Overview
Developing a strategic framework for how your hospital will deliver value to its patients is critical to the health of an organization.
Physician and Advanced Practitioner Recruitment Planning must be inexorably linked to the health system’s overall strategy, market growth strategies, and service line strategies. HSG works with health systems to link strategies to relevant market data to create the right workforce development plan.
As an industry leader in Manpower Planning/Provider Workforce Development, HSG has a deep knowledge and understanding of the challenges that health systems face in this area. HSG has performed 300+ of Medical Staff Development Plans or Provider Recruitment Plans in the last decade, for hospitals of all sizes, from critical access hospitals to some of the largest health systems in the country.
For many of these clients, HSG developed a multi-year partnership focused on helping the client optimize their physician network – getting the right manpower, deploying it strategically to achieve health system goals, and ensuring the financial performance of closely aligned or employed practices are sustainable for the health system. Our engagement teams heavily utilize our thought leaders, physician leaders, and a consulting staff that is intimately familiar with the data needs of a health system when considering Provider Workforce Planning efforts.
Framework
What strategic and market dynamics should the Medical Staff Development Plan consider?
- Health System strategy
- Service line strategy
- Ambulatory footprint growth
- Outpatient service growth
- Market velocity towards value
- Competitor strategy & activity
What Data Points should be aggregated to provide a comprehensive overview of provider need?
- Patient attraction & retention
- Provider Supply & Alignment
- Provider Demand
- Existing Provider capacity & access
- Provider workforce age dynamics
- Provider opinion
What Health System stakeholders should be involved in building the plan?
- Executive leadership
- Hospital leadership
- Employed network leadership
- Service line leadership
- Recruitment leadership
What recruitment considerations should the final plan consider?
- Strategic growth priorities
- Critical succession needs
- Future strategic needs
- Long-term succession needs
- Provider mix dynamics
- Geographic placement
How We Strategize
- Development of Customized Market Areas –to allow health systems to subdivide their market into strategic segments that allows the application of market and provider data to make tailored decisions.
- HSG Provider Manpower Supply and Demand –to measure supply and demand by specialty at the FTE level within the Stark III Service Area as well as Strategic Service Area and other customizable submarket definitions
- HSG Outpatient and Ambulatory Market Share and HSG Inpatient Market Share – to measure current success in volume capture across the continuum of care, and identify specialty specific outmigration and incremental volume capture opportunities
- HSG Provider Dashboard – to measure provider alignment and define opportunities for moving case/procedure volumes
- HSG Patient Flow – to measure of Primary Care Patient Outmigration to Specialty Care, by specialty, utilizing HSG Patient Flow
- Succession Planning Analysis –to evaluate internal succession planning issues by specialty as well as obtain a broader view of physician age throughout the market
- Employed Provider Productivity and Access –to measure internal specialty capacity and evaluate the need to build internal volume versus incrementally recruit providers
- Advanced Practice Professional (APP) Provider Mix– to evaluate opportunities for rightsizing Physician: APP ratios within practices and utilize providers at top-of-license
- Provider and Leadership Engagement– to qualitatively assess opportunities within the market.
Customizable to Your Health System’s Needs in HSG Dashboard
Workbook Features
HSG continually updates data sets and publishes related reports in HSG Dashboard.
- Stark III Market supply and Demand by Specialty
- Strategic Market Supply and Demand by Specialty
- Succession Planning Analysis, including Employed Provider Productivity
- Market Demographics
Additional Analysis and Consulting
Medical Staff Development
Physician and Advanced Practitioner Recruitment Planning must be inexorably linked to the health system’s overall strategy, market growth strategies, and service line strategies. HSG works with health systems to link strategies to relevant market data to create the right workforce development plan.
Provider Needs Analysis
Assessments of provider need support health system recruitment decision making by tailoring data about the providers serving a market and the health systems competing in it.
Market and Service Line Growth Strategy
Profitable top-line growth comes from identifying and seizing opportunities within the market. HSG works with health systems to comprehensively identify and implement strategies at the market and service line level to achieve success.
Primary Care Strategy
Primary Care is the “evergreen” strategy – one that prospers in a Fee-for-Service or Fee-for-Value market, and one that ensures continued operational and financial sustainability through the attraction and retention of patient lives.
Related Resources
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APP Employment and Compensation Models to Optimize Alignment
Advanced Practice Provider (APP) employment methodologies and compensation philosophies should be reviewed to maximize alignment with organizational goals and objectives.
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Strategic Implications of the Pandemic
As the nation begins to emerge from the depths of the COVID-19 Pandemic, there is a high probability hospital business models will change. Review HSG’s observations on the six biggest strategic implications.
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COVID-19 and Your Employed Physician Network (Checklist)
Review HSG’s COVID-19 pandemic checklist of short and long-term clinical and operational, financial, and strategic areas of evaluation.
