Workforce Compensation and Performance Improvement Resources

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.

The US Department of Labor recently announced that the salary threshold for exemption status will increase to $1,128/week. While the proposed ruling is not yet final, enactment is likely. As a result, organizations should start considering the impact of the rule and how to address it.

In this article, SullivanCotter provides initial guidance for health care organizations to consider – including an overview of the Final Rule, potential implications on employment arrangements, and steps to take as they develop action plans to move forward.

Establishing a high-functioning APRN workforce – with an effective leadership structure in place – can help your organization obtain Magnet designation. Utilize key workforce insights and data from recent SullivanCotter surveys to assist with clarifying APRN reporting relationships, properly defining APRN performance, and better understanding factors impacting turnover.

In a recent episode of the Governing Health Podcast Series from McDermott Will & Emery, Bruce Greenblatt joins Michael Peregrine to unravel the complex landscape of board compensation within not-for-profit health care organizations.

SullivanCotter’s Cathy Loose was recently featured in Healthcare Business Today to discuss how leaders can be more proactive in ensuring the right compensation programs and rewards are in place for all nurses.

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.

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.

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.