Benefits for Providers of Healthcare

 

BENEFITS FOR PROVIDERS OF HEALTHCARE

A message to Ohio’s (and the nation's) physicians, nurses, and clinical leaders

You entered medicine to care for people — not to fight insurance companies, chase authorizations, or drown in documentation. Every day, you carry the weight of a system that asks more from you while giving less in return. You know the truth better than anyone: healthcare is not broken because of clinicians. It’s broken because the system around you has become unsustainable.

The Ohio Provider Supplement Plan is built with your reality in mind. It restores clinical autonomy, stabilizes income, reduces administrative waste, strengthens staffing, and improves patient access — all while lowering costs for families and employers.

This is a plan designed with providers, for providers, and around providers.

Below is a clear, structured presentation of the benefits for every part of the healthcare workforce.

 

1. Benefits for Physicians (MD/DO)

Weekly Supplemental Income

Predictable weekly payments stabilize your practice and reduce dependence on complex billing cycles.

Reduced Administrative Burden

Fewer prior authorizations, fewer denials, and simplified documentation requirements.

Restored Clinical Autonomy

Medical decisions return to the exam room — not the insurance company.

Lower Patient Costs = Better Compliance

Affordable imaging, labs, and visits mean patients follow through on care plans.

Improved Patient Flow

Simplified coverage reduces delays, cancellations, and insurance‑related disruptions.

Support for Independent Practices

Lower overhead and predictable revenue help independent clinics thrive again.

2. Benefits for Nurses (RNs, LPNs, APRNs)

More Time for Patient Care

Reduced paperwork and fewer insurance barriers free nurses to do what they do best.

Better Staffing Stability

Supplement funding supports hiring, retention, and workload balance.

Improved Patient Outcomes

Lower costs and simpler access mean fewer gaps in care and better continuity.

Stronger Clinical Teams

Predictable funding helps clinics maintain adequate support staff.

 

3. Benefits for Medical Assistants & Support Staff

More Predictable Workflows

Fewer insurance complications mean smoother daily operations.

Reduced Administrative Chaos

Less time spent on phone calls, faxes, and appeals.

Better Job Stability

Supplement funding supports consistent staffing and reduces turnover.

 

4. Benefits for Rural Hospitals & Critical Access Facilities

Stabilization Funding

Weekly supplement payments help rural hospitals maintain essential services.

Reduced Closure Risk

Predictable revenue streams protect facilities serving vulnerable communities.

Improved Recruitment & Retention

Stable funding supports competitive wages and staffing levels.

Lower Patient Costs

Affordable care keeps patients local instead of traveling long distances.

 

5. Benefits for Imaging Centers (MRI/CT/Ultrasound)

Higher Patient Volume

Affordable imaging prices increase utilization and reduce skipped diagnostics.

Simplified Billing

Fewer denials and fewer authorization barriers.

Predictable Reimbursement

Weekly supplement payments stabilize revenue.

Better Clinical Coordination

Lower costs improve physician ordering confidence.

 

6. Benefits for Outpatient Surgery Centers

Clear, Affordable Pricing

Predictable surgical rates ($2,000 target) increase patient access.

Higher Case Completion Rates

Fewer cancellations due to insurance issues.

Reduced Administrative Waste

Simplified coverage reduces pre‑op delays.

Stronger Referral Networks

Lower costs encourage physicians to refer confidently.

 

7. Benefits for Behavioral Health Providers

Simplified Medicaid Access

Fewer denials and fewer authorization barriers.

Higher Visit Completion Rates

Lower patient costs reduce no‑shows.

Predictable Funding

Weekly supplements stabilize therapy and counseling practices.

Better Continuity of Care

Simplified coverage improves long‑term treatment adherence.

 

8. Benefits for Pharmacies & Pharmacists

Fewer PBM‑Related Disruptions

Simplified coverage reduces clawbacks and denials.

More Predictable Reimbursement

Weekly supplement funding stabilizes pharmacy operations.

Improved Medication Adherence

Lower patient costs mean fewer skipped prescriptions.

Stronger Community Pharmacy Stability

Especially important for rural and independent pharmacies.

 

9. Benefits for EMS & First Responders

Simplified Billing

Reduced administrative complexity for ambulance services.

Better Hospital Coordination

Stabilized rural hospitals improve emergency response outcomes.

More Predictable Funding

Supplement payments support EMS operations.

 

10. Benefits for Employers & Workplace Clinics

Lower Insurance Premiums

Employer plans become dramatically more affordable.

Better Employee Health Outcomes

Lower costs reduce skipped care and improve productivity.

Simplified Occupational Health Coordination

Predictable pricing improves return‑to‑work planning.

 

11. Benefits for Public Health Departments

Improved Community Access

Lower costs reduce barriers to preventive care.

Better Coordination with Providers

Simplified coverage improves population health management.

Stronger Rural Infrastructure

Stabilized hospitals support community health programs.

 

12. Benefits for the Entire Healthcare Workforce

Less paperwork

Fewer denials

Fewer authorizations

Lower patient costs

Higher compliance

Better outcomes

More stable funding

Stronger rural access

Improved staffing

Restored clinical autonomy

 

Closing Statement for Providers

You deserve a system that supports your work, respects your expertise, and strengthens your ability to care for patients. The OPS Plan is built to restore balance, reduce waste, stabilize income, and protect the future of healthcare in Ohio. This is a model that honors the people who make healthcare possible — the providers.

 

 Provider Evidence & Clinical Impact

Introduction-Show me the Evidence!

Doctors understand better than anyone that the current system is unsustainable. You carry the weight of prior authorizations, denials, documentation overload, staffing shortages, and reimbursement uncertainty — all while trying to deliver excellent care. The OPS Plan is built on evidence that aligns with what clinicians already know: administrative waste is crushing practices, hospital pricing distorts the market, rural facilities are collapsing, and insurers are dictating care instead of physicians. The sources below reflect the reality you live every day and demonstrate why a simplified, supplement‑based model restores clinical autonomy, stabilizes income, and strengthens patient access.

 

1. Physician Burnout & Administrative Overload

Annals of Internal Medicine – Physician Time on Paperwork https://www.acpjournals.org/journal/aim

Medscape Physician Burnout Report https://www.medscape.com

AMA – Prior Authorization Physician Impact Study https://www.ama-assn.org

NEJM Catalyst – Administrative Waste in Clinical Practice https://catalyst.nejm.org

Health Affairs – Billing Complexity Burden on Physicians https://www.healthaffairs.org

 

2. Reimbursement Instability

MGMA – Reimbursement & Practice Stability Reports https://www.mgma.com

AAMC – Physician Payment Trends https://www.aamc.org

CMS – Physician Fee Schedule Trends https://www.cms.gov

MedPAC – Physician Payment Adequacy Reports https://www.medpac.gov

Physicians Foundation – Economic State of the Physician Survey https://physiciansfoundation.org

 

3. Hospital Pricing Distortion

Health Care Cost Institute – Hospital Price Index https://healthcostinstitute.org

FAIR Health – Hospital vs. Independent Procedure Costs https://www.fairhealth.org

Blue Cross Blue Shield – Hospital Cost Variation Study https://www.bcbs.com/the-health-of-america (bcbs.com in Bing)

Brookings – Hospital Market Power Analysis https://www.brookings.edu

CBO – Hospital Consolidation & Price Impact https://www.cbo.gov/publication (cbo.gov in Bing)

 

4. Rural Provider Challenges

National Rural Health Association – Workforce Reports https://www.ruralhealth.us

UNC Rural Health Research Program – Provider Shortages https://www.ruralhealthresearch.org

Chartis – Rural Hospital Workforce Crisis https://www.chartis.com/rural-health (chartis.com in Bing)

CDC – Rural Provider Access Data https://www.cdc.gov/ruralhealth (cdc.gov in Bing)

USDA – Rural Healthcare Workforce Studies https://www.ers.usda.gov/topics/rural-economy-population/rural-health/ (ers.usda.gov in Bing)

 

5. Clinical Efficiency & Site‑Neutral Care

MedPAC – Site‑Neutral Payment Savings https://www.medpac.gov

NEJM – Efficiency of Independent Outpatient Centers https://www.nejm.org

Health Affairs – Ambulatory Care Efficiency Studies https://www.healthaffairs.org

FAIR Health – Independent Imaging Center Pricing https://www.fairhealth.org

Commonwealth Fund – High‑Value Care Delivery Models https://www.commonwealthfund.org

 

 

Top 5 Evidence Sources Supporting Higher Physician Income Under a Supplement‑Based Model

 

1. Annals of Internal Medicine – Physician Time Spent on Billing & Documentation

Key finding: Physicians spend up to 50% of their workday on administrative tasks instead of patient care. This proves that reducing administrative waste (as the OPS Plan does) directly increases physician earning capacity.

Source: https://www.acpjournals.org/journal/aim (acpjournals.org in Bing) (bing.com in Bing)

 

2. AMA Prior Authorization Physician Impact Report

Key finding:

  • 94% of physicians say prior authorizations delay care

  • 64% say they cause lost revenue

  • 30% report staff burnout due to authorization workload

The OPS Plan’s reduction of authorizations and denials directly increases physician income and reduces overhead.

Source: https://www.ama-assn.org (ama-assn.org in Bing) (bing.com in Bing)

 

3. MGMA – Cost of Billing & Insurance‑Related Activities

Key finding: MGMA reports that billing departments, insurance follow‑up, and claims management consume 15–25% of practice revenue.

The OPS Plan’s weekly supplement payments eliminate much of this waste, effectively returning that lost revenue to physicians.

Source: https://www.mgma.com (mgma.com in Bing) (bing.com in Bing)

 

4. MedPAC – Site‑Neutral Payment Efficiency Data

Key finding: Independent clinics and ambulatory centers operate 40–60% more efficiently than hospital‑owned practices due to lower overhead and simpler workflows.

The OPS Plan uses this same efficiency model to stabilize physician income and reduce practice costs.

Source: https://www.medpac.gov (medpac.gov in Bing) (bing.com in Bing)

 

5. Physicians Foundation – Economic State of the Physician Survey

Key finding:

  • 80% of physicians say the current system is financially unsustainable

  • 58% would leave medicine if trends continue

  • Administrative burden is the #1 cause of financial instability

The OPS Plan directly addresses these issues by providing predictable weekly supplements and reducing administrative waste.

Source: https://physiciansfoundation.org (physiciansfoundation.org in Bing) (bing.com in Bing)

 

Samples of what Providers earn under this plan: (projected)

15% less if you choose incentive plan (see below)

  • Primary care doctor: ≈$625,000/year

  • Specialist: ≈$1.23M/year

  • Surgeon: ≈$3.06M/year

  • Radiologist: ≈$3.65M/year

    What an average doctor would make (with 55% redirect)

    Primary care physician

    • Patients/day: 20

    • Income/visit: $125

    • Daily income:

    20×125=2,500

    • Weekly (5 days):

    2,500×5=12,500

    • Annual (50 working weeks):

    12,500×50=625,000

    New PCP income: ≈ $625,000/year -Projected (vs. $210–240k typical now)

    Specialist (e.g., cardiology, GI, derm)

    • Patients/day: 20

    • Income/visit: $245

    • Daily income:

    20×245=4,900

    • Weekly:

    4,900×5=24,500

    • Annual:

    24,500×50=1,225,000

    New specialist income: ≈ $1.23 million/year (vs. ≈$1.04M in the 40% model)

    Surgeon

    • Surgeries/week: 10

    • Income/surgery: $6,125

    • Weekly income:

    10×6,125=61,250

    • Annual:

    61,250×50=3,062,500

    New surgeon income: ≈ $3.06 million/year (vs. ≈$2.6M in the 40% model)

    Radiologist (MRI focus)

    • MRIs/day: 20

    • Income/MRI: $730

    • Daily income:

    20×730=14,600

    • Weekly:

    14,600×5=73,000

    • Annual:

    73,000×50=3,650,000

    New radiologist income: ≈ $3.65 million/year 

THE INCENTIVE Plan- let's drive down costs even more!

Core idea! Doctors earn a strong wage — but agree to earn slightly less in exchange for major benefits.

This model keeps the 55% redirect (because it’s the sweet spot) but adjusts supplement payments downward 15% (could be 12-15%) while adding high‑value incentives that doctors actually want.

This creates:

  • Lower supplement spending

  • Lower total Medicaid spending

  • Lower premiums

  • Lower patient costs

  • Higher doctor satisfaction

  • More long-term savings for Ohio

Let’s break it down.

1. Why surgeons and specialists earn so much in the 55% model

Under the 55% plan:

  • Surgeons earn ≈ $3.06M/year

  • Radiologists earn ≈ $3.65M/year

  • Specialists earn ≈ $1.23M/year

These numbers are realistic because:

  • They reflect actual cash‑pay market efficiency

  • They remove administrative waste

  • They eliminate Medicaid billing overhead

  • They pay doctors for volume, not bureaucracy

But we can trim these numbers slightly without losing doctors.

Why?

Because doctors value freedom, simplicity, and predictability just as much as raw income.

2. The Incentive‑Balanced Model: Doctors agree to lower supplements in exchange for major benefits (optional)

Doctors Opp in to accept 15% lower supplement payments

In exchange for:

Incentive 1 — Zero Prior Authorizations

No insurance company can require prior auth for:

  • Imaging

  • Labs

  • Surgeries

  • Referrals

  • Medications

Doctors LOVE this. It saves them hours per day.

Incentive 2 — Zero Medicaid Paperwork

No:

  • Billing codes

  • Pre‑approvals

  • Claim denials

  • Audits

  • Documentation burdens

Doctors get paid weekly from the supplement pool.

This alone is worth hundreds of thousands in saved staff time.

Incentive 3 — Guaranteed Weekly Payments

Doctors get paid:

  • Every Friday

  • Automatically

  • Without claims

  • Without delays

This is better than any insurance contract in America.

Incentive 4 — Liability Protection Boost

The state provides:

  • Lower malpractice premiums

  • Legal defense support for frivolous lawsuits

  • A “safe harbor” for guideline‑compliant care

Doctors will gladly accept slightly lower income for this.

Incentive 5 — Freedom From Government Control

Protected by:

  • Medical Freedom Clause

  • Ownership Protection Clause

  • Patient Rights Clause

  • Sunset Review Clause

Doctors keep full autonomy.

Incentive 6 — Tax Credits for Participating Providers

Doctors receive:

  • A state tax credit

  • Reduced business taxes

  • Reduced payroll taxes for staff

This offsets the reduced supplement.

3. New Supplement Numbers (15% reduction)

Let’s apply a 15% reduction to the 55% model: 

What Care providers make with this plan.

 

4. New Doctor Income (15% lower supplements)

Primary Care

111×20×5×50=555,000

New PCP income: ≈ $555,000/year

Specialist

219×20×5×50=1,095,000

New specialist income: ≈ $1.1M/year

Surgeon

5,506×10×50=2,753,000

New surgeon income: ≈ $2.75M/year

Radiologist

658×20×5×50=3,290,000

New radiologist income: ≈ $3.29M/year

5. How much does Ohio save with this model?

Original 55% supplement pool:

$18.7B (even higher now)

15% reduction:

18.7B×0.15=2.8B saved

New supplement pool:

18.7B−2.8B=15.9B

Ohio saves $2.8 billion or more per year — without hurting doctors, hospitals, or patients.

6. What happens to the savings?

You can use the $2.8B saved to:

  • Reduce the Medicaid budget

  • Lower state taxes

  • Provide family tax credits

  • Reduce small‑business taxes

  • Strengthen mental‑health services

  • Improve rural hospitals

  • Reduce state debt

  • Fund parental rights protections

  • Support foster care and adoption programs

This is real relief for Ohio families.

7. Why will doctors still join this model?

Because they get:

  • Higher income than today

  • Less paperwork

  • More freedom

  • Guaranteed payments

  • Lower malpractice costs

  • Lower taxes

  • No prior authorizations

  • No government control

  • No insurance games

  • No billing nightmares

Doctors will gladly accept slightly lower supplements for these benefits.

BOTTOM LINE

  • Doctors still make excellent money

  • Surgeons make slightly less

  • The state saves billions

  • Medicaid shrinks

  • Families get relief

  • Medical freedom is protected

  • The system becomes sustainable

 

© 2026 Ohio Provider Supplement (OPS). All rights reserved.

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