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?

Featured in a recent article from RevCycle Intelligence, data from SullivanCotter's 2022 APP Compensation and Productivity Survey highlights the need for more dynamic compensation practices for nurse practitioners (NPs), physician assistants (PAs) and certified registered nurse anesthetists (CRNAs). 

Health care is in the midst of an ongoing workforce crisis as the demand for care is outpacing the supply of labor. To help fortify the nation's health care system by building a sustainable pipeline of future talent, Ted Chien, SullivanCotter's President and CEO, discusses how hospitals and health systems can meet this challenge through smarter technology, resilient teams, and excellence in leadership.

Utilizing data from SullivanCotter's 2022 Advanced Practice Provider Compensation and Productivity Survey, Becker's Hospital Review has listed the top 20 highest-paid specialties for both nurse practitioners and physician assistants. It also shares median total cash compensation by region.

SullivanCotter’s 2022 Health Care Staff Compensation Survey includes data from nearly 1,300 organizations on more than 1.2M individual employees- providing organizations with critical compensation market data, information on key employee workforce practices, and insight into emerging industry trends.

With median total cash compensation (TCC) up by 4.5% over last year for nurse practitioners (NPs) and physician assistants (PAs) across all major specialty categories – primary care, medical, surgical and hospital-based – this year’s results reflect a dynamic market requiring organizations to develop more competitive approaches to advanced practice provider (APP) compensation.

To help organizations address the impact of recent changes to the Physician Fee Schedule, SullivanCotter’s 2022 Physician Compensation and Productivity Survey Report includes two sets of benchmarks based on wRVU values from both the 2020 and 2021 schedules.

Featured in McDermott Will & Emery's Governing Health Podcast Series, SullivanCotter's Tim Cotter provides insight into a number of trends and challenges facing the Executive Compensation Committee in today's environment.

A critical cornerstone of effective CRNA recruitment and retention strategies is the establishment of competitive compensation packages and desirable practice environments aligned with evolving CRNA preferences and market trends.

SullivanCotter’s Health Care Management and Executive Compensation Survey includes data from more than 3,000 organizations on nearly 42,500 individual managers and executives - providing health care organizations with critical compensation market data, information on key executive workforce practices, and insight into emerging industry trends.

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.

SullivanCotter shares data and insights from a recent pulse survey on health care executive compensation in pediatric organizations

Modern Healthcare features data and insights from SullivanCotter to discuss how the competitive market for talent has impacted executive compensation and pay practices.

SullivanCotter's 2022 Health Care Management and Executive Compensation Survey Report highlights impact of the competitive talent market and pandemic recovery on executive compensation

Learn more from SullivanCotter’s recent Remote Work and Geographic Pay Pulse Survey, which examines how health care organizations are responding to what has changed with respect to remote work policies, geographic pay differentials, and staffing models.

As some organizations are transitioning back into the office, hospitals and health systems need to rethink which employees can and should work remotely, what these arrangements should look like, and how they should be paid.

Pediatric hospitals continue to face physician workforce recruitment and retention challenges due to unprecedented labor shortages, pay compression, burnout, retirements and increased competition for physician leadership talent.

SullivanCotter recently conducted a pulse survey to help pediatric hospitals understand how their peers are addressing 2022 executive salary increase budgets and incentive awards for FY2021 performance.

SullivanCotter conducted a pulse survey to help participants understand how health systems are addressing FY2022 executive salary increase budgets, incentive awards for FY2021 performance and other actions to support executive recruitment and retention in this dynamic market.

Looking for better ways to recruit and retain registered nurses in an increasingly competitive marketplace? SullivanCotter presents a number of strategies based on recent workforce trends.