Workforce Compensation and Performance Improvement Resources

There are several statistical methods used to examine pay equity between select groups. However, all attempt to achieve the same ends of controlling for differences between groups when analyzing the compensation between those groups. Thus, if the groups are equivalent in all relevant respects, would they (e.g., men and women) be paid the same?

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.

Utilizing data from SullivanCotter’s 2022 Workforce Metrics Benchmark Survey – which includes information on 10 job families, 6 career level stages, and 3 demographic groupings – organizations can reevaluate their employee workforce planning and distribution efforts to help offset rising costs and create a more sustainable workforce architecture.

Health care is in the midst of an ongoing workforce crisis as the demand for care is outpacing the supply of labor. To help fortify the nation's health care system by building a sustainable pipeline of future talent, Ted Chien, SullivanCotter's President and CEO, discusses how hospitals and health systems can meet this challenge through smarter technology, resilient teams, and excellence in leadership.

SullivanCotter’s 2022 Health Care Staff Compensation Survey includes data from nearly 1,300 organizations on more than 1.2M individual employees- providing organizations with critical compensation market data, information on key employee workforce practices, and insight into emerging industry trends.

SullivanCotter Holdings, Inc., the nation’s leading human capital information management holding company for health care and not-for-profits/tax-exempt organizations, announces several important new hires within its Shared Services leadership team.   

Establishing a living wage is an essential component of supporting employee wellbeing, enhancing internal equity, and elevating the operational efficiencies of organizations.

Pay equity analysis offers a rare, in-depth look at the inner workings of organizational pay practices and how a host of tiny decisions may evolve into larger issues if they remain unrecognized and unmanaged.

Most people responsible for pay equity studies within their organizations have only a superficial knowledge of statistics. Yet, as the primary underwriters and overseers of the workers who are ultimately accountable for the overall quality, how can they ensure the analysis is reliable?