Frequently Asked Questions
Below are the answers to some of the most frequently asked questions about BayCare Medical Group and their recruitment procedures. If you have any further questions, please contact us at (813) 586-8237.
- How can I apply for a position?
- Can I become a partner?
- How is compensation calculated?
- Do you pay for malpractice?
- Is student loan repayment available?
- What is a wRVU?
- If an offer is made, what is the typical turnaround timeframe to begin employment?
- What is the difference between associate physician and member physician?
- What is STARK law and how does that affect me?
- What is the Anti-Kickback Statute and how does it pertain to me?
- What is a not-for-profit vs. for-profit company? What is BayCare Medical Group?
- What EMR system do you use in the practices and in the hospitals?
- Do you pay for a cell phone?
- How many days are covered for CME & PTO? Does this differ for associate and member physicians?
- What type of staff will I have in the office? In the hospital?
- Is there an annual CME allowance?
- Do you offer reimbursement for professional expenses?
- Are your primary care positions outpatient only?
- Is tail coverage available?
- Are there compensation incentives?
- Is relocation provided? What is covered?
- How often is my performance evaluated? By whom?
- Does my compensation structure changes as a member?
- Do you accept J1 or H1B visas?
A wRVU is a work relative unit. RVUs are a method of calculating the volume of work or effort expended by a physician in treating patients.
Malpractice is covered by BayCare.
For physicians, please contact our recruitment department at (813) 586-8237 or email us at BMGProviderRecruitment@baycare.org.
If you are an advanced care practitioner you can apply for open positions on BayCareJobs.com.
The start date for employment varies. The provider must obtain a Florida license, complete all necessary forms to be credentialed with BayCare Medical Group and any affiliate hospitals that are needed. You must also provide any additional documentation that is necessary for managed care.
The differences between an associate and member physician is the number years of employment and salary and benefit variances. Primary care and specialists are considered associate physicians during the first two years of employment. Hospitalists after the first year of employment. Once a physician is eligible to become a member, it must be approved by the board to be effective.
No, BayCare doesn’t offer traditional partner opportunities. A new physician enters the group as an associate and can become eligible as a member once the associate physician period is complete. The physician doesn’t have to do anything to apply. BayCare Medical Group begins the process when the associate period has been reached.
Compensation is calculated through wRVUs based on national data per specialty.
The Stark law is a limitation on certain physician referrals. It prohibits physician referrals of designated health services (“DHS”) for Medicare and Medicaid patients if the physician (or an immediate family member) has a financial relationship with that entity. 42 U.S.C. 1395nn. For more information on Stark law please visit http://starklaw.org/.
The federal Anti-Kickback Statue is a criminal statute that prohibits the exchange (or offer to exchange), of anything of value, in an effort to induce (or reward) the referral of federal health care program business. See 42 U.S.C. § 1320a-7b. For more information please visit https://www.healthlawyers.org/hlresources/Health%20Law%20Wiki/Anti-Kickback%20Statute.aspx
Not -for-profit gains tax exempt status by meeting guidelines set by state and federal governments to ensure the organization is providing benefits to their surrounding community.
For profit doesn’t get the tax benefits as not-for-profit. For profit can be publically traded or owned by private investors who expect to earn a profit from their investment dollars.
BayCare Medical Group is a not-for-profit organization. All monies made by the system go back into the system for continual growth.
In all of our outpatient centers, hospitals, urgent cares and imaging we are utilizing Cerner.
Yes, per BayCare policy we offer a monthly phone stipend to cover all phone expenses to providers employed for at least 16 hours per week: physicians receive $125 and advanced care practitioners receive $100.
Associate physicians will receive 26 working days per calendar year for vacation, holidays, personal, sick, bereavement, CME and all other (collectively known as Physician Time Off).
Member physicians who are meeting their target productivity and providing the appropriate patient access (as defined by the Group) will be responsible for determining their individual time off and making their own arrangements for appropriate coverage.
In an office setting, typically you will have a site manager, nurse or MA (depends on specialty) and a medical office receptionist. Depending on the volume of the office, you may also have an advance care practitioner.
In the hospital, staff varies based off the needs of the hospital.
Yes. Per our policy, you will have a CME allowance that can be used for membership fees, conference registrations, travel expenses, books and subscriptions. Your CME allowance varying in the amount of $5,000-$10,000 is determined by your specialty and number of board certifications obtained.
Yes, professional expenses are paid from the providers CME allowance. Professional expenses include items that are directly related to the professional development and clinical education of the physician.
Yes, for the majority of the time.
BayCare Medical Group will pay for a certain percentage of a provider’s tail cost depending on the number of years of service with the group.
Physicians will have a starting base salary, but could potentially receive performance and/or productivity incentive bonuses.
BayCare Medical Group follows IRS guidelines for relocation reimbursement.
Performance evaluations are done annually by the Assistant Medical Directors during the first year and Medical Directors each year after.
Yes, the compensation moves from a guaranteed salary to a productivity model.
BayCare does sponsor certain visas; however, legal review of visa documentation is required to determine eligibility.