1. Working with Residents/Fellows Karen Gliarmis Resident/Fellow Liaison Vidant Medical Group Greenville, NC Karen.gliarmis@vidanthealth.com 252-847-3708

2. What’s important to Residents/Fellows?

4. Resident Fellow Liaison –VMG Build relationships to recruit & retain Recruitment Dept.- 5 Recruiters 100+ openings with VMG & ECU  Presentations to residency programs on job search  One-on-one CVs, Job search, Interviewing, Contracts, MGMA salary range  Monthly Newsletter– VMG opportunities, Moonlighting  Business of Medicine Series- experts Loan Repayment, Credentialing, Insurance, Contracts  Source Candidates - inhouse & websites

5. Resident Fellow Liaison - VMC Graduate Medical Education (GME) Two primary roles: Build relationships to recruit & retain  Participate in GME activities Orientation, Graduation, Meetings, Research Day Edit & Produce GME Newsletter – photos, news Coordinate spouse group events  Provide Education Seminar Series, Lectures, One-on-One Advise GME on Residency recruitment  Website, Residency Fair Booth, Give-Aways

6. VMC/ECU Residencies Vidant Medical Center (VMC)- Level 1 Trauma Ctr. 1.4 mil. people in 29 counties in eastern NC 13 Residency Programs 15 Fellowship (ACGME accredited) Programs 7 other Fellowships (not ACGME accredited) ~ 400 Residents/Fellows in 35 programs

7. VMG Resident Retention J-1 waivers- 3-5 /yr. Make sure facility has kept up HSPA designation 3 year commitment now 75% of docs with MD degree from BSOM and do their GME training at VMC stay in NC 30% VMC residents stay in our 29 co. service area/year

8. Post –Match Supplemental Offer & Acceptance Prog. - SOAP (former Scramble) 1,000 more U.S. grads – 3 new med schools and enrollment expansions

9. 2013 Match -Your future recruits More competition for available spots  +317 D.O.’s  +816 IMG’s (U.S. citizens)  +740 IMG’s (non-U.S. citizens) +332 Primary Care matches (FM, IM, Peds)

10. 2013 Match- Your future recruits

11. Video- What residents are looking for PREFACE 6 Residents interviewed  IM, 2 Intv’l Card, FM, OB, FM Filmed in Jan. Prior to evening seminar

12. Most Important Factors Practice Setting Well run practice Capable Ancillary Staff Collegial Atmosphere Partnership Experienced, strong Mentors Location/ distance to Family Student Loan Repayment Compensation EMR

13. Student Loans vs. ? Median medical school debt-  $180,000 payable in 10 yrs. vs. mortgage payable in 20-30 yrs. Specialty (FM vs. Cardio)  Procedures Salary Location Spouses job/ family Amount & Repayment period

14. MY Observations Most welcome help with CV They use Facebook, other social media They want to know that they will be able to be busy (provide marketing, qtrly #s of other physicians) Recruit Early – some 2-1.5 years out

15. Recruit EARLY Offer Stipends during Residency $4800- $50,000 Offer Away Rotations  PD and GME approval required  Supervising Physician- commitment required  Application Justification- what interest residents variety of pts., rural exp., EMR, career decision Moonlighting Registering on websites - specifics

16. Identifying Jobs Residency/Fellow Liaison Specific hospital websites Physician Opportunities vs. Careers Journal Ads/ websites JAMA-jamacareercenter.com NEJM- nejmjobs.org Cold calling Networking w/alumni, friends, faculty WOM from colleagues Professional Assoc. website & meetings Internet Practicelink.com PracticeMatch.com Careermd.com Healthecareers.com - rep. many Assoc Medicalstaffrecruiters.com PhysEmp Job Fairs- CareerMD Office of Rural Health Nat’l Health Service Corps. medically underserved communities Search Firms

17. Recent trends Employment Agreement – most popular  Sign on Bonus + “Commencement Bonus” + Student loans Private Practice - less  no tail insurance  Non-compete- 2 years Recruitment Agreement/ Relocation Agreement  Existing Practice- OB mostly, Psych, FM, Neph  Start- ups out of residency Neph, Derm, Psych, FM

18. What turns them off Asking to do credit check before interviewing Complicated Salary structure & lengthy contract Unhappy office staff Heavy patient load Letters of Intent – prior to interview

19. Email from Resident Hi Karen, I was wondering if you had some time for me to stop by or if I could send you a letter of intent that a job opportunity is asking me to complete. I'm a little concerned about it. Basically, I have had two phone conversations with this group who is opening a practice where I am looking to move. I signed a disclaimer already, but now they want this "letter of intent" in which I am agreeing to 4 years with salary, etc included. I haven't met anyone there, the letter is very vague, and the actual facility does not exist yet. It all seems a little sketchy to me, but I'd like to talk with you before I give them a response.

20. More turn offs Last minute Itinerary changes Flow of interview day Unengaged Interviewers  Interviewers not looking at their CV Complicated Reimbursement for Interview Expenses  Be sure to clarify prior to travel

21. Red Flags Salary /partnership not spelled out Term of contract unappealing Not meeting all the partners- Pressure to sign contract Pushy recruiter

22. Positives Comments from Residents As a young physician I was more in need of strong mentoring. I was very impressed with the medical director and inspired by his vision for the department. Ability to easily connect with recruiter in the beginning. Ability to quickly schedule interview in order to make a decision so soon.

23. Positives Highly engaged staff and excited  My area of interest generated a lot of discussion and it was pretty clear that I could continue to grow and develop. Chance at ownership and voice in the way the practice is run. Staff in the office were much happier where I am going.

24. In Summary Residents are eager, but inexperienced in the job search world Don’t assume they know Your help will mean a lot to them Questions?