Web Extra: Annual Salary Survey

Surveys and Polls

By: Joe Paone | Senior Editor

Published: 2/6/2025

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Here are all the responses and data points we couldn’t fit in print.

Our annual salary survey produces a lot of data … and this year we couldn’t fit it all in our print publication. What follows are the data points we didn’t publish in our January/February issue.

Leaders’ perception of their compensation packages

We asked our respondents whether they feel they are keeping pace with their peers in terms of their compensation, and what they believe their prospects for a pay raise are in 2025.

How do you think your salary compares to that of your colleagues in similar positions across the country?

ASC
I earn considerably more 2.0%
I earn slightly more 17.8%
I earn about the same 28.7%
I earn slightly less 34.7%
I earn considerably less 16.8%

HOPD
I earn considerably more 5.3%
I earn slightly more 22.8%
I earn about the same 26.3%
I earn slightly less 28.1%
I earn considerably less 17.5%

Considering the demands of your position, how satisfied are you with your compensation?

ASC
Extremely satisfied 11.0%
Generally satisfied 52.0%
Neither satisfied nor dissatisfied 19.0%
Generally dissatisfied 14.0%
Extremely dissatisfied 4.0%

HOPD
Extremely satisfied 6.9%
Generally satisfied 50.0%
Neither satisfied nor dissatisfied 24.1%
Generally dissatisfied 12.1%
Extremely dissatisfied 6.9%

How confident are you that you as an individual will increase your income in 2025?

ASC
Extremely confident 7.9%
Very confident 18.8%
Somewhat confident 39.6%
Not so confident 27.7%
Not at all confident 5.9%

HOPD
Extremely confident 5.2%
Very confident 19.0%
Somewhat confident 37.9%
Not so confident 27.6%
Not at all confident 10.3%

Opportunities and threats

We asked respondents about the biggest opportunities and threats they see for their facilities in 2025, as well as their facilities’ plans this year for new initiatives, programs or additions. Most answers revolved around the following:

Opportunities

  • Adding new surgeons, service lines and procedure types, particularly total joints, spine and cardiology
  • Increased deployment of artificial intelligence
  • Virtual reality tools for staff training
  • Surgical robotics
  • Capturing more moneyed patients who will pay cash for items like premium intraocular lenses
  • Taking advantage of changes in Certificate of Need laws
  • Technological enhancements
  • Private recovery suites
  • Increased focus on cases with most favorable reimbursement rates
  • Growth of high acuity services
  • Seizing market share from failing competitors
  • Standardizing suppliers and vendors

Threats

  • Regulatory challenges and changes
  • Uncertain financial and regulatory climate
  • Anesthesia costs and staffing
  • Shortages of scrub techs and perioperative nurses
  • Finding experienced staff
  • Staff burnout and turnover due to increased workloads
  • Declining reimbursements
  • Lack of surgical volume
  • Budget cuts
  • Damage done by private equity management
  • Competing with hospitals and health systems for patients, surgeons and staff
  • Physician retirements
  • Denials of payment despite authorization of procedures
  • Claw backs of claims on expensive implanted devices
  • Economic factors that lead patients to delay elective procedures
  • Supply chain disruptions and increased cost of supplies
  • Funding
  • Attracting surgeons to rural surgery centers

Plans

  • Expansion/renovation of current facility or opening of new facility
  • Add surgical robot or add to existing robotics program
  • New capital equipment
  • Addition of new service lines, including pain management
  • Hiring new surgeons
  • Increased investment in and use of artificial intelligence
  • Adding an additional surgical day
  • Adding or enhancing electronic medical record, upgrading other technology
  • Building and opening hybrid and integrated ORs
  • More investment in orthopedics and endoscopy
  • Investments in sterile processing areas and equipment
  • Training nurses on conscious sedation techniques
  • Accreditation

Additional demographic data

Following is additional demographic data about our salary survey respondents.

Years in current position

ASC

   
Less than 1 9.9%
1 10.9%
2 11.9%
3 8.9%
4 5.0% 
5 3.0%
6 to 10 30.7%
11 to 15 6.9%
16 to 20  5.9%
21 to 25 5.0%
More than 25 2.0%

HOPD

   
Less than 1 5.3%
1 12.3%
2 12.3%
3 5.3%
4 5.3%
5 1.8%
6 to 10 26.3% 
11 to 15 14.0%
16 to 20  10.5%
21 to 25  0.0% 
More than 25 25 7.0%

Age range

ASC

   
34 or under 2.0%
35 to 39 7.9%
40 to 44 8.9%
45 to 49 17.8%
50 to 54 14.9%
55 to 59 22.8%
60 to 64 19.8%
65 or over 5.9%

HOPD

   
34 or under 0.0%
35 to 39 5.2%
40 to 44 6.9%
45 to 49 24.1%
50 to 54 12.1%
55 to 59 19.0%
60 to 64 24.1%
65 or over 8.6%

ORs managed

ASC

   
1 18.1%
2 24.5%
3 8.5%
4 22.3%
5 3.2%
6 9.6%
7 3.2%
8 2.1%
9 0.0%
10 or more 8.5%

HOPD

   
1 8.6%
2 10.3%
3 12.1%
4 6.9%
5 8.6%
6 6.9%
7 1.7%
8 1.7%
9 3.5%
10 or more 39.6%