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PHYSICIANS: Average salary offers to recruited specialists

For the eleventh consecutive year, family physicians topped the list of Merritt Hawkins’ 20 most requested recruiting assignments, underscoring the continued urgent demand for primary care physicians in an evolving healthcare system.”

Each year, the physician recruiting firm Merritt Hawkins provides aggregate data based on the many recruiting assignments completed during the previous year.  The data in this report cover nearly 3,300 search assignments from the first quarter 2016 to the first quarter 2017.

RECRUITING OFFERS:  Base Salary / Guaranteed Income (average) [Excludes production bonus; excludes benefits]

  • $120,000 Physician assistant
  • $123,000 Nurse practitioner
  • $231,000 Family Medicine
  • $240,000 Pediatrics
  • $257,000 Internal Medicine
  • $263,000 Psychiatry
  • $264,000 Hospitalist
  • $305,000 Neurology
  • $335,000 Obstetrics/Gynecology
  • $349,000 Emergency Medicine
  • $376,000 Anesthesiology
  • $390,000 Pulmonology/Critical Care
  • $411,000 General Surgery
  • $421,000 Dermatology
  • $428,000 Cardiology (non-invasive)
  • $436,000 Radiology
  • $468,000 Otolaryngology
  • $492,000 Gastroenterology
  • $563,000 Cardiology (invasive)
  • $579,000 Orthopedic Surgery

Source: Merritt Hawkins (2017). 2017 review of physician and advanced practitioner recruiting incentives.  Dallas: MH.  Click here: https://www.merritthawkins.com/physician-compensation-and-recruiting.aspx  Posted by AHA Resource Center (312) 422-2050 rc@aha.org

COMPENSATION: Nurse leader salary survey with 2015 data

Data from the second compensation survey conducted by the American Organization of Nurse Executives (AONE) – based on 2015 data – are summarized in this article.  The data are reported as the percentage that fall within ranges for different positions.  For example, the most frequently reported range for chief nursing officers in nonsystem hospitals is $250,000 or more (17 percent reported this).  CNOs in system hospitals were much more likely to be in this top salary band – 52 percent reported earning $250,000+.  Not surprisingly, nurse executives working for health systems in the corporate office, those in academic medical centers, and those in consulting firms were more likely to draw higher compensation.

Source: Kittner, A., and Thrall, T.H. (2016, October). AONE 2016 salary survey: Wide ranging compensation, strong satisfaction. Nurse Leader, 14(5), 311-316.  Click here for full text: http://www.nurseleader.com/article/S1541-4612(16)30112-4/pdf  Posted by AHA Resource Center (312) 422-2050, rc@aha.org

COMPENSATION: Most nurse managers in this survey earned $80,000 to $120,000 in 2015

The American Organization of Nurse Executives (AONE) has released the executive summary of a more comprehensive report scheduled to come out by early August 2016 on nurse leader compensation.  These data represent compensation for calendar year 2015.  The compensation data are reported for different job titles and for different types of employers.  Here are some of the findings:

  • There were usable responses from 481 nurse managers
  • Two-thirds of the nurse managers reported 2015 base salary between $80,000 and $120,000
  • There were usable responses from 90 chief nursing officers (CNOs) of health systems
  • Two-thirds of these CNOs reported 2015 base salary of $210,000 or more
  • Half of the system CNOs reported 2015 base salary of $250,000 or more

Source: American Organization of Nurse Executives. (2016). Salary and compensation study for nurse leaders. Chicago: AONE.  Click here:  http://www.aone.org/docs/resources/nurse-leader-salary-summary.pdf  Posted by AHA Resource Center (312) 422-2050, rc@aha.org

AMA Physician Benchmark Reports on Compensation Methods and on Prevalence of New Models of Care

Two 2014 Physician Practice Benchmark Survey reports have been released by the American Medical Association within the past few months. The first looks at compensation models used to pay physicians, and the second provides data on the prevalence of physician participation in accountable care organizations and medical homes and the use of alternative payment methods [capitation, pay-for-performance, bundled payments, or shared savings].

Here are some of the key findings from the reports:

  • For many physicians, compensation was a blend of different methods. Half of compensation for non-solo physicians came from salary, another third was productivity-based, 12% was based on practice financial performance, and 4% came from bonuses. The proportions varied when analyzed by type of practice and its ownership.
  • Fee-for-service is still the dominant payment method for physicians, although 59% of physicians said their practice received some revenue from an alternative payment method. An average 72% of practice revenue came from fee-for-service. Unsurprisingly, practices participating in a medical home or ACO received a larger proportion of their revenue from alternative payment methods.
  • In 2014, 24% of physicians worked in practices that were part of a medical home, and 29% reported working in a practice that was part of an ACO. Participation rates were higher in multi-specialty practices and lower in solo practices. Hospital-owned practices also had higher medical home and ACO participation rates.
  • In single specialty practices, participation in a medical home was lowest for surgery and its subspecialties and highest for family practice and pediatrics. However, ACO participation was highest for general surgery and family practice but low for pediatrics


Kane CK. Payment and delivery in 2014: the prevalence of new models reported by physicians. American Medical Association Policy Research Perspectives, Dec. 2015. http://www.ama-assn.org/ama/pub/advocacy/health-policy/policy-research.page – expand Medical Practice section to select report [free web site registration and login required to view/download]

Kane CK. How are physicians paid? A detailed look at the methods used to compensate physicians in different practice types and specialties. American Medical Association Policy Research Perspectives, Aug. 2015. http://www.ama-assn.org/ama/pub/advocacy/health-policy/policy-research.page – expand Medical Practice section to select report [free web site registration and login required to view/download]

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

SALARY SURVEYS: Hospital OR managers average $115,986 in 2015

Hospital Operating Room Leaders

  • $115,986 (2015) average salary
  • $136,069 (2015) average total compensation*
  • 3.14 percent average raise

These data are from the 25th annual compensation survey conducted by OR Manager magazine.  This survey was conducted Spring 2015 and includes usable responses from 343 nurse leaders who work full time as a manager or director in a hospital OR setting.

Ambulatory Surgery Center Leaders

  • $102,051 (2015) average salary
  • $130,000 (2015) average total compensation*
  • 3 percent average raise

These data were also collected by OR Manager magazine.  Usable responses were received from 106 individuals who work full time in an ASC as manager or director.

*Note: Wages, bonuses, insurance, pension.

Source: Saver, C. (2015, Oct.). Stable benefits but lower salaries noted in annual survey; and, ASC survey respondents stepping up to meet challenges. OR Manager, 31(10), 1, 7-11; and 25-27, 29-32. http://www.ormanager.com/stable-benefits-lower-salaries-noted-annual-survey/ and http://www.ormanager.com/asc-survey-respondents-stepping-meet-challenges/  Posted by AHA Resource Center (312) 422-2050 rc@aha.org


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