Brief summary of MGMA’s physician compensation survey from to , according to the MGMA’s new Physician Compensation. Direct Compensation and Productivity for Physicians. All Group Types. Section III: Summary of Starting Salaries by Specialty. New Physicians. Data extracted from MGMA Physician Compensation and Production Median Comp – Hospital Practices.

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Received Apr 4; Accepted Apr Annual surveys should be further refined and conducted by the SVS and the accuracy strengthened by asking business managers of VS practices to participate in the surveys.

This method can also be flawed as VS can be paid at different rates using this method depending on, for example, whether they are doing Medicare or cosmetic vein work. FT Empl indicates full-time employed; PP, private practice. To survey the Society for Vascular Surgery SVS membership with regard to type of practice, employment status, work effort, and productivity criteria.

Finally, what formula will be used for determining compensation? Since most data in currently used benchmarks are proprietary, expensive, and based upon a small number of VS, the SVS should consider positioning itself to collect, store, manage, and provide such information to assist members in practice transition.

Physician Compensation and Production Survey: 2010 Report Based on 2009 Data (Mgma Physician

The data were analyzed using SAS 9. Although the IDSA compensation survey was not designed to further explore the reasons behind the income disparity across gender, it is nonetheless useful to have figures from a representative sample specific to the ID specialty.

Again, due to small sample sizes, the validity of such surveys is often questioned as to whether they accurately represent compensation levels across the specialty. The data and analysis presented in this article are related to work effort, productivity, compensation formulas, and how members measure and use this information.

Support Center Support Center. Through SurveyMonkey, the survey questionnaire was distributed electronically by SVS staff to members of the Society for Vascular Surgery in Despite the fact that physician productivity and compensation is increasingly based upon work units, RVUs are mistakenly thought to measure productivity.


Students, residents, members-in-training, honorary, and emeritus members were excluded. The low response rate is of concern although the SVS staff observes that this is within range of the surveys sent out by the society.

In this analysis, outliers were included to reveal the broad range reported by IDSA members. This is important to the academic VS because the higher WRVU benchmark may be unrealistic, giving administration the upper hand and only serving to put phtsician pressure on any pay increases and possible phjsician.

Results Two-thirds of respondents were in private practice. Many other measures of productivity exist including patient encounters, gross charges, adjusted charges, net collections, and pay for performance P4P.

The IDSA compensation survey clearly elucidates the variability of compensation in the ID field, ranging from compensarion various practice affiliations within patient care to careers in research or public health. A survey questionnaire was developed to gather information about member demographics, academic versus private practice, full-time FT employed versus physician-owned groups, time in practice, measures of work total relative value [RVU] and work relative value units [WRVUs]productivity criteria, and employment status.

Open Forum Infect Dis ; 2 suppl 1: MacIntyre3 and Robin Trotman 4.

In a large number of groups, a combination of one of the above methods may be in use that takes a middle ground. With a changing environment and employment status of VS, tracking mga of productivity and proper benchmarking become vitally important. Part of the reason for the difference may be that a number of VS faculties may indeed be 0.

In pursuit of this objective, IDSA will continue efforts to attract new talent compenswtion the specialty, promote greater awareness of compensation trends, and advocate for the value that ID specialists bring to the healthcare system. If an academic VS at 0. AMC, academicmedical center; Hosp, hospital. In the past decade, medical student debt has ballooned.

The SVS could then come up with strategies to address pertinent issues. The survey invitations were directly distributed via e-mail to IDSA physician members, associates, and fellows residing in the United States. Author information Article notes Copyright and License information Disclaimer. The FT-employed physicians tracked their RVUs more compensztion than physician-owned groups likely because their employment contract with the employer hospital probably specified a tie in between compensation and total RVU or WRVUs.


The survey was funded by compsnsation Infectious Diseases Society of America.

MGMA: Hospitalists see pay bump in – Modern Healthcare

Potential conflict of interest. Materials and Methods A survey questionnaire was developed hpysician gather information about member demographics, academic versus private practice, full-time FT employed versus physician-owned groups, time in practice, measures physiician work total relative value [RVU] and work relative value mggma [WRVUs]productivity criteria, and employment status.

Infectious diseases specialists employed in this setting report better compensation early in their careers than their peers who are associates in private practice. In conclusion, with a changing environment and employment status of VS, tracking measures of productivity and therefore compensation and proper benchmarking become vitally important for employment negotiations.

Surveys fielded by Medscape, Medical Group Management Association MGMA and others offer some valuable perspective on physician compensation in general and in relation to certain specialties. More detailed findings for each segment can be found in the final survey report, referenced above. Factors influencing applicant numbers among infectious diseases training programs: It has been reported from data compiled by the US Census Bureau as well as other research that a significant income disparity exists across gender for all physicians [ 8 — 12 ].

One increasingly common benchmark used is cimpensation per WRVU. The resource based relative value scale, Medicare Physician fee schedule, and other payment mechanisms. Trends should be shared with the membership at the annual vascular meeting or special meetings focused on compensation and productivity. Faculty now is expected to produce as much revenue as private practitioners depending on the proportion of time compendation are devoting to clinical activities.

Trends in the mtma of male and female health care professionals in the United States, to Conclusions With a changing environment and employment status of VS, tracking measures of productivity and proper benchmarking become vitally important.

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