PRESS RELEASE | SullivanCotter Co-Sourcing Services Help Health Care Providers Address Labor Shortage, Add Critical Skills and Optimize HR Resources
September 14, 2023 – MINNEAPOLIS – SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of total rewards programs, workforce solutions, and data products for health care and not-for-profits, has announced its new co-sourcing services, designed to address the health care labor shortage and maintain critical skills needed to keep providers running at peak performance.
This offering allows SullivanCotter clients to access the expert resources of SullivanCotter as an extended version of their internal teams without the associated costs of insourcing. Unlike traditional outsourcing, co-sourcing combines the skills of both internal and external professionals, giving teams external resources that build on and enhance existing internal capabilities.
“Co-sourcing services allow organizations to access expertise as needed in areas we’ve consulted in every day. Our highly flexible services can be customized to meet each client’s unique needs, maximizing the value of their investment,” said Ted Chien, President and CEO of SullivanCotter. “Our goal is to deliver efficient and sustainable solutions that enable our clients to reach their highest potential.”
Health systems nationwide struggle to meet staffing requirements and establish a sustainable pipeline of future talent. Persistently high turnover rates, escalating burnout levels, and an overwhelming demand for patient care that surpasses the available supply are all factors.
“These ongoing challenges impose a substantial burden on HR teams but also open the door to a flexible co-sourcing approach. A lack of proper staffing can result in a lack of focus on critical operational needs, so the importance of finding effective solutions and ensuring consistency and quality in the service delivery cannot be understated,” emphasized Cathy Loose, Practice Leader of Employee Workforce Solutions at SullivanCotter.
Co-sourcing/interim services offered by SullivanCotter include:
Compensation Planning: Review salary structure and model costs, identify areas for improvement and recommend compensation adjustments.
Survey Operations: Facilitate annual benchmarking by managing employee survey submissions, mapping client jobs to appropriate survey matches, auditing/peer reviewing facts, maintaining market-standard compliance and more.
Portfolio Management: Track and administer ongoing changes to survey job profiles, coordinate with survey vendors to ensure successful implementation, and effectively manage multiple survey platforms on the client’s behalf.
Market Analysis: Conduct competitive analysis and compare organizational practices to market benchmarks – including access to SullivanCotter’s proprietary Benchmarks360™ workforce compensation and performance insights platform.
Market Insights: Provide strategic insight on market trends, including annual pay structure movement and merit adjustments.
Job Descriptions: Support documentation needs associated with creating new roles or revisions to existing roles, aiming to market price and evaluate roles upon completion.
Interim Support: Provide strategic support via a dedicated SullivanCotter Consultant to deliver ad-hoc advisory services, train new hires, and provide various operational and tactical compensation services.
SullivanCotter offers additional specialized services tailored to meet client needs through co-sourcing, including essential initiatives such as Pay Equity and developing and maintaining governance structures.
For more information about SullivanCotter co-sourcing, please visit www.sullivancotter.com, or contact us via email or phone at 888.739.7039.
About SullivanCotter
SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights, expertise, and data products to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values.
Modern Healthcare | 2023 Annual Physician Compensation Article
SullivanCotter featured in Modern Healthcare’s annual physician compensation issue
The latest trends in physician compensation
Physician compensation is on the rise as provider organizations try to attract more doctors in a tight labor environment. The industry is still responding to post-COVID-19 pandemic market dynamics, according to companies that responded to Modern Healthcare’s 2023 Physician Compensation Survey, which analyzes data from nine staffing and consulting firms. As patients return for deferred procedures, burned-out doctors are taking a step back from work and students are rethinking career options, creating supply-demand mismatches.
To recruit more physicians, providers are turning to higher base salaries, in addition to sweetening the deal with signing bonuses or educational opportunities. Productivity remains the largest factor in calculating total compensation, but employers are also incorporating quality metrics, recruiting and consulting.
Featuring data and insights from both SullivanCotter’s 2023 Physician Compensation and Productivity Survey and 2023 Medical Group Compensation and Productivity Survey, Modern Healthcare discusses five trends that emerged from this year’s Physician Compensation Survey.
Looking for additional data and benchmarks?
SullivanCotter recently released its annual Physician Compensation and Productivity Survey Report. For more than 30 years, this survey has been and continues to be the largest and most comprehensive physician compensation survey published. With data reported on over 306,765 physicians, APPs and PhDs, this survey continues to lead the market in all areas – sample sizes, contemporary and emerging pay practices and the number of specialties and position levels surveyed.
Fill out the form below to download full article.
INFOGRAPHIC | Workforce Size
As health care organizations look for better ways to optimize care delivery and improve performance, effectively managing the size, shape and complexity of the workforce remains a key initiative. Understanding workforce growth and distribution across different job families is also important and can play a key role in effective workforce planning. Featuring data from SullivanCotter’s Workforce Metrics Benchmark Survey Report, this infographic features insights on workforce size to help your organization navigate health care workforce staffing challenges.
INFOGRAPHIC | Workforce Demographics
As important diversity, equity and inclusion (DE&I) initiatives remain a top priority for health care organizations nationwide, many are looking for greater insight into the diversity of their employee populations as represented across race, gender and other demographic characteristics. Featuring data from SullivanCotter’s Workforce Metrics Benchmark Survey Report, this infographic features demographic insights to help your organization navigate health care workforce staffing challenges.
INFOGRAPHIC | 2022 Physician and APP On-Call Compensation Survey
As clinical care settings and practices continue to change in a rapidly evolving health care environment, many organizations are expanding or evaluating their provider on-call programs. Designing effective arrangements to support this demand is critical and starts with gaining access to the right data.
With over 280 participating organizations providing information on nearly 2,950 individual call contracts, the 2022 Provider On-Call Compensation Survey provides hospitals and health systems with the data they need to help address complex call pay issues, negotiate contracts and evaluate physician fair market value.
View highlights from the 2022 results to learn more!
Looking to again access to the latest benchmarks? The 2024 survey is now open for participation!
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INFOGRAPHIC | 2023 CRNA Compensation and Pay Practices
Compensation for certified registered nurse anesthetists (CRNAs) continues to increase at rates greater for those than of nurse practitioners and physician assistants. This increase reflects the effort organizations are making to address labor shortages for this in-demand specialty and manage increasing surgical volume.
SullivanCotter’s Advanced Practice Provider (APP) Compensation and Productivity Survey provides critical base salary and total cash compensation benchmarking information for APPs, including CRNAs. The survey features detailed insight into CRNA-specific pay practices. View highlights from the 2021-2023 survey results to learn more.
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INFOGRAPHIC | CMS Proposes Further Delay in Split/Shared Billing Changes
On July 13, 2023, the Centers for Medical and Medicaid Services (CMS) announced the proposed rule to further delay the use of the time-based methodology for billing split/shared visits until “at least” January 1, 2025. Organizations can use this time to identify the areas most impacted by the future changes and find opportunities for improved access and throughput by optimizing the care team.
This insightful infographic provides an overview of the split/shared billing timeline. It also highlights three main focus areas that organizations are looking closely at in order to plan for the pending changes, as well as what challenges should be considered.
The 2023 survey is now open for submission! Register to participate in this year’s survey to gain access to critical compensation market data, information on key employee workforce practices, and insight into emerging industry trends.
INFOGRAPHIC | 2023 Executive Compensation Planning
SullivanCotter can help your organization design a comprehensive executive compensation program.
Remaining competitive in a challenging and dynamic health care environment requires an effective compensation strategy to attract, retain, and motivate top executive talent. Designing a comprehensive executive compensation program can support both your current and future leadership team by:
- Revisiting the compensation philosophy
- Assessing and addressing talent and succession risks
- Evaluating the effectiveness of incentives and benefits
Interested in learning more?
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Executive Compensation and Governance Considerations for Health Systems
Priorities for health systems and compensation committees for 2023 and beyond
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Faced with increasing financial pressure, growing demand for executive talent, rising pay levels, and intense scrutiny of executive compensation within not-for-profit health systems, compensation committees are delicately balancing financial, operational, talent, and governance risks in their executive compensation programs in this difficult environment.
Featured in The Governance Institute’s July E-briefings, Bruce Greenblatt, Managing Director, SullivanCotter discusses four key priorities compensation committees should consider to ensure their recruitment, retention and rewards objectives are met.
INFOGRAPHIC | 2023 CRNA Pulse Survey
SullivanCotter recently surveyed National APP Advisory Council and Large Clinic® Group members to capture the most current and relevant CRNA pay practices.
As organizations work to recruit and retain CRNAs, understanding growth expectations and changes in compensation will provide organizations with critical information to keep pace with this quickly moving market.
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Modern Healthcare | The Latest Trends in Executive Compensation
SullivanCotter featured in Modern Healthcare’s annual executive compensation issue
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As hospitals and health systems continue to navigate a constricted labor market and challenging economic environment, they must also focus on recruiting and retaining executive-level leaders with the right mix of skills to oversee increasingly complex organizations.
Featuring data and insights from SullivanCotter, Modern Healthcare's annual executive compensation article explores the latest trends that health care organizations should consider.
Market Drivers for Value-Based Primary Care Physician Compensation Models
As featured by the American Association of Provider Compensation Professionals (AAPCP)
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To support the achievement of the Triple Aim goals, The Centers for Medicare and Medicaid Services (CMS) set forth a plan to shift Medicare’s reimbursement methodology from a volume-based system to a value-based system. Given evolving CMS reimbursement methodologies and innovation programs, along with the growing adoption of Medicare Advantage plans and local market opportunities for commercial payer APMs, health care organizations are increasingly implementing provider compensation plans that support the behaviors needed to perform well under value-based reimbursement methodologies. As such, incorporating team-based methodologies and the consideration of panel management is a growing trend.
In this article, published by the American Association of Provider Compensation Professionals (AAPCP), SullivanCotter highlights a case study that includes:
- Defining the Team in Team-Based Care
- Anticipating the conversion from fee-for-service to risk-based primary care services in a large community-based health care system with a significant commercial payer relationship
- Evolving their primary care delivery model from a physician-centric approach to a team-based approach to achieve organizational value-based care delivery goals
- Assessing the regulatory requirements and Fair Market Value (FMV) implications for these compensation arrangements
Originally published by the American Association of Provider Compensation Professionals
SullivanCotter Provider Needs Assessment Services Help Match Clinical Resources with Localized Demand
Interactive cloud-based application provides health care organizations with data-driven insights to develop effective physician and Advanced Practice Provider workforce plans
June 28, 2023 – CHICAGO – SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of rewards programs and workforce solutions for the health care industry and not-for-profit sector, has made adjustments and enhancements to its Provider Needs Assessment (PNA) services to better help hospitals and health systems as they build strategic workforce plans to support service line expansions, care team development, and population health initiatives, while managing for optimal cost and efficiency.
PNA includes three distinct service offerings: PNA Base, PNA Pro, and PNA Enterprise, which provide access to market-specific provider supply and demand data to inform strategic growth planning. For example, zip code-level data can indicate a growing need for specific health services based on aggregated localized claims data, helping health organizations identify opportunities to grow and better serve communities.
Recent enhancements to SullivanCotter’s dynamic PNA application include:
- Incorporating Advanced Practice Provider (APP) supply and demand information with physician data
- Refining and expanding the PNA provider specialties, aligned with SullivanCotter benchmarks
- Updating population demographics and demand utilization with the latest 2020 U.S. Census data projections
- Applying additional rigor to the study of underlying claims data for a more precise demand calculation
- Integrating a provider mapping tool to visualize FTE provider counts by specific location
- Introducing a report generation tool that publishes and archives assessment results
- Combining the quantitative studies with qualitative assessments and SullivanCotter consulting support to develop provider workforce plans
To meet the needs of all health care organizations, SullivanCotter now offers three distinct levels of services:
PNA Base is structured for an individual hospital and uses an advanced supply and demand methodology to determine net physician needs for client-defined service areas.
PNA Pro supports multiple hospitals with large or shared geographies. It includes additional provider supply research and allows for the incorporation of client-provided provider rosters. The supply data is call-verified for increased accuracy and to provide a comprehensive review of physicians and primary care APPs to determine net need.
PNA Enterprise is the most comprehensive PNA service available to hospitals and health systems. It includes a researched and call-verified supply of providers, comprising an expanded set of APP specialties. It incorporates both the determination of the quantitative net need for custom geographies as well as qualitative analyses to better understand the dynamics of each market, service line, and specialty. PNA Enterprise offers workforce planning insights by tiering recruitment priorities through a series of interviews, studies, and facilitated planning sessions. This culminates in the delivery of a well-defined provider workforce plan.
“Amid an ongoing health care workforce crisis, access to detailed market-specific physician and APP supply and demand data and custom analyses is crucial as leaders optimize clinical resources. Our enhanced PNA services allow organizations to segment provider team needs, enabling them to identify the right numbers and types of providers required to deliver high-quality, affordable, and accessible care that more closely meets their market needs,” said Mark Ryberg, Managing Principal and Physician Workforce Practice Leader, SullivanCotter.
How SullivanCotter Can Help
Along with PNA services, SullivanCotter helps clients improve their physician and APP planning process with PNA application support, subject matter insights, data review guidance, application training, and use case scenarios. SullivanCotter’s PNA services combine data-driven technology, industry-leading benchmark data, and years of physician and APP workforce consulting experience to provide organizations with the information and insights they need to inform key service lines, practice, and payer strategies in an evolving health care environment.
To learn more, request a demo, or view a full list of features and functionality, visit sullivancotter.com/PNA or call 888.739.7039
About SullivanCotter
SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision, and values.
Measure, Assess and Improve Medical Group Performance
Performance improvement and optimization efforts will remain an ongoing focus for many organizations
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Last year, hospitals and health systems experienced some of the most significant financial challenges since the start of the pandemic. Hospital margins are still tracking low into 2023 and, with declining reimbursement and lower patient volumes, this is likely to continue for the foreseeable future. As a result, many organizations are considering how to effectively evaluate performance across all of their assets and especially within the medical group.
Medical group performance can greatly influence the success of a hospital or health system and is critical to maintaining financial sustainability as market pressures continue to mount. In this article, published by the American Association of Provider Compensation Professionals (AAPCP), SullivanCotter highlights:
- The key characteristics of a successful medical group
- Best practices in measuring, assessing, and improving performance across the care continuum
- How compensation serves as an important component of this process
Originally published by the American Association of Provider Compensation Professionals
The Governance Institute | Academic Health Focus
Navigating Provider Compensation in a Competitive Landscape
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Recruiting and retaining both physician faculty and advanced practice providers (APPs) has emerged as a significant challenge for academic medical centers (AMCs) across the United States. The convergence of labor markets and care delivery models require more frequent updates to the principles and philosophies guiding physician faculty and APP compensation. AMCs are adopting a more strategic approach to physician faculty and APP compensation that supports recruitment and retention, enhances the AMC’s tripartite mission, and supports long-term sustainability.
In an article written for The Governance Institute, SullivanCotter’s Jason Tackett, Managing Principal, and Zachary Hartsell, Principal, discusses the transformational strategies needed for a more proactive and sustainable approach to physician and APP compensation
SullivanCotter Launches New C3 Nonprofit Consulting Group
Partnering with the world’s most impactful organizations to navigate people and culture solutions
CHICAGO, May 17, 2023
SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of total rewards programs, workforce solutions, and data products for the health care industry and nonprofit sector, has launched its C3 Nonprofit Consulting Group, forming a distinct business whose mission is to partner with the world’s most impactful nonprofit organizations to navigate people and culture solutions.
According to the National Council of Nonprofits, America’s 1.3 million nonprofits play a fundamental role in creating more equitable and thriving communities, fostering civic engagement and leadership, driving economic growth and strengthening the fabric of society. Largely due to the significant wage gap that exists between for-profit and nonprofit employers, nonprofits have historically struggled to attract and retain high-performing leaders and staff. This can negatively impact retention, limit which individuals can afford to work at nonprofits and even reduce the health and diversity of employees. C3 Nonprofit Consulting Group was formed to foster change in the nonprofit sector.
C3 Nonprofit Consulting Group partners with the world’s most impactful orgs to navigate people and culture solutions.
Nonprofits require specialized expertise
SullivanCotter has worked with tax-exempt organizations within and outside health care for more than 30 years and is widely recognized as the leader in workforce performance consulting and data solutions. Although the demand for specialized services and support for 501(c)(3), 501(c)(4) and 501(c)(6) institutions has rapidly increased, strategies for compensation and other workforce rewards have not advanced alongside this demand.
“With a heightened interest in addressing pay equity, building equitable workplace strategies and advancing important diversity and inclusion initiatives, many of our nonprofit clients are early adopters keen on paving the way. As a result, SullivanCotter’s Not-for-Profit Practice was thriving, and we believe that building a separate entity devoted exclusively to partnership and guidance in this sector will help more organizations propel their mission forward,” said Ted Chien, President and CEO, SullivanCotter.
Grounded in 100+ years of collective expertise in compensation and total rewards, regulatory compliance, talent management and equitable workplace strategies across all industries, C3 combines boutique attentiveness and an unparalleled nonprofit focus built on the proven, longstanding resources of SullivanCotter.
“We’ve served nonprofit clients outside of the health care industry for decades and we’re thrilled to be moving forward as a new and dedicated entity, continuing to provide the world’s most impactful organizations with best-in-class strategies, resources and insights. Our vision is to lead with purpose, embrace our clients’ missions as our own and help them implement meaningful change designed to optimize the workforce and accelerate impact,” said Nanci Hibschman, Managing Principal and Division Leader, C3 Nonprofit Consulting Group.
C3 will serve private and community foundations, charities and service organizations, policy, advocacy and research institutes, colleges and universities, arts and cultural organizations and more.
For more information on C3 Nonprofit Consulting Group visit us at www.C3NonprofitConsulting.com or contact us at 888.739.7039.
About C3 Nonprofit Consulting Group
C3 Nonprofit Consulting Group is an advisory services firm focused exclusively on helping nonprofit organizations unleash the full potential of their people. We partner with nonprofits to design competitive compensation and rewards programs, build equitable workplace strategies and implement talent programs designed to propel their missions forward. C3 is here to help the nonprofit workforce thrive.
Contact: Becky Lorentz
SullivanCotter
beckylorentz@sullivancotter.com
314.414.3719
Jenni Bowring
Padilla
jenni.bowring@padillaco.com
651.226.3858