Delivering a top quality patient experience is “a mountain without a top.”
Is it time for your EM group to take the first step up?
Being an ED chairman requires a skill set that you may never appreciate until you step into the role. Clinically, there are few surprises; it’s the little things that make being the boss a unique challenge, like dealing with a troubled provider, learning how leaders get treated differently, and feeling the responsible of running a 24/7 business.
Part II: Democratic groups must define their core values, clarify
the owner’s obligations to the group, and put in place a system of
I’m Facebook friends with a bunch of the nurses I work with and when
this came up in a conversation with my chairman, he told me that I’m
setting myself up for disaster and that I shouldn’t be social network
“friends” with the people I work with. Is he right?
I have a new CEO who has decided he wants to replace our group, even
though we’ve been here forever and have been very successful. Can he do
this? Could we have prevented this?
We recently changed our coverage pattern from three 12-hour shifts per
day to five eight-hour shifts. While this increases our daily coverage,
we’re all working more shifts, despite hiring more docs. And now it
seems like some of us get stuck doing more of the nights and weekends
than others. What’s the appropriate length of shift? How do we divide
them up evenly?
I’m 62 years old, and have been with my group for 20 years. Although we
evenly split the overnight shifts, I’m having a hard time doing them,
both physically and mentally. Don’t you think there’s an age cut off
where we shouldn’t have to do overnight shifts anymore?
I received a complaint from a patient who was sent by their physician
for an ED evaluation and possible admission. I saw the patient, did an
appropriate workup, and discharged them with a treatment plan. But the
patient complained that I was supposed to have arranged for their PMD to
see them in the ED. How am I supposed to respond?
I’ve worked for a group for several years as an hourly employee but they
now want me to get paid on a productivity based incentive plan and I
have a lot of concerns. Can they do this and should I be concerned?
I’ve been thinking that I want to cut back clinically and maybe get
started doing administrative work for our department. I’m pretty good at
picking out some things that need improving in our department. How do I
know if I’m ready to take that next step up?