Greythorn Healthcare IT 2013 Market Report
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Greythorn Healthcare IT 2013 Market Report

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As a specialist recruitment agency, we are immersed in 7 niche markets and take pride in our personal interest regarding our clients. Therefore, on an annual basis, we bring you a comprehensive market ...

As a specialist recruitment agency, we are immersed in 7 niche markets and take pride in our personal interest regarding our clients. Therefore, on an annual basis, we bring you a comprehensive market report that discusses salary, benefits, expenses and other important hiring information.

Our expert team provides their insight and outlook on the markets for the coming year, as well as report on some captivating industry statistics to help you better understand your business.

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    Greythorn Healthcare IT 2013 Market Report Greythorn Healthcare IT 2013 Market Report Presentation Transcript

    • HEALTHCAREIT MarketReportNORTH AMERICA 2013HEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • 6. SALARY SUMMARY..............................................................33Introduction............................................................................................................3Methodology..........................................................................................................31. DEMOGRAPHICS......................................................................42. MARKET PERSPECTIVE.......................................................... 74. CAREER OVERVIEW | PART TIME......................................... 203. CAREER OVERVIEW | FULL TIME.........................................115. CAREER MOVES....................................................................277. NEWS & INSIGHT...................................................................35Staff....................................................................................................................... 8Job Security........................................................................................................ 10Economy............................................................................................................. 10Profession........................................12Compensation..................................14Length of tenure...............................15Consulting opportunities...................16Benefits............................................18Bonus...............................................19Profession........................................21Compensation..................................23Length of tenure...............................23Benefits............................................24Contract selection............................25Previous..............................................................................................................28Current................................................................................................................30Future..................................................................................................................32Case studies.......................................................................................................36News...................................................................................................................37About us..............................................................................................................40Acknowledgements & Disclaimer.........................................................................41The Boys and Girls Club......................................................................................41CONTENTSHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • In 2012, Greythorn conducted thefirst Healthcare IT specific surveywith its candidates focused on thedemographics, length of tenure,working week, job security, careermotivations, department changes,and reward and bonus trends of theHealthcare IT market.Professionals from across the UnitedStates responded to the survey;helping us to determine key trendswithin the market for you.This market report is based onthe data received through theonline survey, as well as theexpert opinions of our experiencedrecruitment consultants.Please contact us if you would liketo receive a report tailored to yourbusiness needs.survey.us@greythorn.com+1 425 460 4285+1 312 283 8510MethodologyAt the end of 2012, we surveyed ourdatabase of Healthcare IT professionalsabout their careers as well as the currentjob market conditions. These findingshave enabled us to present you with aclear insight into key trends and driversin the Healthcare IT market.This report provides some of the mostcomprehensive information available.We hope you find the information inthis report useful and welcome anycomments or recommendations.We would also like to extend a big thankyou to everyone who took part in thesurvey; your input is greatly appreciated.Ben Weber, Managing Directorben.weber@greythorn.com+1 425 460 4285IntroductionHEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • DEMO-GRAPHICSHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • DEMOGRAPHICSWhere is your role located?What isyour gender?How old are you?1% 20%15%5%13%8%9%13%20%17%21% 8%20% 30%18-24years oldFemale Male 43-50years oldWest CoastCentralSouthwestEast CoastPacific NorthwestSoutheastMidwestNortheast35-42years old60+years old25-34years old51-60years old53% 47%HEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • 69% of HealthcareIT professionals areworking more than40 hours a week– a factor that surelycontributes to stresslevels expressedin respondent’scommentary.DEMOGRAPHICSHow are you currently employed?How many hours per weekdo you work on average?9%16%36%40%Full time employmentLess than 2046-50 hours21-30 hours51-55 hours31-40 hours56-60 hours41-45 hoursMore than 60 hours1099 / Corp to corp consultantUnemployedW-2 consultantConsultants choose W-2 over full time positions to make moremoney on an hourly basis; but also to provide a service to anorganization, make sure deliverables are met and then moveonto a new project. True Consultants love getting involved in newprojects and to pick up new engagements that are on the rise.Patricia Garcia, Healthcare IT Recruiter4% 1%8%23%26%6%23%9%HEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • MARKETPERSPECTIVEHEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • MARKET PERSPECTIVESTAFFDid your organizationincrease or reduce theoverall headcount last year?44%IncreaseDecreaseDon’t know36%20%What I like the most about Greythornis that they are quietly available to me.I dont get a phone call or email everyweek prodding me for needs. instead,I get an occasional "Hey, how are youdoing? Were here if you need us.”Greythorn also does not poach orapproach any of our team members,which makes it much easier for usto continue a strong relationship.IS Project Manager,Louisiana-based Health SystemHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • MARKET PERSPECTIVEDo you expect your organization to makeany layoffs over the next 12 months?What is the size of the organizationor team you work with?34% 18%4%18% 9%7% 11%6-10teammembers21-30teammembersMore than31 teammembers3-5teammembers16-20teammembersLess than3 teammembers11-15teammembers12%Don’t know12%Yes, there will be significantheadcount loss 18%Dependent on the volatile economy,we review every quarter34%I suspect the headcountwill remain the same 17%We are hiring aggressively nowthat the market has turned7%No, we’ve madeour cuts alreadySTAFF (CONTINUED)HEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • Nearly 80% of HealthcareIT professionals feelsecure or very secure intheir roles, a characteristicthat reflects the nicheand exclusive nature ofthe HIT space. The skillsrequired to work on anEMR implementation arespecific, complex andelite.MARKET PERSPECTIVEJOB SECURITYECONOMYHow secure do you feelin your current role?How are you feeling about the futureof the economy over the next 12 months?4%Extremelypessimistic15%Pessimistic16%Indifferent57%Optimistic8%Extremelyoptimistic8%Very insecure13%Insecure52%Secure27%Very secureHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • CAREEROVERVIEWFull timeemploymentHEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • 55% of Epic hospitalsnationwide are stillworking on the theirimplementations, thereforecontract and full time Epicpositions will remain apriority in 2013, accordingto theHIMSS AnalyticsDatabase.CAREER OVERVIEW | FULL TIMEProfessionWhich specialty bestdescribes your currentposition?Professionally, which EMR systemare you most familiar with?53%Builder / Analyst16%Trainer 14%Project Manager9%Director or Above8%Other7%3%2%7%2%4%12%1%57%5%EpicAllScriptsICD-10NextGenMeditech SiemensMcKessonOtherCernerGE CentricityHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • CAREER OVERVIEW | FULL TIMEWhich module do you typically work in?18% 2% 1%Ambulatory Bridges Pathnet6% 2% 7%ClinDoc Clarity PowerChart1% 1% 5%Beacon MyChart Resolute HB5% 5% 1%ADT CPOE RadNet1% 2% 6%Beaker OpTime Willow15% 3% 1%Inpatient Cadence PharmNet5% 7% 5%ASAP Integration & Reporting Resolute PBProfession (CONTINUED)HEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • Nearly 10% moreHealthcare ITprofessionals areearning in the$90,000 - $129,999range with 36%reporting this range in2013 against only 28%in 2012.While consultants get paid more on the front end, full timeemployees have the peace of mind of job security, benefits andhopefully a road map for growth within the health system / hospital.It is true that consultants can make almost twice as much as theFTE sitting next to them on the project, but those consultants arerequired to travel weekly, be away from home and are tasked withfinding a assignment after his / hers is complete.Chris Kendrick, Western Regional Healthcare IT ManagerCAREER OVERVIEW | FULL TIMECOMPENSATIONWhat level is your current basic salary?Would you expect a salary increase overthe next 12 months in your current role?20%YESNO3% 14% 10% 20% 11% 14%3%4%6%4%11%60%Up to 5%1%Between11%and 20%17%Between6% and10%2%Morethan20%$30,000- $49,999$50,000- $69,999$70,000- $79,999$80,000- $89,999$90,000- $99,999$100,000- $119,999$120,000- $129,999$130,000- $139,999$140,000- $149,999$150,000- $159,999More than$160,000HEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • CAREER OVERVIEW | FULL TIMELENGTH OF TENUREHow long have you been in your current role?EMR implementations take 2-3 yearsto complete, which encompasses thebuilding, testing and training of theproduct to all end-users. What will ahospital do with someone who buildsa software program after it is installed?A long term future for the hundredsof people needed to implement thesoftware is not in the cards.Lisa Kahle, Healthcare IT AccountExecutive18%14%21%8%6%0 - 6 monthsMore than 10 years1 - 3 years3 - 5 years6 - 10 years6 - 12 months33%HEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • CAREER OVERVIEW | FULL TIMECONSULTING OPPORTUNITIESWhich type of consultingwould you be interested in?As a consultant, you are able toimpact a lot of passion and changein the healthcare environment.Patricia Garcia,Healthcare IT RecruiterWould you consider consultingin the next 12 months?Full time salaryfor a consulting firmHourly independentconsultantIndifferent87%13%31%20%49%The battle over consultants and fulltime employees will probably havean effect on hiring practices downthe road in an implementation. OnceFTEs get an idea of the amount ofmoney consultants make, a numberof them will leave to work on acontract basis. The loss of FTEscan have a dramatic impact on theimplementation and budget, as theonly choice for leadership after losingkey stakeholders is to replace themwith costly, temporary consultants.Chris Kendrick, Western RegionalHealthcare IT ManagerHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • CAREER OVERVIEW | FULL TIMEHourlyindependantconsultantWhat would you expect to be your base salary / hourly rate?$70,000- $79,000$61 - $65 $66 - $70 $71 - $75 $76 - $80$96 - $100$101 - $105$106 - $110$111 - $115$116 - $120More than $120$80,000- $89,999$90,000- $99,999$100,000 - $109,999$110,000- $119,999$120,000 - $129,999$130,000- $139,000$140,000- $149,999$150,000- $159,999More than$160,0004%6% 6% 6% 6%18%6%18%12%6%18%6% 7%16%12%21%7%9%5%13%FulltimesalaryforaconsultingfirmCONSULTING OPPORTUNITIES (CONTINUED)HEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • CAREER OVERVIEW | FULL TIMEBENEFITSTelecommute / Remote workWhich benefits are includedin your current package?None of the aboveRelocation bonus / reimbursementSign on bonus401KContinuing educationGym membership / fitness / wellnessFlexible benefits (choosing from a range of options)Medical / Vision / Dental / Life insuranceShare incentive / stock options25 days PTO / holiday or moreBonusCar / transportation allowance88%87%17%81%47%51%11%18%63%48%10%27%4%Rating average( on a scale of 1 to 5,where 5 is the highest)3.433.153.132.512.72.63.041.842.342.652.552.28Generally, any objections to benefitspackages can be eliminated with ahigher pay rate. The biggest reasonthat organizations lose out on toptalent is not acting fast enough. Itis imperative that decision makersmove quickly to snatch high qualitycandidates off of the market. Otherperks such as offering remote work,a fun and casual working environment,and organization make lastingimpressions on potential new staffmembers.Caleb Potter,Healthcare IT RecruiterHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • CAREER OVERVIEW | FULL TIMEBONUSWhat is your bonus calculated on?As a percentage of your base salary, whatlevel was your last annual bonus?Bonuses are uncommon in the Healthcare IT industry, however, some hospitalshave effectively used them as incentives for full time employees. We have seenat least one customer base their bonuses on the successful attainment ofcertain project milestones and deliverables. This has incentivized direct hospitalemployees to put in the extra effort so that the whole team is rewarded.Craig Manchio, Lead Healthcare IT RecruiterWhen is your bonus paid?41%3%8%42%AnnuallyQuarterlyNotapplicableOtherSemi-annually6%13%Company performance31%19%8%3%1%38%13%Personal performance32%Both company andpersonal performance42%I do not receive a bonus0-5%6-10%11-15%16-20%21-30%No bonusHEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • CAREEROVERVIEWPart timeemploymentHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • CAREER OVERVIEW | CONTRACT EMPLOYMENTProfessionWhich specialty bestdescribes your currentposition?Professionally, which EMR systemare you most familiar with?37%Builder / Analyst39%Trainer 11%Project Manager3%Director or above3%Go-Live Support7%Other3%2%2%1%2%1%11%2%72%4%EpicAllScriptsICD-10NextGenMeditech SiemensMcKessonOtherCernerGE CentricityEpic is the choice for so many hospitalsfor many reasons. For one, it’s easy touse and highly interoperable. Whetheryou (the patient) need to access yourown medical record through MyChart,or you’re a physician/nurse navigatingthrough the system to document andplace orders for your patient, Epic’ssimplicity allows for a streamlinedexperience for both parties. Additionally,the training, guidance and support Epicgives its customers are second to noneand all but guarantees a successfulimplementation.Chris Kendrick, Western RegionalHealthcare IT ManagerHEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • CAREER OVERVIEW | CONTRACT EMPLOYMENTWhich module do you typically work in?20%20%3%2%3%1%Ambulatory BridgesBeaker Pathnet1% 4% 5%Orders ClarityPowerChart4% 1% 2%ADT Integration & ReportingMyChartResolute HBRevenue Cycle6% 2% 2%CareMobile CPOERadNet1% 6% 1%1%1%ASAPBeacon OpTimeStorkWillow6% 1% 2%Inpatient Cadence PharmNet2% 2% 1%ClinDoc FirstNetResolute PBProfession (CONTINUED)HEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • Less than $20 $20 - $30 $31 - $40 $41 - $50 $51 - $60 $61 - $70$81 - $90$71 - $80 $91 - $100 $101 - $110 $111 - $120 More than $120CAREER OVERVIEW | CONTRACT EMPLOYMENTCOMPENSATIONWhat level is your current hourly rate?1% 5% 1% 6% 9%8%21%3%9%15%9%13%LENGTH OF TENUREHow long have you been in your current role?7%17%17%25%22%0 - 3 monthsOver 2 years6 - 9 months9 - 12 months1 - 2 years3 - 6 months12%HEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • BENEFITSTelecommute /Remote workWhich of these benefits are includedin your current package?Do you receive benefitsas part of your package?401KContinuingeducationFlexible benefits(choosing from arange of options)Medical / Vision /Dental / Life insuranceShare incentive /stock options25 days PTO /holiday or moreBonus85%59%33%41%24%20%35%CAREER OVERVIEW | CONTRACT EMPLOYMENTOne perk that is not common and can truly influence a consultant’s decisionis telecommuting. Typically, consultants are only open to contracts out oftheir geographic region if there is some portion of the work that can be doneremotely. In this instance, consultants are willing to taking a position thatpays slightly less. Working from home is a perk that most people placea high value on and one that money cannot buy.Craig Manchio, Lead Healthcare IT Recruiter9%38%62%HEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • CONTRACT SELECTIONCAREER OVERVIEW | CONTRACT EMPLOYMENTWe have appreciated how closely Greythorn has monitored the consulting engagementon an ongoing basis so that the expectations of both parties are being met continuously.Our experience with Greythorn has been very positive and has resulted in successfulaccomplishment of our project goals.Assistant Vice President, Florida Health SystemType of work Not important Highly important1 2 3 4 5 6 7 8Reputabilityof consultingcompanyLengthof contractPayLocationExpense coverage/ reimbursementmodelAbility to workfrom homeBenefitsRating average5.224.894.484.414.374.354.184.02On a scale of 1 (not important) to 8 (highly important),please rate the impact of the following factors whenevaluating a potential contract.HEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • CONTRACT SELECTION (CONTINUED)CAREER OVERVIEW | CONTRACT EMPLOYMENTTo reduce the stress associatedwith waiting for reimbursement, ashort reimbursement cycle definitelycontributes to a consultant’s positiveexperience.Erin Herda, Principal Healthcare ITRecruiter17%Indifferent26%Have them booked andpaid for by my employerup front24%Book themout of pocketand submit forreimbursement33%Book them myself ona corporate credit cardHow do you preferto handle travel andlodging expenses?HEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • CAREERmovesHEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • PREVIOUSCAREER MOVESLess than$30,000Less than $20$20 - $30$31 - $40$41 - $50$51 - $60$61 - $70$71 - $80$81 - $90$91 - $100$101 - $110$111 - $120Morethan $120$30,000- $49,999$50,000- $69,999$70,000- $79,999$80,000-  $89,999$90,000- $99,999$100,000- $109,000$110,000- $119,999$120,000- $129,999$130,000- $139,999$140,000- $149,999$150,000- $159,999More than$160,000Mypreviouspositionwashourly.Mypreviouspositionwassalary.3%1%13%3%6%14%16%12%13%8%7%2%5%5%17%8%10%19%12%7%3%5%3%3%5%51%49%What level was your previous basic compensation?HEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • PREVIOUS (CONTINUED)CAREER MOVESWhy did you leave your previous role?End of contract /assignmentCareerdevelopment /advancementHigher salaryLaid offOther(retirement,closing...)RelocationBetterwork / lifebalanceFor an improvedrelationship with mymanager/colleaguesBettercommute /proximityImprovedbenefitspackageImprovedemployerbrandBettertrainingJobsecurityNewchallenge /moreinterestingwork44%15%10%6%5%4%3%2%2%1%1%1%1%5%The top 3 factors inleaving a role (asidefrom end of contract)are career development(15%), higher salary(10%) and layoffs (6%)in contrast to Careerdevelopment (26%),relocation (19%) andnew challenge (28%)in 2012.HEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • CURRENTCAREER MOVESHow would you assess your levelof satisfaction with your current role?Would you recommendyour current employer toa friend or colleague?79%21%Culture SalaryJob description /responsibilitiesBenefitsBonusOther41% 23% 11%8%7%10%Reasons for dissatisfaction23%Highly satisfied52%Satisfied19%Dissatisfied6%Highly dissatisfiedHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • AwaitingbonuspaymentMain reasonSecond reasonTertiary reasonCURRENT (CONTINUED)CAREER MOVESWho or what inspires you in your current role?In 2012, security, careerprogression and challengewere the top 3 motivatorsin Healthcare IT roles.These motivators haveremained, with the top 3 toinclude satisfaction of a jobwell done (66%), challenge(31%) and security (26%)going into 2013.LongevityColleagues /BossEnjoymentCareerprogressionSecurityChallengeSatisfaction ofa job well done10 20 30 40 50 60%0HEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • FUTURECAREER MOVESHow likely are you tochange organizations inthe next 12 months?What are your key prioritieswhen considering a new job?Recruiting for full time or consulting positions will always be easier when themoney is competitive with the rest of the industry. By far, the second mostimportant benefit an organization can offer is telecommuting. Even 25% remotework can make or break a candidate’s decision. The rest of the benefitspackage, healthcare, 401k, PTO, etc all have substantial impact for full timeemployees. The type of work tends to be very similar from one job to thenext since we are focusing on a specific EMR and corporate culture. Growthpotentials are frequently promised, but can never be guaranteed, so thosefactors alone can only have so much impact on a candidate.Craig Manchio, Lead Healthcare IT RecruiterHigher salaryJob SecurityCareerdevelopment/advancement Moreresponsibility/accountabilityRelocationBettercommute/proximityFor an improvedrelationshipwith my manageror colleaguesBettertrainingImprovedemployerbrand Better work/life balanceImprovedbenefitspackage New challenge/more interestingwork Main reason Second reason Tertiary reason4040%%303020201010008%Very unlikely36%Very likely18%Unlikely38%LikelyHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • SalarySummaryHEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • Senior Level pricing is reflected for all roles listed above.Salary By roleSALARY SUMMARYWe have worked with Greythorn Healthcare IT for some time now and haveused them for both consultants and direct hire contingency staffing. They havepartnered with us to fully understand the needs of our facility, both technicallyand culturally. The team at Greythorn works closely with our HR team and hasproven to be a valuable resource when hiring for our Epic implementation.Talent Acquisition Manager, Major East Coast Health SystemJob title Contract hourly Full timeMin Max Min MaxCredentialed Trainer $89 $99 $70,000 $90,000Principal Trainer $135 $150 $75,000 $105,000Ambulatory Builder $140 $155 $85,000 $110,000Resolute PB OR HB Builder $145 $160 $85,000 $110,000Cadence / Prelude / ADT Builder $143 $155 $85,000 $110,000MyChart Builder $143 $155 $85,000 $110,000Clarity Report Writer $150 $160 $85,000 $110,000Inpatient Orders / Optime / ASAP $143 $155 $85,000 $110,000Stork Builder or Radiant Builder $150 $162 $85,000 $110,000Willow / Beacon Non Pharmacist $155 $165 $90,000 $115,000Epic Project Manager $155 $170 $95,000 $140,000Willow / Beacon Pharmacist $175 $195 $115,000 $150,000HEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • NEWS &INSIGHTHEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • Greythorn proposed a threefoldrecruitment plan in order to delivera successful implementation.Onsite• Provide onsite staff to build andmanage external ad campaigns• Deliver vendor management• Prequalification of applicants• Targeted candidate sourcingAgency Resources• Internal database of over 10,000certified, credentialed consultants• Training in cutting edge recruitmentsolutions• External database subscriptions• Online networking toolsAdvisor• Provide on and off site resourcesto assist in planning• Transitioning staff• Additional screening processto manage the volume of qualityapplicants• 124 candidates went throughthe interview process• An outstanding 89% acceptancerate was achieved 3 months aheadof schedule.In the fall of 2011, Overlake MedicalCenter chose to transition theirEMR vendor from Meditech to Epic.As part of this transition, Overlakerecognized they had a lack ofinternal expertise to build a clearlydefined staff augmentation plan andcalled upon Greythorn to assist.A conversion of this size requiredOverlake to partner with a recruitmentspecialist that truly understands howto find and qualify Epic talent.Overlake Medical Center utilizedEpic’s Flight Plan Install Process andpredicted a 24-month implementationperiod. The first phase of Greythorn’sinvolvement was conducting athorough analysis of the existing teamand to provide a gap analysis on anyskills needed in order to successfullycomplete the project. Greythornthen placed a Senior HealthcareIT Recruiter as on site resource toassist Overlake in the delivery of theirproject goals.• 76 excellent Epic consultantsand full time employees hired• 95% of candidates offeredacceptedGreythorn greatly reduced thetime and cost of Overlake’s Epicimplementation – two of the healthsystem’s primary objectives.Greythorn worked closely withboth myself and the Epic ProjectDirector to accomplish our staffinggoal in a record period of time.Greythorn was instrumental insourcing, screening and securingexternal talent that was imperativefor the success of the Epic projectat Overlake.The commitment byGreythorn to Overlake and our Epicimplementation will pay off for us foryears to come.Human Resources Director |Overlake Hospital Medical CenterNEWS & INSIGHTCASE STUDY: EPIC IMPLEMENTATIONOverview ofproject needsSolution OutcomeHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • As an Epic consultant,candidates will receive morecalls from recruiters in aweek than from friends andfamily combined. They arehighly sought after in one ofthe hottest job markets inthe country. With this type ofdemand for their skills, howcan you convince the mostskilled EMR talent out there tocome to your health system?Simple – offer the bestcontract on the market.The bottom line is that if you are notoptimizing your offer, you are sellingyourself far short of getting the mostout of each of your contractors. Withso many jobs available, following the3 easy steps below will ensure thatyou are getting the pick of the litter.1. Start looking early,but not too earlyTry to start your with at 3-4 weeks timeprior to the contract start date. Whileyou want to allow adequate time tofind the right contractor, having a startdate that is more than a month out willeliminate you from consideration forabout 50% of available professionalsright off the bat.More often than not, consultingneeds arise urgently. The flexible andavailable candidate will be typicallybe preferable over the slightly morequalified candidate who needsmore than 4 weeks to be on site.Additionally, you will be able to extendmore offers in a shorter period of time,which will allow you to compare themtogether instead of being inclinedto extend one because it was the firstavailable candidate.2. Develop strongrelationships with goodrecruitersAs a recruitment agency, weunderstand the reputation recruitershave - being aggressive and sellingpeople on roles are the two biggestcomplaints. The easiest way to combatthis is to develop strong relationshipswith a handful of good recruiters.Good recruiters are a huge asset inany job search. We have direct linesof communication with the candidateand managers, understand our clientsbudget and needs, and can tell youwhere a candidate will be flexible andwhere they won’t when it comes timeto negotiate. Additionally, we have avested interest in going to bat for youif issues ever arise on the project.Help us help you. Keep us informedon interviews you have, extensions thatmay be coming, your decision-makingcriteria, etc. The more information wehave, the better we can help get youexactly what you want. Even if youtake another candidate, let us know.It will cut down on the number of callsyou receive when you are not lookingand more importantly, you will befirst on our mind when relevant andavailable candidates come to us.3. Prioritize your list ofwants before you startinterviewingTake the time to really consider thethings that are most important to youwhen hiring someone on a project, aswell as the benefits and compensationthat make you competitive, but arestill within budget. Understand thattraveling candidates sacrifice a lotof their time to be on site with you,so offer flexible options such astelecommuting or floating holidays.The point is, decide where you arewilling to compromise before youstart interviewing so when candidatescome in, you already know what youwill offer. It will reduce the salesmantalk from recruiters and allow them topresent only facts to you since yourdecision criteria has already been laidout. This will reduce your stress greatlyand ensure that you both are gettingexactly what you want.NEWS & INSIGHTNews : offering the best EPIC CONTRACTSHEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • ICD-10 is somethinghospitals can choose toembrace or ignore, butif they embrace it, thereare a lot of synergies theycan accomplish with otherinitiatives.Be strategic about the process.The more robust your strategy, themore likely you are to succeed in thisimplementation.Greythorn can contribute greatlyto finding qualified people for thenecessary positions. There aresome large hospitals that will notneed project managers, but willneed trainers and coders. Somehospitals will need everything and weare prepared to provide a pipelineof candidates who will successfullycontribute to the implementationprocess on a full time and contractbasis.In 2013, contract agreements arelikely to be around 12 monthsbecause hospitals will want to retaintheir resources as close to the timeof conversion as possible in order tofacilitate a smooth transition period.Overview of positionsin demandProject Managers – Many facilitiesare taking their time to evaluate thecurrent state and determine theirneeds. Once they decide to moveforward in full-force, having skilledProject Managers aware of the impactand multiple systems will benefit theimplementation greatly. There arecurrently a high number of PM rolesopen nationwide.Coding/Quality Managers –Coding is tied to quality outcomes,which directly impacts the ease ofimplementation. Health systems areconcerned about revenue implicationsafter implementation, as the initialloss of revenue is likely followingthe implementation. Senior levelprofessionals in this field are in highdemand.Trainers – Due to a decrease inproductivity from individual coders atthe initial implementation of ICD-10,trainers will be critical in assistingexisting professionals up to speed withthe new system in order to return tobusiness as usual.NEWS & INSIGHTNews : Greythorn to provide effective,timely solutions to ICD-10 conversionHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • Advice to hospitalsthat pulled out ofimplementation stageswhen the deadlinechangedGet started today – although thedeadline may have changed,the implementation is inevitable.The sooner organizations beginto adopt these codes, the betterchance at a smooth and successfulimplementation they have.The people who have true focuson this are already implementingthis program. There are qualifiedcandidates out there today ready tobe hired and integrated into the healthsystems - especially coding andbilling professionals who are familiarwith general procedures. Resistingimplementation is going to negativelyaffect talent management. How areorganizations going to retain their toptalent otherwise?What is the biggestchallenge for hospitalsin this implementation?The first challenge is that they have tocomplete an overall assessment onthe entire organization about whereall of the ICD-9 codes are today.Healthcare organizations will have tothink about the changes and assess allof the systems that use the 9 codes tomake sure they can host new codes.If this assessment is not completed,the conversion will be an absolutenightmare. Similar to any project, thereis a tremendous amount of work andeffort in the beginning and the end.Hospitals will have to train their staff touse this new system. How can we dothis effectively for 500,000 physicians?Will this be standardized or left tohospitals on their own? These are afew things left to be determined.What does this meanfor patients?If the conversion is not done correctly,patients will see a lot of bills that theyshould not see. For example, if thewrong code is applied, the bill willget sent to the patient. Alternatively,when patients need medical records,hopefully they will have better historicalrecords and be able to track andmanage their medical history.No doubt, the way diseases aremanaged will change, not necessarilythe available care for them. Insurancecompanies will pay out on positiveoutcomes.NEWS & INSIGHTNews (CONTINUED)HEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
    • Greythorn is a market leading andaward winning technology recruitmentspecialist. Founded in 1976, it hasestablished an excellent reputationfor the authoritative and personableservice it provides to both its clientsand candidates.Since our inception, we havegrown globally to provide expertisein Asia, Australia, Ireland, NorthAmerica, South America and theUK. With demand in the technologysector continually increasing, ourcommitment to providing an expertand ethical service remains strong,ensuring we remain your ‘consultancyof choice’.Greythorn is part of the global multi-brand recruitment family, FiveTenGroup, one of the world’s fastest-growing specialist recruitmentconsultancies.About usWillis Tower233 S Wacker DriveFloor 84Chicago, IL 60606+1 312 853 6100chicago@greythorn.comwww.greythorn.com40 Lake Bellevue DriveSuite 200Bellevue, WA 98005+1 425 635 0300seattle@greythorn.comwww.greythorn.comSub Groups:• Business Intelligence and Database Practice• Big Data & Cloud Computing• Epic and EMR / EHR Professionals• Information Security• Mobile Application Development• Web Application Development• Project Manager and Business Analysts PracticeGreythorn North America@GreythornNASeattleCHICAGOHEALTHCAREITMarketReportNORTHAMERICA|2013DemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insightgreythorn.com
    • This research was carried out by means of an electronic questionnaire andsupplemented with data and market information that Greythorn has access to.The results are provided as generic market information only.Greythorn does not make any warranties regarding the use, validity, accuracy orreliability of the results and information obtained. Greythorn will not be liable forany damages of any kind arising out of or relating to the use of this information.We would like to thank all those who completed our survey – without yourcontribution, this market report would not be possible. If you did not completeour survey this time, please do so next year to ensure we can continue todevelop the depth and quality of this report and continue to provide you with afair and balanced picture.This market report is intended to give you a very general overview on thechanging nature and complexity of the IT employment market; for a more tailoredand confidential discussion on how this will affect your business or indeed yourown career, please get in touch with us.AcknowledgementsDISCLAIMERFor every response to our survey, we donated $1 to the Boys and Girls Clubs.Boys & Girls Clubs are a safe place to learn and grow – all while having fun. It isthe place where great futures are started each and every day.In every community, boys and girls are left to find their own recreation andcompanionship in the streets. An increasing number of children are at home withno adult care or supervision. Young people need to know that someone caresabout them. Boys & Girls Clubs offer that and more. Club programs and servicespromote and enhance the development of boys and girls by instilling a sense ofcompetence, usefulness, belonging and influence.Boys & Girls Clubs are a safe place to learn and grow – all while having fun. It isthe place where great futures are started each and every day.OF BELLEVUETHE BOYS AND GIRLS CLUBSHEALTHCAREITMarketReportNORTHAMERICA|2013greythorn.comDemographicsMarketPerspectiveCareer OverviewFull TimeCareer OverviewPart TimeCareer MovesSalary SummaryNews & Insight
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