{"product_id":"hospitalist-recruitment-and-retention-isbn-9780470460788","title":"Hospitalist Recruitment and Retention","description":"\u003cp\u003eThe Right Way to Build and Sustain a Successful Hospital Medicine Program\u003c\/p\u003e \u003cp\u003eThis first complete treatment of hospitalist recruitment and retention gives you all the tools and guidance needed to build a new hospital medicine program for your hospital. Moreover, it shows you how to reinvigorate and maintain an established hospitalist program, enabling your hospital to fully benefit from the improved clinical outcomes that a hospitalist approach can offer. All the key elements for building and maintaining an effective hospitalist program are covered, including:\u003c\/p\u003e \u003cul\u003e \u003cli\u003e \u003cp\u003eDeveloping a recruitment plan that attracts the right people and clearly sets forth expectations\u003c\/p\u003e \u003c\/li\u003e \u003cli\u003e \u003cp\u003eHiring the best people to meet organizational objectives\u003c\/p\u003e \u003c\/li\u003e \u003cli\u003e \u003cp\u003eImplementing an effective retention plan that keeps high-quality staff motivated and committed to excellence\u003c\/p\u003e \u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eBased on the author's extensive experience in both clinical practice and professional consultation with new and established hospital medicine programs, the book covers such critical topics as:\u003c\/p\u003e \u003cul\u003e \u003cli\u003e \u003cp\u003eSignificance of current trends in hospital medicine\u003c\/p\u003e \u003c\/li\u003e \u003cli\u003e \u003cp\u003eKey factors in successful hospitalist recruitment and retention\u003c\/p\u003e \u003c\/li\u003e \u003cli\u003e \u003cp\u003eRole of the hospitalist in recruitment, retention, and stabilization of physicians in their communities\u003c\/p\u003e \u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eRecruitment and retention of physicians in all specialties is a national challenge, and it is expected to become even more difficult due to an impending physician shortage. As more and more healthcare organizations come to understand and embrace the hospitalist movement, this book will prove essential in recruiting and retaining the staff they need to implement and sustain an effective hospitalist program.\u003c\/p\u003e  \u003cb\u003ePreface.\u003c\/b\u003e  \u003cp\u003e\u003cb\u003e1 Physician Supply and Demand.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e1.1 The Aging Medical Workforce.\u003c\/p\u003e \u003cp\u003e1.2 The Growing and Aging Population.\u003c\/p\u003e \u003cp\u003e1.3 Decreased Medical School Matriculation.\u003c\/p\u003e \u003cp\u003e1.4 The Changing Demographics of Medicine.\u003c\/p\u003e \u003cp\u003e1.5 The Cost of Medical School and the Graduate Debt Burden.\u003c\/p\u003e \u003cp\u003e1.6 The Changing Role of the Specialist.\u003c\/p\u003e \u003cp\u003e1.7 The Changing Scope of Primary Care.\u003c\/p\u003e \u003cp\u003e1.8 The Availability and Accessibility of Training Programs.\u003c\/p\u003e \u003cp\u003e1.9 Technological Advances.\u003c\/p\u003e \u003cp\u003e1.10 The Increasing Regulatory Responsibilities Placed on Physicians.\u003c\/p\u003e \u003cp\u003e1.11 Rising Practice Expenses and Diminishing Returns from the Insurance Industry.\u003c\/p\u003e \u003cp\u003e1.12 Utilization of Nonphysician Clinicians.\u003c\/p\u003e \u003cp\u003e1.13 Government Policy.\u003c\/p\u003e \u003cp\u003e1.14 Generational Expectations.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e2 The Hospitalist Marketplace.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e2.1 Age, Gender, and Years Employed as a Hospitalist.\u003c\/p\u003e \u003cp\u003e2.2 Hospitalist Education.\u003c\/p\u003e \u003cp\u003e2.3 Hospitalist Practice Location.\u003c\/p\u003e \u003cp\u003e2.4 Hospitalist Employment Model and Hospital Teaching Status.\u003c\/p\u003e \u003cp\u003e2.5 Control\/Hospital Governance of Affiliated Hospital.\u003c\/p\u003e \u003cp\u003e2.6 Hospital Size.\u003c\/p\u003e \u003cp\u003e2.7 Hospitalist Staffing.\u003c\/p\u003e \u003cp\u003e2.8 Coverage Schedule and Night Call Responsibility.\u003c\/p\u003e \u003cp\u003e2.9 Hospitalist Program Growth and Turnover.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e3 The Role of the Hospitalist.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e3.1 Hospitalist Program Patient Type and Encounter Type.\u003c\/p\u003e \u003cp\u003e3.2 Hospitalist Time Spent on Nonclinical Activities.\u003c\/p\u003e \u003cp\u003e3.3 Leader Time Spent on Administrative Activities.\u003c\/p\u003e \u003cp\u003e3.4 Hospitalist Activities Based on Location.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e4 The Hospitalist Recruitment Pool.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e4.1 Building Your Recruitment Network.\u003c\/p\u003e \u003cp\u003e4.2 Identifying Your Candidate Pool.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e5 Challenges Recruiting Hospitalists.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e5.1 Physician Compensation.\u003c\/p\u003e \u003cp\u003e5.2 Practice Model.\u003c\/p\u003e \u003cp\u003e5.3 Work and Call Schedule.\u003c\/p\u003e \u003cp\u003e5.4 Daily Workload.\u003c\/p\u003e \u003cp\u003e5.5 Added-Value Benefits.\u003c\/p\u003e \u003cp\u003e5.6 Medical Staff Support.\u003c\/p\u003e \u003cp\u003e5.7 Hospital Culture and Systems.\u003c\/p\u003e \u003cp\u003e5.8 Technology.\u003c\/p\u003e \u003cp\u003e5.9 Specialty Providers.\u003c\/p\u003e \u003cp\u003e5.10 Referral Network.\u003c\/p\u003e \u003cp\u003e5.11 Hospital Administrative Support.\u003c\/p\u003e \u003cp\u003e5.12 Staff Stability.\u003c\/p\u003e \u003cp\u003e5.13 Community and Practice Culture.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e6 Incentive Plans.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e6.1 Incentive Plan Objectives.\u003c\/p\u003e \u003cp\u003e6.2 Data Systems.\u003c\/p\u003e \u003cp\u003e6.3 Metrics.\u003c\/p\u003e \u003cp\u003e6.4 Benchmarking.\u003c\/p\u003e \u003cp\u003e6.5 Incentive Payout.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e7 National Recruitment Initiatives.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e7.1 Trend in Hospitalist Salary.\u003c\/p\u003e \u003cp\u003e7.2 Type of Incentives Offered for All Specialties.\u003c\/p\u003e \u003cp\u003e7.3 Relocation Pay, and Amount, for All Specialties.\u003c\/p\u003e \u003cp\u003e7.4 Signing Bonus, and Amount, for All Specialties.\u003c\/p\u003e \u003cp\u003e7.5 Amount of CME for All Specialties.\u003c\/p\u003e \u003cp\u003e7.6 Additional Benefits.\u003c\/p\u003e \u003cp\u003e7.7 Hospital-Employed Job Opportunities.\u003c\/p\u003e \u003cp\u003e7.8 Assessment of Fair Market Value and Physician Compensation.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e8 Retention Initiatives.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e8.1 Defining Expectations and Finding the Appropriate Fit.\u003c\/p\u003e \u003cp\u003e8.2 Work–Life Balance.\u003c\/p\u003e \u003cp\u003e8.3 Integration of the Hospitalist Program and Hospitalist Physicians.\u003c\/p\u003e \u003cp\u003e8.4 Support from the Clinical Director and Sponsoring Hospital.\u003c\/p\u003e \u003cp\u003e8.5 Clinical and Operational Support.\u003c\/p\u003e \u003cp\u003e8.6 Opportunities for Career Growth and Advancement.\u003c\/p\u003e \u003cp\u003e8.7 Financial Opportunities.\u003c\/p\u003e \u003cp\u003e8.8 Spousal\/Significant Other and Family Integration Within the Community.\u003c\/p\u003e \u003cp\u003e8.9 The Orientation Program.\u003c\/p\u003e \u003cp\u003e8.10 The Exit Interview.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e9 Putting It All Together: The Site Visit and Interview.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e9.1 The Contact.\u003c\/p\u003e \u003cp\u003e9.2 The Site Visit.\u003c\/p\u003e \u003cp\u003e9.3 The Recruitment Team.\u003c\/p\u003e \u003cp\u003e9.4 Discussion Topics.\u003c\/p\u003e \u003cp\u003e9.5 The Interview.\u003c\/p\u003e \u003cp\u003e9.6 The Postvisit Phase.\u003c\/p\u003e \u003cp\u003e9.7 Hiring Protocol.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e10 The Contract.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e10.1 Employment Arrangement.\u003c\/p\u003e \u003cp\u003e10.2 Qualifications.\u003c\/p\u003e \u003cp\u003e10.3 Standards of Service.\u003c\/p\u003e \u003cp\u003e10.4 Physician Services.\u003c\/p\u003e \u003cp\u003e10.5 Duties and Responsibilities of the Employer.\u003c\/p\u003e \u003cp\u003e10.6 The Term of Employment.\u003c\/p\u003e \u003cp\u003e10.7 Hours of Employment.\u003c\/p\u003e \u003cp\u003e10.8 Compensation.\u003c\/p\u003e \u003cp\u003e10.9 Professional Liability.\u003c\/p\u003e \u003cp\u003e10.10 Employment Activities Outside the Practice.\u003c\/p\u003e \u003cp\u003e10.11 Restrictive Covenants.\u003c\/p\u003e \u003cp\u003e10.12 Termination of Employment.\u003c\/p\u003e \u003cp\u003e10.13 Patient Record Ownership.\u003c\/p\u003e \u003cp\u003e10.14 Confidentiality.\u003c\/p\u003e \u003cp\u003e10.15 Financial Relationship Between Employer and Physician.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e11 Practice Management Strategies.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e11.1 The Hospitalist Budget.\u003c\/p\u003e \u003cp\u003e11.2 Hospitalist Staffing.\u003c\/p\u003e \u003cp\u003e11.3 Program Policies and Procedures.\u003c\/p\u003e \u003cp\u003e11.4 Practice Support.\u003c\/p\u003e \u003cp\u003e11.5 Strategic Planning.\u003c\/p\u003e \u003cp\u003e11.6 Collaborative Systems of Care.\u003c\/p\u003e \u003cp\u003e11.7 Marketing the Program.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e12 Targeting Program Leadership.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e12.1 Attributes of Effective Program Leadership.\u003c\/p\u003e \u003cp\u003e12.2 Mentoring Potential Leaders.\u003c\/p\u003e \u003cp\u003e12.3 Leadership Versus Management.\u003c\/p\u003e \u003cp\u003e12.4 Identifying and Recruiting an Effective Leader.\u003c\/p\u003e \u003cp\u003e12.5 Practice Culture and Career Satisfaction.\u003c\/p\u003e \u003cp\u003e\u003cb\u003e13 Concluding Thoughts.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eReferences.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eIndex.\u003c\/b\u003e\u003c\/p\u003e  \"For the target audience I have little doubt this would be an invaluable reference and training guide. For the UK OH professional it presents another but complimentary view of the challenges in the medical employment market and a useful guide to the many facets of a successful recruitment exercise\". \u003cbr\u003e (Occupational Medicine Book Review, 1 November 2010)\u003cbr\u003e \u003cbr\u003e \u003cp\u003eKENNETH G. SIMONE, DO, FHM, is a board-certified family physician, Fellow of Hospital Medicine, and the founder and President of Hospitalist and Practice Solutions, a consulting company that develops, restructures, and redesigns hospitalist programs.  Dr. Simone founded the first hospitalist program in Maine and served as its administrative director for ten years.  In addition, he has developed and rebuilt numerous hospitalist programs nationwide.  He is currently Chair of the Society of Hospital Medicine's Chapter Support Committee and a board member of the University of New England.\u003c\/p\u003e   \u003cp\u003eThe Right Way to Build and Sustain a Successful Hospital Medicine Program\u003c\/p\u003e \u003cp\u003eThis first complete treatment of hospitalist recruitment and retention gives you all the tools and guidance needed to build a new hospital medicine program for your hospital. Moreover, it shows you how to reinvigorate and maintain an established hospitalist program, enabling your hospital to fully benefit from the improved clinical outcomes that a hospitalist approach can offer. All the key elements for building and maintaining an effective hospitalist program are covered, including:\u003c\/p\u003e \u003cul\u003e \u003cli\u003e \u003cp\u003eDeveloping a recruitment plan that attracts the right people and clearly sets forth expectations\u003c\/p\u003e \u003c\/li\u003e \u003cli\u003e \u003cp\u003eHiring the best people to meet organizational objectives\u003c\/p\u003e \u003c\/li\u003e \u003cli\u003e \u003cp\u003eImplementing an effective retention plan that keeps high-quality staff motivated and committed to excellence\u003c\/p\u003e \u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eBased on the author's extensive experience in both clinical practice and professional consultation with new and established hospital medicine programs, the book covers such critical topics as:\u003c\/p\u003e \u003cul\u003e \u003cli\u003e \u003cp\u003eSignificance of current trends in hospital medicine\u003c\/p\u003e \u003c\/li\u003e \u003cli\u003e \u003cp\u003eKey factors in successful hospitalist recruitment and retention\u003c\/p\u003e \u003c\/li\u003e \u003cli\u003e \u003cp\u003eRole of the hospitalist in recruitment, retention, and stabilization of physicians in their communities\u003c\/p\u003e \u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eRecruitment and retention of physicians in all specialties is a national challenge, and it is expected to become even more difficult due to an impending physician shortage. As more and more healthcare organizations come to understand and embrace the hospitalist movement, this book will prove essential in recruiting and retaining the staff they need to implement and sustain an effective hospitalist program.\u003c\/p\u003e","brand":"Wiley-Blackwell","offers":[{"title":"Default Title","offer_id":47989371764965,"sku":"NP9780470460788","price":129.95,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9780470460788.jpg?v=1761783855","url":"https:\/\/k12savings.com\/es\/products\/hospitalist-recruitment-and-retention-isbn-9780470460788","provider":"K12savings","version":"1.0","type":"link"}