Most companies have a 2 week training period and if meeting
Posted By: joan on 2007-09-04
In Reply to: Question about changing from hospital employee - to transcription company
production and QA one can opt out of it early.
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webmedx training period
when I trained I was on the phone for about 6 hours or more I believe. they walk you through the entire procedure.
Webmedx training period. Is it 8 hours a day or...
whatever period of time your trainer designates for those first few days. I'm starting Webmedx on Monday. I guess I could wait to find out, but would be nice to know what others' experiences have been. Thanks!!
11,000 a week - do u mean pay period??
x
11,000 lines per 2 week period. nm
Comment about 2-week pay period
When I worked at the hospital, we could work over 40 hours one week out of 2, as long as our total for the 2-week pay period was less than 80 hours. I used to work 7 nights straight, off 2, on 3, off 2.
$725 take home/2-week period...
full-time, employee status. Lots of ESL, but I definitely could do better if I buckled down and focused more.
$900 ppd is not going to cut it with me. I made a heck of a lot more than that in a 2-week period.
are having problems reaching that magical number (from prior posts). I can't live on $1800 a month, that is LOW PAY!
I only got a week of training before going in the deep
xx
6000 lines per pay period (2-weeks) and 20 hours per week that is
Just clarifying.
I start training with Webmedx next week...sm
Like you, I know there is no perfect company, but they do seem pretty darned close.
Actually, I was not not guaranteed a wage, went on production after one week training, sm
and still only have one primary account (which runs out of work often).
Will start training next week... any input on what to expect?
thanks.
web site says MT-s go through a 28 week training process. That's a long time!
.
What companies pay for training? TIA :) nm
I think you will find that not many companies pay training. sm
I have only been on one or two that do in the last 8 years. Most pay production from the beginning. I could be wrong, but I think this is the norm. Good luck.
Some companies are constantly hiring and training; therefore
the old faithful MT's are left with the yuk so that the new MT's can be training on the not-so-yuky dictators, then comes along another MT to train, and on and on the cycle goes.
The company I am with stated 35 percent ESL's, but that is totally impossible, unless I am getting the whole 65 percent ESL's. There just does not seem to be any consistency with regards to work flow in pools. That is what I have observed. I guess I should get my own doctors/accounts in order to make that happen, right?
Companies that have training for new hires - do most pay by hour during 1-2 weeks? any info? nm
.
Any companies allow as little as 16 hrs a week? nm
nm
Any companies allow 3 day week?
I currently work 13 hours T-Sat as an employee and really do not want to go to 5 days. Would also desire opportunity to earn incentive $$. Any leads? Thanks in advance.
Less than 40 week FT companies
Any companies worth working for that have a 35 hour work week?
Any companies out there in which one can earn $500 per week or more?
Just curious
These are the companies I got from a post a week or so ago...SM
MDI Florida, Medical INK, AccuStat Carolinas, Proveras, Sten-Tel, Focus, Chase.
What companies have 10 or less hours per week...
Most companies want 20 hours for part time, but with working outside the home, it's hard to swing it. Anyone know of any? Thanks so much.
Companies that pay weekly or every other week
Anyone have a list of decent companies that pay weekly or at least every other week? TIA.
What companies acknowledge MT week and, if so, what do you receive? nm
d
Any companies out there that allow you to work 5-10 hours a week?
I have a full time job, but need to make a bit more income. Are there any good companies that might work for me? Thanks for any input.
So what companies did something for MT week? So far I see Webmx, etransplus, sm
Keystrokes, Proscript -- anyone else? Seems pretty lean this year. 
Any companies let you accrue PTO with less than 40 hours per week? (sm)
WMX used to give FT benefits at 35 hours per week. I can do without the insurance, etc. but really hate to give up PTO.
Any companies offering benefits on 35 hrs per week or less except Webmedex? Nm
Which companies consider full-time 35 hours per week? THX......nm
nm
Their training schedule kind of got backed up and so far the only training..(sm)
I've had is one short Bayscribe session. But I extended my 2 week notice at Medquist and I have until July 17 now to get some training in at MDI and do some reports to get familiar with the platforms. I'm looking forward to it!
part-time IC is 5000/pay period and full time IC is 10,000 per pay period. Need to talk with
recruiter about cpl, I'm sure it varies with experience.
I can't say enough about their training team. Excellent training!
The people at Medware are all just great. I wish I would have joined the Medware family sooner! They are very flexible and caring!
do you mean company training or med transcription itself training?
nm
Any companies that allow line count rather than hours or less than 20 hours per week? (sm)
Wouldn't mind having something extra especially with Christmas and general winter expenses coming up but working a FT job and really don't want to do another 20 hours on top of that.
what training? no training for me, first day they Tried to give me 2 ESL....
nm
they did not come up first. An hour of training is not really training.
nm
It is just a ra-ra meeting,,,
Nothing will be discussed, I was in the corporate meeting on Friay, and they basically blew smoke up our a$$
please let us know what happens at the meeting!!
x
Bet that meeting never happens now
She probably wanted to get that meeting out of the way before the pay cuts, or as she likes to call it 'leveling' - yeah it really levels you to get whacked like that - so now it will probably never get rescheduled. She wanted to say a bunch of stuff like how hard we work and how much she appreciates it and how valuable we are and don't let the door hit ya and then two days later . . . wham! Pay cuts for all!
My notes from the meeting - s/m
Apparently Acusis started in India, not the US. It's not very old - only 6 years. The CEO seems to know alot about business & making money, but not much about MT-ing. Says he's learning. They apparently have aspirations to be THE largest MT company not only in the US, but globally. He thought he could do it from India, but found he couldn't, partly because of the fact that some US medical institutions don't want offshored work. Others will allow PART of their work offshore (like radiology, etc.), but not other work. So instead this would be what he called a Hybrid US+India company. Hmmm.
So, according to what he said, he feels the best way to grow the company FAST is to also have a US MT force, so clients have a choice. They will have to pay more for US transcription, though he assures us the Indians are also good. (Yeah, RIGHT!) Initially the two-tiered business platform made sense to me. But other comments made later in the meeting made me wonder about what the REAL truth might be. Among other things, they plan to buy many other US MT companies, as well. DRC is just the first. He seems to think bigger is better. Having worked at PAMC since it was smaller, and seeing how nasty it got when it was bigger, I certainly don't agree.
Someone asked the question about the less-skilled, or even the accurate, but slower transcribers' role there. For now he seems to want only top-notch people, but later says how having a plan for bringing less-skilled MTs up to speed would be a good thing. Some questions sounded slightly hedged or evaded, and sometimes had the words for now thrown in, like maybe we weren't going to notice them or something. This had to do mainly with questions about change as it affected us. Red flag.
When asked about all the extra management people after the merge, he said that for now there was a seat for everyone on the bus. But he also allowed as how his company has always tended to have more execs than they really needed. Well, that certainly is one of the problems at PAMC, and it seems to cause them to continually find fault with the MTs, if for no other reason than to make themselves look good. So that was another rather loud warning-bell I heard.....it's a management-heavy company.
Re: Pay/Benefits - He says so far it'll remain the same. He wants it well above average, but doesn't specifically say whether or not MTs are part of that plan. He does say that by improving the software, etc., they can make the MTs more productive, and thus enable them to make more money. I didn't particularly like that part, either.
One thing that DID sound good was that although we would have to change over to Acusis' 401K (and who knows how good it is.....), he says they'll match it with 3%. Well, to me that isn't exactly MATCHING.... but I guess if you put in $100, they put in another $3.
Their company goals were:
- Global world-class customer satisfaction (sounds kinda' generic, but whatever...)
- Service flexibility & choice of options (the Hybrid-thing).
- Create the strongest organization (so they can gobble up & digest the competition?)
- Have the best technology (boys do like their toys.....)
I guess we'll lose the nice DRC software we're using now. He says he wants to have a new, blended software platform that will be called AcuSuite 3.0. It is supposed to have enhanced user-friendliness (hard to believe, if it's not written by someone who knows a LOT about MT!). He also mentions back-end speech-recognition.
He also mentioned that he was a leader in his church. (Oh, pul-eeeze! Not more holy-rollers trying to take over the healthcare industry!?!?) Definitely a red flag in my book.
The Future Plans are:
- To acquire more MT companies.
- To develop a repetitive model to acquire and integrate future acquisitions.
Again, all this talk about growing, merging, acquiring -- has nothing to do with the nuts & bolts of MEDICAL TRANSCRIPTION. He talked about MONEY, a LOT. But not MTs making money - but instead about his goal of having this be the world's BIGGEST and WEALTHIEST MT company. I don't think anyone can have those kind of aspirations and stay honest or have their employee's best interests at heart for very long.
One person brought up the fact that the Chief Officer of Acusis-India desires India to dominate the medical information field worldwide, and wanted to know if he intended to convert the clients from US-transcribed to Indian-transcribed. His answer was very ODD, and most certainly got me wondering: It was that it was his belief until 55 minutes ago. (Whaaaat?) He tried to clarify that by saying he used to think domination of the MT industry could be done solely through India, and that now he believes it cannot. But, either way, all this domination talk makes me uneasy.
Another question was How do US clients view the above statement by the C.O.O.? He admits it was viewed with skepticism. He also says hes been trying to take our clients for a long time, now. (What???) (I guess he tried from India, couldn't do it, and so now has come onshore.)
When asked about accrued vacation time, and would the MTs be able to keep it, the answer was YES. (Though said he doesn't yet understand DRCs system of accrual of vacation time according to Keystrokes typed, or how much can be carried.
In the first 100 days they plan to:
- Integrate talent, IT, Processes, Benefits.
- Establish performance goals, alignment.
- Retain only high customer satisfaction performers who get results. (Does this pertain to management? MTs? Everyone? What exactly does this mean? This wasn't clear).
- Continue to have quarterly conference calls. (Jeez .... even semi-annually would be more than I could stand.)
Later he says the MTs are where the rubber meets the road. (Good analogy, but will Acusis follow through on their statement that they consider the US-based MTs to be a valuable part of the company?) I wonder if he is aware of how many people are ready to walk out RIGHT NOW, just based on their strong ties with India?
Well, anyway, that was my take on everything, from all the notes I took. I don't plan to do anything rash.... and will instead just keep on typin' and see what develops. If I like it I'll stay, if I don't, then I guess I'll leave. But I won't cross that bridge 'til I come to it, as it's still too early to tell how the takeover will ultimately go. What we were told could be the truth, or it could all just be smoke and mirrors.
Anybody at TT have trouble meeting
I work days so I am wondering if the system is just plain bogged down. 
What kind of meeting? nm
nm
Supervisor meeting...
nm
I believe it was actually a big meeting of suits,
ya know, the real thinkers and shakers, at some annual meeting or something. I know of one manager who had to slink back to the office - there were offices in those days - with his tail between his legs, as the word beat of the monkeys beat him back to the office. It was horrible. Happened probably a good 10 years ago, though, so its been their mentality for a long time.
I had the pleasure of meeting D several years ago
when you actually had to fly to Maryland to train before you worked for Signal. To say I was impressed is an understatement. I liked her immediately. D is one of those people that you meet and feel like you have known your entire life; the kind of person everyone wants to be around. Her personality comes across over the phone as well. D genuinely cares. I'm sure others know her far better than I do, but how could anyone have ANY interaction with her and not know she cares? What other company can you email or call the head honcho, as busy as they are, and have them actually talk to you and address your concerns? When I see someone being critical of D, all I can think is that person must not know her at all.
Carlotta, thanks for the positive post and for putting things in perspective. Sometimes we (me included) focus on what is wrong instead of what is right. I feel sheepish for doing that. I have worked in a hospital, for MDI, for other companies and had my own accounts and in not one of those situations was there always, or even usually, a happy medium in regard to work flow. Too much or too little, feast or famine. I should know that by now, and yet I have at times let myself forget it and slip into a negative attitude.
Those of us at MDI-MD really do have a good thing. Maybe we should appreciate it more and complain less (me included).
I wasn't asking for the meeting minutes.
I wasn't even asking what is said. I wanted to know if they were sold. I DO NOT want to get hired into that company if they are off-shoring, plain and simple. A simple e-mail would have sufficed instead of attacking a simple question. You think they would have told this potential hire that information BEFORE I entered the company? No worries, I am not jumping onto that boat anyway. Will take 2nd choice.
Easy! I was invited to the meeting...
...and it's an account I work on. Everyone else who works on this account was also invited to the meeting. Otherwise why would it matter to the casual passer-by? Clients are not to be named on this board... or did I get that wrong, too?
Looks like poster anon was at the meeting too.
And you jumped down her neck as well. Are we in need of some Midol?
What meeting? I just left but would sure love to know
what is going on with OSI. I was there for four years. TIA
meeting line counts
I guess I am confused as I have not actually worked for Amphion, but my sister works there, is constantly changing accounts and having to do 2nd and 3rd account to get her lines, and consistently meets 2000 lines a day in about 6-1/2 hours. I don't understand how you could not meet their minimum line count...
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