Provider Retention Program Goals
Insert Organization Name
(date updated)
Mission: To obtain and retain high quality physicians and advanced practice clinicians that meet the medical
access needs in our community.
Team Members: Insert team member names
1. Onboarding & Relocation Services
 Offer realtor connections and moving company referrals during interview and after job acceptance.
 Provide comprehensive community information for city, county and surrounding area.
 Schedule daycare and school visits.
 Provide candidate’s significant other job seeking information resources.
 Provide explanation of credentialing process and timeline for approvals (60-90 days) which includes:
Medical Staff Services for privileging, payor applications, and Medicare/Medicaid applications.
2. Orientation & Community Introductions
 Welcome letters sent from hospital President and Physician Liaison when contract is signed.
 Advertisements to the community placed through local media outlets.
 Notification of provider to practice manager and staff after contract signed.
 Detailed and thorough practice and hospital orientations using detailed checklists.
 Meet and Greets scheduled with key professional counterparts.
 Meet and Greets luncheon scheduled with Senior Leadership.
 Welcome New Provider visit and gift delivered by recruiter and liaison.
 For relocating providers with spouses, children or elderly parents, have a point person available to help
families acclimate to the community.
3. Ongoing Monitoring & Retention Activities
 Track, follow-up and resolve provider issues and concerns.
 Encourage involvement in medical staff leadership roles.
 Support peer to peer marketing and outreach for referring specialties.
 Provider satisfaction check-ins performed at each 30/60/90 day encounter to assess acclimation to
practice and community.
 Provide colleague connections, on a case by case basis, to aid new providers by pairing them with
seasoned ones, as a go-to person for questions.
 Gather one and three year follow up data from new providers to confirm complete integration in the
practice and community (satisfaction surveys along with frequent and open communication).
 Medical Group rounding and bi-annual meetings (specialty specific) with providers, managers and
medical directors.
 Monitor providers with “high risk” departure factors including (but not limited to) last year of contract,
spouse not settled, aging parents out of the area, family ties not as strong as before, expressed
frustration with leadership, peers, systems, etc.
 Perform exit interviews to determine what hospital and practice can do to improve provider
satisfaction.
 Perform annual practice outreach & appreciation visits (liaison and recruiters).
 Offer provider and staff education and training opportunities.
 Plan social events for medical staff providers and spouses.
 Distribute a quarterly community events Calendar including local events and family activities.
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