Attracting top-tier Physician Assistant (PA) talent is more challenging than ever in today’s competitive market, where demand often exceeds supply. Offering a competitive compensation package is essential to hiring and retaining PAs, particularly in high-demand specialties such as Family Medicine, Hospital Medicine, Internal Medicine, Emergency Medicine, and Gastroenterology.

Here’s a closer look at compensation trends across these specialties to help recruiters and healthcare organizations stay ahead.

Signing Bonuses

Signing bonuses are now a staple in competitive compensation packages, particularly for advanced practitioners. According to data from The Medicus Firm, nearly half of advanced practitioners report receiving a signing bonus during the recruitment process.

• Trend: Signing bonuses are increasing, with offers averaging $15,000 for advanced practitioners.
• Impact: These bonuses can significantly improve recruitment success, especially in rural or underserved areas.

Competitive Salaries

Physician Assistants are enjoying growing salaries, with specialty work offering even greater earning potential. According to the National Commission on Certification of Physician Assistants (NCCPA), the median salary for PAs across all specialties is approximately $115,000 annually.

Compensation Trends by Specialty

Family Medicine

• Patient Volume: Family Medicine PAs see an average of 80 patients per week in both rural and urban settings.
• Compensation: Average salary is $103,000 annually.
• Demand: Family Medicine remains one of the most in-demand specialties, offering stability and a broad scope of practice.

Internal Medicine

• Role: IM PAs provide care to adult patients with acute and long-term medical issues.
• Patient Volume: Approximately 70 patients per week.
• Compensation: Average salary is $102,000 annually.
• Trend: As chronic disease management becomes more critical, demand for Internal Medicine PAs continues to grow.

Hospital Medicine

• Field Growth: Hospital Medicine is a newer specialty for PAs, emerging as a solution to inpatient physician shortages.
• Patient Volume: Around 50 patients per week.
• Compensation: Average salary is $111,000 annually.
• Trend: Increasing reliance on Hospital Medicine PAs highlights their role in improving patient care in inpatient settings.

Emergency Medicine

• Earning Potential: Emergency Medicine PAs earn some of the highest salaries outside of the operating room, averaging $123,000 annually.
• Schedule: Longer shifts with fewer working days per month.
• Patient Volume: Around 80 patients per week.
• Demand: The high-pressure environment demands skilled PAs, making competitive salaries a key recruitment tool.

Gastroenterology

• Focus: Gastroenterology PAs specialize in the treatment of gastrointestinal tract diseases.
• Patient Volume: Approximately 60 patients per week.
• Compensation: Average salary is $100,000 annually.
• Trend: With a steady rise in gastrointestinal disorders, this specialty offers opportunities for growth and stability.

Offering competitive compensation packages is essential in recruiting and retaining skilled PAs. With demand for PAs expected to grow by 28% between 2021 and 2031 (U.S. Bureau of Labor Statistics), providing attractive salaries, signing bonuses, and flexible schedules can give healthcare organizations a significant edge.

By staying informed about salary trends and aligning offers with market demands, organizations can secure top talent to deliver high-quality patient care.

Clint Rosser is the CEO of PracticeMatch. He has been with PracticeMatch since 2016. He has overseen several departments within PracticeMatch including Inside Sales, Career Fairs, and the Client Services team. Clint, along with his team, has helped elevate PracticeMatch client services to move past a transactional vendor relationship to a full partnership with clients. This has allowed PracticeMatch to build stronger relationships and work with clients closer to ensure they can achieve the most ROI possible.

Prior to Joining PracticeMatch, Clint has been in Client service leadership roles for over 20 years. Clint serves as an AAPPR Board Member for Strategic Corporate Sponsors.