---

---

Location

Cheyenne, WY | United States

---

Job description

5x8 Days, 08:00:00-16:00:00, 8.00-5

Veterans Evaluation Services (VES), a Maximus company, is a government contractor helping our nation Veterans. They're seeking General Medicine Providersto perform Compensation Pension exams + Separation Health Assessments across the country.Sheridan, WY - per diem available -Must be within 25 milesDetails:Need is on a PRN basis, ongoingWilling to accept these specialties: family medicine, internal medicine, orthopedic surgery, etc, or anyone with a background in general medicine, or experience with compensation and pension.Two (2) options for coverage - Travel and perform exams at VES leased facility and/or schedule Veterans within your own practiceOption to work days(4-hours) and/or full days(8-hours)One-Time non-treatment CP exams + separation health assessmentsExams are primarily interview-based with some physical assessment: range of motion testing, muscle strength testing.No prescribing, no treatmentQuick credentialing onboardingDMA certification available (can get CME credits) will need to obtain once privileged if not already certifiedUse of Goniometer requiredFamiliar with Musculoskeletal, Diabetes, and Cardio requiredProficient in METs testing, evaluating and diagnosing respiratory, cardiovascular, and neurological conditions.Own personal laptop (NO MACs)Training shall be provided for all Reporting/Disability Benefits Questionnaires (DBQs)Reporting/DBQs must be submitted within 48 hours upon exam completion - no narrative report. End product is completion of standardized form(s).Evaluations to be completed in VES's provider portalRecord review is required in most casesFollow up administrative work will be required on a regular basis (addendums, medical opinions, and reading diagnostics)Providers needed - 1RATE STRUCTURE FOR PRESENTATIONS:***Hourly, Overtime, Holiday rates are NOT applicable with VES. All TBI/Gen Med providers must follow the rate structure below.Malpractice rates must be included in ratesHalf-day Rate- $800 flat rate for 4 hour shifts or less (includes times to complete exams, submit report, including any addendums, no OT, no admin time)Daily Rate- $1600 flat rate for 5 hour shifts or longer(includes times to complete exams, submit report, including any addendums, no OT, no admin time)Bonus- one time bonus of $650 for completing all required trainingand working first shift/examAirfare- up to $650 round trip for domestic flights (upgrades not covered)Lodging accommodations- up to $200 per nightCar rental- up to $100 per day (optional services not covered)Mileage- IRS standard rate (not to be used with rental car - for personal vehicles only)ParkingTolls*Please note: VES does not cover any damages related to flights, hotels, or car rentals*If you are unable to find accommodations within these guidelines, contact AHSA for pre-approval for any overages. If it is not pre-approved, the client will not reimburse over the amounts listed above.Client does not reimburse for DMA certifications or the portal training before starting.Process once credentialing is kicked off:The only credentialing item that we need to turn in is a COIThe provider will need to complete their DMA training.After DMA's are confirmed as complete, the provider is marked as active in the VES system. At this point, they are able to provide their availability for scheduling. Before working their first shift, they will need to complete a 2-hour PEP session/training. Availability for this will need to be provided along with shift availability.The Pep Session is one-on-one, via Zoom or Microsoft Teams , and done with a Report Analyst that will pair up with you as a New Provider Liaison. They will help you learn how to navigate the online secure web portal, give advice and tips on completing DBQs and reviewing medical records, and they will prepare you directly for your first Veteran cases. The Pep Session lasts about 2-3 hours and is scheduled a few days before your first Veteran cases. This New Provider Liaison will be someone that helps you get to a point where your scheduling restriction of 5-10 Veterans every two weeks can be lifted. This takes most providers between 1-3 months and sometimes up to 6 months. Once training is scheduled, we can also schedule working shifts. Shifts offered must be in 4-hour or 8-hour increments. Submission requirements: Proficient in METs testing, evaluating and diagnosing respiratory, cardiovascular, and neurological conditionsOwn a laptop (no Mac/Apple products)Must be willing to wear a mask during all visitsBoard Certified or Truly Board Eligible within 0-3 years of residencyActive and unrestricted full licenseMust be willing to complete DMA training to become DMA certifiedCV needs current home address listed for presentationWill need a copy of ECFMG certificate if they attended school in a different country.Please copy/paste and fill out the below questions for name clear (**ALL items below must be listed on the Name Clear to avoid being redirected**)License number:Board Certification:Willing to perform Gen/Med and TBI: (yes or no)DMA certified: (yes or no)Home address:Open to travel to other locations? If yes, any limits?:Does provider have theirown office or will theycover at aVES office?Is provider active military duty, in the reserves, or actively employed at the VA?: (yes or no) Rate:$800 half day/$1600 full day; one time bonus of $650 for completing all required training and working first shift/exam OnCall:N/A WeekendDescription:Able to work weekends, if desired/needed

QC Job ID: 47079

Don't Trust this Agency! (yes, this one)
Was there really a rate drop the week after you signed your extension? Did the high paying job you just applied for actually close, or was it another bait and switch? Of course, clinicians are skeptical. We are trained to look for the evidence, so what are we supposed to do when the only evidence we have access to is the word of our recruiter, who undeniably has a conflict of interest. Where are the primary sources? Oh, sorry they aren't allowed to show that.

As a clinician, I understand and support the need to review the evidence for yourself, which is why our agency will not withhold information from our clinicians. We are willing to show you everything we see. You shouldn't have to take our word for it.

Hi, I'm Kirsten Hixon, a travel nurse and an owner of the healthcare staffing company Quality Clinicians. My teammates and I have been working hard to build a different kind of staffing firm as you can see listed in the below outline.

If you want a different kind of agency, stop working with the same ones and come help us build a better one.

1.Same Deal
All healthcare worker pay packages are calculated in the following manner, and we're happy to prove it:

Bill Rate (100% of revenue)

-QC Cost of Operations (16.18% of rev)

-QC Profit (3.8% of rev)

-Burden on Taxable Earnings (usually 1%-5% of rev depending on the state)

-MSP Fees (between 4%-11% of rev depending on MSP)

Clinician Pay (typically 70%-80% of rev)

We offer all clinicians this same deal with transparency. When all clinicians get the same cut and see everyone else's piece of the pie, we find the reasonable clinicians are satisfied with their pay package.
2.Transparency
When you complete your profile to work with us, your assigned relationship manager (recruiter) can show you the bill rates, our cut, your cut, the terms of our agreements, etc. for any of our jobs that you are qualified for to prove the above calculation is being used. Additionally, we will do this at any point before or during your assignment for any rate changes, time keeping issues, guaranteed pay issues, etc.
3.Aligned Interests
While our competition pits recruiters and clinicians against each other, we align their incentives with each other and the rest of our stakeholders, in order to remove conflicts of interests.

• Our competition pays their recruiters more money if they can get their clinicians to accept lower pay packages that are more profitable for the company. Eww.

• Since there is nothing for clinicians to negotiate with our recruiters, they can behave like players on the same team instead of parties on opposite sides of a negotiation.
• Instead of cash incentives for individual performance for internal staff we pay quarterly companywide profit share bonuses. Everyone gets the same percentage of their salary, because regardless of who scores the game winning point the whole team won, and every member of a winning team deserves to be rewarded fairly for their contribution.
• We only make more if you make more or if we operate more efficiently, since our slice is always 19.98% (3.8% and 16.18%)
• We only get more jobs if we get more facilities, and the best way to get more is to provide facilities with strong clinicians who are adaptable and dependable, so we are incentivized to be very picky with which clinicians we work with.

4.No Greedy Leaders
All our leaders have agreed to be paid a salary less than the US President. We just figure this will keep the greedy ones from wanting to work with us and surely none of our jobs are as hard as the President's haha
5.Stay Playful
Hopefully you can see in point 4 we don't take ourselves too seriously, but this is one we'd really appreciate more help finding practical ways to make working together more fun, so we can all laugh and smile a bit more frequently!

If you believe this is a better way of doing business we need your help. Try it for yourself. Complete your profile so we can help you find a better job. Share this post with your network. We are not a large agency with a marketing team so we need your help spreading the word. Otherwise, how will anyone know a different kind of agency even exists? I am just a person with a dream for how staffing could be better for everyone involved and I need your help to make this way of doing business an option for more people.

---

Job tags

---

---

Salary