Urban and suburban clinicians outnumbered their rural counterparts by about the same proportion for both professions. Among NP respondents, 41.9% described their practices as urban (average salary $91,179), 34.8% as suburban (average salary $89,710), and 23.3% as rural (average salary $88,927).
The PA audience broke down as 40.5% urban (average salary $99,752), 38.4% suburban (average salary $100,056), and 21.1% rural (average salary $95,471).
It is not unusual for a health-care provider to move from job to job throughout the week. Even clinicians who have only one employer may still be required to work at multiple locations. The proportion of NPs (Figure 3) and PAs (Figure 4) who practice in this manner was nearly identical. The effect this had on salary was not clear from the data collected.
History and the future
Most clinicians remain optimistic about their financial future, and with good reason. When asked whether they earned more, less, or the same this year as last, just over 44% of NPs reported an increase in income (Figure 5). In response to the same question, a little more than 48% of PAs said that they earned more (Figure 6).
Looking ahead, the overwhelming majority of NPs (Figure 7) and PAs (Figure 8) expect to earn the same or more next year.
In addition to requesting salary information, our survey posed a few questions to give us a sense of the average clinician’s workweek. There was very little variation in the number of hours clinicians put in every week. On average, more than 75% of NPs and PAs work between 30 and 50 hours per week.
There was a bit more diversity in the number of patients seen per week, but the NP (Figure 9) and PA (Figure 10) breakdowns were similar.
Finally, most clinicians share similar prescription-writing habits. More than half of all NPs (Figure 11) and PAs (Figure 12) write no more than 75 prescriptions per week.
Since we have no historical data from our readers with which to compare these results, consider this a snapshot of the industry. In the ensuing years, we will be able to track salary movement and make some predictions of which direction compensation is headed.