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2019 Advanced uroLogic Conference


306 - Excelling as an Advanced Practice Provider in Urology


Mar 23, 2019 2:25pm ‐ Mar 23, 2019 3:25pm


Credits: None available.

Members: $20.00
Standard: $30.00

Description

Who doesn’t want the best practice to work in? This session encompasses information on how to market yourself to create your niche, how to negotiate for the best job and how to develop your practice in urology.

Continuing Education Instructions and Disclosure Information

Contact hours available until 3/23/21.

Requirements for Successful Completion:
Complete the learning activity in its entirety and complete the online CNE evaluation. You will be able to print your CNE certificate at any time after you complete the evaluation.

Planning Committee Disclosures:
Kathy Marchese, ANP, NP, CWOCN

Speakers Bureau - Hollister (non-branded lecture on Intermittent Catheterizaiton)

There are no other disclosures to declare.

Speakers Conflict of Interest Disclosure:
Kathy Marchese, ANP, NP, CWOCN

Speakers Bureau - Hollister (non-branded lecture on Intermittent Catheterizaiton)

There are no other disclosures to declare.

Commercial Support and Sponsorship:
No commercial support or sponsorship declared.

Accreditation Statement:
Society of Urologic Nurses and Associates (SUNA) is accredited with distinction as a provider of continuing nursing education by the American Nurses Credentialing Center's Commission on Accreditation.

The SUNA accreditation is reciprocal in the states and specialty organizations that recognize the ANCC-COA accreditation process. SUNA is also a provider approved by the California Board of Registered Nursing, Provider Number CEP 5556. Accreditation and approved provider status of CE in nursing does not imply ANCC-COA approval or endorsement of any product, advertising, or educational content. SUNA urges all participants to be aware of the CE requirements for re-licensure in the states in which they hold a license.

Learning Outcome:
After completing this continuing nursing education activity, the learner will be able to describe strategies to market the advanced practice role to negotiate for the best job and create your niche in urology practice.

Speaker(s):

Credits Available


Excelling as an Advanced Practice Provider in Urology

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Kari Filardi
12/9/19 6:47 pm

Great Talk

Dianne McCollum
12/10/19 9:55 am

PA- 2017 123,000 in U.S.A. little over 4,000 in urology NP- 2018 270,000 nurse practitioners with 338 in urology CNS- masters or doctorate- intertwining role of consultant, staff edu, macrosystem mg'mt, 72,000 in U.S.A and 411 work in urology Differences of PA, NP, CNS- PA edu in general medicine- medical conditions, APNs-population focused- ped, women't health, w/emphasis on diagnosing and prescribing along with patient education and advocacy. advanced practice of nursing. will not survive future without PA, NP, CNS. APP is growing in practice and scope- many different procedures that PA's did not do years ago. patient satisfactions improved with APP, guidelines- evidence based. knowledge makes a good advanced practice provider- more than a scribe(does all work, all charting and MD signs his name and gets to bill for it)- Do you know billing, E&M codes with less errors- little training but taught by employee on hire--work with billers and coders; some conferences have classes on it. Notes have what you can bill for as well- is your charting up to par- get with billers and coders for help. Mentors- orientation. New NPs- bill on time.....part of template- greater than ___minutes was spent on .... E&M university take on line courses -can choose in patient coding, clinic coding - is very detailed and helpful Epic has second level provider class called Epic 2on1- has hx populate on each visit for highest amount of billing with less work. Press Ganey scores for your evaluation- patient fills out on your care/work. be judges on satisfied patient- are they coming back and are you picking up new patients. Don't be just a scribe- not a "junior resident' be your own cost center- rather than a revenue center; dependent, no autonomy, micro-managed, underachiever, complacent....get out there working to promote the profession Prepare early for your job search- what do you really want; allow time to explore all jobs; negotiate from a position of strength rather than rush to accept a job; ---this is what i can offer you---focus on your unique skills/attributes; may help create your "niche"; network at local and national conferences/professional organizations; be proactive in your search; negotiate a contract; can take 2-3 months to get there. what are the tools you can walk in as a bargaining chip and offer---push each other- go in and tell them you are worth every penny of your salary. not a lot of experience in new field but lot of experience of knowledge in other fields- yes, i am new but i have had----years in this field, have done ----i can learn and practice to further increase your knowledge. APP_post grad fellowship- designed to develop foundational specialty specific skills and knowledge- there are post grad fellowship- coming out. Fellowships are helpful in practice, more valuable to your dept. Common portfolio components: biographical info, educational background; professional license/certifications; employment history with breif descriiptions/ continuing edu / training; performance evaluation; personal development plan; leadership qualities: activities to assess and teach others; evidence based practice/research; publications/presentations; membership in professional organizations- Tailor portfolio- to what you are doing- projects you do-specific examples you make a difference -called a "shopping cart" goals: extra training- organize your portfolio cake mix- narratives what you have done that tie it together- --you develop patient teaching tools- you can develop your portfolio all these things can go into your portfolio- keep up with what you do-constantly add- working on committees- all based on forces of magnetism- this is who i am, what i can bring to your institution, helps negotiate What do i want out of my job? is this work envoronment at this practice right for me? will i be professionally challenged on this job? do i want to be? where do i see myself in 5 years? is this the location you want to be, if it is not--what is your backup plan What is the philosophy and mission of the institution and how do they live that in practice? what are the role expectations for the position? what are the hours? is there call and how is that compensated? what expenses are covered? malpractice, DEA, conference/continuing education; time off for continuing education. budget for your dept which is most important for you for your job. Is the patient first or the dollar? you don't need to ask all the questions on the first interview: how do APPs function in this practice? what are you (the MD) looking for in an APP? what kind of support does the APP have in terms of staff and resource? Are you ok with the expectations- 56 hours a week= in terms of hours, compensation...for taking call/extra Do you value yourself? as a profession- that's the type job you want to get. Salary is one thing=other things to think about: In a study by APPA Salary Report: student loan repayment; sign on bonus?did you ask for a sign on bonus?most business people get sign on bonus- many are not trained on this or to ask for it; relocation expenses; tuition reimbursements; profit sharing plans; stock options; equity; bonus- (AAPA Salary Report 2018) Does your employer pay for liability? they do for physicians. Does your job offer mentoring---when you first sign on, its ok to understand you will make mistakes- your employer should be supportive of it/understanding; get the work done if it takes only 4 hours or 8 hours- leave early if you need to or can.... NP average salary in the U.S. is 105,757 in 2018 and PA salary is 105,000 up 150,000if paid by productivity (2018 AAPA salary report) Clinical Nurse Specialist: 65,000-110,000; Want a raise- go in with knowledge of what you have to offer and present it; have you reached your salary cap? The more experience you have your salary should reflect. what is the percentage salaries are going up? what is your bargaining tools/what you have to offer. Recruitment/retention- in early phase of employment, freq monitoring ensures success and is a valuable tool for feedback; communication between provider, new NP, administration and office staff must be supportive to encourage confidence; No incentive to do extra work? don't like the salary- look around for better. Incentive plans based on productivity and quality promote job satisfaction and decrease job turnover; are you meeting your productivity; education; working with staff; demonstrated leadership qualities; be confident- dont' be afraid to ask. Expenses: prof liability, certifications; health insurance, retirement benefits, STO, PTO, vacation, specialty certification, self education; self directed; A great deal compensation-book for NP/APP/PAs NP know what you can do- such as Urolift. Your particular "niche"-what you do as your specialty. The shift is coming more in niche's- develop a business plan: market yourself- there is a shortage coming- what can you manage. Stressors: intrinsic: income not high, too many hours, too many bureaucratic tasks satisfaction surveys- high level taking care of and connect to patients - education, --increased satisfaction but can burn out. What will make you happy- what is important to you as you move forward...what are your "niche" patients: start networking for new ideas on how to market yourself.

Lynn VanDame
12/11/19 3:50 pm

I am unable to print certificate is it just a blank page when I hit the print function

Lynn VanDame
12/11/19 3:52 pm

Excellent program should be taught in all schools prior to graduation and looking for first job.

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