Workforce shortages persist across all of healthcare, but are especially acute in anesthesia.
In order to adapt, ASCs are getting creative in their strategies for recruiting and retaining top anesthesia talent, exploring non-monetary benefits to set themselves apart from others in the market.
Three anesthesia leaders recently joined Becker’s to discuss the things that are engaging anesthesia providers.
Editor’s note: Responses have been lightly edited for clarity and length.
Question: As an anesthesia professional, what are the things you look for most in a possible employer?
Jeff Tider, CRNA. Clinical Assistant Professor at the University of Tennessee at Chattanooga: As an anesthesia professional, compensation tends to be regional but fairly comparable, so what truly differentiates opportunities are scope of practice and employment structure. I look for positions where anesthesia providers can practice to the full extent of their training, with real autonomy. The ideal culture is one where there are no artificial limits, no areas where “our CRNAs don’t do that.”
As a CRNA educator, I see the same priorities in my students. When they evaluate career options, scope of practice is consistently one of the biggest draws, often outweighing salary. They want to be in environments where their skills are fully utilized and where professional growth is encouraged.
Flexibility in employment models also matters. Many groups only offer traditional W2 positions, but including 1099 options provides a pathway for professionals who prefer the independence and entrepreneurial control that comes with contractor status. Together, scope of practice and flexible structures are the factors that carry the most weight when I, and the next generation of CRNAs, evaluate a potential employer.
Shawn Palmiter, CRNA. Chief CRNA at Specialty Anesthesia of Tennessee (Franklin): As an anesthesia professional, what I look for most in a potential employer comes down to four areas:
- Commitment to patient safety and clinical excellence: I want to know the employer has the resources, staffing support and culture to prioritize safe, high-quality anesthesia care. My goal is to practice in places that are safe and efficient and do not lead to burn out.
- Respect and autonomy for CRNAs: An environment where CRNAs are valued for their expertise, work to their full practice authority and are involved in decision-making is essential.
- Work-life balance and scheduling transparency: Because burnout is a real risk in healthcare, I look for employers who provide fair scheduling practices, and flexibility when possible. Flexibility on the practice side and my side enhances scheduling for everyone and allows a nice work-life balance.
- Fair and competitive compensation with benefits: Pay is a main driver but then I also consider retirement contributions, health benefits, [continuing medical education] support and professional liability coverage, all of which show long-term investment in the anesthesia team.
Ultimately, I want to work with an employer who sees anesthesia professionals not just as providers to fill a shift, but as key partners in patient care and in the success of the organization. When you create a great culture throughout the practice, everyone works together for the success of all.
Steve Wilstead, CRNA. University Medical Center Southern Nevada (Las Vegas): Having relocated to Las Vegas 30 months ago, I was seeking a specific employer environment. Practice independence and zero micromanagement. I have practiced for 25 years and had the goal of finishing my CRNA career as I was trained; practice autonomy, schedule variety (eight-, 10- or 12-hour work days), compensation commensurate with my experience and skills, adequate PTO/Education and CME reimbursement, robust retirement and benefit package. Collegiality amongst CRNA and [physician anesthesiologist] providers would seal the deal, which I was able to find, as well.
