Retention Assessment
Identify the professionals your organization wants to retain and evaluate the cost and impact of losing them.
HOW IT WORKS
A Clear Path From Retention Goals to Ongoing Support.
We help medical groups evaluate financial incentives for key professionals and coordinate the resources needed to put an appropriate arrangement in place.
The starting point is your organization’s needs—not a predetermined financial product.
HOW RETENTION STRATEGIES WORK
Reward the People Who Stay.
A financial retention strategy creates an opportunity for important professionals to earn additional benefits by meeting agreed-upon goals or remaining with an organization for a specified period.
01
Identify
Choose the physicians and medical professionals who are most important to your organization.
02
Design
Determine what financial reward would be meaningful and affordable.
03
Earn
Create clear requirements for how and when the benefit is earned.
04
Deliver
Provide the benefit according to the written agreement and applicable legal requirements.
The longer a professional stays and meets the agreed-upon conditions, the more valuable the potential financial reward may become.
OUR SERVICES
From Retention Strategy to Ongoing Support.
We help healthcare organizations through the full planning and implementation process.
Customized Plan Design
Explore benefit amounts, service requirements, payment schedules, and financial structures aligned with your goals.
Implementation Coordination
Coordinate with CPAs, attorneys, financial specialists, and benefit providers to help implement the selected arrangement.
Ongoing Administration & Reviews
Support the ongoing management of the arrangement through periodic reviews and coordination with appropriate administrative providers.
One coordinated process to help make employee retention planning easier to implement and maintain.
PREPARING FOR FUTURE BENEFITS
A Funding Approach That Fits.
Creating a financial obligation and preparing to meet it are separate decisions. Depending on the arrangement, organizations may evaluate operating cash flow, reserve assets, investment-based approaches or insurance-based funding with qualified professionals.
Life insurance is one potential option, not a requirement. Liquidity, timing, taxation, risk and the written agreement all matter.
CLEAR TERMS. APPROPRIATE REVIEW.
Document the Details Before Implementation.
W-2 and 1099 arrangements require different legal, tax and benefit-plan considerations. Earning conditions, payment timing and any forfeiture provisions must be evaluated by qualified professionals. Neither retention nor particular tax outcomes are guaranteed.
A CONVERSATION ABOUT YOUR PEOPLE
Let’s Find the Right Retention Approach.
Start with a complimentary review of your organization’s retention objectives.