Archive for month: May, 2019

Millenial Nurses: A Dynamic Influence on the Profession

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Like generations before them, Millennials (ages 19-36) are making their own unique and indelible mark on our society. Coming of age with the internet, social media, mobile communication, and changing societal dynamics, Millennials seem to hold very different expectations from previous generations – and they assume that their contributions will be different, too. These characteristics may be magnified in the nursing workforce, because this helping and caring profession always demands an extraordinary level of individual commitment. Millennial nurses are bringing a dynamic new perspective on such factors as career, leadership, education, and work environment.

These viewpoints are reflected in the data from the AMN Healthcare 2017 Survey of Registered Nurses. This report, Survey of Millennial Nurses: A Dynamic Influence on the Profession, extracts and examines responses from Millennial nurses contained in the 2017 RN Survey and compares them with responses from Generation X or Gen X (ages 37-53) and Baby Boomer nurses (ages 54-71). The results paint a portrait of a generation that rewrites the rules on nurse work environment expectations.

Millennials are often looking to better themselves through education or job changes, and they are more trusting of leadership than are older nurses. They also have distinct expectations about what constitutes a good working environment and how that can positively affect patient care. Among these expectations are professional development opportunities, transparent quality measures, a positive culture, and earnestly supportive leadership.

As the healthcare industry continues to face unprecedented shortages of qualified nurses, the insights from this report could prove valuable to healthcare leaders. By better understanding the viewpoints and desires of Millennial nurses regarding their profession, healthcare organizations can be better prepared to attract and retain nurses from the generational segment that is taking over the nursing workforce.



  • Will look for new nurse job: 17% Millennials, 15% Gen Xers, 10% Baby Boomers
  • Become Advanced Practice RN: 49% Millennials, 35% Gen Xers, 12% Baby Boomers
  • Work as travel nurse: 10% Millennials, 6% Gen Xers, 5% Baby Boomers
  • Seek leadership role: 36% Millennials, 27% Gen Xers, 10% Baby Boomers
  • Pursue higher degree: 71% Millennials, 56% Gen Xers, 20% Baby Boomers

The Avery Difference

At Avery Partners, we are different in that we take all the risk. We meet each of our candidates face to face for the interview to make sure they are the best fit for the job. These candidates are also OUR employees. We manage all their paperwork, applications, check references, federal verification and tax forms, background checks, drug screenings, pay-records, taxes, etc. This takes the hassle off your company and staff so that you can do what you do best.

Please contact Jennifer Hall for more information at the office (770) 642-6100 x237 or email

Where is the Growth of Mobile Payments?

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With all the talk around smartphones, smart watches, and increasing technology choices, will the traditional plastic card be a thing of the past?  Not so fast.  While the chatter is all about millennials and their love of the next tech toy, their use of credit cards is still lower than other age groups.

The financial crisis starting late 2007 led to stricter requirements from banks and lending institutions and also touched the credit card industry.  Credit card offers were focused on those with the best credit. Restrictions were placed on how credit card offers could market on college campuses. Credit card applications required proof of income or cosigner. All this led to less access of younger Americans to credit cards.

Jump ahead to 2019 and the industry finds the millennials to be choosier when picking a credit card.  They research their options and consider not only interest rates and annual fees but put a higher focus on rewards, perks, and unique experiences. Millennials are likely to have fewer cards than other generations.

Availability and Experience

Proximity mobile payments—tap and pay—haven’t quite taken off the way that payment platforms hoped they would. One significant factor is that not all retailers have adopted the technology.  Generally, coffee shops and fast food establishments have matched their payment options with the latest technology to just tap and pay.  Other retailers have not been as quick to change.  Thus, going out without your physical credit card limits where you can shop.

Another factor is the number of players in the game. Consumers have a variety of payment options to choose from like Apple Pay, Google Pay, Samsung Pay, as well as retailer specific payment options such as Walmart and Starbucks. Without a compelling reason to use one versus another, the consumer tends to use what comes on their phone. The variety has led to an inconsistent checkout experience.

More to Come

The growth may be slow, but the technology is not going away.  Both Visa and MasterCard continue to roll out contactless chip cards.  Smartphones continue to get more and more sophisticated. As retailers replace older equipment, the marketplace will steadily have more opportunities to continue the growth of the mobile payments acceptance.


Jennifer Autian is the founder of TCA Business Solutions and an independent representative of merchant services.  To learn more about contactless payments or explore other payment processing options, connect with her at 678-523-8760 or by email at

Surveys: Physician Salaries Are Increasing, Burnout Persists

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By:  Shawn Martin, AAFP Senior Vice President of Advocacy, Practice Advancement and Policy.

Spring has arrived, and with it comes longer days and, of course, baseball! Your 2019 world champion Washington Nationals( are off to a rough start, but there is a lot of baseball left to play. I remain optimistic that I will get an opportunity to watch World Series games in Washington, D.C., come October. (I can dream, I can dream.)

Last week, Medscape published its 2019 Physician Compensation Report.( This annual report provides a snapshot of various aspects of the practice of medicine that are common to all specialties, according to physicians themselves.

The practice of medicine, across all specialties, remains predominantly aligned with the insurance industry. In fact, 81% of physicians reported a relationship with at least one insurance company. We know from AAFP member surveys that more than 60% of family physicians have contracts with seven or more insurance companies.

Only 6% of physicians from all specialties reported being in a cash-only practice, with no relationships with commercial insurance companies. For family medicine, AAFP data show that about 3.5% of family physicians practice in a direct primary care practice model, but a small subset of this group also accepts insurance.

Seventy-one percent of physicians from all specialties reported they participate in Medicare and/or Medicaid and plan to continue doing so in the coming year. With respect to Medicare, 42% of primary care physicians surveyed are participating in the Merit-based Incentive Payment System, and 12% are participating in an alternative payment model.

There are some interesting findings in the report and certainly some findings that are encouraging, but there are also a few items that are startling and should prompt some alarm bells to go off — now.

Let’s lead with the encouraging findings:

  • Average salaries for primary care physicians have reached $237,000, according to the report. That’s a 21.5% increase since Medscape’s 2015 report.
  • Looking at all specialties, self-employed physicians earn, on average, more than employed physicians — $359,000 to $289,000. Self-employed physicians also are older; 64% of them are older than 50 compared with only 46% of employed physicians.
  • Fifty-three percent of family physicians reported feeling fairly compensated. This percentage was higher than I anticipated, but it reflects the intrinsic motivation of patient care common among many family physicians. (Hint: You are undercompensated, and we’re working to fix that.)
  • Seventy-four percent of family physicians indicated they would choose medicine as a career again, and 68% indicated that they would choose family medicine again.
  • When asked why they continue to practice medicine, 29% of physicians surveyed said they were motivated by their relationships with their patients, and 22% reported knowing that they were “making the world a better place.”


It is difficult to surprise me, but the statistics associated with administrative and regulatory compliance in the Medscape report were startling. According to the survey, 74% of physicians spend 10 or more hours per week on paperwork, and 36% report spending 20 or more hours per week.

This is crazy. Consider this: In 2012, 53% of physicians reported they spent one to four hours per week on paperwork. These two data points suggest at least a 150% increase in paperwork over a six-year period. It goes without saying that physician compensation hasn’t increased at a similar pace.

Not surprisingly, 26% of physicians reported that compliance with rules and regulations was the most challenging part of their job. Fifteen percent reported that their electronic health record was the most challenging part, and 13% said getting fair compensation was the biggest challenge.

No wonder physicians continue to report symptoms of burnout and professional moral injury at an alarming rate. According to the 2019 Medscape National Physician Burnout, Depression & Suicide Report,( 44% of all physicians reported that they are burned out. If we look exclusively at family medicine, 48% of physicians reported they are burned out.

Here are what physicians (all specialties) reported to Medscape as the factors driving their professional dissatisfaction:

  • 59% say too many bureaucratic tasks;
  • 34% say too many hours at work;
  • 32% say increasing computerization of practice;
  • 30% say a lack of respect from administrators, employers, colleagues or staff; and
  • 29% say insufficient compensation.


According to the 2019 Medscape compensation report, the gender pay gap among primary care physicians (checks notes) … increased? The average salary for male primary care physicians was $258,000, but for female primary care physicians it was $207,000 — an astonishing 25% delta. Making this even worse is the fact that the delta was 18% in 2018 and 16% in 2016. The gender pay gap in primary care is increasing, not decreasing.

Adding salt to an open wound, the Medscape data point to the fact that 50% of female physicians across all specialties report they are burned out, compared with 39% of male physicians.


I will admit that after reviewing the data, I anticipated that the average respondent would be older and in the latter stages of their career. You know, the “old man yells at cloud”( bias. My bias was wrong: 61% of compensation survey respondents and 55% of burnout survey respondents were between the ages of 28 and 54.

In other words, these statistics reflect information provided by the current physician workforce and, more importantly, the physician workforce our country will rely on for the next 15 to 20 years. Again, alarm bells should be ringing.

The Remedy

My colleague, Clif Knight, M.D., AAFP senior vice president for education, summarizes the situation extremely well: “Burnout is the problem. The system is the cause. We are the answer.”

Let’s address the cause first. Clearly, increased and appropriate payment or compensation for service provided by family physicians remains a top priority for the AAFP. I have written extensively about the Academy’s work on payment issues — for instance, here and here.

The AAFP also has prioritized the reduction of administrative burden, and we are aggressively pursuing solutions to reduce the day-to-day burden for family physicians and the system drivers of burden. The AAFP’s Principles for Administrative Simplification document lays out four priority areas to focus efforts aimed at cutting administrative burden:

  • prior authorization,
  • quality measures and the need for measure harmonization,
  • certification and documentation, and
  • medical record documentation

Now, let’s address the problem — burnout. In 2017, the AAFP published a position paper titled “Family Physician Burnout, Well-Being, and Professional Satisfaction.” At the same time, the AAFP began investing heavily in developing resources and programs aimed at helping family physicians learn about burnout and create a plan to improve physician well-being for themselves or their colleagues. The anchor of our efforts is the Physician Health First portal. This collection of resources is a good starting point for all family physicians. If you are interested in a more dynamic and social experience, please join us at the Family Physician Health and Well-Being Conference June 5-8 in Phoenix.

Posted at 09:09AM Apr 16, 2019 by Shawn Martin


Article provided by Stephen Bradley

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