TH18 C+C Survey Exec Summary PDF

2018
COMPENSATION & CAREER
SURVEY RESULTS
Executive Summary Report
Summary of research findings for the
Today’s Hospitalist 2018 Career & Compensation Survey
Prepared By Accelara Research

Harrisville, New Hampshire
Prepared For Today’s Hospitalist

Copyright © 2018 Today’s Hospitalist. All rights reserved
Today’s Hospitalist 2018 Career & Compensation Survey September 5, 2018
Executive Summary Report Page i
Table of Contents
Background & Methodology ........................................................................................................................1
Findings ..........................................................................................................................................................1
Hospitalist Compensation ............................................................................................................. 2

TOTAL DIRECT COMPENSATION IN 2017 ............................................................................... 2
STANDARD HOURLY RATE & ADDITIONAL FOR EXTRA SHIFTS ......................................... 3
PERCENT OF INCOME FROM EXTRA SHIFTS ........................................................................ 4
TOP INDICATORS OF COMPENSATION .................................................................................. 4
- COMPENSATION BY PAY STRUCTURE ................................................................................. 4
- PAY BY WORK LOAD ............................................................................................................... 5
- PAY BY WORK SCHEDULE ..................................................................................................... 5
- COMPENSATION BY GEOGRAPHY ........................................................................................ 6
- PAY BY EMPLOYER TYPE AND GROUP SIZE ....................................................................... 6
- EXPERIENCE DIFFERENTIAL ................................................................................................. 7
- PAY BY DEMOGRAPHICS ....................................................................................................... 7
PROGRAM DIRECTOR STATUS ................................................................................................ 8
PROGRAM DIRECTOR ANNUAL PAY DIFFERENTIAL ............................................................ 8
Pay Increases ............................................................................................................................... 9
YEARS SINCE LAST PAY INCREASE ....................................................................................... 9
FREQUENCY OF PAY INCREASES ........................................................................................... 9
HOW SALARY INCREASES ARE DETERMINED .................................................................... 10
SATISFIED WITH CURRENT ANNUAL COMPENSATION ...................................................... 11
Bonuses & Incentives ................................................................................................................. 12
PAYMENT BASED ON BY SALARY OR INCENTIVE ............................................................... 12
ANNUAL DOLLAR AMOUNT OF COMPENSATION FROM BONUSES & INCENTIVES ........ 12
INCENTIVES INDIVIDUAL OR GROUP BASED....................................................................... 12
MEASURES USED TO CALCULATE BONUS OR INCENTIVES ............................................. 13
FREQUENCY RECEIVE BONUSES OR INCENTIVES ............................................................ 13
SIGN-ON BONUSES / AGREEMENTS WHEN TOOK CURRENT JOB ................................... 14
Executive Summary Report Page ii
Hospitalist Employers & Groups ................................................................................................. 15

HOSPITAL SETTING ................................................................................................................. 15
SIZE OF PRIMARY HOSPITAL ................................................................................................. 15
DIRECT EMPLOYER / PRIMARY WORKPLACE ..................................................................... 16
WORK AT TEACHING HOSPITAL ............................................................................................ 16
ACADEMIC HOSPITALIST ........................................................................................................ 16
NUMBER OF HOSPITALISTS & NON-MDS IN HOSPITALIST GROUP .................................. 17
RECEIVE ADEQUATE SUPPORT FROM SPECIALTIES ........................................................ 18
Scheduling and Work Patterns ................................................................................................... 18
FULL-TIME OR PART-TIME ...................................................................................................... 18
PERCENT OF FULL-TIME EQUIVALENT WORKED (AMONG PART-TIME HOSPITALISTS) 18
PRIMARY SHIFT ....................................................................................................................... 19
TYPICAL SHIFT LENGTH ......................................................................................................... 19
TYPE OF SCHEDULE WORKED .............................................................................................. 20
SHIFTS/MONTH & WEEKEND SHIFTS/MONTH HOSPITALISTS WORK ............................... 20
HOURS WORKED PER MONTH (AVG. HOURS PER SHIFT x SHIFTS PER MONTH) ......... 21
NPs PAs TAKE PATIENT ENCOUNTERS ................................................................................ 22
NUMBER OF SUPERVISED NP/PA ENCOUNTERS PER SHIFT ............................................ 22
Patient Management ................................................................................................................... 23
PATIENT ENCOUNTERS PER SHIFT / REASONABLE ENCOUNTERS PER SHIFT
(ALL HOSPITALISTS / DAYTIMERS) ........................................................................................ 23
PATIENT ENCOUNTERS PER SHIFT / REASONABLE ENCOUNTERS (NOCTURNISTS) ... 24
FREQUENCY SEE SAME PATIENT PER DAY ........................................................................ 24
MULTIDISCIPLINARY ROUNDS ............................................................................................... 25
BEDSIDE ROUNDS ................................................................................................................... 25
TIME TO GET DISCHARGE SUMMARY TO PCP .................................................................... 26
ACTIONS TAKEN WHEN DISCHARGING PATIENTS ............................................................. 26
POST-DISCHARGE STRATEGIES PLAN TO USE MORE IN FUTURE .................................. 27
EARLY DISCHARGE TIME ....................................................................................................... 27
OTHER ROLES IN ADDITION TO PATIENT CARE ................................................................. 28
PERCENT OF TIME SPENT ON ROLES BESIDES PATIENT CARE ...................................... 28
WORK IN ICU ............................................................................................................................ 29
AREAS WORKED IN OUTSIDE WARDS .................................................................................. 29
POST ACUTE CARE SETTINGS COVERED BY GROUP ....................................................... 30
COMANAGE PATIENTS ............................................................................................................ 31
SPECIALTIES COMANAGE PATIENTS WITH ......................................................................... 31
Executive Summary Report Page iii
Satisfaction With Career in Hospital Medicine ............................................................................ 32

OVERALL SATISFACTION WITH CAREER AS HOSPITALIST ............................................... 32
CHALLENGING FACTORS THAT AFFECT HOSPITALISTS’ GROUP .................................... 32
SIGNIFICANCE OF BURNOUT FOR SELF, COLLEAGUES, AND SPECIALTY ..................... 33
YEARS WORKED /YEARS PLAN TO CONTINUE ................................................................... 33
Hospitalist Profile ........................................................................................................................ 34
TYPE PATIENTS TREATED - ADULT / PEDS / MED-PED ...................................................... 34
SPECIALTY TRAINED IN .......................................................................................................... 34
AGE ............................................................................................................................................ 34
GENDER .................................................................................................................................... 35
REGION ..................................................................................................................................... 36
STATE ........................................................................................................................................ 36
WORKED FULL YEAR OR PART YEAR................................................................................... 37
PORTION OF YEAR WORKED (AMONG 'DID NOT WORK A FULL YEAR') .......................... 37
Executive Summary Report Page 1
Background and methodology
In May 2018, Today’s Hospitalist, a Roman Press publication, commissioned Accelara Research to conduct an eighth wave of
Compensation & Career Tracking research among its Hospitalist audience to develop a current picture of hospital medicine.
Survey Method: An online survey was hosted by Accelara Research, and fielded between Thursday, June 7 through Monday,
July 2, 2018.
Invitation: Respondents were invited to the survey through e-‐mail invitations to all Today's Hospitalist subscribers and e-‐
newsletter recipients with e-‐mail addresses on file, supplemented by e-‐newsletter, website and social media posts.
Nine in ten survey respondents were recruited through direct emails from Today’s Hospitalist, while one in twenty arrived
from announcements in the weekly Today's Hospitalist e-‐newsletter, and one in thirty from Facebook announcements.
In total, N=636 respondents took the survey, of whom N=597 were both Hospitalists and Physicians. Non-‐physicians and non-‐
hospitalists are excluded from results in this study.
Invitational e-‐mails and announcements included a direct link to the live survey hosted by Accelara Research.
Survey: The full survey included 60 questions.
Incentive: Respondents were invited to enter an optional drawing for a $500 Visa Gift Card grand prize or one of two $150
Visa Gift Card second prizes, provided by Today’s Hospitalist.
Response: In total, 636 responses were received, of which 597 were included in most tabulations. Analyses were conducted
among 656 hospitalist respondents (after screening out 3.0% of non-‐hospitalists and 2.2% of non-‐physicians).
Statistical Confidence Interval: For a sample of N=597 a 95% level of confidence (where 19 of 20 random samples are likely to
show results within this range) is +/-‐ 3.9% for statistics near the 60%/40% distribution range, and +/-‐ 2.4% for statistics at a
90%/10% distribution.
Statistical confidence is a function of sample size.
Findings
Where not otherwise stated, data herein pertains to all surveyed hospitalists. In cases where the mean varies significantly for
full-‐time hospitalists vs. the total population, or hospitalists who treat adults vs. the whole population, then mean data is
presented according to the type of patient treated and/or full-‐ or part-‐time status.
Hospitalist compensation
TOTAL DIRECT COMPENSATION IN 2017

Q. What was your total direct compensation as a hospitalist in 2017, including all bonuses, incentives and other forms of
regular compensation other than benefits?
On average, full-‐time hospitalists who treat adults earned $290,000 in 2017. Half earned between $200,000 and $299,000,
and one in three earned between $300,000 and $399,000.
Base: Total hospitalist physicians N=597 Base: Full-‐time hospitalists who treat adults N=491
<$200k (NET) 13.2% 9.1%

<$50K ($25K) 0.5% .4%
$50-‐$74K ($62K) 0.3% .2%
$75-‐$99K ($99K) 1.2% .8%
$100-‐$124K ($112K) 2.0% 1.9%
$125-‐$149K ($137K) 2.0% 1.9%
$150-‐$174k ($162K) 1.9% .6%
$175-‐$199k ($187K) 5.3% 3.3%
$200k-‐$299k (NET) 48.7% 48.6%

$200-‐$224k ($212K) 9.5% 7.6%
$225-‐$249k ($237K) 10.9% 9.7%
$250-‐$274k ($262K) 13.5% 15.3%
$275-‐$299k ($287K) 14.8% 15.9%
$300k-‐$399k (NET) 29.9% 33.3%

$300-‐$324k ($312K) 16.0% 18.4%
$325-‐$349k ($337K) 7.8% 8.7%
$350-‐$374k ($362K) 3.9% 3.9%
$375-‐$399k ($387K) 2.2% 2.3%
$400k-‐$499k 5.2% 5.6%

$400-‐424k ($412K) 2.4% 2.9%
$425-‐$449k ($437K) 1.4% 1.2%
$450-‐$474k ($462K) 0.5% .6%
$475-‐$499k ($487K) 0.9% .8%
$500 & over ($525K) 2.9% 3.5%
Mean: $280,005 $290,089

STANDARD HOURLY RATE & ADDITIONAL FOR EXTRA SHIFTS

Q. What is your standard hourly rate, and how much over that (if any) are you paid for doing extra shifts?
(Note: amounts > $1000 presumed to be daily rates and divided by typical shift length to derive hourly rates.)
Typical hospitalist hourly rates are between $100 and $149 per hour, with the average being approximately $125 per hour.
Incremental pay for extra shifts nearly doubles the standard pay, for an average of just over $250 per hour.
Standard hourly rate
Base: Answering N=488 N=408
< $100 per hour 12.5% 11.5%
$100 -‐ $124 per hour 33.2% 34.8%
$125 -‐ $149 per hour 34.4% 33.3%
$150 -‐ $174 per hour 14.5% 14.5%
$175 or more per hour 5.3% 5.9%
Mean $124.47 $124.84
Extra amount above standard for extra shifts

< $100 per hour 9.6% 8.5%
$100 -‐ $124 per hour 19.8% 17.7&
$125 -‐ $149 per hour 31.9% 31.4%
$150 -‐ $174 per hour 23.5% 26.2%
$175 or more per hour 15.2% 16.2%
Mean (excluding None) $132.63 $135.08
Mean (including None) $117.43 $119.60
Total for extra shifts

(standard shift rate + extra shift rate)
< $200 per hour 15.2% 13.2%
$200 -‐ $249 per hour 23.2% 24.2%
$250 -‐ $299 per hour 38.4% 29.2%
$300 -‐ $349 per hour 16.7% 15.8%
$350 or more per hour 6.5% 7.7%
Mean $256.22 $258.72
PERCENT OF INCOME FROM EXTRA SHIFTS

Q. What percent of your income comes from extra shifts?
On average, 7.4% of income is derived from extra shifts. One in eight report that 20% of income or more comes from extra
shifts, and another one in five report between 10% and 19% of income from extra shifts. Over one in three derive no income
from extra shifts, and another one in four receive less than 10% of income from extra shifts.
None (0) 36.8% 34.3%

1% -‐ 3% 10.5% 10.1%
4% -‐ 5% 15.7% 16.1%
6% -‐ 9% 1.6% 2.2%
10% 16.1% 17.3%
11% to 19% 5.4% 5.8%
20% to 30% 11.1% 11.8%
Over 30% 2.8% 2.6%
Mean: 7.4% 7.7%
TOP INDICATORS OF COMPENSATION FOR ADULT HOSPITALISTS
Not surprisingly, hours worked and patient load are key indicators of income level. However, other factors such as
geography, employment model and payment model can have an ever greater impact on pay.
COMPENSATION BY PAY STRUCTURE
A key indicator of income is pay structure, with hospitalists who earn a straight salary with no bonus or incentive pay residing
earning two thirds of the average compensation for those paid purely based on productivity.
Base: Full-‐time hospitalists who treat adults N=491
Payment model Mean pay

100% salary $278,142
Combined salary, bonus/incentive and productivity $290,415
100% productivity $377,571
Percent of compensation from bonuses/incentives Mean pay

Less than 10% $287,929
10%-19% $286,845
20%-30% $313,816
Over 30% $350,083
TOP INDICATORS OF COMPENSATION FOR ADULT HOSPITALISTS, continued
PAY BY WORK LOAD
Workload is the main indicator of pay for hospitalists, with those seeing 15 or more patients earning significantly more than
their colleagues seeing 15 or less patients.
Base: Full-‐time and treat adults N=491
Daytime patient encounters Mean pay % of respondents

per shift
9 or less $252,412 9%
10-14 $256,543 24%
15-17 $298,360 33%
18-20 $296,207 27%
21 or more $292,033 7%
Do you work in the ICU? Mean pay % of respondents

Yes, as attending $308,329 50%
Yes, but not attending $279,451 15%
No $269,150 35%
PAY BY WORK SCHEDULE

Nocturnists (one in ten hospitalists) receive almost a $30,000 shift differential. Meanwhile, more than half of all full-time
hospitalists who treat adults work less than 180 hours a month and earn an average of $276,000 per year.
Hours worked per month Mean pay % of respondents

Under 160 $274,500 28%
160-179 $278,425 28%
180-199 $297,560 29%
Over 200 $326,110 15%
Primary shift Mean pay % of respondents

Only nighttime (Nocturnist) $319,520 10%
Daytime with occasional night $293,604 30%
Daytime only $281,709 36%
Rotate blocks day/night shift $270,787 10%
Daytime 9-5 plus beeper $294,745 10%
COMPENSATION BY GEOGRAPHY
The Southwest remains the top income bracket, reporting average compensation of $322,554. The Northeast remains the
lowest pay bracket, with hospitalists who work in the Northeast earning an average of $265,584.
Compensation by region Mean pay

Southwest $322,554
South $299,225
Mountain* $292,000
Midwest $286,176
Pacific $290,298
Northeast $265,584
(*NOTE: Small, potentially unreliable base)
PAY BY EMPLOYER TYPE AND GROUP SIZE
Group size does not appear to have a significant impact on pay. Employment model, on the other hand, does appear to
influence annual pay, especially for hospitalists working at a university or medical school, who are in the lowest income
bracket for hospitalists who treat adults.
Employer model Mean pay

National hospitalist
management company $290,681
Local hospitalist group $286,158
Hospital/hospital corporation $293,000
Multispecialty/primary care group $304,132
University/medical school $258,086
Are you an academic hospitalist? Mean pay

Yes $261,464
No $294,705
No. of FTE hospitalists in group Mean pay

1-4 $282,397
5-9 $287,143
10-15 $286,566
15 or more $293,650
EXPERIENCE DIFFERENTIAL
Years worked As a hospitalist In current job

2 or less $263,043 $275,947
3-4 $263,853 $272,484
5-9 $277,033 $302,333
10 or more $301,620 $286,879
PAY BY DEMOGRAPHICS
The wage gap between male and female hospitalists who treat adults persists with women earning 15% less than their male
counterparts.
Base: Full-‐time adult hospitalists N=491
Age breakdown Mean pay

26-35 $263,613
36-40 $297,210
41-50 $303,605
50-60 $289,649
Over 60 $293,128
The gender gap Mean pay

Male physicians $305,712
Female physicians $261,929
PROGRAM DIRECTOR STATUS

Q. Are you a program director?
One in five hospitalists surveyed are program directors.
Base: Total hospitalist physicians N=597
Yes 21.0%
No 79.0%
PROGRAM DIRECTOR ANNUAL PAY DIFFERENTIAL

Q. Are you a program director? If yes, what is your annual pay differential?
Nearly all program directors receive extra annual pay for their duties. Among that nineteen in twenty that receive extra pay,
on average each receives nearly $42,000 annually.
Base: Program directors

Total hospitalist physicians N=112
Zero -‐ no differential 5.3%
Under $10,000 7.4%

$10,000 to $19,999 11.6%
$20,000 to $29,999 18.9%
$30,000 to $39,999 22.1%
$40,000 to $59,999 17.9%
$60,000 to $400,000 16.8%
Mean (excluding None) $41,878

Mean (including None) $39,674
Pay increases
YEARS SINCE LAST PAY INCREASE

Q. How long has it been since your last pay increase?
While half received pay increases in the last year, another third hasn’t received pay raises in 2 or more years, and one in six
have never had a pay increase.
1 year 48.3%
2 years 16.8%
3 years 10.4%
4 years 3.3%
5 years or more (how many?) 4.8%
Never had a pay increase 16.4%
Mean: 1.91 years
FREQUENCY OF PAY INCREASES

Q. How often are increases given?
Only one in four hospitalist practices gives annual pay raises, while most raises are given less frequently than once a year.
Once a year 28.3%

More often than once a year 2.3%
Less often than once a year 69.4%
HOW SALARY INCREASES ARE DETERMINED

Q. How are increases in your salary determined? How should they be determined? (please select all that apply)
For the largest proportion of respondents, nearly half, salary increases are determined by competitive market analyses, and
three in five agree that that is how they should be determined. One-‐third report that contract negotiations are responsible for
raises, and the similar proportion believe that’s how they should be determined.
Most of the remaining reasons expressed for salary increases are cited by only one in four respondents or fewer, despite the
beliefs expressed by a solid majority that these should be the basis for salary decisions. Key among these are performance
factors including merit-‐based performance evaluation, experience, patient volume, and seniority.
How ARE How SHOULD BE

Determined determined
Base: Total hospitalist physicians N=506 N=484
Periodic market analysis 44.5% 61.4%

Contract negotiations 35.6% 33.9%
Annual increase 29.4% 57.4%
Merit-‐based/performance 24.7% 69.2%
Experience 19.6% 61.0%
Patient volume 17.0% 62.2%
Seniority 15.6% 42.8%
Work load 15.0% 66.9%
Cost of living increase 14.0% 60.5%
I don’t anticipate ever receiving a salary increase 13.6% 5.8%
Other 3.8% 1.4%
SATISFIED WITH CURRENT ANNUAL COMPENSATION

Q. Are you satisfied with your current annual compensation? Please indicate which of these statements describe your
satisfaction with your current annual compensation (select all that apply).
Only two in five hospitalists are satisfied with current compensation levels. The remaining three in five are dissatisfied for a
number of reasons, led by claims of uncompensated new responsibilities that are the concern of one in three. One in four
complain of salary increases falling behind cost of living increases, one in five feel they work too many hours for the pay and
that compensation at their hospitals was not keeping pace with other specialties in their group or hospital, and one in six cite
bonus targets that aren’t attainable. Only one in ten say they don’t expect future pay increases.
Yes: I am satisfied with my current compensation 43.8%
ALL SOURCES OF DISSATISFACTION (COMBINED) 56.2%

No: Responsibilities have been added for which
I am not compensated 32.2%
No: My compensation has not increased with
cost of living 25.5%
No: I work too many hours for too little pay 20.8%
No: My compensation is not at the level of other
comparable specialties in my group/hospital 19.2%
No: Bonus targets are not attainable 17.0%
No: I will not receive a pay increase in the future 10.1%
No: Other issues with compensation 5.6%
Incentives and bonuses
PAYMENT BASED ON BY SALARY OR INCENTIVE

Q. How are you paid?
A three in five majority of hospitalists earn a combination of salary and incentives, while one third are paid solely through
salary. The remaining one in twenty-‐five are paid solely on productivity measures.
Base: Total hospitalist physicians N=597 Full-‐time hospitalists who treat adults N=491
Combo of salary and incentives 61.7% 62.3%
100% salary 34.0% 33.4%
100% productivity 4.3% 4.3%
(including bonuses for quality,
citizenship, productivity, etc.)
ANNUAL DOLLAR AMOUNT OF COMPENSATION FROM BONUSES & INCENTIVES

Q. Approximately how much of your compensation comes from bonuses and incentives?
On average, among full-‐time hospitalists who treat adults and receive salary and incentive pay, roughly $42,000 is derived
from incentive agreements.
Base: Receive salary & incentive pay

Total hospitalist physicians N=303 Full-‐time hospitalists who treat adults N=223
Under $10,000 9.0% 6.3%

$10,000 to $19,999 17.9% 17.9%
$20,000 to $29,999 16.4% 15.2%
$30,000 to $39,999 17.2% 18.8%
$40,000 to $59,999 22.4% 22.9%
$60,000 to $99,999 9.0% 9.9%
$100,000 or more 8.2% 9.0%
Mean: $39,629 $41,955
0% 1.8% 1.3%
Up to 5% 18.4% 18.7%
6 – 11% 29.4% 28.0%
12 – 6% 17.3% 17.8%
17 – 22% 16.9% 16.0%
23 – 30% 8.8% 9.8%
More than 30% 7.4% 8.4%
INCENTIVES INDIVIDUAL OR GROUP BASED

Q. Are your incentives individual or group-‐‑based?
Nearly two-‐thirds of incentive recipients receive them based on a combination of individual and group measures, while one in
four report getting only individual incentives and one in eight receive only group-‐based incentives.
Base: Receive salary & incentive pay

Total hospitalist physicians N=367
Combination of individual &

group-‐based incentives 64.9%
Individual incentives 23.2%
Group-‐based incentives 12.0%
.
MEASURES USED TO CALCULATE BONUS OR INCENTIVES

Q. Which measures are used to calculate your bonus or incentives? (please select all that apply)
Quality measures are the dominant incentive compensation methods, followed closely by productivity and clinical measures.
Two in five are incentivized for their committee work and citizenship.
Base: Receive salary & incentive pay N=367
Quality measures 83.1%

(satisfaction scores, guideline
compliance, documentation, etc.)
Productivity 70.7%
(number of admissions,
shifts worked, RVUs)
Clinical measures 68.5%

(e.g., core measures)
Committee work 41.7%

Citizenship 39.8%
Other 4.4%
FREQUENCY RECEIVE BONUSES OR INCENTIVES

Q. How frequently do you receive compensation from bonuses/incentives?
Quarterly incentive payments account for just under half of incentive recipient bonuses, and annual payments for one-‐third.
Base: Receive salary & incentive pay N=367
Annually 33.3%
Quarterly 45.2%
Monthly 7.7%
Other 13.8%
SIGN-‐‑ON BONUSES / AGREEMENTS WHEN TOOK CURRENT JOB

Q. Were any of the following included when you took your current job?
The majority of hospitalists received medmal tail coverage when taking their current job. Half signed non-‐compete
agreements, just over two in five received sign-‐on bonuses and a third received moving expenses to take their current job.
Only one in ten were given retention bonuses, and fewer still received loan forgiveness.
The typical sign-‐on bonus averaged nearly $21,000, and the typical retention bonus averaged almost $16,000. On average,
moving expense recipients each were granted $8,500. Although fewer than one in twelve received loan forgiveness, for those
that did the average amount received was nearly $68,000.
Medmal tail coverage 56.8%

Noncompete agreement 51.6%
Sign-‐on bonus 44.1%
Moving expenses 34.8%
Retention bonus 11.4%
Loan forgiveness 7.4%
Amount of sign-‐‑on bonus Amount of moving expenses
Base: Received bonus / answering N=243 Base: Received moving $ / answering N=153
Under $5000 0.5% $500 -‐ $4,999 13.1%
$5,000 -‐ $9,999 10.4% $5,000 -‐ $9,999 32.0%
$10,000 -‐ $10,999 25.1% $10,000 39.2%
$11,000 -‐ $20,000 36.0% Over $10,000 15.7%
Over $20,000 28.0%
Mean: $8,538
Mean: $20,957
Amount of retention bonus
Amount of loan forgiveness
(NOTE: Small, potentially unreliable base) Base: Answering N=44
$500 -‐ $999 -‐
Base: Answering N=30
$1,000 -‐ $9,999 31.8%
Under $10,000 -‐ $10,000 -‐ $10,999 47.7%
$10,000 -‐ $29,999 26.7% $11,000 -‐ $20,000 20.5%
$30,000 -‐ $49,999 16.7% Over $20,000 -‐
$50,000 or more 56.7%
Mean: $15,740
Mean: $67,600
Employer and group characteristics
HOSPITAL SETTING
Q. What is your primary hospital's setting?
Four in five hospitalists work in urban or suburban hospitals, while the remaining one in five serve rural areas.
Urban 40.1%
Suburban 40.7%
Rural 18.5%
Other 0.7%
SIZE OF PRIMARY HOSPITAL

Q. How large is your primary hospital?
Half of hospitalists serve in hospitals with fewer than 250 beds, the rest in larger hospitals. On average, hospitals served by
hospitalists have 227 beds each.
Under 100 beds 17.3%

100-‐249 beds 33.7%
250-‐500 beds 32.4%
Over 500 beds 16.6%
Mean: 226.56
DIRECT EMPLOYER / PRIMARY WORKPLACE

Q. Which of these best describes your direct employer or primary workplace?
Half of Today’s Hospitalist’s audience works directly for a hospital or hospital corporation, while one in four works for a
national or local hospitalist group. One in twelve works for university hospitals/medical schools, and one in twelve serves a
multispecialty/primary care group.

A hospital or hospital corporation 50.6%
A national hospitalist management company 14.6%
A local hospitalist group 11.4%
A university/medical school 8.2%
A multispecialty or primary care group 8.2%
Locums hospitalist company 2.4%
Veterans Administration 2.4%
Other 2.2%
WORK AT TEACHING HOSPITAL

Q. Do you work at a teaching hospital?
Nearly half work at teaching hospitals, and just over one in four are part of a teaching service.

Yes, I work as part of a teaching service 27.2%
Yes, but I work only clinically 20.5%
No, I don’t work at teaching hospital 52.3%
ACADEMIC HOSPITALIST
Q. Are you an academic hospitalist?
One in six respondents is an academic hospitalist. Among those who work at teaching hospitals, just over a third are academic
hospitalists.
All hospitalists Work at teaching hospitals
Base: Total hospitalist physicians N=597 N=268
Yes 16.5% 35.4%
No 83.5% 64.6%
NUMBER OF HOSPITALISTS & NON-‐‑MDS IN HOSPITALIST GROUP

Q. How many hospitalists are in your group?
On average, hospitalist groups each employ 20 full-‐time equivalent (FTE) hospitalists.
The typical hospitalist group added 3 FTE hospitalists in the past year and had nearly 2 leave. Hospitalist groups intend to add
another 2 FTE hospitalists in the coming year.
60% of hospitalist groups employ clinical non-‐MDs in the group. These groups employ an average of 6 clinical non-‐MDs.

Mean Mean
(excl. (incl.
None 1 2 3-‐ 4 5-‐9 10-‐15 Over 15 None) None)
Total full-‐time-‐equivalent 1.7% 1.9% 4.5% 9.1% 19.9% 20.6% 42.3% 18.75 18.43
Full-‐time hospitalists 31.0% 9.5% 12.1% 15.3% 16.9% 9.7% 5.5% 6.88 4.75
Part-‐time hospitalists 0.2% 3.3% 3.6% 8.4% 20.5% 16.0% 47.9% 20.37 20.33
FTE hospitalists joined in past year 34.6% 14.6% 14.8% 17.9% 14.3% 2.2% 1.5% 3.93 2.57
FTE hospitalists left group past year 39.6% 18.6% 15.0% 16.2% 8.3% 2.2% 0.2% 2.98 1.80
FTE plan to add in coming year 36.5% 16.8% 19.3% 17.9% 7.1% 1.9% 0.6% 3.10 1.97
FTE clinical non-‐MDs in group 40.7% 6.2% 13.9% 14.6% 15.3% 4.8% 4.5% 5.81 3.44
RECEIVE ADEQUATE SUPPORT FROM SPECIALTIES

Q. Do you have adequate support from the following specialties? (please select all that apply)
Nearly all hospitalists receive adequate support from cardiology, and seven in eight receive adequate support from
nephrology and from pulmonary/critical care. Nearly four in five have adequate support from infectious disease, and nearly
three in four from neurology.

% not Answering 7.9%
% Answering 92.1%
Table base: Answering N=550
Cardiology 95.3%
Nephrology 88.4%
Pulmonary/critical care 87.1%
Infectious Disease 78.9%
Neurology 72.9%
Scheduling and work patterns

FULL-‐‑TIME OR PART-‐‑TIME
Q. Do you consider yourself full-‐‑time or part-‐‑time?
While hospitalist groups may employ many part-‐timers, seven in eight Today’s Hospitalist readers are full-‐time hospitalists and
the remaining one in eight are part-‐timers.

Full-‐time 88.1%
Part-‐time 11.9%
PERCENT OF FULL-‐‑TIME EQUIVALENT WORKED (AMONG PART-‐‑TIME HOSPITALISTS)

Q. Do you consider yourself full time or part time? If Part-‐‑time, what percentage of full-‐‑time equivalent do you work?
The typical part-‐time hospitalist is employed roughly 50% of a full-‐time equivalent.
Base: Part-‐time hospitalists N=71
3% -‐ 20% 10.3%

21% -‐ 40% 17.6%
41% -‐ 60% 35.3%
61% -‐ 80% 29.4%
81% -‐ 100% 7.4%
Mean: 54.1% FTE

PRIMARY SHIFT
Q. What is your primary shift?
Three in four primarily work daytime shifts, while one in ten are nocturnists. The remaining one in ten work rotating blocks of
day and night shifts.
DAYTIME SHIFTS (COMBINED) 74.8%

Only daytime shifts 35.4%
Mostly daytime shifts / occasional night coverage 29.9%
Daytime shifts with beeper call at night 10.2%
Blocks of day shifts rotated with blocks of night shifts 10.6%
Only nighttime shifts / I'm a nocturnist 9.1%
Other 5.5%
TYPICAL SHIFT LENGTH

Q. How long are your typical shifts?
Typical shift length is nearly 12 hours. Half work 12-‐hour shifts, a third work less than 12 hours (most of these work 10-‐hour
shifts), and one in eight works shifts longer than 12 hours.
Less than 12 hours (NET) 34.5 33.0%

Less than 8 hours 0.8% 0.8%
8 hours 5.7% 5.1%
9 hours 4.9% 4.5%
10 hours 19.4% 18.7%
11 hours 3.7% 3.9%
12 hours 54.1% 56.6%
More than 12 hours (NET) 11.5% 10.4%

13 hours 2.7% 2.4%
14 hours 3.4% 3.7%
15 hours 0.7% 0.6%
16 hours 0.5% 0.6%
17 -‐ 23 hours 0.5% 0.4%
24 hours 2.7% 1.6%
More than 24 1.0% 1.0%
Mean: 11.78 hours 11.70 hours

TYPE OF SCHEDULE WORKED

Q. Which of these schedules do you work?
Just over half work block coverage schedules, and the remaining hospitalists work flexible schedules with a mix of different
shifts.
Block coverage (e.g., 7 on / 7 off) 53.2% 56.6%
Flexible scheduling
(e.g., mix of different shifts) 46.8% 43.4%
SHIFTS/MONTH & WEEKEND SHIFTS/MONTH HOSPITALISTS WORK

Q. How many shifts do you work each month? How many weekend shifts do you work per month?
Most hospitalists work 14 to 16 shifts a month, although one in four works fewer shifts and one in six works more.
Nearly all work weekend shifts, with half working 4 weekend shifts a month and one in four working 2 weekend shifts a
month.
Shifts work each month (including weekend shifts)
1 to 13 shifts 23.4% 14.5%

14 to 16 shifts 59.9% 67.1%
17 to 20 shifts 11.8% 13.1%
Over 20 shifts 4.9% 5.3%
Mean: 14.26 shifts 14.97 shifts
Weekend shifts work each month
None -‐ no weekend shifts 4.6% 4.3%

1 – 2 weekend shifts 31.3% 27.6%
3 – 4 weekend shifts 55.8% 59.7%
5 or more weekend shifts 8.3% 8.4%
Mean (excluding None) 3.39 shifts 3.51 shifts

Mean (including None) 3.23 shifts 3.36 shifts
HOURS WORKED PER MONTH (AVG. HOURS PER SHIFT x SHIFTS PER MONTH)
Q. How long are your typical shifts? How many shifts do you work each month?
Half of hospitalists work between 160 and 199 hours per month. One in seven works 200 hours or more, while another third
work fewer than 160 hours. On average hospitalists work 167 hours per month.
Under 120 hours/month 12.1% 5.5%

120 to 139 8.2% 7.6%
140 to 159 14.6% 14.9%
160 to 179 25.5% 27.8%

180 to 199 25.0% 28.8%
200 to 239 7.1% 7.8%

240+ 7.4% 7.6%
Mean: 166.92 174.21

NPs/PAs TAKE PATIENT ENCOUNTERS

Q. Do NPs/PAs in your group take patient encounters? (please select all that apply)
Seven in ten hospitalists report that NPs/PAs in their group take patient encounters. The majority of NP/PA encounters are
supervised, and one in four NPs/PAs bills independently.
Yes, I supervise NP/PA encounters 56.9%

Yes, NPs/PAs bill independently 27.2%
No, we do not use NPs/PAs 30.1%
NUMBER OF SUPERVISED NP/PA ENCOUNTERS PER SHIFT

Q. If you supervise NPs/PAs, how many patient encounters are supervised NP/PA encounters?
On average, supervised NPs/PAs have 6 ¼ patient encounters per shift.
Base: NPs/PAs in group take patient encounters N=299
Zero -‐ none 1.7%

Just 1 7.6%
2 -‐ 3 25.0%
4 -‐ 5 18.1%
6 -‐ 9 22.9%
10 -‐ 19 22.2%
20 or more 2.4%
Mean: 6.27 encounters/shift

Patient management
PATIENT ENCOUNTERS PER SHIFT / REASONABLE ENCOUNTERS PER SHIFT (ALL HOSPITALISTS / DAYTIMERS)
Q. How many patient encounters do you have per shift on average?
How many patient encounters per shift do you think is reasonable?
Among all hospitalists, on average each takes 15.5 patient encounters per shift, while each would prefer one fewer encounter
on average. Two in five have more than 18 encounters per shift, while fewer, only three in ten, prefer to have that many
encounters.
Base: Full-‐time hospitalists who treat adults

Patient encounters Reasonable number
per shift of patient encounters
1 -‐ 9 8.8% 7.7%
10 -‐ 14 23.9% 31.6%
15 -‐ 17 32.9% 41.6%
18 -‐ 20 27.1% 17.0%
21+ 7.3% 1.8%
Mean: 15.61 14.48
Daytime hospitalists experience 16 patient encounters per shift, although they would prefer to have only slightly fewer than
15 encounters per shift.
Base: Daytime hospitalists N=441

1 to 9 4.1% 3.8%
10 to 14 22.8% 29.6%
15 to 17 36.1% 45.8%
18 to 20 29.6% 18.7%
21+ 7.5% 1.8%
Mean: 16.12 14.95

PATIENT ENCOUNTERS PER SHIFT / REASONABLE ENCOUNTERS PER SHIFT (NOCTURNISTS)

Q. How many patient encounters do you have per shift on average?
How many patient encounters per shift do you think is reasonable?
Half of nocturnist hospitalists have fewer than 10 patient encounters a night, and another third have 10 to 14 encounters.
nocturnists tend to think they should have a few more patient encounters a night -‐ only two in five believe that fewer than 10
is reasonable, while fully half believe 10 to 14 is a reasonable number of encounters.
Base: Full-‐time nocturnists who treat adults

N=50
1 to 9 49.0% 42.2%
10 to 14 32.7% 48.9%
15 to 17 6.1% 4.4%
18 to 20 6.1% 2.2%
21+ 6.1% 2.2%
Mean: 11.31 10.36
FREQUENCY SEE SAME PATIENT PER DAY

Q. How many times per day do you see the same patient?
A two-‐thirds majority of hospitalists see patients only once a day, while one in four tends to see patients twice a day. Few see
them more than two times a day.
One time 68.5%

2 times 28.1%
3 times 2.9%
More than 3 times 0.5%
Mean: 1.35
TIME START ROUNDING

Q. What time of day do you start rounding
Half of hospitalist physicians start rounding between 7am and 8am, and another one in four begins between 8am and 9am.
Only one in ten starts earlier than 7am, and the remaining one in ten starts later than 9am.

Before 7 am 10.9%
7-‐7:59 am 51.8%
8-‐8:59 am 26.4%
9-‐9:59 am 5.6%
10-‐10:59 am 1.1%
11 am or after 4.2%
Mean: 7:58 am
MULTIDISCIPLINARY ROUNDS
Q. Does your group have multidisciplinary rounds?
Nearly two-‐thirds have multidisciplinary rounds.
Yes 64.5%
No 35.5%
BEDSIDE ROUNDS
Q. Do you do bedside rounds?
The slight majority do bedside rounds.
Yes 55.3%
No 44.7%
TIME TO GET DISCHARGE SUMMARY TO PCP

Q. How soon do you get a discharge summary to PCPs?
Most hospitalists get discharge summaries to PCPs within 24 hours, and most of the rest deliver them within 48 hours.
Within 24 hours (24 hours) 67.4%

More than 72 hours (84 hours) 4.3%
Mean: 23:12
ACTIONS TAKEN WHEN DISCHARGING PATIENTS

Q. When discharging patients, do you routinely… (please select all that apply)
The overwhelming majority send discharge summaries directly to the PCP. Half schedule follow-‐up visits, while just over two
in five contact the PCP only for specific circumstances. One in five uses teachback.
Send a discharge summary to the PCP 86.4%
Schedule a follow-‐up visit 49.7%

Contact the PCP only for specific circumstances 43.2%
(e.g., cancer, death, anticoagulation)
Use teachback 19.5%

(IHI bundle of reason for admission, importance of post
DC PCP Visit, understanding meds, signs and symptoms)
Contact the PCP 9.2%

Schedule a follow-‐up call 7.4%
Other routine actions 5.2%
See patient in a post-‐discharge clinic 2.9%
POST-‐‑DISCHARGE STRATEGIES PLAN TO USE MORE IN FUTURE

Q. Which of these post-‐‑discharge care strategies do you plan to use more of in the future? (please select all that apply)
Half of hospitalists anticipate using post-‐discharge care strategies more in the future than they use them now. One in five
expects to contact more patients post-‐discharge, and another one in five expects to dedicate more hospital staff to
transitional care. One in eight thinks it’s likely they will set up or staff post-‐discharge clinics, and one in eight plans to treat
patients in a post-‐acute setting like an SNF.
FUTURE POST-‐DISCHARGE STRATEGIES (NET) 46.7%
Contact more patients after discharge 20.5%

Dedicate more hospital staff (NPs, etc.) to transitional care 19.5%
Set up or staff a post-‐discharge clinic 14.3%
Treat patients in a post-‐acute setting such as a SNF 12.2%
No, don't plan to do more of any of these 53.3%
EARLY DISCHARGE TIME

Q. Does your group have an early-‐‑discharge program? If yes, what is considered an early discharge? (please select all
that apply)
Two thirds of hospitalists work in groups with early discharge programs. For most of these, early discharge is considered to be
11am or 12pm.
Yes… an early discharge is considered to be: 9 am 8.4%
Yes… an early discharge is considered to be: Noon 18.3%
Other 2.2%
No early-‐discharge program 34.6%

OTHER ROLES IN ADDITION TO PATIENT CARE

Q. What roles do you have beyond patient care?
While all hospitalists have patient care duties, three in five also have committee work responsibilities, two in five have quality
improvement roles, and a third are engaged in teaching or hospital leadership positions. One in four is engaged in hospitalist
group management, one in six in informatic, and one in eight takes part in recruitment.
Patient care duties 99.8%

Committee work 59.1%
Quality improvement 40.7%
Teaching 33.8%
Hospital Leadership 32.8%
Group management 27.2%
Informatics 16.5%
Recruitment 13.9%
Other 9.5%
PERCENT OF TIME ON OTHER ROLES BESIDES PATIENT CARE
Q. What roles do you have beyond patient care? What percent of time do you spend on each?
On average, hospitalists spend three-‐fourths of their time on patient care. Among the two in three who have hospital
leadership roles, these consume nearly an eighth of their time. Similarly, the one in three with group management roles also
spends nearly an eighth of their time on those roles, and the one in three who are also involved with teaching similarly spends
just under an eight of their time in that role. Other roles like committee work, quality improvement, informatics and
recruitment takes slightly less of hospitalists’ time.

5% 6% -‐ 11% -‐ 21% -‐ 41% -‐ 61% -‐ 81% -‐ 100% Mean Mean
None or less 10% 20% 40% 60% 80% 99% (excl. none) (incl. none)
Patient care duties 0.2% 0.5% 0.6% 2.1% 7.3% 13.3% 24.6% 35.0% 16.5% 76.78 76.66
Hospital leadership 59.9% 19.5% 11.5% 4.3% 2.9% 1.4% 0.5% 11.60 4.65
Group management 64.7% 15.3% 9.9% 5.9% 2.4% 1.4% 0.3% 11.83 4.18
Committee work 37.4% 40.1% 18.1% 3.7% 0.6% 0.2% 6.58 4.12
Teaching 67.4% 15.5% 8.1% 5.1% 3.0% 0.8% 10.85 3.54
Quality improvement 53.8% 31.9% 11.0% 2.4% 0.5% 0.2% 0.2% 6.48 2.99
Informatics 85.5% 9.9% 2.7% 0.6% 1.1% 0.2% 8.00 1.16
Recruitment 80.5% 15.5% 3.0% 1.0% 5.05 .98
Other 90.9% 5.0% 2.2% 1.1% 0.5% 0.2% 0.2% 9.94 .91
WORK IN ICU

Q. Do you work in the ICU?
Two out of three hospitalists who treat adults serve in the ICU, with nearly half serving as an attending physician.
Base: Hospitalists who treat adults N=553
Yes, serve as an attending in the ICU 48.5%
Yes, serve in ICU but not as attending 16.0%
No 35.6%
AREAS WORKED IN OUTSIDE WARDS

Q. Which areas outside of the wards do you work in? (please select all that apply)
Nearly two in five work in areas outside the wards. This work is spread over a variety of different responsibilities.
Preop evaluation 12.2%

Hospice/palliative care services 10.1%
Skilled nursing facilities 7.6%
Primary care 5.6%
Long-‐term acute care 5.6%
Transitional care/post-‐discharge clinic 5.0%
Emergency room (not as a hospitalist) 4.1%
Other 4.8%
None of these 63.0%
POST-‐‑ACUTE CARE SETTINGS COVERED BY GROUP

Q. Which of the following post-‐‑acute care settings does your group cover? Which is it planning to cover in the future?
(please select one in each row)
SNFs are the most widely covered post-‐acute care setting. SNF coverage is currently in place for one in six respondents, with
another one in twenty anticipating future coverage, for a total of one in four respondents once future coverage is
implemented.
Similarly, just over one in ten currently reports long-‐term care setting coverage is available within their group, with one in
thirty more anticipating plans to cover long-‐term care, bringing total future coverage up to one in seven hospitalists.
Post-‐discharge clinics are in place in only just over answering one in twenty hospitalists’ groups, although future prospects are
much stronger. One in ten expects to cover post-‐discharge clinics in the future, or a total future market size of one in six
hospitalists’ groups.

Base: Answering Cover/Plan to (NET) Cover now Plan to cover No plans to cover
SNF N=503 23.9% 17.5% 6.4% 76.1%

Long-‐term care N=491 14.3% 11.2% 3.1% 85.7%
Post-‐discharge clinic N=476 16.0% 6.5% 9.5% 84.0%
Other N=232 8.6% 5.6% 3.0% 91.4%
COMANAGE PATIENTS
Q. Do you comanage patients?
Nearly four in five hospitalists comanage patients.
Yes 77.9%
No 22.1%
SPECIALTIES COMANAGE PATIENTS WITH

Q. With which of these specialties do you comanage patients? (please select all that apply)
Among those that comanage patients, nearly all comanage with orthopedics, while two-‐thirds comanage with general surgery
and cardiology. About half comanage with neurology/neurosurgery, nephrology, pulmonary/critical care and oncology. Only a
third comanage psychiatric patients.
Base: Comanage patients N=465
Orthopedics 87.4%
General surgery 71.7%
Cardiology 64.8%
Neurology/neurosurgery 54.6%
Nephrology 50.2%
Pulmonary/critical care 47.4%
Oncology 47.0%
Psychiatric 35.7%
Other 8.0%
Hospitalist career satisfaction
OVERALL SATISFACTION WITH CAREER AS HOSPITALIST

Q. Overall, how satisfied are you with your career as a hospitalist?
In general, Hospitalists are satisfied with their work. Just over half of respondents report their careers as hospitalists to be
extremely or very satisfying, while another three in ten are somewhat satisfied. The rest are either somewhat unsatisfied,
according to one in ten, or very unsatisfied, per roughly one in thirty.
EXTREMELY / VERY SATISFIED (NET) 54.6%

Extremely satisfied 16.8%
Very satisfied 38.3%
Somewhat satisfied 30.3%
Somewhat unsatisfied 11.1%
Very unsatisfied 3.5%
CHALLENGING FACTORS THAT AFFECT HOSPITALISTS’ GROUP

Q. To what extent do these challenges affect your group? (please select one in each row)
Nearly all prelisted challenges are at least somewhat challenging for the majority of Hospitalist groups, and a few affect the
vast majority of respondents’ groups. These include burnout, bureaucracy/hospital management, EMR/paperwork, and
workload. The aspects of hospitalist group management that are very challenging to at least a third of respondents’ groups
are generally similar, although bureaucracy/hospital management is the major challenge according to just under half of
respondents, followed by burnout and EMR/paperwork, and staffing and retention.
Very + somewhat Very Somewhat Not Not

challenging (NET) challenging challenging challenging applicable
Burnout 86.7% 37.1% 49.7% 11.9% 1.4%

Bureaucracy / hospital management 86.1% 44.6% 41.5% 12.9% 1.0%
EMR / paperwork 81.6% 35.9% 45.7% 17.9% .5%
Workload 79.8% 29.2% 50.6% 19.5% .7%
Staffing and retention 71.9% 34.1% 37.8% 25.5% 2.6%
Unattached and unaware leadership 65.5% 29.0% 36.5% 29.5% 5.0%
Night scheduling 62.6% 21.5% 41.1% 30.3% 7.1%
Group instability 59.2% 19.0% 40.2% 37.8% 2.9%
Physician autonomy 57.2% 19.5% 37.7% 41.0% 1.7%
Expanding role of non-‐physician clinicians 51.0% 14.0% 37.1% 38.5% 10.5%
SIGNIFICANCE OF BURNOUT FOR SELF, COLLEAGUES AND SPECIALTY

Q. How significant is burnout as an issue for you, your colleagues and for the specialty overall?
Burnout is personally significant for three in five hospitalists, and three-‐fourths find it significant for their groups. Most agree
that burnout is significant for the specialty overall.

For For your For the
you colleagues specialty overall
Very significant /
Significant (NET) 60.4% 72.5% 83.7%
Very significant 30.6% 30.3% 35.8%
Significant 29.8% 42.3% 47.9%
Slightly significant 29.6% 25.7% 15.4%
Insignificant 10.0% 1.7% 0.9%
YEARS WORKED /YEARS PLAN TO CONTINUE

Q. How many years have you been a hospitalist? For how many years do you plan to continue as a hospitalist?
Q. How many years have you been at your current job? For how many years do you plan to continue in this particular
job?
On average, hospitalists have been in their jobs for nearly 10 years, and plan to continue as hospitalists for another 11 years.
The typical hospitalist has been in his or her current job for nearly 8 of those 10 years.
Years plan
Years as to continue Years at
Hospitalist as hospitalist current job
Total Base: Answering 545 531 536
< 1 year 10.1% 9.0% 26.1%
1-‐2 years 12.8% 6.8% 11.4%
3-‐4 years 25.7% 27.3% 25.9%
5-‐9 years 28.6% 24.5% 17.5%
10-‐14 years 16.1% 12.1% 6.5%
15-‐19 6.6% 20.3% 12.5%
20+ years 9.68 10.77 7.74
Mean: 9.68 10.77 7.74

Hospitalist profile
TYPE PATIENTS TREATED -‐‑ ADULT / PEDS / MED-‐‑PEDS

Q. What types of patients do you treat?
Over nine in ten hospitalists treat only adults, while the remaining 7.2% serve either pediatric or med-‐ped patients.
Adults 92.6%
Pediatrics 4.9%
MED-‐PEDS 2.5%
SPECIALTY TRAINED IN

Q. What specialty did you train in? (please select all that apply)
Seven in eight hospitalists were trained in internal medicine (nearly all in general internal medicine). The remaining one in
four trained in other medical specialties including family medicine and general pediatrics.
INTERNAL MEDICINE (NET) 83.1%

General internal medicine 76.4%
Pulmonary/critical care 8%
MED-‐PEDS 5.0%
Other Internal medicine subspecialty 5.0%
OTHER MEDICAL SPECIALTIES (NET) 23.6%

Family medicine 14.1%
General pediatrics 4.7%
Pediatric subspecialty 0.5%
OB 0.5%
Other specialty 4.5%
AGE
Q. Your age
The typical Hospitalist respondent in this study is 46 years old.
20-‐25 0.2%
26-‐30 2.2%
31-‐35 15.9%
36-‐40 15.7%
41-‐45 17.7%
46-‐50 14.7%
51-‐55 12.2%
56-‐60 11.1%
61-‐65 6.9%
Over 65 3.4%
Mean: 46.2 Years
GENDER
Q. Are you …
Three in five hospitalists who treat adults are male, while three in five pediatric hospitalists are female.
Male 62.6%
Female 37.4%
Male 63.7%
Female 36.3%
Base: Hospitalists who treat children N=29
Male 35.7%
Female 64.3%
REGION & STATE

Q. What state do you work in?
One in four respondents is located in the South or Midwest, one in five in the Northeast, one in eight in the Pacific or
Southwest, and one in twenty is in Mountain states.
South 27.9%
Midwest 23.1%
Northeast 19.8%
Pacific 12.5%
Southwest 11.3%
Mountain 5.5%
STATE
Q. What state do you work in?
Leading states where respondents work include Texas, New York, California and Pennsylvania.
TX 7.00% GA 2.70% TN 1.80% NE 0.90%

WI 2.50% AZ 1.80% MS 0.90%
NY 5.70%
OR 2.50% OK 1.60% MN 0.90%
CA 5.70%
SC 2.30% AL 1.60% ME 0.90%
PA 5.40%
NJ 2.30% CT 1.40% WV 0.70%
NC 4.80% MA 2.10% ID 1.30% UT 0.70%
IL 4.80% IN 2.10% MT 1.30% NM 0.70%
FL 4.50% AR 2.10% MI 1.30% MD 0.70%
VA 2.00% LA 1.30% KS 0.70%
OH 3.60%
CO 2.00% KY 1.10% SD 0.50%
WA 3.20%
IA 1.10%
MO 3.00%
HI 1.10%
WORKED FULL YEAR OR PART YEAR

Q. Did you work a full year? IF NO: What percent of the year did you work?
Nearly all worked a full year.
Yes 93.8%
No 6.2%
PORTION OF YEAR WORKED (AMONG 'DID NOT WORK A FULL YEAR')
Q. Did you work a full year? If not, what percent of the year did you work?
Among the few who did not work a full year, nearly half worked between 75% and 95% of a full year. Another one in four
worked half a year.
Base: Did not work a full year N=36
< 50% 20.6%

50% 26.5%
51% -‐ 74% 5.9%
75% -‐ 95% 47.1%
Mean: 62.44%

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Prepared By Accelara Research

Prepared For Today’s Hospitalist

Background & Methodology ........................................................................................................................1

Hospitalist Compensation ............................................................................................................. 2

Hospitalist Employers & Groups ................................................................................................. 15

Satisfaction With Career in Hospital Medicine ............................................................................ 32

Background and methodology

Survey: The full survey included 60 questions.

Statistical confidence is a function of sample size.

TOTAL DIRECT COMPENSATION IN 2017

<$200k (NET) 13.2% 9.1%

$200k-­‐$299k (NET) 48.7% 48.6%

$300k-­‐$399k (NET) 29.9% 33.3%

$400k-­‐$499k 5.2% 5.6%

$500 & over ($525K) 2.9% 3.5%

Mean: $280,005 $290,089

STANDARD HOURLY RATE & ADDITIONAL FOR EXTRA SHIFTS

Extra amount above standard for extra shifts

Total for extra shifts

PERCENT OF INCOME FROM EXTRA SHIFTS

None (0) 36.8% 34.3%

Mean: 7.4% 7.7%

TOP INDICATORS OF COMPENSATION FOR ADULT HOSPITALISTS

COMPENSATION BY PAY STRUCTURE

Base: Full-­‐time hospitalists who treat adults N=491

Payment model Mean pay

Percent of compensation from bonuses/incentives Mean pay

TOP INDICATORS OF COMPENSATION FOR ADULT HOSPITALISTS, continued

PAY BY WORK LOAD

Base: Full-­‐time and treat adults N=491

Daytime patient encounters Mean pay % of respondents

Do you work in the ICU? Mean pay % of respondents

PAY BY WORK SCHEDULE

Base: Full-­‐time and treat adults N=528

Hours worked per month Mean pay % of respondents

Primary shift Mean pay % of respondents

TOP INDICATORS OF COMPENSATION FOR ADULT HOSPITALISTS, continued

COMPENSATION BY GEOGRAPHY

Base: Full-­‐time and treat adults N=491

Compensation by region Mean pay

PAY BY EMPLOYER TYPE AND GROUP SIZE

Base: Full-­‐time and treat adults N=491

Employer model Mean pay

Are you an academic hospitalist? Mean pay

No. of FTE hospitalists in group Mean pay

TOP INDICATORS OF COMPENSATION FOR ADULT HOSPITALISTS, continued

Base: Full-­‐time and treat adults N=491

Years worked As a hospitalist In current job

PAY BY DEMOGRAPHICS

Base: Full-­‐time adult hospitalists N=491

Age breakdown Mean pay

The gender gap Mean pay

PROGRAM DIRECTOR STATUS

One in five hospitalists surveyed are program directors.

Base: Total hospitalist physicians N=597

PROGRAM DIRECTOR ANNUAL PAY DIFFERENTIAL

Base: Program directors

Zero -­‐ no differential 5.3%

Under $10,000 7.4%

Mean (excluding None) $41,878

YEARS SINCE LAST PAY INCREASE

Base: Total hospitalist physicians N=597

Mean: 1.91 years

$200k-‐$299k (NET) 48.7% 48.6%

$300k-‐$399k (NET) 29.9% 33.3%

$400k-‐$499k 5.2% 5.6%

Base: Full-‐time hospitalists who treat adults N=491

Base: Full-‐time and treat adults N=491

Base: Full-‐time and treat adults N=528

Base: Full-‐time and treat adults N=491

Base: Full-‐time and treat adults N=491

Base: Full-‐time and treat adults N=491

Base: Full-‐time adult hospitalists N=491

Zero -‐ no differential 5.3%

SIGN-‐‑ON BONUSES / AGREEMENTS WHEN TOOK CURRENT JOB

Amount of sign-‐‑on bonus Amount of moving expenses

NUMBER OF HOSPITALISTS & NON-‐‑MDS IN HOSPITALIST GROUP

PERCENT OF FULL-‐‑TIME EQUIVALENT WORKED (AMONG PART-‐‑TIME HOSPITALISTS)

Base: Part-‐time hospitalists N=71

3% -‐ 20% 10.3%

None -‐ no weekend shifts 4.6% 4.3%