Navigating the Anesthesia Shortage with Smarter Strategies
Healthcare providers are currently dealing with a significant shortage of anesthesia providers. By 2033, this anesthesia shortage is anticipated to create a deficit of 12,500 anesthesiologists nationwide, as reported by the American Association of Medical Colleges (AAMC). This shortage would not only disrupt surgical schedules, but it also poses a significant challenge to patient care and facility operations all across the nation.
The consequences of this anesthesia shortage have caused hospitals and ambulatory surgery centers to cancel procedures due to inadequate anesthesia coverage. This not only affects the quality of healthcare but also impacts the financial health of these institutions. However, some healthcare organizations are navigating these challenges more successfully than others by implementing two key strategies: ensuring their anesthesiologists are properly compensated and fostering a work environment where anesthesia providers feel valued and have a significant voice in operational decisions.
Competitive Compensation and Attracting Anesthesia Talent
To address the imbalance between the supply and demand of anesthesia services, competitive compensation is crucial. Currently, the national average compensation stands at approximately $550,000 for anesthesiologists and $220,000 for certified registered nurse anesthetists (CRNAs). However, these figures can vary significantly depending on the geographic market, practice setting and call requirements.
Organizations that fail to offer market-competitive salaries often struggle to attract and retain skilled anesthesia providers. Given the high demand for these professionals, healthcare providers must offer not only competitive financial compensation but also incentives that align with the goals of anesthesia, surgery and the hospital at large.
Valuing Anesthesia Providers Is More Than Just Compensation
In addition to financial incentives, it is equally important to ensure anesthesia providers feel valued; feeling valued fosters a positive and productive work environment and reduces turnover. These objectives can be achieved by:
- Establishing anesthesia councils which provide a platform where anesthesiologists can actively participate in the delivery of anesthesia services.
- Appointing anesthesia providers as liaisons for key services, such as obstetrics, endoscopy and orthopedics, to improve care provision and offer opportunities for professional growth.
- Involving anesthesiologists in leadership roles within the Surgical Service Executive Committee to empower them to collaborate closely with nursing directors and other surgical staff to manage daily operational issues efficiently.
Reducing Anesthesia Stipend Pressures
The financial burden of rising anesthesia stipends, which often exceed $150,000 per provider, is a growing concern for many healthcare provider organizations. This increase is driven by the scarcity of anesthesia professionals and the declining reimbursement rates for their services. Strategies to effectively reduce these stipends include:
- Establishing a collaborative governance model
- Maximizing anesthesia site utilization
- Optimizing the operating room block time
- Improving revenue cycle management
- Focusing on evidence-based care models
- Aligning market compensation with the goals of the surgeons and the provider organization
- Offering CRNAs and physicians multiple options for leadership growth
- Cultivating a healthy anesthesia organizational culture
Looking Ahead
The healthcare sector must remain agile and proactive in addressing the ongoing anesthesia shortage. Hospitals that can effectively employ, contract or develop a hybrid staffing model will be better positioned to navigate this challenge successfully. For healthcare leaders looking to explore staffing models or reduce anesthesia stipends and subsidies, our team at Lumina Health Partners can help.
Visit our Anesthesia Services page to see how we can help strategically align your anesthesia services with your organization's long-term goals.