Dive into the latest benchmarks on APP productivity – including work RVUs, collections, patient visits, and more – from SullivanCotter's comprehensive suite of APP workforce surveys.

Pediatric hospitals are reevaluating their overall clinical recruitment and retention strategies – including type and amount of incentives offered – as the competition for talent increases. We've compiled the latest benchmarks to show how organizations are responding!

With the latest optimization and utilization benchmarking data, organizations can establish a comprehensive APP workforce strategy and prioritize critical areas of opportunity. Consider the following specialty-specific insights into Urgent Care settings when evaluating your APP workforce.

SullivanCotter’s APP Compensation and Productivity Survey provides critical, data-driven insight into changes in compensation and pay practices for certified registered nurse anesthetists (CRNAs). Dive deeper into the latest benchmarks!

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

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

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.

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.

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.

As health care organizations seek to improve access, quality, service, and affordability, developing a strategy to integrate, optimize and engage the growing advanced practice provider (APP) workforce across all specialties is essential.

Learn more about median TCC increases for physicians and APPs by major specialty grouping over the past five years.

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.

SullivanCotter recently surveyed National APP Advisory Council and Large Clinic® Group members to capture the most current and relevant CRNA pay practices.

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.

Does your organization understand how changes to the 2023 Physician Fee Schedule may affect wRVU productivity in different specialties and settings - including hospital inpatient and observation, emergency services and skilled nursing facilities?

SullivanCotter’s 2022 Advanced Practice Provider Compensation and Productivity Survey includes data from nearly 700 organizations on more than 100,000 individual APPs from across the country - providing health care organizations with critical compensation market data, information on key APP workforce practices, and insight into emerging industry trends.

Learn more about how organizations are addressing the 2021 Physician Fee Schedule changes with insight from SullivanCotter's recent pulse survey

Learn more about split/shared visits and the impact and opportunity of recent changes to the Physician Fee Schedule

As health care organizations look for ways to better utilize and retain their clinical workforce, effectively measuring and projecting advanced practice provider productivity is imperative.