Health care organizations are under pressure to ensure proper staffing and continuity of care to support the communities they serve. In addition to determining the right number and type of clinicians, organizations must also monitor potential retirements and reductions in clinical productivity levels to help inform succession planning needs.

Without a stable and engaged workforce, health care organizations are limited in their ability to truly transform. Learn more from SullivanCotter's President and CEO, Ted Chien, on how organizations can address the ongoing labor crisis.

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.

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

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

Featured in Fierce Healthcare, SullivanCotter’s President and CEO, Ted Chien, outlines the importance of utilizing robust data and benchmarks to build a more resilient workforce model that helps support the delivery of high-quality care and enhance financial sustainability.

Market pressures continue to test the financial sustainability of health care organizations nationwide. To succeed in a rapidly evolving marketplace, health systems, medical groups and physicians must work together to develop a more intentional and comprehensive affiliation strategy to help drive performance and improve outcomes.

With the appointment of Zachary Hartsell as the firm's APP Market Leader and the addition of new consulting talent Lacey Buckler and Hadley Powless, SullivanCotter continues to build out a team of highly specialized experts and industry leaders in APP workforce compensation, utilization, care delivery and workforce planning.

Health care organizations are in an ongoing workforce crisis, and they continue to struggle with high turnover, employee burnout, wage pressure and other recruitment and retention challenges – all of which have driven up the cost of labor, increased the competition for talent, and forced organizations to consider the relationships between workforce design, talent, compensation, and performance management.

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?

As health systems evaluate changes to the 2023 Physician Fee Schedule, they must be aware of the impact on Medicare reimbursement, reported wRVUs, and provider compensation plans forspecialties most likely to be affected.

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.

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 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.

With risk-based contracting and value-based reimbursement at top of mind, many hospitals and health systems re-evaluating their panel management and patient care delivery strategies in an effort to better support the achievement of system-wide population health goals.

Featured in Becker's Hospital Review, Zachary Hartsell discusses recent changes to the Physician Fee Schedule and how the modifications pertaining to reimbursement for split/shared visits has the potential to alter the existing workflow of physicians and APPs.

Due to recent changes to the Physician Fee Schedule regarding modifications to billing for split/shared visits, many physicians and advanced practice providers are facing significant workflow changes.