Description

Main Function:

Provides clinical family/internal medicine services and associated administrative and on-call services to Victor Family Practice patients.

• Provides consistent, high quality, evidence-based care.

• Leads office staff in development and performance of efficient office practices.

• Liaisons with practice management and hospital administration on behalf of the practice.

• Liaisons with staff on behalf of practice management and hospital administration.

• Fosters a cohesive Victor Family Practice group identity.

• Assures regulatory compliance by providers.

• Provides patient management and practice leadership that unifies Victor Family Practice goals with health system goals.

• Always puts the needs of the patient first.

• Assists the health system in meeting strategic goals.

Requirements

Qualifications:

• Unrestricted NYS medical license with current registration required.

• DEA license required.

• Board-certified in Family/Internal Medicine required. Board-eligibility within the first three years of graduation from an ACGME-approved Family/Internal Medicine residency program acceptable.

• Able to gain appropriate FFTH Medical Staff privileges.

• Acceptable professional liability insurance experience such that physician is acceptable for malpractice insurance by FFTH’s malpractice carrier without surcharge.

Education:

• MD degree required.

• Completion of ACGME-certified residency in Family/Internal Medicine required.

• Meets continuing education requirements of the American Board of Family/Internal Medicine for maintenance of certification required.

Experience:

• Three years post-graduate residency training in Family/Internal Medicine – required.

Pay Range: $175,000 - $275,000

Starting Pay: Based on Experience

Thompson Health is an EOE encouraging women, minorities, individuals with disabilities and veterans to apply

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)