Health care organizations continue to face pressures related to optimizing clinical care, enhancing performance and ensuring financial stability, which have only intensified with the renewed focus on health care reform.
In order to meet and manage many of these unique challenges, organizations require a more comprehensive and holistic approach to compensation and workforce performance.
For over 25 years, SullivanCotter has worked with hospitals and health systems nationwide to help them navigate an industry undergoing constant change. We provide a combination of proprietary benchmarking data and independent, third-party advice to leading health care organizations. With this, our clients gain access to the research and information they need to align and structure workforce compensation and benefits strategies that support enterprise-wide transformation and business performance.
Our services include:
Navigate today’s evolving health care landscape with strategic workforce insights for your hospital or health system.
Related Resources
Proactive Workforce Planning: Grounded in Data
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.
Physician-Hospital Affiliation Strategies
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.
PRESS RELEASE | Cost of Labor Increases Amid Ongoing Health Care Workforce Crisis
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.