Summary
The gastroenterology workforce faces mounting challenges as retirements accelerate, training slots remain limited, and demand for GI services grows. With two-thirds of U.S. counties lacking a GI provider and half of all gastroenterologists over 55, hospitals, health systems, and private equity-backed groups are under pressure to attract, retain, and support GI specialists.
In Partnership with the American Association of Provider Compensation Professionals (AAPCP) Survey Week, Partner Curtis Bernstein unpacks insights from the co-author report published by the AAPCP and Pinnacle. The report covered the results from a national survey of 56 organizations, exploring compensation, productivity, call coverage, APP integration, hospitalist models, and recruitment strategies.
Key Takeaways from the Conversation
- Workforce Shortages: Nearly 15 million Americans live more than 25 miles from a GI provider. Over 50% of GIs are nearing retirement, and training programs can’t keep pace with demand.
- Shifting Employment Models: 60% of GIs are now employed by hospitals or health systems, while private equity continues to drive consolidation in urban markets and surgery centers.
- Compensation Trends: Median compensation per work RVU is $68, with wide variation based on call coverage, APP supervision, and value-based incentives. Recruitment packages for new GIs range from $575K to $750K, with advanced endoscopy-trained physicians commanding premiums up to $1M.
- Call Coverage & Hospitalists: Shortages make call coverage difficult; about 23% of organizations have adopted GI hospitalist models to balance workloads and improve responsiveness.
- APP Integration: APP collaboration is increasingly vital. While most organizations fold APP oversight into core comp, some offer fixed stipends.
- Strategic Recommendations: Blend RVU-based comp with quality incentives, use GI hospitalists to address inpatient needs, leverage APPs for chronic care and throughput, and prepare for retirements with succession planning and flexible workforce models.
Traditional alignment and compensation structures are proving insufficient in the face of shortages and shifting physician expectations. Organizations that invest in innovative models—APP integration, hospitalists, quality incentives, and premium pay for advanced skill sets—will be best positioned to sustain the GI workforce and meet growing patient demand.
Want to access the full report?
You can access the full report which was originally published through the AAPCP here.
Is your organization adapting its GI workforce strategy?
Pinnacle can help design, implement, and optimize sustainable models that balance compensation, performance, and physician satisfaction.
