Try Piedmont - they have inhouse staff nm
Posted By: GA on 2005-08-22
In Reply to: Anyone CURRENTLY working inhouse in the Atlanta area that can tell me the going rate of pay? SM - This Message - the smileys are in there. NM
x
Complete Discussion Below:  marks the location of current message within thread
The messages you are viewing
are archived/old.
To view latest messages and participate in discussions, select
the boards given in left menu
Other related messages found in our database
Glo and staff at MTS. (sm)
Just wanted to thank you for your ultra-quick response to my plight of not being able to get to your job bank this morning!! Found it w/your help, was ready when the phone call came in and got an offer!! Yahoo!! Thanks again - you are the best!
I think an inhouse job would be the way to so
as you usually get paid hourly. Working at home is not that great. I found that out the hard way. I am just doing it until I can find an inhouse job, they are so rare. Going inhouse is better in every way. YOu do not have to deal with "Do it this way this day and do it another way the next" as is Amphion's practice, along with many others. Also, the inhouse job would give you valuable experience. You can always go back to working at home. You would only gain in experience by working inhouse. Good luck!
Inhouse
she probably wouldn't be making $41 an hour.
And Inhouse
Inhouse you will type for 2 hours, then get a 15 minute break, then type for 2 hours, get a 30 minute lunch and then type for 2 hours then another 15 minute break, then type for 2 hours and go home. According to my friend who works inhouse they rarely get their 15 minute breaks more than once a day, so even working inhouse they only usually get about 45 minutes and they only make $16 an hour. Being at home on production you can decide how much to make if you use your Expanders and actually type instead of surfing the net, etc.
If you MUST have QA on staff, they should all have guidelines, be it BOS
or AMA, whatever you choose. I've been seeing ads for QA personnel and they don't have to have been MTs. I don't get that.
As I've said before here, I work for an MTSO who believes if you have to have QA personnel, you've hired the wrong MTs. I tend to agree with her.
We get up in the morning, do our work and send it in. If there's something we don't understand, we put a note on the log for the doctor or the hospital - because we're all experienced enough that we either know what we're hearing or know how to find it.
office staff at MQ
that's exactly what I've seen. I had one of the guys at 1888# tell me when I said that MQs priority is with the clients 150% and the MT's concerns are at the bottom of the list and his response was well, they do pay our salaries -- those techs don't have a clue what we do
11
office staff at MQ
LOL, you reminded me at one time, about 9 years ago that we had THE tech support guy in our office pinch hitting also as the CSR. on the overnight and weekend shift, just when you would need someone with a brain...forget calling when you had question on how an account wanted a format, etc
That's why all QA staff should cc their feedback to the
entire QA staff! QA needs to be on the same page. By cc'ing the QA staff (blindly of course), QA can get on the correct page. That way, if one QA has a question, bat it back and forth to determine the answer. QA people have a good rapport with each other for the most part and are very accepting of the correct way a company does things. If someone challenges something, then we just find the correct answer and that is that! Also, the QA staff I most recently worked with had an updated frequently most common errors and the correct answers that they passed out to the MT staff and it included the reasons for the correct response. It does work.
Poll for QA staff
1. Are you paid by line, report or hour or salaried?
2. What are your production requirements?
3. Do you get incentives or bonuses beyond your base pay?
4. How do you provide feedback? (Directly to MTs, to a supervisor, etc.)
My answers:
1. Hourly ($19)
2. 12 reports/hour
3. No.
4. Directly to MTs.
monitoring staff
We need this done for a lady in our department. She works at home, goofs off, and starts late. She gets to stop working, and I get called in on my day off without on-call pay. From now on I'm not answering the phone!!!!
I did go through that with my last inhouse position ...
and after I quit and went home to work for my present employers, I realized what the most significant factor was for my burnout: Working with the absolutely rancid attitude of unhappy coworkers. True, I should not have allowed them to get to me but they were unhappy over ANYTHING. Nothing could make them happy and all they did was gripe and b****.
I eventually quit going to lunch and breaks with them because I just didn't want to hear anymore negative spin on whatever was going on. Of course, then I was Miss Goody-Two-Shoes because I wouldn't fraternize with them. There was already tension enough over production. I got to where I would drive around and around the block before parking...then I would be late a lot because I could hardly bring myself to drive to work. I felt sick at my stomach as I got up, knowing I was going to walk in that office where such emotional poison was.
On their own, I liked these women - they could be funny, were intelligent, had a lot on their plates. But as coworkers, they were unhappy about anything that happened and just could not leave any topic alone. At lunch and breaks, they so horribly bad-mouthed the superv, the QA person, the management, the hospital policies, the equipment, the software, the incentive plan, anyone who wasn't sitting there's production, other people's dress and how they handled their family life, etc. I mean it was HORRIBLE. When I started back to college, they were mad as h*** because I got "special treatment" in their eyes. They worked whatever schedules THEY set, but apparently I wasn't allowed to do the same. I see now that they were angry because I was doing something different and progressive in my life.
Then, when I announced I was leaving I thought they would cheer because, after all, I was the outsider. Instead, they got angry. They were angry because I was leaving and they were left behind. They emailed and left voice messages a few times after I had left, asking how I was, and talking trash still about that hospital. I never called any of them back.
I'm done with that attitude. I literally cannot take it. The same issues were happening to me but I chose to look at it differently.
Making a radical change of quitting and going home into a completely different setting and controlling my own environment, pay, etc., was the key to recovery for me.
I also know that I won't be doing this much longer...THAT HELPS A LOT...LOL.
I appreciate the advice.
OFF TO WORK...
I had one when I was inhouse and loved it! sm
I just wish I could afford to get my own right now. It takes a little getting used to, but not too bad and it's soooooo comfortable.
inhouse work
I am thinking about going inhouse to work for a family practice group. What is the going rate per hour or per line? I have 10+ years experience. It would be working for 2 family practice physicians 25 or so hours per week. Because I have only done IC the last few years, I don't know what to charge when taxes are taken out.
Please advise what a reasonable hourly/line rate is . I am not sure at this point.
Thanks
i used to be a coder inhouse. sm
my schooling was actually a combination of MT/coding so i had the option of either. i started out coding at a local doc office. i didn't have much of a problem with it. the cons i would say was dealing with people b*tching about the bills and medicaid pain in the *ss, but other than that was fine. i slowly picked up MT work on the side to do in the evenings part time, realized how much money i was making and eventually quit the inhouse job to go full time at home as an MT and tripled my money. not sure about coding at home so i can't help you there.
You actually WANT to go back inhouse and having to
?
I have worked inhouse at
made anywhere from the $11.00 range up to $26.00 (counting production bonuses). There is a wide range. The benefits are usually much better than working at home, but I much prefer working at home and will never return to inhouse again.
I think I would stay with the inhouse job, have the
baby and take your maternity leave. While on leave, you can be looking for an at-home job, and maybe even start with them while on leave. Then, after your paid leave turn in your resignation.
Going to work inhouse again
Well, you would have someone to talk to besides your dogs and you might just enjoy the comaradie of other MTs. On the opposite side of the coin, it may just end up being a very competitive, cold and unfriendly place. You could try it and and prove yourself to to be a valuable MT and perhaps they would send you home to work like a lot of hospitals do now if in fact you would rather do that. If you find your home to be a comfort zone and enjoy your dogs, you may just not like working inhouse. It's your call and good luck
pay for inhouse position??
I have an interview in the morning for a part-time inhouse position. What is the pay looking like working by the hour with no incentives? I don't know what a fair offer would be and don't want to sell myself short.
I am going to work inhouse again -
I just took a part time inhouse position to supplement my at home income because I am so short... and this is not the first pay period so I am in trouble.
The inhouse position is only part time, but at least I know it is enough to pay my house payment. It is also a lot less per hour, but I want some guarantees so I can stop worrying so much.
Sorry but I am not going back inhouse.
I do well at this work. I always have. Though my income has varied a bit over the last couple of years, I am still doing very well and I don't plan to join a union or go back inhouse.
It costs hospitals more money to payroll you inhouse because of the capital expense. More and more hospitals will contract their work out as the economy squeezes on them, too.
I agree that those who are new should try to work 1-2 years inhouse first. But to say that going back inhouse is going to "save" this work? No. Completely disagree. It won't even be an option soon for the greatest majority of facility MTs.
do you have 6 years of inhouse sm
doing acute care or doctors office MTing? If you have gone from strictly office stuff to hospital acute care, that is a big transition and one that you are not gonna make a ton of money at starting out. Experience as an IC is not the thing, do you have the 6 years experience doing the same thing inhouse that you are now trying to do at home?
The rod should be a guide, a staff, not a weapon.
Please reaad the following if you think spanking is okay.
Spanking can cause a sensitive child grave psychological damage. You probably won't even see it, and the child may never tell anyone or even recognize what it is. Please, please, if you insist on spanking your child, at least give that child an outlet for the anger that follows. When I child is forced to feel anger/shame directed at the person(s) they depend on above all others, and then to suppress that anger, it can cause significant, lifelong problems in his/her ability to have healthy relationships.
Another reason to reconsider spanking is the prevalence in today's society of spanking being related to sex - it's all over the place, and unless your kids watch no TV, no movies, read no magazines, and have no access to computers, they are eventually going to come across this. It can be very confusing, very upsetting.
From: http://www.stophitting.com/religion/faithMaterial.php
All of the biblical quotations advocating corporal punishment of children are taken from the book of Proverbs in the King James Version of the Bible. They were written by King Solomon, and presumably reflected his parenting beliefs with respect to his own son.
Proverbs 13:24
"He that spareth his rod hateth his son; but he that loveth him chasteneth him betimes (diligently)."
Proverbs 19:18
"Chasten thy son while there is hope, and let not thy soul spare for his crying."
Proverbs 22:15
"Foolishness is bound in the heart of a child; but the rod of correction shall drive it far from him."
Proverbs 23:13
"Withhold no correction from the child: for if thou beatest him with the rod, he shall not die."
Proverbs 23:14
"Thou shalt beat him with the rod, and shalt deliver his soul from hell (Shoel)."
Proverbs 29:15
"The rod and reproof give wisdom: but a child left to himself bringeth his mother to shame."
The Bible itself records the negative effect of Solomon's parenting style on his son, Rehoboam. He became a widely hated ruler after his father's death and had to leave to avoid assassination by his own people.
What would Jesus do?
If you take the Bible seriously, you have to notice Jesus' attitude toward children. It was wise, loving, and filled with compassion. Even when anxious adults wanted to shoo the children away, Jesus rebuked the adults. "Of such," he said, "is the kingdom of heaven." Given this attitude, it's hard to conceive of Jesus hitting a child on any occasion or for any reason. It's simply not consistent with what he taught. If Jesus wouldn't hit a child, why would we? SpankOut Day is dedicated to exploring alternate means of discipline. We believe that Jesus would approve. A simple slogan for Christians to consider might be this: the next time you are tempted to hit a child, ask yourself "What would Jesus do?" Then go and do likewise.
Reverend Dr. Thomas E. Sagendorf, Senior Pastor
Bexley United Methodist Church, Bexley, Ohio
Wisdom from the Talmud
Many people who strike their children do so not because they are evil or mean, but because they believe they are doing God's will. They often cite the phrase in Proverbs: "He who spares the rod hates his son." The problem is that pulling one line out of the Bible ignores the rest of the text. Much of the Book of Proverbs is filled with good counsel on how to be a better person. In Chapter 22 we are taught, "Train a child in the way he should behave, and even when he is old, he will not depart from it." Isn't it possible that the rod Proverbs refers to is to be used to point to lessons on the wall? When we fail to properly educate our children, we not only spoil them, we show them the opposite of love. We must use the rod to point out right from wrong, not to beat our children into submission the way slaves have been beaten throughout history. Even the Talmud says, "If you must strike a child, do so only with a shoelace." When taken in its entirety, Judaism can hardly sanction the use of violence against children. Even the famous sentence in Deuteronomy to stone to death the stubborn and rebellious son, was, according to the Talmud, never carried out. Instead, while discipline was and still is crucial for raising healthy children, striking a child need never occur. The mix of discipline and love is the recipe for a good future for our sons and daughters. The Talmud suggests: "A child should be pushed aside with the left hand, and drawn closer with the right hand."
Rabbi Larry Kaplan
Temple Israel, Wilkes-Barre, Pennsylvania
The Law or the Spirit?
In the book Spare the Child, Philip Greven suggests that our readiness as fathers to strike our sons explains why we men grow up so ready not only to tolerate but to perpetrate violence in our culture. A boy picks up his moral cues from Dad: "Dad hits me when he doesn't like what I have done. Therefore, men resolve differences by violence. If Dad did it, it's OK. I can hit people myself, especially when I think they've done wrong and therefore deserve it." Often a boy who has been spanked won't respond later to love, but only to more spanking. The Law, that is, has supplanted the Spirit within him. God's story of Israel says clearly that a son lost in the Law can be restored to appreciate and respond to a relationship with the Father only though crucifixion. In this case, that might mean the father's dying to his pride and asking the child's forgiveness, then begging Jesus to show him whatever brokenness in himself has led him to resort to the Law and how to become hospitable again to his Spirit's rule.
Reverend Gordon Dalbey, Santa Barbara, CA
Author of Fight Like a Man and leader in the Christian men's movement
Quoted with permission from Fight Like a Man
Also see: http://www.nospank.net/toc.htm
No, I am not qualified as Chief of Staff
but I do my job well and I think that is what matters. I took the time to learn what I needed to learn (on-the-job training) and I am very much qualified to work as a medical transcriptionist.
They expect so much from MTs but the other office staff
is paid well and make mistakes (x-ray techs, scheduling, etc), be paid full benefits.
What is UP with that?
Cranky staff is not your imagination.
The attitude you describe seems to be prevalent. It is as if we were a necessary evil rather than support staff. I think personally it is due to the amount of time needed to keep the paperwork in order. Everyone hates paperwork (even if it is electronically) and we produce a ton of it.
Also, in my view, physicians and care providers absolutely hate to make errors given their jobs are so important and the likelihood of a lawsuit keeps them paying very high premiums. We MTs tend to be one of the few who can say that an error has been made. It can irritate some doctors though I have met a few who are very thankful for it.
In the 20 plus years I have been in the medical field, there has been a change due to pressure from insurance companies also, plus the change in patient complaints as the population ages. This may add to frustration as the bottom line is not only finding relief for the patient but making sure treatment is approved by insurances. This can only get worse from where I sit as cuts are coming with Medicare and Medicaid payments.
Suggest she and the other office staff take a pay cut, too.
p
Re office staff to print
No, the office staff are not allowed access to the 2 PCs and they still work with a handwritten appointment book as well as only fax facilities and no internet at work... this is the reason I have to cut & paste WP doc into Word and e-mail to doc's home e-mail so wife can e-mail the report. This is really a mess I have myself in... and Im starting to throw tantrums now! I corrected him yesterday morning on a mistake he corrected me and now its spite on his side to pay me back because how dare I take a printout from physician website with the correct spelling and show him his mistake - my reports gets marked like a school teacher grading it big circles with messages "I spelt this for you a few months ago, you should know it by now!!!" etc
I type things like this a lot. Staff are always
calling in chaplains, pastors, etc., to comfort the patient and/or family. I don't understand why it is even questioned. Whatever the doctor dictates is transcribed (except major cussing, but even that is if the patient is being quoted). We are not here to determine what does or does not go into a report. We just transcribe it as dictated.
How about QA staff from previous jobs?
Do you know any other transcriptionists? Those are the only two I can think of for you. I have always been IC and have had individual doctors to give, also, if that applies to you. Good luck.
Go search bar and put in the word Staff
It will bring up a post(s) regarding the EMR system posted on Jan 12.
Put the word -- staff -- in the search bar. It should come up medical records staff being replaced by EMR
I sent it to 2 staff writers for the Associated Press plus...
Forbes Magazine, 60 Minutes, USA Today, Washington Post, NY Times, and a couple of others. The Editor who e mailed me did not know I was an MT but that's okay - you investigate one offshored industry, you investigate them all. I asked him to check into any credible sources he had. You may have noticed in my letter it constantly said, "See what you can find out."
Around here, it's $9.99 per hour with inhouse for the first 6-12 months.
I'd still take it, but I'm not sure how the cost of living is where you are.
i used to but quit it to go inhouse and now am home again without it. sm
i got 2 weeks PTO a year and got paid equivalent to my production for the hourly rate, which at that time was $15.75/hr for my vacation time. had insurance too but can't recall the details. boy, i regret that now as i feel like i am working 24/7 as IC and can't afford to take time off. take off = lose money and get behind. i'm stuck, lol. gotta look for large nationals, acute care, and about 75% ESLs to get it nowadays is what i am seeing. hard choice between clinics/gravy work or PTO/insurance/ESLs/busting tail, lol.
My inhouse incentive experience
When I worked inhouse, our incentive was calculated quarterly. Our incentive was based on minutes of dictation transcribed, not lines.
We had a minimum number of minutes to average daily. Depending on how much we passed that minimum (on the quarterly average), we were assigned an hourly incentive to be paid for all regular hours worked for the next quarter.
Example: If my 1st quarter average production put me at 180 minutes of dictaiton, then I would receive an extra $8.50 an hour (in addition to my regular hourly wage) for all regular hours worked for the 2nd quarter. If I took paid time off, had a holiday off, or had overtime, it was not paid for those hours. Only for regular hours. So, if I worked my regular 40 hours weekly, I received an extra $340 a week in incentive.
Now, incentive started low, at $1.00 an hour and worked up to $10 an hour.
Last time I worked inhouse with per-line incentives, we literally got a daily line count and had a tiered set up with lines/hour average daily.
My inhouse experience was almost identical! (nm)
.
I would love to work inhouse, but...
those jobs are getting scarce. I would like to know how all us newbies are supposed to start in-house when those jobs have all been outsourced.
WORKING INHOUSE NOT ALWAYS SO WONDERFUL, EITHER.
I worked in house for the only hospital corporation available in my rural area. I expected to learn a lot. I actually learned very little with regards to transcription. I learned a lot about hospital politics. They had some of the worst dictators there, and the HIM director did not like confrontation. Also, the main task given to me was to accomplish a line rate equal to 1200 per day with spaces, at which time they would set me up to work at home. Unfortunately, I only had 6 months in which to accomplish this. I was flatly told that if I did not accomplish this production rate, I would be fired. Before that happened, I found a job online, and will never return inhouse again. I also have to say that I don't miss driving 300+ miles per week in order to do that inhouse job. Also, I wasn't thrilled with the prospect of the hospital's tech person visiting me ad lib at home.
Now, I can't say that I'm thrilled with this profession. I have the same concerns/complaints as the original poster of this thread. However, comparing inhouse, with inhome, I do believe that I've learned more and gained more valuable experience through the inhome process. Yes, I have worked many hours and more than 1 job at a time. When I research previous jobs by a doctor, I also notice that previous jobs have been submitted with lots of errors in them. I have shared my concerns with my manager and believe that nothing was done. I have also complained about poor dictators and why, oh why, are these doctors still allowed to conduct themselves so poorly? When I worked in the hospital, I noticed that the HIM director let the doctors do whatever they wished because she was afraid to confront them, like they were Gods or something. It is my opinion that this is a major problem in our industry with regards to the people who are the liaison between the MT and the doctor. Somewhere, a doctor has a supervisor, office manager, director, hospital administrator, etc. If a doctor is in private practice, he may care more about the quality of his product. But, if a doctor is affiliated with a hospital or other facility, he might just be doing a job and as long as he/she can get away with it, he/she will be as sloppy as he/she wants to be.
It is also really frustrating to be told that you have to do 150 lines/hour or more, or lose benefits or be fired or whatever. At the same time, it takes time to really produce a good report, given the deficiencies in the dictations. I panicked about this in the beginning, as I was doing about 50 lines per hour. I'm happy to report that it does get better. I also quit the job with the production quota.
Okay, I'll shut up now.
Wahh Don't give up your inhouse job! sm
They are so few and far between these days... it makes me sad :(
Trained inhouse 25 years ago. LOL :)
Never been without a great work situation. Job changes to meet new circumstances in my life.
When working inhouse I had a supv
that one time told me in a French term (had to ask for explanation) that meant I did not join in with the others there. Hmm, transcription seems to be like a 1 person job and how can you socalize and still make your incentive. Always got terrible evaluations and on ongoing eval after 10 years there she gave me an acceptable for attendance. I brought to her attention I had not missed 1 day during the entire year and I wanted an excellent for that if nothing else. She said she had not noticed. Yeh, right! The next job so much different. Very good evals but by this time I was very shy of ever getting them again.
I worked for over a year inhouse
and my boss corrected all my work, every day from the time I started until I had less than 3 errors on a page and then I was ready to be doing transcribing. It was a good learning experience.
HAPPY 4TH OF JULY from all the staff at MTStars!
We went with the accounts and Warminster is still there with the office staff.
:
Yes, I do. The office staff are always very kind to me when I call, and I just
x
Happy Mothers Day from the staff at MTStars! May you have the best day!
/
Happy MT Week from all the staff at MTStars!
Administrator
Goldbird
Sam
Natalie
Jamie
Kelly
AJ
Kasey
Sharon
Adam
Mimi
Good idea about telling them to let the staff
I'm going to have to use that one! LOL Since most clients aren't wanting more work put on their staff, at least not in my experience, that will certainly be a showstopper for many of mine. :D Hee hee, thanks for that tip, JoV! ;)
Staff will be reduced and equipment not replaced
Care provider will attempt to maintain their income and will attempt this by reducing staff/overhead (that includes transcription by the way).
The medicare/medicaid patient should have copays that are reasonable.
Reasonable is the key word here. But there is a sense of urgency that is taking place due to the state of Social Security and the aging baby boomers who are beginning to retire, who will due to good medical care for a lifetime, perhaps live for 20 plus years on Medicare benefits.
My vet and his staff told me nothing makes their day more than goodies!
It may be old hat, but they said getting a basket of cookies or pastries really makes them feel appreciated. I know you wanted original ideas, but this is what my large vet practice has told me in the past. Good luck. :-)
HAPPY 4TH OF JULY from all the staff at MTStars!
a
|
