The median physician salary is $574,000 in 2026 in Dermatology - Pediatric, based on 9 verified salary submissions on SalaryDr. The average physician salary is $596,000, with compensation varying significantly based on specialty, location, experience, and practice setting.

• Median total compensation: $574,000
• Average total compensation: $596,000
• Based on 9 verified submissions
• Data updated in real-time as new salaries are reported

The median base salary for physicians in Dermatology - Pediatric is $497,500, with median bonuses and incentives adding $100,000. Total compensation ($574,000 median) includes base salary, productivity bonuses, signing bonuses, call pay, and other incentives.

• Median base salary: $497,500
• Median bonuses/incentives: $100,000
• Median total compensation: $574,000
• Bonus structures vary by employer and productivity metrics

Physicians in Dermatology - Pediatric work an average of 39 hours per week, based on 9 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 Dermatology - Pediatric report 92% satisfaction with their careers, and 89% would choose their specialty again. Satisfaction varies by practice setting, work-life balance, and compensation relative to workload.

• Career satisfaction: 92%
• Would choose specialty again: 89%
• 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 $574,000 gross typically takes home $355,880-$413,280 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: $574,000
• Estimated take-home: $355,880-$413,280
• State tax impact varies by 0-13%
• Tax-advantaged accounts reduce effective rate

SalaryDr salary data comes from 9 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.

• 9 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 9 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 a benchmark-anchored counter-offer plan 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
• Self-serve counter plans from $299

Start by comparing your offer to real compensation data on SalaryDr — the median physician salary is $574,000 based on 9 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 benchmark-anchored counter-offer bundle pinpoints exactly where your offer falls relative to market and which specific terms to push.

• Compare against 9 real salary data points
• Benchmark base, bonuses, RVUs, and benefits separately
• Location and practice setting create huge variation
• Counteroffer bundle identifies 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 $574,000 in 2026 in Dermatology - Pediatric, based on 9 verified salary submissions on SalaryDr. The average physician salary is $596,000, with compensation varying significantly based on specialty, location, experience, and practice setting.

• Median total compensation: $574,000
• Average total compensation: $596,000
• Based on 9 verified submissions
• Data updated in real-time as new salaries are reported

The median base salary for physicians in Dermatology - Pediatric is $497,500, with median bonuses and incentives adding $100,000. Total compensation ($574,000 median) includes base salary, productivity bonuses, signing bonuses, call pay, and other incentives.

• Median base salary: $497,500
• Median bonuses/incentives: $100,000
• Median total compensation: $574,000
• Bonus structures vary by employer and productivity metrics

Physicians in Dermatology - Pediatric work an average of 39 hours per week, based on 9 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 Dermatology - Pediatric report 92% satisfaction with their careers, and 89% would choose their specialty again. Satisfaction varies by practice setting, work-life balance, and compensation relative to workload.

• Career satisfaction: 92%
• Would choose specialty again: 89%
• 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 $574,000 gross typically takes home $355,880-$413,280 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: $574,000
• Estimated take-home: $355,880-$413,280
• State tax impact varies by 0-13%
• Tax-advantaged accounts reduce effective rate

SalaryDr salary data comes from 9 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.

• 9 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 9 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 a benchmark-anchored counter-offer plan 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
• Self-serve counter plans from $299

Start by comparing your offer to real compensation data on SalaryDr — the median physician salary is $574,000 based on 9 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 benchmark-anchored counter-offer bundle pinpoints exactly where your offer falls relative to market and which specific terms to push.

• Compare against 9 real salary data points
• Benchmark base, bonuses, RVUs, and benefits separately
• Location and practice setting create huge variation
• Counteroffer bundle identifies 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