Gary Taylor: Hey, good morning guys. I just had a few. One was I appreciate your comments about seeing some of the labor environment easing and remaining employer of choice. Just wondering, could you give us a sense about wage growth, either per FTE or per case, or how you kind of saw that wrapping in 2022 versus what you’re thinking in 2023?
Wayne DeVeydt: Let me first start by highlighting Gary that we generally see premium labor, which has been, I think probably the topic de jure in 2022 represents 2% to 3% of our volume in €“ of our total SWB. And so first and foremost, it’s just not a material component. In fact, you’ll notice that it was around 3% in Q4 versus historically 2%, but that’s because we take advantage of the fourth quarter to stay open on some weekends and all that and really fill a big need. And so I would highlight that to say that one though, that it’s a really small portion for us when it comes to the premium labor that has really been cutting some distortions in the provider’s side. A couple examples though, of how much it has abated. And if you were to look at earlier in the year and I’ll use a state like California, you would’ve seen premium wages more in that $85, $95 an hour.
They got to north to $200 an hour during the peak timeframe. And it’s migrated closer to this 115 range. So not fully abated yet, but clearly migrating to the levels that you would want to see. And so from our perspective, we continue to track and we monitor it. But we only use it when we feel like it really can be a differentiator in how we’re doing our growth like we did in Q4. Relative to broader wage structure, I don’t know Dave anything you want to add or Eric you want to add out there. But I would say that clearly we’re paying our nurses a little more than we have in the past. But it’s important to recognize because we’re a preferred facility to work at. And as Eric mentioned in his prepared remarks, we can €“ between data posting and filling we’re filling within 30 days.
I would say the equilibrium hasn’t distortedly balanced to one side versus the other when it comes to compensating our associates at the facility level. We’re generally open Monday through Friday only, hours are highly predictable. Our nurses can be focused on exactly the specialties they want to do in those facilities and the surgeons they want to work with. And that really does create a much more favorable environment versus somebody who simply wants to earn a higher wage and move on. But I don’t know anything else you want to add?
Eric Evans: Yes. I would just maybe add a couple of things. So first of all, I totally agree with Wayne’s comments. Clearly, we’ve seen some improvement. I will say for our guidance purposes, we’ve assumed similar pressures in this year. And the reason we’ve done that is just because there are still certain markets where we see kind of things pop-up or we have to be relatively quick to match. But in general, what I would say is we believe that what the leverage we typically get as we expand and scale has been €“ we’ve done a good job of managing it, but has covered up some of that margin expansion. I think for this year, you can assume €“ we’d assume that that pressure is going to remain. But if you think about our kind of operating system, we will get leverage on that over time.
