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Welcome to the Excel version of the
Medical Group Management Association
&
Association of Staff Physician Recruiters
Recruiter Benchmarking Survey:
2008 Questionnaire
In-house Recruiters Only
Due November 21, 2008
-- Read this page before proceeding --
First, follow these steps for correctly downloading your Excel survey:
1. Print this page to assist you in downloading and saving the Excel-based survey.
2. Scroll down and left click on the name of the Excel-based survey you want to complete from the list at the bottom of this
page.
3. When the File Download dialog box appears, select the Save option presented.
4. When the SaveAs dialog box appears, search for and select the directory of your choice on your computer's hard drive using
the Save in dropdown box.
5. Select Save and record to reference the directory that was used to store the file.
** IF an FTP Log On dialog box appears, you are trying to open the file in the browser and will not be able to save
data. You first must save the file to your hard drive to begin completing the Excel-based Survey.
6. When opening the Excel file from your hard drive, a Microsoft Excel dialog box will appear telling you that the file you are
opening contains macros. You will need to select Enable Macros to complete the Excel-based survey.
If you encounter an error, it is possible your security settings are set too high to accept the macros. To decrease your security
setting, select Tools from the program menu. In the dropdown list, select Macros, then Security. Left click the Medium setting
and select OK.
7. If you are unable to access the Excel-based survey, exit your Internet browser and try again or choose the printable
file of the questionnaire and guide. This will allow you to print a hard copy of each survey and its instructions.
The following information explains how to complete and submit your Excel questionnaire.
The Excel Workbook
The questionnaire is separated into six worksheets. Tabs for each sheet are located at the bottom of the Excel Workbook. The six
sheets are:
1. Instructions - The sheet you are currently viewing.
2. Guide - This sheet provides answers to frequently asked questions, definitions and descriptions for each question. This sheet
can be viewed or printed for quick reference. In the Demographic Information sheet, a right-click on any question number will take
you directly to the definition in the Guide for that question. The same can be accomplished in the Active Searches Matrix and
Recruitment Compensation Matrix sheets by right-clicking on any of the column title.
3. Demographic Information - This sheet collects specific information for the recruitment department being reported.
4. Active Searches Matrix - This sheet collects data for each eligible active search reported. Eligible searches are defined as
searches that have been active at any time in entire 12-month period reported in question 2 on the Department Information sheet.
5. Recruitment Compensation Matrix - This sheet collects data for each eligible member from the recruitment department being
reported. Eligible members are defined as members who have worked the entire 12-month period reported in question 2 on the
Department Information sheet.
6. Position Titles and Specialty Codes - This sheet provides a list of provider specialties, recruitment positions and formal
education levels referenced in the questionnaire. This sheet can be viewed or printed for quick reference.
Completing and Saving the Questionnaire
In each sheet, please use the TAB KEY to move from one question or column, to the next. For the drop-down list boxes provided
in the Questionnaire sheet, you will need to use your mouse to select an option. Before entering your data in the electronic
questionnaire, save the Excel file as "2008ASPRMGMASurvey.xls" to your C: drive. Make note of the directory you saved your
Excel file to for future reference.
CAUTION: Make any necessary edit changes to the questionnaire before proceeding to submit your survey.
DO NOT attempt to change the settings or formatting of the Excel file. Tampering with the design of the Excel survey will
distort your submission, making it ineligible for use.
Submitting Your Questionnaire
You may submit your electronic questionnaire by e-mail or by mail. To e-mail the 2008ASPRMGMASurvey.xls file, attach
the file and send it to:
surveys@mgma.com
Don't forget to attach your survey file to the e-mail.
To mail the questionnaire, save to and enclose a diskette or CD in a protective sleeve and mail it to:
Medical Group Management Association (MGMA)
Attn: MGMA Survey Operations
104 Inverness Terrace East
Englewood, CO 80112-5306
NOTE: The diskette or CD MUST BE labeled with the contact's name, organization and work telephone number. Be sure
to keep a photocopy of the completed questionnaire for your reference.
Use only one method of submission. You will receive a confirmation e-mail following our receipt of your questionnaire. If you have
any questions, or would like to check whether or not your questionnaire was received, call MGMA Survey Operations toll-free
877.275.6462, ext. 895, or e-mail:
surveys@mgma.com
Thank you for your participation in the
2008 MGMA & ASPR Recruiter Benchmarking Survey!
MGMA & ASPR Recruiter Benchmarking Survey:
2008 Guide to the Questionnaire for 2007 Data
This Guide contains:
Frequently Asked Questions
Definitions for Demographic Information
Definitions for Active Searches Matrix
Definitions for Recruitment Compensation Matrix
DO NOT attempt to change the settings or formatting of the Excel file. Tampering
with the design of the Excel survey will distort your submission, making it
ineligible for use.
Frequently Asked Questions
What is the purpose of this survey?
This survey collects data from recruitment departments for the Medical Group Management
Association (MGMA) & Association of Staff Physician Recruiters (ASPR) Recruiter Benchmarking
Survey: 2009 Report Based on 2007 Data . This report provides comparison data on provider
searches, as well as recruitment department compensation to assist decision-makers in a staff
recruitment environment.
Who is conducting this survey?
The Medical Group Management Association (MGMA) Survey Operations Department.
Who should complete this survey?
Recruitment department: One questionnaire should be completed for a staff provider recruiting
department that has one or more divisions and/or sections.
Independent contractor: One questionnaire should be completed for a self-employed recruiter.
How is my respondent group defined?
Recruitment department: A unit or organization in a health care system with an individual
department and single budget. The department’s mission is to staff physician or nonphysician
providers related to one or more specialties. The department employs individuals who are engaged
in the recruitment and retention of physicians and other healthcare providers and who are
employed to do so by a hospital, hospital organization, clinic, health maintenance organization,
state or federal governmental agency.
Independent contractor: An individual who is self-employed and have as their primary activity and
purpose the recruitment of physicians and other healthcare providers for a hospital, hospital
organization, clinic, health maintenance organization, or state or federal governmental funded
agency.
Who should not complete this survey?
This survey is not intended for outside search firms.
How do I receive survey results?
There is a complimentary product that you may be eligible to receive if your recruitment department
participates in this survey. It is the printed survey report titled MGMA & ASPR Recruiter
Benchmarking Survey: 2009 Report Based on 2007 Data . A participating recruitment department
with at least one ASPR or MGMA member will receive a copy of this report. This report will be sent
to the individual identified in the Report Recipient section of the questionnaire.
Do I need to answer all of the questions on the survey?
We would appreciate receiving the requested information on your organization to the extent you
can provide it. The quality of our reported results depends upon the completeness and accuracy of
every response.
Questions with an next to the number are required. Therefore, if any of the following questions
are omitted the respondent's questionnaire will be considered incomplete and ineligible for data
inclusion:
Fiscal year (Question 2)
Population category (Question 3)
Practice type (Column 2 - Active Searches Matrix)
Majority owner (Column 3 - Active Searches Matrix)
State (Column 4 - Active Searches Matrix)
Population category (Column 5 - Active Searches Matrix)
Search specialty (Column 6 - Active Searches Matrix)
Position filled (Column 9 - Active Searches Matrix)
Position title (Column 2 - Recruitment Compensation Matrix)
Total compensation (Column 5 - Recruitment Compensation Matrix)
What if I am unsure how to answer a question properly?
Refer to the Definitions section of this Guide. For any questions about the survey questionnaire,
contact MGMA Survey Operations toll-free 877.ASK.MGMA (275.6462), ext. 1895, or by e-mail at:
surveys@mgma.com
Are all survey data confidential?
Yes. The MGMA and the MGMA Center for Research Policy on Data Confidentiality states: All data
submitted to the Medical Group Management Association (MGMA) or to the MGMA Center for
Research will be kept confidential. All submitted data and related materials that identify a specific
organization or individual will be safeguarded and will not be published or voluntarily released
within the public domain without written permission.
Only summary statistics will be published. A summary statistic will be reported only if there are
sufficient responses to be statistically appropriate and if the anonymity of those submitting data is
protected.
When is my response due?
The due date is November 21, 2008. The survey results will be much more useful to you if we can
report the results on a timely basis. We have a very tight schedule for obtaining responses,
processing the data and publishing the MGMA & ASPR Recruiter Benchmarking Survey: 2009
Report Based on 2007 Data . Therefore, we would sincerely appreciate your giving this survey a
high priority and returning your completed questionnaire as soon as you can.
Can the data be submitted electronically?
Refer to the Instructions sheet which explains how to submit the questionnaire electronically.
Click here to go to the Instructions sheet.
Where do I send a completed printed questionnaire?
Refer to the Instructions sheet which explains where to send your completed questionnaire.
Click here to go to the Instructions sheet.
Definitions for Demographic Information
1. Are you an Association of Staff Physician Recruiters (ASPR) or Medical Group
Management Association (MGMA) member? (Select all that apply)
Indicate whether you have membership with ASPR and/or MGMA by selecting the applicable
boxes.
2007 Fiscal Year Definition
2. For the purposes of reporting the information in this questionnaire, what fiscal year
was used?
For many recruitment departments, this is January 2007 through December 2007. If your
department uses a different fiscal year, you are encouraged to use it in your responses. Do not
report data for periods less than 12 months.
If your department was merged with another department during the 2007 fiscal period and you
cannot assemble 12 months of active search information or recruitment compensation, you may not
be able to participate this year. Call MGMA Survey Operations if you are uncertain about your
eligibility to participate.
3. Which population designation best describes the area surrounding the primary
location of your organization? If your organization has multiple sites, choose the
option that represents the location with the largest number of full-time-equivalent
(FTE) physicians. (Select only one)
Rural/Nonmetropolitan (fewer than 5,000) - The community in which the practice is located is
located outside of a "metropolitan statistical area" (MSA), as defined by the United States Office of
Management and Budget, and has a population less than 5,000.
Nonmetropolitan (5,000 to 10,000) - The community in which the practice is located is located
outside of a "metropolitan statistical area" (MSA), as defined by the United States Office of
Management and Budget, and has a population of 5,000 to 10,000.
Nonmetropolitan (10,001 to 50,000) - The community in which the practice is located is located
outside of a "metropolitan statistical area" (MSA), as defined by the United States Office of
Management and Budget, and has a population of 10,001 to 50,000.
Metropolitan (50,001 to 100,000) - The community in which the practice is located is an MSA or
Census Bureau defined urbanized area with a population of 50,000 to 100,000.
Metropolitan (100,001 to 250,000) - The community in which the practice is located is an MSA or
Census Bureau defined urbanized area with a population of 100,001 to 250,000.
Metropolitan (250,001 to 500,000) - The community in which the practice is located is an MSA or
Census Bureau defined urbanized area with a population of 250,001 to 500,000.
Metropolitan (500,001 to 1,000,000) - The community in which the practice is located is an MSA
or Census Bureau defined urbanized area with a population of 500,001 to 1,000,000.
Metropolitan (more than 1,000,000) - The community in which the practice is located is a "primary
metropolitan statistical area" (PMSA) with a population of more than 1,000,000.
4. How many providers participated in site visits/interviews?
Indicate the number of providers who were invited to and attended onsite visits or interviews, for
both physicians and nonphysician providers. Report each provider once, even if one individual
made multiple visits.
5. How many offers were extended to providers?
Indicate the number of official contracts offered to providers for various positions throughout the
organization, for both physicians and nonphysician providers.
6. How many offers were accepted?
Of those offers extended, indicate the number of contracts signed by providers, for both physicians
and nonphysician providers.
7. How many providers left the organization in the past year?
Indicate how many providers ended their employment with your organization during the reported
year. Separate those physician and nonphysician providers by voluntary and involuntary turnover if
possible. Providers leaving the organization voluntarily include those retiring, taking on an
opportunity at another organization, or anything else that does not include termination by the
organization. Involuntary turnover includes all instances where the provider was terminated against
his/her volition. Total turnover is the number of combined voluntary and involuntary turnover for
physicians and nonphysician providers. Total turnover for each category is sufficient if voluntary
and involuntary turnover cannot be broken out.
Questionnaire Contact
Back |8.|9.|10.|11.|12.|13.|14.|15.|16.|17.|18.|19.|20.|21.
Questions 8 - 21
If we need to clarify any responses, it would be helpful to have the name of the person who is most
familiar with the completed questionnaire. Please provide complete information.
Back |22.|23.|24.|25.|26.|27.|28.|29.|30.|31.|32.|33.|34.|35.
Questions 22 - 34
Report Recipient
The individual identified will receive the complimentary printed survey report for your organization.
Please provide complete information on lines 22 through 35 for the appropriate recipient of the
survey report.
Definitions for Active Searches Matrix
The matrix requests information for all active searches open during the 12-month reporting period.
Instructions for completing columns 1 through 15 in the matrix follow.
Search Tracking Code
Col 1 Active Searches Matrix
Indicate your organization’s internal tracking number for this search. This number may be numeric,
alpha or a combination of both and may be up to six digits long. This number will make it easier to
refer to your search benchmarks. If you do not have a unique identifier, create a series of letters
and numbers such as 12345x.
Practice Type
Col 2 Active Searches Matrix
Select one practice type that best describes the location of the search from the drop-down list box
(in column 2) on the Active Searches Matrix worksheet of the questionnaire. Place that
corresponding code in column 2. The numbers by the practice type descriptions correspond to the
practice types in the drop-down list on the questionnaire.
1 - Solo practice: A medical practice where there is only one “solo” physician within the practice.
2 - Single specialty: A medical practice that focuses its clinical work in one specialty. The
determining factor for classifying the type of specialty is the focus of clinical work and not
necessarily the specialties of the physicians in the practice. For example, a single-specialty
neurosurgery practice may include a neurologist and a radiologist.
3 - Multispecialty: A medical practice that consists of physicians practicing in different specialties
that could include more than one primary care specialty and a surgical specialty such as
obstetrics/gynecology.
4 - Hospital department practice: A medical practice that consists of physicians practicing in a
hospital that could include more than one primary care specialty and a surgical specialty.
5 - Academic medical center: Clinicians from the medical group practice hold nontenure
appointments on a medical school faculty and/or are part of a health system that is associated with
a medical school that grants a MD degree; and the practice has a legal standing with a medical
school, faculty practice plan or clinical science department.
6 - Rural health clinic: A clinic that is located in an area that is designated both by the Bureau of
the Census as rural and by the Secretary of DHHS as medically underserved.
7 - Critical access hospital: A hospital furnishing 24-hour emergency care services located in a
rural area; provides no more than 25 inpatient acute care beds; is located either more than 35
miles from the nearest hospital or more than 15 miles in areas with mountainous terrain or only
secondary roads; or is State certified as of December 31, 2005 as a “necessary provider” of health
care services to residents in the area.
8 - Retail health clinic: Also known as "convenient care clinics", located in retail stores,
supermarkets and pharmacies that provide medical services for commonplace illnesses. Most retail
clinics are typically staffed by nonphysician providers (nurse practitioners, physician assistants),
but they may also be staffed with physicians.
Col 3 Active Searches Matrix
Majority Owner
Select the type of ownership that represents at least 51% or majority control over the entity from
the drop-down list box (in column 3) on the Active Searches Matrix worksheet of the questionnaire.
Place that corresponding code in column 3. The numbers by the majority owner descriptions
correspond to the majority owners in the drop-down list on the questionnaire. If the position
specialty is not listed in the drop-down, enter the corresponding “Other” code in column 3 and
describe the majority owner in column 3T.
1 - Government: A governmental organization at the federal, state or local level. Government
funding is not a sufficient criterion. Government ownership is the key factor. An example would be
a medical clinic at a federal, state or county correctional facility.
2 - Hospital/integrated delivery system (IDS): An IDS is a network of organizations that provide
or coordinate and arrange for the provision of a continuum of health care services to consumers
and are willing to be held clinically and fiscally responsible for the outcomes and the health status
of the populations served. Generally consisting of hospitals, physician groups, health plans, home
health agencies, hospices, skilled nursing facilities, or other provider entities, these networks may
be built through “virtual” integration processes encompassing contractual arrangements and
strategic alliances as well as through direct ownership. A hospital is an inpatient facility that
admits patients for overnight stays, incurs nursing care costs and generates bed-day revenues.
3 - Insurance company or health maintenance organization (HMO): An insurance company is
an organization that indemnifies an insured party against a specified loss in return for premiums
paid, as stipulated by a contract. An HMO is an insurance company that accepts responsibility for
providing and delivering a predetermined set of comprehensive health maintenance and treatment
services to a voluntarily enrolled population for a negotiated and fixed periodic premium.
4 - MSO or PPMC: An MSO is an entity organized to provide various forms of practice
management and administrative support services to health care providers. These services may
include centralized billing and collections services, management information services and other
components of the managed care infrastructure. MSOs do not actually deliver health care services.
MSOs may be jointly or solely owned and sponsored by physicians, hospitals or other parties.
Some MSOs also purchase assets of affiliated physicians and enter into long-term management
service arrangements with a provider network. Some expand their ownership base by involving
outside investors to help capitalize the development of such practice infrastructure. PPMCs are
usually publicly held or entrepreneurial directed enterprises that acquire total or partial ownership
interests in physician organizations. PPMCs are a type of MSO, however the motivations, goals,
strategies, and structures arising from their unequivocal ownership character - development of
growth and profits for their investors, not for participating providers — differentiate them from other
MSO models.
5 - Physicians: Any doctor of medicine (MD) or doctor of osteopathy (DO) who is duly licensed
and qualified under the law of jurisdiction in which treatment is received.
6 - University or medical school: A university is an institution of higher learning with teaching and
research facilities comprising undergraduate, graduate and professional schools. A medical school
is an institution that trains physicians and awards medical and osteopathic degrees.
7 - Other: Describe the majority owner in the column 3T.
State
Col 4 Active Searches Matrix
Select the location where the search was active for from the drop-down list box (in column 4) on
the Active Searches Matrix worksheet of the questionnaire. Place that corresponding code in
column 4. Use code 52 for searches in all Canadian provinces.
Population Category
Col 5 Active Searches Matrix
Select the population category that represents location of the search from the drop-down list box
(in column 5) on the Active Searches Matrix worksheet of the questionnaire. Place that
corresponding code in column 5. The numbers by the population category descriptions correspond
to the majority owners in the drop-down list on the questionnaire.
1 - Rural/Nonmetropolitan (fewer than 5,000) - The community in which the practice is located is
located outside of a "metropolitan statistical area" (MSA), as defined by the United States Office of
Management and Budget, and has a population less than 5,000.
2 - Nonmetropolitan (5,000 to 10,000) - The community in which the practice is located is located
outside of a "metropolitan statistical area" (MSA), as defined by the United States Office of
Management and Budget, and has a population of 5,000 to 10,000.
3 - Nonmetropolitan (10,001 to 50,000) - The community in which the practice is located is
located outside of a "metropolitan statistical area" (MSA), as defined by the United States Office of
Management and Budget, and has a population of 10,001 to 50,000.
4 - Metropolitan (50,001 to 100,000) - The community in which the practice is located is an MSA
or Census Bureau defined urbanized area with a population of 50,000 to 100,000.
5 - Metropolitan (100,001 to 250,000) - The community in which the practice is located is an MSA
or Census Bureau defined urbanized area with a population of 100,001 to 250,000.
6 - Metropolitan (250,001 to 500,000) - The community in which the practice is located is an MSA
or Census Bureau defined urbanized area with a population of 250,001 to 500,000.
7 - Metropolitan (500,001 to 1,000,000) - The community in which the practice is located is an
MSA or Census Bureau defined urbanized area with a population of 500,001 to 1,000,000.
8 - Metropolitan (more than 1,000,000) - The community in which the practice is located is a
"primary metropolitan statistical area" (PMSA) with a population of more than 1,000,000.
Search Specialty
Col 6 Active Searches Matrix
Select the specialty for the search from the drop-down list box (in column 6) of the Active Searches
Matrix worksheet. Place that corresponding code in column 6. If the position specialty is not listed
in the drop-down, enter the corresponding “Other specialty” code in column 6 and describe the
specialty in column 6T.
For nurse practitioners and physician assistants , select the appropriate code number and provide
the specialty area where at least 50% of time is to be spent in column 6T, such as acute care,
adult, emergency, family practice, gerontologic/elder health, neonatal/perinatal, occupational
health, oncology, pediatric/child health, psychiatric/mental health, school/college health or
women’s health.
Replacement for Departing Provider
Col 7 Active Searches Matrix
Indicate whether the search is to fill a position for a departing provider by entering 1 for "Yes" or 2
for "No" in column 7.
Locum Tenens Used
Col 8 Active Searches Matrix
Indicate whether locum tenens were used to fill the position during the search for a permanent
provider by entering 1 for "Yes" or 2 for "No" in column 8.
Position Filled
Col 9 Active Searches Matrix
Indicate whether the position was filled and search was closed by entering 1 for "Yes" or 2 for "No"
in column 9.
Total Cost of Search
Col 10 Active Searches Matrix
Complete column 10 ONLY IF the position was filled (1 was reported in column 9 for "Yes").
Report the total cost of the search in whole numbers; including cost of travel, lodging, meals,
entertainment, advertising and search firm fees for all candidates. Do not use decimals.
Do not include:
The cost of provider salary, signing bonuses, relocation expenses, tuition reimbursement, or other
benefits paid out to the provider after the offer was accepted.
Source Type Used
Col 11 Active Searches Matrix to Fill Position
Complete column 11 ONLY IF the position was filled (1 was reported in column 9 for "Yes").
Select the one source type used to fill the position and close the search from the drop-down list
box (in column 11) of the Active Searches Matrix worksheet. Place that corresponding code in
column 11. If the source type is not listed in the drop-down, enter the corresponding “Other” code
in column 11 and describe the source type in column 11T.
Col 12 Active Searches Matrix
Site Visits by Provider who Filled Position
Complete column 12 ONLY IF the position was filled (1 was answered in column 9 for "Yes").
Select the number of site visits made by the provider who filled the position from the drop-down list
box (in column 12) of the Active Searches Matrix worksheet. Place that corresponding code in
column 12.
Do not include:
House-hunting visits.
Col 13 Active Searches Matrix
FTE Level of Provider who Filled Position
Complete column 13 ONLY IF the position was filled (1 was answered in column 9 for "Yes").
Select the level of full-time-equivalency (FTE) agreed to in the contract by the provider who filled
the position from the drop-down list box (in column 13) of the Active Searches Matrix worksheet.
Place that corresponding code in column 13.
Hired out of Matrix
Col 14 Active Searches Residency/Fellowship
Complete column 14 ONLY IF the position was filled (1 was answered in column 9 for "Yes").
Indicate whether the provider filling the position was hired directly out of residency or fellowship by
entering 1 for "Yes" or 2 for "No" in column 14.
Months to Fill Position
Col 15 Active Searches Matrix
Complete column 15 ONLY IF the position was filled (1 was answered in column 9 for "Yes").
Report in whole numbers the amount of time it took to fill the position, in months, from the time the
search was officially opened to the time the search was officially closed. Do not use decimals.
Definitions for Recruitment Compensation Matrix
The matrix requests information for members of the Recruitment Department who held the same
position for the entire 12-month reporting period and were employed on a full-time basis.
Col 1 Recruitment Compensation Matrix
Employee Tracking Number
Indicate your department's internal tracking number such as the last four numbers of a social
security number or initials for each individual. This number may be numeric, alpha or a
combination of both and may be up to six digits long. This number will make it easier to refer back
to information submitted in the respondents survey for their department.
Position Compensation Matrix
Col 2 Recruitment Title
Select one position title that best describes each individual's responsibilities from the drop-down
list box (in column 2) of the Recruitment Compensation Matrix worksheet. Place that
corresponding code in column 2. The numbers by the position title descriptions correspond to the
position titles in the drop-down list on the questionnaire. If the position title is not listed in the drop-
down, enter the corresponding “Other” code in column 2 and describe the position title in column
2T.
1 - Vice President, Physician/Provider Recruitment
• Reports directly to the CEO
• Member of the senior management team, collaborates with sales and operations teams
• Manages recruitment professionals, so time spent recruiting providers will be minimal
2 - Vice President, Physician Services
• Directs physician recruitment and placement activities of the organization
• Responsible to the company at corporate, group, division and hospital level to assist in the
identification, screening and placement of recruited and employed physicians into hospital system
• May oversee recruitment, retention and liaison programs
• Ensures policies and procedures are implemented for efficient, effective management of all
programs
• Accountable to communicate and implement corporate strategic initiatives to meet program goals
and objectives
3 - Director, Physician Recruitment
• Oversees system recruitment of physicians
• Supervises team of recruitment professionals
4 - Director, Physician Recruitment and Retention
• Develops and oversees the implementation of all strategies to monitor and enhance relations
between members and potential members of the medical staff of the hospital system
• Responsible for recruitment and retention initiatives, new physician orientation services,
collaborative marketing and growth projects, communication vehicles and active outreach
promotions
• Works with senior management to assist in the development and implementation of a strategic
physician recruitment plans
5 - Director, Practice Management
• Administers, directs and coordinates all activities of the practice/group to carry out its objectives
• Responsible for the operation of the institution and the application/implementation of established
policies
• Liaison with the governing authority and medical staff
• Controls and utilizes the physical and financial resources
• Has employment and termination authority
6 - Manager, Physician/Provider Recruitment
• The top nonphysician professional administrative position with less authority than a CEO
• Manages the recruitment and selection activities of the practice/group to employ
physicians/providers and ensure adequate staffing
• Identifies sources of candidates, initiates and maintains relationships with outside sources
• Typically oversees management personnel with direct responsibilities for the specific functional
areas of the organization
• Reports to the governing body of the organization
7 - Senior Physician Recruiter
• Typically 5 or more years of experience as a physician recruiter
• Responsible for the successful recruitment of physicians, including sourcing, screening,
recruitment, coordinating of interviews and site visits, referencing, credentialing, negotiating
employment offers, relocation, orientation and retention of medical staff
• Serves as an employment source
8 - Physician Recruiter
• Responsible for the successful recruitment of physicians, including sourcing, screening,
recruitment, coordinating of interviews and site visits, referencing, credentialing, negotiating
employment offers, relocation, orientation and retention of medical staff
• Secures contracts with recruitment firms
• Serves as an employment source
9 - Physician Recruitment Coordinator/Assistant
• Predominantly administrative responsibilities, including sourcing, data entry, travel and lodging
coordination, and posting website updates
10 - Physician/Provider Relations
• Serves as a personal contact and liaison for physicians/providers or their practice managers in
order to address problems, issues or concerns that need attention
• May or may not have credentialing responsibilities
11 - Practice Manager
• The top nonphysician professional administrative position with less authority than a CEO
• Maintains broad responsibilities for all administrative functions of the medical group, including
operations, marketing, finance, managed care/third party contracting, physician compensation and
reimbursement, human resources, medical and business information systems and planning and
development
• Implements policies and procedures of the group/practice
• Analyzes requisitions, purchases and other business information; reporting results to physicians
• Typically oversees management personnel with direct responsibilities for the specific functional
areas of the organization
• Is involved in hiring employees
• Reports to the governing body of the organization
12 - Other position title
If the employee's position title is not listed, enter 12 for "Other" and describe in column 2T.
Col 3 Recruitment Compensation Matrix
Base Compensation
Report in whole numbers the dollar amount paid as routine or regular compensation, regardless of
the employee's funding sources or productivity. This amount is guaranteed by the organization to
the employee. The amount listed as the base compensation should be included in total
compensation, column 5.
Do not include:
1. Incentive payments, bonuses, profit-sharing distributions, expense reimbursements, fringe
benefits paid by the employer such as life and health insurance, retirement plan contributions and
automobile allowances, or any employer contributions to 401(k), 403(b), or Keogh Plan.
Col 4 Recruitment Compensation Matrix
Bonus/Incentive Amount
Report in whole numbers the dollar amount of any bonus or incentive payments received by each
individual. The amount listed as a bonus/incentive should be included in total compensation,
column 5.
Total Compensation
Col 5 Recruitment Compensation Matrix
State the amount reported as direct compensation on a W2, 1099, or K1 (for partnerships) plus all
voluntary salary reductions such as 401(k), 403(b) and Section 125 Plan reduction. The amount
reported should include salary, bonuses, incentive payments, research stipends and distribution of
profits. The amount should also include any individual Keogh plan contributions.
Do not include:
1. The dollar value of expense reimbursements, fringe benefits paid by the organization such as
retirement plan contributions, life and health insurance or automobile allowances or any employer
contributions to a 401(k), 403(b) or Keogh Plan.
Col 6 Recruitment Compensation Matrix
Retirement Benefits
Report all employer contributions to retirement plans including defined benefit and contribution
plans, 401(k), 403(b) and Keogh Plans, and any non-qualified funded retirement plan. For defined
benefit plans, estimate the employer’s contribution made on behalf of each plan participant by
multiplying the employer’s total contribution by each plan participant’s compensation divided by the
total compensation of all plan participants.
Do not include:
1. Employer contributions to social security mandated by the Federal Insurance Contributions Act
(FICA);
2. Voluntary employee contributions that are an allocation of salary to a 401(k), 403(b), or Keogh
Plan; or
3. The dollar value of any other fringe benefits paid by the practice, such as life and health
insurance and
automobile allowances.
Formal Education
Col 7 Recruitment Compensation Matrix
Select the level of formal education attained by the employee from the drop-down list box (in
column 7) of the Recruitment Compensation Matrix worksheet. Place that corresponding code in
column 7. If the formal education is not listed in the drop-down, enter the corresponding “Other”
code in column 7 and describe the formal education in column 7T.
CMSR Certification
Col 8 Recruitment Compensation Matrix
Report whether the whether the employee has Certified Medical Staff Recruiter (CMSR)
certification by entering 1 for "Yes" or 2 for "No" in column 8.
FACHE Certification
Col 9 Recruitment Compensation Matrix
Report whether the whether the employee has Fellow of the American College of Healthcare
Executives (FACHE) certification by entering 1 for "Yes" or 2 for "No" in column 9.
FACMPE Certification
Col 10 Recruitment Compensation Matrix
Report whether the whether the employee has Fellow of the American College of Medical Practice
Executives (FACMPE) certification by entering 1 for "Yes" or 2 for "No" in column 10.
Other Certification
Col 11 Recruitment Compensation Matrix
If employee has other professional certification not listed in columns 8 through 10, describe it in
column 11.
Years Recruitment Experience
Col 12 Recruitment Compensation Matrix
Report the total years of recruitment experience in the health care delivery industry, health care
administration and/or business administration for the employee listed.
Col 13 Recruitment Compensation Matrix
Gender
Indicate gender for the employee listed by entering a 1 for “Male” or 2 for “Female” in column 13.
Percent Compensation Recruiting
Col 14 Recruitmentof Time SpentMatrix
Select the overall percentage of time the employee spent recruiting providers from the drop-down
list box (in column 14) of the Recruitment Compensation Matrix worksheet. Place that
corresponding code in column 14.
Length of ASPR Membership
Col 15 Recruitment Compensation Matrix
Select the length the employee's ASPR membership from the drop-down list box (in column 15) of
the Recruitment Compensation Matrix worksheet. Place that corresponding code in column 15.
Col 16 Recruitment Compensation Matrix
Supervise Staff
Indicate whether the employee had staff supervision responsibilities by entering 1 for "Yes" or 2 for
"No" in column 16.
Col 17 Recruitment Compensation Matrix
Provider Retention Responsibilities
Indicate whether the employee had provider retention responsibilities by entering 1 for "Yes" or 2
for "No" in column 17.
DO NOT ALTER THE FORMAT OF THE QUESTIONNAIRE
Instructions
Use the TAB KEY to move from question to question. You will need to use your mouse to select the option
buttons. For additional information for answering questions, right-click on the question number to view the
corresponding definition in the Guide. To return back to this sheet, right-click on the question number or
"Back" text that appears to the left of the definition text.
Please be sure to complete the Questionnaire Respondent information section of this questionnaire. This
information must be provided for you to receive the complimentary printed survey report for your recruitment
department.
Those who are eligible to complete the questionnaire:
Recruitment departments
REQUIRED QUESTIONS
Designates questions required for inclusion in the report.
Organization Information
1. Are you an Association of Staff Physician Recruiters (ASPR) or Medical Group
Management Association (MGMA) member? (Select all that apply)
ASPR Member
MGMA Member
2007 Fiscal Year Definition
All the questions on this questionnaire refer to the 2007 fiscal year. Report data for fiscal year 2007 or your
organization's most recently completed 12-month period.
Do not report data for periods other than 12 months.
2. For the purposes of reporting the information in this questionnaire,
what fiscal year was used?
Beginning month Beginning year through Ending month Ending year
3. Which population designation best describes the area surrounding the primary
location of your organization? If your organization has multiple sites, choose the
option that represents the location with the largest number of full-time-equivalent
(FTE) physicians. (Select only one)
4. How many providers participated in site visits/interviews?
Physicians
Nonphysician Providers
5. How many offers were extended to providers?
Physicians
Nonphysician Providers
6. How many offers were accepted?
Physicians
Nonphysician Providers
7. How many providers left the organization in the past year?
Voluntary Turnover:
Physicians
Nonphysician Providers
Involuntary Turnover:
Physicians
Nonphysician Providers
Total Turnover:
Physicians
Nonphysician Providers
Comments
We are interested in your suggestions for improving this survey or any other comments you may have. Please
type in the space below.
Questionnaire Contact
Provide contact information for the individual who completed this questionnaire in the spaces below.
8. First Name
9. Last Name
10. Title
11. Department
12. Organization
13. Address
14. City
15. State
16. ZIP
17. E-mail address
18. Area code and telephone number
19. Area code and fax number
20. MGMA member #
21. Report the total number of hours required to complete this questionnaire
hours
Report Recipient
Organizations will be mailed a complimentary copy of the survey report as a benefit of participation. To ensure
this report reaches the appropriate individual, indicate below the recipient’s name, organization and mailing
address in the spaces provided. Provide complete information.
22. First Name
23. Last Name
24. Title
25. Department
26. Organization
27. Address
28. City
29. State
30. ZIP
31. Area code and telephone number
32. E-mail address
33. MGMA member #
34. MGMA Use Only - GID
Active Searches Matrix
The matrix below requests information on all searches open during the 12-month reporting period.
For help with a specific column, right click on the column's title. Make sure that all errors are corrected before submitting.
Columns that are in light blue and have an before the title are required variables and MUST be completed for eligibility in the report.
To PRINT: Highlight the area to print, go to "File" (above), select "Print", click the "Selection" button, and click "OK".
Click here to see a reference sheet for Position Titles and Specialty Codes.
1 2 3 3T 4 5
Search Practice Type Majority Owner Other Majority Owner State Population Category
Tracking (use codes from list box below) (use codes from list box below) (if not listed, describe (use codes from list (use codes from list box below)
Code below) box below)
Practice Type list box Majority Owner list box State list box Population Category list box
6 6T 7 8 9
Search Specialty Other Search Replacement for Departing Locum Tenens Position Filled
(use code from list box below) Specialty Provider Used 1 = Yes
(if not listed, 1 = Yes 1 = Yes 2 = No
describe below) 2 = No 2 = No
Search Specialty list box
Only complete columns 10 through 15 if you answered "Yes" in column 9.
10 11 11T 12 13 14 15
Total Cost of Search Source Type Used to Fill Position Other Source Type Site Visits by Provider FTE Level of Hired out of Months to Fill
(include travel, lodging, (use code from list box below) (if not listed, describe who Filled Position Provider who Filled Residency/Fellowship Position
meals, entertainment below) (use code from list box Position 1 = Yes
and search firm fees for below) (use code from list 2 = No
all candidates) box below)
Source Type list box Site Visits list box FTE list box
Recruitment Compensation Matrix
The matrix below requests information on members of the recruitment department employed during the entire 12-month reporting period.
For help with a specific column, right click on the column's title. Make sure that all errors are corrected before submitting.
Columns that are in light blue and have an before the title are required variables and MUST be completed for eligibility in the report.
To PRINT: Highlight the area to print, go to "File" (above), select "Print", click the "Selection" button, and click "OK".
Click here to see a reference sheet for Position Title and Specialty Codes.
1 2 2T 3 4 5
Employee Position Title Other Position Title Base Bonus/Incentive Total
Tracking (use codes from list box below) (if not listed, describe below) Compensation Amount Compensation
Code (include amounts from
column 3 and 4)
Position Title list box
6 7 7T 8 9 10
Retirement Benefits Formal Education Other Formal Education CMSR Certification FACHE Certification FACMPE Certification
(exclude FICA) (use codes from list box below) (if not listed, describe below) 1 = Yes 1 = Yes 1 = Yes
2 = No 2 = No 2 = No
Formal Education list box
11 12 13 14 15 16 17
Other Certification Years of Gender Percent of Time Spent Length of ASPR Membership Supervise Staff Provider Retention
(if not provided in columns Recruitment 1 = Male Recruiting (use codes from list box below) 1 = Yes Responsibilities
8-10, describe below) Experience 2 = Female (use codes from list box below) 2 = No 1 = Yes
2 = No
Time Spent Recruiting list box ASPR Membership list box
Reference Sheet for Position Title and Specialty Code
Click here to return to the Click here to return to the
Active Searches Matrix Recruitment Compensation Matrix
Position Titles (Compensation Matrix) Formal Education (Compensation Matrix)
1 - Vice President, Physician/Provider Recruitment 1 - High school diploma or equivalent
2 - Vice President, Physician Services 2 - Associate degree or other two-year degree
3 - Director, Physician Recruitment 3 - Bachelor's degree or other four-year degree
4 - Director, Physician Recruitment and Retention 4 - Master's degree
5 - Director, Practice Management 5 - PhD, JD, EdD
6 - Manager, Physician/Provider Recruitment 6 - MD, DO
7 - Senior Physician Recruiter 7 - MD or DO (with Master's degree)
8 - Physician Recruiter 8 - Other (type in column 7T)
9 - Physician Recruitment Coordinator/Assistant
10 - Physician/Provider Relations
11 - Practice Manager Time Spent Recruiting (Compensation Matrix)
12 - Other position title (type in column 2T) 1 - Less than 40%
2 - 40 - 49%
ASPR Membership (Compensation Matrix) 3 - 50 - 59%
1 - 1 year or less 4 - 60 - 69%
2 - 2 to 3 years 5 - 70 - 79%
3 - 4 to 5 years 6 - 80 - 89%
4 - 6 to 7 years 7 - 90 - 99%
5 - 8 years or more 8 - 100%
Specialty Codes (Searches Matrix)
Physician Specialty List 75 - Physiatry (Physical Med & Rehab)
1 - Allergy/Immunology 76 - Podiatry: General
2 - Anesthesiology 77 - Podiatry: Surg-Foot & Ankle
3 - Anesthesiology: Pain Management 78 - Podiatry: Surg-Forefoot Only
4 - Anesthesiology: Pediatric 79 - Psychiatry: General
5 - Cardiology: Electrophysiology 80 - Psychiatry: Child & Adolescent
6 - Cardiology: Invasive 81 - Psychiatry: Forensic
7 - Cardiology: Inv-Intvl 82 - Psychiatry: Geriatric
8 - Cardiology: Noninvasive 83 - Pulmonary Medicine: General
9 - Critical Care: Intensivist 84 - Pulmonary Medicine: Critical Care
10 - Dentistry 110 - Pulmonary Medicine: General & Critical Care
11 - Dermatology 85 - Radiation Oncology
12 - Dermatology: Mohs Surgery 86 - Radiology: Diagnostic-Inv
13 - Emergency Medicine 87 - Radiology: Diagnostic-Noninv
14 - Endocrinology/Metabolism 88 - Radiology: Nuclear Medicine
15 - Family Practice (with OB) 89 - Rheumatology
16 - Family Practice (without OB) 90 - Sleep Medicine
16.1 - Family Practice: Ambulatory Only 91 - Surgery: General
(no inpatient work) 91.5 - Surgery: Bariatric
17 - Family Practice: Sports Medicine 92 - Surgery: Cardiovascular
18 - Family Practice: Urgent Care 93 - Surgery: Cardiovascular-Pediatric
19 - Gastroenterology 94 - Surgery: Colon and Rectal
20 - Gastroenterology: Hepatology 95 - Surgery: Neurological
21 - Genetics 96 - Surgery: Oncology
22 - Geriatrics 97 - Surgery: Oral
23 - Hematology/Oncology 98 - Surgery: Pediatric
24 - Oncology (only) 99 - Surgery: Plastic & Reconstruction
24.1 - Hospice/Palliative Care 100 - Surgery: Plastic & Recon-Hand
24.2 - Hospitalist: Family Practice 101 - Surgery: Plastic & Recon-Pediatric
24.3 - Hospitalist: Internal Medicine 102 - Surgery: Thoracic (primary)
24.4 - Hospitalist: Internal Medicine-Pediatrics 103 - Surgery: Transplant
24.5 - Hospitalist: Pediatrics 104 - Surgery: Trauma
24.9 - Hyperbaric Medicine/Wound Care 105 - Surgery: Trauma-Burn
25 - Infectious Disease 111 - Surgery: Endovascular (primary)
26 - Internal Medicine: General 106 - Surgery: Vascular (primary)
26.1 - Internal Medicine: Ambulatory Only 107 - Urgent Care
(no inpatient work) 108 - Urology
28 - Internal Medicine: Pediatrics 109 - Urology: Pediatric
29 - Nephrology 112 - Other specialty
30 - Neurology
31 - Obstetrics/Gynecology: General Nonphysician Provider Specialty List
32 - OB/GYN: Gynecology (only) 115 - Audiologist
33 - OB/GYN: Gynecological Oncology 116 - Certified Reg. Nurse Anesthetist
34 - OB/GYN: Maternal & Fetal Medicine 117 - Dietician/Nutritionist
35 - OB/GYN: Reproductive Endocrinology 118 - Nurse Midwife: Outpatient/inpatient deliveries
36 - Occupational Medicine 119 - Nurse Midwife: Outpatient (only)
37 - Ophthalmology 120 - Nurse Midwife: Inpatient (only)
38 - Ophthalmology: Pediatric 121 - * Nurse Practitioner
39 - Ophthalmology: Retina 122 - Occupational Therapist
40 - Orthopedic (nonsurgical) 123 - Optometrist
41 - Orthopedic Surgery: General 124 - Orthotist/Prosthetist
42 - Orthopedic Surgery: Foot & Ankle 125 - Perfusionist
43 - Orthopedic Surgery: Hand 126 - Pharmacist
44 - Orthopedic Surgery: Hip & Joint 127 - Physical Therapist
45 - Orthopedic Surgery: Oncology 128 - * Physician Assistant (surgical)
46 - Orthopedic Surgery: Pediatric 129 - * Physician Assistant (primary care)
47 - Orthopedic Surgery: Spine 130 - * Physician Assistant
48 - Orthopedic Surgery: Trauma (nonsurgical, nonprimary care)
49 - Orthopedic Surgery: Sports Medicine 131 - Psychologist
50 - Otorhinolaryngology 132 - Social Worker
51 - Otorhinolaryngology: Pediatric 133 - Speech Therapist
52 - Pathology: Anatomic and Clinical 134 - Surgeon Assistant
53 - Pathology: Anatomic
54 - Pathology: Clinical
55 - Pediatrics: General
56 - Pediatrics: Adolescent Medicine
57 - Pediatrics: Allergy/Immunology
58 - Pediatrics: Cardiology
59 - Pediatrics: Child Development
60 - Pediatrics: Clinical & Lab Immunology
61 - Pediatrics: Critical Care/Intensivist
62 - Pediatrics: Emergency Medicine
63 - Pediatrics: Endocrinology
64 - Pediatrics: Gastroenterology
65 - Pediatrics: Genetics
66 - Pediatrics: Hematology/Oncology
68 - Pediatrics: Infectious Disease
69 - Pediatrics: Neonatal Medicine
70 - Pediatrics: Nephrology
71 - Pediatrics: Neurology
72 - Pediatrics: Pulmonology
73 - Pediatrics: Rheumatology
74 - Pediatrics: Sports Medicine
Majority Owner (Searches Matrix) Population Category (Demographics, Searches Matrix)
1 - Government 1 - Rural/Nonmetropolitan (fewer than 5,000)
2 - Hospital/Integrated Delivery System (IDS) 2 - Nonmetropolitan (5,000 to 10,000)
3 - Insurance company or health 3 - Nonmetropolitan (10,001 to 50,000)
maintenance organization (HMO) 4 - Metropolitan (50,001 to 100,000)
4 - MSO or PPMC 5 - Metropolitan (100,001 to 250,000)
5 - Physicians 6 - Metropolitan (250,001 to 500,000)
6 - University or medical school 7 - Metropolitan (500,001 to 1,000,000)
7 - Other (type in column 3T) 8 - Metropolitan (more than 1,000,000)
Practice Type (Searches Matrix) FTE (Searches Matrix)
1 - Solo practice 1 - 1.0 FTE
2 - Single specialty 2 - 0.90 - 0.99 FTE
3 - Multispecialty 3 - 0.80 - 0.89 FTE
4 - Hospital department practice 4 - 0.70 - 0.79 FTE
5 - Academic medical center 5 - 0.60 - 0.69 FTE
6 - Rural health clinic 6 - 0.50 - 0.59 FTE
7 - Critical access hospital 7 - 0.40 - 0.49 FTE
8 - Retail health clinic 8 - 0.30 - 0.39 FTE
9 - 0.20 - 0.29 FTE
10 - 0.10 - 0.19 FTE
Source Type (Searches Matrix)
1 - Annual provider-specific
association meetings
2 - Cold-calling
3 - Direct mail
4 - E-mail
5 - Internal trainees
6 - Internet job boards
7 - Job fairs
8 - Journal advertisements
9 - Referrals
10 - Residency and fellowship programs
11 - Search firms: contingency
12 - Search firms: retained
13 - Other (type in column 11T)
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