Workforce Compensation and Performance Improvement Resources

As health care organizations seek to improve access, quality, service, and affordability, developing a strategy to integrate, optimize and engage the growing advanced practice provider (APP) workforce across all specialties is essential.

Health care organizations are under pressure to ensure proper staffing and continuity of care to support the communities they serve. In addition to determining the right number and type of clinicians, organizations must also monitor potential retirements and reductions in clinical productivity levels to help inform succession planning needs.

Without a stable and engaged workforce, health care organizations are limited in their ability to truly transform. Learn more from SullivanCotter's President and CEO, Ted Chien, on how organizations can address the ongoing labor crisis.

As health care organizations seek to improve access, quality, service, and affordability, developing a strategy to integrate, optimize and engage the growing advanced practice provider (APP) workforce across all specialties is essential. With the latest optimization and utilization benchmarking data, organizations can establish a comprehensive APP workforce strategy and prioritize critical areas of opportunity. Consider the following specialty-specific insights into Family Medicine when evaluating your APP workforce.

Learn more about median TCC increases for physicians and APPs by major specialty grouping over the past five years.

Learn more about work expectations, models of care, billing practices and more for APPs within Inpatient Cardiology.

Learn more about work expectations, models of care, billing practices and more for APPs within Outpatient Cardiology.

In an article published by the American Association of Provider Compensation Professionals, SullivanCotter outlines how health care organizations can effectively monitor, measure and achieve pay equity.

2023 survey results show larger increases for primary care, medical and surgical specialties (each at 5%) and modest growth for hospital-based specialties (2.5%) for both base and total cash compensation (TCC).