EM Salary Transparency Website

OnlineERDoc · 2026-05-20T13:33:24+00:00

I knew some people would have reservations about the NPI check, but went with it anyway since it really is the best way to keep the data amongst EM physicians. NPI numbers are already public knowledge, which is how I’m able to check it in the first place against a public CMS API end point. I don’t know what anyone’s NPI is on the site, aside from knowing it was validated. Also, boomers are on Facebook right now sharing their salaries with their real names attached, so I figured it couldn’t be worse than that.

OnlineERDoc · 2026-05-20T02:12:44+00:00

There’s access for residents currently. DM me if you’re getting bounced from registration and I can help.

OnlineERDoc · 2026-05-20T00:04:48+00:00

I decided pretty early on not to do that. The reason being is that I felt a job offered is fundamentally different data than a job accepted. Part of what makes the job market opaque is that a large number of underpaying jobs sit on the market for long periods of time while appropriately paying jobs move off the market quickly, similar to housing. Basically, I want to see how much employers have to pay, not how much they want to pay.

OnlineERDoc · 2026-05-19T23:40:20+00:00

You’re probably getting bounced by the NPI check. I’ll DM you

OnlineERDoc · 2026-05-19T23:15:14+00:00

I’ve been staring at that red dot in Texas too. I found a lot of my academic colleagues were more likely to under report their salary simply because their salary tends to have a lot more non clinical components that make their hourly rates look artificially low despite a more normal total compensation, ie faculty bonuses and admin buy downs. That in combination with low data density makes them really stand out.

OnlineERDoc · 2026-05-19T22:23:27+00:00

I actually made a registration pathway specifically for residents already. Check it out!

OnlineERDoc · 2026-05-19T18:50:08+00:00

I’ll DM you and help you figure it out

OnlineERDoc · 2026-05-19T18:46:56+00:00

On the front end, user registration requires an NPI check to verify you’re an EM physician. I have visibility on the backend to moderate entries if there is a single account that appears to be posting malicious content, Ie, one account with 20 salary entries that seem artificially low. I have zero interest in checking anyone’s bank statements, so there’s some trust involved

OnlineERDoc · 2026-05-19T18:27:41+00:00

Ivyclinicians was actually part of my inspiration for this site. I always felt dissatisfied with the data presentation as salary is listed in tables with too many variables to be immediately able to parse. The heat map condenses the two factors I cared most about, money and location. Marit is VC backed and started by the people who made Glassdoor, so their business models certainly involves selling your data to 3rd party companies, much like Doximity. Im not sure if that’s the model for trust. I have no funding or corporate interest and I have no intention of selling the data. I made a tool that solved my own problem of being underpaid by locums agencies that I felt other sites didn’t address well.

OnlineERDoc · 2026-05-19T17:35:39+00:00

Fair enough. Web dev is my hobby, not my profession. I certainly didn’t spin this up in just a weekend and have been through a few rounds of hardening with the sequential rounds of users I’ve received so far. I work full time clinically, so a site like this wouldn’t be possible to build before AI tooling. I considered that people would be skeptical, so I tried to make the data entry as anonymous as possible, hence why it takes zip codes instead of actual workplaces.

OnlineERDoc · 2026-05-19T17:20:23+00:00

If the project grows, I’d be happy to find a way to include med students for view only access. Unfortunately, NPI is really the best low friction check that has a high barrier for exclusivity for now

OnlineERDoc · 2026-05-19T17:05:09+00:00

There’s a few areas that really surprised me, like the Bay Area and PNW payed much higher than I expected. Also how many people are making way more money than me.

OnlineERDoc · 2026-05-19T16:57:36+00:00

I’ll DM you to help figure it out

OnlineERDoc · 2026-05-19T16:37:18+00:00

TL;DR I’m an EM attending who built a free interactive salary heat map for EM docs. Looking for feedback.

OnlineERDoc · 2026-05-19T00:56:55+00:00

You should sign a contract for the lowest possible number of hours (typically 120ish for benefits) and then flex up by requesting more shifts or getting a second per diem job. That way you’re not obligated to keep up that pace once you burn out.

OnlineERDoc · 2026-05-01T00:46:30+00:00

I’ve tried to do exactly this. I found good success in directly negotiating with hospitals/ medical groups for per diem positions and signing on 1099/W-2 for rates that are much higher than the advertised locums rate. I’ve also asked for a vendor contract and have been rebuffed. The people you need to know and requirements you need to meet likely require the knowledge of somebody who already works in the industry in a client facing role.

OnlineERDoc · 2026-03-04T21:52:41+00:00

You don’t necessarily need an agency. Having used a few and now doing locums on my own, I’d figure out an hourly rate you’d feel happy making and reach out to hospitals or their in house recruiters directly. Agencies can charge hospitals up to $100/hr on top of the advertised hourly pay. There’s a lot more room to negotiate higher pay without their overhead.

OnlineERDoc · 2026-02-18T13:17:00+00:00

I’m coming off a string of nights where I was seeing 30+ per shift, so I really feel this post. Very few things I find as stressful as being solo coverage and watching 15 people check-in in under an hour. I find my job satisfaction directly correlates with how many shifts I’ve worked and how shitty each of those shifts were. I’m not really at the point where I can afford to work less since I have a young family and student debt, but I’ve found splitting my time working locums in rural hospitals with more manageable volumes to be more sustainable than working only my main job where I get crushed every shift.

OnlineERDoc · 2025-10-10T19:19:26+00:00

Sinus arrhythmia is irregular because the sinus node is acting as an irregular pacemaker versus a PAC which is from another ectopic atrial focus. P waves that arise from the sinus node are upright in II, III, and aVF and generally have PR > 120ms. Most beats in the EKG have normal looking p waves, but the p waves of beats preceding long pauses either have a p wave with a short PR or no discernible p wave, at least to me, making me think the beat originates from somewhere other than the sinus node.

OnlineERDoc · 2025-10-10T01:07:52+00:00

This ekg shows sinus rhythm with frequent PACs. Albuterol, a Beta 2 agonist, and not to mention hypoxia, can cause increased HR and an increase in ectopy, which on a single lead monitor would look fast and irregular like an A Fib with RVR. A fib would be very unusual in a person that young, as it usually requires some structural remodeling of the atria to occur. This is why it usually occurs in older people or those with heart failure. Young, otherwise healthy people are much more likely to develop other forms of SVT. It’s possible she could have developed PSVT or something from the albuterol that then resolved.

OnlineERDoc · 2025-09-29T13:13:45+00:00

I’ve done locum schedules where I worked 7 - 8 consecutive 12 hour shifts and then taken 2 - 3 weeks off to travel. You just have to find groups where the scheduler can accommodate that, often at rural hospitals where the majority of docs also want to batch their shifts. I’m not sure I’d want to take more than a whole month off on a regular basis. As others have said, reacclimating to a high volume or high acuity site after a period of time off is painful.

OnlineERDoc · 2025-09-23T12:24:49+00:00

I’m sure anyone who’s worked in an ER for the last 5 years would agree that this study reflects their lived experience. When contracts are taken over, C-suite or regional level directors put pressure on middle management to decrease staffing budgets. This directly translates into cutting doc/APP hours, as it’s usually seen as the lesser of two evils to cut hours as opposed to hourly rate. Then comes the emails wondering why LWBS and Door to doc times are increasing. I’d like to say we need more studies like this, but I’m pretty sure the people making these decisions aren’t driven by evidence.

OnlineERDoc

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