MTSOs, on a scale of 1 to 10, how qualified are

• MTSOs, on a scale of 1 to 10, how qualified are - your applicants for acute care work? sm
  • Not just the newbies who cannot be trusted with acute care! - sunny
    • You are right - Me
      • This is encouraging. Thank you for posting. - nm
  • Out of 20 I hire, maybe 1 will be good enough to keep! - tired MT
    • Gee...are you at all aware of the degree of negativity you have? If your negative... sm - AnnaD
  • Most applicants GROSSLY overestimate their abilities - - no name, no state
    • Testing isn't free either - Me
      • Wow! Ridiculous! I've heard it all now. - nm
  • Are all the bad applicants necessarily newbies????? - just checking
    • Absolutely not. In my recruting experience many were old-timers having worked - for large nationals for years! sm
      • This newbie thanks you. - nm
  • Well, I am sorry to hear about all the problems - you're having with newbies! - sm
  • I think there are a huge number - QA also
    • May not be lying.. *certain* companies never bothered to check their work. - Amazing what I have seen. nm
      • Yes I think so too - Me
    • Here, here. Exactly my experience also, even down to the 10 year work experience. nm - Why do you think they pick 10 years?
      • When I became an MT supe many of my problem MTs - sm
  • What does this tell you? (sm) - QA'r
    • On mine, many MTs with 10+ yrs exp. SHOULD be on 100% QA! - Even scarier. QAer2 NM
    • This should tell MTSOs to value their REAL MTs sm - nm
  • I would have to say the MTs my company hires--sm - just QA person
  • I have very few applicants who can even do easy clinic notes, - forget about acute care
    • OK. Double wow. Same newbie here doing well. - I guess I went to a good school! - nm
  • You can't imagine.... - me
    • Amazing - newbie
      • How many lines are you producing a day? - You go girl!
        • I produce around 1000 lines per day... - newbie
          • That will change - once you start - NM
          • Good for you; you're a natural born MT and I wish you well. nm - Sadly, I think you're a nice exception from mos
            • Thank you so much for the kind words! - newbie
      • It's great you are doing so well. Are you doing all work - types, including ops, and ESLs? nm
        • Also Psych and ER....forgot about those! - newbie
        • Yes, I do everything - newbie
    • Wow. I'm a newbie MT, and I can do waaaay - better than that! - sm

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is the *conspiracy* theories regarding other companies is much more far-fetched than the simple fact that not everyone had a good experience at KS.  Allow others to state to their experience without feeling  personally attacked - it is part of being an adult - the world is not defined by you and your *feelings* - tears and hysterics aside.

I worked with these people for years and saw how they treat others.   It means absolutely nothing to people in the managment of SPI to fire people or lay them off or just take your work and send it to India or Manila.   Don't think for one second that your job is safe.    They are all about numbers...Its a numbers game...meaning revenues.

The Philippine Telecommunication company did not get to be a company worth over $100 billion US dollars  by paying labor to US employees.   They know that by taking US jobs and sending them to India or Manila will increase their profit margins 25-35% minimally.    Don't think for one second they will not do this.  

The Indian companies are much better than they were.   The Manila location has finally gotten it right.   They will be able to transition your jobs smoothly without compromising quality or TAT.   THAT'S FRIGHTENING TO SAY BUT TRUE!

They have also geared themselves with the strongest voice recognition product on the market.   

So, let's take a look at the overall picture:

1.   People resources available offshore.  YES...thousands.

2.   Ability to transition and carry out smoothly.....YES

3.   Voice recognition geared to take over.....YES

4.   Qualified editors in Manila........YES

5.   Production MTs in India......YES

6.   Large hospital organizations not afraid to offshore......YES

I dont know guys....what else does it take to paint the picture for you.    You are all smart people....figure it out!    

I did QA work, not MT work, so I'm not sure.  I think it was around 8.5 cpl, but not positive on that.  Give a call to the recruiters, they'll let you know for sure.

There are 3 levels of employees:

Level 1is clinic, ER, urgent - start out at 7.4 cpl work up to 7.7 cpl

Level 2 is Hospital H&P, consults start 7.8 cpl work up to 8.1 cpl

Level 3 is All Hospital/ESL start at 8.25 cpl work up 8.5 cpl

after 13,500 you can earn an extra 0.25 cpl for incentive pay.  This is 65 chara line count w/spaces.  10 an hour while in training.

Other places pay more.

I did send them an email and explain that my expectations for transcribing all work types in acute care would be 10 cpl.  They start out at 6.  That's a canyon of difference!

It also bothered me that pay is based on which shift you work.  It seems to me that goes into the gray area of IRS guidelines of control for employee versus IC status.  I need to work split shifts.  Also, I am more inclined to work when there is work and if there is no work during my shift, how can I make money?  I asked if they could negotiate some of these issues with me and they stopped communicating with me.  I'm glad I went with my instinct and did find someone else who gives me the flexibility, line rate and work types I wanted.

Does Diskriter pay biweekly or the 1st and the 15th?

If other professionals in the healthcare field have pay scales they know they can count on to go no lower than a certain rate, surely we can have the same established for us MTs and MEs.  This is not a profession you can just take up on a whim, as some people think when I tell them what I do.  There are so many facets to doing this job correctly -- having a good ear for accents and garbled speech, common basic language knowledge, medical terminology, grammar, spelling, the list continues.  It is so outrageous that we have not been given our fair share of respect and a cut of the money pie. 

I am tired of people in management getting theirs while we do the hard work as they crack the whip for every little thing.  This profession is so rewarding when done correctly by EVERYone who participates (hello, docs) and everyone benefits when everyone does their part with respect for those who come behind or before them.

Companies who offer wages that insult us should not be worked at.  Those companies who take away line rates and incentives and bonuses and never give raises should also be boycotted.  If the bottom line is the almight dollar on their end as to their business practices, then so be it for us as well.  We shouldn't work for less than what we are worth.  Newbies are newbies and have to pay their dues and learn the trade.  There should be a pay scale for the first two years specifically for them.  After that, it should progress as the years add up, 3-5 years, 5-10 years, etc.  

The thing is, I don't know how to go about getting this considered and implemented.  Perhaps we would have to collectively ignore or boycott those companies who treat MTs poorly.  As long as there is someone who is willing to work for them under their rules, it will continue.     

I am making much, much more now.