-Determine the staffing required, including numbers and types of surgeons, to meet the expected demand.
-Detail the experience required of incoming surgeons and set compensation, including salaries, bonuses, raise potential, based on marketplace and location.
-Screen candidates by accessing an established, wide-reaching talent pool to find candidates compatible for the position and location – plus quickly conduct interviews, reference checks and on-boarding.
-Set the right work-life balance for job satisfaction by structuring work schedules and minimizing administrative hassles for surgeons.
-Collaboratively develop evidence-based surgical protocols and best practice guidelines to ensure consistent communication and patient care coordination among hospital staff.
A reputable surgicalist program can attract more surgeons to a hospital in particular – and perhaps add to the ranks of general surgeons in the medical community overall thanks to its unique career and lifestyle benefits. In fact, this emerging medical specialty may help to curb the overall surgeon shortage if the concept becomes widespread. Rethinking the traditional surgical staffing model can go a long way toward practitioner health and happiness, which in turn creates better patient outcomes. It may just be the staffing solution that’s compatible with the future of healthcare.
Lynette A. Scherer, MD, FACS, is an internationally recognized, fellowship-trained trauma surgeon certified by the American Board of Surgery in general surgery and trauma/critical care. She is currently the chief executive officer for Surgical Affiliates Management Group (SAMGI), the first company to specialize in providing surgical hospitalists.
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