Please Help: Just accepted a job offer- questions re: contract negotiation

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Hi to all NPs out there-

I am a new grad and I just accepted a job offer at an academic institution. I took the first offer because it is my ideal, dream job, but afterwards I found myself with many unanswered questions! I have not signed a a contract yet, and am unsure as to when that is supposed to take place- Am I supposed to sign a contract before the credentialing paperwork? Or, do they wait until my credentialing stuff is approved THEN give me a contract to sign?

I am asking any NPs out there who work at an academic hospital-

My duties will be inpatient and eventually I will be doing 1-2 days of of seeing patients in clinic. Should I ask about profit sharing or productivity bonuses ? (this is a non-profit, academic hospital)

Should hospitals pay for your ?

Any other advice on negotiating my first contract? It just doesn't seem like they are willing to budge, as if everything is already set, and thats the way it is for everyone...

Thank you in advance for your feedback.

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Specializes in Nephrology, Cardiology, ER, ICU.

I graduated in 2006 and interviewed at the hospital where I was employed and they offered me x-amt of dollars and it wasn't negotiable.

However, in private practice (where I ended up) I was able to negotiate for 20k more than the original offer.

Yes, they should pay for your malpractice. You should also have your own policy that you pay for on your own - several threads about this topic.

They should also provide a contract and a written collaborative agreement if required in your state. Credentialling should be provided free. You should also have some CME money as well as time off to go to CMEs. And...you should have written into your contract:

salary

benefits

orientation time

productivity expected

bonuses

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I graduated in 2006 and interviewed at the hospital where I was employed and they offered me x-amt of dollars and it wasn't negotiable.

However, in private practice (where I ended up) I was able to negotiate for 20k more than the original offer.

Yes, they should pay for your malpractice. You should also have your own policy that you pay for on your own - several threads about this topic.

They should also provide a contract and a written collaborative agreement if required in your state. Credentialling should be provided free. You should also have some CME money as well as time off to go to CMEs. And...you should have written into your contract:

salary

benefits

orientation time

productivity expected

bonuses

Just a few comments after interviewing at several academic institutions. The salary is rarely negotiable. There is a set pay for a position. Contracts will depends on the institution. My institution only gives contracts to tenured members of the medical school. All others (docs and NPPs) are at will employees. This seems to be more the standard. Productivity or profit sharing is extremely unlikely. On the other hand any measurements of productivity are extremely unlikely.

All of the benefits mentioned above are usually outlined in an employment agreement. It is similar to a contract in that it outlines the job and benefits. It is different in that a contract usually covers a defined time period. As for malpractice, its usually covered, but most large non profits self insure. So getting a policy in your name is on your dime.

The key in a non-profit academic environment is to get a well defined job description. The other important thing is that your supervisor is someone who is capable of rating the job that you do. In my mind its inappropriate for a nursing or business manager to rate a NPP. It should be a physician or other NPP that can understand and evaluate your practice. Its OK to have an "administrative supervisor" (ie someone responsible for making sure pay and vacation gets done right) who is not a provider but they cannot be the one that rates how your job is done.

David Carpenter, PA-C

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The other important thing is that your supervisor is someone who is capable of rating the job that you do. In my mind its inappropriate for a nursing or business manager to rate a NPP. It should be a physician or other NPP that can understand and evaluate your practice. Its OK to have an "administrative supervisor" (ie someone responsible for making sure pay and vacation gets done right) who is not a provider but they cannot be the one that rates how your job is done.

David Carpenter, PA-C

+1 on having an MD evaluating your practice. My "admin supervisor" does my eval at my hospital and it's a nightmare. It's this way because my consulting MD is only paid 1 hour per week to take my calls (he is not on site).

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Thank you for all of your feedback.

David- you are right- it seems that at the hospital, many things are pre-determined and are the same for all employees. In other words, non-negotiable. They will cover me under the hospital's . I received a benefits packet and am happy with it- there are things they wouldn't write down for me (like Cme reimbursement), but verbally said that they would work it out...

The big picture is, I have been job searching for 5 months and it has been extremely competitive, especially in this area (research triangle). The area os oversaturated with medical professionals! So, I am accepting the offer and hoping that all goes well. The current NP they have LOVES her job- so very high job satisfaction.

I need to find out if my state requires a collaborative agreement...they have not given me paperwork that defines my job description, my work hours, etc.

Wish me luck,

TJ

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