Becker's Hospital Review

29 Compensation Pay Gap Between Specialists, Primary Care Physicians Diminishing By Bob Herman B etween 2012 and 2013, median total cash compensation for primary care physicians rose 5.7 percent, while medical and surgical specialist compensation grew at slower rates, according to a physician compen- sation and productivity survey from Sullivan, Cotter and Associates. During the same timeframe, median total cash compensation for medical and surgical specialists increased 3.2 percent and 2.3 percent, respectively. Analysts said this difference in pay increase rates bucks the trend, as specialists usually received higher pay bumps year-over-year than primary care physicians. "This is consistent with the ever-increasing labor market demand for primary care physicians," Kim Mobley, managing principal and national physician compensa- tion practice leader with SullivanCotter, said in a news release. "With the expanded healthcare coverage and emphasis on preventative care, population health manage- ment and cost control, primary care physicians are in high demand as they are at the forefront of ensuring successful implementation of these initiatives." The survey also found hospitals and practices are adjusting their physician compensation plans to include more performance-based metrics, like quality and patient satisfaction. The median amount paid for a specific quality metric in 2013 was $15,000, but that figure depends on the specialty. Primary care phy- sicians receive an average quality payment of $7,000, while medical and surgical specialists received $20,000. Medical and surgical specialty physicians continue to be the highest-paid, as neu- rosurgeons, orthopedic surgeons and heart surgeons command salaries of at least $400,000 and as high as several million dollars. Primary care physicians are still at the top of the list for hospital recruiters, and their total compensation varies on average from $170,000 to $230,000, depending on the subspecialty and location. n OIG to Analyze Limits on Hospital Executive Compensation By Bob Herman T he HHS Office of Inspector General is evaluating whether caps on hospital executive salaries and compensation could offer substantial Medicare savings. According to the OIG's 2014 Work Plan, government health officials will review hospital data and Medicare cost reports to determine how execu- tive salaries fall within the organization's operating costs. Hospitals can include executive compensation in their provider cost reports, reimburs- able by Medicare, but that compensation must be "reasonable remunera- tion for managerial, administrative, professional and other services related to the operation of the facility and furnished in connection with patient care," according to the OIG. Medicare does not have limits on how much of an executive's salary can be included in hospital cost reports. By 2015, the OIG expects to release information on how salaries are included in hospital cost reports and if reportable compensation will have caps. Hospital executive compensation has been one of the most highly dis- cussed topics in the healthcare sector during the past few years. The feds are not alone in their scrutiny, as several state governments, like Massachu- setts and New Hampshire, have put executive pay under the microscope. n 10 IT Jobs With Climbing Salaries By Helen Gregg Across industries, IT salaries are rising, according to research from staffing company Robert Half Technology. Ten positions with the steepest increases in average salary ranges since 2013 include: • Business intelligence analyst ($101,250 - $142,250, up 7.4 percent) • Data architect ($111,750 - $153,750, up 7.2 percent) • Information systems security manager ($ 115,250 - $160,000, up 6.8 percent) • Senior web developer ($97,750 - $135,250, up 6.3 percent) • Network manager ($94,000 - $130,000, up 6.2 percent) • Project manager ($88,500 - $131,500, up 6 percent) • Data warehouse analyst ($99,000 - $133,750, up 5.8 percent) • Data security analyst ($100,500 - $137,250, up 5.8 percent) • Portal administrator ($91,250 - $121,000, up 5.6 percent) • Database administrator ($87,500 - $126,000, up 5.4 percent) n How are Employed Physicians Paid? By Heather Punke Employed physicians tend to be paid under three main salary arrange- ments, according to the Medscape Employed Physicians Report 2014. The most common arrangements are: • Straight salary: 46 percent • Base salary plus productivity targets (formula only): 33 percent • Base salary plus productivity targets (formula plus bonus ladder): 13 percent Other, less common payment methodologies include base salary plus yearly bonus, base salary plus overtime and compensation plus a per- centage of collections, according to the report. Medscape surveyed more than 4,600 physicians for the report. n

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