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A National PLP Experience Survey

State of the Provider Lifecycle Profession:

As the healthcare industry evolves, so too must the roles that support providers across their professional journey. This national survey is designed specifically for Provider Lifecycle Professionals (PLPs) — credentialing specialists, provider enrollment teams, licensing coordinators, onboarding experts, quality and peer review leaders, and other professionals who ensure providers are ready, supported, and accountable across the care continuum.

Your voice matters. By participating, you help shape a national understanding of our profession's value, challenges, and future — and ensure the work of PLPs is recognized, resourced, and elevated.

🔐 Confidentiality Note: Your responses are confidential and will be aggregated with others for reporting. Individual results will never be shared without consent.

📢 Your voice is part of the change. Thank you for helping shape the future of the PLP profession.
I. Roles, Scope, & Structure
Why it matters: This section helps define the breadth and depth of PLP roles today. Understanding what professionals are responsible for, where they sit organizationally, and how teams are structured informs strategic planning, job description modernization, and FTE justification across the country.
1.What is your current job title?(Required.)
2.Which of the following best describes your primary employer?(Required.)
3.Select the region or regions that best describe your organization’s service area.(Required.)
4.Approximately how many providers does your organization currently serve? (Include all active providers supported by your team — employed, contracted, affiliated, etc. — across all locations.)(Required.)
5.In which of the following provider lifecycle functions are you actively involved? (Check all that apply.)(Required.)
6.What department or division do you report into?(Required.)
7.How long have you worked as a Provider Lifecycle Professional?(Required.)
8.How many Full-Time Equivalent (FTE) are on your immediate team?(Required.)
9.Do you work in an on-site or remote structure?(Required.)
10.What systems or tools do you use most frequently?(Required.)
11.Do you serve on any cross-functional committees or workgroups? (Select all that apply)
II. Work Design & Operations
Why it matters: How work gets done is just as important as what work is done. This section sheds light on standardization, automation, task volume, and cross-functional collaboration — helping identify where efficiencies, tech investments, and workload alignment are most needed.
12.Does your organization have standard workflows or procedures for your work?(Required.)
13.How often are your workflows reviewed and optimized or improved?(Required.)
14.Approximately what percentage of your current work is performed manually versus using automation or technology tools? (Please consider how much of your daily work involves manual tasks like data entry, document review, or emailing, versus automated or system-driven tasks such as rule-based workflows, auto-populated data, or integrated system alerts.)(Required.)
15.How is your performance evaluated? (Select all that apply.)
16.On average, how many providers are you responsible for supporting?(Required.)
17.What are the top 3 barriers you face in doing your work efficiently? (Select up to 3)(Required.)
18.How consistently is information about your work shared across teams or departments in your organization?(Required.)
19.How consistently do you have access to the following resources that support your ability to perform your job well?
Never
Rarely
Sometimes
Often
Always
Adequate staffing to support workload
Updated policies, procedures, or job aids
Access to needed software or systems (e.g., credentialing, enrollment, licensing)
Timely IT or technical support
Training for new systems or tasks
Opportunities for peer collaboration or shared learning
Leadership support for addressing workflow or operational challenges
Access to current regulatory or accreditation resources
Clear communication from leadership
Physical workspace or tools needed (e.g., equipment, remote access)
Provider activity and procedure data
Provider quality and clinical outcome data
20.Which tools or methods are most commonly used to share information across teams in your organization? (Select all that apply)(Required.)
21.How is information shared across teams you collaborate with?
22.Please indicate your level of agreement with the following statements about how work is distributed within your team.(Required.)
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Tasks are distributed based on team member strengths or expertise
High-volume responsibilities are shared equitably
Workload expectations are clearly defined for everyone
Leaders actively monitor workload distribution
New or complex tasks are rotated fairly
There is transparency in who is assigned what work
I can raise concerns about workload imbalance without negative consequences
Team members step in to help when others are overloaded
Support is available during peak workload periods
Workload imbalances are addressed in a timely manner
23.The organization has a process for analyzing information provided by applicant in the credentialing or re-credentialing processes to identify and effectively address outlier criteria ("red flags").
Definitions: Outlier — Information in an application or process that falls outside expected norms and requires clarification or additional details from the provider. The file remains incomplete until the outlier is explained and verified as not impacting qualifications. Red Flag — Information in an application or process that signals potential risk to patient safety, compliance, or professional standards and must be reviewed by designated stakeholders. A red flag can pause or stop the approval process until resolved.(Required.)
III. Environment, Culture & Engagement
Why it matters: Culture is a key driver of retention, performance, and psychological safety. This section explores how PLPs experience workplace culture, how supported and valued they feel, and what motivates them — providing essential data for organizations aiming to reduce turnover and elevate satisfaction.
24.Please select the characteristics that best fit your team's culture.(Required.)
25.Please indicate your level of agreement with the following statements about speaking up in your team, department, and organization.(Required.)
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
I feel comfortable sharing new ideas with my team.
I can ask questions without fear of being judged.
I can admit to making mistakes without fear of blame or retaliation.
My supervisor encourages open communication.
Team members are respectful when others speak up.
I feel heard when I raise concerns.
Disagreements are handled professionally and constructively.
It is safe to challenge the status quo on my team.
26.Please indicate your level of agreement with the following statements about how valued and supported you feel by your manager and/or organizational leadership.(Required.)
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
My contributions are recognized by my direct manager.
I receive meaningful feedback on my work.
Leadership shows interest in my professional growth.
I feel trusted to make decisions appropriate to my role.
I am included in discussions that affect my work.
My role is understood and respected by leadership.
I believe leadership values my profession.
My ideas or suggestions are taken seriously.
27.How often do you receive recognition for your work?(Required.)
28.Please rate how well you understand the goals and direction of your department or team based on the following statements.
Not at all
Slightly
Moderately
Well
Completely
I understand the strategic goals of my department.
I know how my work contributes to the team’s overall objectives.
Our team goals are clearly communicated by leadership.
We have regular updates or check-ins on progress toward goals.
I can easily explain my department’s top priorities.
I receive guidance on how my tasks align with broader goals.
There is consistency between what we say are goals and what we focus on.
29.Please indicate how much you agree with the following statements about how your skills, strengths, and professional interests are reflected in your current role.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
I regularly use my full range of knowledge and skills in my role.
I am trusted with responsibilities that align with my abilities.
I am asked to contribute in areas where I have demonstrated strengths.
I have opportunities to do work that feels meaningful to me.
My potential for growth is recognized by leadership.
I am given opportunities to stretch or challenge myself professionally.
I feel that my contributions make a positive impact on my team or organization.
30.What factors contributed to your consideration of leaving? (Select all that apply)(Required.)
31.What motivates you in your current role? (Select all that apply.)(Required.)
32.How long have you been in your current role?(Required.)
33.In the past 12 months, have you seriously considered leaving your current role?(Required.)
34.What would have encouraged you to stay or feel more engaged in your role? (Select all that apply.)
35.How likely are you to recommend your organization to a Provider Lifecycle Professional (PLP) colleague?(Required.)
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
IV. Wellness, Growth, and Future State Readiness
Why it matters: Healthcare is undergoing massive transformation. This section focuses on burnout, development opportunities, career aspirations, and PLP readiness to embrace change. Insights here help advocate for investment in professional growth and identify early signs of workforce instability.
36.Please rate each of the following aspects of your current work-life balance.(Required.)
Very Poor
Poor
Fair
Good
Excellent
I can disconnect from work during non-work hours.
I have enough time to take care of personal or family needs.
My workload allows for breaks or downtime during the day.
I feel rested and recharged when I return to work.
I have flexibility in how or when I complete my work.
I rarely feel pressure to work beyond scheduled hours.
My organization supports work-life balance.
I have time for hobbies, exercise, or activities outside of work.
37.Which of the following best describes your experience with burnout in the past 6 months?(Required.)
38.What actions, if any, have you taken to cope with or prevent burnout? (check all that apply)
39.What wellness resources are available through your organization?
40.What professional development opportunities have you participated in during the last 12 months? (Select all that apply)(Required.)
41.Please rate how well trained or prepared you feel for upcoming changes in the following technology and automation areas.(Required.)
Not at all
Slightly
Moderately
Well
Very well
N/A
New or updated credentialing, privileging, enrollment, provider performance, and/or other systems
Use of data analytics in performance tracking or reporting
System integrations across departments
Workflow automation tools
Self-service or online portals for provider engagement
Cybersecurity and data privacy best practices
Change management support related to new technology adoption
Collaboration tools (e.g., Teams, Slack, project management software)
Training on interpreting dashboards, KPIs, or reports
42.Please rate your level of interest in advancing your career in the following areas within the provider lifecycle profession.
Not at all
Slightly
Moderately
Very
Extremely
Expanding my scope of responsibilities
Moving into a leadership or management position
Earning additional credentials or certifications
Contributing to enterprise-level (organization, system, etc.) projects or strategy
Becoming a subject matter expert or internal consultant
Mentoring or coaching other professionals
Leading process improvement or automation efforts
Presenting or publishing at professional events
Shifting into a different area within the provider lifecycle (e.g., from credentialing to performance, or provider enrollment to licensing)
Transitioning into executive or system-level leadership over time
43.What skills do you most want to develop in the next year? (Select all that apply.)(Required.)
44.What trends in healthcare are you most excited or concerned about? (Select all that apply.)(Required.)
45.What would help you be a higher performer in your current or future role?
(Select all that apply.)
VI. Demographics
46.What is your primary state of employment?(Required.)
47.What is your state of residence?(Required.)
48.Which of the following best describes your current salary range?(Required.)
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