Scott K
Penn State Geisinger Health System, Danville, USA.
Healthc Financ Manage. 1998 Jan;52(1):75-7.
Recruiting primary care physicians can cost a large practice millions of dollars in recruitment expenses and lost revenue. And competition among practices to attract physicians can cause a position to remain unfilled for a year or longer. Thus, the ability to retain physicians is critical to the financial well-being of a practice. Successful implementation of a physician retention plan can help reduce turnover, improve morale among the physicians, and foster a perception of a practice as a health services provider of choice. Penn State Geisinger Health System, Danville, Pennsylvania, developed a physician retention plan for its multispecialty group practice of nearly 1,000 physicians to reduce its costs associated with physician recruitment. The plan is organized into four phases of physician employment: recruitment, preemployment, employment, and postemployment.
招聘初级保健医生可能会让大型医疗机构花费数百万美元的招聘费用和损失收入。而且各医疗机构之间为吸引医生而展开的竞争可能导致一个职位空缺一年或更长时间。因此，留住医生的能力对医疗机构的财务状况至关重要。成功实施医生留用计划有助于减少人员流动，提高医生的士气，并树立该医疗机构作为首选医疗服务提供者的形象。宾夕法尼亚州丹维尔的宾夕法尼亚州立大学盖辛格医疗系统为其近1000名医生的多专科集团诊所制定了一项医生留用计划，以降低与医生招聘相关的成本。该计划分为医生就业的四个阶段：招聘、入职前、就业和离职后。
