Transition to Insourced Anesthesia Services
As many hospitals and health systems across the nation reexamine their anesthesiology model, and endeavor to bring their department in-house, we take a multifaceted approach to support facilities who opt to transition to insourced anesthesia services. We understand the unique complexities of the anesthesia specialty, and how those factors make a transition particularly challenging.
We begin with a baseline evaluation of the current state and identify the levers for improvement to create an integrated plan. During this assessment, we address questions such as:
- What staffing model is in place today?
- Is it sustainable and adaptable?
- Does it support volume and growth?
- Does it align with current labor‑market dynamics?
- Are there pressing operational roadblocks?
- Is the revenue cycle process optimized for strong reimbursement?
Next, we deliver projections and analytics on case volume forecasts, ideal daily coverage targets, and resource‑to‑site/provider alignment to deploy clinical talent where it creates the most value. With decades of experience in outsourced anesthesia services, we help facility leaders adopt a playbook that engages processes, optimizes resources, and enhances the surgical ecosystem.
Managing an Evolving Workforce
In today’s anesthesia talent market, clinicians have employment flexibility, from W‑2 roles to self‑employed arrangements (1099, per diem, and locum tenens). Many facilities now rely on independently employed clinicians, especially locums, to keep operating rooms (ORs) running. Our managed services team has extensive workforce experience, including robust locums relationships that support both outsourced and insourced models. By optimizing placements, and vendor networks, we have helped clients save millions in locums spend in recent years.
Equally important, we advise on cultural integration to help new clinicians successfully join established teams. Our success is rooted in our anesthesia leadership capabilities, empowering anesthesia chairs to set expectations, build relationships, and drive engagement. This improves both recruitment and retention efforts. Within our clinical services division, we have achieved a 96%* retention rate in a difficult talent market, with referrals as our top source of hires. We work with leaders to uncover gaps in hiring and provide actionable guidance that leverages existing talent, refines care team models, and cultivates ambassadors within your own OR.
*Past performance does not guarantee future results.
