American Association of Provider Compensation Professionals’ Post

Exciting News!!!!!! 👏🏽 The wave of change continues as we welcome The Rotherham NHS Foundation Trust to the L2P Enterprise Ltd family for medical #jobplanning. Better outcomes rapidly. #Engagement, #compliance, and a better quality of #reports are all standard from L2P's eco-system for supporting better job planning. Ever wondered why L2P Enterprise Ltd remains the fastest-growing job plan provider across the NHS for the past three years. Why not discover the L2P experience today.............. #jobplanning #nhs #nhsdigital #workforcemanagement #l2p

⭐Framework Transition : RM6161 to RM6281⭐ With the impending expiration of the RM6161 framework, many NHS Trusts face a significant transition. Agencies currently operating under RM6161 that have not secured a place on the new RM6281 framework could lead to NHS Trusts having critical shortages in agency staff. This situation would increase patient risk and drive-up cost as Trusts may be forced to rely on 'Off Framework Agencies' then. 📉 Why This Matters: Shortage of Agency Staff: A shift from RM6161 to RM6281 without proper onboarding could create gaps in staffing within the Trusts. Increased Costs: Dependency on soon to be ‘off-framework’ agencies may result in higher costs and potential service disruptions. 🔍 How We Can Help: Expertise Across Frameworks: We have extensive experience navigating all NHS frameworks, including RM6161 and RM6281. Successful Audits: We’ve helped clients pass Pre & Post Award Audits with 100% scores, showcasing the dedication to compliance with quality. Smooth Transitions: We specialize in helping clients transition seamlessly, ensuring compliance and operational continuity. Our clients have successfully secured positions under the Workforce Alliance framework and are fully equipped to support NHS Trusts, even during the demanding holiday periods. 📞 Ready to Scale Your Workforce? To ensure your agency is prepared for any surge in demand and to avoid disruptions, contact us directly to schedule a call. Jigar J Kapadia Riddhi Baradiya Gopali Bisani 👥Let’s discuss how we can support your transition and keep your operations running smoothly. 🏃♂️➡️ https://lnkd.in/d9cj9mVk

With so many NHS organisations facing huge challenges to meet their financial targets how do you move the mindset to deliver sustainable cost reductions? Far too many initiatives are actually cost deferments or cost suppressions rather genuine long term reductions. Recruitment freezes are not long term cost reductions, delaying repairs until next year are not sustainable cost reductions and often end up costing more in the long run.

"Replacing a specialized healthcare professional can coast as much as 200% of the employees yearly salary" - Margaret Lindquist-Healthcare Content Strategist. Here is a solution. Training cohort for CCALAC member health centers to help reduce turnover. Registration is open now. #CommunityHealth #LosAngelesCounty #EmployeeRetention #WorkforceDevelopment #Leadershipd\Development #TalentManagement #TalentRetention #RetentionSuccess #ProfessionalDevelopment #EmployeeEngagement

Rethinking Agency Staffing in the NHS: A Call for a Balanced Approach The debate around agency staffing in the NHS often centres on cost, but it’s time we look beyond the price tag to understand the true value agencies bring to our healthcare system. Agency staff are not just a stop-gap; they are a vital part of a dynamic workforce, providing flexibility, specialised skills, and rapid responses to changing needs. In a system as complex and demanding as the NHS, this adaptability is crucial. However, the conversation needs to shift from simply controlling costs to ensuring that agency staff are integrated effectively into the workforce, with their contributions recognised and optimised. Current policies can sometimes create false economies. For example, restricting rates or imposing budget constraints on permanent placements often leads to higher overall spending through short-term, temporary solutions. More importantly, it can result in gaps in care, increased waiting times, and overstretched staff. Here’s how we can reshape the narrative: Workforce Planning: Integrate agency staff into long-term workforce strategies rather than seeing them as a last resort. This ensures we have the right skills at the right time, maintaining continuity of care. Collaboration over Competition: Foster collaboration between the NHS, agencies, and unions to create sustainable staffing models that benefit everyone. Agencies can be partners in delivering high-quality care, not just suppliers of labour. Data-Driven Decisions: Use data and insights to understand where agency staffing is most effective and where changes can be made to improve outcomes and efficiency. Fair Pay and Conditions: Address the disparities between substantive and agency staff, ensuring fair compensation and conditions that reflect the true market value of healthcare workers. Let’s move away from the outdated narrative that sees agency staffing as an expensive problem and start recognising it as an opportunity for innovation, flexibility, and better patient outcomes. A balanced, thoughtful approach to agency staffing could be a game-changer for the NHS. #HealthcareInnovation #NHSSustainability #AgencyStaffing #WorkforceStrategy #Collaboration #PatientCare #FutureOfHealthcare #ValueOverCost #HealthcareLeadership

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Telemedicine connecting a physician to an injured worker is not triage. Nurse triage is an assessment via algorithm derived from troves of data. Physician intervention is a true clinical assessment by a trained provider who can administer treatment. #RelyMD offers nurse triage and injured workers direct connection to physicians specifically trained to address workplace injuries. #CallRelyMDFirst.

HCA's CEO-to-worker pay ratio over the past 5 years Nashville, Tenn.-based HCA Healthcare CEO Sam Hazen was paid between 254 and 556 times more than the health system's median employee since becoming the health system's chief executive in 2019, according to proxy statements filed with the Securities and Exchange Commission. Sam Hazen has been paid approximately $111 million over the last five years not including stock options, bonuses, and other perks. While CEO of a large health system requires incredible skill sets and knowledge, earning a ratio of 356 to 1 ceo-to-median-worker pay ratio seems on face value to be excessive. How much wealth does one need to live comfortably over a lifetime? Think of all the employees of HCA committed to providing excellent patient care and those who support the care or revenue cycle of the individual hospitals that go into Mr. Hazen's pocket along with shareholders. #CEO, #exorbitantpay, #overpaid, #medianwage, #equity https://lnkd.in/eNQ68Bh8

Outsourcing billing tasks will reduce the burden on staff and cut some of the costs associated with employee turnover and training. Plus, outsourcing with reliable agencies gives you access to specialized knowledge and expertise that can help your organization enhance operations without requiring you to hire more employees.