Articles

Click here to view a PDF of the February 2026 IEPC Newsletter.

In this issue:

• 2025-2026 IEPC Benchmarking Survey
• President Pearls
• ACEP Health Insurance Options: Individual Coverage for Emergency Physicians
• IEPC 2026 Speaker Series

Kavitha Weaver, MBA
Executive Director, IEPC
Monterey Bay Emergency Partners

As employment models in emergency medicine evolve, maintaining reliable health insurance remains key consideration. The American College of Emergency Physicians (ACEP) offers individual health insurance plans designed specifically for emergency physicians. These plans can be useful for physicians who do not have employer-sponsored coverage, are transitioning between positions, or want additional flexibility. The program includes eight different CIGNA PPO underwritten plans, with a variety of deductibles and HSA-compatible options.

Who Can Benefit

Employed (W2) Physicians
For groups with employer-provided health insurance, ACEP plans may be helpful for:

• Part-time physicians not eligible for employer coverage.
• Physicians between positions or transitioning roles.
• Physicians seeking supplemental or alternative coverage.
  

Independent Contractors (1099 Physicians)
Independent contractor physicians often secure their own insurance. ACEP plans can provide:

• Coverage designed specifically for emergency physicians.
• Continuity of coverage during contract or employment changes.
• Additional flexibility and choice when employer-sponsored plans are not available.

In short, both employed and independent emergency physicians may find these options useful depending on their personal circumstances and coverage needs.

Participation Requirements

• Active ACEP membership is required.
• Enrollment is individual and family only; there are no group-level plans.
• Standard application and eligibility requirements apply.
• Enrollment is generally available during open enrollment or by qualifying life events.

All plan management is handled directly between the physician and the insurance provider: Program Details and Plan Options.

If you would like IEPC to invite an ACEP insurance representative to speak at a future meeting, please click below:

Yes, I am interested.

Robert Chavez, MD
President, IEPC
Providence Little Company of Mary Medical Center Torrance

Hello friends and colleagues,

Those of us who run small independent emergency medicine groups will find recruiting against the USACS, Team Health and Vituity’s of the world quite challenging. We certainly do not have the PR budget to compete with them; therefore, we must have a more tailored approach.

All group leaders and candidates consider criteria such as pay per hour, benefits and administrative burden, as well as shift distribution for new recruits. However, other considerations that can be equally as important are all the decisions that have to be made by moving into a new place and starting a new career.

The ability to furnish your new recruits with access to real estate contacts in the community or attorneys or bookkeepers to help them set up a corporation. Also, access to good reputable CPAs, Insurance Brokers and Trust attorneys are equally important. Unless they want to work for the rest of their lives with little chance for retirement, they will also want to have access to solid financial advisers as well.

Another excellent recruiting tool is setting up educational meetings to train your new recruits in your group’s culture, standards and practices and expectations. In addition, I find it very useful to have training sessions on billing and how to be a productive physician. New residents just starting out are all clinically solid, however, they receive no training on billing and coding and have very little idea on what constitutes a good work rate or billing rate. Showing them “how the sausage is made” will serve them not only in your group, but in their future career with any group.
Finally, delineating a clear pathway to enter the group and advance through your practice clinically, financially and administratively is also crucial to avoid any misunderstandings in the future.

Small independent groups know recruiting season is year-round and require a dedicated point of contact to manage all the correspondence that happens between your practice and potential recruit.

All the best,
Robert Chavez
President, IEPC

Thank you to all who participated in the IEPC 2025-2026 Benchmarking Survey. The survey is now closed, and we are in the process of compiling and analyzing the results. If your group participated, please look for a detailed summary report to be distributed via email in the coming weeks. We look forward to sharing the findings and hope they will provide valuable, actionable insights to support strategic planning and operational decision making.

Thank you!

Click here to view a PDF of the December 2025 IEPC Newsletter.

In this issue:

• 2025-2026 IEPC Benchmarking Survey
• Announcing the 2026 IEPC Board of Directors
• Best Practices for Selecting an RCM Partner
• IEPC 2026 Speaker Serkes
• Happy Holidays from IEPC!

IEPC would like to wish you and your families a happy holiday season! We are looking forward to a great year in 2026!

At a recent ACEP Democratic Group Practice Section meeting, leaders in emergency medicine discussed one of the most important decisions independent groups face, selecting the right revenue cycle management (RCM) partner. This discussion offered practical lessons that apply directly to IEPC member groups navigating today’s increasingly complex reimbursement environment.

While cost is often the first factor considered, speakers emphasized that the strongest RCM partnerships are built on transparency, shared goals, and consistent communication. For independent California groups, choosing an RCM partner that understands local payer patterns and the state’s regulatory environment is particularly critical.

Key Takeaways and Lessons Learned:

1. Elevate communication and responsiveness.
   Regular, structured communication with your RCM company is one of the clearest indicators of success. Look for a partner that provides a dedicated point of contact and consistent performance reports. Responsiveness is especially important when payer or coding issues arise that can delay payments.
2. Prioritize long-term partnership over short-term cost savings.
   Selecting an RCM company should be approached as a strategic decision, not just a financial one. The best partners operate as an extension of your practice, invested in your long-term success, not only immediate collections. This type of alignment leads to higher overall performance and stability.
3. Define and track key performance metrics.
   Before implementation, establish clear KPIs such as days in accounts receivable, denial rates, and first-pass resolution rates. Review these regularly to identify trends and improvement opportunities early. Data transparency and consistent benchmarking are essential for accountability.
4. Limit the number of vendors when possible.
   Working with multiple RCM vendors may seem appealing, but can complicate reporting, increase costs, and blur accountability. For smaller or mid-sized independent groups, a single partner with strong alignment and reporting systems typically yields more consistent results.
5. Expect challenges and plan for change.
   Every RCM transition brings challenges, from payer policy shifts to EHR integrations. A reliable partner will anticipate issues, communicate proactively, and problem-solve collaboratively to prevent small issues from becoming major disruptions.

The discussion reinforced that the foundation of a successful RCM relationship is trust, transparency, and shared accountability. For IEPC member groups, especially those operating independently, these principles can make the difference between short-term financial strain and long-term sustainability.

The IEPC Board takes office for 2026 in January. We thank you for your continued service!

Robert Chavez, MD – President
Clay Whiting, MD – Treasurer
Don Shook, MD – Vice President
Sameer Mistry, MD – Vice President
Andrew Fenton, MD – Vice President
Mike Gertz, MD – Secretary