• Need more information on these or other topics? Ask an information specialist at (312) 422-2050 or rc@aha.org

  • Enter your email address to subscribe to this blog and receive notifications of new posts by email.

    Join 214 other followers

  • Share this blog

    Share |
  • Note:

    Information posted in this blog does not necessarily represent the views of the American Hospital Association
  • Archives

  • Categories

  • Top Posts

  • Top Rated Posts

2014 Physician Compensation, Benefits & Recruitment Incentives Report

The Association of Staff Physician Recruiters, represening in-house recruiters in hospitals, physician practices, health plans, or similar organizations, and the MDLinx.com web site collaborated on a physician survey earlier this year focused on learning more about compensation models and recruitment incentives offered by their employers.

The survey yielded benchmarking data related to each of these areas:

  • Incentives, including relocation assistance, signing bonuses, malpractice coverage assistance, requirment to stay in the position for a defined time period, and for residents/fellows, stipend incentives for their final year of training
  • Compensation methodology, covering compensation model and the percent tied to quality measures, supervision of advanced practice providers, payment for on-call coverage, bonus eligibility, bonus structure, and satisfaction with the compensation model
  • Benefits, such as coverage of professional fees, annual provision of CME activities, paid time off for CME, vacation, sick time, and holidays, and if domestic partner benefits are offered
  • Contract, encompassing restrictive or non-compete agreement details
  • Schedule, touching on schedule flexibility, what defines ‘full-time’, and time providedfor administrative activities

Source: 2014 physician compensation, benefits & recruitment incentives report. Association of Staff Physician Recruiters, 2014. https://c.ymcdn.com/sites/aspr.site-ym.com/resource/resmgr/Files/2014_ASPR_PhysComp_Report.pdf

Posted by AHA Resource Center (312) 422-2050, rc@aha.org


SALARY SURVEYS: How much do nurse managers earn?

Results of a compensation survey conducted by the American Organization of Nurse Executives (AONE) based on 2012 data are summarized in this article.  A total of over 4,500 individuals responded.  Most of the respondents (67 percent) worked in acute care hospitals.  Here are some of the findings:

  • Nurses with the title “director” or “manager” tend to earn $80,000 to $160,000
  • Nearly two-thirds of chief nursing officers (nonsystem) earn between $100,000 to $200,000
  • Nearly three-quarters of chief nursing officers (system) earn more than $200,000

Job satisfaction was also a focus of this survey.  About two-thirds of nurse managers reported being very satisfied with their work.

Source: Thrall, T.H.  American Organization of Nurse Executives nurse leader survey: compensation trends and satisfaction levels.  JONA. The Journal of Nursing Administration;44(5):250-253, May 2014.  Click here for the publisher’s website: http://journals.lww.com/jonajournal/Abstract/2014/05000/American_Organization_of_Nurse_Executives_Nurse.3.aspx  There is a free Executive Summary here: http://www.aone.org/membership/salarysurvey/salary_executivesummary.pdf  Posted by AHA Resource Center (312) 422-2050, rc@aha.org


New Data on Physician Compensation Methods

The American Medical Association has released a new report on how non-solo physicians are paid by their practices. The data is based on the AMA’s Physician Practice Benchmark Survey conducted in late 2012. Compensation methods varied depending on whether a physician was a practice owner or employee, the type of practice, and the medical specialty.

Here are some highlights from the report:

  • 60% of non-solo physicians received at least some of their compensation from salary, with salary representing the largest share of their compensation for 53%.
  • Personal productivity represented the largest share of compensation for nearly a third of the physicians.
  • Practice financial performance, bonus, and a catchall ‘other’ were the other types of payment methods identified.
  • 30% of physicians relied on 2 compensation methods, and 18% depended on at least 3 methods.

For physicians employed directly by hospitals, these were the findings:

  • 38% were paid by salary alone.
  • Another 49% were paid largely but not only by salary.
  • 10% were paid solely by personal productivity, while personal productivity represented the largest but not the entire share of compensation for 3%.
  • Practice financial performance was the primary method of payment for 3%
  • Other payment methods covered nearly 6% of the hospital-employed physicians

Source: Kane CK. New data on physician compensation methods: one size does not fit all. American Medical Association, Policy Research Perspectives, 2014. https://download.ama-assn.org/resources/doc/health-policy/x-pub/prp-phys-comp-methods-2014.pdf?cb=1399406872&retrieve=yes [Free registration required to view]

Posted by AHA Resource Center (312) 422-2050, rc@aha.org

Hospital Executive Pay Caps to Be Studied for Medicare Cost Impact

FierceHealthFinance.com is reporting that the HHS Office of the Inspector General has included an examination of hospital executive salaries in its 2014 work plan. This is the work plan description for the project:

“We will review data from Medicare cost reports and hospitals to identify salary amounts included in operating costs reported to and reimbursed by Medicare. We will determine the potential impact on the Medicare Trust Fund if the amount of employee compensation that could be submitted to Medicare for reimbursement on future cost reports had limits. Context—Employee compensation may be included in allowable provider costs only to the extent that it represents reasonable remuneration for managerial, administrative, professional, and other services related to the operation of the facility and furnished in connection with patient care. (CMS’s Provider Reimbursement Manual, Part 1, Pub. No. 15-1, Ch. 9 § 902.2.) Medicare does not provide any specific limits on the salary amounts that can be reported on the hospital cost report.”

The study is currently underway with results to be released in FY2015.


Shinkman R. OIG to examine hospital executive pay caps; study will determine how measure impacts Medicare cost reports. FierceHealthFinance.com, Feb. 13, 2014. http://www.fiercehealthfinance.com/story/oig-examine-hospital-executive-pay-caps/2014-02-13

Office of the Inspector General. Work plan for fiscal year 2014. US Dept. of Health and Human Services, undated, pg 18 [as numbered in pdf format]. http://oig.hhs.gov/reports-and-publications/archives/workplan/2014/Work-Plan-2014.pdf

Posted by AHA Resource Center (312) 422-2050, rc@aha.org

NURSE SALARY SURVEY: Many execs earn $80,000-$160,000

Nearly 70 percent of nurse leaders surveyed in early 2013 reported an annual salary between $80,000 and $160,000, with many of the remaining respondents reporting a higher salary, according to this compensation survey sponsored by the American Organization of Nurse Executives.  The typical executive who filled out the survey works full time at a hospital, has at least 6 years experience in a management position and typically holds the  title of director, manager, chief nursing officer, or chief nurse executive.

This survey also provides data on reporting structure (who they report to) for these nurse executives and span of control (FTEs directly supervised).  Also included are information on bonuses, benefits, job satisfaction, and willingness to recommend career to others.

Source: American Organization of Nurse Executives.  AONE Salary & Compensation Study for Nurse Leaders, 2013 ed.  Chicago: AONE, 2013.   Click here for more information:  http://www.aone.org  Then click on Resources, then on “Salary and Compensation Study.”  Posted by AHA Resource Center (312) 422-2050, rc@aha.org

SALARY SURVEY: $120,000 for hospital OR directors in 2013

These data are from the 23rd annual OR Manager Salary/Career Survey, which provides data collected in the spring of 2013.  Data are presented separately for hospital and for ambulatory surgery center operating room managers/directors.

Average Annual Salary

  • $120,000 hospital OR managers
  • $  92,300 ambulatory surgery center managers

Not surprisingly, salaries are higher in hospitals with more ORs, and in teaching compared to community hospitals.  There are regional differences as well, with the Midwest offering the highest salaries for hospital OR managers.

I’ve always enjoyed the other interesting data collected as part of this survey.  For example, you can get a look at the average annual operating budget, capital budget, and personnel budget for hospitals with different sizes of surgical suites.  Another interesting, and difficult to come by, statistic is span of control.

Source: Stable pattern marks this year’s salary survey, but retirement looms; and, Survey suggests signs of improvement in ASC environment.  OR Manager;29(10):1, 6-8, 10-11, 22-25, Oct. 2013.  Click here to access publisher’s website: http://www.ormanager.com/2013/10/01/stable-pattern-marks-this-years-salary-survey-but-retirement-looms/#.Uk3OUVPleSo  Posted by AHA Resource Center (312) 422-2050, rc@aha.org

2013 Healthcare Supply Chain Management Salary Survey

The annual Healthcare Purchasing News article is out reporting on supply chain and materials management salaries in health care. The average salary is $88,342, a 5% increase over 2012.

Additional salary benchmarks are available by job title; years of experience in supply chain management and with the current employer; by facility type and by bed size; by education and gender; by region and gender; and by reporting level. Information is also provided on the percent of survey responders by type of professional certifications held.

Source; Barlow RD. 2013 SCM salary survey: salaries glide into second gear. Healthcare Purchasing News, Aug. 2013, pp 20-22. http://www.hpnonline.com/inside/2013-08/1308-SCMSalary.pdf

See 2012 survey summary here.

Posted by AHA Resource Center (312) 422-2003, rc@aha.org

Executive Compensation in Rural & Critical Access Hospitals

Two recent articles from Becker’s Hospital Review provide data on CEO and CFO compensation in rural and critical access hospitals. Median compensation and 25th-75th percentile pay ranges are included for rural hospitals in four net patient revenue ranges:

  • Less than $20 million
  • $20 – $50 million
  • $50 – $100 million
  • Over $100 million

CEO median compensation was $135,594 in 2012 for rural hospitals with net patient revenue under $20M, and $358,500 for those hospitals with over $100M net revenue. Rural hospital CFO median compensation ranged from $92,123 to $214,200 in the smallest to largest hospital net patient revenue categories.

The compensation data is based on the 2012 Executive Compensation Survey for Critical Access & Rural Hospitals from Yaffe & Company, in collaboration with the National Rural Health Association. The Yaffe report also includes compensation by region, number of full-time equivalent employees, and bed size range. Survey results on incentive plans, benefits, and perquisites are covered, and compensation for chief nursing officers is provided as well.


Herman B. 12 statistics on rural hospital CEO compensation. Becker’s Hospital Review, June 10, 2013. http://www.beckershospitalreview.com/compensation-issues/12-statistics-on-rural-hospital-ceo-compensation.html

Herman B. 12 statistics on rural hospital CFO compensation. Becker’s Hospital Review, June 11, 2013. http://www.beckershospitalreview.com/compensation-issues/12-statistics-on-rural-hospital-cfo-compensation.html

Posted by AHA Resource Center, (312) 422-2050, rc@aha.org

2012 Salary Trends for Healthcare Facilities Management

Health Facilities Management magazine has published results of its 2012 salary survey done in conjunction with the American Society for Healthcare Engineering and the Association for the Healthcare Environment. Here are average salaries for those with primary responsibilities within facilities management for a general acute-care hospital:

  • Facilities management/operations/engineering: $94,890
  • Biomedical/clinical engineering: $81,725
  • Construction & projects: $103,053
  • Environmental services/housekeeping: $67,550
  • Maintenance: $71,414
  • Safety: $78,166
  • Support services: $124,284

More detail is provided for other types of hospitals and healthcare facilities, for hospitals by bed size range, by facility square footage categories, by geographic region, by years of management experience, and by professional certification status.

Among the top ten trends identified by the survey were these:

  • The top tier of salaries are expanding
  • Bonuses have grown
  • Organizations plan to do more with less
  • Employee costs are rising and key benefits are shrinking
  • Graying of management will soon leave a void

Source:  Carpenter D and Hoppszallern S. 2012 salary survey: salaries edge higher, but poll fins some cautionary signs. Health Facilities Management, July 2012. http://www.hfmmagazine.com/hfmmagazine/jsp/articledisplay.jsp?dcrpath=HFMMAGAZINE/Article/data/07JUL2012/0712HFM_CoverStory&domain=HFMMAGAZINE

Posted by AHA Resource Center, (312) 422-2050, rc@aha.org

2012 Healthcare Supply Chain Salary Survey Results

See also  2013 update.

Supply chain salaries in healthcare averaged $83,391 in 2012, an increase of 6% over 2011 levels, according to the latest Healthcare Purchasing News’ annual salary survey.

Further salary survey results are broken out by geographic region, urban/suburban/rural status, non-profit/for-profit/government, gender, education, type of facility, hospital bed size, years of experience, and by these job title groupings:

  • Corporate/executive/senior VP, materials/supply chain management/support services
  • Director of materials management/material manager
  • Administrator/CEO/COO
  • Value analysis coordinator
  • Purchasing director/manager
  • Contracts management
  • MMIS/materials IT systems manager
  • Operating room materials manager/business manager
  • Contract/service line manager
  • Assistant materials management/other materials management
  • Senior buyer/buyer
  • Purchasing agent
  • Other

The survey also reports information on who supply chain professionals report to directly, professional certifications held, and the product areas for which supplies are purchased.

Source: Barlow RD. 2012 supply chain salary survey: are these supply chain’s go-go years? Healthcare Purchasing News, Aug. 2012, pp. 16-18. http://www.hpnonline.com/inside/2012-08/1208-SCM-Salary.html

Related resource: AHRMM salary compensation survey reports. Association for Healthcare Resource & Materials Management, 2011. http://www.ahrmm.org/ahrmm/resources_and_tools/salary_report/index.jsp

Posted by AHA Resource Center, (312) 422-2050, rc@aha.org


Get every new post delivered to your Inbox.

Join 214 other followers