Dive deeper into the latest workforce trends and data!
Pediatric hospitals continue to face recruitment and retention challenges for physicians and advanced practice providers (APPs) due to unprecedented labor shortages, pay compression, burnout, retirements and increased competition for clinical leadership talent. As a result, many organizations are focusing more strategically on hard-to-recruit specialties and areas requiring a greater degree of alignment with organizational imperatives.
SullivanCotter highlights some of the emerging workforce trends driving these challenges:
Evolving workforce expectations
ACGME and regulatory changes
Expanding patient access
Upward pressure on APP compensation
As a result, pediatric hospitals are reevaluating their overall clinical recruitment and retention strategies – including type and amount of incentives offered – as the competition for talent increases.
We’ve compiled the latest benchmarks on work effort and type of and amount of incentives offered to show how organizations are responding!
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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
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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
