- Rewards (monetary)
- Community/environment (supportive culture of teamwork and recognition of contribution by HPM physicians)
- Workload schedule (manageable workload and sustainable schedule)
- Autonomy/control (ability to impact key factors that affect job performance).
Of course, each physician will place his or her own value upon each of these criteria in career decision-making. The key to recruiting physicians (particularly in a market where demand far exceeds supply) is to create a practice opportunity that recognizes and addresses all four filters in a balanced way.
Future posts will offer more detail into each of these filters and recommendations on how to create the "balanced" HPM practice opportunity.