Career Compass—July, 2023

Physician-Led Medicine in the Rocky Mountains

Neurology Opportunities

You can make a difference here in Montana. Billings and Bozeman are located in the magnificent Rocky Mountains with extraordinary outdoor recreation minutes from home. These friendly college communities have great schools, diverse restaurants and abundant activities for all ages. Four seasons of sunshine!

• Outpatient Neurology in Billings or Bozeman

• Neurohospitalist in Billings at our tertiary referral center

• Epileptology in Billings – EMU in development

• Primary Stroke Center

• EEG and long-term video monitoring

• Opportunity to teach with IM Residency

Contact: Billings Clinic Physician Recruitment

E-mail: physicianrecruiter@billingsclinic.org

Seeking BE/BC Neurology Specialists to join our region’s largest neurology team. Generous loan & relocation repayment

• J-1 visa candidates welcome

• 501c3 nonprofit organization

• Magnet® Recognized for Nursing Excellence

• Montana #1 Best State to Practice Medicine – Wallethub

• Billings & Bozeman named in “Top 100 Best Places to Live in the US” – Livability

Learn more and watch our physician video: billingsclinicphysicians.com

Opportunity Highlights —Neurologist and Division Chief/Practice Lead

• Well established practice with a team of well rounded, experienced Physicians and Nurse Practitioners; where you are respected, supported and challenged.

• Subspecialty or General Neurology interests welcome.

• 1 in 5 call arrangement gives you the 'perfect' position to balance both your professional interests and personal commitments.

• Flexible balance of inpatient/outpatient coverage.

• Primary Neurology practice in Berkshire County with a Joint Commission Certified Stroke Center.

• Competitive salary with an incentive program and sign on bonus that includes relocation assistance.

• Excellent benefits including 4 weeks’ vacation and allotted days and allowance for CME.

• Division Chief/Practice lead additional responsibilities include: Clinical neurology involvement with students and residents and supervision of division members, including credentialing.

Interested candidates are invited to contact: Michelle Maston, Physician Recruiter at mmaston@bhs1.org or Apply online at: www.berkshirehealthsystems.org

Neurology Opportunities in the Beautiful Berkshires of Western Massachusetts

Location Highlights

• The Berkshires offers a beautiful setting with a small town feel and endless cultural opportunities of a big city.

• Art, theaters, museums, concert venues, restaurants, local small businesses, fitness centers, golf and spa resorts. We have it all!

• Four seasons of fun and adventure offering skiing, snowshoeing, kayaking, rafting, sightseeing, hiking along the Appalachian Trail and road/mountain biking.

• Affordable lifestyle with excellent public and private schools makes us an ideal family location.

• Only a 2.5-hour drive to Boston, MA and New York City.

Hospital Highlights

• Our mission is to advance health and wellness for everyone in our community in a welcoming, inclusive, and personalized environment.

• Berkshire Medical Center is a 298 -bed community teaching hospital with residency programs, nationally recognized physicians, and world class technology.

Sutter Health named to Forbes’ 2023 List of Best Employers for Diversity. Come work in

BC/BE Neurologist

Santa Rosa

Full-scope Neurologist opening with EEG reading opportunities with interest in joining stroke program highly preferred. Located north of San Francisco in beautiful Sonoma County known for world-renowned wineries.

Contact: SonomaMDjobs@sutterhealth.org

Job Number: SMGR2021-115

BC/BE

Neurologist

East Bay Area

General Neurologist opening in a large busy practice with nationally recognized MS program.

Contact: EastBayMDjobs@sutterhealth.org

Job Number: SEBMG2021-171

BC/BE Neurologist

Santa Cruz

General Neurologist opening with sub-specialties welcome! Live and practice in a beautiful and bustling sunny coastal community south of the San Francisco Bay Area.

Contact: MDCareers@sutterhealth.org

Job Number: PAFMG2021-117

BC/BE Neurologist

San Francisco

Neurologist opening with interest in Alzheimer’s disease, dementia and memory disorders to join a busy practice at the Ray Dolby Brain Health Center of the California Pacific Medical Center.

Contact: WestBayMDJobs@sutterhealth.org

Job Number: SWBMG2023-112

Current Neurology Opportunities in California

BC/BE Neurosurgeon

San Francisco and East Bay Area

Neurosurgeon opening in a multi -site communitybased practice with strong focus on degenerative spine and elective surgeries. Potential for affiliation with an academic institution.

Contact: WestBayMDJobs@sutterhealth.org

We offer competitive compensation, relocation allowance, a robust retirement program and a generous benefits package. It is the policy of the of our Sutter Bay Foundation’s affiliated Medical Groups to provide equal employment for all qualified individuals; to prohibit discrimination in employment because of race, color, creed, religion, marital status, sex, sexual orientation, gender identity or expression , ancestry, national origin, age, medical condition, disability or status as a veteran or a disabled veteran.

TOWER HEALTH IS HIRING NEUROLOGISTS

Tower Health Neuroscience Center is a multisubspecialty clinical service line addressing the needs throughout our hospitals spanning four counties in Southeastern Pennsylvania. Due to extensive growth and community need, we are actively hiring Neurologists in the following positions:

•General Neurologist

• Movement Disorder

• Neuromuscular

• Neuroimmunologist (MS)

• Vascular Neurologist

• Neurohospitalist

• Neurophysiology

• Neurorehabilitation

• Cognitive Neurology

For more information, contact: Kenneth (Nick) Nichols, Sr. Physician Recruiter, 484-628-6581 o r Kenneth.Nichols@towerhealth.org

Prepare for the Interview: A Primer for Answering DEI Interview Questions

You may already be prepared for the standard interview questions: “Tell me about yourself.”

“ What are your five- and 10-year career plans? ”

“Give us an example of…” As you may have noticed, the standard interview questions don’t seem to vary much from one year to the next—or even one generation to the next.

One type of question that you’re more likely to encounter today than even five years ago is the DEI query: “Tell us your philosophy and approach to DEI.” Or, “Share some examples of how DEI has impacted your medical practice.”

Standing for “diversity, equity, and inclusion,” DEI has come to the forefront for employers as they strive to build work teams that better reflect the communities they serve or that better respect a diverse group of coworkers—or both.

Since these questions are relatively new in the world of job interviews, it’s a good idea to reflect and prepare for the questions in advance. Below is

a primer with steps to follow as you anticipate this conversation point in your next interview.

Get into the right frame of mind for DEI interview questions

Learn the basics. Even if you’ve had workplace training on DEI principles, or have been exposed to the concepts elsewhere, refreshing yourself on each part of the acronym and how it might apply to the practice of medicine will give you more confidence in the interview.

Learn the extras. Have you heard of a diversity dashboard or scorecard? How about the pillars of inclusion? You don’t need a master’s course on the subject, but having more background can give you added agility in answering interviewers’ questions. In this case, the diversity dashboard and the scorecard are two of the tools that can be used to establish goals or evaluate progress in an organization, while the pillars of inclusion refer to guidelines for understanding and meeting standards of inclusion.

Think broadly. When discussing diversity, remember to include multiple aspects in your analysis, such as race, culture, age, gender, disability, economic status, or other factors. By maintaining a broad perspective, you’ll be able to identify more examples from your experience and participate more fully in answering these interview questions.

Building your DEI interview strategy

In considering how you might answer DEI questions, it’s helpful to start with an example. Following are two answers to the same question, “What has been your experience with diversity and inclusion?” As you’ll see, one answer is stronger than the other.

Answer 1: “I’ve been working with people from multiple cultures since I started training, and our patients have been very diverse in their backgrounds. I think my work has given me a good foundation for these issues.”

Answer 2: “I’ve given a lot of thought to DEI, and particularly to the ‘inclusion’ part of the term. Because of their cognitive disabilities, my patients are frequently excluded from normal activities, even in their own families. Working on their behalf has helped me sharpen my processes for bringing more voices to the table. That’s a practice that I’ve started carrying over to other areas, including meetings with my colleagues and conversations with my patients from different cultural backgrounds. It’s been challenging to see things from a different lens, but I think it’s helping me become a better doctor.”

Of the two answers, the first is too vague. This person sounds more like someone trying to cover the bases than someone who has given honest reflection to the subject. The second answer, by contrast, provides more detail about both the candidate’s experience

with the issue and how that experience might be applied to the next workplace.

Parsing out the answers above, here are four steps for building your own answer strategy.

1. Be specific. Speaking in generalities is a common mistake, especially for a difficult subject. Unfortunately, answers that sound like a motivational poster (“I believe diversity makes for a great workplace”) have the potential to backfire when the interviewer replies, “Tell us why.”

2. Be brief. Both answers above leave room for follow-up questions, which is a good strategy. By not covering all the possible points in one answer, you provide a better opportunity for give-and-take, which could help reveal the interviewer’s concerns and viewpoints on the subject.

3. Don’t apologize. This is a big topic, so it would be natural to feel you have gaps in your training or experience with related issues. If so, don’t apologize but instead dig deeper to find a better focus for your response. And if you still can’t get traction trying to build DEI answers, reading more deeply or attending a training might help you see more aspects of the issue.

4. Practice. It’s always a good idea to practice for interviews, but since these questions might be new to you, it’s even more important. Start by writing down five to 10 possible versions of DEI questions to anticipate, to get you familiar with the way the topic might be approached by the interviewer. Then, practice answers that meet the criteria above (specific, brief, no apologies). You don’t need to memorize your answers; just repeat them enough times that they’ll feel natural when you give them later.

DEI is a two-way street: Exploring the institution’s approach

So far, the focus has been on how you might respond to an interviewer’s questions about your DEI practices and approach. But what about them? This is the organization you’re about to join―what has been their approach and philosophy on the subject? One way to learn more is by asking questions during your interviews. Here are some tips to guide you.

Decide what you want to know. Are you interested in how the organization’s DEI processes are implemented? Do you want to be part of a committee if one exists? Do the metrics interest you? Or is it enough at this point just to know there’s a DEI policy in place? Whatever your level of interest, you’ll ask a better question if you’ve identified in advance what you want to know.

Conduct relevant research. If you belong to a group that isn’t reflected in this institution’s org chart, you might be the “first” of something. Having conducted this research gives you the platform to ask a related question in the interview. Perhaps, “I might be wrong, but in reviewing the web site, it looks like I might be the only [fill in the blank] on your team. That’s not an issue for me, but sometimes that’s not an easy role. What can you tell me about how you support your team members in terms of diversity?”

Think big picture. The larger the organization, the more likely it is they’ve already established DEI practices and policies, which gives you something to evaluate. On the other hand, if you run into an employer who hasn’t crossed this bridge yet, just note for yourself that they don’t have a DEI policy in place. If it’s an important consideration for you, you may decide to work elsewhere. Or, taking another approach, you may be able to initiate the process from the inside once you’ve started.

Wrapping up

When the interview has finished, you’ll likely have spent only a small percentage of it on DEI questions. Even so, those moments could turn out to be some of the most important, in terms of the impression you and the interviewer make on each other. Discussing these points demands trust and a certain amount of vulnerability in a process that can sometimes feel impersonal. That makes the preparation and practice even more important, as a way of achieving a more meaningful interview experience. 

Neurology Career Opportunities

NORTON NEUROSCIENCE INSTITUTE AND NORTON CHILDREN’S NEUROSCIENCE INSTITUTE , affiliated with the UofL School of Medicine, are recruiting multiple board-certified or board-eligible physicians to Louisville, Kentucky, and surrounding areas. Our program offers multidisciplinary research pathways, newly expanded facilities, and extensive support from a patient resource center.

The ideal candidates will have an opportunity to join a collaborative team of more than 115 subspecialty neuroscience providers. Career opportunities are available in the following established programs:

y Pediatric neurology

y Epilepsy

y General neurology

y Headache

y Memory disorders, Alzheimer’s disease and dementia

y Movement disorders

y Neuromuscular disorders

y Neuro-oncology

y Neuro-ophthalmology

y Pediatric epilepsy

To discuss this opportunity, contact Angela Elliott, senior recruiter, providers, Norton Medical Group, at (859) 613-1984 or angela.elliott@nortonhealthcare.org

All

Neurology Opportunities with Bronson Methodist Hospital

Love Where You Work!

ABOUT NORTON NEUROSCIENCE

INSTITUTE

LEADER in using innovative and cutting-edge technology and robotics

Where you work is important. Who you work with is even more important. By choosing Bronson, you will be at the forefront of healthcare transformation. At the same time, you'll be surrounded by a team of colleagues, nurses, support personal and administration that are second to none.

Please send CV to:

Cadace Morrow, Physician Recruiter

269.341.8631 or morroca@bronsonhg.org

130

Participating in more than Named one of 100 GREAT neurosurgery and spine programs by BECKER’S HOSPITAL REVIEW

RESEARCH STUDIES

over the past decade

Team Bronson is compassionate, resilient and strong. We are driven by Positivity which inspires us to be our best and to go above and beyond for our patients, for one another, and for our community.

If you’re ready for a rewarding new career, join Team Bronson and be part of the experience.

Bronson Medical Group ™ has an opportunities for a board certified/eligible neurologist with subspecialty interests including headache medicine or certification as a headache specialist. The right candidates will join our growing, sub -specialized neurology division. New graduates are welcome to apply!

Employed position within physician led Bronson Medical Group site practice with strong APP support at Bronson Methodist Hospital Weekend call 1:12

Generous PTO and CME allowance

• Malpractice and tail coverage

• Comprehensive benefit package starts on first day of employment

• If desired, can pursue clinical research at Bronson as well as teaching and academic affiliation at Western Michigan University School of Medicine.

About Bronson Healthcare and Kalamazoo, Michigan

Bronson Healthcare, the region ’s leading system, has four hospitals, including Bronson Methodist Hospital. It is a Level One Trauma Center

• Comprehensive Stroke Center accredited by The Joint Commission • Get With The Guidelines® Stroke Gold Plus (AHA/ASA) • Stroke Honor Roll Elite Plus awards (AHA/ASA) Bronson Healthcare is located in southwest Michigan, just east of Lake Michigan and about halfway between Detroit and Chicago. area offers a diverse cultural opportunity, very affordable real estate and a major focus on education. Our area is home to several international companies including Eaton Corporation, Kellogg Company, Pfizer Inc., Stryker Corporation and Whirlpool Corporation.

The Kalamazoo/Southwest Michigan area has a variety of recreation options including: boating, hiking, biking, fishing, numerous nature preserves and parks, famous local breweries, diverse restaurants, zoo, airplane and car museums, symphony, theatre

qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran.

Join a 100 -top hospital with a established 4 year categorical neurology residency program!

St. Luke’s University Health Network, the region’s largest, most established health system, and major teaching hospital is seeking full time Board Certified/Board Eligible general and fellowship -trained neurologists for both subspecialty outpatient opportunities and neurohospitalist positions.

St. Luke’s Neurology Associates is part of the network’s Neuroscience Service Line, a comprehensive and integrated team comprised of neurologists, neurosurgeons and neuro-rehabilitation offering leadingedge care for all subspecialties in neurology.

In joining St. Luke’s University Health Network you’ll enjoy:

• Loan Repayment program – up to $100,000

• Residents and Fellows - enjoy a generous final year stipend

• Team- based care with well -educated, dedicated support staff

• Exceptional compensation package, starting bonus, and relocation reimbursement

• A culture in which innovation is highly valued

• Rich benefits package, including malpractice, health and dental insurance, and CME allowance

• Work/life balance and flexibility

• Teaching, research, quality improvement and strategic development opportunities

We’re looking for the following additions to our growing team of 34 neurologists and 22 Advanced Practitioners!

Stroke | Neuromuscular | Movement Disorders

Neurohospitalist | Headache | Neuro-Rehab

Our providers and their families benefit from working at a top -notch health network and enjoy living in many thriving communities with high -performing public and private schools that appeal to their personal interested and circumstances!

*Unfortunately, we cannot sponsor visas

If you are interested in learning more about this opportunity, please contact:

Drea Rosko

Senior Physician Recruiter

St. Luke’s University Health Network

Drea.Rosko@sluhn.org

Your Next Career IS HERE.

Neurologist Opportunities

Neurologists with expertise in Clinical Neuromuscular, Cognitive/Behavioral Neurology, General Neurology, Multiple Sclerosis, Neurohospitalist, Movement Disorder, and Stroke 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.

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?

• Competitive compensation

• Generous benefits, including relocation assistance

FOR ADDITIONAL INFORMATION, PLEASE CONTACT:

The Introvert’s Guide to Job Search Success

If you’re an introvert, chances are job searching makes you uncomfortable. Not that anyone really likes to look for work. Most people would rather skip this process if they could, but for introverts that sentiment seems to count double. If this describes you, a word of caution: You could find yourself saying yes to the first thing that comes along— whether or not it’s the best job for you—just for the relief of being done with your search. That’s not a great reason to cement a decision that will impact the career you’ve worked so hard to build. So, what’s the better plan? Take a few minutes now to read about each part of the job search

process, and tips to improve your strategy for those steps. As with other life challenges, you’ll likely find that practice and small successes in the early steps will set the stage for overcoming your reluctance. And even if parts of the process still make you uncomfortable, now you’ll have the confidence to know you can implement strategies to get the result you want.

Networking: Mastering the art of small talk

We’re starting with the part of job search that makes introverts cringe: Chatting for the sake of chatting. Of course, it’s really

chatting for the sake of bonding and getting to know each other, but that doesn’t make it any more comfortable to do. These tips for managing small talk will help not only with your job search, but with other situations where you need to be both social and professional at the same time.

Start the conversation yourself

If you jump in first, the other person will not guess that you’re uncomfortable. This will be easier if you think of a few topics in advance. As you’d guess, politics and other polarizing subjects should be ruled out, but noncontroversial medical topics

or points of local interest will serve you well.

Show interest in others

If you know the names of your networking partners in advance of the conversation, you can look them up online to gather clues about their interests and background. Then you can introduce a topic that takes the spotlight off you: “I saw from your hospital profile that you trained in Quebec. How did you decide to come here for your fellowship?”

Keep the ball rolling

Small-talk conversations don’t need to go on and on, but you should strive for at least two or three volleys before lapsing into silence. That’s about the minimum needed if the conversation is going to take off. To aid in this goal, you’ll need to respond when the other person speaks, ideally with something that encourages more conversation, such as “I didn’t know that” or “I’d be interested in hearing more about that.”

Come around to the point

If there’s something you need to know from your conversational partner, you’ll have to take the lead to ensure that happens. After a couple of warm-up points, it’s fine to jump in with your direct request: “I’m glad we’re talking because there’s something I need to ask you. I’ve been thinking about working at a hospital like the one you’re at, and I’d be interested in your perspective on what that’s been like for you.”

Job leads: Personalizing an impersonal process

It may be counter-intuitive, but it’s not always smart for an introverted person to rely on

electronic processes and email correspondence when conducting a job search. Although these methods are efficient, they can become a crutch for anyone who feels uncomfortable in conversations with people they don’t know. Worse, too many rounds of emails and online applications could harm the introvert’s confidence or actual performance in interviews. The solution? Use online tools strategically, but not exclusively. Here’s an example: Suppose you want to be a hospitalist in the southwestern United States. It’s logical to watch the job postings online at the AAN Neurology Career Center, and to set up a Job Alert with your criteria so that new listings come to your inbox automatically. That’s smart use of the technology. But now what? If you simply complete an online application or send your CV automatically, you are being efficient but you’re also ceding control of the timing for the next interaction. You likely will be contacted at some random point in the coming weeks and perhaps be put on the spot if someone starts a “soft interview” by calling after you apply. Instead, consider that if you’re the one making the first call, you can control the conversation and the timing.

Another way to use the postings to your advantage is to watch them for several weeks while you discern the similarities and differences in what employers are requesting. This is a good strategy for anyone, but for the introvert it’s especially helpful to have a heads-up on where a conversation with the recruiter might go. And speaking of recruiters, here’s a great way to personalize the process of following leads: Build

a relationship with one or two recruiters representing your specialty or desired employers, then connect with them for assistance or advice when you see a position you favor. By feeling more connected to a few individuals, you’ll feel more confident sending a text to clarify a point or making a quick call when you need information.

Letters and CVs: Providing the “warm” details

Does your CV read like a factual list of educational experiences, with a few publications and presentations thrown in? That’s the bare minimum and it’s fine—if you don’t mind playing 20 questions with each and every interviewer. Consider that the more information you provide on your materials, the more you can “warm up” your in-person interaction later. This benefits you by taking some of the conversational burden off your shoulders during interviews and phone conversations. As a second advantage, it gives the interviewer or recruiter a head start on knowing you more fully. A primary rule for success in a job search is that people hire people they like— and they like people they feel they know something about.

Here are some of the things you can add to your CV to help the interviewer get to know you through your paperwork: An initial summary or profile providing a few sentences about your goals and interests; job descriptions for your fellowships and residency that give the scope of your work and details about your responsibilities; a section for committees or other non-clinical duties; a section for volunteer activities; and a section listing a few of your personal interests.

Does this seem like a lot of information that isn’t strictly necessary? That’s exactly the point. These are things you’re going to be asked in the interview, so having them already represented on your CV gives you a chance to influence and anticipate the specifics of the conversation. Instead of being asked, “Tell us what you do with your free time,” you might instead be asked, “How did you get interested in playing rugby?” For an introvert, answering a specific question is often less stressful than being given an open-ended query.

You can apply the same strategy to cover letters by providing an example of your training or experience that relates to criteria from the posting. When you do this, instead of simply saying “I meet all the criteria requested,” you give the interviewer something specific to focus on. Again, having a hint about what the conversation might cover (because you essentially planted the topic) lets you feel more confident.

Shrug off your worries

One quality many introverts share is the tendency to think things through very deeply. This is obviously

• Enjoy outdoor activities year-round.

• Nearby rivers, lakes and oceans for in-water, on-water activities, or just enjoying the scenery.

• Plenty of spectator sport event options including NFL, MLB, NBA, NHL and collegiate.

• Excellent public and private school options for elementary through college.

• Comfortable family environments – not a big city and not too rural.

• Physician owned and governed group focusing on the delicate balance between home and work.

• Dedicated to providing valued care to our patients, their support system, and our communities. For

a good practice when it comes to patient care or other medical duties. But it actually can be a hindrance to process-oriented tasks such as a job search. When you think too deeply or long about job search steps, the result tends to be inertia.

Once your initial research and strategizing are complete, there’s little added value to rethinking things. You’ll need to trust that your preparation will be enough, and that you can find a way to recover if it turns out it wasn’t. As the saying goes, the only way forward is through. Might as well jump in and get started; after awhile, you just might discover you’re better at this than you thought you’d be.

Extra Credit: Lunch Meetings and Tours

Most candidates, introverts or not, can find a way through standard interviews without too much added strain. That’s because the agenda is in someone else’s hands and the candidate can revert to simply answering questions if it becomes too difficult to generate a conversational give-and-take. But that Q&A safety net dissolves when the format changes to a lunch meeting or hospital tour. As an introvert, if you can prepare yourself to survive these events, you’ll be ready for anything. These tips will help: When possible, review the restaurant’s menu online in advance of the meeting. This gives you the opportunity to make

a logical choice (no finger food, not the most expensive item, etc.) without the pressure of having others watch you decide.

Don’t become overly absorbed in your meal. For introverts, it’s tempting to be eyes-down when you have a plateful of food to focus on. Resist that urge and keep your attention on the others, even if it means not finishing your food.

Enjoy the tour without struggling to converse with everyone you meet. You’ll be doing well if you can say something short and positive to most of the people you’re introduced to (“I’m impressed with how bright and sunny this wing is.”). Anything beyond that is definitely extra credit. 

The Division of Neuromuscular Medicine in the Department of Neurology at the University of Utah is seeking a BC Neurologist with expertise in neuromuscular disorders and electrodiagnosis at the Associate Professor to Professor level, with consideration for being Division Chief. The Division consists of 8 faculty members, including pediatric and adult neurologists, with a diverse range of clinical and research interests. The candidate should be a nationally visible neuromuscular expert. Preference is given to candidates who have a focus in genetic neuromuscular disease, expertise in nerve and muscle pathology, and/or significant extramural funding.

The University of Utah Health (U of U Health) is a patient focused center distinguished by collaboration, excellence, leadership, and respect. The U of U Health values candidates who are committed to fostering and furthering the culture of compassion, collaboration, innovation, accountability, diversity, integrity, quality, and trust that is integral to our mission.

To apply, please submit your CV and cover letter to: https:// utah.peopleadmin.com/postings/113825

For questions, please contact Jae Hunt ( jae.hunt@hsc.utah.edu).

The University of Utah is an Affirmative Action/Equal Opportunity employer and does not discriminate based upon race, national origin, color, religion, sex, age, sexual orientation, gender identity/expression, status as a person with a disability, genetic information, or Protected Veteran status. Individuals from historically underrepresented groups, such as minorities, women, qualified persons with disabilities and protected veterans are encouraged to apply. Veterans’ preference is extended to qualified applicants, upon request and consistent with University policy and Utah state law. Upon request, reasonable accommodations in the application process will be provided to individuals with disabilities. To inquire about the University’s nondiscrimination or affirmative action policies or to request disability accommodation, please contact: Director, Office of Equal Opportunity and Affirmative Action, 201 S. Presidents Circle, Rm 135, (801) 581-8365.

The University of Utah values candidates who have experience working in settings with students from diverse backgrounds, and possess a strong commitment to improving access to higher education for historically underrepresented students.

Advocate Health is actively recruiting General and Subspecialty Neurologists to join our team in beautiful Central and Northeast Wisconsin.

Highlights:

• Collaborative partners and strong support staff

• Student loan forgiveness, robust benefits and market leading compensation

• Will support H-1B visa

• Commitment to work life balance

For

• Picturesque, family friendly and affordable cities with unlimited outdoor recreation:

• Sheboygan

• Oshkosh

• Green Bay

• Marinette

Within our many divisions and research programs here in the Department, opportunities abound for students, residents, fellows, and faculty to explore the gratifications of basic discovery, translational development, and clinical application in a dynamic and supportive academic environment. Through our clinical, research, and educational programs, we remain committed to educating future investigators, fostering new science, and nurturing investigative careers. Apply at careers.aan.com

Assistant Professor of Neurology

Assistant Professor of Neurology (Tenure-Track)

Associate Professor of Neurology

Associate Professor of Neurology (Tenure-Track)

Professor of Neurology

Professor of Neurology (Tenure-Track)

neurology.columbia.edu

St. Luke’s University Health Network, the region’s largest, most established health system, a major teaching hospital, and one of the nation’s 100 Top Hospitals is seeking a passionate BC/BE Pediatric Neurologist to join our Pediatric Neurology practice providing excellent care at St. Luke’s University Health Network. St. Luke’s pediatrics department is growing and expanding our offering of services. We are seeking providers who are excited by growth and new opportunities.

Highlights include:

• St. Luke’s University Hospital –Bethlehem campus, is now a proud member of the Children’s Hospital Association, representing the Network’s investment in continuing to grow services for pediatric patients.

• The inpatient pediatric units are located at St. Luke’s University Hospital –Bethlehem Campus. A new replacement 17 bed inpatient unit opened this spring and the Network’s first Pediatric Intensive Care Unit opened with 8 beds in early 2020.

• The department is supported by a growing team of pediatric specialists covering 15 specialty areas including: pediatric surgery, gastroenterology, endocrinology, nephrology, developmental pediatrics, neurology, cardiology, dermatology, psychiatry, pulmonology, radiology, sleep medicine, anesthesia, orthopedics and plastic surgery!

• St. Luke’s Pediatric Specialty Center, the region’s first and only freestanding building completely dedicated to providing care for pediatric patients opened in the spring of 2022.

In joining St. Luke’s University Health Network you’ll enjoy:

• Substantial compensation and a rich benefits package, including malpractice insurance, health and dental insurance & CME allowance

• Starting bonus and relocation assistance

• Work/life balance & flexibility

• Team-based care with welleducated, dedicated support staff

• A culture in which innovation is highly valued Professional support and growth within the network

• Teaching, research, quality improvement and strategic development opportunities

If you are interested in learning more about this opportunity, please contact:

Christine Figler Physician Recruiter

St. Luke’s University Health Network

Christine.Figler@sluhn.org

Your Next Career IS HERE.

Fulfilling the promise of medicine

Neurology Opportunities in Northern California

Dignity Health St. Joseph’s Medical Center in partnership with Touro University Medical Group are looking for an Associate Program Director and Faculty Members to develop the newest Neurology residency program in Northern California. If you want to be part of a dynamic faculty practice and medical community, this is the opportunity for you.

About the opportunity:

• New program has joined 7 ACGME residency programs

• 355 Bed Acute Care Hospital

• 70-90% Clinical Teaching/ 10-30% Didactic

• Guarantee Base Salary, Sign-On Bonus, Relocation, Student Loan Repayment

• Generous benefits

• H1B Visa Sponsorship Available

• All stroke currently handled by TeleStroke with aspirations for establishing a Comprehensive Stroke Center

• Expanding epilepsy services including Epilepsy Monitoring Unit

• Academic faculty appointment through Touro University

We are looking for fellowship trained neurologists in:

• Epileptology

• Clinical Neurophysiology

• Neuro-Hospitalist

• Neuroimmunology

• Pediatric Neurology

About the location: Situated in Northern California just two hours or less from San Francisco, Napa Valley, Monterey/Carmel, Yosemite National Park, and Lake Tahoe and boasts more affordable housing prices for California with options for both city and country living.

To apply, please send CV to Suzanne.Adam@DignityHealth.org

The Physician Onboarding Experience— Gateway to Your New Job

Starting a new job can be exciting, challenging, and nerve-wracking all at the same time—and even more so if it’s your first job out of training. Luckily, there’s a process called “onboarding” to help you through the transition into the new position. Not so luckily, not every employer has organized a good plan for that process. But that’s changing, with more employers understanding the link between a good start and a happy employee.

Doctors responding to AAN Neurology Career Center questions about being onboarded report a variety of experiences, ranging from not feeling very supported as a new physician to being helpfully guided through a week or more of structured activities by on-staff onboarding specialists. While most experiences were positive, it’s clear that physicians who know what to expect or which questions to ask will have an advantage.

Third Time Is the Charm

Amtul Farheen, MD, FAAN, gained her knowledge about onboarding the hard way, through personal experience. In her first two positions, Farheen says, the process was not well-designed. Unfortunately, she wasn’t aware of what should be happening, and ended up struggling to adjust in her new roles. She attributes some of that struggle to being fresh out of training. “In fellowship, you are being babied and looked over,” she says, “but once you step into the real world, it’s like coming out of the eggshell. You’re leaving that protected zone and you have to find your own way.”

When she joined the Veterans Administration a year ago, Farheen says she had a good onboarding experience, with a week devoted to an orientation that included everything from the electronic health system to the buildings she would work in. And even

so, she could have benefited from more. Farheen explains ruefully how she needed instruction from a resident to find shortcuts to the kitchen and to learn which keys would open which doors. “Now I can laugh at those things but at the time it was hard. I’m glad I could ask my juniors instead of bothering my supervisor with those little details.”

Onboarding + Relocation = Stress

Daniel Schachter, MD, had a more recent onboarding experience when he joined Emory University Hospital this summer, on the heels of completing his fellowship. Because he was moving across the country with his wife (also in training) while also finishing his stroke training, Schachter was feeling strained as he prepared for his new job. “It was like every facet of my life was stressful,” he recalls. “Stroke fellowship is stressful in itself because it’s always emergent and that had to be a priority. So, if I had to get something done for onboarding that required a few hours in a row, that was hard to organize. Closing on a house a thousand miles away just added more stress.”

In describing the onboarding itself, Schachter is empathetic toward the Emory staff. “The onboarding staff are dealing with massive quantities of people and details,” he notes. “I learned that things would go more smoothly if I could help them work around situations where I might not be entered in the system yet, or when something else was held up.”

Because Schachter was actually being onboarded to two organizations—Emory University Hospital where he is an assistant professor, and Grady Memorial Hospital where he will provide vascular neurology care—he needed to be extra organized to fulfill the needs for each process. Saving email threads in their own folders, printing online manuals for easier reference, and storing information in a partitioned

three-ring binder were just a few of the steps he took to keep things straight.

Being organized was especially important since his onboarding process evolved over several months, with much of it happening through online portals. Getting licensed in Georgia also demanded his attention, as did the physical he needed to take. Now, as a new employee, Schachter looks forward to the last phase of settling in: meeting his colleagues and trying to keep their names straight as he learns his job and moves between the two hospitals.

Onboarding from the Other Side of the Desk

Jennifer Goodwin is on the other side of the desk when it comes to onboarding. As the manager of physician recruitment and relations at Morris Hospital and Health Care Centers in Illinois, she’s the one arranging the onboarding experience for newly hired physicians. Since the health system encompasses a variety of care services, including 26 clinics, Level 2 trauma and perinatal centers, and 38 specialties, and is primary stroke certified, she finds herself managing multiple orientations for new physicians every year. To be sure every doctor receives the appropriate support and information, she uses a continuum concept that includes medical credentialing, community introductions, meetings with department heads, and facility tours. In addition, the doctors are brought in for a full day of events about two months prior to their start date. Into this packed agenda Goodwin has included meetings with the medical executives, lunch, a physical, and sessions with the marketing department to take photos and discuss possible promotions to help the doctor build a patient stream.

From her perspective, one of the most important aspects of the onboarding process is establishing relationships the doctors can rely on after

starting the job. “We create this very personal onboarding schedule so they’re meeting with all the right people,” Goodwin says. Since the average onboarding will include 20–30 different contacts, the scheduling is no small feat. Having learned from surveys taken three months after providers start their jobs, Goodwin is particularly intentional about introducing them to the executive team. “I think the providers appreciate being able to talk to the people who make the decisions,” she notes. “It’s a nice personal touch. When I book an executive to meet with a new physician, I always say ‘Thank you, this helps with our retention process.’”

Tips for Physicians Being Onboarded

Although every situation is unique, there are some tips which can be applied by nearly every doctor who is starting with a new organization. While some of these may be covered in an organization’s standard onboarding process, doctors who encounter a less-structured hiring process will be glad to have ideas of their own to make the transition go more smoothly.

As a starting point, Schachter advises understanding the names and roles of each person early in the onboarding system, particularly if there’s more than one organization involved. This will reduce confusion later when requests for information seem to be duplicative.

Schachter also advises asking for help when needed and tending to each piece of paperwork as quickly as possible. On the other hand, he notes that the data entry system may not move so quickly, which could also result in delays. He says he learned to ask frequently, “Am I in the system for this step yet?”

Farheen would advise doctors to seek a mentor and especially to pair with neurologists when possible, to provide an opportunity to talk through difficult cases. Making inroads with someone else on staff is also helpful, she says, when you need to understand how to solve a computer problem or master the parking system.

Jennifer Goodwin also has a list of things she advises new hires to pay attention to in their onboarding process, including: learning where they can go to chart, where to pick up supplies such as lab coats and parking stickers, what their duties and schedule will be for the first week, who to talk to about computer issues, etc. Meeting the coder is another strategy she suggests, to help build a relationship that will come in handy later. And, if the organization has a software trainer on board, that’s a good person to ask about templates, dictation, and other issues related to entering information into the electronic health record.

As a final suggestion, Goodwin advises new hires to ask a lot of questions and not to downplay the onboarding process in the rush to start practicing. “People love when you ask questions,” she says. “They want you to talk to them. So, don’t just focus on wanting to see the patients. Be prepared for meeting people and getting cards and setting up those contacts. Just be open to the onboarding experience.” 

General Neurologist – Richmond, VA

Top 5 Catholic health system offering opportunity to practice in central Virginia. Physicians are offered the financial and administrative resources necessary to provide exceptional patient care and grow a practice. Seeking general neurologists and subspecialists with interest in cognitive/behavioral neurology, epilepsy, MS, and headache. Our practice offers opportunity to collaborate with a multi -disciplinary neuroscience team including Neuropsychology, Neurointerventional Surgery, Neurosurgery, and Advanced Practice Clinicians.

This is an opportunity to join a well-established group focused on growth, physician support, and patient experience. Physician leadership and dedicated administrative staff support an operational model that encourages professional development and provider wellness.

Offer Details

• Monday - Friday │ No call, No weekends

• OP Clinic Only

• Board Certified / Board Eligible Neurologist

• Full and part-time opportunities available

• Interpret EEG and perform EMG studies as desired

• Competitive compensation

• Exceptional recruitment incentives including sign -on bonus and medical debt loan repayment

• Stipend program eligible while in fellowship

• CME annual $10,000

• Comprehensive Benefit Program

• Engaged colleagues eager to provide mentorship

Regional Highlights

• Proximity to Washington, D.C., Virginia Beach, Shenandoah Valley

• Vibrant art culture including world -class museums and many ethnic festivals

• Up and coming food scene featuring James Beard nominated restaurants

• Outdoor activities supported by parks include hiking, rafting, fishing, and biking

• Nationally recognized golf and country clubs

• Excellent private and public schools

Contact the Bon Secours Mercy Health Recruiter to Apply!

Stephanie Brooks, Physician Recruiter Bon Secours Mercy Health

Stephanie_Brooks2@bshsi.org

Neurology Opportunities in Greenville

and Columbia, SC

Prisma Health, the largest not -for-profit healthcare provider in South Carolina, is a progressive and highly integrated academic health care system. With nearly 30,000 team members committed to medical excellence. Our goal is to Inspire health. Serve with compassion. Be the difference.

Medical Director OpportunityMovement Disorders Neurology

Neurohospitalist opportunities include: Stroke, Telestroke/Teleneurology, General Neurology, Night Neurohospitalist or a combination of these.

Neuromuscular Neurology Opportunity

Qualified candidates should submit a letter of interest and CV to: Tina Owens, Manager, Physician Recruitment tina.owens@prismahealth.org.

Highlights:

• Competitive salary

• Paid relocation and malpractice with tail coverage

• Professional allowance

• Generous benefits including retirement, health, dental and vision coverage.

• Public Service Loan Forgiveness employer

Fulfilling the promise of medicine

Washington Permanente Medical Group is seeking full-time Neurologists to join our Riverfront team in Spokane, Washington.

We’re a fully integrated, independent and clinician-led medical group with a compelling mission to be the best place to give care and to receive care. We are looking for brilliant and compassionate physicians who believe in equity, innovation, and collaboration.

We believe this is a place where you can practice medicine in its purest form.

Free from the pressures of practicing fee-for-service medicine, our doctors can focus on what matters most—their patients’ health. Our system combines quality resources, technology, state-of-the-art facilities, and true experts to collaborate with so you can make clinical decisions based on evidence.

To learn more about joining WPMG, please reach out to Agnieszka Swanson, agnieszka.x.swanson@kp.org, Neurology Recruiter or apply at washington.permanente.org.