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| The Monthly Pulse |
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| Utah Governor Signs First PA Licensure Compact Bill into Law
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| The Story |
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| In March, Utah became the first state to adopt the PA Licensure Compact. S.B.35 was signed into law by Governor Spencer Cox and addresses professional licensing challenges across various industries, including the PA Licensure Compact. To become active, the compact must be adopted through legislation by seven states. |
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| What You Should Know |
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| While Utah is paving the way for the PA Licensure Compact, several other states are close behind. Texas, Rhode Island, Ohio, and Minnesota all have bills lined up for the 2023 legislative season to adopt the compact in their states. The compact would make it easier for PAs to practice in multiple states, thereby playing an important role in helping to address healthcare staffing shortages.
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| Noncompete agreements: 5 figures to know
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| The Story |
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| The FTC’s proposed noncompete ban would allow healthcare workers to move freely between employers in the face of the healthcare staffing shortage. Naturally, hospitals fear that this could force them into paying more for healthcare workers, despite having limited financial resources to do so. It also threatens existing contracts. Organizations like the American Medical Group Association are opposed to the ban, but others, such as National Nurses United, support it.
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| What You Should Know |
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| Evaluating data on noncompete agreements is helpful for framing the potential impact the ban could have on the medical community. According to research, nearly a third of U.S. employees are asked to sign noncompete agreements after they’ve already accepted an offer from employers. Noncompete agreements are also said to cost U.S. households $5,000 a year by enforcing lower wages and limiting competition. Roughly 45% of primary care physicians sign noncompete agreements, and although these agreements are meant to be negotiable, only 10% of employees attempt to negotiate them.
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| Physicians and their bosses don't see eye to eye on retirement |
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| The Story |
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| According to data from the 2022 Physician Retirement Survey, physicians and their administrators don’t have the same expectations around retirement. Since more than 40% of physicians will reach age 65 within the next decade, these findings are important for helping hospital administrators understand how they can better serve their physician workforce. |
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| What You Should Know |
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| While administrators believe that age is the primary reason for doctors to retire, survey findings show that physicians are actually more likely to consider retirement because of burnout. The two parties also have different expectations about when plans to retire should be communicated: while most physicians plan to give three months’ notice or less, administrators expect to receive at least four to six months’ notice. Administrators also tend to assume physicians would prefer a hard cut-off to enter retirement, but many doctors would actually prefer to reduce their working hours gradually. These findings illustrate the importance of tapping into physicians’ actual wants and needs to provide ongoing support through all phases of employment.
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| Leadership Reflections |
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From Transition to Transformation
I think it’s safe to say we’ve all gone through significant transitions over the past three years. Some were forced upon us, such as the pandemic and economic downturn. Others were self-initiated; for example, our team is in the midst of a complete tech stack overhaul. It’s tempting to just tolerate transition with as little change as possible. I would like to propose striving toward transformation with the end goal of a stronger and more resilient individual, team, and organization.
Transition is the process of changing from one state or condition to another. Transformation, on the other hand, is a marked change in form, nature, or appearance. People are naturally resistant to change, especially significant transformational change. According to McKinsey & Company, 70% of organizational transformations fail and 72% of organizations with failed transformations cite employee resistance and management as the major barrier.
As a role model inspiring others to adopt new behaviors leading to transformation, it’s important to find other champions of change who will partner with you to:
- Influence others to buy into the vision
- Listen, show empathy for fears and struggles, and communicate well
- Build trust
- Coach others toward growth and adaptation
If you’re in the midst of transition or transformation, check out McKinsey & Company’s Perspectives on Transformation videos for some great insights and strategies.
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| Unlocking Your OR's Potential: Data-Driven Strategies for Maximizing Efficiency and Easing Staffing Challenges |
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| American College of Healthcare Executives - ACHE Virtual Leadership Symposium |
| Tues., May 9 - Wed., May 10 |
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| American Hospital Association Leadership Summit |
| Sun. Jul. 16 - Tues. Jul. 18 |
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| Healthcare Cybersecurity Forum |
| Wed. Sept. 6 - Fri. Sept. 8 |
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