ARcare Provider Benefits

At ARcare, We Treat Our Providers
Like Family

Because Community Health Begins
With You.
See Our Open Positions

When you become a part of the ARcare family, you become more than an employee; you become a member of the community that you serve. As an ARcare provider, you will enjoy these benefits:

You will also enjoy a liberal benefit package, which includes:

• Private non-profit culture focused on personal/job satisfaction, shared values, family, education, community involvement, long term viability, sustainability, and success in the pursuit of excellence.
• Work that is conducive to a balanced lifestyle of work, free time, personal recognition/reward, career advancement+compensation for loyalty/longevity
• Competitive salary (salary or hourly depending on your needs) with annual compensation surveys/review, plus an incentive for working in a rural, medically underserved area and population.
• Productivity bonus
• Loyalty bonus for all FT employees (based on hours worked/years of service)
• Medical insurance with option of Health Savings Account
• Dental insurance coverage
• Employee/family clinic services without fee
• Vision insurance
• Life Insurance
• Long & Short-term Disability Insurance
• Retirement Plan
• Regular Work Hours/Schedule
• Malpractice Coverage (FTCA and Wrap around)
• Paid Holidays
• Paid Vacation
• Paid Sick leave
• Travel reimbursement
• CEU/CME allowance/reimbursement
• Licensure/Professional Dues/Subscription Allowance
• In-House Trainings (CPR or other required trainings)
• Opportunity for outside practice/income
• Opportunity for extra pay for work outside regular hours (ie Saturday clinics)
• Loan Repayment plans (Eligible for NHSC loan repayment)
• Tuition Assistance programs/access to higher education
• Promotion from “within”
• Mentoring Program—provision of another experienced company employee to assist the new employee in all aspects of beginning a successful and rewarding career with the organization. The goal is to assist the new employee with orientation to the organization, building a working relationship with the new employee, fostering employee satisfaction, and serving as a resource for ongoing questions.
• Light first-call schedule (average 1week/7 days every 26 weeks)
• Feedback Plan—needs assessment, employee satisfaction surveys, exit interviews)
• Preceptorship/Teaching Opportunities
• Established patient base
• Support of all ancillary staff/back office functions
• Electronic Medical Records
• Community involvement and leadership opportunities
• Collegial Support
• Up-to-date/Quality Facilities and Equipment
• Annual review/opportunity for pay increase.
• Annual review of travel related expenses/adjustment prn.
• Long Term Retention of professional staff and leadership.
• Network of support—specialists, hospitals, hospice, home health, LTC facilities,
• education, child care.
• Private Not for Profit organization with stable history/financial base.
• Community/State/National recognition for excellence.
• Fostering of “Buy In” to the company mission, vision, values—continuous,
• effective communication and an “inclusionary” mind set which fosters worth, job
• satisfaction, and a sense of accomplishment.
• Recognition and Awards:
• Staff recognition awards for years of service, special effort, excellence
• Staff social events
• Annual company meeting during work hours/days
• Staff training on new processes/equipment
• Birthday recognition
• Staff suggestions and ideas for improvement
• Personal or family accomplishments
• Employee of the Year

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