Through state laws and regulations, some states limit how a Nurse Practitioner (NP) can interact and deliver care for patients. The limitations are what defines the scope of practice. We understand that keeping up with the changes can be challenging, so we created this page to give an overview of scope of practice information for Nurse Practitioners.
Our Locum Tenens division, Medestar, created a handy state-by-state guide to review the laws. This is especially useful for nurse practitioners who are looking to relocate for jobs and need to know the laws in their new state.
California Scope of Practice
The sunshine state is not so warm to the idea of Nurse Practitioners having full scope of practice. California has some of the most restrictive laws.
Restricted practice authority; must have policies in place that follow standards of the state Medical Board
May prescribe drugs and devices provided it is authorized through the protocols in the collaborative agreement; Schedule II-III require physician involvement and care plan
NPs are recognized in state policy as primary care providers
THMED, a nationwide leader in permanent and temporary healthcare recruitment, completed a strategic acquisition of Colorado-based CV Staff Solutions, a niche healthcare staffing solutions company. No financial terms were disclosed.
PRESS RELEASE Dallas, April 15, 2019 – THMED, a New Capital Partners (NCP) portfolio company, today announces that it is has acquired CV Staff Solutions, a specialty inpatient locums and perfusion staffing company. The acquisition accelerates THMED’s vision of providing more access to qualified medical professionals for current and new clients and expands CV Staff Solutions services on a national scale.
Founded in 2014, CV Staff Solutions specializes in optimizing the inpatient cardiovascular service line efficiency through long term coverage arrangements. CV Staff Solution’s roster of highly qualified cardiovascular surgeons, cardiologists, perfusionists, and other cardiovascular specialists offer continuity of care and help stabilize a financially critical service line to hospitals. CV Staff Solutions has been successful in recruiting and retaining providers, as well as clients, because of their personalized approach, understanding of the clinical needs, and deep network in the space.
Dr. John R. Mehall, CEO and founder of CV Staff Solutions, said, “We are thrilled to partner with and join THMED. We will be able to leverage THMED’s infrastructure, experience and expertise to bring our services to more hospitals around the country. THMED’s extensive team of recruiters will enable us to serve clients across a broader spectrum of subspecialties.”
John Martin, CEO and founder of THMED, added, “The CV Staff Solutions team has consistently delivered medical staff augmentation solutions that resonate with locum providers as well as client hospitals. We are elated to partner with them and look forward to expanding their service delivery model. Our partnership increases value for clients in a high-demand, ever- changing market.”
About CV Staff Solutions: CV Staff Solutions is a niche healthcare staffing provider based in Colorado Springs, Colorado. The company focuses on providing cardiovascular surgeons, cardiologists and non-physician providers, including perfusionists, to inpatient care facilities. CV Staff Solutions helps clients address ever-changing healthcare staffing challenges while at the same time offering medical professionals the opportunity to supplement their existing salary and gain flexibility over their schedules. For more information, please visit https://cvstaffsolutions.com.
About THMED: THMED is a leading healthcare staffing firm focused on locum tenens and permanent placement. Celebrating its 10th year of business and recognized amongst the best for company growth, THMED provides its clients with a complete staffing solution that relies on the latest technology, proven search strategies, and expert consultation. Focused on helping its clients provide quality health care to their communities THMED’s consultants serve hospitals, medical groups and other healthcare facilities across the United States. For more information, please visit us at www.thmedstaffing.com.
About New Capital Partners: New Capital Partners (NCP) is a private equity firm headquartered in Birmingham, Ala. NCP makes investments in niche, tech-enabled services companies in the healthcare, financial and business services industries. Because of the firm’s extensive operational experience, the firm seeks to gain significant value in portfolio companies by focusing on one core goal: building great companies. For more information, please visit www.newcapitalpartners.com.
Human nature makes it so we gravitate to people and things who most remind us of ourselves. However, in hiring that practice can result in poor recruiting results. The data shows that more diverse teams produce better results and are better for the bottom line. Despite this information, it can be difficult to overcome our candidate bias when hiring for healthcare. Many professional or practitioner roles in healthcare are experiencing shortages, so the companies who can overcome their bias and hire more diverse teams will do better to beat these challenges. A big misconception when it comes to hiring is that diversity hiring hurts productivity. One of the perpetrators of this line of thinking is the idea of cultural fit. One recent survey found that more than 80 percent of employers worldwide named cultural fit as a top hiring priority. But cultural fit has changed from an effort to create more employee engagement into a way to marginalize those who the manager does not get along with.
“Subliminal tendencies often discard the right candidates and bring in the ones that hiring managers have some type of affinity for. Leaning toward preconceived notions of what the ideal recruit should be spells trouble.” – Thomas Tracy
Here are three common myths about different cohorts among physicians and how you can overcome your candidate bias to hire better:
Myth: Female physicians can’t treat patients as well as their male counterparts.
While paid less, patients treated by female physicians are less likely to die. In 2016, Harvard researchers found that female doctors who care for elderly hospitalized patients get better results. Previous research has shown that female doctors are more likely to follow recommendations about prevention counseling and to order preventive tests like Pap smears and mammograms. The study’s authors estimate “that approximately 32,000 fewer patients would die if male physicians could achieve the same outcomes as female physicians every year.”
Myth: Older physicians are a liability.
The age of a physician does not always negatively impact patient care outcomes. In a study comparing cognitive functioning of surgeons age 60 and older with younger surgeons, 78% of practicing surgeons aged 60-64 performed within the range of younger surgeons on computerized cognitive tasks measuring visual sustained attention, reaction time and visual learning and memory.
Myth: Millennial physicians will not work as hard as previous generations.
The definition of hard work has really evolved, and nothing magnetizes this more than when you compare older generations and millennials’ ways of working. Millennial physicians are actually most different in their approach to collaborative care. A 2016 report, Millennial Mindset: The Collaborative Clinician, released by health agencies GSW, inVentiv Health PR Group, shows that millennial physicians understand pharma ads are out there to educate patients, but rely less than their older counterparts to use pharma marketing to inform their decisions, and they rely mostly on their peers, online resources for advice. To build a truly great patient care team in healthcare, it requires bringing together a diverse group of people who can each bring their own empathy and experiences to the care model.
The next time you are hiring for a healthcare professional or practitioner, think to the future of medicine and the next decade of challenges facing your patients’ ability for a healthy life. Then, you must realize that the best way to provide for that healthy life is to offer a care team that can treat a broader population of patients through their own collective experience and collaboration.
Any hiring manager will admit that they scan a resume in thirty seconds and know if they will want to go forward with a candidate or not. Learning how to write the perfect resume for nurse practitioners can get you a leg up in the competition. Standing out on a sheet of black and white paper may be tough, but once you know what to highlight about yourself and your career can make a difference. As a staffing firm specializing in healthcare, many resumes come through our office. We notice what resumes have proper alignment, grammar, font and information about the candidate. We have provided you with tips on what to add to your resume and how to make yours stand out among the pile with how to write the perfect resume: top five resume tips for nurses practitioners.
Choose a good font and alignment
This may be a no brainer but many job seekers send in resumes with script or playful font styles. Keep the Comic Sans elsewhere and find a font that is easy to read and professional. We suggest Helvetica, Proxima Nova, Garamond, and if you want to play it safe, Times New Roman. Make sure you don’t have added lines, boxes or anything that may make the resume hard to read. If you are not sure where to begin with that blank sheet of paper, search nursing resume templates online and mimic their formatting.
Create a qualifications and goals summary
Start your resume with a brief overview of your qualifications and goals. Showing a clear thought will give the employer a better understanding of what you are looking for and what areas you will thrive in.
Highlight your accomplishments and licenses
Everyone who is applying for a specific job will usually have the same degree and even similar experience. We want to see what makes you different. This can be hard to do fresh out of training, so think outside the box. If you have received any exciting accomplishments, awards or acknowledgments add them on your resume! Other items to add that stand out are something you have created, an idea you implemented or anything you did in past experiences that made your training better. People want to see what you can bring to their business. Explain why you would be an asset to the hospital or practice. It is also a plus to add computer skills to your resume. Due to the industry transitioning technological it is an added skill if a candidate has medical-related software and computer knowledge.
Once you complete your resume put it away for a while and come back to it with a fresh perspective. A small mistake could decrease your chances of getting hired, so read through it thoroughly, use the proofreading tool and make sure there are no mistakes. Send your resume to someone you trust with good grammar skills that can catch any mistakes you might have missed.
If you’re looking for more advice, want to search around for jobs and learn more about the advanced practitioner industry, visit www.fidelismp.com
Technology was supposed to free us from the chores of work and give us more time in the day. More time to enjoy the better things in life. We all believed that we would be so much more productive with all of this technology. Why do we sometimes feel like we have less time than ever before?
Maybe technology was not the promise that we expected. The truth is that we have become slaves to this technology that promised almost endless possibilities. You can now write an email, check Twitter, send a snap and all while sitting in the back row during a training session. The most common response given to this madness is “I am multi-tasking.”
THERE IS NO SUCH THING AS ‘MULTI-TASKING’. To do two things at once is to do neither. – Publilus Syrus
Of course, some things can be done together – you can eat and watch TV, or chew gum and walk at the same time. When it comes to high demand, cognitive or intellectual activities; these simply cannot occur simultaneously.
Attention management is as important in the workplace today as time management was in the previous era. Productivity is achieved through managing attention rather than managing time. How many times have you faced a day when a hundred things needed to be completed before heading to the airport? As you settle in to your comfortable and spacious seat on the airplane, are you amazed at how much you were able to get done? This was accomplished through attention management. I would bet that there are days when you effectively completed more tasks in four hours than you completed on a day when you spent ten hours in the office.
When you manage your attention – time becomes inconsequential and results are all that really matter. Understanding and managing attention is now the single most important determinant of success. When you put all your attention towards what is important you will see the reward.
***This was a guest post from one of our recruiting team members. We encourage our staff to share their insights and training with others. Learn more about our culture at http://thmedstaffing.com/thmed-careers/
Picking out an outfit for a summer interview can be difficult. You want to look professional, but you don’t want to sweat out of your suit by the time you get to the office door. We understand your dilemma. We have you covered with 5 tips for dressing for a summer interview.
Tip# 1: Wear comfortable dress pants like khakis. You want to make sure that they are light enough to stay cool, but not thin enough to see through them.
Perfect khaki pants – baked sand
Tip# 2: Don’t wear shorts, yoga pants, or leggings. No matter how hot it may be. For women, a good alternative is a pencil skirt or dress.
Tip# 3: Make sure your sleeveless blouse is at least one inch in width.
Tip#4: Don’t wear spaghetti straps dresses or Hawaiian dress shirts.
Tip#5: Wear closed-toe shoes. Heels are fine as long as they are not very high.
Remember you don’t get a second chance at a first impression, so you want to make it count. Be yourself and show off your best assets. “Fashion is about dressing according to what’s fashionable. Style is more about being yourself” – Oscar de la Renta.
Did you miss our webinar last week? Our Chief Information Officer, Sepi McDonnell, examined the current and future shifts in the physician workforce. Learn how to expand your candidate pool to increase activity and how to create balance by diminishing stereotypes when hiring.
First, why “breaking stereotypes”? In our experience as a staffing partner for hospitals and medical groups, we see the good, bad and the ugly of hiring manager’s candidate parameters. We conduct profiles of opportunities, and ultimately the question comes up, “what is your ideal candidate?” We all know what they are not supposed to say, but ultimately some bias sneaks into every answer. That’s where stereotypes come in. It may not come in the initial candidate profile, but it comes up when considering applicants and during the interview process. It also can affect the way you market and source for jobs.
We focused on 3 groups of physicians and how to overcome the stereotypes or misconceptions. Here are 3 important facts we shared:
While paid less, patients treated by female physicians are less likely to die: In 2016, Harvard researchers have found that female doctors who care for elderly hospitalized patients get better results. Previous research has shown that female doctors are more likely to follow recommendations about prevention counseling and to order preventive tests like Pap smears and mammograms. The study’s authors estimate “that approximately 32,000 fewer patients would die if male physicians could achieve the same outcomes as female physicians every year.” Learn More
The age of a physician does not always negatively impact patient care outcomes: In a study comparing cognitive functioning of surgeons age 60 and older with younger surgeons, 78% of practicing surgeons aged 60-64 performed within the range of younger surgeons on computerized cognitive tasks measuring visual sustained attention, reaction time and visual learning and memory.
Millennial physicians are most different in their approach to collaborative care: A 2016 report, Millennial Mindset: The Collaborative Clinician, released by health agencies GSW, inVentiv Health PR Group, shows that millennial physicians understand pharma ads are out there to educate patients, but rely less than their older counterparts to use pharma marketing to inform their decisions, and they rely mostly on their peers, online resources for advice.
Want more data on trends in the physician workforce and how to avoid stereotyping when hiring? Watch a recording of the webinar and download our slides by following the link below:
THMED continues to be recognized as one of the fastest growing staffing firms. On September 15th, THMED held an ice cream social for its employees to celebrate the company’s recognition for the first time on the Staffing Industry Analyst Fastest Growing US Staffing Firms and the second year on the Inc. 5000 Fastest Growing Private Companies. THMED has grown 128% in just three years!
The ice cream social in our Dallas, Texas location included ice cream sandwiches from Pokey O’s, photo booth fun and minute-to-win-it games stemming around THMED’s core values. Our core values are communication and transparency, want to win and have fun, customer centric, and continuous improvement. Playing games themed around our core values encourages company-wide support of our strong internal culture at THMED.
In our California office, we celebrated in true West Coast fashion with a BBQ on the beach in Dana Point. We also held a silent auction benefiting our corporate cause, Alex’s Lemonade Stand Foundation, and we raised over $700 for childhood cancer research.
We appreciate our employees and their hard work, always making a priority to celebrate the successes. It is because of them we are able to be recognized on these lists and continue to grow!
THMED held a charity bowling tournament on November 10th and used the opportunity to participate in the #MannequinChallenge. Our bowling tournament benefited Alex’s Lemonade Stand Foundation, which raises money for funding for childhood cancer research. To date, the THMED family of companies have raised over $20,000 for ALSF and continue to find ways to incorporate it into our company events. We had 14 teams consisting of THMED employees from all divisions compete in the event. At the end we gave away prizes for 1st place team, best male and female bowler, and the “toilet bowler” for the lowest score.
Pictured: Arthur Cooper, President; Mark McGuire, CFO; John Martin, CEO; Michael Douglas, COO
On Thursday, October 27th, the Dallas Business Journal announced its 2016 honorees for CFO of the Year. THMED’s CFO, Mark McGuire, was among those recognized. We are so proud of Mark and his contributions to our company.
The CFO of the Year Awards are given to the chief financial officers and their teams who deliver the most outstanding performances for their companies. A panel of independent judges, drawn from the region’s top financial leaders, determined the winners based on criteria that included:
Demonstrated financial growth during the year
Success in overcoming significant business challenges or barriers
Examples of team leadership and superior management
Other factors may include a chief financial officer’s contributions to the community (such as social, nonprofit or charitable giving)
Demonstrated commitment to the company’s financial best practices and accounting standards, or success as a strategic visionary for the enterprise
Mark is well-versed in various facets of accounting and financial analysis and has a noted list of accomplishments. He holds a Master of Science degree in Accounting and Information Management from The University of Texas at Dallas, and is a licensed CPA from the Texas State Board of Public Accountancy. Having served as a Financial Analyst at a large healthcare corporation and a Director at another reputable physician staffing firm, Mark brings over ten years of focused, strategic experience to the THMED family of companies. He has managed the financial planning and operational reporting for companies with over $50 million in annual revenue, and he has established efficient practices to address accounting needs. During his years in this industry, Mark worked extensively with budgeting, profit planning and projection, operations analysis, as well as cost accounting, government compliance, and taxes of all types.
Mark credits his father with spurring him towards a career in finance, and, when he was 22 years old working as an accountant, he made a list of the goals he wanted to achieve.
Congratulations, Mark! We are so proud to have you on our team!