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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MGMA: Hospitalists see pay bump in 2010

The present survey shows that net collections continue to be the most common metric used by physician groups The SVS could then come up with strategies to address pertinent issues.

It is the opinion of the authors that this decline is due to perceptions informed by inaccurate, inconsistent data from several different sources with disparate results. Health Aff Millwood ; Accessed 6 January Patient encounters are easy to measure but may encourage physicians to see patients requiring short visits to boost their count and do not reflect actual collections. 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.

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 downward pressure on any pay increases and possible bonuses.

The resource based relative value scale, Medicare Physician fee schedule, and other payment mechanisms. The survey was hosted on a secure website and asked a series of quantitative questions.


Work Effort, Productivity, and Compensation Trends in Members of the Society for Vascular Surgery

However, the results of these surveys are not always readily available. Compenaation groups with business managers and health systems with practice administrators have easy access to national benchmarks for work effort, productivity, and compensation by geographic region, specialty, academic rank, and type of practice.

Students, residents, members-in-training, honorary, and emeritus members were excluded. Finally, what formula will be used for determining compensation? Compensarion 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. In addition, the physician is penalized for patient noncompliance.

Access 7 January This finding is supported by the fact that net collections, for which RVU tracking is cojpensation needed were the most common measure of productivity rather than RVUs.

Net collections do reflect actual collections but are heavily influenced by payer mix and may discourage physicians from providing service to uninsured or poorly insured patients. Because of the voluminous data, information related to practice trends, compenstion as type and size of practice, work status, practice ownership, employment status, and anticipated changes in practice are described in a separate communication.

Support Center Support Center.

Conquering your practice’s billing and reimbursement. The data and analysis presented in this article are related to work effort, productivity, compensation formulas, and how members measure and use this information.

The FT-employed physicians tracked their RVUs more often than physician-owned groups likely because their employment contract with the employer hospital probably specified a tie in mga compensation and total RVU or WRVUs.


As members of the IDSA Clinical Affairs Committee, the authors chose to focus the analysis on just those respondents who indicated their primary responsibility as Patient Care. Benchmarks and Their Flaws First, the practice must identify a benchmark that mirrors the type of practice being analyzed. National Center for Biotechnology InformationU.

Be careful what you reward in production-based physician compensation plans. First, the practice must identify a benchmark that mirrors the type of practice being analyzed. Furthermore, overall compensation for ID specialists will be affected by the evolution towards more physiciaan reimbursement, where bundled payments are becoming more compensaiton and where providers struggle to report on meaningful quality measures on which payment is based.

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. Limitation of the Study 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.

Physician compensation is a topic of great interest and considerable sensitivity. Acad Med ; Infectious diseases ID specialists typically provide a wide array of services, ranging from patient care to administrative leadership.