Originally presented by Jackson Physician Search's CEO, Tony Stajduhar, this presentation is a look into compensation trends, quality of practice, quality of life, practice location, and how they contribute to culture and fit.

2. FINDING THE RIGHT FIT
Comp
Quality of
Life
Quality of
Practice
Location

3. MGMA Data – Most used benchmarks
©2018 MGMA. All rights reserved. - 3 -
• Compensation: Total compensation as reported on the W2.
– Excludes fringe benefits
• Work RVUs: Reflects the relative time and intensity associated with furnishing a
Medicare PFS (Physician Fee Schedule) service
• Compensation to Work RVU Ratio: Total compensation divided by the Work RVUs
– This reflects only the sample of individuals that had both compensation and wRVUs
submitted.
– This is an important aspect of the Provider Compensation.
– So many organizations pay based on productivity.
– This measurement reflects what those providers are paid per wRVU.
Comp

4. Key Trends in the 2018 MGMA Provider
Compensation Data
Primary care physicians’ compensation rose by more than 10% over the past five years
Evidence of the worsening primary care physician shortage in the American healthcare system.
©2018 MGMA. All rights reserved.
$220,000
$225,000
$230,000
$235,000
$240,000
$245,000
$250,000
$255,000
$260,000
2013 2014 2015 2016 2017
TOTALCOMPENSATION
DATA YEAR
ALL PRIMARY CARE COMPENSATION TREND
All Primary Care:
Comp

5. Key Trends in the 2018 MGMA Provider
Compensation Data
$257,726
$461,507
$369,863
$110,612
4,738
7,220
5,423
2,355
-
1,000
2,000
3,000
4,000
5,000
6,000
7,000
8,000
$-
$50,000
$100,000
$150,000
$200,000
$250,000
$300,000
$350,000
$400,000
$450,000
$500,000
Primary Care Physicians Surgical Specialist
Physicians
Nonsurgical Specialist
Physicians
Nonphysician Providers
WorkRVUs
TotalCompensation
Provider Specialty
MEDIAN COMPENSATION AND PRODUCTIVITY
Compensation Work RVUs
Comp
©2018 MGMA. All rights reserved.

6. Key Trends in the 2018 MGMA Provider
Compensation Data
©2018 MGMA. All rights reserved.
Depending on medical specialty, the difference in physician compensation between the
highest-paid state and the lowest-paid state range between $100,000 and nearly $270,000.
Top 5 states with increase in median total compensation
past 5 years
Comp

7. Key Trends in the 2018 MGMA Provider
Compensation Data
©2018 MGMA. All rights reserved. - 7 -
Over the past five years, overall nonphysician provider compensation has increased at a rate
of 8%. Looking at the changes over the past 10 years, the rate has doubled to 17%.
$50,000
$70,000
$90,000
$110,000
$130,000
2007 2008 2010 2011 2012 2013 2014 2015 2016 2017
TOTALCOMPENSATION
DATA YEAR
ALL NONPHYSICIAN PROVIDER
COMPENSATION 10 YEAR TREND
All Nonphysician Providers
Comp

8. Successfully Benchmarking Compensation
©2018 MGMA. All rights reserved. - 8 -
Filter the data to get the most relevant data to compare against. MGMA filters include:
• Organization Ownership (Hospital vs Physician owned)
• Demographic Classification (Metro vs Nonmetro)
• Geographic Section (Eastern, Midwest, Southern, Western)
• Number of FTE Physicians
• Practice Type (Single Specialty vs Multispecialty)
• Years in specialty
• Etc.
Ensure you are looking at the correct group of physicians
• Academic vs Non-academic
• Newly hired providers
o Just out of residency/fellowship vs not
Comp

9. FINDING THE RIGHT FIT
Comp
Quality of
Life
Quality of
Practice
Location

10. - 10 -
Large Group Practice
+ Risk/overhead spread among
more physicians
+ Clinical synergies
+ Referral opportunities
- Less independence
- Reduced governance role
- Accountability for group’s
performance
Small Group Practice
+ Greater governance role
+ Shared risk/overhead
- Shared accountability for
colleagues’ performance
- Less independence than solo
Hospital Employment
+ Low financial risk
+ Guaranteed income/benefits
+ Relief from administration
- Limited income growth
- Less independence/control
- Future tied to organization’s
performance
Solo Practice
+ Set your schedule
+ Independence
+ Clinical autonomy
+ Fast rewards for efficiency
- Adept at running practice
- Assume full risk/overhead
- Develop own patient base
- No financial cushion
Lower Risk Higher Risk
LowerRewardHigherReward
Quality of
Practice
Balancing Risk and Reward for Your Ideal Practice

11. FINDING THE RIGHT FIT
Comp
Quality of
Life
Quality of
Practice
Location

12. CASE STUDY
Cost of Living in Albany, Georgia Compared to Atlanta, Georgia
SOURCE: https://www.bestplaces.net/cost-of-living/albany-ga/atlanta-ga/300000 12
Quality of
Life
Cost of Living Indexes Albany Atlanta
Overall 81 102
Food 107 103
Housing 45 103
Median Home Cost $84,100 $191,600
Utilities 89 94
Transportation 98 104
Health 91 102
Miscellaneous 97 100
100 = national average

13. $300,000 in Albany should increase to $375,184 in Atlanta
CASE STUDY
Cost of Living in Albany, Georgia Compared to Atlanta, Georgia
https://www.bestplaces.net/cost-of-living/albany-ga/atlanta-ga/300000
Quality of
Life

14. - 14 -
Albany vs. Atlanta: $399,900
Quality of
Life
CASE STUDY
Cost of Living in Albany, Georgia Compared to Atlanta, Georgia

15. FINDING THE RIGHT FIT
Comp
Quality of
Life
Quality of
Practice
Location

16. Find Your Idea Practice Location
- 16 -
Location

17. Keep an Open Mind
- 17 -
of physician candidates selected an opportunity in a
location they didn’t previously consider.50%
Location

18. Look Beyond the Easy and Obvious
18
Primary Care
South Big Horn County Hospital
Basin, WY
Ob/Gyn
Glendive Medical Center
Glendive, MT
Multiple
Canton-Potsdam Hospital
Canton, NY
Forensic Psychiatry
Oklahoma Forensic Center
Vinita, OK
Family Practice
Friend Community Healthcare System
Friend, NE
Family Medicine and NP
Peak Vista Community Health Centers
Limon, CO
Location

19. Culture: Do All the Pieces Fit?
- 19 -
Culture
The sum of the parts -- underscored by
values, beliefs, attitudes, and behaviors
that employees share and exhibit on a
daily basis in their work and in the
community
Comp
Quality of
Life
Quality of
Practice
Location
Culture

20. Cultural Showcase: The Site Visit
Comp
Quality
of
Life
Quality
of
Practice
Location
Culture

21. Evaluating Fit
Comp
Quality
of
Life
Quality
of
Practice
Location
Culture

22. The 3 C’s of Culture and Fit
- 22 -
The distinguishing factor will be the connection,
comfort and confidence you feel
Comp
Quality
of
Life
Quality
of
Practice
Location
Culture

23. The Total Package
Manage Your Decisions Strategically
• Learn How it Works: Understand benchmarks, benefits & incentives
Compensation
• Balance Risk and Reward: There is little variation geographically
Quality of Practice
• Expand Your Horizons: Compare cost of living and quality of life
Location
• Fit Matters: The number one reason for turnover is poor fit
Culture
• Trust your Gut: Don’t sit on an offer too long or let terms kill a great fit
Decide

24. ADDITIONAL RESOURCES
Physician Salary Calculator
White Paper: Physician Workforce Through 2030
Guide to Developing a Strategic Physician
Recruitment Plan
Infographic Guides: Physician Trends, Engagement and Networking
Case Studies