1. MERRITT HAWKINS
First I would like to thank you once again for selecting Merritt Hawkins to be your recruiting partner and for all the time you have spent with me today. It was very beneficial to me and I will certainly come away with some in-depth knowledge and insights that will better allow me to represent your opportunity. I know it’s the end of the day and your time is limited, but I hope we can spend the last 30 minutes or so reviewing this power point. It will allow us to confirm some of the details we have discussed today, and establish the basis for our strategy and process moving forward.
PREPARED FOR
Upstate New York Physician Recruiters

2. About AMN Healthcare

3. Leadership Position In Each Business Segment:
Due to a leadership position in multiple business segments of healthcare, AMN is able to partner with clients from executive leadership to clinical roles. As an organization, we take pride in becoming a strategic partner with our clients versus a transactional vendor.
A total healthcare workforce solution!

4. Commitment to Diversity
AMN is committed to fostering and maintaining a diverse team that reflects the communities we serve. Our diversity and inclusion philosophy is grounded in the belief that we should respect all voices. We will achieve our personal and professional goals when we capitalize on our differing backgrounds, experiences, and perspectives
68% of our team is women
62% of our supervisors and senior managers are women
Executive team includes women as CEO, Chief Legal Officer, Chief Talent Officer, President of Leadership and Search Solutions, & divisional/ brand presidents
35% of our entire team is non white
Our team is 55% Millennials, 36% Generation X and 9% Baby Boomers
With the acquisition of B.E. Smith, you can see how AMN adds an entirely new Executive Leadership category that will drive and complement other Workforce solutions.
IMPACT | RESPECT | DIVERSITY | INCLUSION

5. Workforce Solutions
Staffing and Recruitment
Travel nursing
Per Diem
Locum tenens
Allied health staffing
Physician placement
Rapid response and crisis staffing
International Nursing
Mid- to senior level leadership placement
EMR implementation
Workforce Solutions
Managed services programs (MSP)
Recruitment process outsourcing (RPO)
Vendor management systems (VMS)
Scheduling and Labor Management
Education services
Float pool management
HIM & Medical Coding
Executive
Leadership
Interim leadership
Executive search
Physician leadership search
Nurse leadership search
Executive coaching
Leadership training and Development
Advisory Services
Workforce analysis and optimization
Predictive modeling and analytics
Strategy consulting
Financial and operational performance Improvement
Regulatory compliance
Labor disruption
With the acquisition of B.E. Smith, you can see how AMN adds an entirely new Executive Leadership category that will drive and complement other Workforce solutions.
Value through leadership, innovation and strategic insight

6. About Merritt Hawkins

7. Merritt Hawkins 2 minutes
Nation’s leader in full service physician & clinical executive search services
Represented 3,045 permanent physician, midlevel & executive search assignments in 2018
Placement settings ranging from Fortune 50 to universities/hospitals
30+ years experience and heritage. Recognized as a national thought leader & market intel resource for healthcare executives (testified before congress)
Endorsed provider of 90% state hospital associations that have said designation
2 minutes
Can we add Children’s Hospitals – Jonathan Norwalk, Connecticut testimonial?
Kelly and Rachel - Lucille Packard Children’s Hospital Stanford
[CLIENT NAME] Children's Health System is on our wish list -We would like to add [CLIENT NAME] Children's Health System

8. Thought Leadership
Review of Physician and Advanced Practitioner Recruiting Incentives
Physician Appointment Wait Time Survey
Physician Inpatient/Outpatient Revenue Survey
Survey of PA Recruiting and Employment Trends
Survey of Final Year Medical Residents
Survey of America’s Physicians Practice Patterns and Perspectives

9. Whitepapers The Changing Landscape of Academic Physician Recruitment
Recruiting Leaders to Academic Medical Centers
The Growing Use and Recruitment of Hospitalists
Ten Keys to Enhancing Physician/Hospital Relations
Rural Physician Recruiting Challenges and Solutions
Structuring an Effective Physician Interview
Demonstrating Community Need for Physicians
International Medical Graduates: Qualifications to Practice in the U.S. and Related Considerations
Psychiatry: “The Silent Shortage”
The Aging Physician Workforce: A Demographic Dilemma
Nurse Practitioners and Physician Assistants: Supply, Distribution, and Scope of Practice Considerations
The Physician Shortage: Data Points and State Rankings
Physician Supply Considerations: The Emerging Shortage of Medical Specialists
RVU FAQ: Understanding RVU Compensation in Physician Employment Agreements
The Economic Impact of Physicians
Ten Keys to Physician Retention
Trends in Incentive-Based Physician Compensation
Population Health Management and Clinical Staffing
Telehealth: The Integration of Telecommunication into Patient/Provider Encounters
Convenient Care: Growth and Staffing Trends in Urgent Care and Retail Medicine

10. The Market

11. Physician Practice Patterns
External Challenges
Physician Practice Patterns
See 3.08% fewer patients/day than in 2012.
Work average of 53 hours/week, down from 57 hours in 2008.
Spend 20% of their time on non-clinical paperwork.
Multiplying Sites of Service Seeking Physicians
Source: The Physician Foundation/Merritt Hawkins 2014 Survey of America’s Physicians: Practice Patterns and Perspectives

12. The Active Physician Workforce (U.S.)
Who is on the Team Today?
The Active Physician Workforce (U.S.)
Total In Practice
809,256
Number in primary care (FP, IM, PED)
259,771 (32.1%)
Number in specialties
549,485 (67.9%)
Total residents and fellows
123,190
Total final year residents
30,212
Percent male
539,774 (66.7%)
Percent female
269,482 (33.3%)
Percent international medical graduates
195,840 (24.2%)
Percent 56 and older
Percent 66 and older
314,801 (38.9%)
106,013 (13.1%)
Source: AMA Master File

13. External Benefits Physician Geographic Preferences
48% of providers prefer one of six states
Only 3% would prefer a community of 25,000 or less
Only 2% of residents indicated they would prefer a solo setting as their first practice.
Source: Merritt Hawkins’ 2015/2016 Survey of Final Year Medical Residents

14. Physician Supply and Demand Considerations for New York

15. Total Active Physicians:
New York Physician Workforce
Total Active Physicians:
72,095
Source: 2017 State Physician Workforce Data Book

16. What Do You Plan to Do in the Next 1-3 Years?
All
Continue As I Am
54.2%
Cut Back on Hours
22.3%
Retire
17.4%
Switch to Concierge
4.5%
Work Locum Tenens
8.4%
Sell practice to hospital/ health system
2.2%
Merge with another physician group
2.8%
Seek a Non-Clinical Job Within Healthcare
12.4%
Seek Employment with a Hospital
4.3%
Work Part-Time
8.5%
New York
55.6%
22.0%
13.9%
6.7%
7.2%
2.5%
14.9%
7.4%
8.4%

17. New York Physician Workforce
Output
($ in billions)
Jobs Created
Wages & Benefits
Taxes
($ in millions)
$81.9
287,378
$61.8
$4,924.4
Source: The Lewin Group

18. New York Physician Workforce
Active Physicians per 100,000
New York
State Median
Rank
365.1
257.6
3rd
Active Primary Care per 100,000
New York
State Median
Rank
111.2
90.8
7th
Source: 2017 AAMC State Physician Workforce Data Book

19. New York Physician Workforce
Percentage of Active Female Physicians
New York
State Median
Rank
37.9%
33.8%
6th
Percentage of International Medical Graduates
New York
State Median
Rank
37.2%
19.1%
2nd
Percentage of Active Physicians Age 60 or Older
New York
State Median
Rank
33.4%
30.3%
9th
Source: 2017 AAMC State Physician Workforce Data Book

20. Starting Salaries SPECIALTY LOW AVERAGE HIGH Family Medicine $165,000
$241,000
$400,000
Psychiatry
$200,000
$261,000
$465,000
Internal Medicine
$190,000
$261,000
$475,000
Orthopedics
$340,000
$533,000
$985,000
Radiology
$309,000
$371,000
$650,000
Urology
$290,000
$386,000
$700,000
Obstetrics/Gynecology
$200,000
$324,000
$550,000
Hospitalist
$215,000
$269,000
$365,000
Gastroenterology
$355,000
$487,000
$725,000
Emergency Medicine (ABEM Only)
$250,000
$358,000
$568,000
Neurology
$255,000
$301,000
$395,000
Cardiology (invasive)
$480,000
$590,000
$810,000
Source: 2018 Review of Physician and Advanced Practitioner Recruiting Incentives and Merritt Hawkins Database

21. Education Loan Forgiveness
Additional Financial Components
Relocation Allowance
Education Loan Forgiveness
Signing Bonus
No- 910 (30%)
No- 46 (2%)
Yes- 2,135 (70%)
Yes- 2,999 (98%)
1 Year - 18 (3%)
2 Years (19%)
3 Years (78%)
Physicians only
Low $2,500
High $180,000
High $25,000
Low $10,000
High $300,000
Average $33,707
Average $9,441
Average $82,833
NPs & PAs only
Low $1,500
High $25,000
Low $25,000
High $100,000
Low $5,000
High $30,000
Average $11,944
Average $6,250
Average $59,860
Source: 2018 Review of Physician and Advanced Practitioner Recruiting Incentives

22. Average In/Out Patient Revenue
Results
New York
Last 24 months
Total
Total physicians placed
~ 60
260+
Most requested searches (Top 5) nationwide
2018
Family Medicine
497
Psychiatry
243
Internal Medicine
150
Radiology
132
OB/GYN
118
Specialty
Average In/Out Patient Revenue
Family Medicine
$2,111,931
Psychiatry
$1,820,512
Internal Medicine
$2,675,387
Obstetrics/Gynecology
$2,024,193
Orthopedic Surgery
$3,286,764
Source: 2017 AAMC State Physician Workforce Data Book