Infographic | 2018 Advanced Practice Provider Compensation ...

2018 Advanced Practice Provider Compensation and Pay Practices Survey

Advanced Practice Providers will continue to play an important role in achieving greater access, lowering the cost of care and addressing the growing physician shortage.

Upward pressure on compensation continues as the demand for APPs outpaces expectations due to the industry's focus on more efficient care delivery.

Percentage of Organizations Increasing APPs

63% 54%

72% 57%

70% 62%

63% 68%

Average Increase in Base Pay

4.2% 3.3%

4.0% 3.1%

3.4% 3.6%

4.8% 3.2%

2015

2016

2017

2018 Projected Increase

2015 Actual Increase

2016

2017

2018

Integrated care models require greater alignment between APP and physician rewards strategies, resulting in the continued evolution of APP utilization and compensation practices.

Incentive Practices

Nearly 50% of organizations provide incentive pay to at least some APPs

Minimum Number of Annual Clinical Work Hours Required (Median for Full-Time APP)

5%

of base pay is overall median target incentive

33%

contain a team-based component

2,028

1,885

1,875

1,874

1,872

Critical Care

Hospitalist

CRNA

Neonatology

Emergency Medicine

The survey reports wRVU data for over 15,000 individual APPs

APP Productivity

This has increased by 186% since 2015

Average External Turnover

11%

Continued pressure to recruit and retain top APP talent will require a focus on competitive compensation and engagement strategies.

Average Internal Turnover

6%

Vacancy Rate

10%

Prevalence of Recruitment and Retention Practices

Moving Allowance

Sign-On Bonus

Retention Bonus

76%

87%

49%

Prevalence of Premium Pay Practices

CME Expense Allowance

PTO Allowance for CME

Certification /Licensure Reimbursement

85%

70%

64%

Source: SullivanCotter 2015-2018 Advanced Practice Provider Compensation and Pay Practices Survey Report

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