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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