The median physician salary is $365,000 in 2026 in Emergency Medicine - Pediatric, based on 31 verified salary submissions on SalaryDr. The average physician salary is $364,583, with compensation varying significantly based on specialty, location, experience, and practice setting.

• Median total compensation: $365,000
• Average total compensation: $364,583
• Based on 31 verified submissions
• Data updated in real-time as new salaries are reported

The median base salary for physicians in Emergency Medicine - Pediatric is $297,500, with median bonuses and incentives adding $67,500. Total compensation ($365,000 median) includes base salary, productivity bonuses, signing bonuses, call pay, and other incentives.

• Median base salary: $297,500
• Median bonuses/incentives: $67,500
• Median total compensation: $365,000
• Bonus structures vary by employer and productivity metrics

Physicians in Emergency Medicine - Pediatric work an average of 39 hours per week, based on 31 verified submissions. This includes clinical hours, administrative duties, charting, and call responsibilities. Work hours vary significantly by specialty and practice setting.

• Average weekly hours: 39
• Hours vary significantly by specialty and setting
• Includes clinical, administrative, and on-call time
• Part-time and locums arrangements offer flexibility

Physicians in Emergency Medicine - Pediatric report 82% satisfaction with their careers, and 84% would choose their specialty again. Satisfaction varies by practice setting, work-life balance, and compensation relative to workload.

• Career satisfaction: 82%
• Would choose specialty again: 84%
• Satisfaction influenced by autonomy and work-life balance
• Private practice often reports higher satisfaction

Private practice physicians typically earn 15-30% more than hospital-employed counterparts, though with greater income variability and business risk. Based on SalaryDr data, practice owners and partners often reach the top 10% of earners in their specialty. However, employed positions offer more predictable income, benefits, and less administrative burden.

• Private practice: 15-30% higher median compensation
• Greater earning potential but more variability
• Practice owners bear overhead and business risk
• Employed roles offer stability and benefits packages

New physicians starting their careers earn $250,000-$350,000 in their first year, depending on specialty and location. Many employers offer signing bonuses of $20,000-$50,000+, relocation assistance, and loan repayment programs. Salaries increase significantly within the first 3-5 years of practice.

• Starting salary range: $250,000-$350,000
• Signing bonuses: $20,000-$50,000+ common
• Loan repayment programs available
• Significant salary growth in first 5 years

1099/locums physicians earn higher gross pay (often 20-40% more per day) but must pay self-employment tax, purchase their own benefits, and manage malpractice tail coverage. W-2 employees receive lower gross pay but benefit from employer-paid taxes, health insurance, retirement matching, and PTO. The net advantage depends on individual circumstances and hours worked.

• 1099: Higher day rates, but 15.3% self-employment tax
• W-2: Lower gross, but employer pays half of payroll taxes
• Consider health insurance costs ($15,000-$25,000/year)
• Retirement matching can add $20,000+ in W-2 value

A competitive RVU rate depends on specialty, with most physicians earning $45-$65 per work RVU (wRVU). Primary care typically sees $50-$60/wRVU, while surgical specialties may see $35-$55/wRVU with higher volume. The total RVU value includes your base guarantee, so compare total compensation per wRVU rather than bonus rate alone.

• Primary care: $50-$60 per wRVU typical
• Surgical specialties: $35-$55 per wRVU (higher volume)
• Always compare total comp per wRVU
• Ask for historical wRVU volume for the position

A physician earning $365,000 gross typically takes home $226,300-$262,800 after federal taxes, state taxes (varies 0-13%), and deductions. High-income strategies like maximizing 401(k), HSA, backdoor Roth IRA, and practice-specific deductions can improve take-home significantly.

• Gross salary: $365,000
• Estimated take-home: $226,300-$262,800
• State tax impact varies by 0-13%
• Tax-advantaged accounts reduce effective rate

SalaryDr salary data comes from 31 anonymous submissions from verified physicians across the United States. Each submission includes total compensation, base salary, bonuses, specialty, location, practice setting, and years of experience. Data is updated in real-time and outliers are handled statistically to ensure accuracy.

• 31 verified salary submissions
• Anonymous data from practicing professionals
• Includes base, bonuses, location, and setting
• Updated in real-time with statistical outlier handling

Yes. Most physicians leave $20,000–$50,000 on the table by accepting their initial offer. Based on SalaryDr data from 31 salary submissions, physicians who negotiate earn 15–20% more in total compensation. Employers expect negotiation — hospitals have trained professionals negotiating every contract. Having real compensation data and expert negotiation guidance gives you the leverage to secure what you’re actually worth.

• Most physicians leave $20K–$50K on the table
• Physicians who negotiate earn 15–20% more
• Hospitals have professional negotiators — you should too
• Success-fee negotiation services mean $0 risk

Start by comparing your offer to real compensation data on SalaryDr — the median physician salary is $365,000 based on 31 verified submissions, but this varies dramatically by specialty, location, and practice setting. Key metrics to benchmark include base salary, RVU rates, signing bonus, call pay, and benefits. For a comprehensive assessment, a strategy call with a physician negotiation expert can identify exactly where your offer falls relative to market and what specific terms can be improved.

• Compare against 31 real salary data points
• Benchmark base, bonuses, RVUs, and benefits separately
• Location and practice setting create huge variation
• A free strategy call can identify your leverage points

Nearly every component of a physician employment contract is negotiable, not just base salary. Key negotiable terms include base salary guarantees, RVU rates and thresholds, signing bonuses ($20K–$100K+), relocation packages, CME allowances, call pay and frequency, partnership track and timeline, tail coverage for malpractice, loan repayment assistance, non-compete clauses (radius and duration), PTO and sabbatical, and early termination terms. Many physicians focus only on base salary, but the total package difference from negotiating comprehensively can exceed $100,000 in value.

• Base salary, RVU rates, and productivity bonuses
• Signing bonus, relocation, and loan repayment
• Call schedule, frequency, and compensation
• Non-compete scope, tail coverage, and exit terms
• Total package negotiation can add $100K+ in value

The median physician salary is $365,000 in 2026 in Emergency Medicine - Pediatric, based on 31 verified salary submissions on SalaryDr. The average physician salary is $364,583, with compensation varying significantly based on specialty, location, experience, and practice setting.

• Median total compensation: $365,000
• Average total compensation: $364,583
• Based on 31 verified submissions
• Data updated in real-time as new salaries are reported

The median base salary for physicians in Emergency Medicine - Pediatric is $297,500, with median bonuses and incentives adding $67,500. Total compensation ($365,000 median) includes base salary, productivity bonuses, signing bonuses, call pay, and other incentives.

• Median base salary: $297,500
• Median bonuses/incentives: $67,500
• Median total compensation: $365,000
• Bonus structures vary by employer and productivity metrics

Physicians in Emergency Medicine - Pediatric work an average of 39 hours per week, based on 31 verified submissions. This includes clinical hours, administrative duties, charting, and call responsibilities. Work hours vary significantly by specialty and practice setting.

• Average weekly hours: 39
• Hours vary significantly by specialty and setting
• Includes clinical, administrative, and on-call time
• Part-time and locums arrangements offer flexibility

Physicians in Emergency Medicine - Pediatric report 82% satisfaction with their careers, and 84% would choose their specialty again. Satisfaction varies by practice setting, work-life balance, and compensation relative to workload.

• Career satisfaction: 82%
• Would choose specialty again: 84%
• Satisfaction influenced by autonomy and work-life balance
• Private practice often reports higher satisfaction

Private practice physicians typically earn 15-30% more than hospital-employed counterparts, though with greater income variability and business risk. Based on SalaryDr data, practice owners and partners often reach the top 10% of earners in their specialty. However, employed positions offer more predictable income, benefits, and less administrative burden.

• Private practice: 15-30% higher median compensation
• Greater earning potential but more variability
• Practice owners bear overhead and business risk
• Employed roles offer stability and benefits packages

New physicians starting their careers earn $250,000-$350,000 in their first year, depending on specialty and location. Many employers offer signing bonuses of $20,000-$50,000+, relocation assistance, and loan repayment programs. Salaries increase significantly within the first 3-5 years of practice.

• Starting salary range: $250,000-$350,000
• Signing bonuses: $20,000-$50,000+ common
• Loan repayment programs available
• Significant salary growth in first 5 years

1099/locums physicians earn higher gross pay (often 20-40% more per day) but must pay self-employment tax, purchase their own benefits, and manage malpractice tail coverage. W-2 employees receive lower gross pay but benefit from employer-paid taxes, health insurance, retirement matching, and PTO. The net advantage depends on individual circumstances and hours worked.

• 1099: Higher day rates, but 15.3% self-employment tax
• W-2: Lower gross, but employer pays half of payroll taxes
• Consider health insurance costs ($15,000-$25,000/year)
• Retirement matching can add $20,000+ in W-2 value

A competitive RVU rate depends on specialty, with most physicians earning $45-$65 per work RVU (wRVU). Primary care typically sees $50-$60/wRVU, while surgical specialties may see $35-$55/wRVU with higher volume. The total RVU value includes your base guarantee, so compare total compensation per wRVU rather than bonus rate alone.

• Primary care: $50-$60 per wRVU typical
• Surgical specialties: $35-$55 per wRVU (higher volume)
• Always compare total comp per wRVU
• Ask for historical wRVU volume for the position

A physician earning $365,000 gross typically takes home $226,300-$262,800 after federal taxes, state taxes (varies 0-13%), and deductions. High-income strategies like maximizing 401(k), HSA, backdoor Roth IRA, and practice-specific deductions can improve take-home significantly.

• Gross salary: $365,000
• Estimated take-home: $226,300-$262,800
• State tax impact varies by 0-13%
• Tax-advantaged accounts reduce effective rate

SalaryDr salary data comes from 31 anonymous submissions from verified physicians across the United States. Each submission includes total compensation, base salary, bonuses, specialty, location, practice setting, and years of experience. Data is updated in real-time and outliers are handled statistically to ensure accuracy.

• 31 verified salary submissions
• Anonymous data from practicing professionals
• Includes base, bonuses, location, and setting
• Updated in real-time with statistical outlier handling

Yes. Most physicians leave $20,000–$50,000 on the table by accepting their initial offer. Based on SalaryDr data from 31 salary submissions, physicians who negotiate earn 15–20% more in total compensation. Employers expect negotiation — hospitals have trained professionals negotiating every contract. Having real compensation data and expert negotiation guidance gives you the leverage to secure what you’re actually worth.

• Most physicians leave $20K–$50K on the table
• Physicians who negotiate earn 15–20% more
• Hospitals have professional negotiators — you should too
• Success-fee negotiation services mean $0 risk

Start by comparing your offer to real compensation data on SalaryDr — the median physician salary is $365,000 based on 31 verified submissions, but this varies dramatically by specialty, location, and practice setting. Key metrics to benchmark include base salary, RVU rates, signing bonus, call pay, and benefits. For a comprehensive assessment, a strategy call with a physician negotiation expert can identify exactly where your offer falls relative to market and what specific terms can be improved.

• Compare against 31 real salary data points
• Benchmark base, bonuses, RVUs, and benefits separately
• Location and practice setting create huge variation
• A free strategy call can identify your leverage points

Nearly every component of a physician employment contract is negotiable, not just base salary. Key negotiable terms include base salary guarantees, RVU rates and thresholds, signing bonuses ($20K–$100K+), relocation packages, CME allowances, call pay and frequency, partnership track and timeline, tail coverage for malpractice, loan repayment assistance, non-compete clauses (radius and duration), PTO and sabbatical, and early termination terms. Many physicians focus only on base salary, but the total package difference from negotiating comprehensively can exceed $100,000 in value.

• Base salary, RVU rates, and productivity bonuses
• Signing bonus, relocation, and loan repayment
• Call schedule, frequency, and compensation
• Non-compete scope, tail coverage, and exit terms
• Total package negotiation can add $100K+ in value