MGMA DataDive, Done Right: Understanding Provider Compensation with Data Experts Jennifer Sanchez and Liz Gurley
Download MP3Well, hi, everyone. I'm Daniel Williams, senior editor at MGMA, host of the MGMA Podcast Network. We are doing a limited podcast series that's focusing on MGMA data, how it's collected, how it's used, and most importantly, how organizations can apply it to their practice. For this series, I'm joined by Jim Sanchez and Liz Gurley from MGMA, data experts, who are gonna give us so much information over this series. We're really excited to share this with you.
Daniel Williams:So in this first episode, we're starting with one of the most widely used and most frequently misunderstood datasets, MGMA Provider Compensation. Jen, Liz, I want to welcome you all to the show.
Daniel Williams:Yeah. We are live in the studios at BrandViva, our media partner, and we're so excited to be here. The energy talking about data, all the things about it. So let's just start out. Jen, we'll start with you.
Daniel Williams:Just give us a little bit of that healthcare background and how you've got so interested in data. Yeah.
Jenn Sanchez:I have been in healthcare for thirty years. I started as a medical assistant, moved my way into admin front office. And then at the end, right before I came over to MGMA, I managed six groups for a very large corporation here for about twelve, thirteen years.
Daniel Williams:Okay.
Jenn Sanchez:Yeah. So we used MGMA data and that's what got me connected with MGMA. And, yeah, that's where I'm at now in data.
Daniel Williams:That is so cool. Now, Liz, we've had you join us on the MGMA Podcast before, but just for listeners who might not have caught that show, share your background in healthcare.
Liz Gurley:Yeah. Thank you so much. So very similar to Jennifer, I actually started in healthcare in 2016. I was a medical assistant and then kind of worked my way up into administration. For about the better part of fifteen years, I was a practice manager before I joined MGMA five years ago.
Liz Gurley:Also very similar, I used data in my previous life as a practice manager, benchmarking internal KPIs and goals and things of that nature. I started here as a data strategist, and so feet first right into the data and just use that now to help our members.
Daniel Williams:Okay. Now you said five years at MGMA?
Liz Gurley:Yes.
Daniel Williams:I mean, I can't remember life without y'all at MGMA. Five years, almost, and ...
Jenn Sanchez:Going on three.
Daniel Williams:Good gracious! It seems like y'all have been here predated me. I've been here eight years, and we are celebrating our hundredth year as an So this is so exciting. So I'll start with Jen. Let's really set the foundation of what we want to talk about today.
Daniel Williams:Let's just assume some of our listeners are completely new, like, wait a minute, data dive, even though MGMA is known as, you know, the data organization to so let's many not assume that they know what data dive is and what even what MGMA provider compensation, what that dataset looks like. So let's just give them a broad brush of what we're talking about here.
Jenn Sanchez:Yes. Great place to start. So DataDive in general is benchmarking data. So we collect data from nationwide, small private practices all the way up to very large organizations. And it really helps provide compensation data, productivity, financials.
Jenn Sanchez:We gather all of this data in a very large survey that we provide. And then health care organizations, it allows them to ask those questions. Are we paying our providers appropriately? And when I say providers, I mean both physicians and advanced practice providers, those APPs. Are we paying them at a rate competitive market?
Jenn Sanchez:What is their productivity against their peers? And it really does help provide, as Liz said, KPI answers and that's
Daniel Williams:pretty much it. And I wanna come back to one thing though because you said you used the data when you weren't with MGMA. What would you use it to access? What were you interested in when you would dig into that MGMA day? How'd you even know about it?
Daniel Williams:Who did somebody tell you about it from the organization?
Jenn Sanchez:Yes. So we were with and when I say we, Liz and I, fun fact, we worked together before joining MGMA. Not fair. We've been a pair for about ten years.
Liz Gurley:Yeah. Yeah. So,
Jenn Sanchez:yes, for all the things.
Daniel Williams:Yeah.
Jenn Sanchez:Where is our where is where are our physicians at in productivity? Work RVUs, total encounters, and are they being paid appropriately? You'll get that all the time. We're underpaid, overworked. Well, let's put that let's compare that to your peers
Daniel Williams:Yeah.
Jenn Sanchez:And see, you know. So it's great for contract negotiations outside of provider comp. I know it's not what we're talking about today, but a lot of it was for the majority of our KPIs, and we'll we'll get into that in
Daniel Williams:the future. Now you use the phrase underpaid overworked. Is anybody ever overpaid underworked? Did we ever see that in a dataset?
Jenn Sanchez:Yes. We do. We do. Yes. We'll talk about that, Shabbat.
Jenn Sanchez:Yes.
Daniel Williams:Can't It
Jenn Sanchez:it happens. But when we say overpaid and under and as we get into this discussion today, we're not MGMA is not here to tell you this is what you have to get paid. Right. This is what you have to produce. And I think, to your point, when you started this, that's a very misunderstood concept to data dive.
Daniel Williams:Yeah. And it really just it provides that benchmark. Right? You're measuring yourself, your practice Yeah. Against what is out there.
Daniel Williams:Your your peers. Yeah. So that's such a good way. So, Liz, turning to you.
Liz Gurley:Yeah.
Daniel Williams:Who uses this data? How do they use it? We were getting a little bit of the insight of how Jen used it prior to MGMA. You, again I didn't know y'all worked together before. That's
Liz Gurley:Yeah. We've been a pair for a long time.
Daniel Williams:Oh my goodness. Who who so you who came to MGMA first? You did. Yeah. And then you just provided, hey, Jen.
Daniel Williams:Come on over.
Jenn Sanchez:She really did.
Daniel Williams:Pretty awesome over here.
Liz Gurley:Yes. Okay.
Jenn Sanchez:Yes. Absolutely.
Daniel Williams:You were let's start with you your background first. How were you using the data then?
Liz Gurley:Yeah. Very similar. Using it for internal benchmarking. Oftentimes, we're given, as a practice manager in our previous life, a list that just says stay off this list. You need to be in the black, not in the red.
Liz Gurley:You need to be meeting these goals. But really having a foundation or a knowledge of what do these goals mean? How do they set my practice up for success? And how are we able to benchmark others in the industry or our peer groups and make sure that we're kind of aligned with that? And that we're not, you know, in terms of provider compensation, paying at the ninetieth percentile, producing at the tenth, and really understanding kind of what those percentiles mean and how to help, have them help us within a practice to meet our goals.
Daniel Williams:Okay. Fun fact. Yeah. We had our, acting CEO Akash Madaya on here recently. He said when he was at a practice prior to MGMA, he only used MGMA.
Daniel Williams:Interesting. Then he found once he became an MGMA employee as our CFO, he realized, oh my gosh, there's so many other awesome things or things in addition to the data that MGMA members get access to. Yes. That's really cool when you talk to people at MGMA who were in healthcare and they say, yeah, we use the data. So let's talk more about who else uses it because y'all get a pretty good understanding of who's accessing the data, don't you?
Liz Gurley:Yes. I know it sounds really cliche, but you'll hear me say this all the time is we have something for everyone. So if you are senior leadership in a C suite level position and looking to develop contracts or maybe you're renewing your contracts for your providers, and really needing a base understanding of where they fall within the market, what percentile are they sitting at in terms of the data. If you have like a business analyst team who's, again, working with that data consistently to either look at trending data to forecast practice managers. Definitely, we were in that data pretty frequently really to understand the full concept of that.
Liz Gurley:So I know with the same provider compensation, sometimes that can be a little bit. We get some questions around that understanding. We also have productivity, just as Jen mentioned, so work RVUs, collection, revenues, even total encounters. So if you're just trying to determine how many patients should my provider be seeing, or where does my provider fall within the market of how many patients are typically reported in an annual time. So it's really helpful in various different ways for various different teams.
Jenn Sanchez:To piggyback on that physician recruitment. Yes. So recruiters, they're in there a lot. Physicians themselves, they want to know where am I falling in
Daniel Williams:line with Exactly. My Okay. Anything else on that side of it on who the users are and how they use it? Do you want to move to the next question?
Jenn Sanchez:I love that. Anything for everyone or something for everyone because it truly is.
Daniel Williams:I love that. Yeah. Timing. There's the timing question and understanding it. So people who listen to the podcast a lot know that I I somehow work in movies and books into And a lot of so if you're like me, a complete movie nerd and you watch the Oscars and you're gonna go to movie you know, trivia night, and it's the 2026 Oscars, but it's actually for the 2025 movies.
Daniel Williams:So you might get that question wrong. Yeah. You know? You say, oh, I know that one. Well, you better make sure which year you're talking about.
Daniel Williams:Let's talk about data. How does that because I've heard there can be a little bit of confusion or just a misunderstanding about what the timing is, what year we're talking about here.
Jenn Sanchez:Yes. This is not real time data. Benchmarking data is when we say 2025 reporting, which is coming out based or I'm sorry, 2026 reporting based on 2025 data year. So we are actually benchmarking last year. Okay.
Jenn Sanchez:Because when we collect all of the data, we are collecting at a twelve month period. Okay. This is annualized data. We want a full twelve months because that's where you're gonna get the more robust level of benchmarking and and against your peers. So when we're technically small, know, long story short, we're benchmarking a year prior.
Daniel Williams:Okay.
Jenn Sanchez:So the the data that's about to be released this month throughout the summer, we'll have something it's based on 2025 data. So you're gonna the members are going to pull their 2025 stats. Right. And that's what they're comparing. They're not comparing to 2026 because we're in the middle of 2026.
Daniel Williams:Since it's always kind of moving like that, is there do y'all know this answer? Why we set particular datasets to release at certain points of the year? Are they tied to anything going on in health care, or is it just when we decided to do it and so now we're gonna stick to it?
Jenn Sanchez:Yes and no. Don't think it's really tied into anything in health care. We are known most for our provider compensation and productivity, dataset just because it is the most participated of all of our surveys. That's what it's what the people want. So we we like to get that out first.
Jenn Sanchez:Mhmm. And then we'll focus on management and staff, and then the financials and operations portion comes out. Also, it takes a little bit longer to get us that data for financials and operations. It is it is a fairly oh, what's the word? Too much
Daniel Williams:scope of
Jenn Sanchez:the data
Liz Gurley:coming in for sure.
Jenn Sanchez:Yeah. So we want to be able to give those who participate some time to gather everything and just instead of saying we need everything at once.
Daniel Williams:Okay.
Jenn Sanchez:That that's near impossible for So these groups to we we just kinda spread it out.
Daniel Williams:Okay. Perfect. Liz, I'll turn to you for the next question. Jen was spelling it out to us to a degree, but if you could go into more detail, why does the lag exist? What's going on there?
Liz Gurley:Sure. Yeah. There's a couple different answers to that. It definitely takes some time for us to be able to collect that data. We have lots and lots of members, lots of organizations that they represent, and they are in turn submitting that data to us, which is just a lengthy process on their side and on ours.
Liz Gurley:Once we receive that data, we have a wonderful data solutions team who's made up of analysts who are in charge of verifying, validating, aggregating all of that data so that when we publish that data, we're confident in the data that we've collected. We're confident in what we're seeing, the trends, analyzing all of that data, and making sure there's not really large outliers, if there are outliers that they're explained. It just provides enough time for us to be able to go through that complete process so that when we do start to publish, we're very confident in what we're putting out to the market.
Daniel Williams:Okay. One other aspect of this, Jen, is the percentiles in compensation philosophy. Percentiles, I still wake up sometimes in the middle of the night crying or having a nightmare over percentiles from the math and
Jenn Sanchez:Same.
Daniel Williams:You know, classes that I had. So, I'm glad we share that fear and, whatever, maybe even loathing of, percentiles. I just sometimes don't understand it. Like, I can understand 10% of a 100. Know, if you give me a good round number, I think it's 10.
Daniel Williams:Know? If it gets anything outside of that, I'm so confused. So help us understand this.
Jenn Sanchez:Yes. I love that you asked this. This is I I love to talk about this because I don't want the data to be misunderstood.
Daniel Williams:Right.
Jenn Sanchez:So when we're looking at the fiftieth percentile, that is the median of what our participants are are giving us. So when you're benchmarking against your peers at that fiftieth percentile, the median, half of them half of you all are going to be under the fiftieth percentile and half are going to be over. Right. There's no set guidelines saying this is where you have to be at the fiftieth percentile.
Daniel Williams:Okay.
Jenn Sanchez:That's the median of what is being reported to
Daniel Williams:us. Okay.
Jenn Sanchez:So half are under, half are over. And the reason why we wanna look at this is if we're under, this now brings the questions why. Why are we under? It it brings those internal thoughts to the table and what can we do to maybe increase that. Or if we're over, why are we over?
Jenn Sanchez:What are we doing good? What are our complaints? It just brings in all of those questions when you're analyzing your internal data.
Daniel Williams:Okay. I want to pause to ask a question here about when people are filling out that data. Do y'all come back and ask them sort of qualitative aspects to it? You do?
Liz Gurley:Sometimes. Sometimes? Definitely.
Daniel Williams:The reason I ask that is, do people go into it thinking that they're above that median and then they're surprised to find out they aren't.
Liz Gurley:Oh, yeah.
Jenn Sanchez:Or below. Yeah. Yes.
Daniel Williams:Or below. Yep. Yes. Okay. Yeah.
Daniel Williams:Because we we did have a book in the MGMA Book Club where where do you fall? You know, where what are people's biases? What are their thoughts? And 85% of people think they're empathetic. 75% of people think they're funnier than the average, better looking than the average, whatever than the average.
Daniel Williams:And they go, well, but there's 50%. So you can't have 85% of the people here. So does that happen with data, or is it just Yeah.
Jenn Sanchez:It really does. The time. All the time. And what's nice about MGMA DataDive and some of the new features that we have on the platform is you're able to do a great peer to peer comparison.
Daniel Williams:Okay.
Jenn Sanchez:You the data is listed by specialty. You're able to then filter that down geographic region, state level in some cases, FQHC, rural health. There's so many things to really break it down and get as apple to apple as you possibly can. There are some some things around that. Obviously, we do have a threshold that we have to meet in order to publish any of the data.
Jenn Sanchez:So, yes, sometimes when you're adding those filters, asterisks, they're they're gonna be there, and that's just because our survey participants, once you add filters, that threshold goes down a little bit.
Daniel Williams:Okay.
Jenn Sanchez:Our threshold in any area of compensation, whether it's provider or management and staff, we need a minimum of three groups participating on a minimum of 10 individual physicians, APPs, management and staff in order to publish the data. And we really do that because we never want our members to benchmark against two or three or four providers. We want a solid amount of data.
Daniel Williams:Okay.
Jenn Sanchez:So Sometimes when you start adding those filters, you'll start seeing asterisks, but we have SMEs at MGMA that will help you. If you ever encounter any of that, there are people that will help you get the data you need, explain why, do some back digging before you use some heavy lifting, as I tell my members, to make sure we get the data that's needed.
Daniel Williams:Okay. I
Liz Gurley:think just to piggyback a little bit on what Jen was saying about the percentiles, we provide best practices. Best practice is always gonna be start at the fiftieth and kind of work your way out to see where you fall. But there's a lot of considerations in even benchmarking the different percentiles. You may be a new provider that's ramping, so it wouldn't make sense for you to be at the eightieth percentile and producing somebody who's been in practice for twenty five years. So there's a lot of considerations.
Liz Gurley:I think it's just the basic knowledge of where do I fall and then kind of working out from there. What are those considerations?
Daniel Williams:Okay. And then the next question I had for you, Liz, is talking about there's no single right percentile.
Liz Gurley:Right.
Daniel Williams:What does that mean? Y'all actually shared that that particular question with me. Was wondering
Jenn Sanchez:It's exactly what you
Liz Gurley:just said. Exactly. Yeah. We get so so excited. We jump ahead of the questions.
Liz Gurley:Yep. So excited about data. Yeah. It's exactly what it means. There isn't a standard number.
Liz Gurley:We've had groups that say we're gonna measure at the fortieth percentile because that's what we find internally best for our physicians and for our advanced practice providers. We may have others who say we actually want to look at the sixty fifth percentile. And we'll get into this as we talk about some of the other datasets to come, but you may be looking at expenses and maybe you don't necessarily want to be at the fiftieth or sixtieth percentile. Maybe you're wanting to be at the lower end, or you're looking at revenue and maybe your goal is a bit higher than that. So best practice is to start at fiftieth and then kind of take into consideration the benchmark you're looking at and some of the considerations as to why you would fall where you're falling.
Daniel Williams:Okay. I wanna jump in and go a little deeper on that. When people are talking to y'all, do you have an FAQ that you just you just hear the question so many times, whether it's written down or you just are ready for it? Mhmm. And what is it?
Daniel Williams:I mean, where do you just hear people just every day or every other day just saying, how do I do this? Or what does this mean?
Liz Gurley:I think it's fair to say that we've definitely worked with groups who these members have received a membership, they have access to data, and they really just don't know where do I start and and what does this mean? So I think that's where people like Jennifer, who as a data strategist or our subject matter experts can jump in and say, let me give you some tips on how to get started. Let's do a demonstration. Let's look at all the benchmarks we have. Typically, we'll throw out a couple benchmarks.
Liz Gurley:We know a lot of organizations measure the same types of KPIs. So we start to, you know, kind of dive into that. Yes. We look at this KPI, and that's why this benchmark would matter.
Daniel Williams:Is there a KPI that really that you see a lot of practices regardless of practice size or anything that they that's what they look at?
Liz Gurley:Yeah. I think it's fair. I don't wanna say for
Jenn Sanchez:you, but yeah. We have a list.
Daniel Williams:Top one, two, or three that you just see so many people
Liz Gurley:I think
Daniel Williams:concerned with?
Liz Gurley:Labor management tends to be something that comes up pretty frequently. Staffing ratios. When we're looking at compensation, productivity, work RVs, total encounters, collections, staff Compensation for staff.
Jenn Sanchez:Fee ratios. Yeah. Mhmm.
Liz Gurley:This is why we get so excited about it. We have something to I do
Daniel Williams:could tell. Alright. Jen, let's come back to you. We've touched on this already, but individual provider benchmarking, how does this provider compare to market? What are let's put ourselves put your practice hat on again.
Daniel Williams:When you're digging through there in your pre MGMA career, what are you looking at? What are you digging around at or what do you see practices today really look at? What are they really going to the next level and the next level of trying to figure out so they can make their practice the best they can make it.
Jenn Sanchez:This is why provider compensation is so great because
Daniel Williams:Okay.
Jenn Sanchez:Yes, you're looking at maybe total compensation, what they're making annually. But you also that's a great foundation. Mhmm. But you also need to include, well, how does productivity align with that? So being able to pull in those work RVUs and maybe they're, you know, fortieth percentile at work RVUs, sixtieth percentile at compensation.
Jenn Sanchez:So by aligning those together using the benchmarking tools, it also provides great education for both the physician as well when you're having those MLRs, those conversations. So not just focusing on one benchmark, but you you have to use them together in combination.
Daniel Williams:A note I'd made down here was how do you support the individual provider without turning the data into prescriptive advice? Who wants to take that one?
Liz Gurley:We're both gearing to.
Daniel Williams:Oh, boy. I see the eyes. Y'all are looking at each other. You're taking this one.
Liz Gurley:Can definitely I'll speak from my own experience, but it definitely can be a difficult conversation to lay out a report that says, you know, maybe the goal is to have you at the fiftieth percentile and you're producing at the thirtieth percentile. That can be a difficult conversation to have, so there's a lot of pieces that go into that as to why is this happening? What are our next steps? How can we improve our schedule? How can we provide access.
Liz Gurley:There's a lot more to that story than just that particular benchmark, I think I would say.
Jenn Sanchez:Yep. For sure. And MGMA has resources for all of those answers as well, just outside of data dive too. Kind of falling in line too with our procedural profile platform that's about to come out as well with provider compensation. That is is a great tool to be able to look at those CPT codes, those EM codes, and find, why are why are we producing?
Daniel Williams:Mhmm.
Jenn Sanchez:Are we coding? Are we billing correct? Are we coding correctly? And I think that's a great, tool to kind of pull looking, you know, missed opportunities, additional revenue streams because what that tool provides is volume of every single CPT code for every single specialty.
Daniel Williams:Okay. You open the door to tools and I hear a lot about them. What are some of the common tools that people, practices can use to help better is it to interpret or better understand their information? Whatever Both. Yeah.
Daniel Williams:Mhmm. Mhmm. So what are some of those tools again?
Jenn Sanchez:Outside of data dive. Sure. Yeah. Well, from what I was just speaking on when you're looking at maybe somebody whose revenue or not revenue, whose work RVUs are maybe below the fiftieth percentile or wherever you have them at, We have tools that will help. Okay.
Jenn Sanchez:How many more patients do they need to see a day, a week, a month to bring them up with the understanding we know you can't take this to a physician or an APP and say this is where you need to be and we need you here next week. Right? Slow process coming in, but we do have tools that help with that.
Daniel Williams:But I guess to jump in, it helps you become a strategic then and an active
Liz Gurley:A plan.
Daniel Williams:Yeah. Participant in building out the practice that you ultimately wanna have. Yes.
Jenn Sanchez:Yes. Helps those that leadership. Yeah. For sure.
Liz Gurley:The end goal is the same. We want to be able to help support the providers to see patients and and provide good quality care. So how can we work together to make that happen? In turn, then the other in my opinion, then some of those other things start to fall in place. When we provide access, we have good quality care, then we're able to meet benchmarks.
Liz Gurley:That's my opinion.
Jenn Sanchez:Okay.
Daniel Williams:To help our listeners right now so they don't go down the wrong road, what are some of those most common mistakes that they can make interpreting the data and benchmarking themselves against others?
Jenn Sanchez:Too much too fast. You you want yeah. You see this data and you're like, oh, well, we're obviously not where our peers are supposed to be. How do I get there today?
Daniel Williams:Okay.
Jenn Sanchez:That is definitely not something that we want anybody to look at and you there's no right or wrong percentile to Liz's point. There's it doesn't mean if you're under the fiftieth percentile, it doesn't mean that your leadership is not doing what they're supposed to be doing. It doesn't mean that your physicians or your providers are not working where they should be. Mhmm. And if you're above, it doesn't mean that you're, you know, the perfect
Daniel Williams:Right. You don't stop. You take your foot off the gas. Stop breathing.
Jenn Sanchez:Yeah. That's not what that means. So to your point and we also have another great, tool, the provider report card.
Daniel Williams:Yeah. Yeah. Tell us about that.
Jenn Sanchez:Yeah. It's it's amazing. I love this tool, and it's not new. Something that we've had. It's just in a better place on our new platform.
Jenn Sanchez:Okay. So it's right there on the front side of DataDive. It's called my provider report card, and what this allows you to do is you you enter your provider's productivity, compensation. It will print a report card that tells you exactly where that provider is next to MGMA's fiftieth percentile. It gives them a rank.
Jenn Sanchez:So you do not have to have anybody on your team trying to figure this out when your physician comes to you and says, where am I at at MGMA? What's my percentile? Mhmm. You enter that data and you you know, forty third percentile or sixty third percentile. What's nice about it too is it gives you an overall difference.
Jenn Sanchez:So contract negotiations. Right? It will tell you total compensation. Maybe this physician is coming in at the forty third, but work RVUs is coming in at the seventieth. So that's a great, okay.
Jenn Sanchez:Maybe we need to look a little bit more into compensation. They're producing above or vice versa. You know, that's a great discussion then. Okay. Well, here is where you are in compensation.
Jenn Sanchez:Maybe we can get those work RVs up a little bit more, before we have that that additional, conversation. We also have a pay to production plotter. So it puts compensation and work RVUs on a nice scatter plot which physicians and leaders love to see. Really? Yeah.
Jenn Sanchez:That's that's newer on the the front side of data dive.
Daniel Williams:It just sounds so scary. Scatterfly. Just like a Rorschach or something. I don't know.
Jenn Sanchez:It is. And I always say data is hard to digest. It is. Understand that. Overwhelming.
Jenn Sanchez:We're in it. I personally am in it all day every day.
Daniel Williams:Okay.
Jenn Sanchez:I know that not everybody is. So I do take that into consideration when I'm working with members. I I understand. Yeah.
Daniel Williams:So we're in consensus here. It's it's data. Right? Not data?
Jenn Sanchez:Oh, data is data. Yeah.
Liz Gurley:We use it interchangeably. Yeah.
Jenn Sanchez:Yeah. I think I posted on my LinkedIn. It's data, not data. Yeah. But it's spelled the same.
Jenn Sanchez:Yeah. Exactly. Yeah.
Daniel Williams:Yeah. Potato. Potato.
Liz Gurley:Yeah. Exactly.
Daniel Williams:You brought up total compensation. So let's talk about that. What's your advice for being able to keep comparisons apples to apples when we're talking total compensation?
Jenn Sanchez:That's that peer to peer benchmarking.
Daniel Williams:Okay.
Jenn Sanchez:So we want to use we have filters.
Daniel Williams:Oh, right.
Jenn Sanchez:Yep. Okay. You can do a comparison. So side by side of geographic region, for example, it will show you Eastern as it compares to the Midwest, as it compares to the Southern. It gives you a side by side comparison.
Jenn Sanchez:Maybe organizational ownership where you're looking at private practice versus a hospital or IDS owned system. And then we also have some where you can limit that focus. So maybe I I don't need to see a side by side comparison. We're here in Colorado. I know we're in the Western Region.
Jenn Sanchez:I only wanna look in the Western Region.
Daniel Williams:Right.
Jenn Sanchez:So you have the ability to maybe do some comparisons, but also limit your focus and really get it down.
Daniel Williams:Right. And but then there are also when you do total compensation, are things like bonuses, incentives.
Jenn Sanchez:Yes.
Daniel Williams:Something else I've written down here, call pay are involved.
Jenn Sanchez:Yes.
Liz Gurley:Yes.
Daniel Williams:What are we talking about?
Jenn Sanchez:Total compensation in a nutshell is basically anything that the employee reports on a w two. So it will include that, bonus and incentive. However, we also have, base compensation Okay. Which is that fixed rate. And then you can add in maybe that medical directorship if there's a physician that is in that role.
Jenn Sanchez:That's another dataset we have on call as you mentioned. That is both for physicians and APPs because they both take those calls. I should mention too, not only do we have provider compensation, we also have academic compensation. So we do have a way to to distinguish academic versus non academic. So academic, those true university teaching facilities as opposed to those non.
Liz Gurley:Mhmm. Yeah. So our considerations. Yeah.
Daniel Williams:I can't believe this, but we're basically to final thoughts here. I'll start with you, Liz. What would you like to share with our listeners that maybe we haven't touched on yet or even elaborate on anything that has been discussed already?
Liz Gurley:Sure. I always like to say that MGMA as a whole, I think we want to be a tool in your tool belt. We're certainly not the ones writing the prescription of everything that is going to complete your practice, to fix your practice, to provide all of the solutions, but we do have a lot of that foundational work that has been developed here. So data is just one area of that, and I definitely would recommend reaching out to your account managers, reaching out to Jennifer if you're an organizational member, to have those conversations of how else we can better support you. We got a lot to share here.
Daniel Williams:Okay.
Jenn Sanchez:I agree with that. That's perfect.
Daniel Williams:Alright. And then we've talked about a lot of resources, a lot of different aspects of data dive. How do people connect? How do they reach you? What can you all share about that?
Jenn Sanchez:I think it's very specific to the membership for sure. As the data strategist, I I am an exclusive benefit to the organizational membership. So I help with any and all things data from how do how am I supposed to view this data?
Daniel Williams:Mhmm.
Jenn Sanchez:To I need a report three days ago. I can't pull it. Can you pull That's it for that's is my job. That is what I do. As far as and everybody who is a member has an account manager.
Jenn Sanchez:So they definitely have Yeah. Somebody who is there, one person to go to. But there's so many resources in MGMA. There is somebody never feel lost because there is somebody there that's gonna help you or guide you to that appropriate.
Daniel Williams:To make it the most efficient, though, what how do they reach you? What they hit the green button on the MGMA website? Do they give a bat signal or something? What
Liz Gurley:how do
Daniel Williams:they reach you?
Liz Gurley:As a member, when you're logging in under your account and under your profile, you should have contact information, whether you have an account manager. If you are a data participant, there's gonna be information to get you in contact with our customer service team or with our data solutions team. For those that are buying or purchasing data license, account managers, organizational members, same. You can reach out to account managers to Jen directly.
Jenn Sanchez:And if you're brand new to MGMA, there is an ask MGMA
Liz Gurley:Mhmm.
Daniel Williams:Yeah.
Jenn Sanchez:Button right on the front screen that will help get you where you need to be.
Daniel Williams:Before we sign off then, tell us, this is a series. So what do we have coming out next? We were on the provider compensation today. What are we going to be doing the rest of the summer?
Jenn Sanchez:Yeah. Provider compensation and procedural profile are now. And then mid June, we're going to have management and staff. And then mid July is gonna be the financials and operations. So formerly known as cost and revenue and practice operations.
Jenn Sanchez:Last year were merged into one dataset called financials and operations.
Daniel Williams:Okay. Perfect. Well, Liz, Jen, thank you for joining
Jenn Sanchez:Thank you.
Liz Gurley:Thank you for having us.
Daniel Williams:This has been awesome. So everyone, we are going to provide direct links, maybe even a phone number or two. I don't know. We're going to work on that, but we'll put that in the show notes. We are going to be rolling out this data series throughout the summer.
Daniel Williams:We are so grateful that you are MGMA members and can't wait to share all of this great information, own data dive, all the great tools that you've got there. I want to make sure I mention those. We're talking about MGMA provider compensation, and we're talking about that provider report card. You can find all that at mgma.com. And we're, again, going to give you direct links in the, MGMA Podcasts show notes.
Daniel Williams:So until then, thank you all for being MGMA Podcast listeners.
