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SOGH | Society of OB/GYN Hospitalists | Enhancing the Safety and Quality of OB/GYN Hospital MedicineSOGH | Society of OB/GYN Hospitalists | Enhancing the Safety and Quality of OB/GYN Hospital Medicine
SOGH 2016 Hospitalist Employment & Salary Survey
Resale or redistribution of this survey is prohibited without the written consent of SOGH
SOGH | Society of OB/GYN Hospitalists | Enhancing the Safety and Quality of OB/GYN Hospital Medicine
Resale or redistribution of this survey is prohibited without the written consent of SOGH
SOGH 2016 Salary & Employment Survey
• Survey Director: Catherine S. Stika, MD
• Contributors:
• Brendan Carroll, MD
• Rob Olson, MD
• William Rayburn, MD
• Jennifer Tesmer-Tuck, MD
SOGH | Society of OB/GYN Hospitalists | Enhancing the Safety and Quality of OB/GYN Hospital Medicine
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2016 SOGH Salary & Employment Survey
Total Responses
Northwestern University IRB review: exempt status
Survey was emailed to all registrants of the SOGH website: ~2400 email addresses
Initial email blast: July 31. 2016Reminder letters were sent out 6 timesSurvey was closed on December 4, 2016
322
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In the February 2016 issue of Obstetrics & Gynecology (Vol 127(2), February 2016,p 393–397), the SOGH Board of Directors authored a “Current Commentary”, defining the roles of Ob-Gyn hospitalists, as follows:
What is an Ob/Gyn Hospitalist? How is our job different than that of a generalist?
• A hospitalist is a physician who specializes in the practice of hospital medicine.
• An obstetric hospitalist is an ob-gyn who specializes in the practice of hospital obstetrics. This may include (but is not limited to) the obstetric triage unit, labor and delivery, the antepartum unit, and the postpartum unit. An obstetric hospitalist has no gynecologic or gynecologic surgery responsibilities.
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What is an Ob/Gyn Hospitalist? How is our job different than an a generalist?
• An obstetric and gynecologic hospitalist is an ob-gyn who specializes in the practice of hospital obstetric and gynecologic care. This may include (but is not limited to) the obstetric triage unit, labor and delivery, the antepartum unit, the postpartum unit, the emergency department, emergent gynecologic surgery, inpatient medical and critical care units, and consultative inpatient obstetric and gynecologic services.
• An obstetric or obstetric and gynecologic hospital medicine practice is a practice that uses hospitalists to provide patient care and minimizes the use of non-hospitalist ob-gyns.
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How would you best describe yourself?Answered: 322
Job DescriptionRespondent
Number
Ob or Ob/Gyn Hospitalist 278
General Ob/Gyn with some hospital work 20
General Ob/Gyn private practice 13
CNM 4
Hospital Administrator 3
Hospitalist Staffing Administrator 4
Total 322
44
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Basic Demographics
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What is our gender?Answered: 273
156 57.14%
117 42.86%
Gender
Female Male
Female156 57.14%
Male117 42.86%
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How old are we?Answered: 273 Age (y) Number %
30 – 39 29 10.6
40 – 49 81 29.7
50 – 59 90 32.97
60 - 69 62 22.7
> 70 11 4.0
Total 273
29
81
90
62
11
0
10
20
30
40
50
60
70
80
90
100
30 - 39 40 - 49 50 - 59 60 - 69 >70
YEARS
Years
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How many years after completion of our residency did we begin our work as a hospitalist?Answered: 269 Years post-
residencyNumber %
0 – 1 10 3.72
1 – 5 33 12.27
6 – 10 44 16.36
11 – 20 83 30.86
21 - 30 77 28.62
31 - 40 18 6.69
≥ 41 4 1.49
Total Number 2690
10
20
30
40
50
60
70
80
90
0 - 1 1 - 5 6 - 10 11 - 20 21 - 30 31 - 40 ≥ 41
Years
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How many years after completion of our residency did we begin our work as a hospitalist? 2016 compared to 2014 results
Years post-residency
2016Number
2016N=269
%
2014N=306
%
0 – 1 10 3.72 0
1 – 5 33 12.27 8
6 – 10 44 16.36 16
11 – 20 83 30.86 28.4
21 - 30 77 28.62 30.7
31 - 40 18 6.69 15
≥ 41 4 1.49 1
Total Number 269
More of us are becoming hospitalists earlier in our careers.
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How many years have we been working exclusively as an Ob/Gynhospitalist?Answered: 270
0
2
4
6
8
10
12
14
16
18
20
< 1 1 - < 2 2 - < 3 3 - < 4 4 - < 5 5 - < 6 6 - <10 >10
Percent
*
Years Worked
Although the largest percentage of physicians responding to this survey belong in the first wave of Hospitalist pioneers, there has been a steady increase in our numbers within the recent 4 years: our numbers are growing!
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Where do we live?Answered: 272
0
2
10
33
2
1
2
9
6
3
11
Guam: 1
3
6
413
10
9
8
6
1
3
1
3
4
14
5
10
5
8
14
26
4
2
19
10
4
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Where do we live? Only 15 States were not representedAnswered: 272
0
2
10
33
2
1
2
9
6
3
11
Guam: 1
3
6
413
10
9
8
6
1
3
1
3
4
14
5
10
5
8
14
26
4
2
19
10
4 Delaware
Rhode Island
Hawaii
1
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Our Hospitals
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At how many hospitals do each of us work? Answered: 267
Number of HospitalsNumber of
Respondents%
1 208 77.9
2 43 16.2
3 14 5.2
≥ 4 2 <1
%
1 2 3 ≥4
2
1
3
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How long is our commute from home to our primary hospital?Answered: 250
< 30 minutes 30 - 60 minutes
1 - 2 hours > 2 hours
58%24.4%
11.2%
6.4%
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Which of the following best describes our hospitalist practice locations and patient composition?
Answered: 270
Hospital Number %
Urban, Inner City, Indigent
31 11.5
Urban, mixedcomposition
142 52.6
Suburban 82 30.4
Rural 15 5.6
%
Urban, Inner City Urban, Mixed Suburban Rural
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On average, how many deliveries are performed at our PRIMARY hospital each year?
Answered: 271Annual Deliveries Number %
< 1000 23 8.5
1000 – 1999 58 21.4
2000 – 2999 44 16.2
3000 - 3999 51 18.8
4000 – 4999 42 15.5
5000 – 10,000 41 15.1
> 10,000 12 4.40
10
20
30
40
50
60
70
<1000 1000 - 1999 2000 - 2999 3000 - 3999 4000 - 4999 5000 -10,000
>10,000
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Has the size of the L&D suites which employ hospitalists changed over the past two years?
Annual Deliveries2016 2014
Number % Number %
< 1000 23 8.5 41 13
1000 – 1999 58 21 70 24
2000 – 2999 44 16 66 23
3000 - 3999 51 19 42 14
> 4000 96 35 68 23
Total Number 271 291
Its not just small hospitals that are employing Ob hospitalists;
In 2016, more of us are working at hospitals with larger delivery numbers.
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2012 to 2016 Comparison: Annual Deliveries2016: More Hospitals with Larger Delivery Numbers are Utilizing Hospitalists
Annual Deliveries
2016 2014 2012
Number % Number % Number %
< 1000 23
45.5
41
60
18
58.91000 – 1999 58 70 26
2000 – 2999 44 66 45
3000 - 3999 51 19 42 14 24 15.9
> 4000 96 35 68 23 38 25.2
Total Number 271 291 151
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Do we consider our PRIMARY hospital practice to be at an academicor teaching hospital (with medical students, residents or fellows)?Answered: 273
46.153.8
2016
Non-teaching Teaching
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Compared to 2014, more of us are working at teaching hospitals
70
30
2014
Non-teaching Teaching
46.153.8
2016
Non-teaching Teaching
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Who do we teach?Answered: 267
Trainees Number %
None 83 31.1
Medical Students 134 50.1
Family Medicine Residents 109 40.8
Ob/Gyn Residents 86 32.2
Nursing Students 39 14.6
ED Residents 37 13.9
CNM/CNM Students 32 11.9
Physician Assistant Students 28 10.4
Ob/Gyn Hospitalists Fellows 4 1.5
Family Medicine Ob Fellows 4 1.5
MFM Fellows 1 <1
Other residents 1 <1
Other APN students 1 <1
EMT students 1 <1
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Which best describes us?
Employment Type Number %Hospital employee 119 48.2
Employee of a staffing group 67 27.1
Independent contractor 16 6.5
Independent contractor working for a staffing group 6 2.4
Employee or partner of a private Ob/Gyn group 11 4.5
Employee or partner of a private MFM group 4 1.6
Fulltime academic faculty 13 5.3
Government employed physician 3 1.2
Large multispecialty group, e.g. Kaiser 8 3.2
Answered: 247
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What do we do?
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What do we do?Broadly, our PRIMARY hospitalist practice includes: (Check all that apply)Answered: 255
Practice Number %
Obstetrics – Labor & Delivery 249 97.7
Ob Triage – Emergency Care for Pregnant Women 241 94.5
Ob – postpartum, Emergency Care 232 91.0
Ob – postpartum, Routine Care 210 82.4
Main ED – Ob consultations 195 76.5
Main ED – Gynecology consultations 166 65.1
Inpatient Gynecology consultations 156 61.2
Emergency gynecology surgery 144 56.5
Office sessions – Obstetrics and/or postpartum 33 12.9
Office sessions - Gynecology 16 6.3
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We would like our Emergency Department Ob and/or Gyn responsibilities to: (Check all that apply)Answered: 255
Preference Number %
I do not perform ED Consultations 20 7.8
Stay the Same 144 56.5
Be Increased 11 4.3
Be decreased 80 31.4
Be decreased or eliminated – Its too difficult to cover both services
63 24.7
Be decreased or eliminated – I don’t think I am able to maintain my gynecologic ED expertise
17 6.7
Be decreased or eliminated – I just don’t like gynecologic ED care
25 9.8
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We would like our Gyn surgery responsibilities to:(Check all that apply) Answered: 255
Preference Number %
I do not have Gyn surgery responsibilities 64 25.2
Stay the Same 74 29.1
Be Increased: I really like Gyn surgery & do not want to lose my skills
58 22.8
Be decreased 39 15.4
Be decreased or eliminated – Its too difficult to cover both services
34 13.4
Be decreased or eliminated – I don’t think I am able to maintain my gynecologic ED surgery skills
17 6.7
Be decreased or eliminated – I just don’t like gynecologic surgery
64 25.2
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Activities included in our work as an Ob hospitalist:Answered: 247
Response – Part 1 %
See unassigned pregnant women that present to Ob Triage 91.1
Serve as backup physician for any emergency for any provider in L&D 89.8
Care for & deliver unassigned patients that present to our hospital 89.1
First assist in cesarean deliveries for other Obs in our hospital 68.8
Deliver and/or care for patients of other Obs when asked to cover for them 67.2
See women from other physician's practices who present to Ob Triage 66.6
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Activities included in our work as an Ob/Gyn hospitalist:Answered: 247
Response – Part 2 %
Deliver patients for our MFMs as a physician extender 48.9
Consult for & perform operative vaginal deliveries & cesareans for CNMs 48.6
Consult for & perform operative vaginal deliveries & cesareans for Family Practice physicians
40.9
Deliver patients that see other physicians in our practice (I am the hospitalist/they are the office physician)
33.6
Deliver patients that see me or other Obs in our own practice 25.5
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What is the role of Maternal Fetal Medicine at our primary hospital?Answered: 245
MFM are on staff & perform consultations, but they do not have their own patients & with rare exception, do not deliver patients
35.2%
MFM are on staff, perform consultations & cover their own Ob service, including deliveries, either all or most of the time
13.9%
MFM are on staff & perform consultations. They have their own patients; however, our hospitalist group delivers all or most of their patients
29.0%
MFM do not physically come to my hospital but are available by phone for consultations 22.0%
35.2%
13.88%
22.0%
29.0%
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Who signs out to us to cover their patients?(Check all that apply)Answered: 246
Response %
Other Obstetricians/Gynecologists 70.7
Maternal Fetal Medicine physicians 35.4
Certified Nurse Midwives 26.4
Family Medicine Physicians 21.9
Lay Midwives 3.25
No one signs out to me 17.9
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Does our job include additional patient office hours beyond our hospital shifts?Answered: 254
Additional Office Hours
No Yes
81%No
29%Yes
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If we work additional office hours, how are we paid for them?Answered: 41
Payment OptionRespondent
NumberPercentage
It is included in my global salary 23 56.1%
I am paid a fixed amount for each clinic as a supplement to my salary
7 17.1%
I receive a percentage of either charges billed or collected 0 0
Other – I am paid hourly 5 6.6%
Other – it is part of my private practice 5 6.6%
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If our unit becomes exceptionally busy, do we have an emergency back-up call system?Answered: 244
Yes No
Yes66.4%
No33.6%
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If Yes, our back-up call system involves my calling in: (select the FIRST person we contact)Answered: 162
Back Up Call SystemRespondent
NumberPercentage
Designated other obstetrician 103 63.6
Designated fellow OB/GYN hospitalist 28 17.3
Any available obstetrician on L&D 15 9.3
On call MFM 11 6.8
Designated on-call CNM 4 2.5
Gynecology surgery back up only 1 0.6
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How many hours do we work?
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Based on our program’s definition, how do we describe our PRIMARY employment? Full-time or Part-time?
Answered: 254 Employment Status
Full-Time Part-Time
84.25%
15.75%
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How long are our shifts?Answered: 252
24 12 Mixture 12 & 24 Irregular < 12
1.2%
24 hours42.5%
12 hours23.8%
12 & 24 h mix27.8%
4.7%
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As the number of deliveries increase, the shift length shortens
0
10
20
30
40
50
60
70
80
<1000 1000 - 1999 3000 - 3999 5000 - 10000 >10000
Shift length by Numbers of Deliveries/Year
12-hour 24-hour 12 & 24 mix
N=11N=34N=49N=56N=19
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If given a choice, would we prefer to work 12-hour shifts, 24-hour shifts or less than a 12-hour shift?
Answered: 248
12-hour 24-hour < 12-hour
12-hour44.8%24-hour
51.6%
3.6%
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If we work 24-hour shifts, do our shifts ever start in the evening?Answered: 249
Yes No I do not work 24-hour shifts
No63.4%
Yes12.9%
23.7%
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How are our shift times divided?Answered: 249
Response Number %
Combination of all shift times, including days, nights & weekends 195 78.3
Combination of weekday nights & weekend day & night shifts 28 11.2
Only NIGHTs, including weekday & weekend nights 8 3.2
Only DAYS, including weekday & weekend days 7 2.8
Only weekday days 4 1.6
Only weekday nights 4 1.6
Only weekends, including Friday nights, Saturday & Sunday shifts 3 1.2
10.5%
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How are our shift times divided?Answered: 249
Response No. %
Combination of all shift times 195 78.3
Combination of weekday nights & weekends 28 11.2
Only NIGHTs, including weekday & weekend nights 8 3.2
Only DAYS, including weekday & weekend days 7 2.8
Only weekday days 4 1.6
Only weekday nights 4 1.6
Only weekends, including Friday nights, Saturday & Sunday shifts
3 1.2
78% of us are working in stand-alone programs, which provide 24/7 coverage
11% work in programs that cover the shifts the private physicians don’t want to cover
10.5% cover a mixture of odd shifts
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Do we work extra shifts or additional hours above our required work hours?Answered: 249
ResponseNumber of
Respondents%
Yes, I can pick up additional shifts whenever I want 104 44.8
Yes, I have to work additional shifts to cover my partners’ time off
77 30.9
No, all shifts are covered by our available physicians 70 28.11
No, I choose not to work more than my required hours 33 13.3
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Assuming our pay would reflect the number of hours that wework, would we like to work more or fewer hours than wecurrently do?Answered: 249
Percent
Increase Decrease Satisfied with hours
70.7%Satisfied with
18.9%
10.4%
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Is there pressure from your employer/management to work more hours?
Answered: 249
Yes No
NO77.9%
YES22.1%
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How is our work scheduled – by number of shifts or hours per week, month, or per year?
Answered: 252 Percent
week month year
week12.3year
19.44
month68.25
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Comparison of hours worked when we all work different schedules
• Different time basis: week, month, year
• Different shift lengths: 12-h, 24-h, irregular hours plus combinations of these shifts
• Survey asked: • How many of each shift type respondent worked
• Calculated total hours/time basis
• Converted to aggregate hours/week-month-year
week month year
week12.3%year
19.44%
month68.25%
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How much do we work? Number Hours: Range Hours: Mean ± S.D. Hours: Median Hours: Mode
Week 28 12 – 84 44.14 ± 15.64 40 36
Month 169 24 – 360 165.2 ± 49.16 168 168
Year 51 624 – 3648 1882.45 ± 463.24 1944 2184
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How much do we work? All hospitalists converted to hours per year
Number Hours: Range Hours: Mean ± S.D. Hours: Median Hours: Mode
All Year 248 288 – 4368 1997.2 ± 604.5 2016 1872
Expressed per Week 38.4 38.7 36
Expressed per Month 166.4 168 156
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Number of Hours/Year Worked by Employment TypeEmployment Type Hours: Mean Hours: Range
Hospital employee 112 1953 288 – 3744
Employee of a staffing group 67 2089 288 – 4320
Independent contractor 16 1827 1008 – 3024
Independent working for a staffing group 6 2184 1584 – 2304
Employee of a private Ob/Gyn group 11 2054 1152 – 4368
Employee of a private MFM group 4 1908 1152 – 2448
Fulltime academic faculty 12 1987 1440 – 2880
Government employed physician 3 1504 624 – 2016
Large multispecialty group, e.g. Kaiser 8 2100 1032 – 3432
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Our Salary: How & What We Are Paid
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Which best describes us?
Employment Type Number %Hospital employee 119 48.2
Employee of a staffing group 67 27.1
Independent contractor 16 6.5
Independent contractor working for a staffing group 6 2.4
Employee or partner of a private Ob/Gyn group 11 4.5
Employee or partner of a private MFM group 2 0.8
Fulltime academic faculty 13 5.3
Government employed physician 3 1.2
Large multispecialty group, e.g. Kaiser 8 3.2
Answered: 247
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How are we paid?
Answered: 247
Hourly Wage Salary
Hourly Wage51.8%
Salary48.2%
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Does Payment Method vary by Employment Type?
Employment Type NumberSalary
%Hourly
%
Hospital employee 119 67.2 32.8
Employee of a staffing group 67 14.9 85.1
Independent contractor 16 - 100
Independent contractor working for a staffing group 6 - 100
Employee or partner of a private Ob/Gyn group 11 73.7 27.3
Employee or partner of a private MFM group 4 50 50
Fulltime academic faculty 13 100 -
Government employed physician 3 66.7 33.3
Large multispecialty group, e.g. Kaiser 8 62.5 37.5
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Hourly Wage Breakdown
Response Number %
1 All of my shifts are paid the same 115 95%
2 Standard shift plus differential: holiday day, holiday night 4
3 Shift differential: weekday night, weekend all shifts 1
4 Shift differential: weekday, weekend day, holiday day 1
For the hourly wage calculation, the standard shift wage was used for Group 2, the weekday night wage for Group 3, and the average of the weekday & weekend night wage for Group 4.
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Aggregate Salary & Hourly Wage
Payment Type Number Range Mean ± S.D. Median
Salary 118 $150,000 – 450,000 $258,180 ± 45,551 $252,500
Hourly Wage 121 $75 - $199 $113.60 ± 19.44 $110
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Aggregate Salary
Payment Type Number Range Mean ± S.D. Median
Salary 118 $150,000 – 450,000 $258,180 ± 45,551 $252,500
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Aggregate Hourly Wage
Payment Type Number Range Mean ± S.D. Median
Hourly Wage 121 $75 - $199 $113.60 ±19.44 $110
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N=962014
N=662012
Salary Comparisons
N=1182016median $252,500
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N=832012
N=1022014
Hourly Wage Comparisons
N=1212016median$110
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Is there a difference in Full-Time & Part-Time Employment based on Employment Type?
Answered: 254 Employment Status
Full-Time Part-Time
84.25%
15.75%
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Does Part Time Work vary by Work Status?
Payment Method by Work Status NumberFull time
%Part Time
%Aggregate 247 84.2 15.8
Hospital employee 119 82.4 17.6
Employee of a staffing group 67 92.5 7.5
Independent contractor 16 56.3 43.7
Independent contractor working for a staffing group 6 100 -
Employee or partner of a private Ob/Gyn group 11 81.8 18.2
Employee or partner of a private MFM group 4 75 25
Fulltime academic faculty 13 100 -
Government employed physician 3 66.7 33.3
Large multispecialty group, e.g. Kaiser 8 75 25
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Is there a difference in Salary based on Work Status?Work Status N Range Mean ± S.D.
Aggregate 118 $150,000 – 450,000 $258,180 ± 45,551
Hospital employee 79 $178,000 – 450,000 $265,767 ± 42,994
Employee of a staffing group 10 $180,000 – 270,000 $225,050 ± 24,387
Independent contractor 0 - -
Ind contractor working for staffing group 0 - -
Employee/partner of a private Ob/Gyn group 7 $200,000 – 324,000 $240,249 ± 42,457
Employee/partner of a private MFM group 4 $211, 000 – 215,000 $213,000 ±2,828
Fulltime academic faculty 13 $150,000 - $350,000 $256,538 ± 64,109
Government employed physician 3 $170,000 – 240,000 $205,000 ± 49,497
Large multispecialty group, e.g. Kaiser 8 $235,000 – 290,000 $273,000 ± 22,528
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Is there a difference in Hourly Wage based on Work Status?
Work Status N Range Mean ± S.D.
Aggregate 121 $75 - $199 $113.60 ±19.44
Hospital employee 37 $75 - 199 $117.44 ± 19.32
Employee of a staffing group 55 $80 - 139 $107.85 ± 8.35
Independent contractor 14 $82 - 180 $127.02 ± 32.59
Independent contractor for staffing group 6 $78 - 125 $110.37 ± 16.68
Employee/partner of a private Ob/Gyn group 3 $100 - 115 $105 ± 8.66
Employee/partner of a private MFM group 2 $105 - 120 $112.5 ± 10.6
Fulltime academic faculty 0 - -
Government employed physician 1 $100
Large multispecialty group, e.g. Kaiser 3 $105 - 162 $129.33 ± 29.39
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Do salary and hourly wages vary by region?
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Does salary vary by region?Region Number
Salary(range)
Salary(mean ± S.D.)
Salary(median)
Aggregate 118 $150,000 – 450,000 $258,180 ± 45,551 $252,500
New England 7 $250,000 – 336,000 $247,286 ± 68,580 $250,000
Mid-Atlantic 15 $190,000 – 350,000 $234,533 ± 38,790 $240,000
East North Central 21 $178,000 – 450,000 $265,238 ± 57,283 $255,000
West North Central 10 $215,000 – 350,000 $273,000 ± 40,291 $267,500
South Atlantic 10 $215,000 – 355,000 $252,750 ± 44,837 $228,750
East South Central 3 $240,000 – 335,000 $275,000 ± 52,201 $250,000
West South Central 11 $220,000 – 320,000 $273,636 ± 35,783 $275,000
Mountain 11 $170,000 – 290,000 $228,545 ± 39,833 $220,000
Pacific 30 $180,000 – 324,000 $267,999 ± 33,345 $274,500
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Does hourly wage vary by region?Region Number
Hourly Wage(range)
Hourly Wage(mean ± S.D.)
Hourly Wage(median)
Aggregate 121 $75 – $199 $113.60 ±19.44 $110
New England 4 $110 – 125 $117.75 ± 6.60 $118
Mid-Atlantic 7 $96 – 166.66 $113.95 ± 25.24 $100
East North Central 11 $78 – 122 $108.09 ± 14.90 $114
West North Central 4 $80 – 105 $97.63 ± 11.80 $102.75
South Atlantic 24 $75 – 135 $107.24 ± 11.08 $110
East South Central 5 $100 – 139 $114.00 ± 15.98 $115
West South Central 21 $95 – 180 $114.55 ± 24.01 $107
Mountain 15 $100 – 125 $108.54 ± 7.02 $107
Pacific 29 $92 - 199 $125.52 ± 22.87 $120
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Salary by Gender
Gender NumberSalary
(Range)Salary
(Mean ± S.D.)Salary
(Median)
Men 38 $180,000 – 450,000 $262,099 ± 49,944 $250,000
Women 80 $150,000 – 373,000 $256,318 ± 43,517 $255,000
MenWomen
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Hourly Wage by Gender
Gender NumberHourly Wage
(Range)Hourly Wage (Mean ± S.D.)
Hourly Wage(Median)
Men 62 $80 – 199 $110.69 ± 20.52 $108
Women 59 $75 - $180 $116.66 ± 17.90 $114.25
Women Men
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Salary in Comparison to Number of Deliveries
>10,0003000 - 3999
Mean
<1000
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Does part of our pay include incentives and/or bonuses, including production-based compensation?Answered: 244
Yes No
No66.8%
Yes33.2%
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For those of us that do receive incentives and/or bonuses, how are they structured? (Check all that apply)Answered: 82
Bonus/Incentive Number % of 244
Achieving pre-identified non-production based goals (attendance at meetings, innovation, satisfaction surveys, quality based goals, improvement projects)
60 24.6%
Production based – Collections 13 5.3%
Production based – Billings 7 2.9%
Production based – RVUs 8 3.3%
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Incentives/Bonuses - Other
Bonus/IncentiveWorking additional shifts are paid extra 3
Discretion of medical director - yearly bonus 1
Bonus if the entire group is profitable 2
Quality metrics 2
We received a bonus one year, but the rationale/calculation was not communicated to us, and it is not annual/I have no idea 2
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Medical Directors
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Are you the medical director or administrator of your hospitalist unit?Answered: 247
Yes No
Yes: 6526.3 %
No: 18273.7%
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As medical director or administrator of your hospitalist unit, do you receive a supplement stipend for these services?
Answered: 65
Yes No
Yes: 5787.7%
No: 812.3%
Stipend Number: 57
Mean ± S.D. $26,579.82 ± 24,277
Range $250 – 150,000
Median $24,000
Mode $25,000
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Our Benefits
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How do we pay for our professional liability coverage (malpractice insurance)?Answered: 246
1 2 3
1 95.12% Employer pays in full
2 3.25% I pay it independently
3 1.63%I pay it with pre-tax dollars from a program available from my employer
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When we first became an OB/GYN hospitalist, how did wepay for our malpractice tail?
Answered: 230
Response Number Percent
No tail: I left an institution that was self-insured 113 48.1%
I had pay the tail myself 60 26%
My employer paid my tail as a signing bonus 32 13.9%
No tail: I started after my residency or fellowship 12 5.2%
My employer partially paid my tail as a signing bonus. 7 3.0%
My employer provided a loan to cover my tail. 6 2.6%
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Do you get any type of paid time off/vacation/CME as part of your benefits?Answered: 246
Yes No
50%50%
Employment Type Yes %Hospital employee 60.2
Employee of a staffing group 26.9
Independent contractor 12.5
Independent contractor working for a staffing group 16.7
Employee or partner of a private Ob/Gyn group 75
Employee or partner of a private MFM group 63
Fulltime academic faculty 92.3
Government employed physician 100
Large multispecialty group, e.g. Kaiser 75
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If yes, please indicate what it is for?Answered: 135
Vacation CME Vacation plus CME PTO
40%Vacation + CME
32.6%
7.4%20%
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Do you receive additional funding for CME / personal expense account?Answered: 244
CME/Personal Expense Account No. %None 55 22.5
$1000 – 1999 52 21.3
$2000 – 2999 38 15.6
$3000 – 3999 55 22.5
$4000 – 4999 29 11.9
$5000 – 5999 9 3.7
Other: $6000, 6500, 6500, 7000 4 1.6
I do, but not sure of the amount 2 0.8
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Coverage of Practice ExpensesAnswered: 245
Not covered, My expense
Paid out of my CME/personal account
Covered Paid by Employer
Number
Medical License Fees 33.5% 26.1% 40.4% 245
DEA licenses 33.6% 27.1% 39.3% 244
ACOG dues/Board Certification
30.8% 43.3% 26.8% 240
Information Resources & Books
43.2% 50.0% 6.8% 234
Computer 67.0% 12.7% 20.34% 236
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Do we receive specific sick-days?Answered: 237
Response Percent Number
Yes 18.6% 44
No, same day cancellations are taken out of my vacation days 7.6% 18
No, I have to make up the shifts that I miss 51.9% 123
No, I have the option of taking them out of my vacation days or making up the shifts that I miss
21.9% 52
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What additional benefits do we receive? (Check all that apply & how they are covered) Answered: 245
Not CoveredIncluded
Employer pays in full
Partially covered, I pay a supplement
Not covered, butavailable for
purchaseNumber
Retirement 19.7% 14.8% 39.8% 25.8% 244
Health Insurance 13.5% 16.3% 60.4% 9.0% 245
Dental Insurance 15.1% 14.3% 57.1% 13.5% 245
Life Insurance 21.8% 34.6% 31.3% 12.6% 243
DisabilityInsurance
21.8% 34.2% 32.5% 11.5% 236
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How much do we like our work?
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How satisfied are we with: Our Career as a HospitalistAnswered: 244
Very Satisfied Satisfied
Indifferent Not Satisfied
Very Unsatisfied
60.3%30.7%
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How satisfied are we with: Our Variety of our WorkAnswered: 243
Very Satisfied Satisfied
Indifferent Not Satisfied
Very Unsatisfied
43%
42%
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How satisfied are we with: Our ManagementAnswered: 241
Very Satisfied Satisfied
Indifferent Not Satisfied
Very Unsatisfied
32.0%
38.2%
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How satisfied are we with: Recognition of our WorkAnswered: 244
Very Satisfied Satisfied
Indifferent Not Satisfied
Very Unsatisfied
30.7%
38.2%
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How satisfied are we with: Our Professional RelationshipsAnswered: 242
Very Satisfied Satisfied
Indifferent Not Satisfied
Very Unsatisfied
45.5%
31.6%
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How satisfied are we with: Our PayAnswered: 244
Very Satisfied Satisfied
Indifferent Not Satisfied
Very Unsatisfied
24.6%
44.7%
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How satisfied are we with: Our BenefitsAnswered: 244
Very Satisfied Satisfied
Indifferent Not Satisfied
Very Unsatisfied
32.4%
37.3%
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Why did we become an Ob/Gyn hospitalist? (Check as many as apply) Answered: 238
Response – Part 1Respondant
NumberPercent
I like working shifts that allow me to have protected personal time 202 84.9
Working hospital shifts is better for my family 150 63.0
I like the excitement & comradery of L & D 128 53.8
I prefer inpatient OB over inpatient & outpatient gynecology 121 50.8
I no longer wanted the time commitment required to run a practice 109 45.8
I wanted a new challenge 79 33.2
It became too expensive to run my office & cover malpractice insurance 53 22.3
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Why did we become an Ob/Gyn hospitalist? (Check as many as apply) Answered: 238
Response – Part 2Respondant
NumberPercent
I was getting older in my career & wanted to cut back my hours 51 21.4
My hospital was setting up a hospitalist program & needed physicians for the program
44 18.5
I wanted to become more involved in my hospital's organization & program development
31 13.0
Working shifts allows me to be more productive in my academic time 16 6.7
I was moving to a new town & was unfamiliar with the local medical community
15 6.3
I was getting older in my career & felt I should stop doing gyne surgery 6 2.5
I needed a short-term position without a malpractice tail 5 2.1
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Why did we become an Ob/Gyn hospitalist? (Check as many as apply) Answered: 238
Response – OtherRespondant
NumberPercent
I needed more time for my advocacy & international work 1
I just didn’t enjoy private practice anymore, burnt out 6 2.5
I was recruited by a staffing organization 1
Opportunity to teach 1
Option to do both: part-time hospitalist/part-time other job 3 1.3
Better for patient safety 1
Personal reasons: death in the family, work with my daughter 2
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Suggestions for Future Surveys, Comments & Feedback
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• Does your program include simulation courses to maintain emergency skills? ieshoulder dystocia, breech delivery, etc
• Have you developed/helped develop any safety initiatives for your facility? Do you keep patient care metrics for your service. Are these reported to hospital administration, to your employer, or both. Does your service have better, the same, worse safety data than the private attending pool at your facility. etc.
• Did not ask about the level of nursery at each hospital or if other specialists are available for emergencies
• Transition into leadership roles • Questions regarding leadership roles in safety and teaching • Hospital administrative support for the hospitalist • Limitations on credentialing because of decreased numbers of gynecologic or
obstetric procedures.
Is there anything important to you that has not been included in this survey? p1
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• Work conditions, quality of unit & expected quantity of work/ stress • Perceived liability risk • Intensity and risk level of Ob patients (We cover a 12 person MFM group• Systems for improvement - if you are not satisfied with the team leadership or
another member• Acceptance by colleagues in the hospital and collegial atmosphere with the rest
of the staff • Lack of job security due to changing hospital needs and practices • How do OB hospitalists working 24 hour shifts cope with sleep deprivation • Effects of sleep deprivation with 12 vs 24 hr shifts, organizational resistance to
evidence-based changes in practice • Level of autonomy for hospitalist vs. private OB
Is there anything important to you that has not been included in this survey? p2
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• My annual work shifts include in hospital and backup shifts from home.• Regional pay medians/ suburban vs urban pay medians and number of shifts/pay
for closed units (i.e. Mayo or Kaiser) verses open units• You should have asked about salary vs hourly for extra shifts worked. My salary
covers the base number of shifts. I get an hourly rate for all shifts worked over my base number.
• You should also ask if the current position includes a tail for when you leave it (you asked above covering tail from the job before this one)
• Questions about flexibility of schedule, say so about shifts worked • Would like basic data about overall job satisfaction- pay, hours, lifestayle,
opportunity in aggregate • Full time employment plus "moonlighting" a small private practice on the side
Is there anything important to you that has not been included in this survey? p3
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• Ask Obs who have recently completed their residency if they do it because of discomfort doing major GYN surgery
• A discussion on the fact that Gyn skills get weaker over time due to infrequent use. Although I am expected to cover the ER for Gyn services...if someone needed a hysterectomy...well, I have not do one in 7 years.
• Concerns of not having performing some of the common Gyn cases, hysteroscopy, hysterectomy, laparoscopy, and not having the opportunity to assist other physicians on those. How other Hospitalist feel about this? Will this be an issue if I apply to be a Hospitalist in another hospital?
• Ask about any malpractice suits an a hospitalist • Questions assume only work is as Hospitalist. • Backup plan response is erratic • What about practitioners that still have private practice and use hospitalist
position as supplement of income?
Is there anything important to you that has not been included in this survey? p4
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• We have retirement plan, but no employer match even though nurses have a match.
• We need better benefits- paid time off and retirement • We used to get holiday pay and food, but it was revoked. Do others get holiday
pay, food and drink, parking? • Full time employment plus "moonlighting" a small private practice on the side • You are too limiting in your definition. I work 30 hours a week as a hospitalist by
your definitions and 22 hours a week in clinic as do almost all the people I share call with at two facilities
• Expected salary. Hospitals don't realize what we do and the liability we carry. They just want to pay for an employee. We are Doctors let us not forget that.
• It would be great if you could recognize that CNMs play an important role in the hospitalist phenomenon. We are members of your organization and we attend your annual meeting. We feel ignored.
Is there anything important to you that has not been included in this survey? p5
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• I recently changed from OBHG to Team Health. OBHG has drastically reduced pay since the owner partially sold out to a corporation. Their new hires get paid $30/hour less than the original staff and are forced to be employees, thereby losing the tax benefits of being an independent contractor. They are using the Ob Hospitalist workers to earn the money to pay for more and more "administrative personnel". I had to relocate to another state to get away from them.
• I am retiring this month before I planned for several reasons. Primarily, the work load of covering L&D, ED, floors, and phone calls for over 30 private Obs is overwhelming and unsafe, plus the pay is not adequate, plus the private Obs are famous become so comfortable that they admit inductions such that we will deliver them at nights or weekends.
• How many Ob/Gyn's feel that M.D.'s have given up their power and have become puppets for the aggressive corporate insurance cartel and corporate hospital chain entities?
Is there anything important to you that has not been included in this survey? p6
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• The questions I left blank did not have an appropriate answer. Perhaps you need more "other" answers.
• Thank you for the work you do for Ob/Gyn hospitalists. • I feel like a Resident all over again • Great idea and great information collected • I work 15 hr per week in gyn private practice. In a group of 5. 2 of us are gyn only
plus ob-gyn Hospitalist. It give the hospital experienced full service ob-gyn coverage. Privates have no emerg Dept exposure. No walk in responsibilities. No Consultations on walk in service. We have 4 major Hospitalists and some part timers. Works well for everybody.
• We recently added Gyn specific hospitalists to cover the more complicated Gyncases that we see and this has been incredibly beneficial to patients as well as the team of Ob/Gyn Hospitalistis. These physicians also see the patients they operate on in the resident clinic as outpatients.
Please feel free to provide additional comments or feedback about this survey? p1
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• I did not answer hourly wage question because I am given a stipend for each shift (900 day, 1500 weekend) and I keep 85% of everything I bill so it is neither salary nor hourly wage. It ends up working out to around 125/hr on average (not consistently)
• None • Ob Hospitalist is a great career once you have practiced for a period of years and
have experience. Would not recommend to new graduates until they get global experience in our field.
• How do we get a copy of report • Change from independent contractor to W2 employee has been very expensive • Thank you! • Appreciation by nursing staff • Love the data these surveys provide!!! thanks
Please feel free to provide additional comments or feedback about this survey? p2
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• I did not have to pay insurance tail coverage because I had an occurance type policy before becoming a hospitalist
• No backup people hired - not for sure why not • I want to explain why I am not satisfied with pay. We essentially run an ED. We
are responsible for 2 lives with every patient and many patients are very high risk. Why is an ED physician getting $200-250/hour when we are barely getting $100/hour? There are NPs and PAs who are paid more than that. I think we need to be reimbursed for our expertise and care. It is not that I personally need more money. I am nearling retirement and love the work but feel as a whole we are horribly underpaid.
• Haven't read when, and how, results will be available. • Ask about simulation training last 12 months • none
Please feel free to provide additional comments or feedback about this survey? p3
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• Some answers combine different work sites; primary hospital works 24 hr shifts but secondary works 12 hr shift. Some questions should allow to answer differently for both
• The workload expectations for my job have increased significantly recently as the hospital has opened up an OBED and I am not being compensated much more at all so I am hopeful this survey might help me negotiate more.
• None for now. Thanks! • In the ? about malpractice tail coverage you didn't include an option that applied
to me. I would have had to pay for my tail because they didn't but I opted not to get one as it would have cost 80k and the company was on shaky ground so I decide to go bare and have all of my assets in trusts. Also the ? about CME/vacation. I don't get specific days off for either - I have to work 140 shifts plus 160 hrs of admin work and I can arrange them in any way I want. I get $3000 for CME and can take as many days as I want but they will only cover $3000.
Please feel free to provide additional comments or feedback about this survey? p4
SOGH | Society of OB/GYN Hospitalists | Enhancing the Safety and Quality of OB/GYN Hospital Medicine
Resale or redistribution of this survey is prohibited without the written consent of SOGH
• Some answers combine different work sites; primary hospital works 24 hr shifts but secondary works 12 hr shift. Some questions should allow to answer differently for both
• None • The workload expectations for my job have increased significantly recently as the
hospital has opened up an OBED and I am not being compensated much more at all so I am hopeful this survey might help me negotiate more.
• None for now. Thanks! • Thanks • Malpractice tail coverage question should have included an 'other' option. In my
case tail coverage was provided by a prior employer. • Although I get vacation time and CME time, I still have to do the specified number
of shifts/month. I wish I was able to truly take "vacation".
Please feel free to provide additional comments or feedback about this survey? p5
SOGH | Society of OB/GYN Hospitalists | Enhancing the Safety and Quality of OB/GYN Hospital Medicine
Resale or redistribution of this survey is prohibited without the written consent of SOGH
• In the ? about malpractice tail coverage you didn't include an option that applied to me. I would have had to pay for my tail because they didn't but I opted not to get one as it would have cost 80k and the company was on shaky ground so I decide to go bare and have all of my assets in trusts. Also the ? about CME/vacation. I don't get specific days off for either - I have to work 140 shifts plus 160 hrs of admin work and I can arrange them in any way I want. I get $3000 for CME and can take as many days as I want but they will only cover $3000
• Thanks • Malpractice tail coverage question should have included an 'other' option. In my
case tail coverage was provided by a prior employer. • Although I get vacation time and CME time, I still have to do the specified number
of shifts/month. I wish I was able to truly take "vacation". • Covered the topics of major concern for hospitalists. Not convinced even if the
answers demonstrate negotiable changes, that those changes will/can occur
Please feel free to provide additional comments or feedback about this survey? p6