Apr 24, 2024

APP Turnover & Employee Mental Wellbeing



APP Turnover

Recent research shows high APP turnover, with health orgs of <300 providers suffering the greatest and compensation being the #2 reason for leaving. Provider orgs need to value and track APP productivity and performance appropriately and create policies and factor these elements into APP compensation. We’re helping orgs implement team-based incentive models to improve APP retention.

By facilitating the ease of adjudication and modeling of team based and pooled incentives, we’re helping orgs implement better comp plans to combat turnover. This also enables the admin team to track and operationalize performance of the providers. Furthermore, the providers also have direct line-of-sight to their performance and how it impacts their compensation. 

Employee Mental Wellbeing

Calm’s 2024 Voice of the Workplace report shows that employees’ mental health has made no improvement, and in some cases has worsened. 60% of respondents shared that their work performance is suffering. Burnout and financial instability are top factors influencing wellbeing. Strategies to improve support systems, enhance managerial training and address root causes of distress are a necessity.

While employee wellbeing certainly starts with having org policies/procedures that support self care and regular wellness check-ins, compensation naturally plays a part because our livelihood depends on it. If the comp process is not timely, transparent, and accurate, it can create stress and anguish and have a negative impact on the employees’ mental health.

Deploying a sophisticated compensation platform can help advance the initiative of increasing employee wellbeing. For example, ProCARE can track and analyze data points pertaining to utilization and FTE management and analysis. These indicators can be configured with specific thresholds to alert admins/leadership of high-risk scenarios. 

In the advent of integrated systems, provider comp strategies were heavily weighted to outdated “treadmill” type models where the only thing rewarded was higher RVU attainment. With the right technology, a more holistic view of a provider’s efforts can be utilized so they are rewarded for the unique ways they are supporting the system – without making the comp management process more labor intensive. Some examples include: 

  • Carve-outs
  • Exceptions
  • Proxy credit
  • Admin/research time considerations
  • FMLA/LOA adjustments
  • Team and individual goals
  • Population management
  • Base salaries with clear guardrail and evaluation periods
  • Tenure/other incentives 
  • Value-based care

Is your organization experiencing high APP turnover or concerns with employee mental wellbeing? Let’s talk about how ProCARE can help!


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