Issue link: https://beckershealthcare.uberflip.com/i/462190
12 Compensation CEO — 2.6 percent COO — 2.9 percent CFO — 3.5 percent CMO — 2.5 percent 13. At independent hospitals, base salaries increased by the following per- centages: CEO — 6.4 percent COO — 4.5 percent CFO — 2.1 percent CMO — 4.9 percent 14. At system-owned hospitals, base salaries increased by the following per- centages: CEO — 1.7 percent COO — 1.7 percent CFO — 2.5 percent CMO — 1.7 percent 15. The 2014 Hay Group Healthcare Compensation Study found that overall, in the integrated healthcare nonprofit sector, same incumbent base salary in- creases were slightly smaller between 2013 and 2014 (2.5 percent) compared to 2012 and 2013 (2.8 percent). Total Cash Compensation 16. Sullivan, Cotter and Associates found the total cash compensation levels for hospital executives decreased an average of 0.4 percent in 2014. 17. Compensation levels for health system executives increased by 0.9 percent in 2014 as a result of lower average payouts under annual incentive plans. 18. Total direct compensation (including base salary, short-term payouts and the expected value of long-term incentives) rose by 7 percent in 2013 for CFOs to a median of $3.13 million, according to an analysis conducted by Mercer. Industry Comparisons 19. In 2013, healthcare CEOs were paid more than executives in any other industries including the financial, industrial goods, basic materials, consum- er goods, technology, services and utilities industries. The median pay for healthcare CEOs was $12.3 million last year, up 13 percent from 2012, ac- cording to an analysis by the Associated Press and pay research firm Equilar. 20. On average, compensation for female healthcare executives was consider- ably lower, by an average of 35 percent, than for men in similar positions, according to a study by the Diversified Search Healthcare Practice and the Women's Leadership Center and Kennesaw (Ga.) State University. Statistics are based on the following: Executive compensation strategy alignment and incentive payments statistics are from the 2014 Executive Compensation Survey report, "Reforming Execu- tive Compensation to Accelerate Change," by HealthLeaders Media Intelli- gence. The survey was conducted in August among 454 respondents, including the HealthLeaders Media Council and select members of the HealthLeaders Me- dia audience, 48 percent of which were senior leaders. Annual incentive payout, target award opportunities, long-term incentive plans, average base salary increases and total cash compensation statistics are from Sullivan, Cotter and Associates' " 2014 Manager and Executive Compensation in Hospitals and Health Systems Survey." The report is based on responses from 517 organizations covering over 98,000 health care providers and 240 specialties and positions. Information on the same incumbent base salary increases in the integrated healthcare nonprofit sector came from Hay Group's " 2014 Hay Group Health- care Compensation Study." The report is based on responses from Hay Group surveyed 128 integrated healthcare systems and subsystems and 1,099 indepen- dent hospitals. The statistic on the pay gap between male and female executives is based on a study conducted by the Diversified Search Healthcare Practice and the Women's Leadership Center and Kennesaw (Ga.) State University called, "Healthcare Leadership and Gender." The study examined the career experiences of C-suite leaders, vice president and directors at health systems hospitals, medical centers and other healthcare facilities. Study participants included 157 female and 125 male leaders. n N urses' average compensation growth was relatively flat from 2013 to 2014, ac- cording to the 2014 AORN Salary and Compensation Survey. In 2013, nurses in facilities with 10 or more operating rooms earned an av- erage of $80,000, while that number grew to just $80,700 in 2014. The Association of periOperative Registered Nurses surveyed its members about their pay in June and July 2014, drawing responses from 3,437 nurses for the 2014 survey. The following is the 2014 average base compensa- tion for seven nursing titles, broken down by fa- cility size. The average compensation from 2013's AORN salary survey for that title is noted in pa- rentheses. 1. Staff nurse Small facility (10 ORs or fewer): $65,800 ($65,300) Large facility (more than 10 ORs): $69,100 ($68,700) 2. Hospital/facility administrator Small facility: $104,600 ($104,400) Large facility: too few samples 3. Director/vice president/assistant director of nursing Small facility: $97,900 ($96,600) Large facility: $130,200 ($132,200) 4. Nurse manager/supervisor/coordinator/ team leader/business manager Small facility: $80,300 ($78,600) Large facility: $87,200 ($88,200) 5. Educator/staff development Small facility: $79,900 ($79,300) Large facility: $82,500 ($80,400) 6. Clinical nurse specialist (master's degree or higher) Small facility: too few samples Large facility: $85,800 ($87,400) 7. RN first assistant Small facility: $74,300 ($71,000) Large facility: $79,800 ($75,700) n Nurse Compensation Mostly Unchanged from 2013 to 2014 By Heather Punke