We’ve posted The 2012 HL7 Interface Compensation Survey Results with unrestricted access. This survey was conducted during a ten day period in February 2012 and the results include input from the participation of over 650 HL7 professionals.
While this is the first compensation survey by Core Health Technologies, the strong participation provides a good analysis of the compensation variables in the current market and establishes a baseline for comparison with future surveys. This survey is a good complement to the annual HL7 Interface Technology Surveys we have conducted.
Observations by Core Health Technologies
- Experience Strong; Tenure Low. Of the professionals participating in this survey, 49.6% have 15+ years of IT experience and 39.8% have 10+ years of healthcare integration experience. Interestingly, a full 49% of participants have 2 years or less in tenure with their current employer and over 70% have 5 years or less with their employer.
- Diverse Interface Technology Utilized. Consistent with our annual HL7 Interface Technology Surveys, we observe with this survey that technology usage is spread across a broad range of interface engines. While a large percentage (19.8%) of participants report that they primarily use something other than the engines listed (each individually statistically insignificant), we see that the Lawson Cloverleaf engine again shows strong market share at 17.6%; 8.5% more utilized than the next closest engine.
- Majority of Work Opportunities include Remote Options. 69% of survey participants have some flexibility to work remotely. Only 31% of respondents currently work 100% on-site at their employer (or client). Over 22% of participants now work 100% remotely.
- Contractor Employee Classification Trending Toward W2. Of the participants who work as contractors, 54% are classified and work as W2 contractors; 46% working are classified as an independent contractor working under a 1099. The large W2 percentage is consistent with our observations in the market and a direct result of various government agencies’ interpretation and actions. Both federal and state organizations have initiated specific programs to target, investigate, and pursue companies misclassifying employees as independent 1099 contractors. The government’s actions have resulted in tighter interpretation and enforcement of the classification guidelines. There is every indication that this practice will continue to increase. The US Department of Labor’s 2013 budget, for example, has an additional $14 million to combat misclassification. Many states are partnering with their federal counterparts to identify and pursue offenders as well.