SullivanCotter’s recent executive compensation pulse survey provides insight into how healthcare organizations are addressing recruitment and retention challenges in an increasingly dynamic marketplace
Health systems are growing increasingly concerned about burnout among experienced leaders, planned retirements and unanticipated resignations, greater search firm activity and employment opportunities outside the healthcare industry, as well as remote work presenting more non-traditional employment opportunities.
Considering these concerns, SullivanCotter conducted an executive compensation pulse survey to help participants understand how health systems are addressing FY2022 salary increase budgets and incentive awards for FY2021 performance.
It also highlights other actions systems are taking to support executive recruitment and retention in this dynamic market.
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Through SullivanCotter, health care organizations gain access to the organizational design and workforce strategy capabilities of our sister organization, Lotis Blue—a firm recognized for its talent and organizational insights and strategic approach to workforce challenges that affect retention and performance.
Together, we connect business strategy , and organizational capabilities to help leaders execute with clarity and confidence—decisions grounded in data and behavioral science. Our combined capabilities enable tailored solutions that address each health care organization’s most complex workforce and performance challenges.
What's New 2026
Updated incumbent template with new instructions tab and hover text functionality for the incumbent fields
Streamlined questionnaire order for participant clarity and readability
New sections added to the questionnaire for per diems and travel reimbursements as well as new questions added on locum tenens, governance process and regulations and more
Specialty list expanded to include three new specialties: cardiac surgery, neuroendovascular surgery and primary care – rural medicine
What's New 2026
Updated incumbent template with two new incumbent fields collecting data on non receiver status
Job list expanded to include three new jobs: top facilities management execute, second-level compliance executive and second-level pharmacy executive
Updated incumbent template with new instructions tab and hover text functionality for the incumbent fields
