ACP Hospitalist, a monthly resource specializing in inpatientinternal medicine with circulation of over 15,000

• ACP Observer, ACP’s membership newspaper distributed toover 75,000 I.M. physicians and medical students

• ACP Journal Club, premier synoptic journal reaching over84,000 physicians and health care professionals

Other Advertising Opportunities:

• ACP “Online Direct”, online advertisements, available in 2-week increments, on www.acponline.org/careers

• Banner Advertising, now available on acponline.org and inObserver Weekly eblast

• Annual Career Guide, informational free guide distributed toover 10,000 residents entering the job market

Internal Medicine, ACP’s annual meeting, provides two additionaladvertising opportunities:

• Internal Medicine Today, the daily newspaper distributed tomeeting attendees

• Conference Reprint, compiles ads from previous publicationsfor distribution at ACP’s & SHM’s annual meetings

For additional information on advertising in our ACP publicationscontact Margaret Gardner at 215-351-2768 or Maria Fitzgerald at215-351-2667 or visit www.acponline.org/careers.

Unique Opportunities - The Physician's Source

Changing, GrowingA magazine doesn’t serve a specialized market such as physicianrecruitment for over 15 years without everyone noticing whensomething changes. UO has seen some changes lately.

As many of you know, our dear co-publisher, Mel Weinberger,has sold his interest in UO to long-time co-publisher and partner,Barbara Barry. With that change came more changes.

What else is new at UO?For one thing, Maria DeCamillis has joined our team as a salesassociate. She and sales associate Laura Connelly are nowgetting to know the members of ASPR, many of whom have madeUO THE magazine for physician recruitment.

In addition, Laura and Maria are working with the rest of the UOteam to develop new ways to help existing and new advertisersachieve additional exposure for their opportunities. They want toknow each of you and share with you all the resources at theirdisposal.

What is NOT New?Service, editorial integrity, clean graphics, and physician responsehave been hallmarks of Unique Opportunities for over 15 years.These aspects of UO will only get better.

UO is still distributed to 80,000 physicians in all specialties,including residents in their final years of training, physiciansinterested in new opportunities, and physicians practicing in thosespecialties advertisers need most. These physicians have cometo recognize UO as a valuable resource for learning about available

ASPR FEATURED SILVER CONTRIBUTOR -

practices nationwide, as well asnon-clinical aspects of practicingmedicine. Through articles in UO,physicians can educate themselves on: how to manage people,keeping track of a practice’s bottom line, how other doctors aresuccessfully balancing their personal lives with work, andunderstanding policy changes that affect their medical practice.Recruitment ads are placed throughout these articles in attractivedisplay format.

In addition to the magazine, opportunities advertised in UO arepresented to physicians at www.uoworks.com with a listing, anda page in the on-line Ad Index that includes the ad, a paragraph,and an email link to the recruiter. At uoworks.com, physicianscan browse, search, and respond directly to recruiters aboutopportunities.

Experts agree that marketing campaigns work best if they areconsistent and integrated—UO delivers consistent results bothin print and on the Web. While websites are an efficient vehiclefor recruitment searches and allow for easy response, many peoplestill prefer to hold something in their hands for reading. In addition,studies show that print ads are more often remembered than on-line ads.

Finally, because UO is a targeted, multi-specialty publication, itprovides excellent value by allowing the in-house recruiter to gangopportunities in one attractive display ad.

To discuss ways that UO can help you market your opportunities,visit our booth in Denver to see Laura and Maria, as well asBarbara and Mel! Or call 1-800-888-2047. Let UO help you findthe physicians you need...and vice versa.

Don’t Miss Out on Reaching Thousands of Physicians




Need to contact residency/fellowship programs? Or confirm thestatus of a program in existence 10 years ago? What about asingle-source of information for questions on state licensure?

The American Medical Association (AMA) offers a variety of usefulproducts/services to physician recruiters through its MedicalEducation Products department, including:

Graduate Medical Education Program Electronic Data(GMEPED)—Provides GME program contact information(including address, phone, and fax) for nearly 8,500 residency/fellowship programs nationwide.

Graduate Medical Education Directory (“Green Book”)—Includes contact information for GME programs and teachinginstitutions, as well as specialty/subspecialty data, medicalspecialty board certification requirements, a list of US medicalschools, medical licensure information, a list of GME programsin Canada, and a GME glossary.

GME e-Letter—Stay informed on the latest issues/trends in GMEby subscribing to this free monthly email newsletter, covering

Barrett Moving & Storage leads the industry inproviding full service transportation and relatedservices throughout the United States, Canada, andworldwide. Winner of six Customer Choice Awardsfrom United Van Lines since 2001, we will design atransportation program that works for you and yourtransferees. All of our household goods moves comewith award-winning van operators and a fleet secondto none in quality, plus a personal ASPR movecoordinator. Visit our website at barrettmoving.com,and discover more about us.

everything from resident workhours to accreditation updatesand physician workforce.

State Medical LicensureRequirements and Statistics—Keep up-to-date on changes instate licensure statutes; offers key state-by-state statistics onlicensing requirements, fees, license renewal, and continuingmedical education requirements.

Health Professions Career and Education Directory—Needinformation on allied health education? This resource lists 6,873educational programs and 2,800 educational institutions in 71different health professions, from radiographer and medicalassistant to art therapist, physician assistant, and rehabilitationcounselor.

For more information, contact:Fred Donini-Lenhoff312 464-4635Email: [email protected]/go/mededproducts

LocumTenens.com is a full-service physician and CRNArecruiting firm specializing in supplemental placementof anesthesiologists, cardiologists, radiologists,psychiatrists, surgeons, and CRNAs with U.S. hospitals,medical groups, and community health centers.LocumTenens.com provides a FREE Internet jobboard with direct access to more than 50,000 job-seeking physicians and CRNAs. Try RecruitRx, ourbroadcast email tool, or post your job today:www.locumtenens.com.


LocumTenens.com--Put the pressure on us.Phone: 770-643-5511Toll Free: 888-268-2456Fax: 770-643-5797www.locumtenens.com


We are celebrating our 10th year providing in-house recruitersaccurate contact and recruitment information of the graduatingclasses of physicians. We are proud to be an ASPR corporatecontributor for the past 8 years. We look forward to seeing youall in Denver this year and invite you stop by our booth for apersonal demonstration.

You’ll see we are different than most other ‘lists’ and/or databasesavailable today.

We don’t use offshore call centers to do our work for us, our ownstaff interviews each physician candidate directly, and we provideall information obtained directly to you. Profiles information savesyou hours of time by making your search more direct. You have


the ability to search all candidates, or onlythose who have a real interest in your areaand practice type. You can set your searchcriteria to find the right candidates for yourposition, and can search as many times asyou need for no additional charge.

We invite you to see how Profiles can simplify and streamlineyour recruitment process.

At Profiles, it’s our information but it’s your placement.

Call us toll free at 1-877-367-4772 or logon to www.ProfilesDatabase.com

Graduating Physicians Seeking Practice Opportunities


National Health Partners – A full service,nationwide search firm dedicated to therecruitment of physicians and mid-levelproviders. Our philosophy is predicated onresults, not unfulfilled promises. Promises areoptimistic, while results are concrete!Maximum effort since 1997.

Eric RubinVice President, National Health Partners1525 NW 3rd Street Suite 2Deerfield Beach, FL 33442Phone: 888-647-5005 Fax: 800-793-8028Website: www.nhpartners.com


Leading the healthcare staffing evolution is what PacificCompanies has been doing since its inception. Through innovativeweb-based technologies, thoroughly screening each qualifiedcandidate, and the most dynamic advertisements in the industry,Pacific Companies has the edge over our competitors on placingphysicians for our clients. Once a client engages with PacificCompanies, they feel the immediate difference and become arepeat client from that point forward for all of their recruitmentefforts. Our process of evaluating viable client sites and identifyingqualified candidates has resulted in the “Right Candidate for theRight Opportunity” motto here. It is through these intimate and

successful client relationships that Pacific Companies has evolvedas a Leader in the Healthcare Staffing and Consulting Market.

For a complete evaluation of your practice opportunities, stop byour booth at the ASPR meeting in Denver to discuss how we cansolve your healthcare staffing needs. Ask for Gary Cook or MikeMoore.

Visit our website www.pacificcompanies.com or call us at 800-741-7629.

Find the Right Fit with

As the official employment resource for the AAP, PedJobs.org isthe only career resource dedicated to bringing pediatricprofessionals together in a convenient and reliable forum.Employers can search by subspecialty, designation, location,or practice type–PedJobs has whatever you’re looking for.

Quality CandidatesReach thousands of qualified pediatric professionals with standardand featured postings. Choose an online only posting, a print adin AAP News or Pediatrics, or you can choose to do all three formaximum exposure.

Easy SearchSimplify your search with Resume Agent. When you set upyour ideal candidate criteria, Email Alerts will send you qualitycandidates daily.

Job StatisticsOrganize your search with Job Statistics. PedJobs providesdetailed reports to make your decision painless.

Registration is easy. Visit and start yoursearch today!

Need help registering?Call Customer Support at (888) 491-8833.



ASPR FEATURED BRONZE CONTRIBUTOR -Stevens Worldwide Van Lines will move your new physiciansinto their new homes with personalized attention and expertise.

Stevens is a leader in the relocation industry, with service forboth domestic and international moving and storage. With morethan a century in business and ISO 9001:2000 registration,Stevens has unrivaled experience and commitment to quality.

Because of your membership in ASPR, your medical facility andtransferring physicians will receive preferred services and benefitsfrom Stevens, including:

• Personalized attention from start to finish – A Stevens MoveCoordinator will be assigned to each transferee. The MoveCoordinator will be in contact with the transferee before,during, and after the move to assist with every step andanswer any questions.

• Preferred rates forinterstate moving andstorage

• Enhanced pick up anddelivery dates

• Optional “executive move” services, which include unpackingcartons and organizing items at a new home.

Even more benefits and additional pricing discounts are availableto organizations that become Stevens’ Preferred Clients.Contact Robin Gacek at 800-955-5421 or [email protected] for more information aboutbecoming a Preferred Client.

Meeting Your Future Staffing (and Staff’s) Needs

There’s been a lot of talk about the growing physician shortage,but much less about the changing needs of physicians and whatimpact this could have on patient care (and your challenges as ahiring executive).

Physician demographics are shifting, according to projectionsby the U.S. Department of Health and Human Services, HealthResources and Services Administration (HRSA). It’s been widelyreported that baby-boomer physicians are nearing retirement age,and while many plan to continue practicing medicine, they maychoose to do so only on a part-time basis. With work andretirement patterns differing systematically for males and females,the influx of women doctors could mean less hours per yearspent on patient care. Likewise, flexible work schedules are alsobeing sought by emerging physicians, who appear to value work/life balance more than previous generations.


What do these shifting demographics mean to physicianproductivity? HRSA predicts the average hours worked by futurephysicians is on the decline. Contrarily, improved training,technological advances, and increased use of supplementalstaffing could lead to increased productivity.

At Weatherby Locums, we believe the way to succeed in thenew era of healthcare is to embrace the changing needs ofphysicians and restructure your staffing model to meet theirexpectations. One alternative to hiring additional full-timephysicians is to staff locum tenens, which keeps revenue up aswell as staff morale and patient satisfaction.

To find out more about using supplemental staffing strategicallyto achieve objectives, call Weatherby Locums today at866.906.1636 or visit www.weatherbylocums.com.

Whitaker has been in business since 1989and provides permanent and locum tenenspositions for all specialties in bothgovernment and commercial settings.

ASPR FEATURED BRONZE CONTRIBUTOR - WHITAKER

Whitaker Medical, Ltd.1200 Enclave Parkway, Suite 200Houston, TX 77077Phone: 281-870-1000800-444-5628


also came to the realization that there was a better way to interview.Behavioral interviewing allows the interviewer or group to assessapplicants more thoroughly, fairly, and accurately. Using the jobrequirements (competencies) and the physician compact of myorganization, I settled on a standard listing of behavioral interviewquestions that also provided consistency and uniformity fromcandidate to candidate.

In the late 1970's, industrial psychologists studied theeffectiveness of traditional interviews and concluded that thestandard approach is not effective in predicting a candidate’sability or success to perform the role. Over time, organizationshave moved from a ‘get-to-know-you’ folksy style of interviewing to abehavioral format. Human resource consultants estimate that atleast one-fourth of all interviewers are using this strategy. Becausebehavioral questions are probing in nature, they may unsettle somecandidates. I have found that allowing time for a candidate to findthe example that fits the question is critical. Silence is okay.

By this time, you should have surmised that I’m sold on this methodof interviewing. Using a systematic approach reduces the likelihoodthat stereotypes, quick judgments, and popularity will play a role inthe hiring decision. At best, behavioral interviewing allows thecandidates to be evaluated on what they have accomplished, noton their interview performance. You can learn more about this topicat the 14th Annual Educational Forum this summer. A session on‘The Best of Behavioral Interviewing’ will be offered on Tuesday afternoon.Not only will you leave with a copy of my best interviewing questions,but we’ll also have a good time. Book your flights accordingly!

About the author:Gale Kriebich is Director of Service Excellence, Gundersen Lutheran,Mail Stop GB2-003, 1900 South Avenue, LaCrosse, WI [email protected]

(Behavioral Interviewing - cont'd from p. 1)


The ASPR Educational Forum in Denver is quickly approachingon August 12-15. Vendors are getting their exhibits and materialsready, participants are sending in their registrations and makingflight arrangements, and the Education Committee and ASPRstaff are working on last minute conference preparations.

We have an excellent program lined up this year, as you can seeon the following pages, and are anxious to see many of youonce again in Denver. This program provides an opportunity toobtain information from the many wonderful speakers, to networkwith other inhouse physician recruiters, and to have access tonumerous exhibitors who provide valuable services to inhousephysician recruiters. The Sunday evening "welcome reception,"

ASPR CONFERENCE EVENTSby Cindy Bagwell and Michele Burke, Conference Committee Co-chairs

Physician Recruitment 101Jumpstart your recruitment process; learn how to

increase your effectiveness and productivity.

Who should attend:New physician recruiters can lay the foundation for theirprofession by attending the 101 sessions. This also serves asa refresher and re-energizer for seasoned recruiters, and is thefirst component of the ASPR Fellowship Program.

why you should attend this session:Network with colleagues from around the country.Training for in-house recruiters by in-house recruiters.State-of-the-art information about our industry.Tools for your recruiting toolbox.Find the best way to source candidates.Learn the secrets of an effective site visit.Obtain proven methods in screening candidates.Begin to create your own personal recruitment resource library.The 101 is the first of three components of the ASPRFellowship Program.

Sunday, August 12, 20077:15 am Registration and Continental Breakfast

8:00 am Welcome ....... Marci Jackson, ASPR President

Moderators: Cindy Bagwell & Michele Burke

8:15 am Getting Organizedfor Recruiting ......................... Scott Lindblom

9:30 am Refreshment Break

9:45 am Sourcing Candidates ..............Carol Sullivan,Donna Loy

11:30 am Lunch

12:00 pm Screening Candidates ............Michael Griffin

1:00 pm Itinerary/Site Visit ........... Christine Bourbeau,Dana Butterfield

1:45 pm Refreshment Break

2:00 pm Physician Immigration Primer ... Greg Siskind

3:00 pm How to Determine Your RecruitingCosts Per Physician ................. Chris Kashnig

3:45 pm Panel: Questions for the Presenters

4:30 pm Adjourn and Exhibit Hall opens

5:00 pm Mentors and Mentees meet in 101 meeting room

6:00 pm Reception and hors d’oeuvres with exhibitorsin the Exhibit Hall

The Nuts & Boltsof Physician Recruiting

The 14th Annual Educational Forum

August 12-15, 2007The Hyatt Regency Denver at Colorado Convention Center

Denver, CO

sponsored by NALTO members and ASPR, gives attendees achance to become reacquainted with old friends and meet newones, and to spend some extra time with exhibitors.

We have many generous conference sponsors again this year,with special thanks to PracticeLink for sponsoring the Mondaylunch, and to CompHealth, New England Journal of Medicine,and PhysicianWork for sponsoring the Monday evening socialevent at "Wings Over the Rockies Air and Space Museum." Wewant to thank these and our many other conference sponsors(listing on page 40) whose support makes it possible for ASPR tobring you a program of this quality. Be sure to thank them whenyou see them at the conference in Denver.


ASPR Educational Forum

Monday, August 13, 2007

7:00 am Registration, Continental Breakfast withExhibitors

7:30 am Early Bird SessionREGIONAL DEVELOPMENTROUNDTABLES ............................. Dennis BurnsJoin others who are interested in discussing state andregional networks

Main Sessions8:30 am Welcome .......... Marci Jackson, ASPR President


9:00 am KEYNOTE: THRIVAL! NOT JUST SURVIVAL:CRAFTING CAREER FULFILLMENT ANDPERSONAL WELLBEING .... Kernan Manion, MDDr. Kernan Manion explores the key ingredients to careerfulfillment and the importance of living “intentionally”and setting your sights on thrival, not just survival.Part 1: “I’m Okay, You’re Okay...Then Again, Maybe

Not”What actually is burnout, what causes it, and what doyou need to do to get beyond it?

9:45 am Break in Exhibit Hall

10:15 am INTERACTIVE WORKSHOP:PREVENTING BURNOUT, CRAFTINGWELLBEING ........................ Kernan Manion, MDPart 2: Envisioning Thrival--The Art of Living--and

Working--WELL!

12:15 pm Lunch in Exhibit Hall1:45 pm BEST PRACTICES FOR PHYSICIAN

RECRUITMENT: KEY INSIGHTS FROMPHYSICIANS ............................ Jennifer CognettaThe New England Journal of Medicine, in partnershipwith ASPR, conducted an independent blind studyamong physicians to determine best practices forphysician recruitment. A summary of results from aseries of one-on-one phone studies will provide insightinto physicians’ perceptions of the job seeking processfrom the initial contact through hire.

2:45 pm Break in Exhibit Hall

3:30 pm Concurrent SessionsDEVELOPING MARKETING MATERIALS FORRECRUITMENT ........................ Susan WadhwaniWhat information should you have on your table at anexhibit? How do you develop marketing materials yourself?How do you work better with your marketing department?Do you want to jazz up your brochure and make a betterimpact? Learn the who, what, when, where, and why todeveloping marketing materials for recruitment.

HUMAN RESOURCES LEGISLATION ANDPHYSICIAN RECRUITMENT .......... Scott ManningThis session will explore legalities that govern the recruitment/employment relationship. You will learn about HR basedlegislation and how it relates to your organization. Discussionwill center on how to work within legal parameters, avoidpotential downfalls, and what you can and can’t do. Casestudies will illustrate real life examples. You will leave thissession with suggestions for “best practices” which you cantake back and implement.

HOW TO IMPROVE YOUR ROI (RETURN ONINVESTMENT) WHEN DISPLAYING AT ANATIONAL CONVENTION .................... Bob BushFind out more about sending mailers before the conference,booth setup, driving traffic to your booth, interested qualifiedcandidates, where to put your booth, and other valuable tipsto increase your return on investment.

4:30 pm ADJOURN

5:30 pm THE MONDAY EVENING SOCIAL EVENT is at the“Wings Over the Rockies Air and Space Museum.” Joinus at this incredible museum where we will have livemusic, great food, beverages, and a sensory experienceyou won’t forget. Upon entering this 1930s-era former AirForce hanger, you are greeted by a massive B-52Stratofortress. The hanger is home to over three dozenhistoric airplanes and space vehicles, with WINGS beingthe only place in the world outside of the SAC Museum inNebraska where you can see a B-1A Lancer. Hands-onflight simulators and two open aircraft cockpits will beavailable during the event for you to view. Housed informer Air Force classrooms, exhibits include the Scienceof Flight, the History of Avionics, the Flying Tigers, and theColorado Aviation Historical Society Heritage Hall.

Tuesday, August 14, 2007

7:00 am Continental Breakfast in Exhibit Hall

7:00 am Early Bird SessionsSTARK ............................. Henry “Buzz” Cleveland

IMMIGRATION ................................ Greg SiskindLearn more about Stark and immigration laws forphysicians.

Main SessionsModerators: Cindy Bagwell & Michele Burke

8:30 am THE CRISIS IN PRIMARY CARE....................................... Daniel Fahrenholtz, MD

There is growing evidence that shortages are developing forUS physicians, particularly in internal medicine and familymedicine. Current projections indicate that there will be aninadequate supply of primary care physicians to meet theneeds of the aging US population. The decline is a result ofmultiple factors, including a dysfunctional payment systemfor physician services, increasing paperwork requirements,and progressive cuts in medicare reimbursement. Thispresentation will address the multiple factors influencing theshortage of primary care physicians.


Physician Recruitment 201Broaden and enhance your knowledge base for

recruitment.

Who should attend:The “101” has laid the foundation for recruiters. Now recruiterscan build on that base with the “201” program, which is designedto address topics important to compensation, orientation,relocation, and retention. This is also the second componentof the ASPR Fellowship program.

why you should attend this session:Network with colleagues from around the country.Training for in-house recruiters by in-house recruiters.Hear state-of-the-art information about our industry.Obtain tools for your recruiting toolbox.Find the best ways to court, close, and keep a physician.Learn ways to develop a relocation policy while workingwithin the IRS guidelines.Review physician compensation and what’s necessary tobe competitive while remaining within your budget.Add to your personal recruitment resource library.The 201 is the second of three components of the ASPRFellowship Program.

Wednesday, August 15, 2007

7:15 am Registration and Continental Breakfast

8:00 am Welcome .......... Marci Jackson, ASPR President


8:15 am Provider Compensation & Incentive Plans;Salary Surveys ...........................Bruce Johnson

9:30 am Refreshment Break

9:45 am The Offer: Selling It - Closing It - Keeping itClosed .............. Marci Jackson, Denise Siemers

11:00 pm Recruitment of Mid-levels & Non-physicianRelated Positions .... Scott Lindblom, Deborah Baca

12:00 am Lunch

1:00 pm How to Develop a Relocation Policy &Procedure for Your Department.................. Christine Bourbeau, Dana Butterfield

1:45 pm Refreshment Break

2:00 pm Provider Orientation ................ Laura Screeney

3:00 pm Retention Matters ............................ Donna Loy

4:00 pm Panel: Questions for the Presenters

4:30 pm Adjourn

9:45 am DIRECTIONS FROM THE DIRECTOR....................................................Dana ButterfieldFind out more about the ASPR Fellowship Program,what ASPR is doing, and where we’re going.

10:15 am Break in the Exhibit Hall

10:45 am PHYSICIAN PANELIncluded in this panel are physicians from differentfields of medicine who have been in practice forvaried lengths of time. Find out what attracted themto their current positions, what makes them stay,and/or why they moved from a previous position,what ads and websites caught their interest, howthey chose which job fairs to attend, and more.

12:00 pm Lunch & ASPR Business Meeting

1:30 pm Prize Drawings in the meeting room

2:15 pm Stretch Break

2:30 pm QUESTION & ANSWER: THE BEST OFBEHAVIOR INTERVIEWING .......... Gale KreibichAsking candidates to provide specific examples ofpast behaviors, illustrating their ability to do the job,is a guaranteed predictor of how they will performfor your organization. This high energy sessionprovides you a systematic and professional methodin determining the job requirements, the ‘nuts andbolts’ of gathering accurate candidate information,and a strategy for evaluating your collected data.There will be opportunity for your own ‘question andanswer.’

3:45 pm MEASURING THE STRATEGIC IMPACT OFRECRUITING ................................ Kevin KnutsonApplying personal experience, we will look at why itis important to measure the impact of recruiting,various methods of measurement, and theintegration of recruiting measures into broadermeasurements for your organization. We will alsocover, in broad terms, how to implement this typeof project within a large, multi-site organization, andsome of the pitfalls to avoid in the process.

4:45 pm Adjourn


Registration Form

Enrollment is limited--register early. Early registration deadline is July 1.

NAME: ___________________________________________________________________________________

POSITION/TITLE: ____________________________________________________________________________

ORGANIZATION: _____________________________________________________________________________

ADDRESS: ________________________________________________________________________________

CITY/STATE/ZIP: ____________________________________________________________________________

PHONE: __________________________________________ FAX: ____________________________________

EMAIL: ___________________________________________________________________________________

Fourteenth Annual Educational Forum ~ August 12-15, 2007

The Nuts & Bolts of Physician Recruiting

For office use only.

Please complete all 5 sections below:

1-Monday - CONCURRENT SESSION SIGNUP - check 1:3:30 pm Developing Marketing Materials for Recruitment

HR LegislationHow to Improve Your Return on Investment

2-Monday - RESERVATION - Evening Event at Wings Over theRockies Air and Space Museum - check 1: (JULY 1 RESERVATION DEADLINE)

Yes, I PLAN TO ATTEND

No, I AM UNABLE TO ATTEND

3-Tuesday - EARLY BIRD SESSION SIGNUP - check 1:7:15 am Yes, I PLAN TO ATTEND (check one): . Stark . Immigration

No, I DON’T PLAN TO ATTEND

4-REGISTRATION FEES: (Discounted registration deadline is July 1)Member Non-Member

by 7/1 after 7/1 by 7/1 after 7/1Recruiting 101 (Sun) ............................. $300 ..... $330 .......... $525 ..... $555101 & Educ Forum (Sun-Tues) .............. $475 ..... $505 .......... $700 ..... $730101, Ed Forum, & 201 (Sun-Wed). ........ $625 ..... $655 .......... $850 ..... $885Educational Forum (Mon-Tues) ............. $350 ..... $380 .......... $575 ..... $605Educ Forum & 201 (Mon-Wed) ............. $500 ..... $530 .......... $725 ..... $755Recruiting 201 (Wed) ............................ $325 ..... $355 .......... $550 ..... $585

Registrations must be Postmarked By 7/1 to receivethe discounted rate. $ ____________________

5-PAYMENT INFO: (Payment must be received to guarantee registration)Enclosed is $ ______ in payment of the meeting. Check payable to “ASPR.”Please charge my: Visa, Master Card $ _________ in payment of the meeting.

Card # ____________________________________________ Exp. Date ____________Credit Cardholder’s Name __________________________________________________Signature _______________________________________________________________


Monday Lunch ($20,000)

Evening Event ($10,000)

CompHealth

NEJM

PhysicianWork.com

Monday Break ($7500)

Medical Doctor Associates

Diamond ($7500)

NEJM

Sunday 101 Lunch ($5000)

Health eCareers

Ruby ($3000)

JAMA

Opal

CompHealth ($2000)

Adkisson Consultants ($1250)

American Academy of Pediatrics ($1000)

American College of Physicians ($1000)

Dowden Health Media ($1000)

Inhouse Assist ($1000)

PracticeMatch ($1000)

Conference Sponsorships

Reception

Concorde Staff Source ($2000)

CompHealth ($1000)

Interim Physicians ($1000)

Linde Healthcare ($1000)

LocumTenens.com ($1000)

Staff Care Inc. ($1000)

VISTA Staffing ($1000)

Whitaker Medical ($1000)


WELCOME NEW ASPR MEMBERSCarrie AgibinikStatewide Recruiting ManagerAlaska Native Tribal Health

Consortium4831 Old Seward Hwy, Ste 107Anchorage, AK 99503Phone: 907-729-3679Toll Free: 800-528-6680Email: [email protected]

Jill AlleyManager Physician Relations/

RecruitingMercy Medical Center Merced301 East 13th StMerced, CA 95340Phone: 209-385-7276Email: [email protected]

Nan AmaralHR DirectorMaui Medical Group2180 Main StWailuku, HI 96793Phone: 808-242-4267E-Mail: namaral@

mauimedical.com

Pat AndersonExec. Director, Network Dev.Boston Medical CenterOne Boston Medical Center PL

Gambro 3Boston, MA 02118Phone: 617-414-4030Email: patricia.anderson@

bmc.org

Holly AndersonPhysician RecruiterMinistry Health Care900 Illinois AveStevens Point, WI 54481Phone: 715-342-6583Toll Free: 800-420-2622Email: andersonhm@

smhosp.org

Robert AustinDirector; Outreach, Business

Development & PhysicianRecruitment

Poudre Valley Health System2809 E Harmony Rd, Ste 200Fort Collins, CO 80525Phone: 970-297-6780Email: [email protected]

Theresa BarfieldPhysician RecruiterWichita Clinic3311 E MurdockWichita, KS 57208Phone: 316-689-9210Toll Free: 800-876-5111 x9210Email: barfieldtl@

wichitaclinic.com

Mary BarnhillRecruiterUniversal Health Services, Inc2151 Peachford RdAtlanta, GA 30338Phone: 866-227-5415Email: mary.barnhill@

uhsinc.com

Kris CablePhysician RecruiterProvidence Health & Services4224 NE Halsey St, Ste 320Portland, OR 97213Phone: 503-216-5468Toll Free: 866-504-8178Email: kris.cable@

providence.org

Crystal CarrHR ManagerRegional Women’s Health

Management, LLC227 Laurel Rd., Ste 300One Echelon PlazaVoorhees, NJ 08043Phone: 856-669-6050Email: [email protected]

Katherine ChalkleyRecruitment SpecialistGreater Houston

Anesthesiology, P.A.2411 Fountain View, Ste 200Houston, TX 77057Phone: 713-458-4162Email: kchalkley@

choosegha.com

Tammy ChauffPhysician RecruiterNorth Oaks Health SystemPO Box 2668Hammond, LA 70404Phone: 985-230-6572Email: [email protected]

Susan CookPhysician RecruiterSt. Joseph’s/Candler Health Sys602 E 72nd StSavannah, GA 31405Phone: 912-819-7800Email: [email protected]

Christie DraperPhysician RecruiterSt. John’s Clinic1965 S Fremont Ave, Ste 320Springfield, MO 65804Phone: 417-820-6279Toll Free: 800-535-9443Email: [email protected]

Rebekah DriggersManager, Physician & Specialty

RecruitmentMoses Cone Health System1200 N Elm StGreensboro, NC 27401Phone: 336-832-7784Email: rebekah.driggers@

mosescone.com

Michael DudaSenior Staffing Consultant,

Doctor RecruiterBN!D Services650 International PkwyRichardson, TX 75081Phone: 972-764-3064Email: mike.duda@

brightnow.com

JoAnne DuncanPhysician RecruiterGalen Inpatient Physicians2100 Powell St., Ste 900Emeryville, CA 94608Phone: 510-350-2680Toll Free: 800-842-2619Email: duncanj@

medamerica.com

Nancy DunlapManager Physician Resource

PlanningPeaceHealth/ Sacred Heart

Medical CenterPO Box 97440Eugene, OR 97440Phone: 541-341-4595Toll Free: 800-365-8990Email: ndunlap@

peacehealth.org

Judy DunlapOffice CoordinatorBanner Health2010 -16th St., Ste BGreeley, CO 80631Phone: 970-392-2099Toll Free: 866-585-5418Email: judy.dunlap@

bannerhealth.com

Greg DysonPractice AdministratorSterling Regional Med Center615 FairhurstSterling, CO 80751Phone: 970-521-3252Email: greg.dyson@

bannerhealth.com

Deborah EnanyDirector, Physician Recruitment

& Business Dev.Memorial Hermann Memorial

City Hospital921 Gessner RdHouston, TX 77024Phone: 713-242-3738Email: deborah.enany@ memorialhermann.org

Karyn FarrellPhysician RecruiterCarilion Health System213 S Jefferson St, Ste 1401Roanoke, VA 24011Phone: 540-224-5383Toll Free: 800-856-5206Email: [email protected]

Monica FleegelHR GeneralistAlbert Lea Medical Center-

Mayo Health System404 W Fountain StAlbert Lea, MN 56007Phone: 507-377-6249Email: fleegel.monica@

mayo.edu

Barbara FleemanSupervisor, Physician

Resource CenterSwedish American Health

System2550 Charles StRockford, IL 61108Phone: 815-391-7073Email: bfleeman@ swedishamerican.org


NEW MEMBERS - continuedSarah FosterPhysician RecruiterCarolinas Healthcare Sys.720 E Morehead St, Ste 301Charlotte, NC 28202Phone: 704-355-5030Toll Free: 800-847-5084Email: sarah.foster@ carolinashealthcare.org

Marsha FowlerPhysician RecruiterBanner Health3141 N 3rd AvePhoenix, AZ 85013Phone: 602-640-3491Toll Free: 866-585-5418Email: marsha.fowler@ bannerhealth.com

Thomas GaskinsAssociate Director of

Recruitment & RetentionVirginia Primary Care Assoc.6802 Paragon Pl, Ste 625Richmond, VA 23230Phone: 804-378-8801 x13Toll Free: 800-966-8272Email: [email protected]

Kelly GeigerMed Staff Recruitment CoordAdvanced HealthcarePO Box 090996Milwaukee, WI 53209Phone: 262-532-6792Email: [email protected]

Ragan Goodgame SmithDirector, Physician Dev.Memorial Hermann SE11800 Astoria BlvdHouston, TX 77089Phone: 281-929-4369Email: ragan.goodgame@ memorialhermann.org

Constance GrazelSenior AdministratorLiberty Healthcare Corp.401 City Ave, Ste 820Bala Cynwyd, PA 19004Phone: 610-668-8800Toll Free: 800-331-7122Email: connieg@

libertyhealth.com

Jeannie GreenPhysician Services ManagerFairmont Medical Center800 Medical Center DrPO Box 800Fairmont, MN 56031Phone: 507-238-8596Email: [email protected]

Colin HarrisPhysician RecruiterCatholic Healthcare West

Medical Foundation3160 Folsom BlvdSacramento, CA 95816Phone: 916-733-3415Email: [email protected]

Karen HeightRecruitment CoordinatorBanner Health2010 -16th St., Ste BGreeley, CO 80631Phone: 970-392-2075Toll Free: 866-585-5418Email: karen.height@

bannerhealth.com

Tangie HernandezPhysician Recruitment

CoordinatorBanner Health3141 N 3rd AvePhoenix, AZ 85013Phone: 602-640-3688Toll Free: 866-585-5418Email: tangie.hernandez@

bannerhealth.com

Kevin HockenberryDirector of Planning &

Physician RecruitmentAltoona Regional Health System2500 Seventh AveBon Secours CampusAltoona, PA 16602Phone: 814-889-4107Email: phockenberry@

altoonaregional.org

Amie HoerathSpecialty RecruiterHCA Midwest Division2136 E Meyer BlvdKansas City, MO 64132Phone: 816-276-4365Toll Free: 800-788-1787Email: amie.hoerath@

hcahealthcare.com

Selina IrbyPhysician RecruiterCheyenne Regional Med. Ctr214 E 23rd StCheyenne, WY 82001Phone: 307-432-2648Toll Free: 800-267-0690Email: selina.irby@

crmcwy.org

Brian JeromePhysician RecruiterKootenai Medical Center2003 Lincoln WayCouer d’Alene, ID 83814Phone: 208-666-2000Toll Free: 866-708-3984Email: bjerome@

kmcmail.kmc.org

Nancy JuntunenPhysician & Provider

RecruitmentBrainerd Lakes Integrated

Health Systems2024 S 6th StBrainerd, MN 56401Phone: 218-454-5800Email: nancy.juntunen@

sjmcmn.org

Heidi KelsoPhysician RecruiterCentral Valley Medical Center48 W 1500 NNephi, UT 84648Phone: 435-623-3115Email: [email protected]

Susan KiernanVice President of DevelopmentNathan Littauer Hospital99 E State StGloversville, NY 12078Phone: 518-773-5504Email: [email protected]

Stacey KooglerPhysician RecruiterMidwest Emergency Dept Ser.103 N Oak StO’Fallon, IL 62269Phone: 618-624-3368Toll Free: 888-577-6337Email: stacey.koogler@

er-meds.com

Amy KoonsMedical Staff RecruiterReid Hosp & Health Care Ser.1401 Chester BlvdRichmond, IN 47374Phone: 765-983-3126Toll Free: 800-755-3104Email: koonsa@

reidhosp.com

Brenda KrullPhysician RecruiterAlegent Health810 N 96th St, Ste 201Omaha, NE 68114-2499Phone: 402-343-4519Toll Free: 877-244-8027Email: [email protected]

Lauren LambertSenior Recruitment Coord.Rural Health Educ & Services1010 N. KansasWichita, KS 67214Phone: 316-293-2649Toll Free: 888-503-4221Email: [email protected]

Patti LangdonSenior Physician RecruiterProvidence Health & Services4224 NE Halsey St., Ste 320Portland, OR 97213Phone: 503-216-5458Toll Free: 866-504-8178Email: patti.langdon@

providence.org

Karen LindstrumPhysician RecruiterAspirus Clinics3000 Westhill Dr., Ste 305Wausau, WI 54401Toll Free: 800-792-8728Email: [email protected]

Richard LitwinPhysician RecruiterCrozer Keystone Hlth Network2602 W 9th St 2nd Floor MOBChester, PA 19013Phone: 610-497-7428Email: richard.litwin@

crozer.org

Beverly MannPhysician Recruitment

AssociateCharleston Area Medical

Center, IncPO Box 1574Charleston, WV 25326-1547Phone: 304-388-7585Toll Free: 866-551-8927Email: beverly.mann@

camc.org

Eric MartinPhysician RecruiterHolzer Clinic90 Jackson PikeGallipolis, OH 45631Phone: 740-446-5965Email: emartin@

holzerclinic.com

Cheryl MartinDirector of Human ResourcesColumbia Memorial Hospital2111 Exchange StAstoria, OR 97103Phone: 503-338-7505Email: cheryl_martin@ columbiamemorial.org


NEW MEMBERS - continuedTina McLaughlinMedical Staff RecruiterJohnston Memorial Hospital351 Court St NEAbingdon, VA 24210Phone: 276-619-9720Email: [email protected]

Heather MillerProvider RecruiterSolantic Urgent Care8711 Perimeter Park Blvd, Ste 6Jacksonville, FL 32216Phone: 904-248-4075Email: heathermiller@

solantic.com

Karen MitchellHuman Resources Manager/

EmploymentLakeland Regional Medical Ctr1324 Lakeland Hills BlvdLakeland, FL 33840Phone: 863-284-1934Email: karen.mitchell@

lrmc.com

Laurie NashChatham-Kent Medical

Recruitment Division435 Grand Ave W PO Box 1230Chatham, Ontario, CANADA

N7M 5L8Phone: 519-351-1228 x2051Email: laurien@

chatham-kent.ca

Julia NellisSpecialistPeaceHealth Medical Group1162 Willamette StEugene, OR 97401Phone: 541-687-6211Email: jnellis@

peacehealth.org

Kirk OsgoodPhysician RecruiterCheyenne Regional Med Ctr214 E 23rd StCheyenne, WY 82001Phone: 307-633-7774Toll Free: 800-267-0690Email: kirk.osgood@

crmcwy.org

Ronita PalPhysician Recruitment

CoordinatorSutter Gould Medical Group600 Coffee RdModesta, CA 95355Phone: 209-550-4796Email: [email protected]

Vickey PattonPhys. Relationship SpecialistPresbyterian Hospital of Allen1105 Central Expressway

North, Ste 140Allen, TX 75013Phone: 972-747-6552Email: vickeypatton@

texashealth.org

Valerie PaulRecruiterSwedish Physician Division600 University St, Ste 1200Seattle, WA 98101Phone: 206-320-5283Email: valerie.paul@

swedish.org

Efram PellerDirector Physician RelationsSt. Luke’s Cornwall Hospital70 Dubois StNewburgh, NY 12550Phone: 845-568-2086Email: epeller@

slchospital.org

Rebecca RakesPhysician Retention

CoordinatorCarilian Health SystemPO Box 40032Roanoke, VA 24022Phone: 540-224-5382Email: rrakes@

carilian.com

Penne RichardsDirector of Physician

RecruitmentUMC Health System602 Indiana AveLubbock, TX 79415Phone: 806-775-8733Email: penne.richards@ umchealthsystem.com

Rafael RivasDirector of Physician

RecruitmentKaweah Delta Health Care

District Hospital400 W Mineral King AveVisalia, CA 93291Phone: 559-624-2899Toll Free: 800-332-2505Email: [email protected]

Jaclyn RuminskiRecruiterChenango Memorial Hospital179 N Broad StNorwich, NY 13815Phone: 607-337-5627Email: jaclyn_ruminski@

uhs.org

Evie Sabean CroucherMPRI Program CoordinatorPARI-MP460-5991 Spring Garden RdHalifax, Nova Scotia, CANADA

B3H 1Y6Phone: 902-404-3596Toll Free: 877-972-7467Email: [email protected]

Joseph SchmierVice President of Human

ResourcesNorthern Montana Hospital30 Thirteenth StHavre, MT 59501Phone: 406-262-1109Toll Free: 800-352-5091 x1109Email: schmjosb@

nmhcare.org

Cindy ScottRecruitment AssociateMercy Medical Center-North

Iowa1000 -4th St SWMason City, IA 50401Phone: 641-422-7939Toll Free: 800-433-3883Email: scottcl@

mercyhealth.com

Sharee SelahCorporate Physician RecruiterUniversity of Maryland Medical

System110 S Paca St 9th Fl, Room S-

121Baltimore, MD 21201Phone: 401-328-5817Email: [email protected]

Jessica ShadleDirector of Physician

RecruitmentIvinson Memorial Hospital255 N 30th StLaramie, WY 82070Phone: 307-742-2142 x6053Email: jessicas2@

ivinsonhospital.org

Kendra Shea KnudsenPhysician RecruiterSacred Heart Hospital900 W Clairmont AveEau Claire, WI 54701Phone: 715-839-4432Email: kknudsen@

shec.hshs.org

Cindy SilerCEOThe Rural Partnership500 Interstate Blvd Ste 203Nashville, TN 37210Phone: 615-242-7872Email: cindy.siler@

trhrrc.com

Adele SkinnerPhysician RecruiterPeacehealth - St. Joseph

Hosp2901 Squalicum PkwyBellingham, WA 98225Phone: 360-788-6877Toll Free: 800-541-7209

x6877Email: askinner2@

peacehealth.org

Rosa SolanoDirector, Physician

RecruitmentBanner Health3141 N 3rd AvePhoenix, AZ 85013Phone: 480-461-2481Toll Free: 866-585-5418Email: rosa.solano@

bannerhealth.com

Shawn StampfliSpecialty RecruiterHCA Midwest Division2136 E Meyer BlvdKansas City, MO 64132Phone: 816-276-4360Toll Free: 800-788-1787Email: shawn.stampfli@

hcahealthcare.com

Clayton TebbettsPhysician RecruiterSt. Vincent’s Medical Center2800 Main StBridgeport, CT 06606Phone: 203-576-6204Email: ctebbetts@

stvincents.org


NEW MEMBERS - continuedDenise ThrasherPhysician Recruitment Coord.Banner Health3141 N 3rd AvePhoenix, AZ 85013Phone: 602-640-3674Toll Free: 866-585-5418Email: denise.thrasher@

bannerhealth.com

Kit ThroneberrySpecialty Physician RecruiterHCA Physician Services-

Methodist HealthcareServices, San AntonioPartnership

22502 Westbrook Cinco LnKaty, TX 77450Phone: 281-693-6898Email: kit.throneberry@

hcahealthcare.com

Douglas Webster, M.D.Director Physician RecruitmentBanner Health2010 -16th St., Ste BGreeley, CO 80631Phone: 970-350-6786Toll Free: 866-585-5418Email: douglas.webster@

bannerhealth.com

Kenneth WellerritterDirector, Physician ResourcesMidwest Emergency

Department Services103 N Oak StO’Fallon, IL 62269Phone: 618-624-3368Toll Free: 888-577-6337Email: kenw@

er-meds.com

Dolly WillemsPhysician RecruitmentPrevea Health2710 Executive DrPO Box 19070Green Bay, WI 54307Phone: 920-272-1182Toll Free: 888-277-3832Email: dollyw@

prevea.com

Le Anne WilsonManager, Physician Support

ServicesCardinal Health System, Inc2401 University AveMuncie, IN 47303Phone: 765-751-6111Email: lwilson@

chsmail.org

WELCOME BACK!The following people were previous members of ASPR, and have now rejoined. Welcome Back!

Sean EllsworthDirector, Recruiting ServicesChristiana Care Health

System501 West 14th St Human

ResourcesWilmington, DE 19801Phone: 302-428-5763Email: sellsworth@

christianacare.org

Jeff ForrestDirector Physician

RecruitmentWestern Plains Medical

Complex3001 Avenue ADodge City, KS 67801Phone: 620-225-8442Email: [email protected]

Peggy GrafProfessional Staff RecruiterGeisinger Health System529 Terry Reiley WayPottersville, PA 17963Phone: 570-624-4405Toll Free: 800-845-7112Email: psgraf@

geisinger.edu

Linda HamarManager, Physician

RecruitmentTexas Health Resources611 Ryan Plaza Dr, Ste 1400Arlington, TX 76011Phone: 214-345-4263Toll Free: 800-945-0430Email: lindahamar@

texashealth.org

Wendy HauptliPhysician RecruiterBanner Health3141 N 3rd AvePhoenix, AZ 85013Phone: 602-640-3491Toll Free: 866-585-5418Email: wendy.hauptli@

bannerhealth.com

Julie Lambert, CMSRCoordinator, Physician

RecruiterAlegent Health810 N 96th St, Ste 201Omaha, NE 68114-2499Phone: 402-343-4517Toll Free: 877-244-8027Email: lambert@

alegent.org

Randall (Randy) MitchellRegional Manager, Physician

StaffingIPC - The Hospitalist Company4545 Post Oak Place, Ste 110Houston, TX 77027Phone: 800-582-8134Email: rmitchell@

ipcm.com

Rebecca ShippDirector of Physician

RecruitmentHospitalists Management Grp4535 Dressler Rd NWCanton, OH 44718Phone: 330-492-6400Toll Free: 866-464-7497Email: rshipp@

hmgdoc.com


ASPR EMPLOYMENT HOTLINEComplete current job &"where to apply" info can be found

in the "Members Only" section of the ASPR website.

If you hear about a recruiting positionavailable, call Bonnie in the ASPR officeat 800-830-ASPR (2777). For informationon the most recent job listings, and formore extensive information on theselisted opportunities, check the memberssection of the ASPR website -www.aspr.org.

Physician Services SpecialistDean Health System, Southern WisconsinAre you looking for a challenging careerwith an organization on the move? DeanHealth System is a physician owned anddirected multi-specialty group with over500 physicians and more than 60 cliniclocations in Southern WI. We are the thirdlargest group practice in Wisconsin, andare among the top 50 largest in the UnitedStates. We are seeking an experiencedprofessional for an exciting opportunity asa Physician Services Specialist. Thisposition will have primary responsibility forall aspects of the post-hire physicianrecruitment process. This position will alsohave some involvement in the pre-hirerecruitment process as well as otherduties related to physician employment.Ideal candidates will possess a Bachelordegree in Healthcare, Human Resources,or a related field, along with 3 years ofrelevant experience. We offer EXCELLENTbenefits, compensation, and work-lifebalance.For more information please contact:Michael Bledsoe, Human ResourcesManager; Phone: 800-279-9966 ext. [email protected] EEO/AA

Physician RecruiterEmCare, Santa Barbara, CAAre you looking for a GREAT opportunityin Sunny Santa Barbara, California? Areyou a results-driven recruiter? Then wehave the perfect opportunity for you!EmCare is the nation’s leading emergencypractice management company withextensive resources and superior supportprograms developed in partnership withhundreds of hospitals and thousands ofphysicians. (Employment Hotline - cont'd on p. 46)

We seek an enthusiastic individual withexperience in healthcare to support ournational recruitment initiatives in our SantaBarbara office. The purpose of this positionis to place qualified physician and mid-level providers at client hospitals.Qualifications: Excellent written and oralcommunication skills, solid negotiationcapabilit ies, sales or marketingexperience required, self- motivated toexceed goals, results-orientated, highlyorganized, and proficient in MicrosoftOffice. College degree preferred orequivalent working background, minimumof one year of recruitment, healthcare, orsales experience.We offer a competitive base salary plus avery generous incentive program, excellenthealth benefits and 401K. (E.O.E.)Interested Candidates should forward theirMS Word formatted resumes to:[email protected] use reference code PW-PR. orFax to 214-712-2444

Recruitment ConsultantSound Inpatient Physicians, Tacoma, WASound Inpatient Physicians is looking fora Recruitment Consultant. This person willbe responsible for developing trustedadvisor relationships with physicianspositioning Sound as the hospitalist firmof choice. Person will source and screencandidates and provide consultativeservices to physicians and Soundpractices/clients as a part of therecruitment process.JOB QUALIFICATIONS:• 3+ years experience in physician

recruiting or equivalent physician sales/healthcare experience

• possess a track record of fi l l ingsearches and/or closing deals

• demonstrate ability to foster andmaintain mutually respectful physicianrelationships

• display a level of sophistication thatallows easy interaction with existing andpotential Sound physicians, as wellemployees and clients

• Bachelor’s Degree requiredESSENTIAL JOB FUNCTIONS:• be prepared to successfully fi l l

physician searches• exhibit a comprehensive understanding

of physician practice issues• relate well to physicians and clients• ability to effectively manage projects

and strategize accordingly• strong organizational and

communication skills, well-developedgrammar and composition skills

• ability to handle a heavy workload underdeadlines with minimal supervision

• ability to independently understand,follow and implement complexinstructions

• ability to interface effectively withinternal and external contacts

• demonstrate flexibility and the ability toprioritize tasks and meet deadlines infast paced environment

• detail and accuracy is required• proficiency in Word, Excel and

PowerPoint and database management• responsibilities include appropriate

presentation of physician candidates,knowledge of medical l icensingrequirements, maintenance of files andcomposition of routine correspondenceand report

• Ability to travel (TBD)• Positively project the values and goals

of Sound with sophistication andmaturity required to build credibility withphysicians, employees and clients.

Interested applicants, please email yourresume to:[email protected] more information, please visitwww.soundphysicians.com

Physician RecruiterBanner Health, Phoenix, AZBanner Health, Arizona’s largesthealthcare provider has an opportunity fora Physician Recruiter. This position willbe a part of the Banner Health ArizonaRegion leading the strategic recruitmentof employed and private practicephysicians. Responsible for leading thedevelopment and revision of strategicmedical staff plans, marketing efforts,directing and performing all aspects of therecruitment process to include negotiation


EMPLOYMENT HOTLINE - continued

of contracts, etc. Bachelor’s degree orequivalent experience in business,healthcare, public relations, marketing orrelated field or equivalent experiencerequired. Must have five years experiencein physician recruitment for a largehealthcare system. Highly effective verbal,written and computer skills essential. Thisposition is located in Central Phoenix,Arizona, any questions [email protected].

Physician RecruiterColumbia Memorial Hospital, Astoria, ORColumbia Memorial Hospital is looking foran exceptional person to be ourProfessional Physician Recruiter who willpartner with management and medicalstaff to oversee the recruitment functionfor needed physicians, includingdetermining the most qualified applicants,analyzing professional and personalneeds, orchestrating interviews and sitevisits, engaging community members andlocal physicians, develop marketing andappropriate advertising, developing newand effective methods of recruitment.For more information please visit:www.columbiamemorial.org.

Director of PhysicianDevelopmentFerrell-Duncan Clinic, Springfield, MOFerrell-Duncan Clinic, a rapidly expandingmulti-specialty group of 100+ physicians,seeks an experienced Director ofPhysician Development. The qualifiedcandidate will have 3+ years experiencein physician recruitment either through ahealthcare organization or a search firm,plus a BA/BS degree in a related field.This individual will work as a member ofthe FDC senior management team toidentify current and future physicianrecruitment needs, develop physicianengagement and retention strategies, anddetermine budget requirements relative tophysician recruiting. Responsibilitiesencompass the full cycle of the physicianhiring process including proactivesourcing, screening, interviewing andsupporting candidates during the selectionprocess. Ability to utilize diverse multi-sourcing techniques including internet,direct mail campaigns, advertising andnetworking is required. As well as being aproblem solver and risk taker who cansuccessfully apply his/her experience,

judgment and creativity to both long andshort-term business situations, excellentinterpersonal and communication skills,ability to work independently with aminimum of supervision, ability to workwell with clinic personnel and medical staffand a demonstrated ability to buildrelationships with physicians are required.Ferrell-Duncan Clinic is located inSpringfield, Missouri and is affiliated withCox Health System, a 1,000+ bed, not-for-profit community health system andthe largest employer in the region. Therapidly growing Southwest Missouri areaoffers the opportunity to experience fourseasons with diverse outdoor recreationalactivities. An excellent school systemincluding several universities and collegesprovide year round access to the fine artsand sporting events. The low cost of living,exceptional real estate values and anoutstanding quality of life, couples with acompetitive salary and benefits package,make this an excellent employmentopportunity.Qualified candidates should apply on-lineat www.coxhealth.com and do one of thefollowing: email a resume to HR :[email protected], or fax aresume to Cox Health Human ResourcesDepartment at 417-269-5450, or mail aresume to: Cox Health Human ResourcesRecruitment Office, 3801 South NationalSpringfield, MO 65807

Provider Recruitment ManagerClarian Arnett Health, Lafayette, INA unique opportunity exists to lead theProvider Recruitment Department atClarian Arnett Health in Lafayette, Indiana,a joint venture between Arnett Health oneof the largest multi-specialty groups inIndiana and Clarian Health the leadingHospital System in Indiana. Our healthsystem consists of a growing 140 plusphysician group practice, 30 midlevelproviders and the new Clarian ArnettHospital which will open in the fall of 2008.We are looking for someone to lead oureffort in recruiting premier providers to oursystem. Previous experience in recruitingprofessional level staff is a must along withexcellent communication, marketing andleadership skills. Bachelor’s degreerequired. Interested applicants shouldapply at www.clarianarnett.com.EOE

Physician RecruiterOverlake Hospital Medical Center,Bellevue, WAOverlake Hospital Medical Center is a 337bed, not-for-profit regional medical centeroffering a full range of advanced medicalservices to the greater Seattle area. Ledby a volunteer Board of Directors, Overlakeemploys more than 2,100 people and hasmore than 700 active and courtesyphysicians on staff. Overlake is the onlyLevel III Trauma Center in eastern PugetSound. The hospital is distinguished forits cardiac services and its award winningsurgical services. Overlake has beenranked as a top 100 heart program in thecountry and is rated as a top performer inthe state of Washington. Overlake is alsorated as one of the most wired innovatorhospitals and health systems in the nation.The hospital has received many awardsand recognitions both regionally andnationally.This is an exciting time to be a PhysicianRecruiter at Overlake, as we are currentlybuilding a $125 million medical tower toinclude an Emergency Trauma Center, single-patient rooms, operating rooms, and a CriticalCare Unit. We are located in a beautiful suburbof Seattle and are close by to skiing, hiking,and water sport recreational areas. Seattle hasmany fine restaurants and cultural events tooffer as well.This newly-created position participatesin the design and implementation of aphysician recruitment and retentionprogram for Overlake Medical Clinics andOverlake Hospital’s affiliated physiciangroups. This is an outstanding opportunityfor an experienced physician recruiter tomake their mark. Responsibilities includecompleting and updating a comprehensivecommunity needs survey; completing anannual compensation survey; andsourcing, recruiting, screening,interviewing, and hiring. RequiresBachelor’s degree and 2+ years ofrecruitment experience, preferably inphysician recruitment. Healthcareexperience required.Contact: To apply, please complete anonline application at:www.overlakehospital.orgAll applicants are required to submit acomplete application; however, you maystart the process by submitting a resumeto [email protected]



Physician RecruiterSouthwest Medical Associates, LasVegas, NVSouthwest Medical Associates is seekinga physician recruiter. This position willperform all aspects of Physician and AlliedHealth Professional recruitment forSouthwest Medical Associates.Recruitment includes networking & searchactivities, assessment of CVs for qualityof education and medical schoolprograms, initial interview with candidatesto assess knowledge, experience,customer service skills, communicationskills, and level of interest in joiningpractice. Coordinates all travel, interviewschedules, testing, contracting, and HRrelated activities with Provider Recruitmentsupport department and HumanResources. Interfaces with Medical StaffDepartment regarding credentialing.Assists medical staff in selection process.Additional duties: Performs professionalsearch activities in order to identify themost qualified candidates. Maintainscurrent networking and contacts with keymedical school placement directors,alumni associations, local societies andorganizations, annual conferences andconventions to maximize the pool of topquality candidates. Prescreen/assess allcandidates through initial interview andreview of CVs. Sends prescreenedcandidates to appropriate physician leaderfor secondary screen. Ensure that theemployment process is explained tocandidates. Coordinates travel andinterview schedules with ProviderRecruitment support department.Conducts professional reference checksRequirements: Must have excellent oral& written communication skil ls.Intermediate computer skills includingWord, Excel and Internet. Knowledge offederal, state and local regulations as theypertain to all recruiting functions.Knowledgeable in professional marketresearch & analysis, and strategicrecruitment planning. Knowledge ofmedical terminology, physiciancompensation and pay practices and theability to effectively converse with seniorstaff and medical practitioners in variousfields of medicine. Minimum 5 yearsexperience in the recruitment ofPhysician/Allied Health Professional staffin high volume recruiting environment.Extensive experience recruiting locally and

nationally using Internet, advertising, andcontacts with key medical schoolplacement personnel, associations,organizations, and institutions. Ability toproactively obtain qualified and interestedcandidates, predict provider needs basedon company and national trends and havetalent readily available. Bachelor’s Degreein human resources, marketing or relatedfield.Interested applicants, please applyonline at www.smalv.com. For moreinformation, please contact Marci Jacksonat 702-240-8944 or:[email protected].

Physician RecruiterChildren’s Mercy Hospitals and Clinics,Kansas City, MOChildren’s Mercy Hospitals and Clinics, a316-bed freestanding children’s hospitalsystem that is nationally recognized forits innovative, child-friendly environment,is seeking a Physician Recruiter to plan,coordinate, implement and direct allactivities for the recruitment and hiring ofphysicians for our hospitals and clinics.Qualified candidates must have aBachelor’s degree in a related field and aminimum of five years experience inprofessional recruiting. Demonstratedeffectiveness in oral and writtencommunication, negotiations, complexprocess management, organizational andtime management skills are required. Wewill prefer a candidate who has a strongknowledge base about the Kansas Citymetropolitan area. Additionally, ourselected candidate will share values withour Hospital to include integrity, diversityappreciation and effective communication.Children’s Mercy is a well managed,visionary and growing organization. We arefamily centered and patient focused. Wewill provide a competitive compensationand benefits package and an environmentthat will encourage your professional andpersonal growth. Interested and qualifiedcandidates should apply on-line atwww.childrensmercy.org. EOE/AAP

Director of Physician ResourcesBanner Desert Medical Center, Phoenix,AZBanner Desert Medical Center, part ofBanner Health, and Arizona’s largesthealth care provider, has an opportunity

for an experienced Director of PhysicianResources. This position will implementand assist in the development of BannerHealth’s physician strategy and work withsenior management at the assignedfacility to strategize, create, develop, build,support, maintain and evaluate themedical staff development plan. Involvestaking primary accountability for BannerHealth’s integration/partnership strategyplan, in addition to overseeing the buildingand maintenance of effective long-termphysician relationships. Participates in thesenior management team at the facility.Requires a Bachelors’ degree or equivalentlevel of knowledge and ability. Prefer aMaster’s degree in Business or HealthCare Administration. The ideal candidatewill have 5+ years experience in the healthcare environment. Must understand thedynamics of physician relations and havea working knowledge of physicianpractices and typical issues. Provencomputer, written/verbal communication,organization and negotiation skills arerequired.If interested, please apply online atwww.BannerHealth.com. For moreinformation, please email:[email protected]. EOE

Director, Physician ServicesDesert Springs Hospital Medical Center,Las Vegas, NVGreat position available in Las Vegas, NV!Responsible for coordinating and directingphysician-related activities within andinvolving the hospital, including marketingand promotion of hospital products andservices to physicians, tracking/trendingphysician activity, and planning/coordinating all physician relatedactivities. Requires Bachelor’s degree(healthcare or business related fieldpreferred) and five years experience in therecruitment and/or management ofphysicians and/or physician relations.Desert Springs Hospital, a 286-bed acutecare facility located in southeast LasVegas, has been providing qualityhealthcare in Southern Nevada since1971.Apply online: www.valleyhealthsystem.orgOr call 702-894-5572

(Employment Hotline - cont'd on p. 48)



Physician Recruitment &Retention SpecialistSt. Joseph’s Healthcare, ClintonTownship, MISt. Joseph’s Healthcare currently has animmediate opportunity available for aPhysician Recruitment & RetentionSpecialist. The ideal candidate will havea minimum of three years physicianrecruitment experience either through ahealthcare organization or a search firm;Bachelor’s degree, preferably inHealthcare, Human Resources,Marketing, or a business field; MastersDegree (MHA or MHSA) preferred.Recruitment experience must includesourcing candidates, scheduling site visitsand contract negotiations.Key responsibilities of this position includeidentifying current and future physicianrecruitment needs for both employed andprivate practice physician groups;negotiating employment agreements;performing background checks onphysician candidates; facilitating andassisting in relocation services; selectingcontingent and retained search firms;determining budget needs related tophysician recruitment; and developingphysician engagement and retentionstrategies.St. Joseph’s Healthcare is located in asuburban community in southeastMichigan about 25 miles northwest ofDetroit. For more than 100 years, St. Joe’shas been the largest health care providerin Macomb County employing nearly2,500 people with a medical staff of greaterthan 700. More than 1,000 volunteers helpSt. Joe’s fulfi l l its healing mission.Services are provided to roughly one-halfmillion residents in this bustling, suburbanarea. St. Joe’s has an active GraduateMedical Education program, which offersthe traditional internship program andresidency programs in General Surgery,Emergency Medicine, Internal Medicine,OB/GYN and Family Practice.If you are interested in learning more aboutthis opportunity, please contact AngelaO’Toole, director of Physician &Ambulatory Development at 586-263-2865.

Physician Recruiter - EmergencyMedicine

EMP, Roseville, CAEMP, one of the leading providers ofemergency medical services in the nationhas an opening for an experiencedphysician recruiter in its Roseville, CAoffice. Successful candidate will focus onrecruiting physicians and mid-levelpractitioners to staff hospital EDs andurgent care centers in California, Hawaiiand Nevada.Candidates should possess the ability towork independently and as a team.Excellent written and oral communicationskills are essential. A college degree isrequired with 3-5 years of successfulexperience in physician recruitment.Preference will be given to candidateshaving previous experience in EmergencyMedicine.The combination of our commitment toquality patient care/patient satisfactionand our dedication to hiring only highquality residency-trained/board certifiedphysicians has earned us an outstandingreputation among hospitals, professionalassociations and physicians. Both ourgrowth and reputation now surpass thoseof many other larger physician staffingcompanies.We offer a competitive base salary plusgenerous incentive program, outstandingbenefits include a fully funded retirementaccount (15% of gross income up to$29,000/yr.), 401k, family/domesticpartner medical, dental and vision plans,disability and life insurance, and more.CONTACT:Qualified candidates should submit theirrésumé to:Ann M. Benson, Director, PhysicianRecruitment. Email: [email protected]: 330-491-4077

Director of Physician ServicesSt. Mary’s Hospital, Southern MDA financially sound and well-respected 110-bed community hospital in the high growtharea of southern Maryland seeks aDirector of Physician Services. ThisDirector level position reports to thePresident and Chief Executive Officer ofthe organization. The Director of PhysicianServices is responsible for establishingand maintaining constructive lines ofcommunication between communityphysicians and the hospital. This willinclude developing and coordinating

service-line sales and referral activities tosupport volume/revenue goals for thehospital.The Director of Physician Services willidentify and establish long and short-termphysician recruitment/retention strategiesthat support the hospital’s objectives forservice line growth and developmentincludes informing physicians aboutprograms and services at the hospital,assessing physicians’ needs, collectingfeedback on issues/problems related tothe hospital or referral process and,effectively communicating these findingsto the appropriate managers within theorganization. This position will coordinatethe medical staff development plan,implement action plans, physician officevisitation and follow-up, participate indiscussions on new businessdevelopment, assist in generatingadditional volumes and revenues, promoteorganization’s services, lead physicianrecruitment, coordinate physiciancandidate visits and orientation, analyzephysician volume statistics, andparticipates with the PhysicianSatisfaction Team.Requirements: Our client seeks a hands-on, high-energy, people-oriented leaderwho has strong analytical,communication, and interpersonal skills.A master’s degree in healthcare, financeor business administration is required. Aminimum of three years experience in thehealthcare-related field with organizationaland interpersonal skil ls involvingphysicians, administration and otherhealthcare professionals is required.Preferred experience in physicianrecruitment/practice management.Compensation is competitive with anexcellent benefits package. Relocationassistance is available.For confidential inquiries, please contact:Barbara Hendricks, Director of [email protected]

Physician RecruiterWest Tennessee Healthcare, Jackson,TNHospital system seeks experiencedrecruiter to join current staff of manager,assistant, and three full-time physicianrecruiters. West Tennessee Healthcare is


a large not-for-profit, publicly-owned healthsystem that includes a 612-bed tertiarycare hospital, 5 community hospitals, andthe full continuum of care. Go towww.PhysicianSearches.org for moreinformation. Candidate must be strong insourcing of physicians and haveexperience as a recruiter for another largehealth system or have experience workingwithin a physician training program(residency or fellowship level) at a largemedical college or academic medicalcenter. Competitive compensation, bonusprogram, excellent benefits. Jackson, TNis located one hour from Memphis and twohours from Nashville. Send resume to:[email protected] consideration or call 731-660-8709 formore information.

Network Physician RecruiterCommunity Health Network,Indianapolis, INThe physician recruiter will completerecruitment activities to fill physicianpositions identified in network recruitmentplans. They will be the central point ofcontact between candidates and thenetwork throughout the recruitment andon-boarding processes.REQUIRED EXPERIENCE: At least 2years in health care including activecontact with physicians. Experience inphysician recruiting and/or knowledge oflocal medical community preferred.REQUIRED EDUCATION: Bachelor ’sDegree required.PREREQUISITE SKILLS:• Interpersonal skills and abilities that can

translate into successfully and quicklygaining credibility and rapport withcandidates and physicians

• Ability and skill in managing multiplerelationships, transactions, andexpectations to desired outcomes

• Thrive in a multi-task environment;possess exceptional organizational anddocumentation skills

• Display exceptional communicationskills, oral and written

• Well-developed listening skills• Ability to work independently to desired

timelines and results• Demonstrate ownership and initiative

during problem solvingESSENTIAL FUNCTIONS: The followingfunctions describe the essential duties ofthis role.

Candidate SourcingIdentify potential candidates through onlinedatabases and other methods. Selectappropriate candidates for interviews byusing phone interviews, verification ofcredentials, and completed verbalreferences. Maintain consistentcommunication with Director of NetworkPhysician Recruitment and physicianpractice leaders as to the progress andstatus of recruitment requests. Attendphysician recruiting and relations eventslocally and nationally as requested byDirector of Network PhysicianRecruitment. Identify potential barriers inrecruitment and work with Director ofNetwork Physician Recruitment to reduce/ eliminate barriers.Candidate TrackingMaintain accurate and complete recordsof all candidate and physician practicecontacts within internal database to ensuresuccessful customer relationshipmanagement. Track expenses accuratelyon an individual candidate basisCandidate InterviewsDirect scheduling of on-site visits;responsible for candidate’s travel, lodging,and agenda. Must have independenttransportation and ability to attend off-sitemeetings as well as tour candidatesaround the community and network.Collect and manage candidate evaluationsand interview feedback forms.Physician Relations and Integration intothe NetworkIdentify physician needs and take initiativeto contact appropriate resource forassistance. Represents and promotesCommunity Health Network throughout themedical community of Central Indiana andbeyond. Responsible for building strongpositive relationships with the physicians.Professional Development and ExternalActivitiesCompatible with flexible work schedule,enabling attendance at evening andweekend events. Involvement in ASPR andINSPR, the state and local professionalassociations for staff physician recruiters.COMPETENCIES: Customer service,critical thinking, communication skills(written and verbal), organizational skills,ability to problem-solve.Interested candidates, please contactDebra Hays at [email protected] 877-621-9372.

Physician RecruiterColumbia Park Medical Group, Fridley,MNColumbia Park Medical Group is currentlyseeking a seasoned Physician Recruiterto join our team! We are an independent100 physician multi-specialty grouplocated in the Northwest suburbs ofMinneapolis. We are looking for anexperienced, energetic, progressivethinking Physician Recruiter that revels inthe abundant opportunity afforded to aPhysician Recruiter to make a substantialimpact in the area of Physician andMidlevel recruitment, assimilation, andretention efforts!A qualified candidate will have a Bachelor’sdegree in a related field as well asexperience as a Physician Recruiter. Weprefer 7 years experience in anindependent physician practice thatcontains specialty practices or somecombination thereof. Exceptional ability tosource candidates, the ability to create atimely and meaningful recruitment andassimilation process, as well asoutstanding follow up and multi-taskingskills are essential.For consideration, please forward yourresume, including salary requirements, to:Columbia Park Medical GroupAttn: Jennifer Greenburg, 6401 UniversityAve, Suite 200, Fridley, MN [email protected] (Fax)Equal Opportunity Employer

Physician Recruitment ManagerRandolph Hospital, Asheboro, NCRandolph Hospital, a progressive 145-bedhospital in the heart of North Carolina, isrecruiting a Physician Recruiter. Thisperson will be responsible for achievingthe physician recruitment plans forRandolph Hospital. The physician recruiterwill work with private practices in ourcommunity as they grow to meetcommunity need.Bachelor’s degree required. MBA or MHAstrongly preferred. Prior experience as aphysician recruiter is required. Candidateswill need experience in developing financialproformas for new physicians and/orpractices, negotiating and administeringrecruitment contracts, and developingphysician manpower plans. Exceptional


(Employment Hotline - cont'd on p. 50)



candidates will also possess excellent interpersonal skills; theability to communicate clearly and professionally; flexibility invarying situations; ability to work independently with a minimumof supervision; ability to work well with hospital personnel andmedical staff. 3+ years of relevant experience.Randolph Hospital is located in Asheboro, NC, the county seatfor Randolph County, home of the NC State Zoological Park andthe Uwharrie National Forest. Asheboro is 24 miles south ofGreensboro, 3rd largest city in NC, and less than an hour and ahalf from Charlotte, Raleigh/Durham/Chapel Hill, and WinstonSalem. Asheboro is within an hour of three nationally knownmedical schools. We are less than 3 hours from the beach ormountains. We are a growing community of over 50,000 people.Randolph Hospital is the only hospital in Randolph County, whichhas a population in excess of 130,000. The hospital has an activemedical staff of over 100 physicians, 98% board certified.Please submit resumes to Human Resources: PO Box 1048Asheboro, NC 27204 Fax: 336-633-7749 Email:[email protected]


ASPR Website -- Member Information

The physician job opportunity database on the ASPR websiteis hosted by PracticeLink, but you do not have to subscribeto their services in order to post your openings. Contact theappropriate person indicated to the right to list your physicianopenings on the ASPR website.

Physician Job Postings on ASPR Website . . . No charge for ASPR members!!!

ASPR Members who ARE PracticeLink customers:Contact Susan Richmond [email protected] for assistance anddirections on how to post jobs.

ASPR Members who ARE NOT PracticeLink customers:Contact Sarah Armstrong at [email protected] forassistance and directions on how to post jobs.

Community Chat . . . Register now!!!

Click on "Subscribe to Community Chat" & followinstructions. Subscribe now and be ready to reap the rewards!

• Ask other members questions related to recruiting• Respond to questions asked• Receive hot physician leads from the ASPR Office

The ASPR Community Chat is a means to contact andnetwork with your peers in this Association. Be sure toinclude your name and organization at the end of eachmessage so members responding know whom they arecorresponding with. This is the only way recipients canidentify the sender.

In order to enter the Member Only section, you mustdo the following:

• Open the ASPR website at www.aspr.org• Click on “members only”• Enter “member” in username• Enter “aspr99” in password• Click on “login to member only section”

On the next screen, you must do the following:• Enter your first name as it appears in the directory• Enter your last name as it appears in the directory• Assign yourself a username and type it in• Assign yourself a password and type it in• Enter your password again• Click on “register”

You then get a screen that thanks you for registering,and now you:

• Click on “Login Screen” (this takes you back tothe Member Section login)

• Enter your new username• Enter your new password

Now you enter the members only section.

In the future, all you have to do is enter your new usernameand password you have just assigned.Remember—passcodes and usernames are caseand space sensitive!

Members Only Section . . . Assign your username & password

Receive Physician Leads through the ASPR Community Chat!

ASPR receives calls from physicians seeking new positions. We share these leads with members through the ASPR Chat.When WE get the information, so will YOU—IF YOU SUBSCRIBE TO THE ASPR CHAT.

If you have not yet assigned your personal passcode and username for entry to the “member only” section of theASPR website, or subscribed to the ASPR Chat, do it now and take advantage of leads we send out.

BOARD OF DIRECTORS

Education/Conference Planning Committee Cindy Bagwell & Michele Burke ([email protected] or [email protected])Marketing/Membership Committee Rich Lynch ([email protected])

Journal Committee Judy Brown & Laura Screeney ([email protected] or [email protected])Regional Development Committee Dennis Burns ([email protected])

Strategic Planning/Bylaws Committee Scott Lindblom ([email protected])Website Committee Michael Hesch ([email protected])

PRESIDENTMarci JacksonManager, Physician & Provider Recruitment& RetentionSouthwest Medical AssociatesPO Box 15645Las Vegas, NV 89114Phone: 702-240-8944Email: [email protected]

PRESIDENT ELECTBrett WalkerDirector, Physician RecruitmentClarian Health1633 N. Capitol Ave, Suite 102Indianapolis, IN 46202Phone: 317-962-6688Toll Free: 866-394-4138Email: [email protected] liaison to: Regional DevelopmentCommittee

SECRETARYLynne PetersonManager, Physician RecruitmentFairview Health Services2450 Riverside Ave, F 101 West BldgMinneapolis, MN 55454Phone: 612-672-2285Toll Free: 800-842-6469Email: [email protected] liaison to: Strategic PlanningCommittee

TREASURERScott ManningDirector, Human Resources & ProviderRecruitingMedPro3255 E Elwood Street, Suite 110Phoenix, AZ 85034Phone: 602-470-5000 x1012Toll Free: 877-463-3776Email: [email protected]

BOARD MEMBER AT LARGEKathie LeeDirector, Medical Staff DevelopmentConway Medical Center300 Singleton Ridge RoadConway, SC 29526Phone: 843-234-5139Email: [email protected] liaison to: Journal of the Association ofStaff Physician Recruiters (JASPR) Committee

BOARD MEMBER AT LARGEBob BushDirector, Physician Relations & RecruitmentJackson Purchase Medical Center1099 Medical Center CircleMayfield, KY 42066Phone: 270-251-4300Toll Free: 800-551-4784Email: [email protected] liaison to: Membership & MarketingCommittee

Association of Staff Physician Recruiters1711 West County Road B, Suite 300 N

Roseville, MN 55113

Summer 2007

See Page 36 for the ASPR ConferenceProgram - August 12-15, Denver.

BOARD MEMBER AT LARGEMarlene YatesDirector, Medical Staff DevelopmentAnnie Penn Hospital618 S Main StreetReidsville, NC 27320Phone: 336-951-4588Email: marlene.yates@ mosescone.comBoard liaison to: Website Committee

BOARD MEMBER AT LARGEElaine MetzgerPhysician Recruitment CoordinatorSt. Rita's Medical Center730 W Market StreetLima, OH 45801Phone: 419-226-9817Toll Free: 800-388-3322Email: [email protected] liaison to: Education Committee

ASPR EXECUTIVE DIRECTORDana Butterfield1711 W. County Road B, Suite 300NRoseville, MN 55113Toll Free: 800-830-2777Phone: 651-635-0359Fax: 651-635-0307Email: [email protected]

vol. 14, no. 2, summer 2007 journal of the a s p rc.ymcdn.com/sites/ · vol. 14, no. 2, summer 2007...

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