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Celebrating the Power of PAs

Honoring the heart of modern healthcare during Physician Assistants Week

Celebrating the Power of PAs

Honoring the heart of modern healthcare during Physician Assistants Week

Physician Assistants (PAs) play an essential role in the health of patients every day. PAs bridge the gap between physicians and patients, often serving as a patient’s principal healthcare provider. The word assistant may be in the title, but PAs are qualified to treat patients in many of the same ways a physician would.

The primary difference between a medical doctor and a PA is the length of education and training. After earning their bachelor’s degree, PAs complete a two to three-year, graduate-level program that requires the same prerequisites as medical school. PAs must complete clinical rotations and must maintain their certifications and licenses. While physicians complete months and usually years-long residency programs, PA training includes intensive, hands-on experience that immediately equips them to diagnose and treat patients.

The role of a physician assistant

A physician assistant (PA) is a licensed medical professional who has significant autonomy when treating patients but practices medicine under the supervision of a physician. PAs do many of the same care tasks as a physician, including prescribing medications, developing and managing treatment plans, diagnosing illnesses, and, in some cases, serving as a patient’s primary care provider.

PAs work in a variety of settings, from private practice, hospitals, outpatient centers, skilled nursing facilities, to specialized settings like emergency rooms, cardiology, gastroenterology, and more. In the private practice setting, depending on the state regulations, PAs can co-own practices with physicians.

The origins of physician assistants

The role of a physician assistant was established in response to a physician shortage in the mid-1960s. During this time, the shortage of physicians was straining the US healthcare system, and the concept of creating ‘physician extenders’ emerged. The first physician assistant program was formed at Duke University, and many former military medical corpsmen enrolled, helping extend access to care for patients, particularly in rural areas. The start of PA week honors the anniversary of the first graduating class of PAs from the Duke University program in 1967.

Fast forward to today, and there are now more than 190,000 board-certified PAs in the US. The PA profession is one of the fastest-growing in the US. A 2022 report names the PA profession the second-best healthcare job in the US. The need for PAs is continuing to grow, and over the next ten years, the demand for trained and qualified physician assistants are expected to increase. Approximately 12,000 new job openings will be created each year, representing a 20% increase in jobs.

In-demand specialties for PAs

Due to their generalist medical model training, PAs are in demand across every area of healthcare. In addition to a critical need for PAs in primary care, some of the most in-demand specialties for physician assistants include:

  • PA positions in Urgent Care

Driven by convenience and the high cost of ER care, urgent care centers nationwide are growing nearly one hundred percent each year. With more than 11,000 urgent care centers in the US, PAs who work in urgent care settings are needed to treat patients with non-severe illnesses, as well as quickly identify patients who require more intensive emergency services.

  • PA positions in Orthopedic Surgery

With an increased demand for orthopedic care to address the needs of an aging population, PAs in orthopedics are needed nationwide. PAs in orthopedics are delivering comprehensive care, from diagnosing patients to assisting in the operating room.

  • PA positions in Gastroenterology

Digestive diseases affect a large portion of the population, leading to millions of medical care visits, screenings, procedures, and surgeries. Gastroenterology PAs assist gastroenterology physicians and surgeons in managing an increased workload.

  • PA positions in Pediatrics

PAs in pediatrics are needed to enhance the quality and accessibility of pediatric care, working in private practices, hospitals, clinics, and long-term care facilities. Pediatric PAs care for children from birth through adolescence.

  • PA positions in Family Practice

With a general shortage of family practice physicians, PAs in this area of medicine are in high demand. Family care PAs are versatile medical caregivers, managing a wide range of tasks, including annual physicals, treating infections, managing chronic diseases, and preventing disease.

PA: a career to consider

If you’ve considered a career in medicine, becoming a physician assistant might be a good choice. PAs consistently report a high degree of job satisfaction. PAs often cite career factors, such as work-life balance, salary, flexibility to change specialties, and working one-on-one with patients in supportive environments, as positive aspects of their job.

PA salaries are a distinct benefit. Depending on where you work, salaries for a trained PA range anywhere from $120,000 to over $130,000 annually. Salaries for a PA depend on location, specialty, and years of experience; however, a starting salary of over $100,000 is an excellent foundation for building a strong financial future.

Finding a job as a PA

PAs are needed nationwide, and you can see thousands of positions on the StaffDNA® app. The StaffDNA app is free to use and easy to download. All jobs in all settings are available to see in real-time, including pay packages and benefits. Whether you’ve just graduated or are a practicing PA looking to switch jobs or pick up shifts, StaffDNA has options for you.

Celebrating PAs today and every day

This week, as we recognize the important contributions a PA makes to the healthcare delivery system, we honor the dedicated professionals working every day to change the lives of patients. Your ability to step into any setting, connect with patients, and deliver care makes you indispensable to the healthcare system. Your dedication ensures communities – from major cities to rural areas and everywhere in between – are healthy and thriving.

Javier Llevada

Healthcare organizations face some of the toughest workforce challenges: tight budgets, lean IT teams and limited tools for sourcing, hiring and onboarding staff. Add in manual scheduling, rising labor costs and high burnout, and the pressure grows. Rolling out complex systems can feel out of reach without dedicated tech support. Even simply evaluating new technology can overwhelm already stretched-thin teams.

These challenges make it clear that technology isn’t just helpful; it’s essential for healthcare organizations. Especially when they’re striving to do more with less. Not only are healthcare organizations falling short on implementing new technology, but they’re struggling to update outdated systems. A 2023 CHIME survey found that nearly 60% of hospitals use core IT systems, such as EHRs and workforce platforms, that are over a decade old. Outdated tools can’t integrate or scale, creating barriers to smarter staffing strategies. But the opportunity to modernize is real and urgent.

Tech in Patient Care Falls Short

In healthcare, technology has historically focused on clinical and patient care. Workforce management tools have taken a back seat to updating patient care systems. Yet many big tech companies have failed when it comes to customizing healthcare infrastructure and connecting patients with providers. Google Health shuttered after only three years, and Amazon’s Haven Health was intended to disrupt healthcare and health insurance but disbanded three years later.

Why the failures? It’s estimated that nearly 80% of patient data technology systems must use to create alignment is unstructured and trapped in data silos. Integration issues naturally form when there’s a lack of cohesive data that systems can share and use. Privacy considerations surrounding patient data are a challenge, as well. Across the healthcare continuum, federal and state healthcare data laws hinder how seamlessly technology can integrate with existing systems.

Why Smarter Staffing Is Now Essential

These data and integration challenges also hinder a healthcare organization’s ability to hire and deploy staff, an urgent healthcare priority. The U.S. will face a shortfall of over 3.2 million healthcare workers by 2026. At the same time, aging populations and rising chronic conditions are straining teams already stretched thin.

Smart workforce technology is becoming not just helpful, but essential. It allows organizations to move from reactive staffing to proactive workforce planning that can adapt to real-world care demands.

Global Inspiration: Japan’s AI-Driven Workforce Model

Healthcare staffing shortages aren’t just a U.S. problem. So, how are other countries addressing this issue? Countries like Japan are demonstrating what’s possible when technology is utilized not just to supplement staff, but to transform the entire workforce model. With one of the world’s oldest populations and a significant clinician shortage, Japan has adopted a proactive approach through its Healthcare AI and Robotics Center, where several institutions like Waseda University and Tokyo’s Cancer Institute Hospital are focusing on developing AI-powered hospitals.

Japan’s focus on integrating predictive analytics, robotics and data-driven scheduling across elder care and hospital systems is a response to its aging population and workforce shortages. From robotic assistants to AI-supported shift planning, Japan’s futuristic model proves that holistic tech integration, not piecemeal upgrades, creates sustainable staffing frameworks.

Rather than treating workforce tech as an IT patch for broken systems, Japan’s approach embeds these tools throughout care operations, supporting scheduling, monitoring, compliance and even direct caregiving tasks. U.S. health systems can draw critical lessons here: strategic investment in integrated platforms builds resilience, especially in a labor-constrained future.

The Power of Smart Workforce Technology

In the U.S., workforce management is becoming increasingly seen as more than a back-office function; it’s a strategic business operation directly impacting clinical outcomes and patient satisfaction. Smart technology tools are designed to improve care quality, staff satisfaction, scheduling, pay rates, compliance and much more.

For example, by using historical data, patient acuity, seasonal trends and other data points, organizations can predict their staff needs more accurately. The result is fewer gaps in scheduling, fewer overtime payouts and a flexible schedule for staff. AI-powered analytics can help healthcare leadership teams spot patterns in absenteeism, see productivity and forecast needs in multiple clinical areas in real-time. Workforce management tools can help plan scheduling proactively, rather than reactively. It’s a proven technology tool that can help drive efficiency and reduce costs.

Why So Many Are Still Behind

Despite the clear benefits, many healthcare organizations are slow to adopt smart tools that empower their workforce. Several things are holding them back from going all-in on technology:

Financial Pressures

Over half of U.S. hospitals are operating at or below break-even margins. For them, investing in new technology solutions is financially unfeasible. Scalable, subscription-based and even free workforce management tools are available, but most organizations are unaware of or lack the resources to source these products. Workforce management tools can deliver long-term return on investment for most organizations. Taking the time to understand where the value lies and which tools to invest in needs to happen.

Outdated Core Systems

Many facilities still depend on legacy technology infrastructure that lacks real-time capabilities. Many large players in the healthcare workforce management industry dominate hospital systems. Other smaller, real-time tools that offer innovative solutions to scheduling, workforce hiring, rate calculators and more are available at a fraction of the cost.

Competing Priorities and Strategic Blind Spots

Healthcare organizations and hospitals have many high-priority business objectives and regulatory demands. Digital transformation naturally falls down on the priority list, which causes them to miss improvements that can lead to long-term stability. With patient care and provider satisfaction at the top of the priority mountain, technology changes can be easily missed or shoved to the side when other business objectives are perceived to “move the needle” more.

Poor Change Management

Even the best technology efforts can fail without the right strategy for adoption and support from senior leadership. Resistance from staff, lack of training, or poor rollout communication can undermine success. Effective change management—clear leadership, role-based training and feedback loops—is essential.

Faster than the speed of technology

Change needs to come quickly to healthcare organizations in terms of managing their workforce efficiently. Smart technologies like predictive analytics, AI-assisted scheduling and mobile platforms will define this next era. These tools don’t just optimize operations but empower workers and elevate care quality.

Slow technology adoption continues to hold back the full potential of the healthcare ecosystem. Japan again offers a clear example: they had one of the slowest adoption rates of remote workers (19% of companies offered remote work) in 2019. Within just three weeks of the crisis, their remote work population doubled (49%), proving that technological transformation can happen fast when urgency strikes. The lesson is clear: healthcare organizations need to modernize faster for the sake of their workforce and the patients who rely on providers to deliver care.

 

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