2021
LOOK INSIDE! Job Search During COVID-19: Two Neurologists’ Stories . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
P5
The Five Steps of a Strategic Job Search . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . P 10 Compensation in Times of Change . . . . . . . . . . . . . . . . . . . . . . . . . . P 17 From Residency to Practice: Getting Started Without a Fellowship . . . . . . . P 24
May Issue • Job Listings • Career Articles
Neurologist Opportunities
Neurologists with expertise in Epilepsy, Stroke, Movement Disorders, General Neurology, Neuromuscular, and Vascular Neurology are invited to apply for open positions at Penn State Health Milton S. Hershey Medical Center, which is the academic medical center of The Penn State College of Medicine. This search represents part of a major institutional commitment to expansion of the neurosciences. The successful candidate will join the collegial faculty of Penn State Neurology, which is in an exciting period of growth under the leadership of the Chair, Krish Sathian, MBBS, PhD. Faculty rank will be commensurate with experience. Leadership opportunities are available to those with relevant experience.
FOR ADDITIONAL INFORMATION, PLEASE CONTACT: Anderson Smith, Physician Recruiter at asmith50@pennstatehealth.psu.edu or 717-531-4703.
IDEAL CANDIDATES WILL HAVE THE FOLLOWING:
• Medical degree – MD, DO, or foreign equivalent • BC/BE in Neurology and relevant fellowship training or foreign equivalent • Relevant clinical interest and expertise • Excellent patient care abilities and interest in teaching WHAT ELSE CAN YOU EXPECT?
AS A MEMBER OF THE DEPARTMENT OF NEUROLOGY YOU WILL BE ASSOCIATED WITH:
• An outstanding Neurology program with a national reputation • A highly collaborative culture • Interaction with dynamic clinicians across all neuroscience-related departments and participation in innovative educational approaches
• Competitive compensation • Generous benefits, including relocation assistance The Penn State Health Milton S. Hershey Medical Center is committed to affirmative action, equal opportunity and the diversity of its workforce. EOE-AA-M/F/D/V. All individuals (including current employees) selected for a position will undergo a background check appropriate for the position’s responsibilities.
Neurology Career Opportunities NORTON NEUROSCIENCE INSTITUTE is recruiting multiple board-certified or board-eligible physicians in Louisville, Kentucky. Our program offers multidisciplinary research pathways and expanding facilities, including a comprehensive neuroscience space set to open in summer 2021.
ABOUT NORTON NEUROSCIENCE INSTITUTE
LEADER in using innovative and cutting-edge technology and robotics
The ideal candidates will have an opportunity to join a collaborative team of more than 110 subspecialty neuroscience providers with Norton Neuroscience Institute and Norton Children’s Neuroscience Institute, affiliated with the UofL School of Medicine. Career opportunities are available in the following programs: y Behavioral/memory
y Movement disorders
y Epilepsy
y Neurocritical care
y General neurology
y Neuromuscular disorders
y Headache
y Stroke
Participating in more than
100 GREAT 130
Each opportunity includes a competitive compensation package, including sign-on bonus and relocation assistance.
To discuss this opportunity, contact Angela Elliott, senior recruiter, providers, Norton Medical Group, at (859) 613-1984 or angela.elliott@nortonhealthcare.org.
Named one of
RESEARCH STUDIES
neurosurgery and spine programs by BECKER’S HOSPITAL REVIEW
over the past decade
Norton Healthcare is an Equal Opportunity Employer M/F/Disability/Veteran/Sexual Orientation/Gender Identity
Florida Metro | 10 Neurology openings | Leadership and Faculty Openings | New Neuroscience Institute & Neurology Residency Program Division Directors for: • Neuromuscular • Epilepsy • Movement Disorders • Behavorial & Cognitive 10 openings due to fast population and programmatic growth. ● 3 General Neurology - outpatient, optional residency involvement, no stroke call ● 1 Neurohospitalist - 14 shifts per month, flexible schedule including 7 on and 7 off ● 4 Directorships: 1) Neuromuscular, 2) Epilepsy, 3) Movement Disorders, 4) Behavioral & Cognitive($330,000 base salary, $40,000 Directorship Stipend…) ○ Establish and build new service lines at the main medical hub in the new Neuroscience Institute w/ 4-8 weeks/year Inpatient Teaching Service training residents, Grand Rounds, and protected time for administrator / academic duties ● 2 Epileptologists - 100% subspecialized, 4-8 weeks of Inpatient Teaching Service All positions are employed with a $330,000 base salary, lucrative wRVU bonus incentives, and comprehensive benefit packages including retirement (403(b) and 457). These are positions that many physicians wait years or decades to become available: high income faculty and leadership positions in a highly requested Florida destination city. Immediate inquiries recommended. Contact: Michael Kedme, President, KCA Firm (770) 800-1192, xtn 101, medjobs@kcafirm.com , Job # NEUR-1133
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Come join a well-established group of neurologists with over 35 years of experience providing the best possible care to Delray Beach, Boca Raton, and beautiful South Florida. Experience first class beaches, award- winning golf and an abundance of water sports. An excellent location to raise a family! •
In-Patient/Out-Patient Care
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Sub-specialists welcome
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Partnership Track Available
Welcome to South Florida Neurology Associates. We are a multidoctor single-specialty Adult Neurology practice, established in 1983, and at our present location since 2007. Our Group is wellknown for our practice of high-quality, conservative and compassionate medicine. We care for patients with all types of neurological disorders, including vascular diseases such as stroke, epilepsy, migraine and other headache conditions, Parkinson's Disease and other movement disorders, nerve and muscle diseases, and dementias.
Interested Candidates Contact:
For more information visit: sfneurology.com
Mishelle Mostun mbmostun@gmail.com
The MetroHealth System, affiliated with Case Western Reserve University, is an integrated health system handling more than one million patient visits a year. Our highly collaborative practice provides superb care for patients and excellent training for the next generation of clinicians. As Northeast Ohio’s most experienced Level 1 trauma center and recognized as a certified stroke center, we are dedicated to the care and management of our patients with a wide range of chronic and acute neurological disorders.
WE ARE CONDUCTING A NATIONAL SEARCH FOR THE FOLLOWING NEUROLOGY POSITIONS: General Neurologist with movement disorder training
General Neurologist with neuroimmunology training
General Neurologist with stroke training
• Academic appointment with Case Western Reserve University (CWRU) • Outpatient practice with no night or weekend call • Potential for directorship position • Teaching is integral to the position
• Academic appointment with Case Western Reserve University (CWRU) • Outpatient practice with no night or weekend call • Potential for a directorship position • Teaching is integral to the position
• Board certified/eligible neurologist will provide care for outpatient general neurology patients and outpatient/ inpatient stroke patients • Teaching and clinical research integral to the position
Cleveland, Ohio offers a great lifestyle. • Great cost of living – 21% lower than the national average • Pro Sports – Major League teams (Indians, Browns and Cavaliers) • The arts – largest theater complex outside of New York City, the Rock and Roll Hall of Fame, the renowned Cleveland Orchestra & one of the world’s leading art museums • Diverse economy – manufacturing, financial services, healthcare, biomedical
• Ease of transit – rated the 6th best city in the US for commuters • Outdoor activities – Lake Erie for boating and beaches • Superb park system surrounding the city with many hiking opportunities • Nationally renowned food and dining scene
Please forward CV and letter of interest to: Julie Salman, Physician Recruiter, jsalman@metrohealth.org
www.metrohealth.org/neurology
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The MetroHealth System is an equal opportunity/affirmative action employer.
Job Search During COVID-19: Two Neurologists’ Stories If you were picking the perfect time to job search, you probably wouldn’t choose a pandemic. But of course, the choice of timing isn’t always left to the job seeker. Training programs, job loss, family issues—any number of circumstances can fuel the decision to find new work, pandemic or no. Here are two stories of neurologists who dived into the job market during the first year of COVID-19, and their job search experiences.
Abigail Chua, DO: Elbow Bumps and Maternity Clothes When Chua and her husband got pregnant with their first child in the fall of 2019, it crossed their minds that job changes might make sense. Living almost five hours from the nearest family meant they would be on their own for the inevitable day care juggle faced by two-career parents. But each was enjoying their job, he as a homevisit occupational therapist, and Chua as a headache specialist and program director for a fellowship program with Hartford Health Care Headache Center in Connecticut. Almost half-heartedly, she says, Chua started reviewing job postings and going on interviews over the winter. And then COVID-19 hit. At first, the impact on her decision-making wasn’t acute. In mid-January of 2020, Chua remembers elbow-
bumping with interviewers, but she didn’t seriously consider not traveling for in-person meetings. With some head-shaking hindsight, she now recalls dinner with one interview team inside a restaurant with the tables spread far apart, but of course, no facemasks. By February, and certainly March, the situation was starting to feel very real for Chua and her husband. “He had a tougher decision than I did,” she notes. “I was due to give birth in April and I was terrified about him going into peoples’ homes and bringing something back to me or getting sick himself. He actually resigned his job so he could be home with me and the baby.” As she realized how deeply COVID-19 could restrict their ability to visit family with their newborn, or to even secure childcare, Chua accelerated the pace of her search. “I interviewed with four places altogether,” she says. “I think the first one was just me dabbling but
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as I got more pregnant and COVID-19 was kicking in, it became a bit more rushed.” She then turned down the opportunity for additional interviews, feeling increasingly stressed by the in-person contact and the travel. And virtual interviews didn’t appeal because she wanted to see the people and “get the vibe of the place.” Fortunately, one of the four places she did visit for interviews was the one she wanted to work at: Geisinger Health System in Wilkes Barre, Pennsylvania. The offer came in the nick of time: “I was hired in late March or early April, just before I had my daughter,” Chua says. Which means that she was visibly pregnant in the interviews? “Oh, very visibly and horribly, uncomfortably pregnant,” she laughs. “I’m 4’ 11” so I was wearing maternity clothes in my third month. My baby was over eight pounds, so I was very, very round when I walked into this interview.” While none of the interviewers she met during her search were put off by her pregnancy, Chua says the department that she joined was the most supportive of all. Since it was a two-day interview process, they had time to buy gifts for the baby, which they presented to her on the second day—even though they hadn’t made an offer yet. Ironically, this was an organization Chua says she might not have considered as seriously, since they are 90 minutes from her family and she had an offer that was closer. But their support, coupled with the encouragement of Hannah Watene, her recruiter from Rosman Search, made the choice more clear. In fact, Chua says, using a recruiter was probably the best thing she could have done to facilitate her search during such uncertain times. “I honestly don’t think I would have had the energy to do all this on my own. She told me about opportunities she knew I would be interested in, and she kept in mind that my primary goal was to be close to family. She was wonderful.” Having finished working for her former employer in October 2020 before relocating with her husband, Chua officially joined her new department in February—just about a year from when she started searching in earnest. It wasn’t the year she expected to have, but she’s pleased nonetheless. “All in all, I think because of COVID-19, my life changed for the better,” she says—something she probably wouldn’t have imagined saying when she first bumped elbows with interviewers.
Deborah Boland, DO, MSPT: Pivoting When COVID-19 Closes Your Private Practice If there’s one thing Dr. Deborah Boland has learned to do in her life, it’s pivot—a skill that came in handy when COVID-19 reared its head. She grew up in New England with entrepreneurs on both sides of her family but started her career in Los Angeles where she worked as a physical therapist for 10 years. As a self-described “single girl, doing whatever I wanted in life,” she didn’t have
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many restrictions on her time or activities. But she started to feel restless as she realized she wanted to do more for her patients, especially those with Parkinson’s and other movement disorders. The solution? Medical school and residency—in the Midwest, a long distance from the coast for an “ocean person,” but the perfect place to adopt two children, which she did. A fellowship in movement disorders at Duke University Medical Center followed, along with jobs in Georgia and Florida. Which brings us to 2017, when Boland couldn’t ignore her entrepreneurial side any longer. Having resigned her position the year before to focus attention on issues her daughter was facing (she was later diagnosed as having special needs), Boland wanted work that would fit better with her family. Recognizing a need in the movement disorders community for home health options, she created Be Mobile Neurology as a mobile practice, and successfully served patients in the Tampa Bay area until COVID-19 made her health care delivery model impossible. Despite having been named Physician of the Year in 2019 by her local medical association, Boland couldn’t maintain the momentum she’d been building. “It was meeting needs, it wasn’t being done anywhere in the country, and we were doing really cool things,” she says. “But all the great things I was doing weren’t enough when COVID-19 hit. It came down to a financial decision because as a single mom with two kids, I couldn’t make it work anymore.” It was time for another pivot—but with even more strategy than before. She wanted to work for a health system that would recognize and honor her responsibilities as a parent while also allowing her to serve patients fully—and it had to be relatively close to Tampa, where her family had located since her initial move there. A tall order in the middle of a pandemic, but she had to try. In July of 2020, after watching the job postings for awhile, she called Andy Fadenholz, a neurology recruiter for Rosman Search and explained her criteria, which was firm. Which is one reason she was so peeved in August when she found herself on a plane to Pensacola, more than six hours north of Tampa. “I thought, ‘Why am I flying over here? This is ridiculous,’” she recalls. “Basically, it was to get Andy off my back. He kept insisting I needed to go and I wanted to keep him as a friend because I needed his help. So, I went.” Her recruiter had a good instinct about the match with Sacred Heart Hospital, but even he couldn’t have predicted how well the situation would suit her. “I walked into that clinic and I knew from the first moment that it was different from other places,” she says. “The first thing the CMO said was, ‘What can we do to get you here?’” Boland answered that question by uncharacteristically laying all her cards on the table: “I blurted out that I could never move to a community that didn’t have the resources to meet my daughter’s needs, and he said, ‘Have you seen what we have here?’”
To her surprise, Boland discovered Pensacola had exactly the programs she’d been dreaming about for her daughter, which she had been struggling to create piece by piece while living in Tampa. Even so, she didn’t want to accept the first position she found without making comparisons. Despite the potential for complications presented by COVID-19, she completed interviews with other organizations before returning for a second interview with Sacred Heart in November 2020. “By then the extra interviews I’d had elsewhere had helped solidify my decision with Sacred Heart,” she notes. “Even when you know what you want, I think it’s important to explore enough options to give you peace of mind.” Boland moved her family in December and started her new role in February 2021, as a movement disorders specialist charged with building the deep brain stimulator program. Overall, she says, COVID-19 didn’t really impact the search process, although it was definitely the catalyst for the initial decisions she made to seek employment.
Advice for Your COVID-era Job Search
recruiter. As Chua notes, “Working with a recruiter made the whole process very easy for me, and almost seamless. In one case, I didn’t get an itinerary for the interviews and she immediately contacted them and took care of that for me. She was just really helpful.” Boland also emphasizes the importance of making comparisons between different employers, just as you would during nonpandemic times. In her case, she found that some hospital systems seemed to be struggling more than others, having already made cuts to the staff or salaries. This helped confirm her decision with Sacred Heart, which is part of a national group that has not made those cuts. Not surprisingly, both doctors advise choosing employment that supports your family life. While acknowledging that you might have to “cast a wide net” or go outside of your comfort zone, Chua believes the pandemic creates the imperative to be more introspective about personal goals. “Times have changed,” she notes. “You have to take a step back now to say, ultimately, what’s important to your life. Then make your job fit that.” That sounds like good advice in any time. n
If you find yourself job searching during the pandemic like Chua and Boland, there’s no need to panic. Although some processes may be different—such as virtual interviews instead of in-person meetings—you can still create a successful transition for yourself. One step that both doctors took was to engage the help of a
UF AND GAINESVILLE. PERFECTLY SUITED FOR EACH OTHER. AND YOU. We are an active campus in the heart of a growing city located in the tourism capital of the world. With its beautiful natural landscape, nearby freshwater springs and wide-open prairies, Gainesville is a place "where nature and culture meet."
Explore our faculty and postdoctoral openings and become a part of our unstoppable momentum.
The University of Florida Department of Neurology is seeking a Headache Medicine Faculty who will join a UCNS certified Headache Medicine Faculty to further contribute to the development of a state-of-the-art Headache program to include comprehensive clinical care, research, and education. We have a newly opened freestanding Neuromedicine Hospital, a new Inpatient Rehabilitation Facility, and multi-disciplinary outpatient clinics with an infrastructure and resources for clinical research coordinators. We have a strong collaboration with Psychology and Engineering and Physical Therapy and we are interested in developing all modalities of care. We have active collaborations with Neurosurgery and Pain Medicine. UF Headache Neurologists are given dedicated procedure time for injections and other procedures. We have a strong Neurology residency program and an interest in establishing a UCNS fellowship program in Headache Medicine. Preferred applicants will be board certified/board eligible in Neurology and in Headache Medicine. We are looking for dynamic faculty who can help lead UF Headache Medicine to reach pre-eminence. Applicants should be board eligible/certified neurologists having subspecialty training in an appropriate area.
FIND YOURSELF HERE facultyjobs.hr.ufl.edu
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JWM NEUROLOGY: NEUROLOGIST OPPORTUNITIES IN INDIANAPOLIS Indianapolis, IN private neurology practice seeks well-qualified, motivated neurologists for general neurology practice & all sub-specialties. Experienced neurologists as well as new graduates & those in fellowship programs. • Premier physician-owned group of 42 neurologists • Flexible work schedules for outpatient/inpatient neurology or a combo of both • Collaborative, entrepreneurial & highly successful practice
EXPLORE Your Possibilities
NEUROLOGICAL OPPORTUNITIES Pediatric Neurologist • Pediatric specialty clinic with outpatient practice, EEG readings and hospital consults • Hospital includes Level 3 NICU, a PICU and a pediatric floor
SPRINGFIELD MISSOURI
SPRINGFIELD | BRANSON MONETT | LAMAR
Neurologist Contact: JWM Neurology Executive Director, Herschal Jacquay:
• Busy, well-established clinic with eight neurologists • Outpatient neurology with ability to sub-specialize • M-F schedule, call rotation for nights/weekends
https://jwmneuro.com
1-800-869-4201 michelle.freeman1@coxhealth.com
hjacquay@jwmneuro.com or call: 317-806-6901.
Qualified Candidates:
Turn-Key Outpatient Neurology Opportunity in Overland Park, Kansas
Interested applicants should submit a CV and cover letter to: Allegra Lowell, Physician Recruiter allegra.lowell@hcahealthcare.com Applicants will be accepted until qualified candidates are identified. This position does not qualify for Visa sponsorship.
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- Interest in a turn-key practice with full patient panel and 2 EMG procedure days - Great work/life balance with practice only call - no hospital call is required - Multi-specialty group is comprised of 90+ providers with 7+ locations in Johnson County - Board certified or board eligible in neurology - Eligible for licensure in Kansas
Incentive/Benefits Package: - Patients-first culture - Unmatched potential for flexibility and career growth - Competitive salary with incentive based package - Sign on bonus and generous student loan repayment - Comprehensive benefits package including health, dental, vision, life, and disability - Time away from work combines paid time off, disability coverage and leaves of absence - CME time and dues allowances - 401k with company matching - Employee stock purchase plan
The Medical College of Wisconsin (MCW) and Children's Wisconsin is seeking board-certified/ board-eligible child neurology specialists in both general neurology and epilepsy.
ACADEMIC OPPORTUNITIES
Children's Wisconsin is a 296-bed freestanding hospital. Certified as a Level I Trauma Center including a 72-bed PICU and a 70-bed Level IV NICU. National Association of Epilepsy Centers (NAEC) accredited Level 4 epilepsy center. MCW is a major national research center with a large neuroscience research center; in 2019-2020 over $100 million was invested in neuroscience research with more than 2,600 research studies conducted. Milwaukee is the cultural and economic hub of Wisconsin, home to major sports teams, a vibrant arts community, a beautiful lakefront and county park system. It also has some of the best school systems in the nation and several Fortune 500 companies.
Board certified/eligible in Neurology with a special certificate in child neurology Eligible for medical licensure in Wisconsin Matthew Harmelink, MD Division Chief, Child Neurology Assistant Professor Director, Pediatric Neuromuscular Program Director, Child Neurology Residency Department of Neurology
Neurology Expanding Service Line Neuromuscular Specialist Epileptology Specialist
Neuroscience Institute Assistant / Associate Professor - Clinical Neurology General Neurology with Sub-specialty Interest
mharmelink@mcw.edu
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.
For More Information Contact: Adam Rockey 636.294.6085 Arockey@jordansc.com
A DVA N C E YO U R C A R E E R W I T H U S Find the neurology career opportunity that will advance you and the future of healthcare at Rochester Regional Health. Join us.
Rochester Regional Health, the leading provider of comprehensive care for Western New York, the Finger Lakes and St. Lawrence County, is searching for expertise in general neurology, a vascular-trained neurohospitalist and neurologists for multiple fellowship-trained subspecialty practices.
Email your CV to: Molly Caldwell, Physician Recruiter Email: molly.caldwell@ rochesterregional.org
We offer a thriving environment for your medical practice:
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The Sands-Constellation Center for Critical Care tower, a 312,000-square-foot, state-of-the-art facility, recently opened at Rochester General Hospital (RGH), our tertiary hospital.
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A large referral network comprising 150 locations, including nine hospitals, more than 147 primary and specialty practices and more.
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RGH has one of the busiest emergency departments outside of NYC with more than 250,000 visits per year.
RGH received the healthgrades America’s 50 Best Hosptials again and RGH also took top honors among America’s 100 Best Hospitals for stroke care, critical care, gastrointestinal care and general surgery.
EOE/AA Disability/Vet
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The Five Steps of a Strategic Job Search It’s funny how the little things can seem more daunting than the big ones. Finish medical school? Check. Excel in residency and fellowships? Check. Find that first job as a doctor? Uh-oh. It’s not that job search is so difficult. It’s just hard to know where to begin. Unlike formal training programs where the steps and expectations are made clear, job search is one of those life tasks with a very sketchy blueprint. That’s largely a factor of uniqueness: Everyone’s career path is different and the jobs needed for that path will differ as well. Luckily, some parts of the process are universal to everyone. Following are five steps that will help you be strategic about finding your first (or next) job in the field of medicine. Step 1. Get clear on your goals. You know your specialty, but do you know where or how you want to pursue it? In broad terms, choices for neurologists include practicing, teaching, or researching. Knowing which is more important to you is a start, but it’s not quite enough to be helpful in developing your search pattern. For example, researchers might work at universities, but they could also work for the government, for corporations or labs, or for small specialty clinics. Likewise, practitioners could be working for hospitals, government systems, private practices…or they could go solo. Knowing where and how you want to work is as important to a strategic job search as knowing the content of the work itself.
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For this step, stop and think about the first five years out of training and ask yourself: What setting do I want to be in, and what do I want to be doing for the bulk of my day? Once you have that picture in mind, do the same exercise for five-year increments until the date you expect to retire. That means that a 30-year old who wants to retire at 65 would have seven five-year blocks of time to imagine. The reason for extending the timeline out to retirement is that longterm goals can influence short-term choices. A practitioner who wants to teach at some point might choose to practice neurology at a teaching hospital where those opportunities could crop up more readily. Likewise, a doctor who anticipates going solo might benefit from working at a smaller practice where business decisions are
shared—this could give a good perspective for making the leap to self-employment down the road. Do the best you can on the extended picture, and then return your attention to the first segment of five years after training. The work you choose to do in this timeframe is the work you’ll pursue with your next job search. Step 2. Learn about the market. Now that you know what kind of job you’ll be seeking, you need a little more information. It’s not enough to simply watch for ads in the category you’ve chosen, or tell a recruiter to alert you to opportunities. In both those scenarios, you’re placing the responsibility and power for your career in someone else’s hands—that’s pretty anti-climactic after seven or more years of intensive work to get to where you are now. That said, you do want to use the ads, recruiters, and any other tools or processes that can make your search easier—but only after you’ve organized these strategic steps so you can control the direction things take. Your research doesn’t have to be exhaustive, but it should be thoughtful. If you’d like your next job to be focused on practice, for example, it would be good to have a basic understanding of the different practice settings for someone with your skill set, and the advantages and disadvantages of each. At that point, you can narrow things down to identify the organizations you’d most like to work for, perhaps based on a combination of the work itself, their reputation, and location. This is also the time to consider goals in your personal life, including family issues and continued education. Some employers and work settings are going to be conducive to those goals, while others could be less accommodating. You get extra points if your research tells you some of the challenges faced by the employers in your target market, and the solutions that are being considered by those in the field. To redeem your points, mention some of those findings in conversations and interviews to indicate that you are focused on more than just your own career path when you join someone else’s team. Step 3. Identify your top three to five employers. Your research will lead you to this stage naturally, but it’s still important to check this step off the list. Without a clear sense of preferred employers, you’re left with no actionable process to follow. As you build your list of employers, look for this data:
§ Organization name and location § Heads of the departments you would work in—their names and contact information
§ Names and contact information for internal recruiters, if relevant § The reasons this employer made it to your short list (perceived
Step 4. Reach out to your targeted employers, regardless of the season. Whether you intend to start working in a few months or a couple of years, there’s no time like now to email a potential employer to note your interest and ask for a conversation. If your earliest start date for working is several months away, contacting the department head might make the most sense. In this case, you’d be sending a brief note of introduction and general inquiry, perhaps asking for a few minutes of time to meet in person at the next conference, or to talk on the phone in the next few weeks. The idea is to establish a relationship and to learn more about the department’s goals and initiatives, but not to worry about making formal application (since that may be premature at this stage). On the other hand, if you’re ready to launch your search, you might make your first inquiry to the organization’s recruiter if they have one. This person can arrange a tour for you, ask and answer preliminary questions related to your candidacy and make introductions to key people in a timely way. If they don’t have a recruiter, default back to the department head with a letter that expresses your interest in meeting to discuss potential opportunities in the timeframe you’ve chosen. Step 5. Be a joiner and a doer. If you follow the first four steps, you’ll almost certainly be headed to one or more offers of employment. More importantly, they’ll be offers for work you’ve chosen, at organizations you’ve specified, rather than the more random opportunities that come from relying on advertisements alone. At this stage, you’d probably (understandably) like to settle into your job and move forward with a somewhat less hectic pace than you’ve been keeping during your training. Not so fast! Remember that list of potential career goals in fiveyear increments from Step 1? Now is the time to begin laying the foundation for those ideas to become reality. On the job, there will be opportunities to join or lead committees, programs, business processes, etc. The sooner you jump in, the more quickly you can gain the relevant experience while also deepening your contribution to your new employer. Likewise, participation in a professional group, such as the American Academy of Neurology, gives you the opportunity to explore options that may not be well-represented in the workplace you choose. Being a joiner and doer provides the foundation to be strategic in your next job search, whether that happens in five years or 15. As a final word of advice, don’t hesitate to get started on one or all steps right away, even if you’re currently in training. The best employers are always watching for the right candidate, so conversations at an early stage are never wasted. n
benefit of working there)
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GENERAL NEUROLOGIST OPPORTUNITY Neurologists with clinical expertise in General Neurology are invited to apply for an open position at Penn State Health Holy Spirit located in Camp Hill, PA. Join our growing community practice now! This search represents part of a major institutional commitment to expansion of the neurosciences. This position is supported by one other Neurologists, in a patent-focused community practice setting. With NO ON CALL and an 8 am to 5 pm schedule the selected candidate will flourish in a supportive work life balance environment. Leadership opportunities are available to those with relevant experience. Ideal Candidates Will Have The Following: • Medical degree - MD, DO, or foreign equivalent • Completion of an accredited residency program • Excellent patient care abilities and interest in teaching As a member of the Department of Neurology you will be associated with: • An outstanding program with a national reputation • A highly collaborative culture • Cutting-edge basic and clinical neuroscience research and top-notch facilities at both the Hershey and the University Park campuses • Interaction with dynamic clinicians across all neuroscience-related departments and participation in innovative educational approaches Competitive compensation and generous benefits, including: • Penn State Tuition Discount • Relocation Assistance • Back-up Family Care • Medical, Dental, Vision • 401K, 403(b), 457(b) retirement plans FOR ADDITIONAL INFORMATION Anderson Smith, Physician Recruiter at asmith50@pennstatehealth.psu.edu Penn State Health is fundamentally committed to the diversity of our faculty and staff. We believe diversity is unapologetically expressing itself through every person’s perspectives and lived experiences. We are an equal opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, gender identity or expression, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, veteran status, and family medical or genetic information.
JOIN OUR NEUROSCIENCES TEAM
TRUE BLUE • EPILEPTOLOGY • MOVEMENT DISORDERS • VASCULAR NEUROLOGIST • GENERAL NEUROLOGY Metro Health – University of Michigan Health is seeking full time, permanent Epileptologist, Vascular Neurologist, Neurologist and Movement Disorders physicians to join a growing, functional neurosciences program.
metrohealth.net/recruiting/neurology
EMPLOYED POSITION OFFERING: • Highly market competitive, non-academic compensation • Affiliated with University of Michigan • Program marketing • Full benefit package • Potential sign-on bonus • Potential student loan reimbursement • Health system employed medical group model • Extensive Primary Care referral network
physicianservices@metrogr.org 616.252.4765
NEUROLOGIST OPPORTUNITIES IN VIRGINIA Carilion Clinic is seeking BC/BE neurologists in several specialties to join our growing Department of Neurology. Based in Roanoke, Virginia, Carilion Clinic is an award-winning, community-based network of seven hospitals, 220+ primary and specialty physician practices, and is affiliated with the Fralin Biomedical Research Institute at the
Virginia Tech Carilion School of Medicine. All in a family-friendly community in Virginia’s beautiful Blue Ridge region.
Here at Carilion, you can make your own path, make new discoveries and, most important, make a difference. This is your tomorrow with us. Available opportunities: Stroke/Vascular | Neuro-oncology Neurocritical care | Epilepsy | MS Movement Disorders | General Neurology We offer a comprehensive benefits package with paid relocation and employer funded pension plan.
Visit CarilionClinic.org to learn more about us. For more information contact: Karyn Farrell, Physician Recruiter at kbfarrell@carilionclinic.org
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Now Recruiting BC/BE Neurologists Throughout Southern Louisiana
This is a great opportunity to practice neurology in a collegial and patient-focused environment. Academic appointments are available at our affiliated institutions, including Tulane, LSU, and the University of Queensland. Both newly trained and experienced physicians are encouraged to apply. We offer a highly competitive salary with comprehensive benefits. We are looking for subspecialty training/ interest in the following areas: · HEADACHE · COGNITIVE DISORDERS · MOVEMENT DISORDERS · NEUROMUSCULAR · NEUROHOSPITALIST · STROKE/VASCULAR
Learn more at: ochsner.org/neurorecruitment Please stop by our virtual booth to meet our physician recruiters!
Become a part of our legacy and help us build a healthier future! Mercy Clinic is seeking BE/BC Neurologists – OUTPATIENT ONLY to join our established practices throughout our healthcare ministry
Our Positions offer:
• Large, fully integrated health system utilizing EPIC • Competitive compensation model with professional liability coverage (occurrence based) • Attractive schedules (great work/life balance) • CME allowance and $10,000 relocation assistance • Comprehensive benefits including health, dental, vision and life insurance (eligible first day) • Retirement options with employer matching • Not-for-profit organization, 501(c)(3), qualifies for Public Service Loan Forgiveness program
Mercy, includes more than 40 acute care and specialty (heart, children’s, orthopedic and rehab) hospitals, 900 physician practices and outpatient facilities, 40,000-plus co-workers and 2,100 Mercy Clinic physicians in Arkansas, Kansas, Missouri and Oklahoma. Mercy also has clinics, outpatient services and outreach ministries in Arkansas, Louisiana, Mississippi and Texas.
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For more information, please contact our team: Brandon Smith, Physician Recruiter (Oklahoma) Office: (405) 752-3544 | Email: Brandon.Smith@mercy.net Dayna Pangle, Senior Physician Recruiter (Southwest Missouri) Office: (417) 820-6279| Email: Dayna.Pangle@mercy.net Lisa Hauck, Senior Physician Recruiter (Northeast Missouri) Office: (314) 364-2949| Email: Lisa.Hauck@mercy.net Sarah Wilson, Senior Physician Recruiter (Fort Smith, Arkansas) Office: (479) 314-7466 | Email: Sarah.Wilson2@mercy.net Mark Rowe, Physician Recruiter (Northwest Arkansas) Office: (417) 556-5469 | Email: Mark.Rowe@mercy.net
Top-talent Neurologists needed for award-winning healthcare system in Cincinnati, OH TriHealth is seeking BE/BC Neurologists for positions that offer autonomy on a team that works collaboratively in the collective practice. Opportunities include: • Vascular Neurologist • Neurologist with interest/experience in Stroke, Epilepsy, Movement Disorders, Neuromuscular/EMG You will provide phenomenal care to a large, diverse patient population from referrals provided by the well-established TriHealth physician community. Enjoy comprehensive benefits, excellent work/life balance, productivity incentives and sign-on bonus. Attractive relocation packages are available. Call, text or send your CV to: melissa_jansing@trihealth.com 859 653 1392
TriHealth.com
TriHealth TriHealth TriHealth TriHealth TriHealth TriHealth TriHealth TriHealth TriHealth TriHealth TriHealth TriHealth
The University of Toledo College of Medicine Department of Neurology is recruiting neurologists and subspecialists to join their
expanding department in an exciting new educational affiliation with Promedica, a comprehensive health care network of specialized hospitals and outpatient facilities in Northwest Ohio and Southeast Michigan. Nationally recognized for excellence, the department has a 4-week required third year clerkship for medical students, a growing Neurology residency program and several competitive fellowship programs. The flagship academic medical center is a 794-bed hospital offering brand new state of the art inpatient facilities and is the largest acute care facility in the area. It has been named on of Healthgrades’ 100 Best Hospitals in America. Outpatient services are offered in the newly built Neurosciences Center, conveniently located across from the Toledo Hospital. Multiple faculty positions for clinicians and clinician scientists are available in a variety of Neurology subspecialties, with most having an established practice including:
NEUROMUSCULAR DISORDERS • HEADACHE MEDICINE • BEHAVIORAL NEUROLOGY MOVEMENT DISORDERS • PEDIATRIC NEUROLOGY • GENERAL NEUROLOGY Candidates with interest in translational research and/or independent research funding are strongly encouraged to apply. Joint appointment in Department of Neurosciences and protected time for research will be available based on track record and interest. Assistant or Associate Professor Rank commensurate with experience.
Applicants should be board eligible or board certified in Neurology, with fellowship training preferred for specialty positions.
Please submit a letter of interest, CV, and references to: Imran I. Ali, MD Professor and Clair Martig Endowed Chair, Department of Neurology, University of Toledo 2130 W. Central Avenue, Suite 201, Toledo, OH 43606 or email Imran.ali@utoledo.edu or ann.murphy@utoledo.edu .
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GENERAL NEUROLOGIST OPPORTUNITY Penn State Health St. Joseph in Berks County, Pennsylvania is seeking a general neurologist to join our existing practice. The selected candidate will have both inpatient and outpatient responsibilities. This is an excellent opportunity for a neurologist who wishes to enjoy a high-quality of life while providing care within a community of approximately 400,000. What We’re Seeking • Medical degree – MD, DO • BC/BE in Neurology • Candidates with subspecialty training encouraged to apply What We’re Offering: • A competitive salary and generous benefits • Outstanding program and highly collaborative culture • Interaction with dynamic clinicians • Routinely ranked among the Top 50 Heart Hospitals in the country in quality metrics • Nationally certified as a Center of Excellence in Chest Pain, Stroke and Heart Failure • Nursing care that has also earned the distinction as a “Pathways to Excellence” accredited facility
FOR ADDITIONAL INFORMATION, PLEASE CONTACT: Anderson Smith, Physician Recruiter asmith50@pennstatehealth.psu.edu or 717-531-4703
Penn State Health is fundamentally committed to the diversity of our faculty and staff. We believe diversity is unapologetically expressing itself through every person’s perspectives and lived experiences. We are an equal opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, gender identity or expression, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, veteran status, and family medical or genetic information.
Compensation in Times of Change KEEPING UP WITH CHANGES IN PHYSICIAN PAY If you think the practice of medicine has been changing fast, that’s nothing compared to changes in compensation for the practice of medicine. It used to be, in the not-so-distant past, that physicians would receive a contract outlining an offer with such things as how much call they would take, their allotted vacation time and, yes, their salary. Negotiating, if the doctor chose to do it, was largely a matter of trying to improve the numbers on the contract.
Compensation models are changing The basics of this process haven’t changed—there’s still a contract, an offer, and items such as vacation and call to review before negotiating or signing. But salary? According to Melissa Yu, MD, FAAN, that model of compensation may no longer dominate. As vice chair of the American Academy of Neurology subcommittee that oversees that group (the Practice Management and Technology Subcommittee) she has seen a wide variance in pay models other than just strict salary. To be sure, some of the variations in compensation methodology Yu experienced were tied to changes she initiated. For example, when Yu moved to academia after eight years in private practice, (she’s now an associate professor in Baylor College of Medicine’s
Department of Neurology), she naturally entered into a different payment model for her work. Before making that switch in 2012, her compensation was frequently affected by adjustments in how Medicare payments were made. But even in the traditionally stable academic sector, Yu has seen changes. Indeed, her added administrative responsibilities have exposed her to the compensation planning process at her institution. Yu’s conclusion from all of these experiences, direct and indirect? “The age of the guaranteed, straight salary is decreasing,” she says. Replacing it? “We’re seeing more ties to metrics. Whether it’s clinical productivity, quality measures or patient satisfaction, physicians in general are just being measured more.” In short, if you’re not already experiencing this, you can expect at least some of your compensation in the future to be tied to your performance metrics.
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What do the salary surveys tell us? Like Yu, Brad Klein, MD, MBA, FAAN, has devoted significant attention to the topic of physician compensation. As chair of the Academy’s Medical Economics and Practice Committee and as a member of the AAN Board of Directors, his leadership roles have long been entwined with this issue. In particular, he says, he participated in designing some of the early benchmark compensation surveys conducted by AAN in 2013. Although he’s not part of the work committee charged with developing the upcoming biennial survey, Klein says he can empathize with the challenge of revising the questions to match the rapidly evolving compensation picture currently being experienced by physicians. One thing he doesn’t worry about is the breadth of response. The last survey (published in early 2020, using 2019 data) captured information from more than 3,200 respondents, including 2,700 neurologists, 474 advanced practice professionals, and 71 practice managers. “It’s the largest neurology compensation benchmark available,” Klein notes. This robust response is important on several levels, not the least of which is simple volume. When more people participate, Klein says, “We can communicate with each other that you’re in the ballpark with what you’re earning or what you’re offering.” As chief operating officer of Abington Neurological Associates and medical director of Abington Headache Center in Pennsylvania, Klein relies on the AAN physician compensation survey to provide a reference point for his own work. “I’m in private practice, so I’m always intrigued to see how people are paying their physicians,” he says. “Just running a private practice, as I’ve done for over a decade now, it helps me to see where I’m doing a good job and where I’m not.” Klein explains that he was just as likely to reference the survey when he was an employee as he is now in his role as an employer. Although questions and categories may shift as the current work committee completes the next survey, doctors who haven’t participated in past years might be surprised at the number and variety of compensation models presented for selection by respondents. In addition to the guaranteed salary that used to be more common, there are several options combining salary with a quality bonus or a production bonus, or both. Physicians can also indicate they are compensated based on productivity alone, or that they are paid an equal share of a practice’s compensation pool. Even with all of these options, the survey can’t possibly represent every compensation model used by employers in today’s complex market. Indeed, more than one process might exist within the same
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organization, depending on the level or type of work assigned to the physician. In his practice, Klein has developed three different contracts, reflecting varying scenarios as the individual potentially rises to the partner level. What ties the three contracts together, he says, is an underlying approach of productivity and communal compensation. As he explains, “We want to reward you for working hard—productivity—but we also want you to support each other, since different doctors practice different aspects of neurology and some fields pay more than others.” In this system, Klein says, 60 percent of what a doctor generates goes to their productivity credit and 40 percent goes into the communal pot, to be divided among the doctors. While everyone gets paid a lower regular salary that accommodates the practice’s ups and downs, at the end of the year the productivity and communal amounts are calibrated for overhead and paid out appropriately to each doctor.
Advice for physicians, new and experienced It’s one thing to learn about compensation models, but something else entirely to make good use of the knowledge. For example, how might a doctor who prefers a guaranteed salary negotiate a hospital contract based on productivity? Since compensation structures represent complex organizational decisions in most cases, it’s not likely this candidate will influence a change in the model itself. But it may be possible to negotiate how some of the productivity is measured, or what percentage of the overall compensation will be based on the metrics. Another option? Klein notes that individuals who prefer a specific compensation method might find themselves better served by matching their preferred model to the type of position it’s likely to be found in. This strategy, he notes, can sometimes shift according to the stage someone is at in their career. As he explains, “If a guaranteed salary is important to you, that is more likely to happen in academia, but if you’re in a private practice, it’s more likely you’ll be offered salary plus a productivity bonus. Those who are younger may be less efficient in seeing patients and more worried about paying loans, starting a family, etc. may find higher base salaries more palatable. Whereas, if you are further along in your career, may be more financially stable, and can leverage your efficiencies to be more financially productive, the bonus model might work better. It’s not to say private practice can’t work for anyone, but it is important that the potential employee and employer talk candidly about their needs.” For the majority of neurologists who work in patient care, quality metrics are bound to play a role in compensation. As Klein puts
it, “This is where it gets dicey. When their compensation is tied to quality, individuals need to understand how those measures are determined and that they are accurate.” He adds, “It can be a very challenging prospect to demonstrate quality in a meaningful way. Ideally the employer is using AAN guidelines and can assess the individual neurologist. However, in some organizations, the neurologist may not have control over quality metrics nor cost containment and their reimbursement may be impacted by work done by their primary care colleagues, hospital, or other care providers in the community.” To navigate a system in which the neurologist’s metrics might be enmeshed with those of other care providers, Klein recommends that candidates learn more about the department they’re planning to join. For example, how did the department or the average neurologist do in terms of quality metrics or bonuses in the past year? As he says, “At the two extremes: if the department is measured and doing well, and the last bonus reflects it, then that’s a good sign. If the bonus is low, or the department ‘s measures are poor, then that’s a bad sign. The gray area may be if the department is beholden to the system for their bonus, where there is less internal control.” “That will give you a good sense. If everyone’s getting a 98 percent response and a 98 percent bonus, that’s a good sign. But if it’s spread out all over the place, that can be a bad sign.” Dr. Yu also recommends that candidates take the time to assess their risk tolerance at different stages of their career. “Starting out,” she says, “you’re not going to be as productive, as efficient, so there’s risk in a productivity-based plan.” On the other hand, she warns against the lure of a high starting salary in the offer “because sometimes there’s a catch to that. If there was an income guarantee and you decided to leave, you may have to pay it back.” Like Klein, Yu also notes the challenge in being compensated according to metrics. In her role as a physician informaticist, she acts as an interpreter to the IT staff, helping them ask for the data in a way that honors the actual work being performed by the doctor. As she explains, it’s easier to report process measures—“Yes, I did this, I counseled the patient with epilepsy about this medication”— than it is to report outcome measures, such as less eye damage for a patient whose diabetes is under control. While doctors may not be able to control which measures are requested and compensated for, Yu advises they can educate themselves on how to bill and document appropriately, so that they are accurately claiming the measures they are achieving. “That’s not taught to a huge degree in residency,” she says, “but the AAN has lots of resources on that. You need to be sure that you’re capturing what you’re actually doing and billing to the most appropriate level that you can.”
It’s not all about the paycheck As a final piece of advice, Yu recommends a closer look at the overall contract before choosing one position over another. “Look at all the other, non-salary ways you’re going to be compensated, such as CMEs, paid vacation, tuition reimbursement, insurance, health, and dental. If practice A is going to give you X dollars and practice B is offering 10 percent more but without the extra benefits, you can’t compare those as apples to apples.” Along the same lines, Klein advises tracking monthly expenses for the first year or two in a new job, to ensure financial viability. This exercise will help sound the alarm if the income isn’t meeting
expenses such as student loans. On the other hand, it may also demonstrate something unexpected—the ability to work fewer days, for example.
Trends and disrupters No matter what a physician may learn about compensation, or which models an organization may employ, something will always come along to upset the apple cart. Some disrupters happen in slow motion, while others—think COVID-19—strike like an out-of-theblue lightning bolt. And sometimes a disrupting force will attach to a slower-moving trend. That’s the scenario playing out with telemedicine and the coronavirus pandemic. While neurologists and other health care providers have conducted remote health care services for decades, it has always been a small piece of the puzzle—and one that was difficult to monetize besides. Now, in a matter of only a few weeks, telemedicine has become a primary conduit for delivering neurologic health care—and those in charge of compensating for medical services are scrambling to keep pace. Yu explains it this way: “Up until March 15 or so, in 2020, the use of telemedicine in outpatient neurology was pretty limited because of insurance rules and reimbursement models. Then it exploded in terms of temporary coverage by insurers when we wanted everybody to stay home. Now we’re all holding our breath to see what’s going to happen with that coverage.” While Yu feels certain that the coverage is here to stay (“I think the genie is out of the bottle on virtual services.”), Klein anticipates that the rate of reimbursement may drop in the future, which would affect the compensation received by neurologists. Another compensation trend Yu has been tracking may be less affected by the pandemic, except that it may be slowed somewhat in developing. “We keep hearing that value-based care for different payment models may be coming, for the things that may not lend themselves to productivity compensation models. These would be like, ‘I kept the patient out of the hospital.’ That’s good, but now the neurohospitalist won’t see that patient. As those models become more prominent, we’re going to be looking again at compensation. How will the neurohospitalist be compensated if they don’t see the patient in the hospital?” While some trends and disrupters may be prompted by health care practices or broader compensation issues, Klein is paying attention to a quickening change rooted in justice issues: parity in pay regardless of gender or race. As he notes, there is work to be done in both areas. “There is data that there is a gender differential in compensation,” he says. “Trying to understand that better is a critical detail that we have to address. We, as a society, haven’t done due diligence in racial bias and it’s way overdue to be looked at in compensation.” This short list undoubtedly doesn’t cover all of the changes bubbling just above or below the visible surface of compensation for neurologic care, but it does exemplify one point made by both Klein and Yu: health care and the way it’s compensated is undergoing rapid and constant change, making it critical that doctors maintain the ability to adjust to new realities. And, regardless of how a doctor is compensated, now or in the future, it seems clear that the days of simply negotiating a higher salary every year or two are long past. Paying attention to the organization’s bottom line and the market in general will have to become second nature as doctors build their careers in the years to come. n
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specialtycare
hires neurologists we focus on clinical excellence Work-Life Balance • Generous Paid Time OO • Competitive Compensation
We provide reliable support with the highest quality standards in the industry. Surgeons trust our monitoring skills, knowledge, and judgement during complex procedures. Our neurologists provide online supervisory IONM services to SpecialtyCare surgical neurophysiologists performing intraoperative neuromonitoring (IONM) in addition to EEG/LTM services.
COntact Heather Thomas, Recruiter 615.346.8801 Heather.Thomas@specialtycare.net
SpecialtyCareUS.com/Careers
Join the most respected neurology practice in Orange County, California — established over 40 years High earning potential. A perfect fit for a productive mid-career neurologist or a new trainee. Flexible and negotiable regarding full or part-time, partnership and opportunity to purchase.
NMSS-designated Comprehensive Multiple Sclerosis Center. Children’s Headache Foundation Certified Center. Active clinical trials program. Infusion suite. Opportunity to teach. Prefer expertise/interest in MS, headache, movement disorders, memory disorders.
Contact jflorin@fullertoneuro.net
Visit fullertonneurocenter.com and jackflorin.com
KINDNESS AT WORK.
Neurology Opportunities
Northeast and Central Pennsylvania
What you do at Geisinger shapes the future of health and improves lives – for our patients, communities and you. Our commitment to caring runs deep as we go the extra step to provide cutting-edge tools like the MyCode Community Health Initiative, our groundbreaking genomics program, to ensure patients get the best diagnosis possible. Wherever your future takes you at Geisinger, our commitment to you is what differentiates us. As part of our expanding practice, Geisinger has opportunities for specialty neurologists, residents, and fellows throughout Pennsylvania. Interested candidates, please reach out to Lori Surak at ljsurak@geisinger.edu.
The future of health is in you. geisinger.org/careers AA/EOE: disability/vet.
The Department of Neurology at University of Wisconsin is expanding several programs and is recruiting multiple faculty in the following areas: Adult General Neurology, Alzheimer’s, Headache, Neuroscience, Pediatric Neurology, Neurohospitalist/Stroke, and Neuro-Oncology. We are seeking an Assistant, Associate or Full Professors on the clinician-teacher, CHS track and/or Tenure tracks. Candidates must hold a M.D., MD/PhD or DO, be Board certified or board eligible in neurology, and / or the ability to obtain a Wisconsin Medical License. Fellowship training or equivalent experience is required for subspecialty positions. Clinical activities will involve attending duties in neurology clinics and on inpatient services at the University of Wisconsin and affiliated regional hospitals and clinics. Teaching responsibilities include teaching medical student courses and clerkship, mentoring graduate students and trainees, training residents, fellows and medical students and teaching continuing education programs for physicians and the public. Candidates will be able to develop a research program that could also be integrated into clinical activities. The Department of Neurology currently has active and robust clinical programs in all of these areas at a nationally recognized academic hospital. The Department currently has a medical school clerkship, expanding adult and pediatric neurology residency programs and several fellowship programs. Wisconsin’s capital, Madison, has been and continues to be consistently listed as a “best” city to live and work in. It is a vibrant, diverse community with excellent schools, wonderful cultural and recreational opportunities with a low cost of living. The University of Wisconsin – Madison has consistently been ranked among the top 5 to 10 research universities, and thrives on a noteworthy collaborative research atmosphere, including in the neurosciences. We offer an attractive starting compensation and extensive benefits including malpractice coverage. We are seeking individuals who wish to work within a team to help build our clinical, teaching and research programs. Interested applicants, please apply online at Jobs at UW and submit a curriculum vitae/resume and cover letter referring to the position vacancy listing. Finalists may be asked to provide at least three letters of reference at a future date. Questions can be addressed to questions@neurology.wisc.edu Please apply via our website: https://jobs.hr.wisc.edu/en-us/search/?job-mail-subscribeprivacy=agree&search-keyword=neurology Unless confidentiality is requested in writing, information regarding the applicants must be released upon request. Wisconsin Caregiver law applies. UW-Madison is an Affirmative Action/Equal Opportunity Employer.
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Join the Team that’s
Transforming Care Our unique culture is built on innovation, servant leadership, and compassion. As physician-owners, Vituity neurologists are empowered to deliver the best quality patient care. Our physicians work collaboratively to treat complex neurological conditions – supported by an expert care team and an extensive network of fellow clinicians.
For more details and to view additional opportunities, vituity.com/careers or contact Carrie.Dib@vituity.com.
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Vituity’s Comprehensive Neurology Services Telestroke
Neurohospitalist
Acute Teleneurology
Neurodiagnostics
Actively seeking neurologists for on-site California roles and remote opportunities.
As a physician-led and -owned partnership, Vituity drives positive change in healthcare, providing integrated acute care across the country to nearly 8 million patients annually.
Live Where Others Vacation with Incredible All-Season Recreation Sentara Healthcare, an Award Winning, Innovative Healthcare System in Beautiful Coastal Virginia, is expanding their neurology division. Exciting Opportunities For: Neurohospitalists- $320,000 annually, 7 on/ 7 off day shift model with two night calls per week on service, no acute stroke alert responsibility. PA/NP support. Epilepsy Neurology- Comprehensive regional Level III epilepsy center with a growing surgical program. Night and weekend call is limited strictly to Epilepsy. General Neurology- Outpatient only, NO NIGHT OR WEEKEND CALL! Subspecialty interest is welcomed. Be part of Sentara Medical Group, the largest neurology practice in the area! The division serves as the formal Department of Neurology for Eastern Virginia Medical School, where teaching opportunities as well as academic appointments are encouraged.
Interested? Contact Kay Miller at: 757-252-3032 / kmmille1@sentara.com
Open Rank Faculty Neurology Positions Academic Clinical Neurophysiologist and Academic Epileptologist The Department of Neurology at California University of Science and Medicine School of Medicine is expanding its clinical operations and is seeking one Clinical Neurophysiologist and one Epileptologist, the latter to serve as Director of Epilepsy. Candidates for the clinical neurophysiologist position require expertise in clinical neurophysiology, including all aspects of EEG, EP, NCV, and EMG. Clinical responsibilities include attending the clinical neurophysiology lab and outpatient neuromuscular disease clinic. Candidates for the epilepsy position require comprehensive expertise in epilepsy, including all aspects of EEG, including monitoring. Clinical responsibilities include implementation of a National Association of Epilepsy Centers (NAEC) certified-epilepsy center level 4 including an EMU, attending the EEG inpatient and outpatient service, epilepsy clinic, longitudinal residents’ clinic and inpatient general neurology. These are full-time faculty positions in a department that has a major commitment to clinical, education and research activities. Teaching medical students and residents along with clinical research duties are expected. These positions will report directly to the Chairman of Neurology. Candidates must have completed an ACGME-accredited neurology residency and fellowship in clinical neurophysiology and/or epilepsy, as applicable for the position, be board-certified or eligible in neurology and sub-specialty if applicable and have a full active medical license in California.
To develop and operate a health and life sciences university, furthering the science and art of medicine.
Current residents and/or fellows are welcome to apply. Please apply through our external link Epileptologist: https://cusm.bamboohr.com/ jobs/view.php?id=62 Neurophysiologist: https://cusm.bamboohr.com/ jobs/view.php?id=63
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From Residency to Practice: Getting Started Without a Fellowship With the practice of neurology becoming more complex by the minute, there’s a lot of pressure on physicians to follow up their neurology residency with even more specialized instruction in the form of a fellowship. Reasons to advance to this next level of training range from the desire (or need) to become an expert in a specified area of practice, to the fear of not being hired for key positions without one. But not everyone follows the same path, and not every good job requires candidates to have fellowship training. Heather Schweizer, DO, is an example of a successful neurologist whose formal education did not include a fellowship. That’s partly by design—she did review the option but decided against it—but also by lack of design. That is, unlike some of her colleagues and friends who entered medical school with a plan for each stage of their career, Schweizer took a more laconic approach. “I’m not really ‘Type A,’” she said, “So I’m okay with plans changing and trying things out.” That’s a life approach Schweizer applied to her training path as well. Although she is happily positioned now as the stroke medical director for The Villages Regional Hospital in Florida, she wasn’t even aware of neurology as an area of practice when she first entered her residency at Larkin Community Hospital in Miami. Despite having enjoyed the subject during medical school, neurology as a professional track wasn’t on her radar. “I thought I
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was going to do family medicine when I went to Larkin,” she said. “I didn’t even know they had neurology in my residency program, and then a spot opened up in my second year, so I decided to apply.” As luck would have it, Schweizer was entering a newly-evolving program at Larkin, getting in on the ground floor as the hospital was developing its neurology rotations. This gave her and fellow residents the opportunity to provide feedback and help shape the program as rotations were added. Even so, she still didn’t have specific plans for the direction her career would take—she just wanted to continue learning about the subject that had held her attention so well during medical school. Nevertheless, Schweizer began to explore the question of fellowships. Over the next couple of years, she inquired with different attending physicians about the fellowships they’d taken and how they thought their careers had benefited. The answers were mixed, which was enough to give her pause. Some of the attendings told her they don’t use their fellowship training in their work—an answer she found most frequently among the outpatient and general neurohospitalists. The prospect of having a fellowship “not pay off” was especially daunting to Schweizer. “It was a difficult decision financially because I don’t come from a lot of money,” she said. “I had $400,000 in loans, so to take another year digging into that hole, it had to be worth it for me. But the other problem was that I didn’t
have any passion for any subspecialty. I love neurology as a whole.” Schweizer decided to take her chances on the job market without a fellowship, a gamble that paid off when her former residency chief tapped her on the shoulder to apply at The Villages. Schweizer answered the invitation and soon found herself employed in the largest retirement community in the country, where she discovered there were literally more golf carts than cars on the roads. “They call it Disneyland for adults,” she said with a laugh. She started as a general neurohospitalist, a position she loved immediately for its variety. “I like having a bunch of different things to see on a daily basis,” she noted. “I like the problem solving. I feel like being a neurohospitalist lets you specialize in diagnosis and problem solving, and then you get to send it out for specialists.” Not long after—a year, to be exact—the stroke position opened and Schweizer jumped on the opportunity. Even though this role would more commonly go to someone with a fellowship in vascular neurology or a related specialty, Schweizer thought she could be a viable candidate. “I felt confident in my education and the knowledge I had already gained from my work,” she said. Schweizer also believes the modest size of the community helped keep her in the running, noting that she might have needed a fellowship to vie for a similar role at a larger facility. One way or the other, Schweizer got the job and she stepped up to lead the stroke program for a community hospital only one year out of residency. Since the population of The Villages skews old—most residents are over 60 years of age—they have a disproportionately high number of stroke cases to treat. On a typical day, Schweizer says, she will print her consult list and go through the different charts and cases, using her NP to do some of the followup. As a primary stroke center, it’s common to have a couple of stroke alerts to attend to. Otherwise, she finds herself interacting a lot with
family members, particularly for patients with delirium and others who come from nearby care centers. On the administrative side, which comprises about 20 percent of her day, she may conduct a stroke meeting with other staff, complete reports, or attend meetings with other departments. Now that she’s finishing her first year as stroke medical director— and her second year out of residency—Schweizer feels she has more perspective to judge her decision not to pursue a fellowship. “For this position,” she said. “I don’t feel like a fellowship would necessarily help me. This isn’t a large academic institution, it’s a comprehensive center.” As for picking up a fellowship later, Schweizer feels that may not be necessary either. “I think the experience with my position here will be as strong on a resume as a fellowship in stroke would be,” she said. “I may be wrong about that, because different places look for different things. But I just got married and I have a baby on the way, so adding training isn’t something I’m thinking about right now.” For others weighing the fellowship decision, Schweizer has this advice. “Don’t feel pressure from anybody, whether that’s your residency or your family. You have to step back and look at what you want. For instance, if you’re a general neurohospitalist but then take a fellowship in headache, you’ll have that piece of paper but you won’t necessarily get to do a lot of headache cases.” Rather than taking a fellowship for the money, or to appease someone else, Schweizer advises residents to wait until they know what they’re passionate about. In that way, they can ensure that the year of training pays off in career satisfaction, even if it doesn’t turn out to be lucrative. If that means skipping the fellowship, Schweizer is proof that a successful career can evolve without the extra training. “I’m very happy with the choice I made,” she said. n
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Qualified Candidates for Stroke Program Leadership: -
Neurology Stroke Director and Neurohospitalist Opportunities in Kansas City, Missouri
Vascular fellowship training required Stroke Medical Directorship available commensurate with experience Faculty appointment available with potential for resident teaching 100% inpatient Flexible scheduling; option for 7 on 7 off schedule or 180 shifts annually Outpatient neurology is optional—available only if desired Saw 1400 stroke codes, 1800 total strokes, and 300 interventions last year 85% clinical and 15% administrative which will include supervision of APPs
Qualified Candidates for Neurohospitalists:
- Vascular/Stroke, Neurophysiology, Neurocritical Care, Epilepsy Fellowship trained or experienced Neurohospitalist physicians preferred - 100% inpatient - Flexible scheduling; option for 7 on 7 off schedule or 180 shifts annually - Faculty appointment available with potential for resident teaching
Neuroscience Program Highlights: Interested applicants should submit a CV and cover letter to: Allegra Lowell, Physician Recruiter allegra.lowell@hcahealthcare.com Applicants will be accepted until qualified candidates are identified.
- Established Neurosciences physician governance structure influencing service line development and expansion at the regional level - Certified Comprehensive Stroke Center seeing 1800 stroke patients a year - 44 ICU beds including 12 neuro-ICU beds with 24/7 onsite coverage by critical care trained nurse practitioners - ENLS Certified Nursing Staff in Neuro ICU - TIA outpatient clinic - A robust physician team, comprised of 3 Interventional Radiologists, 9 Neurosurgeons, 2 Neuro Critical Care Intensivists, and 1 Neuro Oncologist
This position does not qualify for Visa sponsorship.
Neurologist Opportunity in the heart of New England!
We are expanding services in neurology and looking for the right neurologist to join our team. Physician led organization – where you will have a voice! • • • • •
Practice alongside three well established neurologists.
Physician led organization – where you will have aLocation voice! in the heart of New England – just north of Boston, Practice alongside three well established neurologists. Portsmouth, NH. Location in the heart Excellent of New salary and benefits. England – just north of Boston, near Portsmouth, NH.Professional growth to include generous CME dollars. Excellent salary and benefits. Professional growth to include generous CME dollars.
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Click here: hear what our physicians have to say about practicing medicine with us! For more information contact: Heather Mamos, Physician Recruitment Specialist Phone: (603) 580-7131 Email: hmamos@ehr.org
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Neurohospitalist Penn State Health Hampden Medical Center has an excellent opportunity for a Neurohospitalist to join its developing team at the brand new, state-of-the-art inpatient facility in Enola, PA, set to open Fall of 2021. If you want to enjoy a high-quality of life while providing care within a community setting, this is a fabulous opportunity. The new facility with 108 inpatient beds includes intensive and intermediate care, radiology, labor and delivery, 25 emergency medicine treatment spaces, 10 observation beds, six operating rooms, and two cath labs. The area around Penn State Health is a wonderful place to live and enjoy everything it has to offer. That is why we provide a competitive salary and benefits package, a 7 on/7 off schedule with 12-hour day shifts and NO on call! We offer CME time and funds as well as life insurance, long-term disability and so much more. Our ideal candidate will have: • • • •
MD, DO, or foreign equivalent Completed an accredited neurology residency The ability to acquire state of Pennsylvania licensure Fellowship trained in stroke, epilepsy, headache or vascular is preferred but not required
If you would like more information or send your CV and cover letter, please contact:
Anderson Smith asmith50@pennstatehealth.psu.edu.
Penn State Health is fundamentally committed to the diversity of our faculty and staff. We believe diversity is unapologetically expressing itself through every person’s perspectives and lived experiences. We are an equal opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, gender identity or expression, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, veteran status, and family medical or genetic information.
