Results from SullivanCotter's 2024 Health Care Management and Executive Compensation Survey show that median base salaries grew by 5.2% – reflecting the high demand for executive talent.

The competition for APP talent is unprecedented and is placing upward pressure on compensation as organizations look to bridge the gap between higher patient volumes and limited access to care.

Download our infographic to learn more about annual changes in executive compensation, annual incentive plan provisions, and high-demand roles and emerging positions.

Although median total cash compensation (TCC) continues to increase, it has returned to historical average growth of 3.5% following a year of significant increases in 2023. Learn more about changes in TCC, base salary, and wRVU productivity as reported in SullivanCotter's 2024 Physician Compensation and Productivity Survey.

Lear more about annual changes in physician total cash compensation and wRVU productivity by specialty area!

Attracting and retaining executive talent in today's market is no easy feat. Many organizations are paying higher salaries, reassessing incentives, and investing more in key positions to stay competitive. Learn more from Modern Healthcare's annual executive compensation feature.

Utilizing data-driven insights from its Workforce Metrics Benchmark Database, SullivanCotter shares strategies for optimizing executive span of control with health systems.

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.

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.

This article focuses on common total rewards challenges that many health care organizations encounter during an M&A transaction. Recognizing and addressing these opportunities will help minimize potential risks and deal-breakers, prioritize pre- and post-merger activities, and support a successful implementation process.

The executive talent market remains highly competitive as the demand for leadership with the necessary skills and experience to lead through such unprecedented times continues to outpace supply. This is driving up executive compensation in an already competitive market.

As labor expenditure remains high due to ongoing health care workforce challenges, many hospitals and health systems are reevaluating the size and shape of their employee populations to offset rising costs and create a more affordable and sustainable workforce architecture. Learn about key findings from SullivanCotter’s 2023 Workforce Metrics Benchmark Survey.

Discover how the size, shape and cost of your health care workforce compares to the market with data from SullivanCotter's growing Workforce Metrics Benchmark Survey database. Learn more from our recent series of infographics.

Learn how your academic medical center compares to national benchmarks with data-driven insight into pay levels, productivity, work effort allocation and more.

Learn about emerging trends in employee compensation - including base hourly pay increases, internal minimums, premium pay and more - from SullivanCotter's 2023 Health Care Staff Compensation Survey Report.

SullivanCotter's Provider Needs Assessment (PNA) provided Sentara Health with insight into the current and projected clinical workforce needed to best serve patients across diverse markets.

SullivanCotter's Provider Needs Assessment (PNA) delivers insight into an organization’s current and projected clinical workforce needs. In this case study, learn about the challenges Sentara Health was experiencing, their approach to clinical workforce planning and the results after implementing SullivanCotter’s PNA.

According to SullivanCotter’s 2023 Physician Compensation and Productivity Survey report, physician supply and demand imbalances have resulted in total cash compensation increases as well as increased pressure on physician employers to reduce annual work effort expectations in many shift-based specialties.

As health care organizations look for better ways to optimize care delivery and improve performance, effectively managing the size, shape and complexity of the workforce remains a key initiative.

Struggling to understand the recent changes to split/shared billing and how it will affect physician and APP workflow? View a timeline of past and upcoming changes to help properly plan for and address the pending modifications.