By: Mitzi Kent, RN, BSN | mkent@barlowmccarthy.com
Over the last 25 years, the community needs assessment has been at the core of the medical staff development plan for health systems. But, the days of defining recruitment needs based solely on a particular specialty’s market surplus or shortage are long gone – like disco, cassette tapes, and pet rocks.
Medical staff development planning has evolved into a higher level, strategic function in today’s physician shortage environment. An excellent medical staff development plan is an “anchor” resource that enables leaders to set goals and priorities, better direct the team and communicate results effectively to boards.
The medical staff development plan acts as a GPS in physician recruitment, guiding the number of new providers in each specialty area. When the demand/supply analysis is integrated with succession planning and competitor dynamics, the plan provides an efficient road map to recruitment destinations. Medical staff resources can effectively connect with the organization’s mission and strategy. The plan can go beyond recruiting assistance and help staff in-house recruitment teams, evaluate the need for onboarding and credentialing support, and forecast needs for additional staff.
Good medical staff development plans can also increase physician engagement. Using an outside resource to conduct interviews with your medical staff gives them a voice on where they see growth opportunities and helps identify needs within the healthcare system. The medical staff becomes part of the solution and more of a partner for your strategic plan.
Focusing on crucial areas beyond just the community needs analysis can bring even greater precision to the final recruitment recommendations. Among these are:
- Primary Care Focus: The primary care landscape has changed since the pandemic. This disruption to healthcare should retool your delivery models to secure your patient relationships. Renewed interest in using advanced practice providers in full PCP roles will provide a more cost-effective and efficient care delivery with the looming physician shortage due to burn-out.
- Outmigration or “Leakage”: Many organizations are unaware of the volume leaving their market. Claims data can help identify physicians driving the majority of volume out and to which health system it is being directed.
- Strategic Service Lines: As a community hospital, shifting focus from “how do we provide everything” to “what should we provide to support the community and remain financially viable” is an effective way to do a deep dive analysis for understanding the consumer’s needs and preferences in today’s environment. Conducting interviews with key community leaders and medical staff leadership can provide a “voice” to help prioritize service lines and recruitment plans.
Going beyond supply and demand in determining your medical staff development plan can offer a more in-depth understanding of the need to recruit additional physicians and implement different physician growth strategies to achieve desired results. That can certainly be as valuable as that Earth, Wind, and Fire cassette tape you have been holding on to for years.
I would love to chat more with you about this. Use the link below to schedule a 30-minute conversation where we can discuss your specific needs. https://calendly.com/mkent-barlowmccarthy/complimentary-conversation