PRESS RELEASE | SullivanCotter Launches New Physician Needs Assessment

SullivanCotter Launches New Physician Needs Assessment Application to Support Critical Staffing and Service Line Requirements

September 15, 2020 – Chicago – SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of rewards programs and workforce solutions for the health care industry and not-for-profit sector, announces the launch of its new Physician Needs Assessment (PNA). SullivanCotter’s PNA is an interactive, cloud-based application that delivers actionable, data-driven insight into physician supply and demand to help organizations identify, monitor and respond to changing service line needs and physician workforce staffing requirements.

By leveraging real-time market intelligence, custom analyses and tailored forecasting scenarios, this innovative new PNA application enables organizations to dynamically address emerging market trends, changing population demographics and evolving physician practice patterns.

Using proprietary benchmark data from over 1,500 organizations and 400,000 physicians, SullivanCotter’s advanced methodology analyzes more than 1 billion unique claims annually to accurately calculate the physician surplus or deficit within a specific area by determining supply, forecasting wRVU utilization and adjusting to various market-specific demographics – including geography, economic factors, age/gender, payment types and managed care –  to calculate subsequent demand projections.

“In today’s increasingly uncertain marketplace, health care organizations remain acutely focused on recovery and what lies ahead in a post-COVID-19 operating environment. As hospitals and health systems look for better ways to support financial sustainability, assess clinical optimization opportunities, drive performance, and manage physician resources and service line needs, organizations must determine the right amount and type of physician specialties to operate effectively in the markets they serve ,” said Ted Chien, President and Chief Executive Officer, SullivanCotter.

Additional features and functionality include:

  • A rigorously researched, call-verified and editable physician and APP supply roster based on multiple data sources that includes tracking of employment and affiliations
  • Interactive mapping tool with the ability to select specific zip codes for strategic consideration and to account for any shifts in demographic mix
  • Predictive modeling to assess the impact of virtual care, urgent care, retail health and more
  • Advanced Practice Provider calculator to measure the impact of this workforce across specialties and their corresponding effect on physician supply and demand
  • Comprehensive, customizable reports with 5-year rolling projections and automatic annual updates to demand defined by demographic and geographic data
  • Archived reports providing strategic service area information and annual Stark compliance insights for measuring community need and assessing fair market value and commercial reasonableness considerations

Designed with the unique needs of leadership, physician and administrative stakeholders in mind, SullivanCotter’s PNA combines data-driven technology, industry-leading benchmark data and years of physician workforce consulting experience to provide organizations with the information and insights they need to inform key service line, practice and payer strategies in an evolving health care environment.

To learn more, request a demo, or view a full list of features and functionality, visit sullivancotter.com/PNA or call 888.739.7039.

About SullivanCotter

SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values.


 

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PRESS RELEASE | SullivanCotter Launches Clinician Pay Functionality for PPMTTM

SullivanCotter Develops Powerful New Clinical Compensation Management Capabilities for its Growing PPMTTM Platform

September 1, 2020 – Chicago – SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, announces the addition of highly anticipated new Clinician Pay functionality to its growing Provider Performance Management TechnologyTM (PPMT) platform. PPMTTM is an industry-first, cloud-based solution that enables provider engagement through transparent performance-based compensation administration and analytical capabilities.

Clinician Pay enables administrative stakeholders to easily manage annual compensation draws and payroll adjustments through a centralized, secure and auditable source within PPMTTM. The new functionality can be added as part of the platform’s comprehensive Compensation Management Analytics module for an additional licensing fee. This module’s broader capabilities allow organizations to integrate physician compensation earned from all sources, review dollars paid and balances due, facilitate settlement reporting, project year-end results, model improvement scenarios and generate accruals for Finance.

“With this automated new functionality, health care organizations can significantly reduce manual intervention and potential for human error when managing important pay adjustments for a large clinical workforce. Not only does this help to free up administrators to work on more critical projects, but it also helps to ensure data quality and instill greater trust in the reporting process by seamlessly communicating important information straight to payroll for payment,” said Shelly Slowiak, PPMTTM Product Director, SullivanCotter.

PPMT’s Compensation Management Analytics module plus the new Clinician Pay feature also provides the option to utilize payroll data for settlement processing - allowing for a comprehensive end-to-end solution for processing clinician payments and compensation adjustments.

“To help organizations navigate an increasingly complex and uncertain health care environment, we are continuously refining our product roadmap and enhancing PPMTTM based on the evolving needs of our clients. Clinician Pay is an exciting new addition to the platform and demonstrates our commitment to developing one of the industry’s most innovative clinical compensation and performance management solutions,” said David Schwietz, Chief Information Officer, SullivanCotter.

Designed to address a spectrum of physician, leadership and other key stakeholder needs, PPMTTM combines years of health care compensation insight and expertise with an intuitive and automated technology platform to help drive provider performance and support the transition from volume- to value-based care.

For more information on Clinician Pay or our entire suite of Provider Performance Management TechnologyTM, visit www.sullivancotter.com/PPMT or contact us at 888.739.7039.

About SullivanCotter

SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values.


 

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PRESS RELEASE | SullivanCotter Launches Suite of Health Care Benchmarking Solutions

SullivanCotter Launches Innovative Suite of Products to Help Benchmark Health Care Workforce Compensation and Clinical Productivity

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July 30, 2020 – Chicago – SullivanCotter, the nation's leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, is pleased to announce the launch of Benchmarks360TM. Powered by SullivanCotter's proprietary survey data and research, Benchmarks360TM is a suite of intelligent, web-based products that enables health care organizations to analyze and visualize workforce compensation and clinical productivity.

Designed to address enterprise-wide benchmarking needs for employees at all levels – including executives, physicians, advanced practice providers and other clinical and non-clinical staff positions – Benchmarks360TM provides critical industry-leading data, analyses and reporting to support the compensation decision-making process in an increasingly complex operating environment.

"Amidst a rapidly evolving global pandemic, hospitals and health systems are struggling to navigate a number of unprecedented financial and workforce challenges. Strengthening compensation practices and clinical workforce productivity through unique, data-driven intelligence and insights can help to support long-term sustainability in today's ever-changing marketplace. With the ability to conduct a wide variety of quantitative reviews and custom benchmarking analyses, Benchmarks360TM allows organizations to interactively assess clinical productivity and changes in compensation against national market data," said David Schwietz, Chief Information Officer, SullivanCotter.

As one of the most comprehensive products of its kind, it includes two distinct modules to help balance pay and clinical productivity across the organization:

Workforce Compensation and Clinical Productivity Manager

Compare your organization's compensation and clinical productivity benchmarks to the nation's largest health systems and medical groups. Utilize SullivanCotter's proprietary benchmarking information, representing over one million total incumbents, along with other third-party data sources. This module comes in both a Standard (offered with the purchase of SullivanCotter survey data) and a Pro version (upgrade available for additional licensing fee).

Clinical CPT Manager

Analyze and measure your organization's Current Procedural Terminology (CPT) coding distribution against national physician and advanced practice provider clinical benchmarks at the specialty, work RVU and CPT level. This module can be purchased and added separately.

Benchmarks360TM is offered exclusively to organizations who purchase SullivanCotter survey reports. To learn more, including important licensing information and a full list of features and functionality, visit sullivancotter.com/benchmarks360 or call 888.739.7039.

About SullivanCotter

SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values.


PRESS RELEASE | Darrell J. Cira Joins Employee Workforce Practice

SullivanCotter Welcomes Nationally Recognized Workforce Rewards
and Career Frameworks Consultant

July 21, 2020 – Chicago – SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, is pleased to announce the addition of Darrell J. Cira, Principal, to the firm's growing Employee Workforce Practice.

With over 25 years of experience advising large and operationally complex organizations outside of and within health care, pharmaceuticals and other life science industries, Darrell is a nationally recognized workforce rewards and career frameworks thought leader and consultant.

Serving as a trusted partner for hospitals and health systems nationwide, Darrell specializes in the design of broad-based employee total rewards programs and talent development strategies to help organizations grow sustainably, achieve key goals and drive performance.

"The industry continues to face unprecedented financial and workforce challenges due to the COVID-19 pandemic, and many organizations are re-evaluating certain policies and practices in light of these recent events. Developing enterprise-wide rewards philosophy, career architecture and compensation frameworks to maintain employee engagement, manage costs and ensure future sustainability is now more critical than ever. Leveraging many years of direct experience within both general industry and health care, Darrell will work with clients to devise and implement strategic workforce programs as the health care industry makes plans for financial recovery and operational transformation," said Ted Chien, President and Chief Executive Officer, SullivanCotter.

Darrell also has an extensive range of additional expertise that will help him to provide greater value for clients in a rapidly evolving health care environment. This includes creating job and compensation infrastructures in the context of today's cloud-based human capital management systems, managing complex compensation plan integrations for a variety of mergers and acquisitions, and conducting pay equity analysis and implementing programs to help address related issues and discrepancies.

Prior to joining SullivanCotter, Darrell spent many years as a partner at a large global consulting firm where he led a number of critical workforce rewards and talent management initiatives.

About SullivanCotter

SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values.

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PRESS RELEASE | SullivanCotter Welcomes Health Care Industry Consultant Russell L. Wilson

Leveraging more than 12 years of industry insight and first-hand knowledge of the evolving health care environment

March 17, 2020 – Chicago – SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, welcomes new Principal Russell L. Wilson to the firm’s Executive Workforce Practice.

Russell is an industry expert with over 12 years of experience in advising leading health care organizations on key issues in talent management and total rewards. Leveraging this deep insight and first-hand knowledge of the evolving health care environment, Russell leads a number of client consulting teams in the development of executive compensation strategies designed to drive performance and enhance organizational outcomes.

“The role of the health care executive in today’s operating environment is changing as the principles of value-based care continue to take shape. To help advance key system-wide objectives, leadership is now tasked with developing targeted approaches to improving quality, outcomes and performance across the entire care continuum. Designing integrated talent management and total rewards strategies to support these goals is critical, and Russell will play a vital role as a trusted advisor in helping our clients to implement customized programs aligned with their mission, vision and values,” said Ted Chien, President and CEO, SullivanCotter.

As a member of the firm’s Executive Workforce Practice, Russell works closely with hospitals, health systems and medical groups nationwide to develop long-standing relationships and understand organizational needs and objectives in the ever-changing marketplace. He specializes in aligning executive pay and performance, including short- and long-term incentive plans, with an organization’s strategic initiatives and advises on implementation to help ensure the delivery of competitive and sustainable workforce solutions. Russell also works directly with boards and compensation committees to provide education on best practices for effective and compliant executive compensation approaches, decision-making processes and governance procedures.

Prior to joining SullivanCotter, Russell served as a senior director at global consulting firm where he led talent and rewards for the Health Care Provider National Industry Team.

About SullivanCotter

SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values.

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APP Compensation Programs Shifting to Address Growing Market Demand and Changing Models of Care

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February 4, 2020 – Chicago –SullivanCotter, the nation's leading independent consulting firm in the assessment and development of rewards programs and workforce solutions for the health care industry and not-for-profit sector, recently released survey results indicating that advanced practice provider (APP) compensation programs continue to evolve as organizations recognize the roles APPs play in helping to achieve key organizational goals.

There are a number of key factors driving this shift in APP compensation and pay practices, including (1) the increased integration and utilization of APPs to help enhance access, quality, service and affordability in a value-based health care environment; (2) a need for APPs amidst a growing physician shortage; (3) clinical integration and new team-based models of care, which suggest a potential need for greater alignment between physician and APP rewards strategies and; (4) the rising prevalence of APP leadership positions and structures to support the effective management of this rapidly expanding workforceMany organizations are restructuring their pay programs accordingly as ongoing challenges in recruiting, retaining and engaging key APP talent requires a more competitive approach to compensation.

APPs are currently among the fastest growing segments of the health care workforce and, on average, comprise more than one-third of an organization's clinical providers.i As APPs move beyond traditional inpatient and outpatient settings, this growth is driven in part by increased utilization in new and/or emerging practice settings such as urgent care, retail-based and skilled nursing. An analysis of results from SullivanCotter's 2019 Advanced Practice Provider Compensation and Pay Practices Survey confirms the demand for APPs as participating organizations reported significant growth in this workforce. In fact, this growth exceeded yearly estimates by 7%. Similarly, actual increases in base pay continue to outpace expectations. In 2018, the projected average increase was 3.2% compared with an actual average increase of 4.8%. The actual average increase in 2019 was 4%, which is slightly higher than what was projected.

"The strong demand for APPs continues to be a significant trend and can place added pressure on an organization's staffing budget. Actual increases in base pay have been consistently outpacing projections for the past five years, and health care organizations must be mindful of the impact this can have on the bottom line - especially if APPs make up a significant portion of your overall workforce," said Amy Noecker, Principal, SullivanCotter.

As with physicians, APP compensation is evolving to reflect differences between major specialty categories – primary care, medical, surgical and hospital-based. While all categories have seen increases in combined nurse practitioner and physician assistant median total cash compensation (TCC, equal to base salary plus annual incentives) from 2017 to 2019, medical and hospital-based rates have seen the most growth at 5.3% and 5.0%, respectively. Primary care, up 4.6%, and surgical, up 4.4%, follow closely behind.

Additionally, incentives are becoming a component of APP total cash compensation as rewards strategies continue to evolve. Nearly half of participating organizations, at 48%, report utilizing incentive pay for at least some of their APPs. While this prevalence has remained steady year over year, median annual incentive amounts have increased across all specialty categories from 2018-2019. Despite having the lowest overall TCC rates, primary care APPs continue to have the highest reported median annual incentive amounts in 2019 expressed as both a dollar amount, $7,701, and as a percentage of base salary, 6.9%. As in past years, these incentive opportunities are predominantly structured as add-on dollars, 73%, rather than at-risk, 15%.

Clinical integration and the focus on new team-based models of care are also driving the evolution of APP compensation programs. "Although there are still some important differences in the design of physician and APP compensation programs, aligning rewards more closely to ensure complementary versus competitive team-based care delivery is important. As organizations look to establish and reinforce a clinical team-based mindset, many are considering a strategic restructuring of their APP compensation plans to reflect certain elements of physician pay programs," said Trish Anen, Principal and APP Workforce Practice Leader, SullivanCotter.

In 2019, 32% of APP incentive programs contained a team-based component. This prevalence has increased by 5% since 2017. Based on survey responses, most APP incentive plans are relatively simple, with 64% of organizations utilizing just one or two metrics. The most prevalent metrics selected in all practice settings are work RVUs, value/quality-based and patient experience. In an effort to better understand and track impact, the interest in APP productivity continues to grow as more organizations collect and report this information. From 2017-2019, there was a substantial 66% increase in the amount of reported work RVU data and a 26% increase in patient visit data.

Lastly, APP leadership compensation continues to evolve as organizations develop new positions and outline key responsibilities to effectively support the management of this growing workforce. As a result, a clear structure of leadership roles has solidified. In 2019, 58% of organizations reported having designated APP leaders. Of these organizations, 26% utilize a top APP leader. This typically represents one or two leaders dedicated to developing the overall APP workforce strategy. Annual TCC for these top APP leader positions falls between $155,527 and $212,850 (25th-75th percentile) and tends to correlate with the number of employed APPs.

SullivanCotter's 2019 Advanced Practice Provider Compensation and Pay Practices Survey Report  is now in its 8th year. With data from more than 560 organizations on nearly 74,000 individual APPs, this survey provides critical information on physician assistants, nurse practitioners and other certified providers across 127 different specialties. The survey includes insight into base salary, TCC, productivity, incentive plan design and other pay practices such as extra shifts, on-call pay, shift differentials, recruitment and retention bonuses, and more. For more information on SullivanCotter's surveys, please visit our website at www.sullivancotter.com or contact us by phone at 888.739.7039.

Don't miss your chance to participate! The 2020 Advanced Practice Provider Compensation and Pay Practices Survey is now open for submission.

About SullivanCotter

SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values.


iSource: SullivanCotter 2019 Organizational Characteristics Database
Clinical provider includes: nurse practitioner, physician assistant, certified registered nurse anesthetist, certified nurse midwife, doctor of medicine and doctor of osteopathic medicine

PRESS RELEASE | Physician Compensation Evolving to Address Complex Operating Environment

Results from SullivanCotter's 2019 Physician Compensation and Productivity Survey

December 3, 2019 – Chicago – SullivanCotter, the nation's leading independent consulting firm in the assessment and development of rewards programs and workforce solutions for the health care industry and not-for-profit sector, recently released survey results indicating that physician compensation programs are evolving as organizations address a variety of new challenges in a rapidly changing health care environment.

Some of the key environmental factors driving the need for new approaches to physician compensation and performance programs include (1) new models of care focusing on population health, supporting the transition from volume to value, and enhancing access, quality, service and affordability; (2) a growing demand for key talent amidst a looming shortage of physicians, resulting in a more competitive labor market; (3) aligning physician performance with overall organizational goals; and (4) developing physician compensation plans that are ready to address the challenges associated with CMS quality programs such as MIPS and potential changes to the Stark Law.

An analysis of the survey data indicates that market supply and demand for physicians continues to drive increases in total cash compensation (TCC, equal to base salary plus annual incentives) as organizations look to remain competitive amidst talent shortages. There is a continued year over year increase in median TCC across all major specialty categories – including primary care, hospital-based, medical and surgical specialties. This has been the case for the past ten years.

Despite increases in TCC across the board for these major specialty categories, productivity remains relatively flat and in many cases is even declining. From 2014-2019, median TCC for primary care physicians increased by 14.7%, whereas work RVU (wRVU) productivity declined by 0.2%. As organizations look to expand their primary care providers, there is upward pressure on family medicine and internal medicine compensation without significant changes in wRVU productivity. To meet population health goals, organizations are adding other measures of performance such as panel management and telehealth to their primary care scorecards. Over the same 5-year time period, hospital-based physicians saw the largest growth in median wRVU productivity at 5.2%. This was the only major specialty group to see an increase greater than 1.5%.

"With growing concerns regarding provider supply and demand, organizations are evolving their compensation programs to align with an increasingly competitive talent market. With a looming physician shortage placing pressure on organizational recruitment and retention strategies, this demand continues to push physician compensation upwards without being supported by corresponding gains in productivity or reimbursement – resulting in higher levels of organizational investment per physician," said Dave Hesselink, Principal, SullivanCotter.

Additionally, from 2018 to 2019 the prevalence of value-based incentives, which rewards performance on measures such as clinical quality, patient experience and access, has increased by 5-7% across all four major specialty categories. For primary care, the prevalence of value-based incentive components in plan design was up 5% from last year, with 62% of organizations incorporating these incentives into their physician compensation programs. Medical, surgical and hospital-based specialties all fell in the range of 55-57%.

"While reimbursement models continue to evolve and organizations are focused on incorporating more value-based components into their physician compensation programs, it is important to note that quality incentive payments still only comprise a small portion of TCC. We expect to see continued growth in value-based incentives as organizations work to further develop and refine these programs to ensure they have credible measurement and reporting systems in place before moving forward," said Mark Ryberg, Principal, SullivanCotter.

The actual amounts paid for value-based performance remain relatively small at 6.2% of TCC across all specialties at the median. However, this is up from 5.6% in 2018. Primary care is highest at 7.0% of TCC with hospital-based specialties following at 6.3% and medical and surgical specialties at just below 6.0%.

SullivanCotter's 2019 Physician Compensation and Productivity Survey is now in its 27th year. With data from nearly 700 organizations on more than 206,000 individual physicians and advanced practice providers (APPs), this survey is the largest and most comprehensive dataset of its kind. It provides insight into base salary, TCC and productivity data and ratios including wRVUs, collections, patient visits and panel sizes. For more information on SullivanCotter's surveys, please visit our website at www.sullivancotter.com or contact us by phone at 888.739.7039.

About SullivanCotter

SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values.

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PRESS RELEASE | Industry Disruption and New Talent Requirements are Impacting Health Care Executive Pay

Results from the 2019 Manager and Executive Compensation in Hospitals and Health Systems Survey

November 4, 2019 – Chicago – SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of rewards programs and workforce solutions for the health care industry and not-for-profit sector, recently released survey results showing that industry disruption and new talent requirements are impacting executive compensation levels and incentive programs.

The drivers of these changes are: (1) increased complexity of health care organizations due to consolidation, mergers and acquisitions, and new partnerships; (2) changing models of care, as organizations transform to integrate care across the continuum, enhance access, deliver an improved patient experience, and focus on population health/value based care; (3) pressures for cost efficiency; and (4) entry into new businesses to pursue revenue diversification and growth. C-suite leaders of health care organizations must possess the skills and competencies to manage the increased complexity, uncertainty and change. Proven talent is in high demand. Aggressive senior leadership recruitment and retention efforts are being observed in the market, particularly among the largest organizations, which is causing upward pressure on pay. At the same time, less senior roles within health systems and leaders of system-owned entities are experiencing less upward pressure on compensation due to the operational focus of these roles and more talent availability. There is also a growing emphasis on performance-based compensation for senior leaders to tie rewards to attaining short-term and long-term goals.

An analysis of the survey data indicates that median base salaries for the most senior executives of independent health systems with enterprise-wide responsibility (CEOs, COOs and CFOs) increased at a rate of 3.5% to 4.0%, versus 3.0% for these same roles at system-owned hospitals. For senior vice presidents, however, median base salary increases were more aligned at 3.1% for independent health systems and 3.0% for system-owned hospitals.

When considering organization size, salaries are rising faster for CEOs, COOs and CFOs at larger, more complex organizations. For health systems with more than $3B net revenue, median base salaries for these top executives rose between 4% and 5%, compared to 3.0% to 3.5% for smaller independent health systems with less than $3B net revenue. The median change in salaries for management, vice president, and senior vice president roles across both systems and hospitals was almost consistently 3.0% across the board (except senior vice presidents of larger health systems, which was 3.5%).

In addition, performance-based incentive levels are increasing for senior health system leaders. In most executive roles, total cash compensation (TCC, equal to base salary plus annual incentives) increased faster than base salary. Additionally, changes in TCC differed by type of organization, with health systems rising faster than system-owned hospitals. Median change in TCC for CEOs, COOs, CFOs and senior vice presidents at independent health systems ranged from 4.7% to 6.5%. In contrast, the median increase for these roles at system-owned hospitals ranged from 3.0% to 3.9%. As with base salaries, both the level of senior executive TCC increases and target incentive opportunities were higher for larger independent health systems (i.e. revenues greater than $3B) compared to smaller ones.

Furthermore, larger health systems use long-term incentive plans (LTIPs) more commonly for top executives to support the attainment of critical organization-wide objectives. Among health systems with greater than $5B in net revenue, 47% utilize LTIPs, versus 30% for health systems with greater than $1B in net revenue. “Large health systems are shifting their performance focus from individual facility success to measuring outcomes system-wide in the areas of population health management, alignment, integration, quality/patient safety and financial stewardship. Well-designed annual and long-term incentive programs can be effective in supporting these efforts and driving desired performance outcomes,” said Bruce Greenblatt, Managing Principal, SullivanCotter.

“We are seeing upward movement in compensation for health system executive positions, especially those in larger health systems and those located in cities with a high cost of living, reflecting the highly competitive market for talent and the difficulties faced by these organizations to attract talent. Increases are more modest for hospital executive positions, especially those at system-owned hospitals. This speaks to the broader availability of talent for these positions and the increasing operations focus at the hospital-level as shared services and administrative functions are aligned at the system-level,” explains Tom Pavlik, Managing Principal, SullivanCotter.

SullivanCotter’s 2019 Manager and Executive Compensation in Hospitals and Health Systems Survey is now in its 27th year.  It provides critical benchmarking data on compensation levels and pay practices, and is the largest and most comprehensive of its kind for hospitals and health systems nationwide. The survey includes data from over 2,200 organizations, comprising 460 health systems and more than 1,800 hospitals, and captures information for more than 42,000 incumbents. For more information on SullivanCotter’s surveys, please visit our website at www.sullivancotter.com, email us at surveys@sullivancotter.com or contact us by phone at 888.739.7039.

About SullivanCotter

SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values.

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WellStar Health Partners with SullivanCotter to Align and Engage Physicians with Transparent Compensation and Performance Data for Large Multispecialty Medical Group

SullivanCotter, the nation's leading independent consulting firm in the assessment and development of rewards programs and workforce solutions for the health care industry and not-for-profit sector, will partner with WellStar Health System to implement its comprehensive Provider Performance Management Technology™ (PPMT™).

Jan. 23, 2019 – Chicago – WellStar is the largest health system in Georgia and is known for its innovative care models and cutting-edge use of technology to stay ahead of the curve. Developed in cooperation with Mayo Clinic, PPMT™ is an industry-first, cloud-based solution that enables provider engagement and alignment through transparent performance-based compensation administration and analytical capabilities.

"Given the complexity of managing compensation and performance data for a growing team of 1,350 physicians and advanced practitioners, we required a software solution to help automate and enhance our administrative, analytical and reporting capabilities. By partnering with SullivanCotter to implement PPMT™, we're able to provide greater insight and transparency into physician productivity, panel benchmarking and performance on quality metrics. Transparency builds trust with our providers and we know that this drives better performance and better outcomes for our patients – all the while supporting our strategic growth plans," said Rob Schreiner, M.D., President of WellStar Medical Group.

Designed to address a spectrum of physician, leadership and other key administrative needs, PPMT™ delivers centralized and actionable data tailored to the unique needs of each stakeholder. It combines years of health care compensation insight and expertise with an intuitive, automated technology platform, and serves as a single source of truth that helps empower physicians to drive desired outcomes and enhance organizational performance.

PPMT™ incorporates SullivanCotter's industry-leading benchmarking data into three integrated modules, including Provider Performance Management, Revenue and Productivity Analytics and Compensation Management Analytics. WellStar selected all three modules to help support its growing network of providers, allowing for a more cohesive approach to compensation and performance management.

For more information on Provider Performance Management Technology™, visit www.sullivancotter.com/PPMT or contact us at 888.739.7039.

About SullivanCotter

SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values.

Contact: Becky Lorentz 
SullivanCotter 
beckylorentz@sullivancotter.com 
314.414.3719


SullivanCotter Hires David Schwietz as Chief Information Officer

Integrating technology solutions, systems and services across the organization

MINNEAPOLISAug. 29, 2018 -- SullivanCotter, the nation's leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, announces the hire of David Schwietz to serve as the firm's first Chief Information Officer.

"Health care continues to evolve at a rapid pace, and innovation is now the cornerstone of driving efficiency in an industry that is highly focused on improving the total cost of care. To help navigate an increasingly complex operating environment, hospitals and health systems are actively looking to integrate technology solutions, systems and services across the organization. David's longstanding expertise and knack for cutting-edge solutions will play a vital role in helping our clients stay ahead of the curve," said Ted Chien, President and CEO, SullivanCotter.

David has over 25 years of consulting, entrepreneurial and executive management experience and has helped to develop strategy and lead key information technology initiatives at some of the nation's most prominent financial, medical and federal organizations. He also has specialized knowledge in blockchain technology and business intelligence, understanding their potential for transforming the way health care organizations manage, store and secure data.

With a particular focus on enhancing data security, expanding infrastructure to enable firmwide solution and information strategies, and developing new and innovative software services, David is responsible for leading SullivanCotter's technology growth initiatives and related resources in a way that helps to drive greater value for clients.

David joins SullivanCotter from the Federal Reserve Bank of Minneapolis, where he served as the Vice President of Information Technology and was responsible for managing the systems, people and platforms required to ensure the safety and stability of the bank's day-to-day technical operations. He frequently speaks on blockchain and other emerging technologies, and is currently co-authoring a book on artificial intelligence.

About SullivanCotter

SullivanCotter is the leading independent consulting firm in the assessment and development of performance-based total rewards programs and workforce solutions for the health care industry and not-for-profit sector. For over 25 years, the firm has provided unbiased advice to executives and boards to help attract, retain and motivate executives, physicians, advanced practice providers and employees at all levels. Through the Center for Information, Analytics and Insights, SullivanCotter has developed the most widely recognized compensation surveys in the United States. Combining data-driven intelligence with national insights, we act with integrity to help organizations fulfill their missions, business objectives and regulatory requirements.

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John Putnam Joins SullivanCotter’s Executive Workforce Practice

SullivanCotter Welcomes New Principal, John Putnam

Jun. 19, 2018 – Minneapolis – SullivanCotter, the nation's leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, welcomes new Principal, John Putnam, to the firm's Executive Workforce Practice.

John is an emerging leader in the field with more than a decade of health care consulting experience, and serves as a trusted advisor to many of the nation's top hospitals and health systems. He works closely with not-for-profit health care organizations to align executive pay, performance and talent strategy with overall business goals – helping clients to remain competitive, agile and adaptable in an increasingly complex marketplace.

"In order to address the industry's new value-based performance goals and guidelines, executives are now tasked with measuring and assessing performance across the care continuum, developing targeted approaches to improve quality and patient outcomes, and working towards the advancement of overall organizational objectives. John has many years of experience in designing executive compensation strategies to support these goals, and will play a vital role in helping our clients to engage leadership in driving incremental change and helping to deliver long-term, sustainable results," said Ted Chien, President and CEO, SullivanCotter.

As the transition to value-based care intensifies, John specializes in the development of competitive executive total rewards programs, including both short and long-term incentives, tailored to the unique needs of each organization. He advises boards and compensation committees on best practices in governance to help ensure regulatory compliance, reasonableness and appropriate oversight of executive pay and benefits, and works closely with organizations to implement effective recruitment, retention and engagement practices.

Prior to joining SullivanCotter, John was a Senior Principal in Korn Ferry Hay Group's Executive Compensation Practice, where he worked primarily with health care board members and management on the design, administration and governance of executive pay programs.

About SullivanCotter

SullivanCotter is the leading independent consulting firm in the assessment and development of performance-based total rewards programs and workforce solutions for the health care industry and not-for-profit sector. For over 25 years, the firm has provided unbiased advice to executives and boards to help attract, retain and motivate executives, physicians, advanced practice providers and employees at all levels. Through the Center for Information, Analytics and Insights, SullivanCotter has developed the most widely recognized compensation surveys in the United States. Combining data-driven intelligence with national insights, we act with integrity to help organizations fulfill their missions, business objectives and regulatory requirements.

Contact: Becky Lorentz
SullivanCotter
beckylorentz@sullivancotter.com
314.414.3719


Alex Barker, Principal, Joins SullivanCotter's Employee Workforce Practice

Jan. 18, 2018 – Minneapolis – SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, welcomes Alex Barker, Principal, to the firm’s Employee Workforce Practice.

Alex is an innovative industry leader with more than 20 years of experience in the strategic management of health care operations. Having held leadership positions at some of the nation’s largest hospitals and health systems, Alex is well-positioned to help clients navigate the rapidly changing health care environment as payment models evolve and organizations take on more risk. With direct insight into how large and operationally complex organizations are aligning their compensation and benefits programs as the industry continues its shift from volume to value, Alex specializes in the development of integrated total reward programs for employees at all levels.

“With strategic, value-based goals such as improved quality, access, service and affordability, organizations must look beyond physicians as the only drivers of clinical performance. Understanding how to better support key organizational goals across all segments of the health care workforce is critical. Alex’s unique combination of experience in the executive, provider and employee workforces is rare, and will be a great asset to our clients as they look to implement a more holistic approach to aligning compensation and performance across the board,” said Ted Chien, President and CEO, SullivanCotter.

Alex also has an impressive range of additional experience that will help him to better assist clients, including governance, operational due diligence, post-merger integration and alignment, workforce resource planning and recruitment, onboarding and retention strategy.

Alex joins the firm from his previous role as a Senior Client Partner in Korn Ferry Hay Group’s Physician Compensation and Governance Practice. Prior to this, he served as the VP of Compensation, Benefits and Physician Services at Lahey Health, where he was responsible for managing both provider and non-provider total reward programs for the entire system.

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SullivanCotter Expands Physician Workforce Consulting Services

Jan. 16, 2018 – Minneapolis – SullivanCotter, the leading independent consulting firm in the assessment and development of performance-based total rewards programs and workforce solutions for the health care industry and not-for-profit sector, announces the expansion of the firm’s physician workforce services with the hiring of industry leaders Ron Vance, Patty Bohney and an additional team of five talented consultants. All associates were previously with Navigant’s Healthcare Practice, and bring specialized expertise in physician compensation and workforce performance.

“In the rapidly changing health care environment, we continue to scale our services and broaden our expertise in ways that help our clients address an increasingly diverse set of strategic challenges. With extensive experience in physician alignment and compensation design, Ron and Patty’s team will be a tremendous asset in delivering long-term, sustainable value to the organizations we advise,” said Ted Chien, President and CEO, SullivanCotter.

Ron Vance joins SullivanCotter as a Managing Principal and will help to lead the firm’s client engagements in enterprise workforce alignment alongside newly-appointed Chief Medical Officer, Dr. Mark Rumans. As an attorney, consultant and certified valuation analyst with more than 30 years of experience in strategic planning, physician-hospital alignment and the development of progressive physician compensation arrangements, Ron has advised a wide variety of health care organizations — including community health systems, private physician practices and academic medical centers — through periods of transformative change.

Patty Bohney joins the firm as a Principal in the Physician Workforce Practice. She has nearly 30 years of combined industry experience as a registered nurse, in addition to a variety of operational, management and consulting roles. Leveraging this unique breadth of expertise and a deep working knowledge of the evolving provider landscape, Patty will work closely with clients on the design, implementation and management of strategic, performance-driven physician compensation programs. She is also a certified valuation analyst and will assist a growing team of consultants in determining fair market value and commercial reasonableness.

In addition to Ron and Patty, SullivanCotter welcomes Kevin Hendrickson, Jaclyn Zurawski, Tony Francis, Kaizad Daruwala and Benjamin Shamis to the firm’s Physician Workforce Practice.

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Dr. Mark Rumans Joins SullivanCotter as Chief Medical Officer

Nov. 28, 2017 – Minneapolis – SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, announces the addition of Dr. Mark Rumans as the firm’s first Chief Medical Officer.

With over 30 years of combined experience as a practicing Gastroenterologist and key physician leader, Dr. Rumans brings a wide breadth of both clinical and executive leadership experience to his new role at SullivanCotter. He has a unique background in leading large, multispecialty health care organizations through transformational change, and specializes in enhancing organizational performance through improved access, quality, service and affordability.

As health care continues its shift from volume to value, Dr. Rumans will help organizations align their compensation plans accordingly. He will leverage his understanding of the evolving health care marketplace, including changes in care delivery, the emerging focus on improving population health and the role of value-based reimbursement to assist clients in the development of integrated and holistic compensation and workforce performance strategies.

“In order to better align business and compensation strategy in the new value-based health care environment, organizations must understand how to support clinical performance drivers across all segments of the workforce. With deep working knowledge of current productivity-based compensation plans and direct insight into emerging quality measures and practices, Dr. Rumans will work closely with clients to develop value-based transition plans tailored to the unique needs of each organization,” said Ted Chien, President and CEO, SullivanCotter.

Prior to joining SullivanCotter, Dr. Rumans was the Chief Medical Officer for Vidant Health in North Carolina, where he was responsible for system-level strategy and implementation of physician leadership and integration, value-based care delivery and population health initiatives. He also served as the Physician in Chief for Billings Clinic, Montana’s largest health care organization with approximately 4,000 staff and a growing provider network of 400 physicians and advanced practice clinicians.

About SullivanCotter

SullivanCotter is the leading independent consulting firm in the assessment and development of performance-based total rewards programs and workforce solutions for the health care industry and not-for-profit sector. For 25 years, the firm has provided unbiased advice to executives and boards to help attract, retain and motivate executives, physicians, advanced practice clinicians and employees at all levels. Through the Center for Information, Analytics and Insights, SullivanCotter has developed the most widely recognized compensation surveys in the United States. Combining data-driven intelligence with national insights, we act with integrity to help organizations fulfill their missions, business objectives and regulatory requirements.

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SullivanCotter Launches New Software Solution to Drive Physician Performance

Nov. 1, 2017 - Minneapolis - SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, announces the launch of its Provider Performance Management TechnologyTM (PPMTTM). Developed in cooperation with Mayo Clinic, PPMTTM is an industry-first, cloud-based solution that enables provider engagement through transparent performance-based compensation administration and analytical capabilities.

“As we began integrating value-based care measures into our physician compensation programs, we required a technology solution to help align our physicians with the new quality metrics. It was critical that physicians engage more closely with the measures, provide feedback, and use them to better understand how to improve their performance,” said Brian Bunkers, M.D., President and site CEO, Mayo Clinic Health System.

PPMTTM incorporates SullivanCotter’s industry-leading benchmarking data into three integrated modules, designed to address a spectrum of needs from leadership, physician and administrative stakeholders. Modules include Provider Performance Management, Revenue and Productivity Analytics and Compensation Management Analytics.

“Many health care organizations are struggling to achieve a set of standard quality objectives with their current productivity-based compensation programs. PPMTTM integrates years of physician compensation and health care expertise and insights with an intuitive technology platform to address a growing gap and significant need in the market - supporting the transition from volume to value through physician alignment and engagement,” said Ted Chien, President and CEO, SullivanCotter.

Mayo Clinic and Dr. Bunkers have a financial interest related to the technology referenced in this press release.

For more information on Provider Performance Management TechnologyTM, visit www.sullivancotter.com/PPMT or contact us at 888.739.7039.


About SullivanCotter

SullivanCotter is the leading independent consulting firm in the assessment and development of performance-based total rewards programs and workforce solutions for the health care industry and not-for-profit sector. For 25 years, the firm has provided unbiased advice to executives and boards to help attract, retain and motivate executives, physicians, advanced practice clinicians and employees at all levels. Through the Center for Information, Analytics and Insights, SullivanCotter has developed the most widely recognized compensation surveys in the United States. Combining data-driven intelligence with national insights, we act with integrity to help organizations fulfill their missions, business objectives and regulatory requirements.

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Deana Kraft Joins SullivanCotter to Lead External Affairs

Deana KraftAug 16, 2017 - Minneapolis - SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, announces the hire of Deana Kraft as the Director of External Affairs.

“Our commitment to understanding, addressing, and anticipating our clients’ needs is the foundation for delivering market-leading advice, research and information. These unprecedented times provide an opportunity for us to evaluate new approaches and partnerships to better predict and respond to the evolving health care landscape. Deana will play an important role in identifying forums for us to connect with other industry and client leaders to uncover emerging trends and develop solutions to address the changing needs of health care organizations,” said Ted Chien, President and CEO, SullivanCotter.

Having worked for and with some of the nation’s top hospitals and health systems, Deana has direct insight into the complex challenges organizations are facing. With 20 years of business and consulting experience, Deana offers a unique perspective on integrating people, information and technology in ways that best anticipate and navigate change. In her role as Director of External Affairs, she will collaborate with clients, industry leaders and SullivanCotter experts to identify emerging trends, expand the firm’s research, and improve the development of data-driven tools, resources and strategies help advance insight into what drives client performance.

Prior to joining the firm, Deana was the Vice President, Human Resources at Cincinnati Children’s Hospital Medical Center and served as the Vice President, Total Rewards and HR Technology, for OhioHealth in Columbus, OH. She was also a Partner with a global human resources consulting firm and led the firm’s North America compensation data and technology business.


About SullivanCotter

SullivanCotter is the leading independent consulting firm in the assessment and development of performance-based total rewards programs and workforce solutions for the health care industry and not-for-profit sector. For 25 years, the firm has provided unbiased advice to executives and boards to help attract, retain and motivate executives, physicians, advanced practice clinicians and employees at all levels. Through the Center for Information, Analytics and Insights, SullivanCotter has developed the most widely recognized compensation surveys in the United States. Combining data-driven intelligence with national insights, we act with integrity to help organizations fulfill their missions, business objectives and regulatory requirements.

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SullivanCotter Welcomes Terry Pflager as Chief Operating Officer

Terry PflagerMay 16, 2017 - Minneapolis - SullivanCotter, the nation's leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, announces the addition of Terry Pflager, Chief Operating Officer, to the firm's growing leadership team.

"We continue to look for better ways to help our clients address an increasingly diverse set of strategic and operational challenges, and Terry's addition to the firm will be a tremendous asset to the organizations we advise. As we continue to grow, he will play a vital role in expanding our service lines and consulting resources, developing our associates and scaling our operations to deliver long-term, sustainable   value to clients," said Ted Chien, President and CEO, SullivanCotter.

With over 30 years of health care consulting and human resources management experience, Terry has served as a key advisor to a number of large employers – including many Fortune 500 companies and health care organizations. He has a unique background in leading large and operationally complex organizations through transformational change, and specializes in driving market growth, enhancing client satisfaction, managing associate development activities and improving operational efficiency.

Terry joins SullivanCotter from Willis Towers Watson, where he served as the Market Leader for Kansas and Missouri and was responsible for managing nearly 200 associates and overseeing operations in both markets. He was also a longstanding member of the firm's leadership team and played a key role in the Willis Towers Watson integration following the 2016 merger.


About SullivanCotter

SullivanCotter is the leading independent consulting firm in the assessment and development of performance-based total rewards programs and workforce solutions for the health care industry and not-for-profit sector. For 25 years, the firm has provided unbiased advice to executives and boards to help attract, retain and motivate executives, physicians, advanced practice clinicians and employees at all levels. Through the Center for Information, Analytics and Insights, SullivanCotter has developed the most widely recognized compensation surveys in the United States. Combining data-driven intelligence with national insights, we act with integrity to help organizations fulfill their missions, business objectives and regulatory requirements.

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SullivanCotter Expands Advanced Practice Provider Advisory Services

April 24, 2017

MINNEAPOLIS--(BUSINESS WIRE)--SullivanCotter, the leading independent consulting firm in the assessment and development of performance-based total rewards programs and workforce solutions for the health care industry and not-for-profit sector, is pleased to announce the expansion of the firm’s advanced practice provider (APP) consulting services. APPs remain one of the fastest growing segments of the health care workforce and, as the demand continues to escalate, SullivanCotter’s APP Workforce Practice helps organizations develop strategies to integrate, optimize and engage this increasingly important provider group.

“The role of APPs in transforming care delivery is critical as health care evolves and the focus on team-based care intensifies. Hospitals and health systems nationwide seek to drive better performance as the industry transitions from volume- to value-based care, and this expansion of our APP workforce consulting services enhances our ability to help clients meet the strategic goals of improving access, quality, service and affordability,” said Ted Chien, President and CEO, SullivanCotter.

Combining a data-driven approach with 25 years of industry insight, SullivanCotter works closely with clients to assess clinical operations and develop enhanced models of care, leadership structures, engagement strategies and the supporting compensation programs to ensure that physicians and APPs work efficiently and effectively. The firm also helps clients improve the structure of their APP workforce programs and support top-of-license practice as they look for ways to maximize APP utilization and optimize and engage their entire provider team.

In January, SullivanCotter acquired the Illinois Health and Hospital Association’s (IHA) Advisory Services business line. Trish Anen, former Vice President of Advisory Services and founder of the Center for Advancing Provider Practices (CAP2TM), now co-leads the APP Workforce Practice alongside Kay Jensen. Both are Principals at the firm and have more than 20 years of experience in helping health care organizations design and implement workforce strategies that align with business imperatives.

Amy Noecker, Principal, and Zachary Hartsell, Principal, have also recently joined the firm and bring specialized expertise in clinical operations and improving APP utilization to enhance both patient and provider satisfaction.

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SullivanCotter Hires James Roth as Employee Compensation Practice Leader

June 14, 2016

James RothMINNEAPOLIS- (BUSINESS WIRE) - SullivanCotter, one of the nation’s leading independent compensation, benefits and human resources management consulting firms, announces the hire of James Roth as Managing Principal and Employee Compensation Practice Leader.

With over 25 years of experience in human resources management and consulting, James is a recognized leader in the field, specializing in the design, implementation and communication of total rewards strategies in industries undergoing disruptive transformation. His expertise includes establishing compensation, benefits and career development programs for employees across every level of the organization, creating integrated career frameworks and workforce planning models, and designing incentive programs and performance measures aligned with business strategy and organizational culture.

“As the health care industry continues its rapid transformation, hospitals and health systems nationwide are going through unprecedented upheaval. James is a proven and globally-respected leader in developing solutions to attract, engage and reward employees. His extensive experience working with large and operationally complex organizations undergoing major change coupled with our deep insight into the health care industry is a tremendous combination. It marks huge step forward in helping our clients address the increasingly diverse challenges they are facing,” said Ted Chien, President and CEO, SullivanCotter.

As the firm’s Employee Compensation Practice Leader, James will play a vital role in advising clients on essential elements of compensation philosophy and strategy development. He will also lead the expansion of the firm’s employee compensation consulting services, spearhead the development of total rewards strategies and solutions, and work internally with a team of research experts to enhance SullivanCotter’s industry-leading survey suite and benchmarking data.

Prior to joining the firm, James was a Senior Partner and the Global Rewards Practice Leader for Mercer, responsible for the development of client solutions with a globally diverse team. His experience also includes operational responsibilities as the Vice President of Human Resources at Service Experts, Inc. in Nashville, TN.

James received his undergraduate degree in Human Resource Management from Birmingham-Southern College and completed graduate coursework in Industrial/Organizational Psychology from the University of Alabama.

 

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SullivanCotter Hires Kevin Wilson as Physician Services Practice Leader

February 4, 2016

Kevin WilsonMINNEAPOLIS--(BUSINESS WIRE)--SullivanCotter, one of the nation’s leading independent compensation, benefits and human resources management consulting firms, announces the hire of Kevin Wilson as Physician Services Practice Leader and Managing Principal.

A recognized leader in the health care consulting industry for more than 20 years, Kevin has a strong track record of providing strategic direction and management solutions to a diverse variety of health care clients. “Kevin is committed to advancing the relationship between organizations and their physicians, and has an extensive background helping health care organizations nationwide enhance performance, improve outcomes and achieve strategic alignment. Our clients continue to look for ways to stay competitive as the health care industry adapts to new payment and care delivery models, and Kevin’s expertise will serve them well as they navigate this transition from volume to value,” said Ted Chien, President and CEO, SullivanCotter.

In his role as the firm’s new Physician Services Practice Leader, Kevin will play an integral part in advising an increasingly diverse client base on a host of strategic and operational challenges. With a strong focus in both the design and implementation of physician compensation programs, he will also assist clients in service valuation, facilitating fair market value compliance evaluations, developing strategies to promote hospital and physician integration, and incorporating value-based payments into their distribution models.

Prior to joining the firm, Kevin was a Managing Director with Navigant Consulting. As a key leader in Navigant’s Physician Enterprise Solutions practice, he led a number of important national and regional client engagements with provider networks ranging from 100 to 2000 full time employees.

Kevin holds a Master of Business Administration from the J. Mack Robinson College of Business at Georgia State University in Atlanta, GA. He is also a Certified Valuation Analyst from the National Association of Certified Valuators and Analysts.

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