The Problems We Solve
Connecting Your People, Systems, and Processes to Clinician Data to Optimize Your Workforce
Clinician recruiting and engagement have become increasingly complex and competitive.
Axuall solves this problem by creating engaging and powerful connections with your existing clinicians and those you welcome into your organization. Making it easy for clinicians to apply for roles and privileges reduces barriers, friction, and time. In addition, Axuall enables you to offer a value-added benefit to your clinicians, creating a branded and engaging experience between you and the workforce critical to your mission. Clinician wallets auto-generate forms, reducing errors and omissions, while our rules engine ensures complete and accurate data flows into your organization.
Healthcare leaders need comprehensive clinician data to optimize their workforce and costs.
Axuall solves this problem by connecting your people, systems, and processes to real-time data from over 6,800 external data sources, providing a high-resolution view of your clinician population and every detail of their ever-changing career information. This enables you to analyze your population in real-time to determine where supply gaps really exist, design efficient care team models, establish data-driven hiring strategies, and identify cost-saving opportunities.
Information bottlenecks delay onboarding, leading to cost overruns, burnout, and lost revenue.
Axuall solves this by creating a real-time, always-on connection to thousands of primary sources that feed your existing applicant tracking, CRM, credentialing, enrollment, HR, EMR, and data systems, as well as your people and processes. Combined with a direct connection to your clinicians and their credential wallets, this provides comprehensive data on clinicians, such as education, training, state licensure, certifications, sanctions, work history, clinician affiliations, insurance, demographics, skills, and preferences.
Other Benefits of Being Connected to Real-time Clinician Data
A survey of healthcare decision-makers found that over 90% plan to invest in technology to optimize their workforce and improve management. Being connected to Axuall's network provides a measurable return on investment critical in a challenging healthcare economy.
Protect & Grow Service Line Revenue
Inefficient or delayed clinician deployments cost healthcare organizations dearly, limiting an organization's ability to generate service line revenue. Every day that patient demand is unmet, a healthcare organization experiences leakage and revenue loss. For instance, according to a national survey of healthcare CFOs, the average physician in the U.S. generates nearly $2.4 million per year in accretive revenue or $9,150 per workday. With the onboarding time often reaching as many as 100 days, this problem represents a significant impediment for organizations.
Bridge the Clinician Supply and Demand Gap
Clinical workforce deployment inefficiencies and delays limit healthcare organizations' ability to achieve their missions. Moreover, they profoundly impact clinical and cost outcomes, contributing to leakage and threatening the bottom line of healthcare systems.
Given the economic scale associated with activating new clinicians (AKA revenue-generating units) or optimizing deployment as quickly as possible, this factor often yields the highest ROI. You likely already know the daily revenue potential for your clinicians. If not, we recommend referencing the Merritt Hawkins 2019 Physician Inpatient/Outpatient Revenue CFO Survey as a baseline. Generally, our customers choose a value between $4,000 to $9,500 per workday, depending on practice readiness factors. In addition, you will want to factor in start delays associated with employed clinicians who must give notice to employers, affiliate or non-employed clinicians who don't, and clinician types (e.g., MD, DO, PA, NP, residents, fellows). Lastly, consider applying clinician utilization factors that can affect your ability to offset delays with existing staff. Axuall provides a modeling tool to apply these factors upon request.
A study conducted between University Hospitals and the Healthcare Management Academy identified that by streamlining its credentialing process, University Hospitals reduced their onboarding time by 16 days, representing an average revenue savings of $74,000 per new physician hire.
Cost Reduction & Premium Labor Reduction
Another common ROI factor that is applied is cost savings. Better and faster decisions based on workforce data can improve redeployment efficiencies, reduce administrative labor costs, and eliminate verification fees across many primary sources. Applying real-time data about clinician capabilities and deployment patterns can enable leaders to optimize the placement of their workforce before hiring more than needed. Administrative costs are a major factor in healthcare expenses, so reducing the workload, particularly in the areas ripe for automation, reduces operating expenses. Lastly, consolidating third-party fees eliminates or reduces costs and administrative burdens for your teams. Also, reducing the time it takes to replace expensive premium labor with less costly permanent labor is critical to our customers. By eliminating weeks of data collection delays, healthcare systems can rebalance their workforce with more cost-effective personnel.
Address Clinician Burnout
According to Deloitte's 2022 Healthcare Outlook, 74% of physicians experience feelings of burnout. In addition, the Great Resignation is affecting healthcare at a rate higher than most sectors, resulting in hospital closures across the nation. Over-utilizing a clinical workforce contributes to clinician attrition, especially when it reaches its breaking point.
Improve Patient Access & Outcomes
Bridging the supply and demand gap is critical to an effective healthcare system. A factor often considered by healthcare organizations is opportunity loss resulting from unmet care needs. For instance, patient access problems are among the most significant contributors to patient leakage and competitive shortcomings, resulting in millions in lost revenue, added value-based risk, and poor outcomes. Efficient workforce deployment is a critical factor that many organizations have already quantified during their strategic planning.