Transcript The Physician Employment Contract

Job Hunting and
Negotiating:
A Guide for Future
(and New) PM&R Faculty
Kevin M. Means, M.D.
Professor and Chairman
University of Arkansas for Medical Sciences
College of Medicine
Department of Physical Medicine
and Rehabilitation
Little Rock, Arkansas
Objectives
By lecture’s end, you should be able to:
1. List key steps involved in the planning
and process of a search for an
academic faculty position
2. Discuss the important issues to
consider when approaching an
academic faculty position negotiation
3. Identify elements to address in
negotiation for compensation and
benefits, and academic support
Disclaimer
• This is my perspective as a
chairman
• Influenced by my experience
–As a faculty member
–As a researcher
–As a mentor
Source: Beckman H: West J Med 2001;174:410-414.
Why Do Faculty Leave?
1. The most important reasons for leaving:
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Better career opportunity elsewhere
Personal reasons
Low job satisfaction with administration
Not enough financial reward
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Fewer administrative/political problems
Higher salary
More protected time
Effective mentor/role model
More support for research
2. The most important changes needed to
stay:
Before The Job Search
• Know Thyself
• Develop a Plan
• Find Appropriate Role Models
• Learn From Mentors
• Do Your Homework
Job Search Process
Acceptance
Negotiation
Job Offer
Negotiation
Interviews
Initial Contact
Apply
Advertise
Know Thyself
• Your Interests and Goals
–What do you want to do?
–Where do you want to be?
• Strengths (and weaknesses)
• Needs
–What will you need to be
successful?
• Any Restrictions?
–Geographic, economic, family, etc.
Do Your Homework
• Research the Position (job advertis.)
– How long has the position been offered?
– Replacement vs. New
• Research the Dept. (website, reports)
– Commitment to research
– Critical mass (in Dept., on campus)
• Research the Faculty (Medline, Google)
– Academic productivity standards
– Potential collaboration, complementation
Other Information Sources
• More Helpful:
–Mentor(s)
–Research Faculty
–Program Director or Chair
• Less Helpful:
–Non-research Faculty
–Other Residents
Know Your Worth
• Salary Information
–Salary Surveys
• AAMC (202 828-0416 or online: www.AAMC.org)
• MGMA, Others (include private practice)
• AAP, AAPM&R
• Marketability
–Supply and Demand
–Skills to Complement the Dept.
• Variation among Departments
Advertising
• CV & cover letter
–Use a good model/format
–Keep your CV updated
• AAPM&R Job Bulletin Board
• Online, Print “Position Wanted”
Listings
• Letters to prospective employers
• Word of mouth (mentor, chair, PD)
Where to Apply?
• Academic Journals (Am J PM&R,
Archives)
• Online Job Listings
• AAPM&R Job Fair (pre-screen;
be selective)
• Networking Leads
• Headhunters?
The Interview
From the Chair’s Perspective:
• What kind of person is this applicant?
• How qualified is the applicant for the
position?
• Will this applicant fit in with the team?
• Will this applicant help me accomplish
the Department mission(s)?
• What will the applicant cost me?
Typical Interview Questions:
"Tell me about yourself."
A short & professional synopsis; no personal info
"Why do you want to work here?“
Tell how does the Dept. aligns with your goals, needs
"What do you see yourself doing in five
years?“
Independent research funding, academic promotion
"What is your greatest strength; weakness?“
Take a strength that relates to the job description;
give an example;
Take a positive trait and make it a weakness (e.g.
perfectionist, too focused sometimes)
“What would your ideal position look like?”
Be honest, but be realistic
"What kind of salary are you looking for?“
Avoid discussing specific amounts at this point
Possible Interview Outcomes:
• Negotiation
• An invitation for a 2nd interview
–2nd interview may address fine
points of the position, spouse
issues, etc.
• A Job Offer (written offer letter)
• A decision (yours or theirs) to
move on
Important Issues
Job Rankings
Univ.
Arkansas
Podunk Sorry
Univ.
State
Univ.
Job description matches my goals
1
3
2
Future growth potential,
professional development
1
2
3
Department & institution mission &
values match my goals
1
2
3
Department Chair is supportive
1
3
2
Resources match my goals/needs
(start-up $, equip, space, staff, etc)
1
2
3
Important Issues,
continued….
Job Rankings
Univ.
Podunk
Arkansas Univ.
Sorry
State
Univ.
Prospects for promotion/tenure
1
2
3
Colleagues (mentor available,
potential collaborators, etc.)
1
2
3
Does the geographic location
meet my needs?
2
1
3
Does the compensation meet my
needs (salary, bonus, benefits)?
2
1
3
Will my spouse/family be happy
there?
1
2
3
Negotiating
• A necessary “evil”
• An expected process
• Give & take; “win – win”
• Set priorities
– What do you need?
– What do you want?
– What can you get?
• Consider if the item is worth the fight
– Choose your battles wisely
• Some things may not be negotiable
What Is Negotiable?
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More Common
Salary
Space
Decision Date
Start-Up Package
Clinical, Teaching
Load
Faculty Track
Start Date
Moving Expenses/
Housing Help
Salary Recovery
Time
•
•
•
•
•
•
•
•
Less Common
Bonus Guarantee
Benefits
Secretary
Research Assistants
Computer Resources
Travel and
Conference Expenses
Faculty Rank
Job-Hunting for a
Partner or Spouse
It’s Not Easy to Talk About
Money
But……
• The salary you accept now will
affect your future salary
• You deserve to be compensated
fairly for your effort (know your
worth)
• Money isn’t everything ... But it
sure helps
–Pay loans, bills, etc.
When Negotiating Salary:
• Let the Chair bring it up
• In early negotiations, talk about
salary ranges only
– Don’t sell yourself short; Don’t price
yourself out of the market
– Salary expectation should be based on data
• If the salary is firm but less than
you want, but the job is perfect,
focus negotiations on
– Future salary / Bonuses
– Other forms of compensation
Salary
• Fixed salary is safest option for new
faculty
– Usually guaranteed for 1 year
• Base salary with an incentive bonus
based on productivity
– Typical for academics
– Most fair system for you & your employer
– Is the bonus based on billings or collections?
– Is there a cap on the bonus?
– Is there a “penalty” for academic activities;
reward for grants, salary relief
Factors That Influence Salary
• Fellowship training – especially
research fellowship
• Board certification (AAPM&R,
SCIM, AANEM, etc.)
• MD-PhD
• Faculty rank (instructor vs. asst.
prof.)
Academic Salaries
• Academic salary and/or bonuses are
often linked to the Department/
institution bottom line
– Ask about the fiscal status of the
Department when interviewing
• Ask about recent faculty pay
– COLA, Merit raises?
– How often have bonuses not been paid?
– Have salaries ever been cut?
Benefits
• Usually pretty standard within
Univ., may differ between
institutions
• Insurance: Malpractice, Health,
Disability, Life
• Retirement plans can differ among
institutions
– Employee contribution, employer match
– Time to full vesting
– Employee control & investment choice
Other Benefits
• Moving allowance
• Vacation and Sick leave
• Maternity, paternity benefits
• Educational leave
• Tuition discount
• Health club/fitness center
membership
• Parking
• Mileage
Negotiating Tips
• Is your demand legitimate?
–Be realistic
• Define your limits and keep them
private
–Know when you will “hold” or “fold”
• Don’t be afraid to ask
–But remember, some things may not
be negotiable
Negotiating Tips, cont.
• Never say yes to the first offer
• Have a deadline, but be flexible
• Negotiating is a 2-way street
–Requires give AND take;
compromise
• Fine line between protecting your
interests and being seen as difficult
• Be courteous, ethical, prompt, fair
Remember
• You are negotiating with your
potential future employer
• More negotiations will follow
–Was the negotiation process
fair?
–Was it unnecessarily difficult?
It’s unlikely to get better next
time!
Kevin’s Top 5 Things New
Research Faculty Should Ask For
1. Protected Time
• Serious new researchers can’t survive without it
• Get as much as you can for as long as you can
• 50 – 75% time for 1-2 years is generous
• Expect strings attached (salary relief from
grants)
2. Salary
• Clarify who will pay you, how much, how long,
and how much will be salary, how much bonus
• A guaranteed 1st-year salary minimum is
reasonable
Kevin’s Top 5 cont….
3. Start-Up Funds for Research Expenses
• Research assistant, statistician, equipment, imaging
or lab tests, animals, drugs, staff, grant writer, etc.
4. Benefits
• Travel is important for research networking and
adds up
• Include $ for prof. dues, meeting travel until
funded
5. Research Space
• Ask for what you will need to conduct your
research (basic vs. clinical); be specific
• Ask established researchers to verify your needs
• Allow for future growth
• Expect strings attached
Other Items
• Beeper
• Cell phone and service
• Office furniture
• Computer equipment, internet
access, access to Medline
Employment Contract
• Start negotiating before you have a
contract in writing
• Many academic departments use an offer
letter in lieu of a contract
• Details of the contract will differ
depending upon the institution
• Get everything in writing, preferably in
the offer letter
• Contracts can be changed; read them
carefully; revise if necessary before
signing
You Must be Eligible to Obtain:
• a state medical license
• a DEA number
• privileges at affiliated hospitals
• participation in health care plans
• Board certification
• drug testing
• orientation and training
What are Your Responsibilities?
• Research: apply for grants, conduct
research, present & publish scientific
findings
• Clinical: clinic, hospital, on-call
• Education: clinical & didactic teaching
• Faculty meeting & conference
attendance, committee service,
academic citizenship
Obligations of the Department:
Typically, the Department should
provide
• Office space
• Computer
• Supplies
• Clinical support
– Receptionist, transcription, nurse
• Billing services
Now that you’ve been there a while...
• Do you have enough support staff?
Negotiate -if you haven’t burned the
negotiation bridge
• Have you received a grant or funding for a
clinical trial?
– If it offers salary support, then your obligations
to the department should change accordingly
• Meet with your chairman yearly to review
your academic progress
• Work hard, get noticed, increase your value!
Final Comments
• The offer letter should include all items
that were discussed
• If you can’t reach agreement or
compromise, don’t be afraid to politely
decline the offer
• You can negotiate with multiple offers in
hand, but negotiate in good faith
– Disclosure is recommended
– Don’t unnecessarily “hold” an offer open
– Don’t collect offers unless you are serious
Questions?