Req Advice on Hospital-Employed Surgeons

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We have changed our trauma chart to include the members of the trauma team
and their time of arrival. The RN recorder who responds to Code Blues also
responds to our Level 1 and Level 2 traumas. It is their responsibility to
chart this information. Of course, that has been difficult as they do not
know everyone on the trauma team and most of the recorders have been "shy"
about asking for names. We have pretty much solved that problem by putting
the titles of the team members on the glass doors of the trauma rooms. Each
member is supposed to be signing in with their full name and time of arrival
(legibly). Then the recorder can jot that info on the chart when he/she is
released to go back to the floor.

Hope this helps. 

-----Original Message-----
From: Bjorn, Pret [mailto:pbjorn at emh.org]
Sent: Tuesday, August 05, 2003 7:32 AM
To: Trauma-List (E-mail)
Subject: Req Advice on Hospital-Employed Surgeons


> We're working under a hospital-employed surgeon model to staff our trauma
> service: the Medical Center supports the Trauma Service's day-to-day
> office practice as well as the niche interests of its surgeons, while they
> in turn provide prompt and dedicated coverage for trauma (such is our
> method of ensuring quality trauma care in a rural milieu; not
> surprisingly, the previous private-practice model never quite met our
> needs).
>  
> In most aspects our current arrangement has been immensely successful, but
> as we progress, we're finding the devil skulking about in the details.
> For example: can anyone suggest a useful means of tracking the
> productivity of surgeons?*  As much as this would ensure that the hospital
> is getting fair work for a surgeon's salary, it also would provide an
> objective means of comparing the shared workload within the group.
>  
> The current thinking is to compare RVU's, but such has its obvious
> limitations, not the least of which is that RVU's alone aren't clearly
> representative of effort expended in a trauma/critical care practice.
>  
> I know this is an unusual problem, but am hoping that someone might have a
> hint or two for us.
>  
> Thanks.
>  
> Pret 
>  
> *One of our candidates very candidly asked, "what's my incentive for
> working cases or developing my practice when I'm not covering trauma?"  
> 

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