It’s no secret that physician and nurse recruitment is growing more competitive. FQHCs will continue to feel the crunch of these numbers as they seek to capitalize on a declining candidate pool. What will the salaries of FQHC clinicians be like in 2020, and how will these facilities continue to compete with larger health systems for top talent?
Comp Models Are Changing
Small health centers traditionally attract clinical talent by promoting better work/life balance and the overarching mission of the organization. But larger hospitals are trying everything possible, including increasing benefits or other perks to attract clinical teams. Salaries, sign-on bonuses, and even loan forgiveness are tools used by large and small facilities to bring on doctors, nurses, and other providers.
The truth for FQHCs is that they do typically offer salaries that are lower than their larger urban counterparts. Indeed lists average salaries for doctors as:
- $168,672 for an internal medicine physician.
- $176,118 for a family practice doctor.
- $168,325 for infectious disease physicians.
Nursing teams can expect:
- $117,984 for a nurse practitioner.
- $142,508 for a psychiatric nurse.
- $117,984 for a nurse practitioner.
- $83,644 for a pediatric RN.
FQHCs also employ a number of other healthcare professionals in their organizations. Average salaries include:
- $69,646 for a clinical social worker.
- $125,411 for dentists.
With these numbers in mind, how can FQHCs continue to compete, particularly when the 2019 Medscape Physician Compensation report shows even primary care salaries higher, at an average of $213,000. Comparatively, all clinical categories remain higher on average this year over FQHC organizations. For example, internal medicine averages $243,000 for non-FQHC organizations, and the salary for infectious disease doctors stands at $239,000. With these numbers in mind, how will FQHCs compete in 2020?
Recruitment Strategies for FQHCs in 2020
FQHC organizations must work harder next year to retain every member of their team to preserve their baseline of clinical talent. Given that the market will be so tight next year, every physician and nurse will be crucial to delivering quality care in 2020. It could take months to replace a doctor, and the shortage of even one doctor or nurse will place additional strain on your remaining team.
Take time now to review your current compensation model and benefits. Since salaries are much more competitive, FQHCs must become more creative in their approach, adding benefits and perks to sweeten the attractants to their organization.
It’s also more important than ever to develop brand and recruiting strategies for the New Year. If your FQHC lacks a fully implemented marketing plan, you will quickly fall behind in your recruiting efforts. FQHC organizations should actively promote their culture and values along with work/life balance as primary benefits of working in the organization. The marketing plan should encompass national, local, and regional outreach campaigns to reach potential candidates.
This is an area where UHC Solutions can help; our team has worked over the years to develop a large network of potential clinical candidates who are interested in the mission of FQHC organizations. We can help your organization stay competitive when trying to attract top talent in 2020. Contact our team of recruiting experts today.
