What is the best way to align your APP workforce with system-wide goals? SullivanCotter's Hadley Powless explains have a well-defined APP leadership structure can help to ensure that all APPs are integrated into existing initiatives that focus on quality of care, patient outcomes, and operational efficiency.

Moving forward in a new value-based environment, organizations must align clinical compensation and reimbursement programs to maximize payer contracts and incentives. Learn how SullivanCotter partnered with a large, not-for-profit health system to achieve this!

Learn how SullivanCotter's innovative Provider Needs Assessment platform enabled Pomona Valley Hospital Medical Center to utilize detailed supply and demand information to understand local practice patterns, validate the need for specific specialties, and ensure recruitment efforts align with community health needs.

Enhancing your APP leadership structures can help to support APP engagement, workforce planning, recruitment and retention, and greater alignment with physician workforce strategies.

With physician compensation on the rise, maintaining compliance with fair market value and commercial reasonableness standard is critical in a complex and active enforcement environment. Learn more from our latest FMV overview!

Optimize reimbursement by aligning physician compensation more closely with value-based payer incentives. Learn more from our latest infographic!

The industry is experiencing large gaps in care and patient access amidst ongoing labor shortages – all of which are hindering health equity programs. Learn more about how not-for-profit health systems can band together to enact real change from SullivanCotter's President and CEO, Ted Chien.

As organizations strive to meet patient demand, one premium pay practice that continues to receive attention is on-call pay. Establishing an effective call pay approach for advanced practice providers can help to support care coverage needs, improve patient access, and maintain effective throughput.

Equip your health care organization with the latest employee compensation insights! Download our infographic to preview the 2024 survey results – including annual compensation, salary increase budgets, and projections as we move forward into next year.

Job leveling is a critical part of an overall career architecture, helping to clarify role progression and streamline your health care organization’s hierarchy and decision-making processes. In today’s competitive landscape, it’s vital to understand the significance of job leveling and how it can serve as a cornerstone for effective workforce planning and organizational success.

With the advanced practice provider (APP) workforce in high demand, median total cash compensation (TCC) continues to grow across all specialty categories. Learn more about annual increases in compensation from SullivanCotter's 2024 APP Compensation and Productivity Survey.

SullivanCotter's Dave Hesselink recently sat down with Modern Healthcare to discuss how employers are getting more creative – beyond just increasing pay – to attract and retain physicians in a competitive marketplace.

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!

Executive long-term incentive plans have evolved to focus on key transformational and strategic objectives that promote resiliency and sustainability. Is your organization up to speed? Follow our simple framework for guidance on how to support LTIP goal setting, measure selection, and calibration.

Maintain effective relationships and foster greater engagement with clinicians to support long-term system sustainability.

A comprehensive job architecture and titling framework lays the foundation for your leadership team to thrive. View our infographic to learn more!