Workforce Compensation and Performance Improvement Resources

A comprehensive performance assessment and improvement plan should be considered if your organization is not meeting the objectives of the Quadruple Aim, lacks an effective physician leadership structure, or requires adjustments to physician compensation to help drive desired outcomes.

A comprehensive review of current compensation practices can serve as the foundation for driving performance in an increasingly complex operating environment.

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.

Featured in Fierce Healthcare, SullivanCotter’s President and CEO, Ted Chien, outlines the importance of utilizing robust data and benchmarks to build a more resilient workforce model that helps support the delivery of high-quality care and enhance financial sustainability.

Market pressures continue to test the financial sustainability of health care organizations nationwide. To succeed in a rapidly evolving marketplace, health systems, medical groups and physicians must work together to develop a more intentional and comprehensive affiliation strategy to help drive performance and improve outcomes.

With the appointment of Zachary Hartsell as the firm's APP Market Leader and the addition of new consulting talent Lacey Buckler and Hadley Powless, SullivanCotter continues to build out a team of highly specialized experts and industry leaders in APP workforce compensation, utilization, care delivery and workforce planning.

Health care organizations are in an ongoing workforce crisis, and they continue to struggle with high turnover, employee burnout, wage pressure and other recruitment and retention challenges – all of which have driven up the cost of labor, increased the competition for talent, and forced organizations to consider the relationships between workforce design, talent, compensation, and performance management.

Changes to the Physician Fee Schedule have materially impacted the most recent set of physician compensation and productivity benchmarks. As a result, year-over-year comparisons of survey benchmarks require special review and must be carefully considered when incorporating insights into workforce planning and compensation decision-making.

Struggling to understand the recent changes to split/shared billing and how it will affect physician and APP workflow? View a timeline of past and upcoming changes to help properly plan for and address the pending modifications.