Physician Assistants (PAs) play a critical role in healthcare delivery, helping to reduce patient wait times and improve care outcomes. However, retaining PAs has become a growing challenge, with 5% of PAs planning to leave their current job within a year (MGMA). The cost of turnover is significant, and healthcare organizations need to address the underlying factors driving these departures to reduce disruption and maintain continuity of care.

Seeking Another Job

According to industry reports, over half of PAs leave their current roles for better employment opportunities, often motivated by higher pay, more supportive work environments, or improved career growth. The job market for healthcare providers remains highly competitive, and employers must create compelling incentives to retain talent.

Unfair Pay

Many PA's reported feeling that there was a pay discrepancy at their current job. Ever increasing workloads with static compensation structures were driving many to seek better-paying jobs elsewhere. It is essential as a competitive employer to compare your compensation to the local rates to ensure that you are providing comparable pay.

They are Moving

Around one-third of PAs cite relocation as the reason for leaving their jobs. Family obligations or personal changes can drive moves, especially for PAs balancing career ambitions with geographic flexibility. Healthcare organizations can mitigate this by offering telehealth roles or relocation assistance, allowing some continuity through virtual care models (Chief Healthcare Executive, 2023).

The Job is Not Challenging Them

Job satisfaction isn't always derived from money and many PA's report that their jobs are not challenging them enough. About a quarter of PA's feel that their jobs aren't mentally stimulating enough to keep them engaged for the long term. To prevent PA's from leaving consider offering expanded practice options, leadership or supervisory opportunities to enhance their work experiences.

Interfering Responsibilities at Home

Whether it be caring for young children or aging parents, issues at home can often interfere with a PA's ability to continue working. An increasingly common complaint amongst PA's in the "sandwich generation" is that responsibilities at home are interfering with their ability to work. To increase the possibility of retaining these PA's consider offering assistance programs, flexible hours, shift sharing, or enhanced child/elder care benefit options.

Furthering Their Education

A surprising number of PA's are leaving work to head back to school to either further their medical education or pursue an unrelated degree. As an organization, you can entice them to stay a little longer with student loan benefits/ payment programs and flexible scheduling to make attending classes easier while still working for you.

Retaining Physician Assistants requires a multi-faceted approach that addresses compensation, career growth, work-life balance, and educational opportunities. In today’s competitive healthcare landscape, organizations that invest in the well-being and professional development of their PAs will see reduced turnover and better patient outcomes.

Ashley Poshard is the Manager of Program Relations and Data Quality. She joined PracticeMatch in 2021 and brings over a decade of database management experience. Formerly an in-house physician recruiter and PracticeMatch client, she excels in engaging physicians with the platform. Ashley collaborates with program coordinators nationally, offering educational opportunities and gathering feedback. Her role involves implementing innovative features and services, fostering long-term physician engagement with PracticeMatch. Additionally, Ashley leads the data team, working to maximize data collection efforts and enhance the PinPoint Database's size, value, and quality, solidifying PracticeMatch's position as a leader in healthcare recruitment and data management.