According to research by the Association of Staff Physician Recruiters, one doctor generates an average of $1.4 million per year. Now imagine the financial impact on your hospital or private practice if you lose a physician to turnover or retirement without having a replacement doctor ready to fill the vacancy.
Recruiting a permanent physician is a lengthy process, averaging 239 days or nearly eight months. It’s costly, too. Industry research places the expense of recruiting between $30,000 and $90,000 per individual. Few organizations can sustain financial losses at that level long term, especially if those losses are multiplied by several staffing voids.
However, physician vacancies don’t have to linger that long. The locum tenens staffing option offers facilities an opportunity to develop a more sustainable cost-benefit ratio. Let’s break down some of the financial components of locum tenens.
Maintaining facility revenue streams
Physicians are a primary revenue-generating factor, and if positions remain open for prolonged periods, healthcare organizations could take a big hit on their bottom lines. Bringing in locum tenens can compensate for some of that deficit.
“More and more clients are weighing the costs of locum tenens versus the cost of not having providers,” notes Cindy Slagle, senior director of Business Development for Weatherby Healthcare.
Simply put, locum tenens physicians care for patients so you retain service levels and a reliable revenue stream.
Staff turnover or retirement, however, aren’t the only reasons facilities and private practices partner with locum tenens staffing agencies. Vacations, family and medical leave, and spikes in census also drive up demand for clinicians, and for which short-term contracts make more fiscal sense than expanding permanent staff.
Calculating locum tenens costs
Of course, contracting with an outside staffing company comes with a price.
“Fees between locum tenens companies are not always apples to apples. They are broken down in different ways. The Weatherby Healthcare fee includes physicians’ pay, our costs, and the cost of covering physicians’ malpractice insurance,” explains Slagle.
Despite the added expense, the advantage is an expedited timeline. The period between your initial contact with a staffing company to the first day locum tenens clinicians treat patients generally is a fraction of the average 239 days for permanent physician recruitment. Your facility or practice will be drawing income sooner.
Strengthening physician retention
In addition to the upfront costs of staff turnover, healthcare organizations need to account for downstream costs.
“There are other losses associated with full-time staff picking up extra shifts to cover a staffing void. They might have more burnout, less engagement, and that could contribute to less positive patient outcomes. Plus, a toll on patient satisfaction and outcomes could affect Affordable Care Act organizations’ reimbursement potential,” says Slagle. “If you go long periods without coverage, there could be a huge cost to the hospital.”
The locum tenens strategy can help prevent downstream revenue falloff by enabling more equal distribution of caseloads and reducing the need for overtime.
Delegating credentialing duties
Before locum tenens doctors see patients or even arrive at your facility or practice, they are thoroughly vetted. Reputable staffing agencies credential clinicians and then assist clients in conducting their own verification processes before granting privileges. This shared responsibility shortens the time frame to get clinicians on site.
Expanding the permanent placement pipeline
There are several reasons why it takes more than half a year to recruit a permanent physician, including identifying qualified candidates in shrinking talent pools due to the ongoing physician shortage. Tapping into staffing companies’ databases, however, opens up a direct pipeline to available doctors.
Another advantage is that locum tenens professionals could become future permanent staff if both parties find the arrangement mutually beneficial. In fact, a temporary assignment erases many of the unknowns a traditional recruitment process can’t completely answer.
“Using a locum-tenens-to-permanent employment strategy is becoming more popular because it’s a working interview, ensuring the doctor is not only a good fit clinically, but also a great match for non-clinical reasons, too,” says Slagle.
Indeed, locum tenens can be a smart investment on many levels. To learn more about the costs and benefits of incorporating locum tenens into your staffing models, contact a Weatherby Healthcare representative today.