Providers receiving on-call compensation are more likely to be compensated daily or annually than in previous years, according to Medical Group Management Association’s Medical Directorship and On-Call Compensation Study: 2011 Report Based on 2010 Data.
Are you statistically examining your compensation practices? If not, you should be, because someone else will. And that someone else just might be the Federal Government…. It’s important to know what story can be told by your data. The best way to find out is to statistically examine it. Not only will this help you prepare for what the government may find when they analyze your data, it will provide you with an opportunity to identify potential problem areas, and give you a chance to take corrective action where appropriate.
This year’s report from PwC’s Health Research Institute finds that the medical cost trend is expected to increase from 8% in 2011 to 8.5% in 2012. An interesting blend of reactions to the recession, the slow recovery, health reform, and other variables are factored into the medical cost trend in 2012. The report shares key findings, which includes an explanation of trends contributing to rising costs (accelerators) as well as decreasing cost trends (deflators).
The objective of this study was to examine views of nursing and nursing leadership among the nation’s opinion
leaders. A recent survey, conducted November 20-22, 2009, found the American public rating nurses with the
highest honesty and ethical standards, at 83%. Gallup has historically found nurses to be among the most
ethical and honest professions, as rated by the public. This study sought to examine opinion leaders’ views
about nursing leadership with an emphasis on determining the role of nursing in the future, and potential
barriers to leadership roles in healthcare today.
For the past several decades, the U.S. labor pool has grown rapidly as increased numbers of women and “baby boomers” of both genders joined the workforce, and as the relatively small number of persons born during the Great Depression retired. The future looks much different… Health care will face the twin challenges of attracting and retaining replacements for retiring workers while expanding its workforce to care for an aging population.
For more than half a century the devotees of public health planning in the United States have dreamed of planning the size, composition, and spatial distribution of the nation’s physician work-force so that it can meet the projected “need” for health services in an efficient and equitable manner. Undaunted by a century of failure in this regard, Kevin Grumbach’s paper, “Fighting Hand to Hand over Physician Workforce Policy,” is one more installment of this perpetual American dream. His paper leads one to wonder whether the planning he advocates could ever work—anywhere.
Employee retention and recruitment may seem like the same concept, but each require a very different approach to be successful. With recruiting, the approach is one of educating potential employees about your organization and the benefits of working there. Often this is focused on salary and benefits, with other factors such as working conditions, location, scheduling. However in the last decade, an organization’s green performance has started to become more important and is a contributing factor in attracting new top talent.
The AHA announces the new Dick Davidson Quality Milestone Award to recognize state, regional and metropolitan hospital associations’ leadership in improving health care quality. The award will be presented annually to a hospital association that demonstrates leadership and innovation in quality improvement and contributes to national health care improvement efforts.
In March healthcare added another 37,000 jobs – the most so far this year, according to the U.S. Bureau of Labor Statistics…. Even with the new jobs being created, healthcare – like other fields – needs to be carefully considered before a potential employee accepts a job.
Would you believe that effectively guiding your organization’s values, culture and performance is as simple as asking yourself one question? ….Leaders can articulate their values and drive their organization’s culture by asking one simple question. Hint: It’s more personal than you might think.