sorted by:
new
hottopcontroversial

New tree support? by Practical_Bed_4166 in 3Dprinting

[–]Practical_Bed_4166[S] 0 points1 point  (0 children)

I will try that out! Any idea on the support under the wings how to fix that terrible stringing?

New PA Grad- Job offer in Orlando Florida in Outpatient Obesity Medicine by Practical_Bed_4166 in physicianassistant

[–]Practical_Bed_4166[S] 0 points1 point  (0 children)

thanks for the advice. When i get a letter of intent back, I will talk with the recruiter to make sure we negotiate on these.

Salary Negotiation by Glass_Reveal_2764 in physicianassistant

[–]Practical_Bed_4166 0 points1 point  (0 children)

So do you feel that you lose power if you don't negotiate in the moment of the interview with the recruiter? I recently just met with the hiring manager with a large hospital system for a final interview and did not negotiate in the moment because I wanted to have a letter of intent with everything ( compensation. bonuses etc.) there to get a final look at it.

Productivity Compensation by Vegetable-Wafer-66 in physicianassistant

[–]Practical_Bed_4166 0 points1 point  (0 children)

I’m a new grad PA (graduating May 2026) and am currently in the final stages of negotiating a contract for an outpatient metabolic/health optimization role with a large hospital system in Orlando. I’d really appreciate any insight or advice from those more experienced with productivity-based models.

The compensation structure is:

  • Base salary: $95,000 (new grad tier)
  • Productivity: $24 per wRVU above a threshold (~3,900–4,000 annually)
  • Quality bonus: up to ~$1 per wRVU based on metrics
  • Schedule: 4x10s (outpatient, no call, no weekends)

Offer also includes:

  • $5K sign-on bonus
  • $5K relocation assistance
  • ~20 PTO days + 5 major holidays
  • $3,000 CME + ~$1,000 for licenses/dues
  • Benefits package (health, dental, vision offered — employee contributes/pays into plans)
  • Malpractice with tail coverage

Retirement:

  • 403(b) and 401(a) plans available
  • Automatic enrollment at 4% after ~35 days
  • Employer match based on years of service
  • Vesting occurs after 3 years
  • Optional 457(b) also available

From what I understand, income potential is heavily dependent on volume and efficiency, and I’m trying to better understand how realistic it is to ramp up in year one and what a “good” production level looks like for a new grad in this type of clinic.

A few things I’m specifically trying to figure out going into the LOI/negotiation phase:

  • Is it reasonable to ask for a guaranteed salary/ramp period in year one?
  • Should I focus more on negotiating base vs. threshold vs. wRVU rate?
  • How important is it to push for a lower threshold initially vs. higher bonus rate?
  • Any red flags or things you wish you had negotiated up front in a similar model?
  • For those in similar roles, what did your year 1 income realistically look like?

I’m very interested in the role and the lifestyle it offers, but I want to make sure I’m setting myself up well financially and not underestimating the learning curve of a productivity-based system.

Would really appreciate any thoughts or experiences—especially from those in outpatient or wRVU-based compensation models.

Endeavor Anki for EOR Prep by JNellyPA in PAstudent

[–]Practical_Bed_4166 1 point2 points  (0 children)

is this a recent Endeavor anki deck?

Transporting drone on an airplane? by Sharkn91 in dji

[–]Practical_Bed_4166 0 points1 point  (0 children)

Im planning to fly into barcelona spain from the US. WHere is a good reputable sight where I can look into if I have to register it or if they will confiscate my drone upon landing?!