With inflation at a 40-year high and competition for workers remaining intense, the salaries and wages of healthcare workers who weathered the pandemic storm are rising, creating new challenges for medical practices and health systems in updating retention and recruitment strategies.
While the worst of the COVID-19 pandemic is past, medical practice leaders will face intense pressure to navigate the financial squeeze of higher costs and the competitive market for workers, requiring that they monitor economic forces, benchmark for compensation to stay competitive, and invest in successful retention and recruitment strategies. Each of these elements is vital in creating workplaces that stand out to applicants and offer rewarding, fulfilling work to frontline workers.
This data report reveals many of the benchmarks included in the 2022 MGMA DataDive Management and Staff Compensation, from the C-suite to the front desk. With data from more than 142,660 positions from more than 3,400 organizations nationwide, it serves as a baseline for benchmarking in 2022. The report also includes more context on successful strategies for employee benefit offerings, training programs, and cultural considerations to ensure you have the right people for the job.
Download the report today to learn more about
- How median hourly rates for medical assistants and nursing positions grew in 2021.
- Total compensation growth across management positions.
- Regional breakdowns for median compensation for RNs, LPNs and triage nurses.
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Learn more: MGMA DataDive Management and Staff Compensation
MGMA DataDive Management and Staff Compensation provides key compensation benchmarks for job titles throughout a medical group practice, from the C-suite to the front desk. This year’s national survey included total compensation responses for more than 20,080 MA positions nationwide, as well as hourly rate data for more than 28,700 respondents.
