group, those who said they felt "generally dissatisfied" and neutral
about their salaries actually made up the bigger population at ASCs.
A substantial number of survey-takers expressed concerns that their
compensation didn't quite cover all the duties and demands of their
position. "Given the level of responsibility and the conditions in which
I have to work, I am very dissatisfied," says a manager at an Alabama
ASC. "I'm making much less than the mean salary for this area, and
currently looking for a new job."
This disparity is felt especially acutely among clinicians at facilities
with a diverse hierarchy of job titles. "I think healthcare professionals
make good salaries, but the compensation for what many do doesn't
seem equitable across the business salary pay scale," says a New York
ASC's nurse manager. "How does a marketer make more money than
a nurse who puts her-
self on the line daily?
It doesn't make
sense."
The responsibility-
salary gap has been
leading a fair number
of respondents to
consider other
options, and has
sparked turnover in
hospital and ASC
management alike.
"Mid-level manage-
ment has become an
impossible task, and
is not sustainable for
4 6 • O U T PA T I E N T S U R G E R Y M A G A Z I N E • J A N U A R Y 2 0 1 6
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