Additional Data

Data Collection Methodology →

Data for this survey was collected between August and October of 2013. Invitations were sent to the entire HIMSS membership, as well as other HIT professionals for whom HIMSS had an e-mail address.
Announcements about this survey were also included in HIMSS’ electronic newsletters and on social media websites. Individuals who received the invitation were encouraged to share it with their colleagues. A total of 1,160 responses were received.

About the Survey Respondents →

  • Approximately three-quarters of the sample (73.4 percent) reported working for a healthcare provider organization.
  • The largest percent of respondents come from the South Atlantic region (19.3 percent); another 18.6 percent of respondents work in East North Central region.
  • Slightly more women (56.0 percent) than men (44.0 percent) participated in the survey.
  • Nearly two-thirds (59.9 percent) of respondents indicated that they work for a not for profit organization.
  • Two-fifths (42.7 percent) of respondents indicated their position as Staff.  Another fifth (20.2 percent) identified themselves as Management and 15.3 percent identified themselves as Senior Management.
  • Approximately 16 percent of respondents work for companies with a reported Annual Net Revenue of over $1 billion.  Another 11 percent of respondents work for a company with a reported Annual Net Revenue of $100 to $499 million.
  • Just less than half of respondents (42.4 percent) have been in their current position for between one and four years.

Salary Increase →

Over two-thirds (71.6 percent) of survey respondents indicated that they received a salary increase. The average salary increase among these respondents was 4.16%.

Region:

  • Respondents working in the Mountain region (AZ, CO, ID, MT, NM, NV, UT, WY) reported the highest salary increases; an average of 4.93 percent.
  • Respondents working in New England (CT, MA, ME, NH, RI, VT) reported the smallest average salary increase—2.43 percent.

Profit Status:

  • On average, those working for a for-profit/private organization received the highest raise, in terms of percent of their salary—4.79 percent. 
  • On average, those working for the government reported receiving the lowest salary increase—an average of 2.22 percent.

Annual Net Revenue:

  • In general, respondent working for smaller organizations reported higher average salary increases than did those respondents who work for larger organizations.  For instance, those working for an organization with $5 to $9 million in annual net revenue reported an average salary increase of 5.44 percent; those working for organizations with an annual net revenue of $1 billion or more reported an average increase of 2.96 percent.

Timing:

  • Approximately two-thirds (66.1 percent) of respondents indicated that the length of time between salary increases was one year. 

Bonuses →

Slightly less than half of respondents reported that they received a bonus (46.8 percent).  Among those who did receive a bonus, the median bonus was 3% or 4% of annual salary.  Of those respondents that received a bonus, 23.7 percent reported that their bonus was more than 10 percent of their salary.

Type of Practice:

  • Respondents working for consulting firms were most likely to report receiving a bonus (70.2 percent).
  • Fewer than half of the respondents working for the following types of organizations reported receiving a bonus.  The percent reporting “yes” is noted.  Ambulatory facility/physician office (10 or more physicians) (48.0 percent); Corporate Level or IDN (46.7 percent); Hospital as part of multi-hospital system (41.9 percent) and stand-alone hospital (35.3 percent).
  • Respondents working for consulting firms and hospitals in integrated delivery systems were most likely to report that their bonuses were more than 10 percent of their salary. 

Region:

  • Respondents working in the West South Central region were most likely to report that they received a bonus (51.4 percent).  The only other region in which at least half of the respondents reported receiving a bonus was the South Atlantic region (49.8 percent).
  • Only 37.5 percent of respondents working in the East South Central region reported getting a bonus.
  • Respondents in the Mid-Atlantic region were most likely (39.3 percent) to indicate that their bonus was more than 10 percent of their salary.  This level of bonus was the most frequently selected amount in the South Atlantic (28.8 percent) and Pacific (22.2 percent) regions.

Gender:

  • Approximately half of men (49.5 percent) reported that they got a bonus, compared to 41.9 percent of women.
  • Just less than one-third of men (31.9 percent) reported that their bonus was more than 10 percent of their salary; only 16.4 percent of women reported this to be the case.  At the other end of the spectrum, 26.8 percent of women reported that their bonus was one to two percent of their salary, compared to 14.3 percent of men.

Profit Status:

  • Respondents working for a for-profit public organization were most likely (65.9 percent) to report that they received a bonus.  Only 20.8 percent of those working for the government reported that they received a bonus.
  • One-quarter (25.2 percent) of respondents working at a for-profit private organization reported that their bonus was more than 10 percent of their salary, compared to over one-third (37.0 percent) of respondents for profit public organizations receiving a bonus of this amount. Those working for not-for-profit organizations and the government were most likely to report a bonus of one to two percent of their salary (24.0 percent and 33.3 percent respectively).

Type of Position:

  • Executive Management employees were most likely to report that they received a bonus (61.5 percent) compared to only 36.6 percent of staff members.
  • Over half of respondents classifying themselves as executive management got a bonus that was more than 10 percent of their salary.  Only 7.7 percent of respondents identifying their position as staff indicated this to be the case.

Annual Net Revenue:

  • In general, those working for larger organizations were more likely to report receiving a bonus.  More than half of the respondents working for an organization with $30 million or more in annual net revenue received a bonus, compared to less than half of respondents working for an organization with under $30 million in annual net revenue.
  • Over one-third of respondents that work for an organization with $100 million or more in annual net revenue reported that they got a bonus that was worth more than 10 percent of their salary.  Respondents working for organizations with an annual net revenue of $30 to $49 million were least likely to report this to be the case (10.5 percent).

Length of Service:

  • At least half of the respondents who have been in their position at least five years were most likely to report that they received a bonus.  Slightly less than one-third of those that have been in their position for less than one year reported receiving a bonus (32.7 percent).
  • Respondents who have held their jobs for 15 to 19 years were most likely to report (35.5 percent) that their bonus was more than 10 percent of their salary.  This is also the more frequently selected option for all other categories except for those who have held their jobs for five to nine years. These respondents reported equal amounts of a bonus of less than one percent or one to two percent of their salary (22.5 percent each).

Benefits →

Nearly all survey respondents (98.1 percent) reported that they get at least one benefit through their employer.  The most frequently identified benefits are medical insurance (96.8 percent), dental insurance (94.6 percent), paid time off (94.1 percent) and participation in a 401(k) or 403(b) plan (92.7 percent). Respondents were least likely to indicate that they had access to a qualified transportation spending account (9.6 percent) and money purchase pension plan (4.7 percent). All of the benefits tested in this survey are listed below, in alphabetical order. 

401(k)/403(b) Retirement Savings Plan
On average, 92.7 percent of respondents indicated that their employer offers them the ability to participate in a 401(k)/403(b) retirement savings plan.  

Adoption Assistance
Fourteen (14.4) percent of respondents indicated that their employer offers benefits in the area of adoption assistance.

Certification/Recertification Fees

A little more than one-third of respondents (38.6 percent) reported that their company pays the fees for certification/recertification.

Dental Insurance
 
Nearly all respondents (94.6 percent) of respondents reported that their company offers dental insurance.  

Employee Assistance Program (EAP)

Just over two-thirds of respondents (69.1 percent) reported that their employer offered an employee assistance program.  

Employer Assistance for Child Care

On average, 13.6 percent of respondents reported that their employer offered assistance for child care.  

Flexible Spending Account (health/dependent care/premium only)

Eighty-two percent of respondents indicated that they offer flexible spending accounts in healthcare, dependent care and/or insurance premiums. 

Flexible Work Arrangements (i.e. job sharing/flex time/compressed week)
 
Slightly more than one-quarter of respondents (28.3 percent) reported that their employer offers flexible work arrangements.

Life Insurance

On average, 88.3 percent of respondents reported that their employer offers life insurance. 

Long Term Care Insurance

One quarter of respondents (25.8 percent) reported that their company offers long term care insurance.  

Long-Term Disability Insurance

Three-quarters of respondents (75.0 percent) reported that their employer offers long-term disability insurance.

Medical Insurance

Nearly all respondents (96.8 percent) reported that their company offers medical insurance.  

Money Purchase Pension Plan

Only 4.7 percent of respondents reported having access to a money purchase pension plan.   

Paid Time Off (Sick/Vacation/Holiday)

Almost all (94.1 percent) of respondents reported that their company offers them paid time off.  

Professional Memberships

Slightly less than half of respondents (43.2 percent) indicated that their company pays for their professional memberships. 

Profit-Sharing Plan

Ten percent of respondents reported that they have access to a profit-sharing plan. 

Qualified Transportation Spending Account

Only 9.6 percent of respondents reported that their employer offers them access to a qualified transportation spending account.

Short-Term Disability Insurance

Eighty percent of respondents reported that their employer offers short-term disability insurance. 

Telecommuting
 
Less than 15 percent (14.4 percent) reported that their employer offers that ability to telecommute one or more days during the week on a regular basis.

Tuition Reimbursement
 
Over two-thirds of respondents (67.9 percent) indicated that their employer offers tuition reimbursement.

Vision Insurance

On average, 86.4 percent of respondents receive vision insurance from their employers.  

Wellness Program

More than half of respondents (59.6 percent) reported that they have access to a wellness program through their employer.  

No Benefits Offered

Less than two percent (1.9 percent) of respondents indicated that they do not receive employer sponsored benefits.

Job Descriptions →

Application Systems Analyst: Responsible for software implementations, upgrades and configuration for application systems.  This includes the review, analysis, and modification of the programming involved in supporting application systems.

Chief Executive Officer/President: 
Establishes company policies, objectives and initiatives. Directs strategic long-term vision and plan. Establishes responsibilities and procedures for attaining objectives. Reviews operations and financial statements to evaluate achievement of objectives. May also serve as chairman of the board and have Chief Operating Officer responsibilities.

Chief Information Officer/Vice President of IS/IT: 
Directs company's internal MIS activities, including the establishment and direction of the strategic long-term goals, policies and procedures. Areas of strategic oversight include computer programming, computer operations, systems administration, and systems support. Recommends IS technology within company, including long-term systems needs and hardware acquisitions. Directs IS interfaces throughout company and with the Internet.

Chief Medical Information Officer (CMIO):
  Provides overall leadership in the ongoing development, implementation, advancement and optimization of electronic information systems that impact patient care.  Works in partnership with the organization's IT leadership to translate clinician requirements into specifications for new clinical and research systems.

Chief Operating Officer/Vice President of Operations: 
Plans and directs all aspects of an organization's operational policies. This includes provides direction to line operating units such as product development, marketing, customer and product support, and field sales. Evaluates business units' results to determine if organizational objectives are being met.

Chief Security Officer: 
Researches, plans and implements security plans and policies. Responsible for integrating security plans and policies with the company's business process. Evaluates system vulnerability and recommends security improvements. Remains informed of the most current security trends and technologies.

Chief Technology Officer: 
 Develops the long-term vision and architecture to support the seamless integration of the infrastructure and applications to optimize the IS departmental contributions to the organization's mission and goal. Develops organizational technology strategies by investigating and understanding informational, clinical, business and operational requirements. Oversees technical staff, particularly those building products, implementing solutions or creating services that embody industry-specific technologies.  

Clinical Informatics Director:  
Manages the development, implementation, training, evaluation, and maintenance of software used for accessing clinical information. Coordinates and facilitates communications with areas that utilize the stored clinical information. Brings both clinical and managerial experience to the position.  

Clinical Systems Analyst: 
Reviews, analyzes, and modifies programming systems involved in supporting application systems. Consults with users to identify current operating procedures and to clarify program objectives. Brings to the job a body of knowledge grounded in their previous clinical experience.

Consultant: 
May be responsible for a wide variety of tasks including any of the following, but not limited to: Work with end user groups to evaluate and solve technical problems. Analyze, design, and implement system changes. Plan, design, and develop new products and business opportunities. May also be responsible for implementation and reviewing product performance. Investigates, analyzes, designs, develops and implements cost effective solutions to business issues. Analyzes, investigates and helps to develop a proposed solution to business sponsored initiative.

Director of Information Services\IT: 
Responsible for all aspects of information services, including development, implementation, operation and maintenance. Serves as the primary point of contact with information technology vendors and acts as a point person for internal communications.

Information Security Specialist:  
Plan, coordinate, and implement security measures for information systems to regulate access to computer data files and prevent unauthorized modification, destruction, or disclosure of information.

Medical Records Director: 
Directs, establishes, and plans the overall activities, policies and goals for a medical records department. May also include acting as a liaison with facility's IT department. Generally manages a group of exempt and nonexempt employees. Relies on experience and judgment to plan and accomplish goals.

Product Architect: 
Works with various product developers, product managers, and customer application experts to create software products containing required features and modifications. Provides technical advice to other departments within the company.

Programmer Analyst: 
Reviews, analyzes and modifies programming systems, which includes encoding, testing, and debugging. Prepares necessary documentation.

Project Manager, Information Services\IT:  
Create and maintain a project plan that communicates tasks, milestone dates, status and resource allocation.  Coordinate delivery of development and production releases. Assist technical team in design and development tasks. Assist test team in creating test plans and testing efforts.

Sales: 
Includes a wide-variety of tasks not limited to the following: development, solicitation and closing of new accounts, generation of sales quotations, and handling of customer inquiries.

Software Developer/Software Engineer: 
Performs product development, including design and modification. Participates in the testing process, which may include test review and analysis. May participate in installation and software support.

Systems Analyst: 
Evaluates the systems needs of staff and operating departments and recommends solutions to problems. Develops, tests, supports, and modifies internal application systems and database systems. Documents all systems designed and modified.

Training Coordinator
: Coordinates customer-training classes, both in-house and at client sites. Ensures that necessary resources are available to properly conduct classes. Coordinates in-house class preparation and assists in preparation of training materials and handouts.

© 2013 Healthcare Information and Management Systems Society
HIMSS, 33 West Monroe Street, Suite 1700, Chicago, IL 60603-5616 | Contact: Maggy Tieche maggy.tieche@himssanalytics.org 312-638-9418