SullivanCotter recently surveyed 82 health care organizations to see how total rewards strategies are evolving in response to an increasingly competitive marketplace for talent.

Learn more about work expectations, models of care, billing practices and more for APPs within Inpatient Cardiology.

Learn more about work expectations, models of care, billing practices and more for APPs within Outpatient Cardiology.

As health care organizations continue to struggle with ongoing clinical workforce shortages, it’s important to note that other non-clinical roles and shared services departments are facing similar staffing challenges. If in-house compensation and human resources teams are finding themselves overburdened or understaffed during such an unprecedented time, co-sourcing can provide interim support to help alleviate any constraints in timing, resources, recruitment or experience.

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 2023 Health Care Staff Compensation Survey features data from nearly 1,630 participating organizations on more than 600 jobs and approximately 1.4 million individual employees.

In an article published by the American Association of Provider Compensation Professionals, SullivanCotter outlines how health care organizations can effectively monitor, measure and achieve pay equity.

Despite continued labor shortages in vital patient-facing roles and the post-COVID “great resignation,” many health care organizations have had to consider layoffs in the past year. Human resources professionals are experiencing numerous operational pressures, often including an increased push to reduce labor costs. As these teams grapple with balancing increased burnout, turnover, and staffing shortages with a need to cut costs, they seek alternative strategies to address these challenges.

2023 survey results show larger increases for primary care, medical and surgical specialties (each at 5%) and modest growth for hospital-based specialties (2.5%) for both base and total cash compensation (TCC).

Advanced Practice Providers (APPs) continue to play a critical role in enhancing patient access, lowering the cost of care, and addressing the growing physician shortage.

Many states have enacted pay transparency laws that are intended to enhance the visibility of compensation practices to job candidates and current employees.

View SullivanCotter's on-demand webinar, revealing the latest health care industry trends, informed by our recent employee workforce surveys.

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.

There are several statistical methods used to examine pay equity between select groups. However, all attempt to achieve the same ends of controlling for differences between groups when analyzing the compensation between those groups. Thus, if the groups are equivalent in all relevant respects, would they (e.g., men and women) be paid the same?

SullivanCotter’s data represent the largest and most comprehensive physician compensation resource for health systems and hospitals, with findings reported on more than 306,765 physicians, APPs and PhDs.

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.

Health care organizations and boards should continue to balance competitive talent markets with an uncertain performance environment.

Sullivan Cotter’s 2023 Health Care Management and Executive Compensation Survey Report highlights proprietary market findings from our latest survey

While addressing competitive base pay is critical to managing the pay gap between union vs. union health care workers (particularly RNs), health care organizations need to take a more holistic and balanced approach to deliver innovative solutions to meet the workforce needs.