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How Do You Stack Up? AOPA releases the results of its latest compensation and benefits report
G
etting the compensation program right in your O&P business is the key to attracting and retaining the best possible talent. AOPA’s bi-annual “Compensation & Benefits Report” is one of the best measurement tools to make sure you are on track. The 2013 report is based on 2012 data with responses from 98 patient-care companies operating 1,011 full-time locations and 62 part-time facilities. More than 20 percent of the respondents generated up to $1 million in annual revenue; 34 percent recorded $1 to $2 million; 28 percent generated $2 to $5 million; and 16 percent recorded more than $5 million. Annual revenue for a mediansized facility was $1.7 million—meaning 50 percent generated more than that and 50 percent generated less—but the average size when dividing number of companies by total dollars for all respondents registered $4.3 million.
In the 2011 survey findings, the non-owner practitioner count per facility was 37 percent of the mix compared with 29 percent in the 2013 survey. The number of employees at each facility tracked with revenue ranges, with 14 percent of facilities employing five or fewer employees; 30 percent employing five to 10; 32 percent employing 10 to 20; and 24 percent employing more than 20 employees.
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O&P Almanac OCTOBER 2013
Administrative/office and marketing employees were the largest segment at 38 percent of the number of employees in the typical facility; owner/ practitioners were 3 percent of the mix; non-owner practitioners were 29 percent; technicians were 12 percent; non-clinical owners/managers were 3 percent; practitioners/assistants/extenders were 2 percent; and other accounted for 14 percent. Two categories showed interesting variations from the 2011 survey that might reflect the chaotic conditions related to Recovery Audit Contractor audits and other challenges. In the 2011 survey findings, the non-owner practitioner count per facility was 37 percent of the mix compared with 29 percent in the 2013 survey, based on 2010 and 2012 data respectively. The other significant change was the size of the technician segment, with 20 percent in 2010 compared with 12 percent in 2012. These changes suggest fewer technicians and non-owner practitioners were on the payroll in 2012. Eight of the 15 positions tracked experienced compensation increases or were about the same in 2012 as in 2010, but there were seven position categories where compensation decreased. Marketing positions showed a $9,000 decrease in annual compensation in 2012 compared to 2010.