What is a Hospitalist Nurse Practitioner salary?
LocumTenens.com conducted its Annual Compensation and Employment Survey in August of 2019. Survey respondents represent Hospitalist Nurse Practitioners who practice on a locum tenens basis as well as those with permanent salaries. Compensation results consist of only full-time, permanent employees and consider only annual salary and bonuses.
Average Hospitalist NP salary in 2018
Historical salary data
How does this year's salary compare to other years?
The average salary for a Hospitalist NP has remained the same since 2017.
Demographic insights by gender
The majority of Hospitalist Nurse Practitioners are female.
Where do Hospitalist NPs work?
These are three of the top work settings for Hospitalist Nurse Practitioners in 2018.
Clinic or community center2%
How much vacation time does a Hospitalist NP receive?
On average, full-time employed Hospitalist Nurse Practitioners received 22 paid vacation days in 2018. Some of these Hospitalist NPs didn't take all their earned time, leading it to expire at the end of the year. Curious about how much money those particular NPs let go to waste by not using them before the end of the year? We calculated the average earnings those NPs might have made by doing locum tenens in those unused days.
Paid vacation days22
How old are Hospitalist Nurse Practitioners?
Almost half of respondents are from Generation X (those born between 1965 and 1980).
The future: What’s in store for locum tenens
Next job change
Almost half of the respondents are looking to make a job change within the next year.
Considering locum tenens
Almost 80% of respondents said they had not worked locum tenens last year but would consider it in the future.
Hospitalist Nurse Practitioners who took this survey
Years in practice
Opinions about Healthcare Consolidation
Physician and Advanced Practitioners weigh in on Healthcare Mergers and Acquisitions
Mergers and acquisitions have been especially prevalent in the healthcare industry over the past few years. In this year's Compensation and Employment Survey, 41 percent of physicians and advanced practitioners disclosed they had been employed at an organization where there was a merger or acquisition. The motivation behind these types of healthcare consolidations typically involves a combination of the following: improving quality of care for patients and making additional resources and expertise available to staff, all while reducing costs.
More than 41 percent of clinicians acknowledged that consolidation brought their organization increased access to additional resources, technology and expertise. However, when asked if they felt valued by the larger organization post consolidation, a staggering 48 percent of providers indicated they disagreed, with 27 percent of these respondents strongly disagreeing.
Have you ever been employed at a facility where there was a merger or acquisition?
Due to the merger or acquisition, were any members of the medical staff laid off?
Due to the merger or acquisition, how were you affected by the layoff?
How long did it take to integrate and unify the facilities involved in the new partnership?
"It helps patients as we will now have specialties we didn't previously have, so patients don't have to travel so far" -NP Neurologist from Northeast
In my experience with healthcare consolidation, the cost of care for our patients has decreased.
In my experience with healthcare consolidation, the quality of care we provide has increased.
"It leads to fewer choices of physicians (out of network) and increased confusion about patient bills or appropriate contact people for information" - Hospitalist from Southwest
In my experience with healthcare consolidation, my hospital or practice has gained access to additional resources, technology and expertise.
Post consolidation, we've become more efficient as an organization.
In my consolidation experience, our leaders paid specific attention to and placed value on shared culture.
Post consolidation, I feel I am valued by the larger organization.
"There is a loss of culture and a lack of genuine care of employees" - Ophthalmologist from the southeast
Invitations for the survey were emailed to a database of more than 150,000 healthcare professionals in August 2019. Some recipients had been placed by LocumTenens.com, and some had not. There was a total of 3,580 respondents, both physicians and advanced practitioners, who were self-selected and spanned all 50 states. Physician respondents included those from 15 medical/surgical specialties: radiology; psychiatry; family practice; critical care; neurology; obstetrics/gynecology; pediatrics; anesthesiology; general surgery; orthopedic surgery; urology; cardiology; hospitalist; internal medicine; and emergency medicine. Advanced practitioner respondents included those from eight medical specialties: emergency medicine physician assistants; primary care physician assistants; critical care nurse practitioners; psychiatric nurse practitioners; emergency medicine nurse practitioners; primary care nurse practitioners; hospitalist nurse practitioners; and CRNAs.