Barb Jacobsmeyer: Yeah. I think a couple of — it’s a lot of different factors, but I would say the ones I would call out is we have seen, obviously, that shift in the markets in which we operate. So, when we look at the MA enrollees in our markets, the MA enrollees have gone up 11%, while the fee-for-service in our markets have gone down 4.1%. I would also say that one — the other thing we have felt that we’ve always had a strong program called our community care program, which is providing these services at assisted living senior apartment settings. What we have found is that you have a really strong MA business development person that comes in, provides launch for the entire apartment complex or senior setting and the next thing you know in a relatively short period of time that entire book of business that was historically fee-for-service has shifted to an MA plan.
So, we have seen that in many of our markets. And it’s why one of the things we want to do right now, and we’re working with our business development team in the field is identify for us those large referral sources that not only have MA plans, but they have a strong book of fee-for-service, so that we can prioritize those type of regional agreements to be a better resource to those referral sources to try to grow additional fee-for-service alongside the MA book. So, it’s really getting the feedback from our field representatives to our payer innovation team on what plans and where should we prioritize for these regional contracts.
A.J. Rice: Okay. And then, maybe just my follow-up, trying to flesh out if you have any more metrics you’d share around the labor — use of contract labor percentage in Q4 versus what you’re thinking for 2023, any update on turnover rate? And are you turning away any volume because you can’t get to labor? Was that a headwind in any way to your admissions in the Home Health or Hospice side?
Barb Jacobsmeyer: So, we do continue to have some staffing limitations in branches. So, for example, in quarter four, we had 62 branches that were staffing constrained for Home Health. For Hospice, it was seven branches. So, there are some markets where we continue to have some staffing constraints. Those are the markets where — and I think we mentioned that while we tried — we anticipate having a more normal merit increase in 2023. There are some markets where we may have to do some market adjustments. And these are examples if we continue to have the headwinds of not being able to fill all those positions. I would say we have seen the contract labor already go down. Hospice has been the primary user of contract labor in quarter four.
We’ve already seen that decrease in — by the end of January. And again, are only using those in the markets where we know we’ve done the staffing. We’ve hired people there in orientation. We won’t approve the use of contract labor for day-in and day-out use if we haven’t done the hiring because frankly it’s just too expensive of a resource for a clinician that does individual visits.
A.J. Rice: Okay. Thanks a lot.
Operator: The next question is from Jason Cassorla with Citi. Your line is open.
Barb Jacobsmeyer: Good morning.
