Posted By Carolyn Weaver, Executive Consultant

Whether you are a cardiology practice or a hospital, most of the focus  is usually on recruitment of cardiologists. With only 16,000 practicing cardiologists and an average age of 53, retention should be first on the priority list. Retention must be a part of your overall strategic plan. Elements to be evaluated are:

• Quality of life - Time off, on-call and hours are top priorities for today’s cardiologist. A formal evaluation of the practice and impact of the hospital should be done as part of the initial recruitment package, but also for current physicians.
• Location - This is a key driving factor, particularly for the spouse. It is estimated that 60% to 75% of physicians locate within two to three hours of family. Where you are is the one aspect that you do not have any control over.
• Compensation - If you did not notice, compensation was not first on the list of priorities. It is a key driver, provided the quality of life or location are right. Partnerships with physicians help to ensure compensation is well supported and is a strong retention factor.
• Work environment - What is the physical work place like? Does the office have adequate clinical and business space? What is the staffing? What is the turnaround like in the cath lab? How is the physician treated? All of these enter into the decision for a physician to stay or go.
• Ability to utilize training - This also connects to the environment. If the physician is trained in vascular, does the program practice this service? Another area that is frequently mentioned is CTA. Evaluate the turf battles and your marketing to bring patients to the program or practice for these services.

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