At HSG, we spend most of our time focusing on strategic and operational issues related to employed provider networks. We work with clients to build culture, improve operations, and reduce losses. Central to these activities, and foundational to the very existence of every employed group, are the providers themselves. In fact, a group’s long-term success is incredibly dependent on having productive, engaged, and satisfied physicians and advanced practitioners (APs). Although there are many issues that affect providers, few are more impactful than compensation. That is why the most successful provider organizations make the development and execution of and employed provider compensation strategy a top priority. In this white paper, we introduce the concept of an evolving provider compensation plan as well as best practices for its strategy, design, and implementation.
In this white paper we will focus on employed provider compensation strategies, specifically:
- The importance of having a compensation strategy that evolves with and supports the organization’s progress toward an employed physician network that creates value and operates at high performance
- Best practices for provider compensation strategy, design, and implementation, including:
- Introducing meaningful and aligned productivity incentives
- Incorporating broader, non-productivity-based incentives
- Building structures to incentivize team-based care
Employed Provider Compensation.pdf |
Download a PDF of this white paper to share with your team |
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