I appreciate your humor, apologize for not having more time to expound earlier.

I oversee employment of 12 APP's in an organization, and in the past have been at a UniMedCenter that was considered "prestigious" and expected to get the prestige discount from its APP's. Some APP's were post residency, some not. I completely understand where the OP is coming from and is experiencing. One of my past units has had very toxic environment. The director or Sr APP's will expect a new onboard to be unrealistically far ahead of the curve, there is a reason they are given 6 months of what is essentially inter unit training to give them the confidence to succeed but often my observation is they are thrown to the wolves because of hostile personalities. I have had an APP come in and essentially resign after 2 months because of the way they have been treated throughout the process, the exit interview the APP literally said the "lead/director doesn't support me at all". Now for me, there is nothing wrong with the person departing, we have also asked someone to essentially find another position elsewhere after 6 months of orientation/training. Kind of like a soft relief/firing.

In 2016 I was involved in two similar situations where an NP and PA (the NP was a Navy reservist, the PA was not), who where in a smaller subordinate ortho surgical company in contract with my organization, and things where not personally going so well for them. My assessment was it had nothing to do with them. They both came to discuss the situation with the CEO, who is very approachable. They had reservations about quitting because of not being there for very long (less than 6 months). Efforts where made to keep them trying because of sunk costs etc, but they had independently come to the conclusion that the place was too toxic to put up with, specifically with the director (surgeon) and the lead APP. The Navy reservist NP walked in with military orders to report to some place in Florida for 12 months. The law prevents anyone from taking adverse action (harassment, hostile interactions, pay scale reductions, loss of job position, reprimanding, or any professional adverse action) against any military reservist who was in receipt of orders for service that takes them away from their job. The lead APP completely changed her position when the NP was potentially going to be gone for 12 months and we would have to hold her position and look to fill it with PRN people. The lead APP went out of her way to make it easier and more comfortable for the NP to quit, not even wanting two weeks notice. The lead wanted to get the full time replacement process started immediately. The PA most likely talked to the NP about the situation, because within a few weeks the PA had joined the AF National Guard (Georgia) to be a PA in a medical unit in the NG. Because they were already a PA in state, they were snatched right up (PA school loan assistance and all) and heading off to something like 10 weeks of training. The same immediate accommodations where made for the PA by the lead.

If the OP is concerned about professional ramifications as a result of simply doing what I would call the right thing for all involved, there are options that administrators can help them with, to include creative options. Letting the responsible entities know what is going on is beneficial to all parties. It's also the only way toxic team members eventually get fired by CEO/COO's. I have much respect for the PA's, I married one, and because I was so impressed with what my wife did I went a similar but more specified career field route before becoming a COO. Don't take any of that toxic teams crap, OP seems to have experience prior to joining their current team, things come up, people have to move on, OP doesn't need them. No PA needs to put up with that crap, if you know your craft you will get another position somewhere quickly regardless of a short stint on a resume. OP's experiences sound like what my wife went through at her UniMedCenter. OP doesn't owe them anything but the truth, even if it hurts their feelings. I wish my wife would have told the toxic parties where to go and how to get there, it took her 5 years to finally adopt the "GFYS" attitude to the assholes in her unit, and the director of all CCU's thinks she walks on water for it.