How to Find a Job Carrie Rassbach, MD, FAAP Associate Program Director, Advising and Career Development Lucile Packard Children’s Hospital, Stanford University September 5, 2012 Upcoming Career Sessions • 9/25 • 10/1 Hospital Medicine Panel Primary Care Panel • All sessions, 6-8pm • Handouts can be found on peds.stanford.edu Special Thanks • Our invited guests: – Marisa Cappiello, MD – Jessie Myers, MD – Laura Webb, MD PAMF Sunnyvale LPCH NICU Hospitalist and CPMC Hospitalist Kaiser Santa Clara Objectives • Understand the steps in searching for a job – – – – • • • • Timeline How to identify what you want How to learn about jobs that are available How to promote yourself Gain skills in writing CVs and cover letters Outline the components of the actual interview day, including what questions to ask Identify the potential benefits a job may offer Recognize when to negotiate one’s contract Resources • AAP Practice Management Online (www.practice.aap.org): “Selecting A Career in Pediatrics” Handbook, chapters: – – – – – “Launching Your Career in Pediatrics” “Finding the Job” “Job Seeker: Tips on Interviewing” “Negotiating an Agreement” “Setting Up A Practice” • AAP CV Builder: www.pedjobs.org/cv.asp • AAP PedJobs: www.pedjobs.org • Abelson HT, Blewett L, Tunnessen Jr WW. Career Planning for Pediatric Residents. Pediatrics, 107; e65, 2001. • Stanford Pediatric Career Development Website: peds.stanford.edu/professional-development Resources: peds.stanford.edu website Resources: peds.stanford.edu website Timeline – How to Apply For a Job Deciding what you want to do Thinking about Applying Applying for Jobs Medical Students, Interns, & Juniors Juniors Seniors In-Depth Timeline For Seniors Send Cover Letters and CVs Follow-Up with Phone Call Interview Receive & Consider Offers; Possible Negotiation Decide Senior Year FallWinter 1-2 weeks later Senior Year FallSpring Senior Year FallSpring Senior Year FallSpring How to Identify Career Goals • • • • • • • • Particular passion Specific areas of interest Primary care vs. subspecialty Predominantly outpatient vs. inpatient Chronic vs. acute Continuity of care vs. short-term Procedures Deaths and bad news How to Identify Career Goals (cont) • Academic vs. community setting • Clinical Work, Clinical Research, Laboratory Research, Education, Advocacy, Policy • Hours of work – Daytime vs. nighttime – On-service time vs. shifts vs. set schedule • Ability to work part-time • Geography Exposure to Different Careers • • • • • • • • Continuity Clinic Urgent Care Electives Away Rotations Informational Interviews Shadowing for a day Career Panels Networking Opportunities – AAP and other societal events • National Conferences – AAP National Conference: New Orleans, LA, October 2012 – Pediatric Academic Societies: Washington, DC, May 2013 – Pediatric Hospital Medicine: August 2013 Identify Mentors • Program Director and Associate Program Directors • Assigned Advisor • Community Pediatricians and Hospitalists willing to serve as career mentors • Current Residents • Alumni of your residency program How to Find Out About Job Opportunities • Job Market Reality – Fewer jobs available in some parts of the country than there were before the economy took its downturn, but still many jobs available – Many different choices (i.e., you can do what you love most) – Many jobs are not listed – People learn about them by word of mouth or networking How to Find Out About Job Opportunities (cont) • Word of Mouth – Talk with mentors, continuity clinic preceptors, residency alumni, current residents, others in the community • Send out feelers – Mail/Email cover letters and CVs, even if a job is not posted • Ask for an Informational Interview How to Find Out About Job Opportunities (cont) • Networking • Website: www.pedjobs.org (National AAP Job Networking Website) • Notices via Mail and Email • Career Fairs • Moonlighting • Locums Tenens Preparing What You Will Need • Cover Letter • CV • References Cover Letters • Purposes of a Cover Letter – Introduces you to the employer – Identifies what type of job you are looking for • ie – outpatient (continuity vs. urgent care vs. both), inpatient (gen peds vs. ED vs. nursery vs. NICU vs. PICU vs. combination), other – Gives a few reasons why you would be an excellent choice • Nuts and Bolts – One page maximum – Send along with your CV • The cover letter can be in the body of the email, rather than an attachment, but don’t treat it less formally – often this letter (no matter how formal or informal) will be sent on to the rest of the group you are applying to Components of a CV • Name • Contact Information: Home & Work Address, Email, Phone • Medical Training – Residency (Years attended) – Inpatient and outpatient rotations at Hospital X, Hospital Y, and Clinic Z – Continuity clinic at: • Education (reverse chronological order) • Professional Experience (reverse chronological order) – List any related experience here (moonlighting, etc) Components of a CV (cont) • Licenses and Certification – – – – – Pediatric Board Certification Medical Board of California DEA PALS NPR • Special Skills – Languages spoken – Ability to do special procedures: PICC lines, chest tube placement • Honors and Awards (reverse chronological order) Components of a CV (cont) • • • • • • • • Teaching Experience Research Publications Presentations Professional Organizations Volunteer Experience International Experience Special Interests/Hobbies (optional) References • 3-4 Total – Program Director or Associate Program Director should be one – References should know you well and preferably come from the clinical background to which you are applying • When asking someone to be a reference, be sure to ask if he/she can provide a strong recommendation on your behalf • Technically, CVs do not include references, but some employers appreciate you offering this information up-front, either on your CV or separately • Provide references’ names, contact information (phone/email/fax) and ensure accuracy Scheduling Interviews • Be persistent (but polite and appreciative) in requesting an interview • Sooner the better • Try to cluster interviews because the timing of interviews at some places may overlap with offers from other places • Preparation for interviews – Learn about the places you are going to visit • Why do you want to work there? • Why would you be a good fit? – Talk with anyone who might know something about the group/practice – Practice answering interview questions Academic Positions • Know the different academic tracks at the institution (usually on the academic affairs webpage) • Learn what is required to advance in the given track (often on the Appointments and Promotions Committee website) Interview Day • Your goals: – To promote yourself – To evaluate the potential job and determine if it fits what you are looking for • Number of people you will meet with varies • Types of interviews vary • Do your homework: read the website, understand the leadership structure • Dress and act professionally Interview Day Questions • What will the actual duties involve? – – – – Clinical sites and duties Number of patients per day Number of days/week or shifts/month Number of call nights and weekends (and what responsibilities you have during that time) – Dedicated administrative time (for returning calls, finishing charting, making referrals, etc.) – Non-clinical expectations • Teaching, administrative (committees, etc) Interview Day Questions (cont) • Who are the other physicians? How long have they been there and what are their backgrounds? • What support staff is available? – – – – – – RNs/PAs/MAs Business manager Case manager Social worker Subspecialists Answering service • Is RN first-call or MD? • Is there an answering service during the day? Interview Day Questions (cont) • How are young physicians mentored? • How is evaluation and promotion handled? • Are there partners? How does one advance to partner? • How long do physicians typically stay in the practice? • Are there any significant upcoming changes? (People leaving, mergers, etc.) • What else should you know about the job? Interview Day Questions (cont) • Payer mix • What is the physician payment rate? What is the basis of this scale (eg, salary, seniority, productivity, patient load, call load, combination)? • Benefits After an Interview • Take detailed notes about what you did and did not like and what you learned • Write a thank you note to your interviewers Offers • Initially, may receive verbal contract • Ensure you get written contract shortly thereafter • Compensation = Salary + Bonuses + Benefits – Clarify what the salary will be – Clarify what bonuses depend on • Clarify job being offered – – – – – What will the job consist of? Number of hours/week Number and type of call Expected non-clinical contributions Dedicated administrative time Benefits • • • • Vacation CME Time Sabbatical Health insurance – How much are you expected to contribute? • Dental/vision insurance • Retirement plans – 401K, 403b, Pension Plans – Matching vs. non-matching • Benefits for Domestic Partner, Spouse, Children • • • • • • • • Life Insurance Disability Insurance Child care accounts Reimbursement for • Boards • Medical License • DEA CME/Education Stipend Tuition Benefits for Dependents Housing Benefits Other Benefits Benefits (cont) • Maternity/Paternity Policy • Loan Repayment • Malpractice Insurance • Insurance that covers you while you are at a practice. • Tail Insurance – Malpractice insurance that covers you after you leave the practice – Example: Tail insurance will cover you if a patient you treated during your time at a practice sues you and/or the practice 5 or 10 years after you actually saw them Benefits (cont) • Benefits are very important – may represent 1/3 of your overall compensation – Example: If you are offered a salary of $140,000/yr, often the benefits can be worth $50,000-$70,000/yr • For part-time work, clarify what proportion of benefits you will receive Part-Time Work • Very common, especially in pediatrics • FTE = Full-time Equivalent – Full-time is often considered 36-40 hours/week • Part-time = Anything less than full-time – Example: 0.5 FTE often 18-20 hours/week • Pay attention to how benefits are affected by FTE status – Often you need to work > 50% time to get any benefits at all – Benefits for 0.5 FTE vary from none to 50% to full benefits After You Have Received an Offer • • • • • Think about it Talk about it with family and friends Talk about it with a trusted mentor/advisor Consider negotiating your contract Consider having a lawyer review the contract Contract Negotiation • Fair Market Value – See what people in the area, in similar practices, are paying for physicians coming out of comparable residencies. Add your other experiences, languages, and special skills. – Ask alumni, colleagues, pediatricians in the area about their compensation Contract Negotiation (cont) • When to negotiate? • Different organizations have different expectations – Some places don’t do any negotiating – Others don’t take you seriously unless you try to negotiate Contract Negotiation (cont) • Things that are negotiable: – – – – – Job specifics (ie. % primary care vs. urgent care) Percent FTE Salary Comparison with other offers you have received Exit clauses • Usually Non-negotiable: – Non-compete clauses (where you can practice after you leave) – Benefits – Moonlighting outside system if working more that a certain percentage of FTE Contract Negotiation (cont) • Balance: Knowing your bottom line vs. you will be working with these people in the future • Find right venue/person to negotiate with • Know who you are negotiating with (know their background, ask people in the area) • If people say “best and final offer,” it is usually true • You normally have at least 2 weeks to decide on your offer Other things to consider • Get a medical license ASAP if changing states – Can take up to 9 months – It makes you seem like a more serious applicant – Places are more likely to hire you if they don’t have to worry that you will be licensed in time • Consider registering with Federation Credentials Verification Service (FCVS): – http://www.fsmb.org/fcvs.html – Centralized process for state medical boards as well as private and governmental entities to obtain a verified record of a physician's medical credentials – Cost: $295 (increasing to $325 on 10/1) After You Have A Job • Complete credentialing paperwork ASAP – Can take up to 6 months • Keep photocopy of your credentialing paperwork • Follow-up with credentialing office to verify that everything is being processed – You don’t want anything holding up when you can start working (because you’re not paid till you start working) Changes You May Wish to Make in Your Practice: Medical Students • • • • Start to identify career goals Take electives during your clinical years Start to identify mentors Choose a residency that exposes you to a variety of practice styles, types of general pediatrics and subspecialties (i.e. leave your doors open) Changes You May Wish to Make in Your Practice: Interns • • • • Start to identify career goals Start to identify mentors Meet with mentors, seek advice Consider switching your continuity clinic site for junior year • Consider attending pediatric national conferences Changes You May Wish to Make in Your Practice: Juniors • • • • • Begin working on your CV Continue identifying career goals Continue identifying mentors Meet with mentors Consider switching your continuity clinic site for senior year • Consider attending pediatric national conferences Changes You May Wish to Make in Your Practice: Seniors/Fellows • Talk about potential job opportunities with your Advisor, Program Director, Associate Program Director, Chief Residents, etc. • Create your CV and Cover Letters • Review CVs and Cover Letters with mentors • Arrange interviews • Interview • Weigh job offers and discuss with mentors Questions?