Workforce Compensation and Performance Improvement Resources

Although the rule does not apply to not-for-profit health care and was not written with this sector in mind, it provides helpful guideposts for such organizations given the potential for governance-related "spillover" from the public company sector. Compensation committees in the not-for-profit health care sector would be well-advised to consider the extent to which applying the prescribed compensation advisor independence factors would strengthen their decision-making process, as conflicts of interest (real or perceived) can compromise an effective executive compensation governance process.

Though few external benchmark resources are available to help create the guiding metrics, boards continue to try to shift away from rewarding solely on organization-wide financial performance and move toward incentivizing for quality and patient satisfaction. Ultimately, though, fiscal goals still dominate when it comes to incentivizing the C-suite.

Each year, Modern Healthcare publishes a list of the "Best Places to Work in Healthcare." For this year's article, SullivanCotter Managing Director Chris Terranova Asselta was interviewed for her reaction to what organizations must do to create great work environments.

When hospitals and health systems need to re-evaluate their expenses, benefits programs are usually among the first areas to succumb to the chopping block, but providers should look closely at all benefits programs before making any cuts, according to a whitepaper from SullivanCotter

Meeting budget expectations is a very important goal for any not-for-profit organization. However, to run a successful organization – both from a mission and financial standpoint – keeping a strong leadership team is an important goal as well. Therefore, while executives experience the impact of broadbased benefits cost-reduction initiatives, maintaining an attractive, competitive compensation program for executives is key.

Hospitals and health systems face many of the same issues as employers in other industries when qualified retirement benefits are considered.

Physician shortages are prompting hospitals and other provider organizations to rely more on advanced practice clinicians, or physician extenders. In theory, APCs are less expensive because their salaries and compensation are less than those of physicians, according to a white paper from SullivanCotter

Developed by the Commonwealth Center for Governance Studies, Inc. at the University of Kentucky, this extensive study examines current profile and emerging patterns.