Explore physician assistant salary ranges, hourly rates, and how specialty focus, practice structure, and locum work shape earning potential in 2026.
Most physician associates earn between $134,000 and $140,000 annually, with surgical specialties, leadership roles, and underserved-market demand pushing compensation higher.
That range is driven primarily by:
The PA compensation ceiling is increasingly shaped by specialty choice and flexibility. Surgical coverage, acute care demand, and geographic mobility now influence earnings as much as experience alone.
| Source | What it Measures | Compensation |
|---|---|---|
| Bureau of Labor Statistics, SOC 29-1071 (OEWS) | Mean annual wage, Physician Assistants | ~$134,000 |
| AAPA Salary Report (2025) | Median total compensation | $140,000 |
| Medscape PA Compensation Report (2025) | Average total compensation | ~$133,000 |
The 2025 AAPA Salary Reportshowed median PA compensation rising to $140,000, up from $134,000 in 2024, a 4.5% year-over-year increase. Nearly 58% of full-time PAs also reported receiving bonuses, with median bonus compensation around $6,000 annually.
The honest framing is a range with context, not a single definitive number.
Three variables drive most compensation differences:
An orthopedic surgery PA covering trauma call operates in a different compensation environment than an outpatient primary care PA, even with similar years of experience.
Hourly pay gives the cleanest comparison across employment models, especially for PAs who split time between W-2 positions and locum assignments.
| Compensation Type | Hourly Rate |
|---|---|
| W-2 employed (BLS mean annualized) | ~$64 /hr |
| AAPA median annualized | ~$67 /hr |
| Locum tenens market rate | $70–$130 /hr |
Sources: BLS OEWS SOC 29-1071; AAPA Salary Report 2025; Barton Associates market data 2025–2026.
The upper end of the locum PA market reflects surgical coverage, rural staffing shortages, ICU support, and facilities willing to pay premiums for experienced clinicians who can step in quickly.
Several PA specialties consistently command stronger compensation:
Emergency medicine and surgical PAs consistently command some of the strongest compensation nationally because of procedural complexity, call intensity, and workforce demand.
Industry compensation reports also continue showing strong earning potential for orthopedic, cardiology, and dermatology PAs.
In the PA market, specialty choice and procedural exposure often matter more than years of experience alone.
Geography shapes PA compensation, but the highest salaries do not always translate into the strongest financial opportunities.
Industry compensation reports continue showing California, Alaska, Connecticut, New York, and Nevada among the highest-paying PA markets nationally. In many of those regions, however, higher living costs absorb much of the headline salary premium.
Some of the strongest effective compensation packages emerge in rural and underserved regions where facilities compete aggressively for clinician coverage.
The highest-paying PA opportunities are often tied to staffing scarcity and procedural demand, not prestige metro markets.
PA workload varies significantly by specialty. Outpatient PAs often operate continuity-based schedules, while surgical, emergency, and hospital-based PAs work shift-driven models with higher procedural intensity.
Unlike many physician roles, PA compensation often scales through the following rather than patient panel ownership alone:
The PA workforce remains one of the fastest-growing clinician segments in healthcare. The Bureau of Labor Statistics projects roughly 20% job growth between 2024 and 2034, far outpacing most professions nationally.
Several structural trends continue driving demand:
Compensation growth has remained steady as demand continues outpacing supply in many specialties and geographic regions. The 2025 AAPA Salary Report showed median PA compensation increasing 4.5% year over year, with more than half of full-time PAs also receiving annual bonuses.
PA demand is no longer limited to primary care support roles. Many health systems now build surgical, inpatient, and emergency staffing models around APP integration.
Locum PA work offers schedule control, geographic flexibility, and supplemental income opportunities without requiring clinicians to leave permanent practice entirely.
To exceed $250K:
The highest-earning PAs often combine specialty expertise, schedule flexibility, and willingness to cover the assignments hospitals struggle hardest to staff.
Higher locum rates create more than additional income potential. 1099 physician assistants gain flexibility in how income, taxes, geography, and workload are structured over time.
While independent clinicians manage their own benefits, retirement planning, and taxes, malpractice coverage is typically provided through the locum staffing agency or facility. They also gain access to advantages unavailable in most employed models, including business deductions, larger retirement contribution limits, and the Qualified Business Income deduction for eligible pass-through income.
For many PAs, the larger shift is control. Schedule, practice setting, geography, and workload become variables they can actively design around their career goals.
For many PAs, the value of locum work is flexibility first and income optimization second.
PA compensation does not remain static. Specialty training, procedural exposure, and leadership opportunities create clear long-term income progression.
New graduate PAs often begin between $95,000 and $115,000 annually before increasing earnings through:
Mid-career and senior PAs working in emergency medicine, surgery, orthopedics, or inpatient specialties often exceed national compensation medians later in their careers.
Many experienced PAs also transition toward hybrid or locum structures to gain more schedule control and reduce burnout.
The PAs who earn the most long term are often the ones who intentionally build around specialty leverage and operational flexibility.
For PAs, assignment quality often comes down to operational support. Credentialing delays, unclear supervision structures, licensing gaps, or inconsistent scheduling can quickly create friction in both outpatient and facility-based settings.
The best locum partners reduce that operational burden before the assignment even begins.
Barton supports physician assistants through:
For many PAs, the best locum experience is the one that removes friction instead of adding to it.
Barton coordinates your job search from start to finish!
We’ll schedule a phone consultation to discuss your interests, goals, and work history to find the right opportunities.
Your Barton rep will submit your information to the facility you want to take an assignment at and work on next steps.
Barton handles licensing, credentialing, and travel arrangements before you arrive so you’re ready on day one.
Most physician assistants earn between $134K and $140K annually depending on specialty, geography, and employment structure.
~$64–$67/hr W-2, $70–$130/hr locum.
Often yes, particularly in surgical specialties, underserved markets, and urgent staffing situations.
Surgical specialties, acute care settings, procedural responsibilities, leadership roles, and call coverage.
Yes. The BLS projects approximately 20% job growth through 2034 as healthcare systems continue expanding APP integration.
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