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Source: SalaryDr salary data for Pulmonology (N=6 verified submissions, updated April 20, 2026, data as of 2026-04-20). URL: https://www.salarydr.com
Explore verified pulmonology salary data from 6 submissions. Compare total compensation by specialty, state, and practice setting.
Median total compensation from 6+ verified reports.
6+ Pulmonology salaries shared. Yours unlocks them all.
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Median total compensation from 6+ verified reports.
MEDIAN TOTAL COMP
$465,000
AVERAGE BASE
$491,000
AVG BONUS / INCENTIVE
$115,000
100% received
AVG WORKLOAD
58
hrs/wkModel: Hourly
What could be improved
“It’s a good job”
Work-life balance
“Flexible in how much hours I pick.”
Medical Insurance · Dental Insurance · Vision Insurance · Retirement Plan (401k or similar) · Paid Vacation · Paid Sick Leave · Paid Continuing Education
Time Allocation
What could be improved
“More time with family and less call would be nice as I cannot be present with family. ”
Work-life balance
“A lot of call and some weeks are 89 hours depending on ICU coverage and procedures. Some weeks are easier however other weeks suck the life out of me and can take a toll on family time. ”
Medical Insurance · Dental Insurance · Vision Insurance · Retirement Plan (401k or similar) · Paid Holidays · Paid Vacation · Paid Continuing Education · Paid Parental/Adoption Leave
Most wanted: “Better health insurance ”
Time Allocation
What could be improved
“Ability to combine weeks off for longer vacation time”
Work-life balance
“50/50 pulmonary and critical care role. 1 week full AM/PM clinic with weekend off. 1 week AM clinic/PM hospital rounds and procedures with weekend off. 1 week critical care with 7 days of 12 hour shift. 1 week off for every week of critical care. Contract requires 12-13 weeks of critical care so get 12-13 weeks off. Critical care has a set base pay with no RVU incentive. Pulmonary also has a base pay with RVU incentive (4200 target per year). Bonus for RVU earned over 4200”
Medical Insurance · Dental Insurance · Vision Insurance · Retirement Plan (401k or similar) · Paid Vacation · Paid Sick Leave · Paid Holidays · Paid Continuing Education · Paid Parental/Adoption Leave
Most wanted: “Better retirement matching”
Time Allocation
Medical Insurance · Dental Insurance · Vision Insurance · Retirement Plan (401k or similar) · Paid Vacation · Paid Continuing Education
Time Allocation
What could be improved
“Better work life balance but that’s what comes with the territory owning a medical group”
Work-life balance
“Pulmonary critical care job mixed payer sources. Full 10-99. 4-8 days off a month. No set hours. Just have to work to get the job done. Anything from ICU shifts to pulmonary consult at every level from hospital ICU, floor consult, post acute management and outpatient also with procedure days.”
None of the above
Most wanted: “Every benefit I generate for myself through the practice”
Time Allocation
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Data-driven answers for Pulmonology
The median physician salary is $465,000 in 2026 in Pulmonology, based on 6 verified salary submissions on SalaryDr. The average physician salary is $524,900, with compensation varying significantly based on specialty, location, experience, and practice setting.
The median base salary for physicians in Pulmonology is $491,000, with median bonuses and incentives adding $115,000. Total compensation ($465,000 median) includes base salary, productivity bonuses, signing bonuses, call pay, and other incentives.
Physicians in Pulmonology work an average of 58 hours per week, based on 6 verified submissions. This includes clinical hours, administrative duties, charting, and call responsibilities. Work hours vary significantly by specialty and practice setting.
Physicians in Pulmonology report 74% satisfaction with their careers, and 83% would choose their specialty again. Satisfaction varies by practice setting, work-life balance, and compensation relative to workload.
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.
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.
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.
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.
A physician earning $465,000 gross typically takes home $288,300-$334,800 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.
SalaryDr salary data comes from 6 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.
Yes. Most physicians leave $20,000–$50,000 on the table by accepting their initial offer. Based on SalaryDr data from 6 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.
Start by comparing your offer to real compensation data on SalaryDr — the median physician salary is $465,000 based on 6 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.
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.
Help improve salary transparency
Your anonymous submission helps physicians negotiate fair compensation.
Data-driven answers for Pulmonology
The median physician salary is $465,000 in 2026 in Pulmonology, based on 6 verified salary submissions on SalaryDr. The average physician salary is $524,900, with compensation varying significantly based on specialty, location, experience, and practice setting.
The median base salary for physicians in Pulmonology is $491,000, with median bonuses and incentives adding $115,000. Total compensation ($465,000 median) includes base salary, productivity bonuses, signing bonuses, call pay, and other incentives.
Physicians in Pulmonology work an average of 58 hours per week, based on 6 verified submissions. This includes clinical hours, administrative duties, charting, and call responsibilities. Work hours vary significantly by specialty and practice setting.
Physicians in Pulmonology report 74% satisfaction with their careers, and 83% would choose their specialty again. Satisfaction varies by practice setting, work-life balance, and compensation relative to workload.
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.
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.
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.
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.
A physician earning $465,000 gross typically takes home $288,300-$334,800 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.
SalaryDr salary data comes from 6 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.
Yes. Most physicians leave $20,000–$50,000 on the table by accepting their initial offer. Based on SalaryDr data from 6 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.
Start by comparing your offer to real compensation data on SalaryDr — the median physician salary is $465,000 based on 6 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.
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.
Help improve salary transparency
Your anonymous submission helps physicians negotiate fair compensation.