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The Landscape of Cardiovascular Employment Models

There are roughly 6 distinct types of employment models in today’s cardiovascular practice landscape, spanning from the more traditional models of independent practice and academic medicine to newer integrated health system models and private equity-backed ventures.

Recognizing Nonclinical Competencies in Clinical Practice

Regardless of the chosen employment model, effective organizational management and leadership are essential to ensuring excellence in patient care, clinician satisfaction, and long-term financial viability. Independent practices have long recognized this by integrating clinicians into these nonclinical roles. Typically, lead clinicians in these practices take on key managerial and executive roles (often in a dyad relationship), ensuring that daily operations are run efficiently, and the right

A Way Forward

Health systems and corporate entities must recognize and reward the nonclinical work of physicians. Clinician insight is invaluable when shaping care delivery models, and failure to acknowledge this input not only undervalues the clinician's contribution but also imperils the quality of care. Compensation structures must account for the opportunity cost of nonclinical work, acknowledging that time spent on administrative or leadership duties is time taken away from direct patient care.Various

中文翻译：

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驾驭心血管疾病就业趋势

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心血管就业模式的前景

在当今的心血管实践领域，大约有 6 种不同类型的就业模式，从更传统的独立实践和学术医学模式到较新的综合卫生系统模式和私募股权支持的企业。

在临床实践中识别非临床能力

无论选择哪种就业模式，有效的组织管理和领导对于确保卓越的患者护理、临床医生满意度和长期财务可行性都至关重要。独立实践早就通过将临床医生整合到这些非临床角色中来认识到这一点。通常，这些实践中的首席临床医生担任关键的管理和执行角色（通常是二元关系），确保日常运营高效运行，并且正确

 前进之路

卫生系统和企业实体必须认可并奖励医生的非临床工作。在塑造护理提供模式时，临床医生的洞察力非常宝贵，不承认这些意见不仅低估了临床医生的贡献，还会危及护理质量。薪酬结构必须考虑非临床工作的机会成本，承认花在行政或领导职责上的时间是从直接的患者护理中占用的时间。各种