Practice Management

Good afternoon all,

Anybody recruiting over the past couple of years I know is experiencing the same issues (not enough rads, plenty of positions, etc).  I am NOT asking for $$ or specific compensation information -- but rather asking for anybody who is considering or has been successful in bringing on a position that will ONLY be remote reading while the existing group members are all local and on-site as needed to please share their thought processes and what they may have looked at on the way such as % breakdowns (ie, remote reader is considered XX% of an on-site position), additional % for call positions, etc..

We are looking at all scenarios, but this is all new territory for myself and our Administrative Manager, so picking brains for out of the box ideas and things we may NOT have thought of.

Thank you in advance for your time and ideas.

Good afternoon all,

Anybody recruiting over the past couple of years I know is experiencing the same issues (not enough rads, plenty of positions, etc).  I am NOT asking for $$ or specific compensation information -- but rather asking for anybody who is considering or has been successful in bringing on a position that will ONLY be remote reading while the existing group members are all local and on-site as needed to please share their thought processes and what they may have looked at on the way such as % breakdowns (ie, remote reader is considered XX% of an on-site position), additional % for call positions, etc..

We are looking at all scenarios, but this is all new territory for myself and our Administrative Manager, so picking brains for out of the box ideas and things we may NOT have thought of.

Thank you in advance for your time and ideas.

Hi Michelle! 

I work with one group who has done this in the last year. There was a lot of what Janet described where the candidates name their price and/or what they'll do - and essentially say take it or leave it. The rads that DID come on with that group came on as independent contractors - one paid per RVU and one paid at a % of collections. The hospital provided the workstations, and the group paid malpractice. It's hard to stay really competitive without losing money on these deals when there are job offers out there offering a significant amount of money on top of sign on bonuses, paid insurance, CMEs, etc. We feel your pain! 

Another of our groups has done this but with a night swing shift position. That is still new, but they really lucked out on a few of the remote readers they found - one of whom actually already knew one of the group's partners. That group has these positions structured as employee positions where the rads are paid a salary, workstations/benefits/malpractice provided. 

We know this is a struggle everywhere and have actually worked with a group of rads on another solution. Reach out to me anytime and I can discuss that one with you further! 

Julia Varner
Catalyst Billing Solutions
Director of Operations
A: 5707 Jenny Lind Rd. Fort Smith, AR 72908
P: 479.242.3321 F: 479.242.1990 

Good afternoon all,

Anybody recruiting over the past couple of years I know is experiencing the same issues (not enough rads, plenty of positions, etc).  I am NOT asking for $$ or specific compensation information -- but rather asking for anybody who is considering or has been successful in bringing on a position that will ONLY be remote reading while the existing group members are all local and on-site as needed to please share their thought processes and what they may have looked at on the way such as % breakdowns (ie, remote reader is considered XX% of an on-site position), additional % for call positions, etc..

We are looking at all scenarios, but this is all new territory for myself and our Administrative Manager, so picking brains for out of the box ideas and things we may NOT have thought of.

Thank you in advance for your time and ideas.

Hi,

I think this is a great thread and something we are all struggling to navigate.  I have a related question.  Can anyone point me in the right direction to find a dollar amount associated to RVUs?  We are looking at this for some of our compensation considerations for remote radiologists.

Thank you in advance,

Heather

Hi Michelle! 

I work with one group who has done this in the last year. There was a lot of what Janet described where the candidates name their price and/or what they'll do - and essentially say take it or leave it. The rads that DID come on with that group came on as independent contractors - one paid per RVU and one paid at a % of collections. The hospital provided the workstations, and the group paid malpractice. It's hard to stay really competitive without losing money on these deals when there are job offers out there offering a significant amount of money on top of sign on bonuses, paid insurance, CMEs, etc. We feel your pain! 

Another of our groups has done this but with a night swing shift position. That is still new, but they really lucked out on a few of the remote readers they found - one of whom actually already knew one of the group's partners. That group has these positions structured as employee positions where the rads are paid a salary, workstations/benefits/malpractice provided. 

We know this is a struggle everywhere and have actually worked with a group of rads on another solution. Reach out to me anytime and I can discuss that one with you further! 

Julia Varner
Catalyst Billing Solutions
Director of Operations
A: 5707 Jenny Lind Rd. Fort Smith, AR 72908
P: 479.242.3321 F: 479.242.1990 

Good afternoon all,

Anybody recruiting over the past couple of years I know is experiencing the same issues (not enough rads, plenty of positions, etc).  I am NOT asking for $$ or specific compensation information -- but rather asking for anybody who is considering or has been successful in bringing on a position that will ONLY be remote reading while the existing group members are all local and on-site as needed to please share their thought processes and what they may have looked at on the way such as % breakdowns (ie, remote reader is considered XX% of an on-site position), additional % for call positions, etc..

We are looking at all scenarios, but this is all new territory for myself and our Administrative Manager, so picking brains for out of the box ideas and things we may NOT have thought of.

Thank you in advance for your time and ideas.