Workforce Compensation and Performance Improvement Resources

As hospitals and health systems continue to address dynamic market, workforce, and operational challenges, ensuring financial sustainability is necessary. This can be found in the orchestrated confluence of strategically aligned and rationalized service portfolios, performance metric and incentive alignment, clinical workforce design, and performance optimization.

Your APP workforce is critical. Optimize your hematology oncology team with specialty-specific insight into work effort, billing practices, and more.

How is your organization addressing ongoing nursing shortages? Join our recent webinar hosted by the American Hospital Association to learn about developing a more holistic approach to recruitment and retention.

“When we offer Lotis Blue services in conjunction with our portfolio of companies, we create synergistic services for health care and other not-for-profits that supports business transformation at all levels,” said Ted Chien, President and CEO, Sullivan Cotter Holdings, Inc.

Is your organization struggling with evolving staffing models, redundant management layers, or job levels that are not clearly defined? Utilizing data-driven insight from our Workforce Metrics Benchmark Survey, SullivanCotter can help you organization to optimize span of control and align divergent staffing models.

What is your executive compensation strategy missing? SullivanCotter outlines ten important considerations for your Board’s Compensation Committee as oversee executive compensation and governance in a tight market for talent.

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

Dayton Children's Hospital recently partnered with SullivanCotter to conduct a comprehensive Provider Needs Assessment. In this case study, we highlight how organizations can utilize clinical supply and demand data to develop a well-informed 'master plan' for recruitment and hiring decisions.

The US Department of Labor recently announced that the salary threshold for exemption status will increase to $1,128/week. While the proposed ruling is not yet final, enactment is likely. As a result, organizations should start considering the impact of the rule and how to address it.