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Asked for a raise part 2

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  • Asked for a raise part 2

    Outpatient FM, employed.
    im on pace to produce more wrvus than the top 10%. But my dollar per wrvu is less than median. I sent an email to the guy at central office who handles contracts /compensation etc. I sent him copies of mgma data, substantiating my request. He said my current rate is “well within the average”. I emailed back saying I’m currently compensated at less than market value , with mgma data. Haven’t heard back…it’s been more than 2 wks since last email.
    guess I shouldn’t be surprised although in my opinion it is very unprofessional for admin to not respond. When I told them they paid me extra it took about 2 hrs for them to withdraw the check….

  • #2
    Sounds right

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    • #3
      Unfortunately, this isn’t atypical.

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      • #4
        "well within average"

        Not if you are producing at top 10%

        Best way to get a raise is an offer from a competitor.
        Last edited by Lordosis; 03-23-2022, 11:18 AM.

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        • #5
          I've had similar experience. Producing at >90th percentile for wRVUs but $/wRVU is <25th percentile (closer to 10th).
          Meet with admin to show them MGMA data and because overall compensation is at 60-75th percentile level they won't budge on $/wRVU despite the discordance.
          Very frustrating but almost expected at this point. I'm going to keep fighting but the outlook is bleak.

          Re: getting offer from competitor - what if you want to keep your current position but just paid more fairly? Current position could just let you walk and bring in someone who won't complain about being paid fairly.

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          • #6
            It is unprofessional for them not to respond, but admin isn’t interested in being professional with you. They are interested in saving money to justify their own salaries.

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            • #7
              Agree with getting a competitor offer. Then ask for a face to face meeting. Email is easy to ignore. Read "never split the difference" first.

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              • #8
                Yea they pull that nonsense where they’ll say they can’t pay you high $ RVU if you’re a high producer because it will go outside fair-market-value but obviously that’s just a lie. They just don’t want outliers even if you could make them X amount more. Makes no sense to me.

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                • #9
                  You could always counter offer, stating , in order for you to bring your rvus closer to average, you will be taking every monday off.

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                  • #10
                    Originally posted by Random1 View Post
                    You could always counter offer, stating , in order for you to bring your rvus closer to average, you will be taking every monday off.
                    Great idea but wrong day.
                    Monday is the day where all the people who got sick over the weekend call to get in to be seen. Usually easy issues from reasonable people who would rather not go to UC/ER over the weekend.
                    Fridays is the day people do not want to be seen but want annoying things done for them before the weekend.

                    Monday = $$$$
                    Friday = annoyance

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                    • #11
                      Consider other offers for leaving. I guess you could field offers with the idea of staying put, but this doesn’t give you much negotiating power. You’d be in a much stronger position if you are serious about accepting a higher offer. Most administrators would rather sacrifice a great doctor, for a cheaper, easier to wrangle “OK at best” doctor.

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                      • #12
                        Originally posted by DamageInc View Post
                        I've had similar experience. Producing at >90th percentile for wRVUs but $/wRVU is <25th percentile (closer to 10th).
                        Meet with admin to show them MGMA data and because overall compensation is at 60-75th percentile level they won't budge on $/wRVU despite the discordance.
                        Very frustrating but almost expected at this point. I'm going to keep fighting but the outlook is bleak.

                        Re: getting offer from competitor - what if you want to keep your current position but just paid more fairly? Current position could just let you walk and bring in someone who won't complain about being paid fairly.
                        With a move toward more employment and less private practice I think physicians are going to have to get used to the (unfortunate) fact that job hopping is the best way to get paid fairly in every other industry in the country.

                        From admin’s perspective if you aren’t willing to leave over it then you’re getting paid plenty.

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                        • #13
                          Originally posted by DamageInc View Post
                          I've had similar experience. Producing at >90th percentile for wRVUs but $/wRVU is <25th percentile (closer to 10th).
                          Meet with admin to show them MGMA data and because overall compensation is at 60-75th percentile level they won't budge on $/wRVU despite the discordance.
                          Very frustrating but almost expected at this point. I'm going to keep fighting but the outlook is bleak.

                          Re: getting offer from competitor - what if you want to keep your current position but just paid more fairly? Current position could just let you walk and bring in someone who won't complain about being paid fairly.
                          You can have high wRVU numbers and a lower rate is actually justified.
                          The situation maybe that all of the marketing , referrals and "admin" or back office stuff is provided to the ortho specialists. The only thing you personally do is show up. In PP you have to run the business. In highly competitive markets getting volumes can be a tough road. Ignoring the efficiency factor, the specific practice could have a built in volume that the only challenge is the physician's efficiency. Eat what you kill model is quite different. There is a value for each step in the process. No place will be perfect. Just even getting block time for the OR can greatly impact your production.

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                          • #14
                            This is sometimes an unpopular view but has made me much happier. My bonus incentives are embarrassing. So guess what? I work less. I volunteer for less activities. I enjoy hours in the afternoon perusing WCI and the internet.

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                            • #15
                              No surprise. Unless you have a competing offer and/or are willing to walk, they don't care what a piece of paper says. For all we know they may be the best paying employer in the area and/or have docs lining up to take your place.

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