Explore five priorities to focus on in the year ahead to help your organization manage the workforce more strategically, strengthen performance, and support long-term sustainability.

By 2030, approximately 20% of the total US population will be 65 or older. As the population ages, so do the physicians caring for these patients. This creates a significant gap between patient demand and physician supply across all specialties.

Health systems continue to grow...but provider compensation programs struggle to keep pace. In this short video, Joe Davio explores how organizations can move toward a more advanced stage of compensation program maturity – one that improves reliability, efficiency, and provider engagement.

Our new report entitled draws on feedback from more than 1,000 clinicians across 300+ health care organizations to provide the psychological drivers behind turnover and retention.

With workforce shortages showing no signs of stopping, hospitals and health systems must attract, retain, and motivate key employees with confidence. Turn insight into impact with the latest health care staff compensation benchmarks!

Explore why physician readiness for change has become a critical factor in successful transformation efforts and how medical groups can proactively assess and strengthen this readiness in the early stages of change initiatives.

APP turnover is more than an HR challenge – it’s an operational and financial reality. The cost of inaction is far greater than the investment required to improve utilization, onboarding, compensation strategy, and workplace culture. Learn more from our latest analysis!

As national APP turnover drops to 10% – the lowest we’ve seen since 2022 – many organizations are asking the same question: What’s actually influencing retention in today’s competitive clinical talent landscape?

Physician leadership compensation continues to draw heightened attention from both the DOJ and OIG — making it more important than ever for health care organizations to structure these arrangements with clear regulatory alignment.

While physicians are mission-critical to achieving system-wide performance goals, provider performance incentives and enterprise-level metrics are not always in alignment. Tune in for guidance on how to better develop these plans from our expert, Mark Ryberg.

How are health care organizations balancing APP pay compression, patient access challenges, and retention pressures? New data from our 2025 Advanced Practice Provider Compensation and Productivity Survey sheds light on what hospitals and health systems are doing to address this.

Data from SullivanCotter's 2025 Physician Compensation and Productivity Survey showing how physician supply and demand imbalances are putting upward pressure on pay.

Data from SullivanCotter's 2025 Health Care Management and Executive Compensation Survey reports increases in base salary and incentives to reflect complexity, performance, and competitive market dynamics.

Data from SullivanCotter's 2025 Health Care Staff Compensation Survey reflects ongoing labor market pressures and the need to remain competitive in recruiting and retaining talent.

It's time to create a stronger health care enterprise...and we have the blueprint for building a next gen operating model! Watch our latest webinar to learn more.

With participation from more than 90% of the nation’s largest 200 health care organizations, these surveys represent one of the most comprehensive sources of health care compensation and workforce benchmarks available.

Get the latest insights from our experts on transforming your health system design through data-driven organization design!

Struggling to maintain effective oversight of physician compensation. Watch our latest video to learn more from SullivanCotter's Mark Ryberg!

Join us for an impactful session featuring strategies to strengthen, refine, and improve your clinical workforce retention strategy!

Adding APP leadership roles can lead to improved patient care, enhanced team dynamics, and greater overall efficiency. In fact, our data shows it can decrease APP turnover by 2% overall –helping to reduce expensive retention and recruitment costs.