01
Discovery
Listen for the operating reality behind the request.
Physician compensation advisory · Nationwide
Recruit, retain and reward clinicians while mitigating risks.
Compensation strategy should reinforce clinical purpose, organizational priorities, and trust. We help healthcare leaders bring the right evidence, structure, and governance to the table.
Discuss your compensation challengeMandate
Alignment
Lens
Market + mission
Focus
Defensible design
Our advisory focus, not a promise of outcomes.
From the field
DOJ and Fraud Enforcement
If you lead a health system, you already know that physician compensation is one of your highest-risk functions. What you may not know is how fast that risk is escalating.
In August 2026, the Department of Justice settled three False Claims Act cases against Medicare Advantage providers—including one for $541.5 million—all involving allegedly invalid diagnosis codes. In one case, the whistleblower was a physician employed by the defendant.
These settlements are a signal, not an anomaly. DOJ has launched a new National Fraud Enforcement Division this year and has explicitly stated that healthcare fraud in managed care programs remains a top enforcement priority.
Physician compensation plans that are not properly designed, documented, and compliant with federal regulations expose health systems to precisely this kind of enforcement. Market competitiveness matters, but it is not a shield on its own.
If your organization is navigating physician compensation risk and you are not certain your plans would survive that scrutiny, let's connect.
Read the full WilmerHale analysis"Physician compensation plans that are not properly designed, documented, and compliant with federal regulations expose health systems to precisely this kind of enforcement."
LaVonne Senanou
Founder & CEO, Physician Compensation Alignment Partners
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The work behind the work
Built for the decisions behind care.
Physician compensation is not a line item. It is a living agreement between clinical excellence, workforce strategy, and organizational responsibility. We bring executive-level rigor to each intersection.
See how we workOur working method
Four phases. One defensible point of view.
02
Analysis
Frame the evidence, benchmarks, and constraints.
03
Alignment
Bring stakeholders to a shared, practical decision.
04
Governance
Embed the rationale in a durable process.
Advisory areas
A disciplined view of the full compensation picture.
A clear advisory structure for leaders who need to move from complexity to a well-supported decision.
01
LOWMIDHIGH
Compensation strategy
Translate organizational priorities into clear compensation principles, frameworks, and decision criteria.
02
LOWMIDHIGH
Market intelligence
Interpret benchmarks in context so your position is both competitive and considered.
03
LOWMIDHIGH
Alignment modeling
Create models that connect role expectations, productivity, quality, and financial stewardship.
04
LOWMIDHIGH
Governance advisory
Build durable processes that support consistent oversight, documentation, and accountability.
Begin with the right questions
Bring clarity to your compensation challenge.
Start a focused conversation about the pressures, choices, and decisions in front of your organization.
Discuss your compensation challenge