Amanda (Host): Welcome to the Women's Health Perspectives podcast.
Today we're focusing on a topic that's top of mind for many OB GYN practice teams.
How can we meaningfully expand capacity and support physicians?
We're taking a closer look at how care centers have incorporated
advanced practice providers into their teams to do just that.
Many are hiring apps to manage demand support, physician workload,
and increase access to care.
We'll discuss what prompted the change, how responsibilities are
structured, what works well, And what to consider before adopting this model.
Let's get started with our guests, OB GYN physicians, Dr.
Mark Palazzolo, and Dr.
Steven Soba, who is also medical director, UWH of Texas.
Welcome to you both.
Mark Palazzolo, DO: Thank you very much really appreciate you
having us on this morning, Amanda.
Amanda (Host): Dr.
Palazzolo, you are in Florida.
Dr.
Soba is in Texas.
So I wanna ask you both this first question, what was the primary driver
for adding apps to your practice?
Mark Palazzolo, DO: Very good question and very appropriate to start there,
you kind of hit on a couple of the topics in your introduction.
The biggest issue that we have is actually a physician
shortage, specifically in Florida.
Florida is one of the fastest growing states, so we have
a deficit in physicians.
Recruiting of physicians is very difficult right now.
what we're seeing is a population growth of about 1.5%
per year.
The other thing that we have is we have.
Physicians that are retiring.
And so we have OBGYNs that are retiring and we're not graduating enough.
And so we actually have a deficit of about 10% that'll come in 2030 of a shortage.
So we had to look at alternatives on how we can grow our practice, maintain
quality of care, get the patient's the access of care that they need.
So that was kind of our, real driving force, but it turns out to be
much greater and better, than that.
If I could just briefly talk a little bit about my specific practice.
we, in our practice have 14 apps.
We have overall 38 providers, but a very large presence.
And we're kind of across the board, meaning we have certified nurse midwives,
we have physicians assistants, And we also have, nurse practitioners.
So we have, uh.
Plethora of different types of apps, and they all are very
complimentary to what we do.
main reason is you also want the physicians to practice
at the top of their license.
So that's a very important concept too.
And so we have different models that we do to make sure that everyone is
effectively taking care of patient's, And we really wanted to have a sustainable
practice that was future proof.
and reduce the burnout of our physician.
So because of that, we've been able to incorporate it
into our practice very nicely
Amanda (Host): Well, Dr.
Soba, you are in a different market.
What was the primary driver for initially adding apps to your practice?
And maybe you can talk too a little bit about how you and your
team currently partner with apps.
Steven Suba, MD: In our market a little less mature than Dr.
Palos when it comes to the use of the a PP, specifically with the
midwives, but also nurse practitioners.
we've had midwives within the practice, but mainly managing in the hospital.
So we had midwives in the hospital managing labor and
delivery And the activity.
but then two years ago, we had two physicians out with, leave
And the volumes were there, so we transitioned to bring them into
more of the clinical setting.
So we kind of have the two models where one's focusing on the care in
the hospital, but also taking up volumes to make up for, in our case,
the temporary lack of providers.
We have a relatively younger practice.
there's only one of us over 60 and you're talking to 'em right now, And
the rest of whom are all in in the lower end of the age bracket, which
also means they have responsibilities outside of the office and family.
people are talking about the work-life balance being an issue.
I think that's where the integration of the apps to offset some of
the volumes and economically.
Keeping everybody whole has been something we've realized in our
our limited experience right now.
but as we're beginning to grow and expand, the, the lack of, being able to, not
really lack of able to recruit, but being able to recruit, being able to present a
model where there's a team that's on call and that's the biggest, I think part of it
is not just the clinical responsibilities, but Whether you're doing 12 hour shifts,
in general practice or 24, I think there are still some doing 72 hours.
the ability for, in our case, the midwives to come in and assist and help
offset some of the labor, time in the making rounds in the morning, And then
managing active laboring patient's as well as collaborating in the delivery.
Shifting all the deliveries over the midwives, but there are,
patient's who, meet the midwives and it's a different version of care.
Amanda (Host): Dr.
Paolo, what are the biggest benefits you've experienced from this model?
Mark Palazzolo, DO: so the benefits are really improved access.
We were to a point where there's a waiting time for our patient's
to get into the office, and there is, a concern about access to care.
prenatal care is one of the most effective form of preventative medicine,
but it only works if we can get our patient's in, in a timely fashion.
So we definitely have.
Increased access to care, which is very important.
another one is increased patient satisfaction.
They enjoy having the ability to have different conversations
with different providers.
our, apps have a little bit more time in their schedule
to work on patient education.
Answer questions.
And so that dynamic that we have works out very well.
like Dr.
Uba, we used a team-based collaborative model, meaning
that we don't operate in silos.
our patient's, see the physicians as well as the apps, And the office
setting are, the apps focus in on basic.
prenatal care of our low risk patient's, preventative medicine, as well as routine
management of some, GYN conditions.
And that allows, And we have escalation pathways in place so that we can get
the patient's to the right provider.
And it's also led to, increase, efficiency without any loss of quality.
We always wanna make sure that our quality of care and patient
satisfaction maintains where it is.
So what we're finding is a strong patient acceptance.
I've had patient's that have been mined for, 18 years.
And it's lovely when I see 'em walk down the hall and, and they give me
a thumbs up or they're happy with the care they received from one of our apps.
So that's been an excellent kind of surprise in this.
and it's really improved team morale And so all the providers on the team are
really satisfied with, how we've been able to incorporate this into our care.
Amanda (Host): So there were some big benefits you were expecting,
but some surprises as well.
Was that true for you, Dr.
Suva?
Steven Suba, MD: Absolutely.
I couldn't have said it better.
You see things that come about with the relationship that the
patient's have with our apps.
And, watch that develop and complement the model you already had in
place.
Amanda (Host): Well, Dr.
Suva staying with you, what advice would you give to a peer
hesitating to add an a PP model?
Steven Suba, MD: I'd say identify where the concerns are of the individual, what
their needs are And what they're targeting with the expansion in addition of an a PP,
adding 'em in clinic volumes if they're having a tough time to recruit, seeing
if there is a manner in which they can work with what's going on in the hospital
And the volumes, what's their biggest stress point, from that standpoint.
Identifying and knowing what you're recruiting for.
I think there are some preconceived ideas.
I guess the best way of putting it, that it'll remove the responsibility or
maybe give too much responsibility and, ownership of issues to the physician when,
I've often used it as a model of back when we were residents, no matter how long ago.
as a fourth year chief resident, you had responsibilities and owned that, and
you trusted those that were the third and second year residents below you.
there were issues they wanted to cover and there were ones that they
didn't want to and came to you that.
I think that's just getting the understanding of how
the model works in Texas.
Unfortunately, most of the markets, there's not been a
big involvement with apps.
Gradually it's, been evolving though.
Amanda (Host): We mentioned from the patient side all the
benefits there have been, Dr.
Palazzolo, what has been the most challenging aspect?
Is there a downside to adopting this model?
Mark Palazzolo, DO: whenever you start something new, there's always
challenges, but you always wanna turn those into opportunities to improve
outcome and patient care and improve cost effectiveness of the practice and be good
stewards, for our insurance partners.
Uh, the biggest challenge is to make sure that we invest in onboarding and
mentorship of our new, midwives or nurse practitioners or physician's assistants.
We want to make sure that everyone is on the same page And that
they understand that we will all work collaboratively together.
And then the flip side is for the physicians too.
one of my physicians made a comment to me that said, Hey, Dr.
Palazzolo, I, I don't feel comfortable with this.
I feel like I'm training my replacement.
Is what she said to me.
And so we had to do a redirect on that and say, really This is not a replacement,
This is an augmentation of the practice so that we can give better patient care.
So I think making sure that everyone is aligned and commuting appropriately,
Those are the biggest challenges.
I think it's important to understand the scope of what you need in your practice
and make sure that you have the right fit And the right hire the first-time.
So what I've learned over the time is that it's actually better to
have more people involved in the interviewing process, that way we
can make sure we have the right fit.
For the bright position that we're filling for if it's hospital
based or if it's office based.
So, all in all, there are definitely some challenges, but it's definitely worth
it, for the smiles on our patients' faces and we're able to get them in quicker.
And then the team morale that's been improved and better work-life
balance for our physicians.
Amanda (Host): Dr.
Suva, would you add anything to that?
Steven Suba, MD: the only thing I might add is when looking at the
midwifery model, having, experienced.
Within the last 10, what 10 years ago, brought in a large
group of, birth center midwives.
And there's a cultural difference between birth center and hospital-based midwifery,
found not just for the physicians themselves, but for the nursing staff
of the hospital in labor and delivery.
be prepared and be aware of that fact.
I think whenever you're bringing in the midwives, as Dr.
Zalo said, both with your providers so they understand the relationship
going in and you have champions, but what we experienced, a, a number
of years ago was a cultural shift, I guess is a kind way of putting it.
But you know, right now our midwives are being led by, someone who's
been involved in midwifery for don't wanna age her, but quite a while,
and trained at a university center.
and there's also a distinction with certified nurse midwives And then
some experiences, especially with.
Maybe more senior physicians, I guess, would be the kind way of
putting that, with the late midwifery experiences, you know, in the past.
And currently it can still happen.
So I think that's the one thing that off putts a number of individuals whenever
the first-time they, they've heard about this and trying to introduce 'em.
Amanda (Host): Yeah, And as Dr.
Palazzolo has said, there are always adjustments to be made when you make
improvements, but it sounds like this very collaborative approach is working well
on both sides and communication is key.
Well, thank you both for helping us understand how apps work and how these
models work, and how they can be adapted to the needs of each individual community.
Mark Palazzolo, DO: Yes.
Thank you for your time.
Such an important topic, and at this point in our practice, we could not
move forward without our awesome apps.
They're an awesome compliment and augmentation to our, our,
our group, our physicians, and most importantly our patient's.
So thank you for such an important topic.
Amanda (Host): and thanks for joining us for today's discussion.
If you're considering adding an a PP to your team, remember that Unified provides
structured support including up to $50,000 in funding for eligible growth hires
to help make recruiting and onboarding more accessible for care centers.
To explore whether your practice qualifies or to start the request process, reach
out to the provider recruiting team.
They're here to guide you through each step and help you determine if an a PP
model is the right fit for your practice.
Thanks again for listening, and we'll see you next time.