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SALARY SURVEYS: Hospital housekeeping managers earn $74,632 (2015 average, U.S.)

The magazine Health Facilities Management has published results from its 2015 Salary Survey.  Here are average salary data for hospital department managers based on primary area of responsibility:

  • $118,139  Construction/projects
  • $117,849  Support services
  • $ 98,950  Facilities management/operations/engineering
  • $ 98,839  Biomedical/clinical engineering
  • $ 81,863  Security
  • $ 78,952  Safety
  • $ 74,632  Environmental services/housekeeping
  • $ 74,548  Maintenance
  • $72,859  Infection prevention
  • $ 72,750  Laundry

Survey results were received from 1,772 readers of this magazine.  Data were also given for each of the above categories for average bonus payments.

Source: Burmahl, B. (2015, July). 2015 salary survey: consolidation presents new challenges as managers assume more responsibilities. Health Facilities Management, 28(7), 19-25.  Retrieved from www.hfmmagazine.com/  Posted by AHA Resource Center (312) 422-2050, rc@aha.org



2014 hospital compensation surveys: executives

This compensation survey provides median and average base compensation and total cash compensation for executives in hospitals and health systems.  This includes executives in the C-suite, as well as a few other positions.  The list of positions at health systems is more comprehensive.

Not-for-Profit Hospital Top Nursing Positions (average total cash compensation) 2014

  • $229,600 chief nursing officer (based on 196 responses)
  • $188,600 second-level nursing services executive (based on 31 responses)

The ultimate source of these data are Sullivan, Cotter and Associates.

Source:  Landen, R.  It’s getting tougher at the top: not-for-profit executive pay growth slows as performance metrics stiffen.  Modern Healthcare.  44(32):18-20, 22, 24-25, Aug. 11, 2014.  Click here for access to publisher’s website: www.modernhealthcare.com    Posted by AHA Resource Center (312) 422-2050, rc@aha.org

2014 Healthcare Supply Chain Management Salary Survey

According to an annual survey from the magazine Healthcare Purchasing News, the  overall average salary in healthcare supply chain management was of $87,365 in 2014,  a small dip from the 2013 average of $88,342. However, the salary is still a 25% increase over five years ago. The survey also reports average salaries for these supply chain positions:

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

Compensation is also reported by years of experience, tenure at current facility, gender, education, type of facility, facility bed size, and geographic region. The direct reporting relationships and the type of professional certifications are indicated for survey respondents. The most common professional certification cited was a CMRP [certified materials & resources professional], and 41% of the supply chain professionals reported to the CFO.

Source: Barlow RD. 2014 SCM salary survey: Salary slip may be a reset button hit – mild dip may be no cause for alarm. Healthcare Purchasing News, Aug. 2014. http://www.hpnonline.com/inside/2014-08/1408-SCMSalarySurvey.pdf

Click here for 2013 survey post.

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

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


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