The Society for Academic Emergency Medicine s Emergency Medicine Faculty Salary and Benefit Survey

Transcription

1 SPECIAL CONTRIBUTIONS The Society for Academic Emergency Medicine s Emergency Medicine Faculty Salary and Benefit Survey Steven Lee Kristal, MD, Karen A. Randall-Kristal, DO, Bruce M. Thompson, MD Abstract Objectives: To report on the sixth survey of the Society for Academic Emergency Medicine (SAEM) of emergency medicine faculty salaries, benefits, work hours, and department demographics for all programs accredited by the Residency Review Committee for Emergency Medicine (RRC-EM). Methods: Data represent compensation paid for the academic year. Responses were collected by SAEM, and blinded program and individual faculty data were entered into a customized version of a relational database program with a built-in statistical package. Salary data were sorted by criteria such as program region, faculty title, American Board of Emergency Medicine certification, academic rank, years since completing residency, program size, and whether data were reported to the American Association of Medical Colleges (AAMC). Demographic data were analyzed with regard to numerous criteria including department staffing levels, emergency department (ED) volumes, ED length of stay, department income sources, salary incentive components, research funding, and specific type and value of fringe benefits offered. Data were compared with previous SAEM studies. Results: Sixty-one of 132 (46%) accredited programs responded, yielding data on 1,213 full-time faculty from all four AAMC regions. Mean salaries were reported as follows: all faculty, $189,848; first-year faculty, $153,855; programs reporting data to AAMC, $183,605; programs not reporting data to AAMC, $204,383; core faculty, $197,259; and noncore faculty, $164,215. Mean salaries as reported by AAMC region were as follows: Northeast, $192,864; South, $182,768; Midwest, $192,224; and West, $195,732. Full-time emergency medicine residency program faculty are reported to be working an average of 1,032 total clinical hours year. Workweeks average 22 clinical hours week and 22 nonclinical hours week, with 5.1 weeks of time off year. Conclusions: Reported salaries for full-time emergency medicine residency faculty continue to rise overall but fell for the first time in one region (the Midwest). Academic rank continues to correlate directly with salary. Fellowship training continues to show a negative correlation with salary. Significant regional differences in salaries have been present in all six SAEM surveys. ACADEMIC EMERGENCY MEDICINE 2006; 13: ª 2006 by the Society for Academic Emergency Medicine Keywords: faculty salary, emergency medicine The Society for Academic Emergency Medicine (SAEM) iodically has conducted surveys of emergency medicine faculty salaries. The results of prior studies have been reported at national meetings 1 9 and in this journal The SAEM board commissioned another faculty salary survey for the academic year. The results of this study and a comparison to prior surveys are reported here. From the William Beaumont Hospital (SLK), Royal Oak; and the Henry Ford Hospital (KAR-K, BMT), Detroit, MI. Received November 8, 2005; accepted November 11, Address for correspondence and reprints: SAEM, 901 N. Washington Avenue, Lansing, MI Fax: ; skristal@earthlink.net. METHODS Study Design For this prospective study, the investigators prepared a revised salary survey form and presented it to the SAEM board of directors for approval. The survey instrument included entry and exclusion criteria as well as salary component descriptions, equivalent to prior studies. Study Setting and Population The SAEM staff distributed the survey instrument and instructions to the department chairs of each of the 132 Residency Review Committee for Emergency Medicine (RRC-EM) approved emergency medicine residency programs. Chairs were asked to provide information for 548 ISSN PII ISSN ª 2006 by the Society for Academic Emergency Medicine doi: /j.aem

2 ACAD EMERG MED May 2006, Vol. 13, No Table 1 Percentage of SAEM Salary Survey Year RRC- EM Accredited Number of Percentage of Accredited SAEM = Society for Academic Emergency Medicine; RRC-EM = Residency Review Committee for Emergency Medicine. Figure 1. AAMC region map. each full-time faculty member, including faculty on sabbatical leave. Exclusion criteria included vacant positions, house staff, and fellows in all ranks as well as faculty for whom less than 50% of compensation derived from emergency medicine. Study Protocol Completed survey forms were returned to the SAEM office. SAEM staff contacted nonresponding programs to encourage participation in the study. Survey forms were coded by SAEM staff to blind investigators to the responding program and faculty identity. Measurements Salary component information was requested as follows: base salary is compensation that is fixed, exclusive of fringe benefits, and not influenced by practice earnings. It includes any guaranteed income provided by the institution, the department, or the medical practice plan. The expected/nonguaranteed component is compensation that is expected but not guaranteed. The portion of staff income derived from -hour work is included here. Bonus/incentive earnings are often a highly variable component; it usually is estimated. These could be derived from any or all of the following: year-end bonus from a faculty practice plan, incentive earnings according to the practice plan, or outside earnings where limited or controlled by the institution. The total expected cash payment is the sum of the base salary, estimated nonguaranteed component, and bonus and incentive components. For the purposes of comparisons, figures used were total expected cash payment. Estimated cash value of fringe benefits was a total dollar figure for any items provided in the section on benefits. Chairs were asked to list an actual dollar figure (e.g., not 35% of base salary ). Faculty time utilization definitions were as follows: Clinical hours are those worked in the clinical arena seeing patients and suvising residents seeing patients. Non-clinical hours include such things as administrative duties, research, lecture preparation, etc. Clinical hours year indicates the total number of clinical hours year that a department chair expects each faculty member to work after vacation, educational-time-off, and so on are factored out. Data Analysis Data were entered into a customized version of Filemaker Pro (Filemaker Inc., Santa Clara, CA), a relational Table 2 Multiyear Comparisons Group Year Faculty Mean Salary Standard Deviation Mean Benefits All faculty , ,848 51,220 40, , ,913 49,506 35, ,503 45,367 29, , ,100 29,144 41, ,963 48,222 32, ,986 34,057 31,008 First year ,855 36,938 32,417 faculty ,746 31,715 29, ,656 28,310 27, ,074 25,159 35, ,815 27,939 27, ,617 22,509 22,374 AAMC regions Northeast ,864 49,562 45, ,593 48,673 38, ,726 43,650 30, ,909 36,086 36, ,575 33,760 38, ,083 33,125 28,355 South ,768 52,382 35, ,314 50,391 29, ,822 41,379 27, ,403 38,243 38, ,234 33,071 30, ,098 34,058 21,297 Midwest ,224 51,792 40, ,095 47,842 36, ,195 44,483 33, ,260 48,138 48, ,940 70,361 30, ,674 35,838 42,650 West ,732 49,041 42, ,779 44,577 29, ,990 37,404 24, ,930 32,938 32, ,020 28,275 29, ,634 26,294 24,400 AAMC = American Association of Medical Colleges.

3 550 Kristal et al SAEM SALARY SURVEY Table 3 Data by Program Parameter n % n % programs surveyed reporting data to AAMC Yes No Don t know by region West South Midwest Northeast Financial source City or county Private or community University Not reported Program patient volume year <40, ,001 55, ,001 70, ,001 85, >85, Not reported AAMC = American Association of Medical Colleges. database program that mits searches and calculations of characteristic demographic and financial information. The financial and demographic aspects of the database were sorted and analyzed with regard to numerous criteria. Statistical analysis is given by the database statistical package, presented as mean and standard deviation (SD). RESULTS Of 132 RRC-EM approved programs, 61 (46%) returned the survey instrument. No surveys were unusable. Data from a total of 1,221 individuals were reported. Eight nonphysician PhDs were excluded from the final analysis, leaving 1,213 faculty from all American Association of Medical Colleges (AAMC) regions (Figure 1). Three surveys included no demographic information, leaving 58 sets for program comparisons. The database, sorted by numerous criteria for 12 key variables, is presented in comparison with previous SAEM studies. Table 1 compares the number and centage of EM-approved programs participating in the five SAEM surveys. Table 2 compares emergency medicine residency faculty salaries and dollar estimates of benefits for the five study iods for the variables of first-year faculty, AAMC co-reporting, and AAMC regions. Table 3 reports demographic information for the responding programs for the last two study iods. Table 4 reports data collected for the last three study iods regarding hospital and emergency department (ED) volumes, admission centages, patient lengths of stay, and ED areas of specialization. Table 4 Demographic Information Summaries 2004 to to to 1999 Parameter Mean number of total ED 64,354 64,598 61,130 visits yr Mean % of patients who are admitted Mean number of hospital medical or surgical beds Mean number of hospital intensive-care unit beds Mean number of unfilled faculty positions Patient length of stay (min) All ED patients Admitted patients Discharged patients Observation unit patients Pediatric areas Mean number of pediatric 11,646 13,236 17,672 visits year Pediatric visits as % of total visits % of programs having separate pediatrics area % of programs having specialized pediatrics staff Low-acuity areas Mean number of low-acuity 16,862 13,943 17,028 visits year Low-acuity visits as % of total visits % of programs having low-acuity area with the following low-acuity area staff (%) EM-trained physicians Non EM-trained physicians Physician assistants Residents Others Table 5 presents average ED staffing levels for the responding programs. Note that the data represent only those programs that reported more than one hour week in each specific category. The data cannot be added to arrive at average department staffing, because few departments submitted hours for every category. Table 6 reports work-hour data, as well as key demographic information, for the faculty included in the three most recent surveys. Table 7 presents the number and centages of responding programs offering fringe benefits for each of 22 categories included in the survey instrument. The corresponding data for the last survey also are listed. Table 8 presents data regarding research funding. The corresponding data for the last survey also are included. Table 9 reports the number of programs using each of various incentive components to determine salaries paid. The corresponding data for the last two surveys also are listed. Table 10 reports department income and expense data. This is the first time these data have been requested, so no comparative data are included.

4 ACAD EMERG MED May 2006, Vol. 13, No Table 5 Average Staffing Number of in This Average Scheduled Average Number of This Staff Type Scheduled Hour ED Volume Year Pediatric Volume Year %of ED Volume Low-acuity Volume Year %of ED Volume Admission Rate (%) Average Length of Stay (Min) Staff Type Year n % of n n Attending ,329 11, , physicians ,703 13, , ,904 12, , Nurse ,452 12, , practitioners ,264 12, , ,957 11, , Physician ,261 12, , assistants ,806 15, , ,652 15, , EM fellows ,819 13, , ,520 15, , ,061 14, , EM residents ,471 10, , ,225 13, , ,126 12, , Other residents ,788 11, , ,149 14, , ,887 12, , Table 11 reports detailed salary and work-hour data for the academic year for faculty, sorted by demographic factors. Table 12 presents salary and work-hour data for the academic year for faculty, sorted by job type. DISCUSSION We have determined previously that salaries reported to the American Association of Medical Colleges (AAMC) are significantly lower than those in programs not reporting The same result was obtained in this year s survey (Table 2). The consistency of this finding reaffirms the rationale behind SAEM continuing to conduct its own salary surveys. This was the third time that the survey instrument included an I don t know option for the question that asked whether the responding program s data also were sent to AAMC. Once again, a surprisingly large centage of department chairs (36%) do not know whether their data also are sent to the AAMC. Personal communication with department chairs suggests that AAMC data often are provided by hospital or medical school administration, not individual department chairs. Thus, chairs may not actually know whether data from their department are being sent to AAMC. Reported salaries as a whole (Table 2) rose approximately 4.9% between the last two reporting iods, whereas first-year salaries rose approximately 4.1%. This compares with the respective 8.7% and 5.8% rates of change that were reported in the 2001 survey. 10 With regard to patient volumes, data calculated from the results shown in Tables 4 and 5 suggest that emergency medicine residency faculty are seeing more patients hour (2.86) than the community average of 2.5, but less than the 3.34 reported in our last survey. 10 Reported patient volumes and length of stays are roughly the same as the last survey. This finding is concerning because national trends suggest significantly increasing ED patient volumes. 13 Acuity levels in the centers surveyed continue to be significantly higher than community norms, with a 22% average admission rate (Table 4) versus the 13.9% national average. 13 work hours (Table 6) showed similar results for the last three reporting iods, with staff now working an average of 43 hours week (note that these are hours as reported by department chairs and that the total hours week may differ slightly from the sum of the clinical and nonclinical means because of incomplete data on some of the survey forms). clinical hours year is again reported this year (Table 6). As previously noted, 10 it is difficult to extrapolate weekly clinical work-hour figures into clinical hours worked year because of differing vacation and educational-time-off policies at each institution. For that reason, a specific question regarding total yearly clinical requirement was added. In answer to the question, what is the average number of clinical hours worked year by emergency

5 552 Kristal et al SAEM SALARY SURVEY Table 6 Faculty Attributes Parameter (n = 1,213) (n = 1,355) (n = 1,032) Faculty time use Mean clinical hr wk Mean nonclinical hr wk Mean total hr wk Mean clinical hr yr 1,031 1,129 NR Gender Male Female Tenure Tenured Nontenured 1,084 1, Not reported Years of exience (mean) At present program Since residency completion Degree MD 1,149 1, DO PhD or other Not reported Training and certification EM residency trained 1,006 1, ABEM certified 964 1, Other board certified Fellowship trained Academic appointment Full professor Associate professor Assistant professor Instructor Primary duties of reported faculty Chairman Assistant chairman Chairman and residency director Residency director Assistant residency director Clinical director Director, pediatrics Director, low-acuity area Director, observation unit 0 2 NA EMS director Research director Toxicology director Quality assurance director Staff, clinical duties only Staff, clinical and administrative duties Staff, pediatrics only Staff, low-acuity area only NR = not reported; ABEM = American Board of Emergency Medicine; NA = not available. medicine residency program faculty?, the answer is 1,031 hours (Table 6). Specific work-hour averages for each job type are included in Table 12. The data regarding research funding (Table 8) suggest that both total funding and the centage of faculty with supported research are growing. Table 7 Offering Fringe Benefits n (N = 58) % n (N = 76) % Change (%) Hospitalization Major medical Dental Ophthalmologic Life insurance Disability insurance Malpractice Retirement program Unpaid annual educational leave Paid annual educational leave Paid professional dues Paid licenses NA NA NA Funds for medical books Funds for faculty research Interview expenses Moving expenses Individual computer support Discount access to university facilities Legal services Periodic sabbatical leave Tuition reduction Deferred income plan Lease car In addition, mean number of paid annual vacation days was 23 in 2004 and 24 in NA = not applicable. Table 10 reports data collected in an attempt to better understand how department income affects salaries. The income and expense data show a wide variation in the economic health of programs, with some programs bringing in much less income than they pay out in salaries, whereas other programs bring in much more than they pay out. When these data are correlated with salaries (Table 11, item 11), those programs whose income is greater than their expenses (>100%) pay lower salaries than do programs whose expenses are greater than income (<100%). Other selected findings of note for this salary survey include the following. Male faculty at RRC-EM accredited programs earn, in aggregate, about 14.7% more than their female counterparts (Table 11, group 2). The total work hours are equivalent, but females work about 3.9% more total clinical hours year than males. The gap between DOs and MDs (Table 11, group 3), remains narrow over the last two surveys, whereas earlier surveys had suggested a larger difference. Salaries show an average approximate 1.9% increase year post-residency for the first 15 years (Table 11, group 4). This equates to an average increment of $2,865 year of service after residency. American Board of Emergency Medicine (ABEM) certified faculty earn approximately 20% more than non-abem certified faculty (Table 11, group 5). This is comparable to the 17% difference seen in the 2001

6 ACAD EMERG MED May 2006, Vol. 13, No Table 8 Research Funding Funding Source Number of Data in This (n = 58) Research Funding Amounts Amount Number of Data in This (n = 76) Amount Institutional 21 32, ,392 Corporate 29 46, ,299 Foundation 20 57, ,453 Federal , ,198 research , ,661 funding Indirect costs , ,459 Faculty with Research Funding Faculty Variable Mean number with research funding Mean centage with research funding Number of Data in This (n = 58) Amount Number of Data in This (n = 76) Amount % % survey. We first suspected that the difference might be attributable to a difference in years of service, but that turned out to not be the case, with only a 2.1-year difference between the two groups. Non EM-trained faculty again show an advantage in average salary over their EM-trained colleagues (Table 11, group 6). This surprising advantage has been seen in all but the 1995 survey. This is a category in which years of service does appear to play a role, with the non EM-trained faculty averaging 16.6 years of service, whereas EM-trained faculty average 8.9 years of service. Fellowship-trained faculty continue to earn less than non fellowship-trained faculty (Table 11, group 7). The average number of years practicing and the total hours worked again were similar for the two groups. We suggested in the last three surveys that the difference possibly was accounted for by the fewer clinical hours worked by fellowship-trained faculty; this is seen again in this year s study. Eighty-one of the 1,213 (6.7%) reported faculty were in tenured positions (Table 11, group 8). This is down from the 8.0% reported in the last survey. As expected, tenured faculty earned more than their nontenured counterparts. Similarly expected, salaries increase as one moves up the academic ladder (Table 11, group 9), from instructor through full professor. whose salaries include incentive components (Table 11, group 10) pay more than programs with no incentives. The same result also was seen in the 2001 survey. Core faculty (Table 11, group 12), a new category this year, suggests that core faculty work fewer Table 9 Salary Incentive Components Component Clinical productivity Research productivity Teaching evaluations Administrative productivity Departmental productivity Hospital productivity None Data are centages of departments reporting each item as a component used in determining incentive payments. clinical hours and earn more than their noncore colleagues. Emergency department volume again does not appear to correlate directly with salary (Table 11, group 13). Past surveys have suggested a correlation between lower salaries and higher numbers of open positions. Open-position data (Table 11, group 14) this year show no clear pattern. Regional differences (Table 11, group 15) continue to be present but are smaller than in any previous survey. This is the first time, however, that a decline in salary has been seen in any region (Table 2). The Midwest region, previously the highest paying region in every survey, is no longer the highest paying and actually showed a 3.9% decline. The Western region, previously the lowest paying in every survey, is now the highest. Reasons for these changes are unclear. Pediatrics and low-acuity staff continue to represent the bottom of the salary scale within the survey (Table 12, groups 31 and 32). Pediatrics staff earns about 22% less than the average for all faculty. This was the second year that a category for observation unit director was included. Only two faculty were reported in this category on the last survey, and none were reported in this survey. LIMITATIONS We believe that the SAEM faculty salary survey continues to offer important data not available from the AAMC or physician recruiter organization surveys. The Table 10 Department Income and Expense Amount % of Data Department revenue sources (%) 84.0 Clinical 73.2 Nonclinical 28.5 Department expense components (%) 78.0 Physician salaries 56.5 Physician benefits 13.6 Malpractice 12.2 Coding and billing 5.6 Other 18.4 Department income/expense ratio 76.0 Average 98.3 High 265 Low 30

7 Table 11 Salary and Work-hour Data, Sorted by Demographic Criteria Group Number Sort Criteria AAMC Area Number Matching This Criterion Clinical Nonclinical Clinical Year Base Salary Estimated Nonguaranteed Component Bonus or Incentive Component Expected Cash Payment Standard Deviation 1 Were this faculty s data sent to the AAMC? Yes All , ,811 29,140 12, ,605 47,862 43,931 No All , ,062 15,508 17, ,383 55,303 27,123 Don t know All ,001 15,772 9, ,358 51,241 44,941 2 Faculty by gender Male All , ,103 22,552 13, ,338 52,212 41,243 Female All , ,241 18,784 10, ,164 43,203 37,939 3 Degree type MDs All 1, , ,974 21,874 12, ,576 51,339 40,557 DOs All , ,473 18,799 10, ,446 49,617 37,070 PhD (+MD or DO) All ,712 21,412 17, ,590 61,336 47,913 4 Number of open staff positions at faculty s program First-year positions All , ,431 18,991 6, ,855 36,938 32, yr All , ,840 20,785 12, ,288 38,233 36, yr All , ,966 20,459 16, ,676 38,672 43, yr All ,192 20,897 12, ,838 46,392 43,136 >15 yr All ,231 25,170 13, ,279 66,953 43,737 5 Board certification ABEM certified All , ,911 22,283 14, ,723 52,070 42,019 Not ABEM certified All , ,431 18,766 6, ,259 37,341 34,043 6 Residency training EM residency trained All 1, , ,790 21,003 13, ,774 49,168 40,542 Not EM residency trained All , ,912 24,269 11, ,061 59,927 39,700 7 Fellowship training Fellowship trained All ,981 26,405 11, ,917 53,846 42,741 Not fellowship trained All , ,364 20,172 13, ,688 50,411 39,717 8 Tenured Tenured All ,301 30,642 13, ,403 74,305 55,039 Nontenured All 1, , ,730 21,113 13, ,929 48,031 38,944 9 Academic rank Full professor All ,881 25,924 16, ,205 74,052 53,559 Associate professor All ,274 23,686 14, ,362 43,416 43,396 Assistant professor All , ,178 21,629 12, ,935 42,061 40,458 Instructor All , ,618 15,933 8, ,797 45,779 32, Individual salaries based on incentives Clinical productivity All , ,384 26,523 14, ,432 54,202 42,459 Research productivity All , ,206 24,360 17, ,790 54,224 44,472 Teaching productivity All , ,700 24,205 15, ,903 55,057 43,502 Administrative contributions All , ,328 23,207 15, ,840 54,579 41,797 Department financial success All ,963 27,477 15, ,713 54,698 40,796 Hospital or practice plan success All ,555 23,867 9, ,207 52,131 38,464 Any of the above All , ,584 25,279 14, ,950 53,572 39,481 None of the above All , ,619 5,048 5, ,412 39,259 44, Department centage (income/expense) >100 All , ,073 27,579 5, ,442 53,479 41,563 <100 All , ,515 20,610 14, ,166 51,632 39,399 Estimated Value of Fringe Benefits 554 Kristal et al SAEM SALARY SURVEY

8 ACAD EMERG MED May 2006, Vol. 13, No Table 11 Continued 12 Core faculty Yes All ,319 23,878 14, ,533 50,318 42,483 No All , ,493 14,869 8, ,519 47,550 34, Faculty by emergency department volume (visits/yr) <50,000 All , ,276 26,374 14, ,518 48,620 40,656 50,000 75,000 All , ,481 31,745 12, ,725 53,971 38,534 75, ,000 All , ,727 7,000 12, ,240 45,633 45,025 >100,000 All , ,645 7,964 9, ,624 56,483 34, Number of open staff positions at faculty s program Zero All ,674 20,839 10, ,996 46,571 42,539 1 All ,448 23,151 12, ,192 55,689 38,059 2 All , ,774 27,789 8, ,243 44,670 37,638 3 or more All , ,394 8,140 12, ,193 60,186 39, Faculty by region All regions All 1, , ,495 21,561 12, ,848 51,220 40,397 Northeast NE , ,127 24,407 11, ,864 49,562 45,179 Midwest MW ,446 22,642 13, ,224 51,792 40,363 South South , ,423 13,512 12, ,768 52,382 35,073 West West ,722 33,440 18, ,732 49,041 42,154 AAMC = American Association of Medical Colleges; NE = Northeast; MW = Midwest. SAEM study applies strictly to emergency medicine residency program faculty and surveys important variables not relevant to other surveys. The chief limitation of our study is that it is not a complete representation of every RRC-EM approved program in emergency medicine. We are aware of the significant effort that it takes to complete the survey and are extremely grateful to the chairs who participated. We encourage all chairs to participate in the next SAEM salary survey. Because of the nature of the information we collected, there are limitations to our data. For example, fringe benefit data are inherently difficult to quantify. Although total expected cash payment is the most reasonable figure to use when comparing salaries between faculty, it excludes a probably significant portion of true income, namely, fringe benefits. Faculty are advised to keep this in mind when attempting to draw conclusions from the data presented here. CONCLUSIONS To the best of our knowledge, the SAEM emergency medicine faculty salary survey represents the most comprehensive and focused salary survey available for emergency medicine residency faculty. Although this year s data suggest better faculty patient staffing ratios than those from previous studies, they also show that we continue to work in environments of exceptionally high acuity and extended lengths of patient stay. References 1. Thompson B, Kristal S. Emergency medicine faculty salaries: a study of data submitted to SAEM ( ). Presented at: Society for Academic Emergency Medicine Annual Meeting, 1992; Toronto, Canada. 2. Kristal S, Thompson B SAEM emergency medicine faculty salary survey. Presented at: Society for Academic Emergency Medicine Annual Meeting, 1994; Washington, DC. 3. Kristal S, Thompson B, Marx J SAEM emergency medicine faculty salary survey. Presented at: Society for Academic Emergency Medicine Annual Meeting, 1996; Denver, CO. 4. Kristal S, Randall-Kristal KA, Thompson B, Marx JA SAEM emergency medicine faculty salary survey. Presented at: Society for Academic Emergency Medicine Annual Meeting, 1999; Boston, MA. 5. Kristal S, Randall-Kristal KA, Thompson B, Marx JA. Academic ED staffing levels and workloads: results from the SAEM faculty salary survey. Presented at: Society for Academic Emergency Medicine Annual Meeting, 1999; Boston, MA. 6. Kristal S, Randall-Kristal KA, Thompson B, Marx JA. Academic emergency department areas of specialization results from the SAEM faculty salary survey. Presented at: American College of Emergency Physicians Scientific Assembly, 1999; Las Vegas, NV. 7. Kristal S, Randall-Kristal KA, Thompson B, Marx JA. Academic emergency department funding sources

9 Table 12 Salary and Work-hour Data, Sorted by Job Type Group Number Sort Criteria 16 All faculty types 17 Chairman 18 Chair and residency director 19 Assistant chairman 20 Residency director 21 Assistant residency director 22 Clinical director AAMC Area Number Matching This Criterion Clinical Nonclinical Per Clinical Year Base Salary Estimated Nonguaranteed Component Bonus or Incentive Component Expected Cash Payment Standard Deviation Estimated Value of Fringe Benefits All 1, , ,495 21,561 12, ,848 51,220 40,397 NE , ,127 24,407 11, ,864 49,562 45,179 MW ,446 22,642 13, ,224 51,792 40,363 South , ,423 13,512 12, ,768 52,382 35,073 West ,722 33,440 18, ,732 49,041 42,154 All ,415 26,833 18, ,252 62,865 61,676 NE ,297 37,714 21, ,150 71,861 69,290 South ,893 10,601 14, ,627 63,246 59,591 MW ,959 27,285 14, ,672 49,941 63,622 West ,959 27,285 14, ,672 49,941 63,622 All ,667 31,000 26, ,333 37,044 15,267 NE South Data not reported to protect privacy because of small n. MW West All ,334 20,698 15, ,509 37,606 48,916 NE ,441 30,094 10, ,164 45,781 53,036 South ,275 2,803 13, ,928 31,123 42,954 MW ,583 10,967 18, ,468 26,501 47,448 West ,459 48,692 27, ,101 25,806 53,994 All ,664 19,027 17, ,134 40,194 53,821 NE ,736 24,371 10, ,472 51,038 43,836 South ,278 5,871 16, ,085 31,459 46,097 MW ,784 19,277 23, ,909 30,170 85,792 West ,979 34,017 21, ,730 43,099 39,983 All , ,679 21,695 19, ,148 36,633 37,918 NE , ,899 22,187 12, ,031 25,789 41,627 South , ,131 8,430 22, ,898 29,054 29,716 MW ,623 32,528 19, ,720 44,632 43,396 West ,526 38,556 27, ,483 53,630 44,123 All ,220 32,739 16, ,393 39,726 47,991 NE ,017 20,317 16, ,476 23,774 58,415 South , ,264 8,700 15, ,082 41,209 42,965 MW , ,010 71,898 11, ,097 36,467 43,434 West ,460 50,300 34, ,960 55,053 48, Kristal et al SAEM SALARY SURVEY

10 Table 12 Continued 23 Director of pediatrics 24 Director of low-acuity area 25 EMS director 26 Research director 27 Toxicology director 28 Quality assurance director 29 Staff, clinical duties only 30 Staff, clinical and administrative duties All ,541 16,611 15, ,282 33,570 40,849 NE ,037 6,270 9, ,369 27,862 36,464 South ,284 3,833 29, ,784 44,645 39,801 MW ,162 24,389 5, ,551 33,940 37,458 West , ,537 38,417 18, ,091 22,347 51,298 All , ,669 20,264 10, ,996 32,957 41,872 NE , ,790 24,250 17, ,340 35,849 52,487 South , ,733 31, ,533 20,940 15,500 MW , ,000 8,000 10, ,000 27,441 51,035 West 0 All ,974 29,525 15, ,519 35,260 40,367 NE , ,465 37,968 10, ,166 25,027 44,033 South ,308 17,880 19, ,280 40,539 37,965 MW ,178 30,623 12, ,171 25,313 38,487 West ,207 30,969 20, ,594 45,313 39,980 All ,655 14,884 17, ,802 34,929 42,422 NE ,895 27,925 16, ,621 25,822 46,255 South ,850 2,463 24, ,003 44,567 38,418 MW ,311 11,052 12, ,055 32,388 42,932 West ,030 21,000 15, ,338 35,517 40,668 All ,763 22,144 14, ,420 39,194 43,177 NE ,100 36,088 11, ,727 16,917 35,436 South ,583 7,716 10, ,549 63,036 44,406 MW ,626 11,900 15, ,359 15,859 45,095 West ,837 48,250 25, ,441 8,215 49,784 All , ,189 21,896 16, ,362 34,451 39,490 NE , ,793 23,669 17, ,505 31,134 49,644 South , ,668 4,200 2, ,468 10,473 28,260 MW ,172 17,640 19, ,312 7,464 40,727 West , ,520 40,300 25, ,020 46,047 29,175 All , ,916 23,401 7, ,691 46,659 34,305 NE , ,550 28,029 9, ,521 24,852 46,918 South , ,594 16,492 5, ,341 51,745 27,392 MW , ,120 26,519 8, ,880 48,077 33,850 West , ,273 34,692 14, ,789 39,501 38,206 All , ,567 19,117 13, ,888 36,094 39,595 NE , ,232 24,180 11, ,457 34,095 43,390 South , ,507 13,120 12, ,525 31,614 37,002 MW , ,503 9,497 16, ,793 44,084 35,798 West ,612 31,169 14, ,771 37,837 39,641 ACAD EMERG MED May 2006, Vol. 13, No

11 558 Kristal et al SAEM SALARY SURVEY Table 12 Continued 31 Staff, pediatrics only All , ,465 17,688 3, ,472 25,700 35,116 NE , ,218 6,460 1, ,467 21,937 35,757 South , ,167 34,885 2, ,744 24,416 29,821 MW ,840 25,678 7, ,434 35,027 34,865 West , , ,643 10,617 45, Staff, low-acuity area only All ,139 29,523 8, ,233 36,363 35,131 NE 1 Data not reported to protect privacy because of small n. South 0 MW $109,663 $34,443 $10,000 $154,106 $37,100 $34,653 West 0 33 Observation unit director All 0 No faculty reported in this category this year. AAMC = American Association of Medical Colleges; NE = Northeast; MW = Midwest. and incentives results from the SAEM faculty salary survey. Presented at: American College of Emergency Physicians Scientific Assembly, 1999; Las Vegas, NV. 8. Kristal S, Randall-Kristal KA, Thompson B, Marx JA. Female faculty salary and work hours results from the SAEM faculty salary survey. Presented at: American College of Emergency Physicians Scientific Assembly, 1999; Las Vegas, NV. 9. Kristal S, Randall-Kristal KA, Thompson B SAEM emergency medicine faculty salary and benefits survey. Presented at: Society for Academic Emergency Medicine Annual Meeting, 2002; St. Louis, MO. 10. Kristal SL, Randall-Kristal KA, Thompson BM SAEM emergency medicine faculty salary and benefits survey. Acad Emerg Med. 2002; 9: Kristal SL, Randall-Kristal KA, Thompson BM, Marx JA SAEM emergency medicine faculty salary and benefits survey. Acad Emerg Med. 1999; 6: Kristal SL, Thompson BM, Marx JA SAEM emergency medicine faculty salary/benefits survey. Acad Emerg Med. 1998; 5: McCaig LF, Burt CW. National hospital ambulatory medical care survey: 2003 emergency department summary. Advance data from vital and health statistics; no Hyattsville, MD: National Center for Health Statistics, DHHS Publication No. (PHS) (05/05) pp 1 38.