One of the critical tools available to medical practice leaders for attracting, retaining, and motivating qualified staff is compensation benchmarking. Regularly reviewing and benchmarking staff compensation ensures practices remain competitive in their local and national markets, enhancing employee satisfaction, reducing turnover, and supporting operational excellence.
A June 3, 2025, MGMA Stat poll found that 64% of medical practice leaders review staff compensation benchmarks annually, while another 13% benchmark twice or more a year, 19% only benchmark every two years, and 4% said “other.” The poll had 318 applicable responses.
In open-ended follow-up questions, many practices reported benchmarking all staff positions annually, with additional mid-cycle reviews for hard-to-fill or high-turnover roles. This strategic approach means actively deploying targeted compensation adjustments to address retention issues:
- Medical assistants (MAs): Frequently mentioned, underscoring their central role, as well as the ongoing challenges with recruitment and high turnover rate.
- Registered nurses (RNs) (and other nursing positions): Also prominent in responses about the most frequently benchmarked staff roles.
- Front desk and reception staff: Benchmarked regularly due to their influence on patient experience and the operational efficiency of appointment scheduling, patient registration, and administrative functions.
- Clinical and technical roles (radiology, lab technicians): Specialized positions that were frequently highlighted, reflecting ongoing staffing pressures for essential technical personnel.
- Administrative and billing roles: Frequently mentioned in response, these roles support revenue cycle management, billing, and administrative operations. Benchmarking compensation for these positions is crucial due to their direct impact on practice financial health and regulatory compliance.
Why compensation benchmarking matters
Benchmarking provides essential market insights, allowing you to adjust salaries and benefits effectively, remain attractive to potential new hires, and retain existing talent. Without it, practices risk increased staff turnover, diminished morale, and decreased productivity.
Using tools such as the MGMA DataDive Management and Staff Compensation data set, medical practices can access extensive and reliable data tailored to their unique operational context. Practices regularly benchmarking the following roles often see the most significant benefit:
- Clinical laboratory and radiology/imaging staff: These positions directly impact diagnostic accuracy and patient treatment plans. Benchmarking helps practices maintain competitiveness to attract highly specialized talent crucial for accurate diagnostic outcomes.
- General administrative staff: Effective administrative teams ensure seamless scheduling, billing, and patient record management. Benchmarking compensation ensures that qualified individuals oversee these operations, promoting practice efficiency and patient satisfaction.
- Medical receptionists and medical assistants (MAs): Front-line staff significantly influence patient experience. Competitive compensation benchmarks in these roles help reduce turnover and maintain consistent, positive patient interactions.
- Patient care assistants, certified nursing assistants (CNAs), and licensed practical nurses (LPNs): These roles provide vital support for nurses and physicians. Ensuring their compensation aligns with market standards helps maintain a strong foundation for patient care services.
- RNs and triage nurses: Highly skilled nursing staff are integral for patient safety, quality care, and efficient triage systems. Regularly benchmarked compensation ensures practices can attract and retain experienced nursing professionals essential to operational success.
Implementing effective benchmarking strategies
To effectively use compensation benchmarks, practices should consider the following best practices:
- Review and update compensation benchmarks at least annually, with additional checks semi-annually for high-demand or high-turnover roles.
- Align benchmarking activities with budget cycles and financial planning to anticipate necessary adjustments and allocate resources effectively.
- Use reliable, industry-recognized data sources such as MGMA DataDive to ensure accuracy and relevance.
Conclusion
Regularly benchmarking staff compensation helps practices adapt to evolving economic conditions and workforce dynamics proactively. Maintaining regular benchmarking activities is increasingly recognized by healthcare leaders as essential for sustainable operational success.
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