Good morning, and thank you for joining us today for Select Medical Holdings Corporation's earnings conference call to discuss the Q2 2022 results and the company's business outlook. Speaking today are the company's Executive Chairman and Co-founder, Robert Ortenzio, and the company's Executive Vice President and Chief Financial Officer, Martin Jackson. Management will give you an overview of the quarter and then open the call for questions. Before we get started, we would like to remind you that this conference call may contain forward-looking statements regarding future events or the future financial performance of the company, including without limitation, statements regarding operating results, growth opportunities, and other statements that refer to Select Medical's plans, expectations, strategies, intentions, and beliefs. These forward-looking statements are based on the information available to management of Select Medical to date, and the company assumes no obligation to update these statements as circumstances change. At this time, I will turn the conference over to Mr. Robert Ortenzio. Thank you, operator. Good morning, everyone. Thanks for joining us for Select Medical's earnings call for the Q2 of 2022. The past two and a half years have presented numerous challenges for our company and our colleagues. As we're hopefully in the back end of the more extreme impacts of the pandemic, our focus has been on recruiting, retention, and valuing the accomplishments of our employees. This quarter, we have started to experience progress as a result of our efforts, which has led to an upturn in hiring key clinical positions, namely RNs. The investment in full-time staff has resulted in an increase in orientation and education costs for our new hires. We anticipate these costs will return to approximate historical trend once our utilization of agency reaches a normalized level. We have gained traction and have seen a decline as the Q2 progressed, both in reduced agency rates and utilization. The past nine months labor costs, particularly in our critical illness recovery hospital division, have created many headwinds, but we are cautiously optimistic we will continue to see improvements which will result in stability and predictability of our clinical labor by the end of the year. Martin Jackson will provide some more granular data supporting our optimism on the direction of our clinical labor expenses in his comments. In other news, I'm pleased to share with you that U.S. News & World Report has released its annual Best Hospitals list. One of our wholly owned and three of our partnered inpatient rehabilitation hospitals are ranked among the nation's best for 2022/2023. They are at number four, Kessler Institute for Rehabilitation. Number 14, Baylor Scott & White Institute for Rehabilitation in Dallas. Number 26, Emory Rehabilitation in Atlanta. Number 31, OhioHealth Rehabilitation Hospital in Columbus, Ohio. This marks the 30th consecutive year that the Kessler Institute has been named among the nation's best hospitals for rehabilitation, and the 2nd year in a row for Baylor Scott & White Dallas, Emory, and OhioHealth. For my comments today, I am continuing with the format that was introduced in the Q1, which provides more commentary on each of our four business segments. The financial details we normally provide on this call are available in our earnings release and Form 10-Q that was provided last night, and I will only provide the highlights in my remarks. Overall, we experienced revenue growth in the quarter with an increase of 1.3% over prior year while continuing to navigate through labor challenges. For the quarter, total company adjusted EBITDA was $181 million compared to $342 million in the prior year. Our consolidated adjusted EBITDA margin was 11.4% for Q2 compared to 21.9% in the prior year. CARES Act grant income was recognized in Q2 of this year as well as Q2 of prior year. This quarter, we recognized $15.1 million of grant income versus $98 million in prior year Q2. Excluding grant income, adjusted EBITDA for this quarter would have been $165.9 million compared with a 10.5% margin compared with $244 million with a 15.6% margin last year. Excluding the decrease in CARES income, the most significant contributor to the decrease in Q2 adjusted EBITDA over prior year was the salary, wage, and benefit increase in the critical illness division. While Q2 was the Q1 to show agency reduction in agency expense, as I previously mentioned, retention efforts and new hires in the RN and CNA positions contributed to an increase in cost. Salary increases, orientation, education, and incentive bonuses are necessary steps in the efforts to replace the higher agency cost nurses with employed staff. We are starting to see positive results in hiring full-time nurses and expect this trend to continue into Q4 this year. Now I'll provide some data points as commentary on each of our operating divisions. Our critical illness recovery hospital division's revenue, patient days and net revenue per patient day slightly increased compared to Q2 of prior year. Occupancy decreased to 67% from 69% compared to the same quarter prior year. Many of our referring short-term acute care hospitals still experience lower volumes within their ICUs compared to prior year, specifically vent patients, which contributed to our decrease in occupancy. We expect that when ICU volumes in our referring hospitals increase, we will continue to see these patients within our hospitals. Adjusted EBITDA margin for the critical illness was 4% for the quarter, compared to 13% in the prior year as our salaries, wages, and benefits to revenue ratio increased by 14%. The SWB to revenue ratio improved slightly from Q1, and we have seen improvement every month within the Q2. Salary increases, RN orientation, education, along with incentive and sign-on bonuses, were the main drivers for the increase in labor. Education and orientation hours for RNs increased by 67% over prior year, while overall bonus expense increased 51% in Q2. In Q2, we saw a substantial drop in nursing agency rates from Q1, but remained slightly higher than prior year Q2. In Q2, we expanded our footprint in the Youngstown, Ohio, market with a 2-hospital acquisition. One existing hospital was closed and consolidated with one of the acquired locations. We have also signed agreements with joint venture partners to open 4 hospitals located in Jackson, Tennessee, Tucson, Arizona, Alexandria, Virginia, and Venice, Florida, all expected to open in 2023. On the regulatory front, this week, CMS issued final LTCH rules for fiscal 2023, effective October 1 of this year. The final rule includes a 3.8% increase in the federal base rate, which is higher than the 2.8% increase outlined in the proposed rule. The high-cost outlier threshold increased by 16.7%, which was lower than the proposed rule. The MS-LTCH DRG relative weights and expected length of stays were also updated in the final rule. Turning to inpatient rehab. Our inpatient rehabilitation hospital division experienced an increase of 7.6% in net revenues, with patient volumes increasing by 4%. Occupancy increased to 86% compared to prior year, which was 85%. Revenue per patient day increased to $1,979 from $1,849 to $1,928. The adjusted EBITDA margin for the inpatient rehab was 21.8% for Q2, compared to 23.9% in the prior year. The decline in inpatient rehab adjusted EBITDA margin was attributed to elevated agency costs, along with an increase in nursing incentive bonuses for employed staff. The overall salary, wage, and benefit to revenue ratio for inpatient rehab hospitals increased by 4% from prior year Q2, but improved by 3% from Q1 2022. Nursing agency usage levels increased from prior year, but we have seen improvement compared to the Q1 of this year, along with improvement each month throughout the Q2. The agency rates for RNs in the rehab division decreased by 4% from prior year and 21% from Q1. The increase in agency compared to prior year was predominantly in our California and North Jersey markets. In regards to development, we have signed an agreement with a joint venture partner to open a rehabilitation distinct part unit in our Venice, Florida, critical illness recovery hospital, which is expected to open in 2023. There are numerous opportunities in the pipeline currently being evaluated. Last week, CMS also issued the final inpatient rehab rules for the fiscal 2023, effective October 1. The final rule includes a 3.7% increase in the standard payment amount, which is higher than the 2.7% included in the proposed rule. In addition, the high cost outlier threshold increased by 32%, which is lower than the proposed rule. The CMG relative weights and average length of stay values were also updated with the final rule. Turning to Concentra. Concentra continues to outperform and exceed plan. Although when comparing this quarter to prior years, revenue declined by $15 million as a result of the significant demand for COVID-related testing and evaluations in the Q2 of 2021. Last year, these services generated $55 million in revenue and $22 million in adjusted EBITDA, compared to $8 million in revenue and $3 million in adjusted EBITDA in Q2 of this year. The revenue decline was less than expected as the exceptional performance in the centers mitigated the COVID testing revenue reduction. Center patient volume increased by 6%, and Concentra's overall net revenue per visit increased by 2% to $127. Our adjusted EBITDA margin for Concentra was 21% for Q2, compared to 30% in the prior year. The results in Q2 of prior year included $32.3 million of CARES Grant income. Excluding the grant income, the adjusted EBITDA margin would have been 23% in Q2 2021 versus 21% this quarter. Concentra experienced a 1% improvement in their salaries, wages, and benefits to revenue ratio from prior year Q2 and remain consistent with Q1. The reduction in adjusted EBITDA margin from prior year was primarily a result of increased lab and medical supply costs in addition to travel expense returning to normal. In Q2, Concentra acquired 2 centers located in Chesapeake and Newport News, Virginia, which is an attractive new market for the company. They have also signed 4 leases for de novo clinics that are expected to open by year-end. There continues to be a healthy pipeline of potential acquisition de novo opportunities that are under consideration. Turning to outpatient. Our outpatient rehabilitation division experienced a 2% increase in net revenues, with patient volumes also increasing 2% compared to same quarter prior year. Net revenue per visit increased to $103 from $102 prior year, in spite of a 3% decline in Medicare reimbursement. Adjusted EBITDA decreased compared to prior year with a decrease in margin to 11.7% from 16.3%. The decline in adjusted EBITDA margin is primarily due to an increase in salary, wage, and benefit to revenue ratio compared to same quarter prior year. In the Q2, outpatient division experienced a 5% increase in salary, wage, and benefit to revenue ratio compared to prior year, but improved by 1.5% from Q1 2022, which represents an improvement for the last two quarters. Other operating expense to revenue ratio increased by 9% over prior year Q2, mainly due to marketing and travel costs returning to pre-pandemic levels. In Q2, we expanded our clinic count by 19 centers via acquisition and de novo growth. Looking forward to the remainder of the year, we have leases executed for 26 de novo clinics. Finally, earnings per fully diluted share were $0.43 for the Q2, compared to $1.22 per share in the same quarter prior year. Our earnings were positively affected by CARES Grant income recognized in the Q2 of both this year and last. In regards to our allocation and deployment of capital, our board of directors declared a cash dividend of 12.5 cents payable on September 2, 2022, to shareholders of record at the close of business on August 16, 2022. This quarter, we bought back 5,438,939 shares of stock at an average price of $23.16. We will continue to be opportunistic and evaluate stock repurchases, reduction of debt, and development opportunities. This concludes my remarks, and I'll turn it over to Martin Jackson for some additional financial details before we open the call up for questions. Thanks, Bob. Good morning, everyone. I would like to follow up on several of Bob's opening comments regarding our clinical labor costs. As he mentioned, we've seen a significant sequential reduction in Q1 2022 to Q2 2022 on agency rates, utilization, and total agency expenses. The reductions we realized during this period were 22% for rates, with the average rate for Q1 2022 of $143 an hour, dropping to $111 for Q2 2022. A 13% reduction in utilization, moving from 37.5% in Q1 2022 to 32.5% in Q2 2022. A 37% reduction in agency expense from $89.4 million in Q1 2022 to $56.4 million in Q2 2022. Even more encouraging are the reductions of these categories within the Q2. We saw a reduction from April to June of 23% on rate from an average rate of $123 in April to $95 in June, drop of 29% in utilization from 38.2% in April to 26.9% in June, and a drop of 48% for overall agency expense from $24.4 million in April to $12.8 million in June. We have seen this trend continue for the month of July with a 5% reduction in rate to $90 an hour, ten percent utilization reduction to 24.1%, and a 13% reduction in total agency expense to $11.1 million. Bob also mentioned our efforts on the hiring of full-time nurses. We have seen a very nice increase in the number of full-time nurses hired this past quarter, growing by more than 54% sequentially from quarter one to quarter two. These new hires typically participate in 7 to 8 weeks of orientation and training prior to treating patients. During this time, we will continue to utilize agency, but we see a pathway to the continued reduction of agency throughout the balance of the year with these newly hired RNs. Another key performance indicator we focus on is salaries, wages, and benefits as a percentage of revenue. Our historical trend prior to the pandemic ran at a rate of 51%-52%. During the pandemic, there was a significant increase in demand from health systems for nurses, regardless of the cost. We saw agency rates increase from historical rates of $72-$78 an hour, up to, in some cases, $220 an hour in certain geographical locations. Given this new macroeconomic environment we saw for the first three quarters of 2021, this KPI increased to 56%. This rate increased dramatically in Q4 of 2021 and the first two quarters of this year, ranging from 64%-66%. We believe given our discussion above, this rate will come down nicely over the next two quarters as new hires replace agency nurses and the agency rates continue their downward trend. Our target for the end of the year is to be in the range of 55%-57% with a clear path of returning to a more normalized range closer to our historical rate throughout 2023. Moving over to our financials. In Q2, equity and earnings of unconsolidated subsidiaries were $6.2 million as compared to $11.8 million in the same quarter prior year. The decrease is a result of lower earnings in our minority-owned inpatient rehab hospitals and outpatient clinics. The new Banner Rehabilitation Hospital East opened in April and incurred losses within the quarter related to start-up costs. A few other joint ventures experienced lower earnings caused by unfavorable shifts in payer mix, which resulted in reductions to our net revenue rate. Net income attributable to non-controlling interest was $11.1 million. This compares to $31.3 million in the same quarter prior year. The decrease is primarily due to the repurchase of membership interest in Concentra in Q4 of 2021, which we now own 100% of the voting interest. In addition, we experienced lower earnings in a few of our large joint venture hospitals, primarily as a result of the elevated nurse agency costs compared to quarter two of 2021. Interest expense was $41.1 million in the Q2. This compares to $33.9 million in the same quarter prior year. The increase in interest expense was primarily attributable to an increase in one-month LIBOR rates compared to Q2 of 2021, as well as borrowings made under our revolving credit facility. At the end of the quarter, we had $3.8 billion of debt outstanding and $94.7 million of cash on the balance sheet. Our debt balance at the end of the quarter included $2.1 billion in term loans, $350 million in revolving loans, $1.2 billion in 6.25 senior notes, and $88.4 million of other miscellaneous debt. We ended the quarter with net leverage for our senior secured credit agreement of 5.44 times. As of June thirtieth, we had $243 million remaining availability on our revolving loans. For the Q2, operating activities provided $186.1 million in cash flow, of which $14.4 million was recouped in the quarter related to the repayment of Medicare advances. At the end of June, there is $6.5 million remaining of the Medicare advances to be repaid. Our days sales outstanding, or DSO, was 53 days at June 30, 2022. This compares to 53 days at March 31, 2022, and 52 days at the end of 2021. Investing activities used $58.8 million of cash in the Q2. This includes $46.3 million in purchase of property and equipment and $17.8 million in acquisition and investment activity during the quarter. We also generated $5.3 million in proceeds from the sale of assets in the quarter. Financing activities used $149.1 million of cash for the Q2. This was primarily due to common share repurchases totaling $126 million. As Bob indicated, we acquired a little bit north of 5.4 million shares. It also included dividends on our common stock of $16.1 million. We have the capacity to purchase an additional $407 million worth of shares under this program, which remains in effect until December 31, 2023, unless further extended or earlier terminated by the board. We are reaffirming our revenue outlook for the year and expect revenue to be in the range of $6.25 billion-$6.4 billion in 2022. We are also reaffirming our previously issued 3-year compounded annual growth rate target for revenue to be in the range of 4%-6%. We still expect capital expenditures to be in the range of $180 million-$200 million for the year. As stated last quarter, we will readdress our business outlook and target growth rates for adjusted EBITDA and earnings per share when we believe the labor market has stabilized and is predictable. This concludes our prepared remarks. At this time, we would like to turn it back over to the operator to open up the call for questions. Thank you, sir. To ask a question, you'll need to press star one one on your phone. Please stand by as we compile the Q&A roster. One moment. Our first question will come from Justin Bowers of DB. Your line is open. Hi, good morning, and thank you for all the detailed KPIs and trends with respect to the LTAC segment. Just curious, it sounds like you've made a lot of progress with hiring, and we're just really trying to get a sense of, Some of the initiatives that you're taking, and then what do you think the changes are, whether it's company specific or just some more macro or market specific in terms of your ability to really improve the hiring. It sounds like you guys see that continuing throughout the rest of the year. Then the second part to that would be just what are some of the dynamics you're seeing in the other modalities too. Like IRF looks like an improvement. Outpatient rehab seems like it's still tough but improving, and what are some of the dynamics there as well? Yeah. Let me make some general comments. This is Bob, and then obviously I'll let Marty take a little bit more through the details. I think the big takeaway I think for investors that we'd like to share is that the trends are very good in terms of us being able to replace agency with RN. And particularly I'm talking about the critical illness recovery hospitals. But I think the important thing to understand is because of the acuity of the patients that we take in the LTAC or critical illness segment, these nurses that we recruit do require a significant amount of training before they can really fully engage in patient care. that's the thing that's going to keep all of our quality indicators high. The other thing that I think we're doing, which is an investment in the longer term, is we have to continue to be focused on keeping the nurses and the retention attributes in our critical illness division rather than just recruiting. we think that the enhanced dollars that we're spending on training is going to help us with retention down the road. we do see good trends even though the cost data is still high for the quarter. if you really dig into the statistics that Marty gave you in his prepared comments the trends do look pretty good. I'll let marty supplement that and then maybe take a shot at the second half of his question, Marty. Justin, yeah. We've really seen, as we indicated, some significant improvement both in terms of utilization and rate reductions. I mean, one of the interesting stats, if you took a look at the month of April, 96% of our hospitals, their agency rates were over $100. In July, that percentage is 13%. I mean, we've really seen the rate come down pretty significantly. As we indicated, utilization is coming down too. The other interesting thing is when you take a look at the utilization, probably about 6%-7% of that utilization come June and July will be replaced with the new RNs coming in. Again, all the trends are pointing towards significant improvement. With regards to the IRF, I would say that the IRF was really only impacted in two specific geographical locations as far as labor was concerned, and that's Southern California and Northern Jersey. We continue to see those rates come down, but not nearly as much as the other rates have come down. Got it. Just a quick follow-up. I missed, in June, what was the utilization in June, with the LTAC? It was 26.9%. Okay. All right. You're saying, so then in terms of that additional 6%-7%, that would as this quarter progresses, that should come down to somewhere in like the low 20s% then. Is that? Yes. How we should interpret that? Okay, great. Yes. Appreciate it. On the headline rates, the market baskets that came out for IRF and LTAC, all else being equal, like if acuity stays constant, are those good proxies for what you guys would realize? Or is there other moving parts we should take into consideration? What was the CMI for LTAC in the quarter? Yeah. The final rates for, particularly for LTAC, were better than we expected and were better than the proposed rule. We're pleased with that, particularly on the outlier threshold. IRF were somewhat in line, but I think pretty solid. We're you know we've obviously seen new rates that are a lot worse. This was, I think met internally as pretty good, pretty strong. As to the CMI? Yeah, Justin, the CMI for this past quarter is 1.29. Obviously that came down from Q2 of 2021, which is about a 1.32. Bob had mentioned in his prepared remarks that some of that has to do with the reduction of vent patients. That's what's really caused that decline. Okay, understood. We don't think there's any long-term impact or long-term trend there, but it, in this quarter, they just happened to go down. Okay. Got it. I'll hop back in queue. Thank you. Thank you. One moment please for our next question. Our next question will come from Kevin Fischbeck of Bank of America. Your line is open. Great, thanks. Maybe just to follow up on that last point. I guess normally we think of vent patients being a bit more high acuity and maybe not tied to the ebbs and flows of hospital volumes broadly. Is there anything you would point to as to why vent patients would be down, occupancy would be down as a result of that? Is the question is there anything we can point to for why the acuity or the vent population was down this quarter? Was that the question, Kevin? Yeah, exactly. Yeah, no, I don't think that there's anything that we can point to. I mean, there's we saw just a general softness in the ICUs at many of our referral hospitals. That may have more to do with their scheduling of surgeries, transplants, their staffing. I mean, I really don't have a great answer for that. Sometimes there is no real answer. I mean, sometimes occasionally you'll see a soft patch in terms of ICUs and I can't give you any definitive. I can tell you that we don't see any systemic long-term reduction in the acuity or the patients that are coming out of ICUs of short-term acute care hospitals in this country. That's just any idea that there's been an outbreak of wellness, and those are not going to continue to be highly utilized services in short-term acute care hospitals is really would be nonsense. We expect that to return. We certainly will see it in the winter months, and we'll probably see an increase. I guess the short answer, unfortunately, is I don't have a definitive answer for you why the vent population was soft in this quarter. It's not the first time. You see that occasionally. Okay. No, that's fair. I guess one of the things a number of companies or providers have talked about improvement in agency labor in the quarter. But generally speaking to your point, volumes have been a little bit softer. Just trying to understand if there's some way to really disaggregate how much improvement was because volumes were a little bit lighter, and therefore you didn't need to rely on temp staffing versus the actual progress you're making on the hiring, et cetera. Is there reason to believe that if occupancy rises, we won't be back to where it was a couple quarters ago, that we wouldn't be in exactly the same spot on the temp labor to deal with that? Well, I do think there is reason to believe that. I mean, I just think that the period we're going through with being in a post-pandemic period and the softening of the economy, I think you have a general view that the RN population of nurses out there do not believe that what they saw a year ago and leading up in terms of the kind of rates and agency was sustainable, and they view it generally as a one-time occurrence, and they are now returning to more of a stable, permanent working environment. I do think that you'll see more nurses coming back into the labor pool. we do talk a lot about the nursing shortage and of course there is one, but you have to remember that that's driven in large measure by nurses that leave the workforce. It's not that people don't exist with nursing degrees, it's that they have elected for whatever reason not to work. They also can elect to work. We're starting to see them return to a more permanent positions. What we see is that trend is continuing. Even if there's an uptick in occupancy, I think you'll continue to see the agency drop for all providers and more nurses coming into the workforce. Kevin, I also- Drop for all providers and more nurses coming into the workforce. Kevin, I also- Okay. Kevin, I also think that, I mean, the increase in agency nursing that we saw was truly a function of price elasticity. To the extent that health systems were offering substantial dollars for those nurses. I mean, for every incremental $10 more they could make, you're going to have a whole bunch more nurses going. I think the reverse is the same way. To the extent that, pricing is going down, then you're going to see nurses leave the travel nursing programs and move into a full-time program. The other thing that's happening is sign-on bonuses are dropping. Sign-on bonuses were in that $20,000-$25,000 range, and those are coming down. What we're hearing is that nurses are saying, "I better get a sign-on bonus before there isn't any anymore. I think, Kevin, the kind of last comment on this is what Marty and I are giving you is a combination of facts and opinions, particularly on my side opinion. When Marty has given enough detail and data that shows that as a factual matter, the environment is improving. My opinion that comes with that is that it will continue, and that this crisis we had in nursing will eventually return to something that looks like trend. \That's my opinion. I obviously believe the facts support my opinion, although I need to acknowledge that there's still people out there that think that this nursing shortage is going to be exacerbated, it's going to continue, and agency rates are going to be high. I've heard some of that commentary, and I simply don't agree with it. They're certainly entitled to their opinion. Okay. That's great. I guess also, can you maybe talk about margins in the LTAC business? Has anything that's happened over the last few years made you think differently about what target margins in that business should be? I guess maybe just remind us where you think target margins in that business should be over time. Yeah. I mean, we still believe that 15 or 15-16% margins are certainly achievable in the critical illness recovery hospitals. It's interesting, Kevin, if you take a look at this past quarter we were running at 64% SWB as a percentage of revenue. To the extent we're in that 54%-56% range that's going to bring the margins back up very significantly. Yeah, no, pretty significant earnings power when you get back there. All right. Thank you. Great. Thank you. One moment for our next question. Our next question will come from Ben Hendrix of RBC Capital Markets. Your line is open. Hey, thanks, guys. I was hoping we could dig a little bit deeper into specific retention efforts. You mentioned the extensive training and the investments you make to onboard new nurses, but where else are you focusing, whether it be wage increases or shift bonuses, et cetera? We're trying to get an idea of what it takes to keep a nurse, and then by extension, kinda what's giving you confidence in the leverage that you can pull to get back to reducing agency to normal in the next year. Thanks. I think part of what you're referring to and not unexpected would be that a view that retention is going to be based on the economics. There's just a very large portion that is not. I mean, once nurses have joined on a full-time basis, they stay for all manner of reasons that do not necessarily have to do with continued bonuses, stay bonuses or salary increases. We obviously have a number of programs going on that will hopefully increase job satisfaction and overall retention. The economics is another matter. I mean, Marty can speak to that, but I think we assume that if we do a good job of recruiting nurses and we're paying what is the new normal of a fair rate, market rate, that then we just have to do a better job operationally on retention. Marty, I don't know if you have any comments on the economic side of retention. I really focus on it less on that once nurses are recruited. I mean, they join for a rate that they obviously find as acceptable and we hope fair, but and they stay for lots of other reasons. Yeah, Ben, I mean, there's a couple of different variables that we look at, but I specifically look at two. One is what is the increase in the base rate that we're seeing, right? That base rate if you take a look at over the past two years, our base rate increase has been significantly higher than what it's been historically. I mean, we've typically been in that 2%-3% range. I mean, I think over the past two years we've been annually about 5%. That's number one. Number two is what I just mentioned as far as the increase in the travel rates. It was really driven by demand of the health systems. I think that what we heard was the Q1 of this past year. I mean, there was significant losses in many of the major health systems in the country. I think that's going to decrease their desire to maintain those types of rates. Rates are coming down and therefore, nurses aren't going to go travel unless they can get those types of dollars. Thank you for that. Thank you. One moment for our next question. Our next question will come from A.J. Rice of Credit Suisse. Your line is open. Hi, everybody. A couple things maybe. First of all, as you're pointing to a number of sort of green shoots that make you a little more optimistic about the labor dynamic in the back half of the year and into 2023, what are you waiting for? What are you looking for before you start to go back to giving guidance? Because he company has a lot of moving parts and the opportunity for us to get off track in modeling is pretty substantial. It would be helpful, but I understand the issues around labor. What specifically, relative to what you don't have right now, are you looking for? Is there something in your mind that's a trigger that says, "Okay, if we have this, we'll go? Yeah, A.J. We've seen on a month-over-month basis substantial reductions. The question is. It's really double-digit reductions. For us as we start to see that level out and maintain whether it's a mid-single-digit rate reduction over a month a couple of months, I think at that point in time we'll be. That will make us more confident in providing numbers. As A.J., what we've done is we've provided revenue guidance. Right. Because of this macroeconomic labor issue, we just didn't feel comfortable. I think we're getting more comfortable, but at this point in time, at the end of the Q2, we're not prepared to do that. Bob and I are always evaluating, at the next quarter we'll make that determination at that time. Okay. You quoted the $111 an hour as sort of where you're seeing things. I guess that's for the Q2, or is that as you exited the Q2? As contracts are rolling off, I know a lot of these contracts are. I think you're using some travel or three-month contracts. Are you seeing the renewal rate be even lower than that $111, or is it sort of plateauing a little bit here? Yeah, AJ. What we saw in June was a rate of $95. We saw that drop in July to $90. We continue to see that. Historically, we've been in the $72-$78 dollar range. There's probably more than half of our hospitals have rates below $90. I guess I take this for granted that. You know. Oh, go ahead. I'm sorry. Yeah, no, go ahead. Ask your question. I guess I take this for granted, but I probably should ask you, are most of your agency costs more what they call per diem local guys, or are you using a lot of travelers? In the fourth and the Q1, we used a lot of travelers. We had some contracts that were 13 weeks. That's dropped down and we've also included clauses allowing us to get out with two weeks' notice. Okay. I know that. Okay, and our Oh, go ahead. Yeah, sorry. Sorry. Our PRN rate, our PRN percentage of total nursing hours has remained pretty consistent throughout the pandemic. We're in that 14% to 15% rate. Okay. That really hasn't changed. Interesting. One of your peers in the outpatient rehab area made the comment on their call earlier in the week that they were starting to see some pressure on physical therapists and rates. That's the first time I've heard anything like that. Are you guys seeing anything along those lines? We're not seeing a significant issue to that extent. There are some geographical areas where there is a little bit of pressure, but it's not really that significant for us. Okay. Maybe just a last question. You talked about the more favorable headline rate for the critical access hospitals, the LTACs. You singled out not just the rate itself, but the outlier impact. We can look at sort of the nominal rate and say, "Okay, that's probably worth this much." The outlier is a sort of hard thing for us to adjust. When you look at that, how much, I mean, on a year-to-year basis, do you think that the totality of the updated rule is worth to you? How much more is it worth than the proposed rule? Is there any way to size that? Well, I think number one is there was about a 30% increase just on the market basket itself, right? Mm-hmm I think we were sitting at 2.8% that changed to 3.8%, and they reduced the overall high-cost outlier percentage. Yeah, I think the final rule is much better for the company. We haven't put numbers. It just came out, so we haven't really put numbers to that, but we know that it'll be pretty positive. Okay. All right. Thanks a lot. Thank you. One moment please for our next question. We have a question from Miles Highsmith of Deutsche Bank. Your line is open. Hi. Good morning, guys. Thanks a lot for all the detail. Wanted just to go back and maybe clarify a couple of things. So Marty, when we're talking about the LTAC swb historically 51, 52%, this quarter 64%, then you put some kinda loose targets out for end of the year and next year. Just want to make sure I'm thinking about that right. So those, that's all SWB within LTAC, right? So it's agency, it's expenses, existing, it's bonus, sign-on, education. Just want to make sure I'm thinking about that correctly. If I am, I wanted to triangulate that with You gave some helpful information about Q2 sequentially, rates being down, utilization being down, and then the expense on a dollar basis. I think you said went from $89 million down to somewhere in the mid-$50s. Are those numbers just related to contract or agency, or is that like a total SWB number for the LTAC? Of agency numbers. Okay. Those are just Yeah. Those are coming down. The reason you're not really seeing it filter through to SWB coming down is because offsetting that is those 7-8 weeks of training and orientation we've talked about. I mean, what you ought to do is think about that in terms of during that 7-8 weeks, we're actually employing two nurses. One's going through the training and orientation, one's taking care of the patients. The one taking care of the patients, the agency, when the new nurses come on board and they're starting to treat patients, we'll see a reduction in the agency. Right. Okay. You may choose to not want to disclose it, but I was just curious if you'd be able or willing to disclose what that kinda incremental sequential number was for some of the double counting and the training and the upfront bonuses. Is that a number that you have? No. Well, I think the way you want to take a look at it, Miles, is to the extent that we get back to historical trends, I would think about it as at 64% SWB as a percentage of revenue. If that gets back to 54% or 56%, that's 8-10 points. You just multiply it by our revenue line. So I mean, you're looking at in the neighborhood of $200 million of incremental EBITDA coming through as that's normalized. Gotcha. Okay. That's great. Just one other numbers question. Thanks for all the utilization data. I can't remember if you said it before, but can you give us a reminder of what utilization was on the contract side pre-COVID or in more historical time frames? Yeah. It was in that 16%-20% range. Got it. Okay. Bye, guys. Yep. See you, Miles. Thank you. I'm seeing no further questions in the queue. I would now like to turn the conference back to Robert Ortenzio for closing remarks. No closing remarks. Thanks everybody for joining us for the call. Have a good weekend. This concludes today's conference call. Thank you all for participating. You may now disconnect and have a pleasant day and enjoy your weekend.