MGMA DataDive Management and Staff Compensation Data
Gain the insights necessary to develop competitive compensation packages for your management and staff.
MGMA DataDive Management and Staff Compensation Data
The MGMA Management and Staff Compensation dataset provides a comprehensive analysis of key factors influencing compensation—ranging from job role and experience to credentials and organizational setting. With its targeted insights, you can structure competitive offers and compensation packages that align with your practice’s needs and help you attract and retain the right talent to support both operational goals and patient care.
Published by: MGMA
Detailed Description
The dataset is an annual, industry-wide benchmarking tool covering compensation and pay structures for a broad spectrum of management, administrative, and clinical support roles in U.S. medical practices. It spans over 190 distinct job titles, encompassing everything from leadership and office management to nursing and front-desk positions
Data Scope & Sample Size
- Coverage: Includes compensation data—hourly or salaried—for more than 171,000 employees across approximately 4,300 medical groups, according to the 2025 edition.
- Historical span: Compares trends over recent years, highlighting significant wage growth during workforce pressures like the Great Resignation
Benchmarks & Metrics
Provides detailed data across multiple dimensions:
- Total compensation vs. hourly wage breakdowns
- Bonuses, overtime pay, and retirement benefits
- Paid time off (vacation, sick leave, continuing education)
- Hours worked and PTO allowances
- Data can be sliced and analyzed by factors like:
- Geography (state, region)
- Practice type (academic, private, etc.)
- Experience level, education, and credentialing
- Group size, ownership, payer mix, and more
Trends & Insights
Some key findings from recent reports include:
- Management-level pay: Median compensation rose by almost 7% in 2023, with cumulative growth ~39–46% through 2024
- Nursing and clinical support roles: Triage nurses (+84%), RNs (+65%), LPNs (+49%) saw especially strong growth over 2015–2024
MGMA - Regional pay variation: Western states consistently report higher compensation compared to Southern/Eastern regions
Why It Matters
The dataset helps healthcare leaders to:
- Build competitive compensation packages to recruit and retain talent
- Boost staff satisfaction and reduce turnover, especially in high-churn positions
- Forecast payroll costs in budgeting and financial planning
- Address inequities, like pay compression between newer and longer-tenured staff
- Customize compensation frameworks by filtering data across regions, credentials, practice types, and roles
How It Works
Available through the interactive MGMA DataDive platform, users can:
Drill into job-level compensation data (hourly, salary, incentives)
View PTO and benefits comparisons
Apply filters for education, certification, organization type, and geography
Export customized reports and visual comparisons
Trusted & Actionable
Backed by a large national sample, strict data validation, and MGMA’s reputation, this dataset is a trusted resource for healthcare organizations. It enables evidence-driven decisions to support effective workforce planning, budgeting, and human resources strategy.
Video
Data Source