A move to direct employment, or to any new practice model, is a valuation question before it is a staffing one — and it turns on what the coverage costs you either way.
We model both sides: a pro forma for the employed model against current contracted spend, compensation and benefits benchmarked against what the market is actually posting, and the governance structure that has to exist on day one.
The output is a decision document. What changes, what it costs, and what the transition looks like month by month.
Who asks for this
A health system considering direct employment, a professional-services agreement, or some other model change, and wanting the cost before the announcement. The question is what the coverage costs either way, not whether employment is fashionable this year.
The option of not changing is part of the model. A transition that looks better only because the current contract was never priced correctly is not a reason to employ anyone.
What you leave with
A pro forma of the employed model against current contracted spend, compensation and benefits set against what the market is actually posting, and the governance that has to exist on day one. Month-by-month, not a single “go / no-go” slide.
Where the incumbent group can move with you, that is usually the stabler path. Recruiting a new workforce to replace a group that was never the problem is how these conversions get expensive.
Related reading
Where this starts
Tell us the situation and we will come back on what this would involve at your facility — and on what it would not.
Key Deliverables
- Valuation Analysis
- Benefit Benchmarking
- Governance Design
- Pro-Forma Modeling