供应商雇佣协议

In recent years, healthcare has been combating the effects of a provider shortage. 在COVID - 19大流行之前, provider organizations were cognizant of the difficulties associated with recruiting and retaining physicians, 高级实践提供者(APPs), and other clinicians (hereafter collectively referred to as “providers”). Then COVID‑19 hit, and finding and retaining providers became even more challenging. Burnout associated with the pandemic and lasting impacts from the “Great Resignation” have led to what is now a pivotal moment for healthcare provider staffing.

One strategy organizations can use to address recruitment and retention concerns is to utilize an employment agreement. Employment agreements are a contract between a provider and an organization and typically outline expectations, such as work requirements and citizenship expectations, 薪酬水平, 竞业禁止或保密条款, 和终止条款(e.g.(有或无原因的终止).

心电图 recently conducted a rapid survey of 76 provider organizations to gain insight into how healthcare organizations are utilizing provider employment agreements and whether these practices have changed due to the pandemic.

bet8网站备用雇佣协议

Nearly all survey respondents (99%) said they use employment agreements for physicians. 这并不是一种新的做法, as virtually all those organizations have been using them for more than three years. Most organizations (93%) said they use employment agreements for more than three-quarters of their physician population. For organizations that don’t offer employment agreements to all physicians, there is some slight differentiation by specialty or specialty grouping.

• 在这些分组中, more than 85% of respondents said they utilize employment agreements for primary care, 医疗, 外科手术, 以及医院的专科.
• Urgent care (65%) was the only specialty from our survey that was noted as regularly not being employed through a contract.

The most common notification period for termination without cause for physicians was 90 days, but participants’ responses varied from immediate termination to 180 days. Of the responding organizations, 77% also use noncompete clauses in their employment agreements. Most survey participants reported noncompete periods of 12 to 24 months, but a small number extend that period to 36 months.

另外, some noncompete clauses specify the radius from the current place of employment within which a physician cannot accept a new role. 对于城市bet8网站备用来说, this radius was most commonly more than 5 miles, while most rural organizations indicated their radius was more than 25 miles.

APP雇佣协议

人们对app的反应褒贬不一, 相对于他们的bet8网站备用同行, although they represent a significant increase in recent years as more organizations appear to be using employment agreements for their APPs than in the past.

Our survey finds that 55% of organizations use employment agreements for APPs, 相比之下，bet8网站备用的这一比例接近100%. Many of those respondents have been using employment agreements for some portion of their APP cohort for more than three years, but there has been an uptick in the use of employment agreements for APPs over the past few years (which may have resulted from the pandemic). For organizations that use employment agreements for APPs, 就像bet8网站备用一样, 这些协议通常是:

• Cover a large portion of the provider population (e.g.，超过75%).
• 使用相似的专业分组.

The termination-without-cause periods for APPs were also in line with those for physicians, and the most common period was 90 days’ notice. Noncompetes for APPs were far less common than for physicians, but for organizations that did have noncompetes (60%), the noncompete geographic radius for APPs was similar to the physician noncompete radius.

Organizations indicated many reasons for utilizing APP employment agreements:

• Improving alignment with their physicians (89%)
• 保护患者小组(56%)
• Implementing a longer termination period notice (52%)
• 提高保留率(41%)
• Keeping up with local market precedents (22%)

雇佣协议会一直存在

Nearly all respondents who currently use employment agreements for either physicians or APPs said they plan to continue doing so in the coming years. 不管是什么原因, this much is clear: employment agreements can be a useful tool for healthcare provider organizations and are likely to remain relevant as the provider labor market continues to tighten.