If you’re a nurse looking to work in another state or a medical administrator trying to fill open positions, you should know about the Nursing Licensure Compact (NLC). While the NLC isn’t implemented in every state across the country, it can greatly help hospitals with hiring needs and nurses looking for jobs in NLC states.
Whether you’re applying to out-of-state nursing jobs or hiring for nursing positions, it can be useful to understand what the NLC is, how nurses earn multi-state licenses through it, and where it applies.
The NLC was created by the National Council of State Boards of Nursing (NCSBN) and is an interstate agreement implemented in 2000. In 2018, the NLC was updated and is known as the enhanced NLC or eNLC. This interstate agreement enables registered nurses (RNs), licensed practical nurses (LPNs), and licensed vocational nurses (LVNs) who meet NLC requirements to practice in states that have implemented the NLC. The NLC promotes nurse mobility, access to care, and public protection through its universal standards for NLC states. It also makes it much easier and more affordable for nurses to apply for jobs outside of their current state of residence.
With a license from an NLC state, nurses can provide in-person and telehealth medical care in other NLC states without having to receive a state-specific license. Essentially, a nursing license from an NLC state acts as a multi-state license, allowing nurses to practice in other NLC states and territories.
Keep in mind that multi-state licenses aren’t national licenses, as they only enable nurses to practice in NLC states. Instead of being issued nationally, multi-state licenses are issued by the nursing regulatory body that governs the nurse’s primary state of residence (PSOR).
If you want to practice in an NLC state, you’ll have to meet the NLC’s Uniform Licensure Requirements (ULRs). These standardized requirements ensure hospitals and other medical facilities can feel confident they’re hiring someone who’s qualified for the position.
You’ll also need to qualify for these various requirements of registration, listed below.
To earn a multi-state license through the NLC, you’ll need to apply through your state's board of nursing (BON). Since multi-state licenses are issued by a participating state’s BON, the first step to receiving a multi-state license is to prove an NLC state is your PSOR. To prove legal residence, a nurse must do so with their voter registration, driver’s license, or other applicable documentation.
Alongside proving your PSOR in an NLC state, you’ll need to have a nursing license in your state of residency, and this license must be in good standing. Next, you’ll have to meet the NLC’s ULRs. These requirements include:
If you’ve received a multi-state license through the NLC, you’ll usually need to renew your license through your state’s BON every two years. However, some states require annual renewals, so you’ll need to check your state’s renewal requirements. Additionally, renewal requirements may vary by state.
Currently, over forty states and territories participate in the NLC, with more states awaiting full or partial implementation. As of September 2023, the following jurisdictions have fully implemented the NLC:
Besides states with full NLC implementation, other states and territories have partially implemented it. You can find a list of jurisdictions with partial implementation below:
Since these states and territories may implement full NLC implementation in the future, it’s important for nurses and medical facilities to keep an eye on any changes to NLC requirements in their state.
In addition to the states that have partially or fully implemented the NLC, many other states have pending legislation related to implementing the NLC. States with pending NLC legislation include:
While this legislation is promising, votes against NLC implementation have occurred in the past. As a result, you’ll want to monitor NLC legislation closely in states where it’s awaiting a vote.
If you’re a nurse who wants to take control over your career and schedule, OnCall Solutions offers medical credentialing services and hospital solutions for full-time, part-time, moonlighting and locums nurse practitioners. When you partner with us, we’ll handle everything and find you a position you’ll love.
For healthcare employers, our medical facility staffing and credentialing services make it easy to find qualified and properly licensed candidates for open nursing positions.
Learn more about how we place credentialed nurse practitioners in moonlighting, locum tenens, and full-time roles today.
Before you hire any medical staff, it’s critical they have the right clinical practice history and academic credentials. The medical credentialing process can be complicated, and if you try to do it on your own, your hiring process will likely take longer than you’d like. Instead of vetting a new hire’s medical credentials on your own, you can turn to a hospital staffing partner specializing in performing medical credentialing services.
If your healthcare facility’s HR team currently handles your medical credential process when hiring short-term or long-term staff, they know how time-consuming the process can be. At first, you’ll have to identify what types of medical staff you want to hire, their start date, and the length of their assignment. Next, you’ll have to go through an extensive vetting process for candidates, where you’ll interview candidates and review their credentials.
Typically, a credential vetting process will involve checking a candidate’s licenses, qualifications, career history, specialty certificates, malpractice insurance, education and training history, and residency. This extensive amount of information can take a long time to sift through, especially if your staff members perform the work manually rather than on an electric platform. Applicants may also forget to provide all the necessary information, meaning your team may have to communicate back and forth with a potential hire to receive all the information you need. Additionally, the vetting process usually involves privileging and payor enrollment.
After the new hire is vetted, they’ll have to be approved by stakeholders at your facility. At some point, your team will also run a background check on the new hire, regardless of whether they have a stellar work history or not. The amount of information required and the lengthy vetting process can slow down the hiring process and leave your team short-handed when you need to fill open positions fast.
Due to the time-consuming and complicated nature of medical credentialing, it can be a difficult job to handle for in-house staff. Instead of trying to handle all your credentialing needs on your own, work with a medical credential service partner who can handle the process for you. As you consider turning to a hospital staffing partner for your hiring and medical credentialing needs, learn more about how they can simplify the medical credentialing process below:
At smaller hospitals and private practices, credentialing tends to be overseen by a business office manager or practice manager. This staff member might not know all the ins and outs of medical credentialing, leading to inefficiencies and mistakes. In contrast, hospital staffing partners specialize in medical credentialing, as their specialization enables a faster process.
Even if you’re a larger hospital with an in-house medical credentialing expert, offloading some of the in-house credential work to a hospital staffing partner can lower your team’s workload. Reducing your specialist’s workload can also allow your medical credentialing specialist to have more time to be thorough in their remaining tasks.
Many hospitals and private practices still use manual processes for credentialing. From requiring medical credentials to be sent by mail to entering information by hand, manually handling these processes can be incredibly time-consuming. It also opens the door for mistakes and redundancies that can lead to longer credentialing processes and hiring errors.
Since medical credentialing is one of the core services hospital staffing partners provide, they often employ the most advanced electronic credentialing platforms. With a cutting-edge electronic platform at their disposal, they can speed up the time it takes for new staff to submit their credentials for specialists to review them. Automating much of the process with electronic platforms can also cut down on human error.
All your staff must comply with various credentialing and licensing standards to legally work at your facility. Medical credentialing services from a hospital staffing partner can reduce compliance issues due to mistakes during the hiring process. With medical credentialing services, you’ll have credentialing specialists and the latest technology to help you through the entire process. These resources lower the chance of mistakes that lead to hiring non-credentialed staff.
A hospital staffing partner will also stay up to date on the latest compliance standards, ensuring your team is always complying with the most recent regulations. Since hospital staffing partners reduce the risk of non-compliance, they also protect you from lawsuits and fines.
While the Medical Licensure Compact has made it easier for healthcare facilities to hire non-local staff from different states, it still can be a headache to hire staff who have to move to your city. Fortunately, some hospital staffing partners focus on identifying local credentialed staff. For example, OnCall Solutions specializes in hiring qualified physicians and clinicians near you. By finding local staff, OnCall Solutions eliminates travel costs, speeds up the credentialing process, and ensures new staff can start work as soon as possible.
If you’re ready to partner with a hospital staffing partner for medical credentialing services, choose OnCall Solutions. Since we specialize in hiring highly qualified short-term and long-term staff for hospitals and private practices, we can deliver all the benefits of working with a hospital staffing partner for your medical credentialing needs. Beyond ensuring new staff members are qualified and credentialed, we’ll work with you to identify candidates that fit your facility’s culture.
Learn more about our facility staffing and medical credentialing services today. If you’re ready to partner with us for medical credentialing services or have any questions, please contact us.
When you need to quickly fill temporary positions at your healthcare facility, you’ll usually have the choice between traditional locum tenens staffing agencies or medical staffing partners.
While these two types of staffing solutions can be useful when you need to fill hospital medical staffing positions, they have a few key differences you’ll want to be aware of to make a fully informed choice. Before you make a decision, find out more about the main differences between traditional locums agencies and medical staffing partners.
A traditional medical locum tenens staffing agency is a company that specializes in filling temporary positions at healthcare organizations. They can play a part in the benefits that locums providers contribute to the healthcare industry at large. Like medical staffing partners, they essentially help healthcare organizations fill temporary positions or shifts during staffing shortages.
However, while some locum tenens agencies offer continued support to their locums, that’s not always the case. Traditional models may only be willing to partner facilities with locums physicians, meaning healthcare organizations that need a wide array of staffing solutions and locums providers to solve their staffing issues will find their options limited.
A medical staffing partner refers to a company that maintains a comprehensive network of full-time, part-time, moonlighting, and locum tenens providers. The medical staffing partner uses their connections to provide healthcare organizations with qualified medical staff, such as physicians, nurse practitioners, physician assistants, and CRNAs to solve a wide variety of short-term and long-term hospital staffing issues.
Alongside providing locum tenens and other providers to fill open positions, a medical staffing partner will work with you to fully understand your staffing needs as they change over time. With a medical staffing partner, you can expect them to continue to provide ongoing support to their providers, ensuring that your healthcare workers have everything they need to have maintained success.
While locum tenens agencies can be beneficial when you only need a quick fix, they have quite a few drawbacks compared to a medical staffing partner. As you try to decide between the two options, find out more about the three primary differences between locum tenens agencies and medical staffing partners below:
Medical staffing partners and locum tenens agencies both offer personalized service. However, a reliable medical staffing partner often develops a stronger relationship with their clients. Since locum tenens agencies tend not to work as closely with hospitals and other medical practices, you might get stuck re-explaining your needs every time you need to fill a temporary position.
In contrast, a medical staffing partner is a trusted partner you can expect to remember your needs and check that you don’t need new positions filled. Over time, a medical staffing partner will know the exact type of candidates you’re looking for. Medical staffing partners also usually respond faster and provide more informed and effective solutions if you have complaints about a staff member or need to make an adjustment.
Since traditional locum agencies tend to only work with locums providers, they often have a smaller talent pool to draw from when you need to fill an open position. As a result, you can’t always expect a locums agency to give you the best-fit candidates.
In contrast, medical staffing partners often have a larger network of available talent they can draw from to help you find the right candidate for your needs—including more affordable, efficient, and effective local physicians. By partnering with a trusted medical staffing partner, you can feel confident you’re receiving vetted talent with a great track record.
Traditional locum tenens agencies may offer less accountability due to their more hands-off approach to filling open medical staffing needs. Like medical staffing partners, they fill open temporary positions with staff. However, they aren’t as connected to your hospital, meaning they can be harder to hold accountable when a temporary member doesn’t live up to your expectations.
A medical staffing partner’s in-depth involvement in your hospital or care facility makes it much easier for you to hold them accountable. If you have an issue with staff from the medical staffing partner, they’ll often work harder to make it right and find other qualified candidates. Their wider and better-supported talent pool can also speed up the process of replacing temporary staff who end up not being a good fit.
As a leading medical staffing partner, OnCall Solutions is proud to help medical practices and hospitals fill open full-time, part-time, per diem, locum tenens, and moonlighting positions. With our tailored solutions and local model, we can help you receive the staffing services you need at lower costs than you’ve come to expect. Since we’re a medical staffing partner, you can trust us to work closely with you to understand your staffing requirements and ensure you always receive high-qualified professionals.
Find out more about how our medical staffing solutions can serve your healthcare organization’s staffing needs. If you’re ready to partner with us for temporary staffing solutions or have any questions, please contact us.
When hospitals seek to fill vacancies fast, their HR departments’ workload spike as they search for and interview qualified candidates–which can lead to a variety of other challenges. Instead of increasing your HR team’s workload, you can use a medical staffing partner agency to handle your hospital's staffing issues and take pressure off your HR team. Find out more about the top three ways a medical staffing partner staffing can improve your hospital’s HR workload.
If your hospital has ever dealt with unexpected staffing shortages, you know how much it can spike your HR team’s workload. As they scramble to find new staff, they’ll have to focus more on hiring and take their attention away from their other responsibilities. Besides adding to their workload, filling a large number of vacancies and ensuring patients have the care they need can increase your HR team’s stress and reduce their job satisfaction.
Hospital medical staffing agencies allow your HR department to quickly fill vacancies without an extensive, stress-filled job search. Since a trusted medical staffing partner will provide your hospital with experienced providers, your HR team won’t have to scramble to find qualified candidates for vacancies. Without the pressure to quickly hire full-time staff, your HR staff will have more breathing room and a lower workload.
Without a hospital medical staffing partner in your corner, your HR department will have to rush to find new candidates for a recently opened position. As your HR team looks for a new candidate, their workload will increase, and they’ll be more likely to rush through the hiring process. As a result, your hospital could hire someone who seems to have all the right credentials but turns out not to be a good fit once they start working.
If your hospital hires someone you realize isn’t a good fit, your team will have to let them go and start the search again. Fortunately, medical staffing agencies give your HR team time to evaluate and interview candidates to ensure great hiring choices. While your HR team looks for a candidate, staff from a medical staffing partner will keep your hospital working at peak efficiency during staff shortages and lessen your HR team’s workload while they review candidates.
When you hire staff through traditional means, your HR team will have a lot of work to do to get them up to speed. For example, your team will likely have to devote time to recruiting and training new hires, setting up their payments, paid time off, insurance, and contracts. Though your team is trained to handle all these parts of the hiring and onboarding process, a staff shortage can put far too much work on your HR department.
Hospital staffing agencies can lessen the work your HR team has to do when filling in vacancies by reducing the number of onboarding and contract details they have to coordinate and complete. When you partner with a medical staffing agency, they’ll already complete most of this work, meaning your HR team will have a reduced workload, and the staff from the agency can fill in faster than if you hired someone directly.
If you want to take advantage of all the ways a hospital medical staffing partner improves your HR team’s workloads, turn to OnCall Solutions. As as a medical staffing partner, we’re committed to placing local, qualified physicians and clinicians at hospitals, whether they’re part-time, long-term, per diem, contractor, 1099 contractor or moonlighting providers.
At OnCall Solutions, we’re also proud to provide cost-effective medical staffing, as our services are consistently 25 to 40% less expensive than other options, such as locum tenens staffing agencies. Whether you need full-time, part-time, short-term, or long-term CRNAs, nurse practitioners, physicians, or physician assistants, our team can quickly place expert staff at your hospital.
Learn more about OnCall Solutions’ hospital medical staffing solutions today. If you’d like to improve your hospital HR staff’s workload, please contact us.
When exploring different work options, healthcare professionals often come across two terms: "locum" and "per diem." The difference between them is simple but important.
Locum refers to a temporary, well-defined role for providers at a healthcare facility.
Per diem refers to working on an as-needed basis without a long-term commitment.
While both locum tenens and per diem positions offer unique advantages and flexibility, it's essential to understand their different implications to make informed career decisions. Here, we explore the key distinctions between locum and per diem roles in the healthcare industry—and how they impact medical providers like you.
Per diem work allows healthcare professionals to work on an as-needed basis, filling in for shifts or providing additional support when required. This flexibility works well for individuals who prefer a varied schedule or have other commitments. However, it also means per diem also means shifts can be far less predictable.
Meanwhile, locum tenens positions involve a commitment, often ranging from a few weeks to several months, providing stability for healthcare professionals in temporary assignments.
Both provide great flexibility for medical providers looking to increase their earnings, gain experience, and pay down medical debt early.
Per diem shifts can be posted on short notice whenever the capacity for medical facilities runs high or unforeseen staffing issues occur. For that reason, per diem shifts appeal to medical providers who can pick up shifts without a great deal of pre-planning.
In contrast, locum tenens positions tend to have more structured schedules. Locum tenens physicians or other healthcare providers typically agree to a specific duration of service and have a predetermined schedule during that time—so they know when they’re working and how many hours they’ll be expected to cover.
Per diem agreements work with the understanding that medical providers work in the area, since these shifts can be posted with little notice for immediate staffing needs.
Locum tenens positions may require healthcare professionals to travel to different locations or facilities to fill temporary staffing gaps. But that is not always the case.
Some locum tenens and moonlighting agencies specialize in connecting providers with local locums positions, making it easy for medical professionals to take on locums positions without disrupting their regular lives.
When it comes to compensation, both per diem and locum tenens roles provide an excellent means to earn extra income.
Per diem positions typically offer hourly rates, compensated on a per-shift basis.
Meanwhile, locum tenens positions typically offer competitive compensation packages, including a fixed salary or hourly rates, and sometimes additional benefits like housing.
The level of support provided can vary between per diem and locum tenens positions. Per diem workers are generally integrated into existing teams and are expected to be familiar with a facility and its practices—or to learn them quickly. As such, some per diem work apps have gained a negative reputation for throwing providers into work environments with little support or guidance.
Locum tenens positions can provide a far different experience, especially when providers partner with medical staffing agencies that provide comprehensive support, including assistance with licensing, credentialing, and administrative tasks.
Whether you’re seeking per diem, locums, or moonlighting work, it’s important you seek out a medical staffing agency that will provide you with the tools and resources you need to thrive in your new work environment.
OnCall Solutions is a medical staffing agency, and we're committed to ensuring that providers thrive in their new positions. OnCall Solutions connects providers with their ideal positions, whether those are short-term, per diem, long-term, locums or moonlighting. Our flexible and customizable staffing solutions let you decide the schedule!
With our medical support teams, local model, medical credentialing services, and unparalleled support, providers can capitalize on the full range of benefits these positions offer.
Are you interested in learning more about locums and moonlighting positions? Review our blog for access to all of our resources.
If you want to partner with OnCall Solutions, connect with one of our recruiters today.
Healthcare administrators know how much of a role physician recruitment plays in the continued success of their organizations. In recent years, it’s only become more critical as these institutions overcome the many issues facing the healthcare industry.
Of course, physician recruitment isn’t always easy. Since 2004, OnCall Solutions medical staffing has partnered with healthcare facilities, and over that time, we’ve learned a few physician recruiting tips that can help you attract the best medical professionals.
Is your organization looking to understand better how to recruit physicians? These four physician recruiting tips can help.
The first step to understanding how to recruit physicians is a thorough understanding of your organization’s staffing needs. This involves determining:
When determining your job requirements, the more specific your assessments, the better. Contrary to the common hiring practices of some organizations, vague or open-ended job postings won’t attract a broader audience. In fact, postings that don’t specify requirements for skill sets and qualifications for providers simply mean time wasted on candidates who won’t address your medical staffing needs.
In general, we’ve found the ideal way to attract the best candidates is by being transparent and hyper-specific about your needs from the start. After all, physicians are evaluating a potential workplace as much as they’re being evaluated—and uncertainty regarding their role is a red flag.
The second of our physician recruiting tips addresses another common mistake made during recruitment by medical facilities. Too often, healthcare institutions fail to properly highlight the unique aspects and benefits of their medical facility and location. These might include:
Of course, it’s just as essential to promote your facility's compensation and benefits package, including competitive salary, incentive programs, comprehensive healthcare, and retirement plans. That said, healthcare facilities often forget that providers seek benefits beyond salary.
Healthcare providers are just like anyone else, after all. They want to work in locations they’ll enjoy, with opportunities that allow them to develop and expand their skills.
After drafting a detailed job description and attractive compensation package, you should provide the proper exposure for your postings through various recruitment channels. These include:
Before you begin to advertise your positions, ensure that you already have plans for a smooth application and interview process in place. This typically involves:
Sometimes, additional resources and help are needed! Finding an outside recruiting and staffing partner is often the key to covering urgent gap coverage, and long-term medical staffing needs.
Find an agency that provides national coverage for all physician specialties, and APP coverage, but still small enough that they can customize and tailor solutions specific to your needs.
Are you looking to streamline your full-time, part-time, per diem, locums, and moonlighting physician recruitment? OnCall Solutions provides quality medical staffing services. For nearly two decades, we’ve connected qualified providers with healthcare institutions, simplifying the process of sourcing and screening candidates—and we even help with medical credentialing services.
For more information on how to recruit physicians, check out the resources on our full-time, part-time, locums, and moonlighting Physician Staffing blog.
For facility staffing, please contact us. We’re here to help you solve your facility’s medical staffing issues today.
In response to the recent hospital staffing vacancies, healthcare administrators have sought to improve staffing retention in various ways. While some of these retention strategies have been partly successful, there have also been continuing challenges to solve.
Looking to learn how you can address your hospital staffing shortages? Here, we analyze four strategies healthcare administrators use in 2023 to improve hospital staffing vacancies. Along the way, we determine what’s working about these strategies—and what isn’t.
Like many industries in 2023, healthcare administrators are taking the leap into A.I.-based tools to improve the work conditions for overworked medical providers.
Repetitive and exhausting administrative responsibilities have burdened medical professionals for decades.
Thankfully, some of these A.I. tools are reducing click fatigue and are helping free medical providers for more human-based interactions.
As with many A.I. tools, there are many wrinkles to work out. Also, there’s no replacing the skills and intuitive talents required for medical providers to do their job.
Even those organizations investing in A.I. are quick to acknowledge that this technology is only a tool that can help—not a true solution to hospital staffing vacancies.
Some healthcare organizations are attempting to address hospital staffing shortages with concentrated efforts to provide new training to hospitalists.
When the proper training is identified and implemented in healthcare systems, there can be numerous benefits.
Proper training can help hospitalists with new technology, systemic strategies, or day-to-day tactics to stay efficient and fresh.
Many hospital administrators and providers have the same response: how can we find time for training personnel if we can’t even fill necessary positions on the hospital floor?
It’s a reasonable response. While some training can help, it’s crucial that administrators rigorously evaluate whether particular classes and workshops will benefit staff—and not take away time from already overburdened schedules.
Some hospital administrators seek to develop culture changes from the top down, by evaluating administrative practices and relationships with their staff, hoping to create a more empathetic, healthy, and community-forward work environment.
When polling providers regarding hospital staffing shortages, it’s clear that retention may have as much to do with management as provider payment or hours.
The last thing you want for your organization is a reputation for undesirable managerial strategies—especially as word travels fast in the healthcare industry.
Realistically, top-down systemic change isn’t easy. It often involves years of evaluation, additional training, and culture change.
Hospital staffing shortages are an immediate, pressing issue, so while a shift in managerial strategies can help, combining this strategy with more short-term solutions is essential.
The final strategy healthcare administrators have been using to address their hospital staffing vacancies in 2023 is bringing in qualified locums and moonlighting providers who can help fill the gaps in their organizations.
Across the country, many healthcare organizations effectively use locums and moonlighting medical staff to address worker shortages.
These locums and moonlighting solutions are credited with balancing the medical industry in numerous ways, including saving healthcare organizations money, aiding full-time retention, minimizing burnout, and benefiting patient care.
Not all temporary hospital staffing agencies are of the same quality. While some hospitals have begun using medical staffing apps, they’ve run into shortcomings.
These apps give locums and moonlighting medical staff with little context. As such, providers often find themselves thrown into unfamiliar hospitals with protocols, charting practices, and floor plans they don’t know. The responsibility for supporting temporary staff often falls solely on the backs of the already overworked full-time staff.
To counteract this issue, healthcare facilities should seek out locums agencies that provide medical support teams for their moonlighting and locums partners, so they put their temporary staff in a position to succeed.
In 2023, it’s become clear that hospital staffing shortages are best addressed through options that support medical providers as much as possible. That’s why hospitalist staffing organizations like OnCall Solutions partner with healthcare organizations to provide the healthcare staff they need—along with the medical support required for them to thrive.
OnCall Solutions knows what’s required to improve the conditions in healthcare organizations for providers, administrators, and patients alike--whether it's for full-time, part-time, per diem locums, or moonlighting providers.
Locums and moonlighting nurse practitioner jobs have been gaining publicity for a reason. Locums and moonlighting jobs are helping lessen the burden on full-time staff, reduce medical provider burnout, ensure quality patient care, increase nurse practitioners’ income, and more.
Locums and moonlighting nurse practitioner positions are unique, temporary medical positions throughout healthcare organizations. Because of staffing needs, these organizations are often willing to pay more than their standard rate for locums and moonlighters—and their full-time medical staff is grateful for the extra support. For these reasons, locums and moonlighting nurse practitioners positions have become increasingly popular in the past few years.
But what about the major question: How much do locum tenens nurse practitioners make?
As is the case for any nurse practitioner position, several factors influence the hourly wage for locums and moonlighting nurses. These include:
Experience: Facilities are looking for experienced nurses and are often willing to pay higher rates for their expertise.
Specializations: Locums CNRAs (certified registered nurse anesthetists) and other similar specialists can expect higher wages from facilities in need of their skills.
Location: Urban areas often pay some of the highest wages, but also the heightened demand in some rural regions may mean higher salaries for locums nurse practitioners.
Facility type: Long-term care facilities, emergency rooms, and research facilities vary in their rates.
Shifts and working hours: High-capacity periods, holidays, and late-night hours will often involve opportunities for locums and moonlighting nurse practitioners to earn higher wages.
In 2023, the national average for moonlighting and locums nurse practitioners is $72 an hour. As mentioned above, this rate will vary depending on nurses’ experience and specialization and other factors such as geographic location.
Traditional nurse practitioners average $55 an hour, meaning locums and moonlighting nurse practitioners are getting paid 30% more. There are also many instances of nurse practitioners making well over $100 an hour for moonlighting and locums gigs.
In order to maximize earning potential, it’s essential to take advantage of all the benefits that locums and moonlighting shifts offer, including the potential to strengthen your professional network and build experience in new facilities.
When identifying the ideal locums and moonlighting positions, it's also essential to factor in tax implications and to seek the best options for medical tail coverage.
Finally, we recommend seeking locums jobs where you will be provided qualified support. A drawback of some temporary medical staffing positions is that they throw nurses into unfamiliar healthcare facilities without guidance on charting and protocols. That’s why it’s beneficial to seek moonlighting and locums staffing agencies that aid your adjustment to new facilities and supply you with medical support teams.
At OnCall Solutions, we pride ourselves on providing our partners access to the high income of moonlighting and locums nurse practitioner positions, along with the tools they need to succeed.
Unlike nursing gig apps that abandon locums and moonlighting nurses in unfamiliar environments, we provide medical support teams of licensed doctors to provide guidance on day-to-day medical responsibilities and the healthcare industry at large. We know what medical providers like you need to succeed in new settings.
Are you interested in gaining the benefits of moonlighting and locums nurse practitioner jobs?
Many residents and other healthcare providers look to telehealth moonlighting opportunities as a means to build experience, enjoy flexibility, and make extra income.
This guide can help healthcare providers learn what moonlighting for a telehealth agency looks like, how to determine whether they’re free to work in these opportunities, and how to ensure compliance with their primary employer.
Here’s what you need to know about opportunities for telemedicine moonlighting for residents and other medical providers.
In most scenarios, residents and healthcare providers maintain employment at their primary occupation as they work additional moonlighting hours for telehealth companies. Since telemedicine moonlighting for residents and other healthcare providers can be done from home, these opportunities can cut down on the commute time—and the fatigue—of other part-time medical positions.
This allows healthcare providers to accrue even more income, connections, and experience in the medical field than their primary occupation provides. As such, telemedicine moonlighting jobs are especially helpful for residents looking to get started in the healthcare industry and pay down medical debt early.
Some employer-agreement contracts disallow physicians from taking moonlighting positions altogether, even if they’re telehealth. Unfortunately, if that’s the case, there’s no flexibility in getting around these restrictions, and you won’t be able to make additional income through telehealth moonlighting opportunities.
However, some employers may be willing to negotiate these terms.
Other physicians’ primary employers do not prevent telehealth moonlighting, but their contracts include non-compete clauses or other limitations on where physicians can practice.
In these cases, telemedicine moonlighting opportunities can be a great way to make additional income while staying contractually compliant. Telemedicine moonlighting opportunities can offer providers access to patients outside the geographic reach of their primary clinic’s patient pool. That way, they don’t break any non-compete clauses.
The flexibility of telehealth moonlighting for residents and other healthcare providers is one of the best benefits of the job. Many telehealth physicians easily schedule their moonlighting appointments at times that work best for them.
When scheduling, it’s important to keep in mind that some contracts with your main employers will prohibit residents from working moonlighting shifts too closely to regular shifts. Thankfully, your locums and moonlighting telehealth staffing agency can help.
At OnCall Solutions, we pride ourselves on the unmatched support we provide our locums and moonlighting professionals, whether they’re working in clinics or telehealth settings. Our team is run by profressionals who know the business of the medical industry and understand the day-to-day realities of working in healthcare. Through our physician staffing solutions, we’re committed to helping improve the healthcare industry for providers, clinics, and patients alike.
Do you have questions about whether you qualify for telemedicine moonlighting opportunities? Our experts are more than willing to help out.
Moonlighting and locums tenens staffing agencies help healthcare facilities address provider shortages, reduce worker burnout, and lower operating costs. The combination of these benefits allows healthcare facilities to stress less and focus more on the quality of patient care.
But with a hyper-local staffing method, a moonlighting and locum tenens company can benefit healthcare facilities even more.
For instance, by using a local staffing model, OnCall Solutions consistently saves healthcare organizations 25 - 40% compared to other locum tenens staffing agencies.
But how exactly do local locums and moonlighters save healthcare facilities money, and what other benefits do a local model offer? Here are three keys to why local locum tenens staffing agencies help healthcare facilities the most.
Relocation costs for out-of-town locums and moonlighting staff can be significant, even for short-term moonlighting locums jobs. These plane fare and room costs can significantly cut into the resources of healthcare facilities, especially when administrators are overseeing already tight budgets.
Local moonlighting and locum tenens staffing agencies minimize these expenses by identifying qualified physicians and clinicians nearby. These qualified healthcare providers can cover shifts with far fewer costs associated with relocation, allowing significant savings to healthcare facilities.
Local healthcare providers are more familiar with a healthcare facility’s community, and as such, they often provide unique and essential care.
Being more familiar with a patient community allows healthcare providers to be more aware of a particular region's social, economic, and environmental conditions—some of which may even play a valuable role in diagnoses and appropriate treatment. Additionally, that familiarity can help lead to a stronger sense of shared community and commitment.
That increased quality of care can result in shorter lengths of stay, improved efficiency, and reduced operating costs.
Healthcare administrators know firsthand how a healthcare facility’s time and resources can be lost due to charting errors and omissions—and how they can seriously impact the quality of care.
To help, hyper-local locums and moonlighting staffing agencies don’t just equip healthcare facilities with local temporary staff. They also provide local support and oversight.
With a local locums and moonlighting staffing agency like OnCall Solutions, an onsite, dedicated Chief Medical Officer or Medical Director will assist our providers with clinical oversight. These support teams hold providers accountable by ensuring quality and accuracy in appropriate documentation in a timely manner.
OnCall Solutions offers qualified local physicians and national support resources, allowing healthcare facilities to maximize patient care while minimizing costs.
With our hyper-local model, OnCall Solutions amplifies the savings that locums companies provide healthcare facilities. Our turn-key solution provides credentialing, operational and billing expertise—with local, dedicated Chief Medical Officer leadership—ultimately ensuring your facility’s continued quality.
Are you interested in learning more about locum tenens and moonlighting services? Would you like to request our local, qualified staff for your healthcare facility?