There is no more rigorous or accurate benchmarking resource for provider compensation planning. Our surveys offer market-specific data composed of compensation, production, and benefits information ...
The industry’s only compensation survey dedicated to understanding the unique data needs of the pediatric market.Our survey provides an in-depth review of pediatric subspecialty market trends, ...
There is no more rigorous or accurate benchmarking resource for academic provider compensation planning.
Our surveys offer market-specific data composed of compensation, production, and benefits ...
Dignity Health–St. Rose Dominican Hospitals (DH-SRDH) engaged ECG as an advisory partner to support ongoing efforts to identify, evaluate, and design care workflows for behavioral
In the process of addressing operational issues, ECG enabled Easterseals Northern California (ESNorCal), then known as Easterseals Bay Area, to transform its process improvement
Schools of medicine have often applied a dean’s tax to provide additional funding to the academic enterprise. This approach is outdated, However, recognizing the need for continued reinvestment and alignment between affiliates, forward-thinking AMCs are eliminating the dean’s tax and revising historical financial arrangements.
Demand for behavioral health services will continue to grow, and new solutions are required to extend already scarce behavioral health resources to meet communities’ needs.
Medical staff planning should be proactive, not just reactive. Accurate, reliable, and strategically sound medical staff development plans are critical to mitigating physician shortages, prioritizing recruitment initiatives, and addressing other competitive and regulatory pressures. While many organizations use workforce planning to justify an existing provider deficit, highly successful organizations adopt a proactive approach to ensure that their communities’ long-term health needs are met and their market position remains strong.
The results of a solid medical staff development plan support planning decisions regarding physician alignment as an organization determines how to best meet its community need and strategic goals. Employment or recruitment may not always be the preferred or most viable strategy. The process of developing and executing a physician alignment strategy relies on an understanding of the local market trends and the organization’s vision and goals for alignment. While some health systems still evaluate their workforce needs separately from their alignment needs, developing workforce plans utilizing a tightly integrated process typically results in a more efficient and effective organizational strategy.
As healthcare services continue their shift to the ambulatory setting, it is important for organizations to set clear market goals and understand what truly drives their provider network. This can vary by market, with some organizations focused on attributed lives and others on fee-for-service market growth. Robust workforce assessments help organizations identify gaps in coverage and focus their efforts on tangible network development goals. ECG’s provider workforce planning experts have conducted medical staff development plans for hundreds of organizations, and our methodology takes these considerations into account to help organizations develop a viable network strategy that strikes an appropriate balance between primary care access and specialty need while considering the geographic distribution of providers across market regions.
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