2003 Salary Survey Results
Salary increases slightly lower, but more opportunities exist
Occ-health nurses have more options
Following a significant decrease in the average raise reported by occupational health professionals between 2001 and 2002, average salary increases were only slightly lower this year, according to the 2003 Occupational Health Management salary survey. In addition, both private corporations and public employers are finding newer, more creative ways to sweeten the overall compensation package of their occ-health professionals.
OHM is pleased to provide our readers with the results of this year’s survey. Our exclusive report illustrates some of the key factors that may influence salaries and benefits among occupational health professionals. The survey was conducted in the summer. Survey responses were tallied, analyzed and reported by Thomson American Health Consultants, publisher of OHM. We trust you will find the survey of value in helping you gain insight into the leading salary and compensation trends in this dynamic industry.
Raises off slightly
Responses from occupational health professionals indicate that salary increases this year were almost — but not quite — the same as last year. In the 2003 survey, 68.89% of respondents reported an increase of between 1% and 6%, compared with a total of 69.56% of 2002 respondents who received an increase of between 1% and 6%.
A further breakdown of the numbers shows that in the 2002 survey, 41.30% of the respondents reported increases of between 1% and 3%, and 28.26% indicated increases of between 4% and 6%. In 2003, 42.2% reported increases of between 1% and 3%, while 26.67% reported increased of between 4% and 6%, indicating a slight but definite shift toward more modest increases.
"That seems about right from what I’ve heard, and given the state of where [the health care] business is," says Susan A. Randolph, MSN, RN, COHN-S, FAAOHN, president of the Atlanta-based American Association of Occupational Health Nurses (AAOHN). "Some people are thankful to have jobs."
When you look at occupational health nurses with more advanced education, however, the picture brightens, according to Mary Amann, RN, MS, COHN-S/CM, FAAOHN, executive director of the American Board of Occupational Health Nurses, Chicago.
"In the certified community [those nurses with the COHN and COHN-S core certifications, and the subspecialty in case management] in 2002, the average salaries for certified occupational health nurses showed about a 4% increase over 2001," she reports. "I do think that is a good increase given the economy, and, after all, that takes into account many companies where there are no increases — or even decreases."
Occupational health nurses appear better prepared than others in the nursing field to roll with the punches when it comes to downsizing, say the experts. For while they are not immune to the onset of longer hours or smaller support staffs, their training in a wide variety of disciplines gives them the flexibility to succeed in entirely new and different positions should their current position be eliminated. In fact, one such alternative, consulting, has become a lucrative option, indeed.
Of course, salaries as well as increases can vary by position. The OHM survey showed 6.67% of respondents reporting a 7%-10% increase, and 2.22% reporting an 11%-15% increase. A total of 15.56% reported no change.
The highest paid occupational health professionals, making $130,000 or more, held the title of medical director. In the $100,000-$129,999 range were directors of occ-health and staff physician. However, directors of occ-health reported salaries of anywhere from $50,000 to $129,999, and occ-health nurses ranged from $30,000 to $89,999.
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One additional job title that could fall in the higher ranges is consultant, says Amann. "Many occupational health nurses are now in the position of consulting, either internally or externally, and we find the consultants very often are in the much higher price range — up there with the corporate directors," she says. "It sounds to me like you have some clinicians doing very well, too; and my guess is they are nurse practitioners," she continues. "That is also very desirable, because in many cases where there is a shortage of physicians the nurse practitioner is a valued, multitalented person to have on staff."
Creative compensation
While salaries may not be rising at a dramatic pace, Randolph says occupational health professionals are being rewarded in other ways, such as additional paid time off. "In the state of North Carolina, for instance, instead of giving a specific percentage increase, they approved a flat fee across the board — say, for example, $500 — and then a certain number of paid days off," she says.
If you provide a lump sum payment, that benefits people on the lower end of the income scale more than a percentage increase would, Randolph notes. "It can definitely help people who are not making as much money," she notes, while adding that there is an element of cynicism on the part of the employer. "The state figures, Who will use that paid time off?’ This is true in corporations, too. With fewer people doing the work and working harder, how can they take that extra week of vacation?" she asks.
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Speaking of longer working hours, the OHM survey showed 26.67% of respondents reporting an average week of 46-50 hours, and 24.44% reporting and average of 41-45 hours. Randolph notes, however, that this doesn’t tell the whole story. "Yes, you can say people are working 50 hours a week — or, you can say, Whatever it takes.’ With today’s technology, you not only work while you’re at work, but you take work home and work on your computer, and if you have a cell phone or a pager, how much are you truly out of touch?" she says. "This naturally affects your work/life balance, and some people would rather make less money and have a better quality of life."
Does shortage have impact?
The nursing shortage, at least for now, continues unabated, but it’s not having quite the impact you might expect when it comes to occupational health nurses. "I think that there is a demand for occ-health nurses, especially for certified occupational health nurses," says Amann. "In general, occ-health nurses are multitalented. They can manage many different aspects of an occupational health and safety program, and that’s one of the reasons why the market for them remains good."
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That’s not to say there aren’t companies eliminating occ-health positions. "As companies lay off workers, or move operations to other countries, that also translates into the loss of occ-health nursing jobs," says Randolph. "However, while that might shut the door on that particular setting, it could certainly provide opportunities for other types of positions in small businesses, or in consulting."
Amann agrees. "In some cases, the role of the occupational health nurse has expanded, ironically enough, because of the collapsing of [their original] roles," she says. "Many times, because they are skilled in many areas, they are required to take on many different roles. They may end up working in an expanded role with, say, the HR team, or with the safety team. But all of that is good for occ-health nurses, because it affords them many opportunities to expand their interests."
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Meanwhile, efforts continue to fight the demography gap in occ-health nursing, where the field is dominated by nurses with many years of experience, and there are too few younger nurses entering the field. (See above chart.) "Certainly we are looking at ways to promote nursing as a viable profession," says Randolph. "But it has to be promoted as a career when people are very young — even in high school."
Last year, for example, the North Carolina chapter of the Brownies came out with an "Exploring Nursing" patch, says Randolph, who is herself a troop leader. "I started thinking about that, and felt an obligation to do it with my troop," she says. "We need to educate young people about the fact that nursing is more than just being in the hospital, that it is for all ages, and that it has something for everyone. There needs be a strong grass-roots effort to make the profession look enticing."
Amann believes these and other efforts already are succeeding. "I think they are working. I know it’s a slow process, but we are starting to see the average age [of nurses] go down for a number of reasons," she says. "Certainly part of that is due to attrition, as the older nurses are leaving, but also because we are making an effort to reach people and introduce them to occ-health nursing when they are in undergraduate school."
This is a change from the past, Amann says. "The belief had been that you needed vast experience in other areas [to be an occ-health nurse]," she notes. "That is no longer the belief. We bring in younger people, who will then get more on-the-job experience. Also, we are increasing the visibility of the occ-health nurse as viable — before people graduate from college."
Still, those efforts may not keep pace with larger demographic trends, says Randolph. "As the population gets older, we will have a need for more nurses," she notes. "If the shortage continues, then salaries just might have to go up."
They might go up in any event, adds Amann. "As occupational health nurses achieve more skills and bring more value to their organizations, I hope that the salaries will increase in a similar manner," she concludes.
Following a significant decrease in the average raise reported by occupational health professionals between 2001 and 2002, average salary increases were only slightly lower this year, according to the 2003 Occupational Health Management salary survey.You have reached your article limit for the month. Subscribe now to access this article plus other member-only content.
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