Factors Affecting the Physician Assistant Salary

Last updated: May 2026.

Physician Assistants (PAs) are among the highest-paid professionals in the healthcare sector, regularly earning six-figure salaries that can rival those of physicians in certain roles. According to the most recent data from the U.S. Bureau of Labor Statistics (BLS), the median annual Physician Assistant salary was $133,260 as of May 2024. The latest AAPA 2026 Salary Report, which reflects 2025 compensation data, puts the profession-wide median total compensation even higher at $140,000 per year, a significant jump from $134,000 reported in the prior year’s survey.

For the latest national figures on what physician assistants earn, see our 2026 PA salary report with current AAPA and BLS data.

These figures mark a consistent upward trend from previous years and reflect the strong, sustained demand for PAs across the healthcare system. The PA profession continues to grow rapidly. BLS projects PA employment to increase by about 20% from 2024 to 2034, with roughly 12,000 openings projected each year over the decade. That growth rate far outpaces the 3% average for all occupations. This combination of high salary and robust demand makes the PA career path very attractive in 2026.

Despite the generally high pay, not all PAs earn the same amount. Salaries vary widely based on a number of key factors, including medical specialty, geographic location, years of experience, practice setting, and type of employer.

Additionally, emerging trends such as locum tenens work (temporary contracting), advanced certifications, the new PA Licensure Compact, and expanding telemedicine adoption can all influence a PA’s earning potential. In this updated article, we will break down the latest salary statistics from reputable sources (government data and official healthcare reports) to examine how each factor impacts PA salaries.

We will also look at the evolving landscape of PA education and career paths, highlighting new training trends, certifications, specializations, and alternative career opportunities beyond traditional clinical practice. For clarity, detailed salary data is presented in tables, and direct source links are provided for all statistics.

2026 PA Salary at a Glance: What the Latest Data Shows

Before getting into the details, here is a quick snapshot of PA compensation as of 2026, drawing from both BLS and AAPA sources:

• BLS median annual wage (May 2024): $133,260. The lowest 10% earned less than $95,240, while the highest 10% earned more than $182,200.
• AAPA 2026 Salary Report median total compensation (2025 data): $140,000, up from $134,000 reported in 2024.
• AAPA 2025 Salary Report median base compensation (2024 data): $130,000, with median hourly wage of $75.00/hour.
• Median annual bonus (AAPA 2025): $7,500. About 56.7% of full-time PAs received a bonus in 2024, rising to nearly 58% in 2025.
• Total board-certified PAs in the U.S. (end of 2024): 189,907, a 6.3% increase from the prior year and 27.8% growth over five years. Recent reports indicate PA ranks have now surpassed 200,000.
• Projected job growth: 20% from 2024 to 2034 (BLS), with approximately 12,000 new openings per year.

These numbers confirm a clear trend: PA compensation is rising, the workforce is expanding, and demand remains strong. For a detailed comparison of how PA salaries stack up against physician earnings, see our breakdown of how much doctors make by specialty. Now let’s look at the factors behind these numbers.

What Does a Physician Assistant Do?

Before getting into salary details, it’s important to understand the role of a Physician Assistant. PAs are licensed clinicians who practice medicine under the supervision or collaboration of physicians. They examine, diagnose, and treat patients in a wide variety of healthcare settings.

In practice, PAs can perform many of the same duties as doctors: they conduct physical exams, order and interpret diagnostic tests, diagnose illnesses or injuries, develop treatment plans, perform procedures like suturing or casting, assist in surgeries, and prescribe medications. PAs often serve as primary care providers for patients, especially in settings or regions with physician shortages. The Association of American Medical Colleges has projected a deficit of as many as 86,000 physicians by 2036, which further elevates the importance of PAs in filling care gaps across the country.

Physician Assistants work in all areas of medicine, from family practice and pediatrics to surgical subspecialties and emergency medicine. They are trained in the medical model to be versatile and collaborative. In rural or underserved communities, PAs may serve as the primary healthcare provider, working autonomously with a physician available for consultation as needed. In other environments, PAs are integral members of a healthcare team, working alongside physicians, nurses, and other professionals to deliver quality care. For a more detailed look at how the PA role compares to the physician role in terms of scope and training, our article on physician assistant vs. doctor breaks down the key differences.

This flexibility in scope of practice allows PAs to fill critical gaps in the healthcare system, which in turn contributes to the strong demand and competitive salaries for the profession. NCCPA data shows there are now 56 PAs per 100,000 population in the U.S., up from 45 per 100,000 in 2020. Approximately three in five PAs (59%) are under 40 years of age, positioning the profession for decades of continued growth and leadership.

PA Education and Training

Educational Requirements

To become a PA, one must complete a rigorous education and training pathway. Currently, all states (and Washington, D.C.) require PAs to earn a graduate degree from an accredited PA program and to obtain licensure. Typically, aspiring PAs first earn a bachelor’s degree (often in a science or health-related field) and accumulate healthcare experience (for example as a medical assistant, EMT, or nurse) before applying to PA school. If you are still considering which undergraduate major will best prepare you, our guide to the best pre-physician assistant majors covers the most common and effective options. PA programs award a master’s degree (such as Master of Physician Assistant Studies) and usually take about 2 to 3 years of full-time postgraduate study.

These programs are accredited by the Accreditation Review Commission on Education for the Physician Assistant (ARC-PA) and include intensive classroom instruction in medical sciences and pharmacology, followed by over a year of supervised clinical rotations in various specialties. The ARC-PA released its 6th edition of accreditation standards, which took effect on September 1, 2025, reflecting the profession’s continued commitment to maintaining rigorous educational benchmarks.

Certification and Licensure

After graduating from an accredited program, PA students must pass the Physician Assistant National Certifying Examination (PANCE), administered by the National Commission on Certification of Physician Assistants (NCCPA), to become a PA-C (Physician Assistant-Certified). Only after passing the PANCE and obtaining certification can a PA apply for state licensure to practice.

PAs must maintain their certification by completing continuing medical education (CME) requirements (100 CME hours every two years) and passing periodic recertification exams. NCCPA offers the PANRE-LA (a longitudinal assessment alternative to the traditional recertification exam), which has been approved by the AAPA for Category 1 Self-Assessment CME credit. This reflects a trend toward more flexible ongoing certification that allows PAs to demonstrate competence over time rather than through a single high-stakes exam.

Trends in PA Programs

The PA education field is expanding rapidly to meet growing healthcare needs. As of 2025, there were approximately 321 to 330 accredited PA programs in the United States (per ARC-PA data), with projections of reaching roughly 360 programs by 2029. This growth means more seats for PA students and a steady influx of new graduates into the workforce.

PA programs have also been evolving their curricula to include training in newer areas like telemedicine, healthcare technology, and interprofessional teamwork, preparing graduates for modern practice. Additionally, the diversity of PA students is increasing; for example, the percentage of newly certified PAs from underrepresented minority groups has been rising (new PAs in 2023 were 10% Hispanic, up from 7.9% in 2019). Across the full PA workforce, NCCPA reports that Hispanic PA representation has reached 7.5%, with modest increases among Black/African American, Asian, and multi-racial PAs as well. These are encouraging trends toward a workforce that better reflects patient populations.

Specializations and Postgraduate Training

While PAs are educated as generalist medical providers, many choose to specialize in a particular area of medicine after starting practice. New postgraduate PA residencies and fellowship programs have emerged in fields like emergency medicine, surgery, oncology, and psychiatry.

These voluntary programs, often 12 to 18 months in length, provide intensive specialty training and can make a PA more competitive for specialized roles. According to the Mayo Clinic College of Medicine, PAs who want to specialize typically pursue such additional training, and doing so can lead to expanded scope of practice and potentially higher compensation. NCCPA workforce data confirms that over half of all PAs (53.4%) have changed specialties at least once during their careers, underscoring the profession’s built-in flexibility.

Advanced Certifications (CAQs)

PAs can also demonstrate expertise in a specialty by earning a Certificate of Added Qualifications (CAQ) from NCCPA. As of 2026, there are 11 active CAQ specialties: cardiovascular and thoracic surgery, emergency medicine, hospital medicine, nephrology, orthopedic surgery, psychiatry, pediatrics, dermatology, palliative medicine and hospice care, obstetrics and gynecology, and occupational medicine.

The field continues to expand. NCCPA has announced that its Geriatric Medicine CAQ is set to launch in 2026. In March 2026, the NCCPA Board of Directors also approved development of new CAQs in Addiction Medicine and Oncology, recognizing the high demand for specialized PAs in these areas. These certifications require a PA to have experience in the specialty, complete specialty-related CME, and pass a rigorous exam. While not required to practice, CAQs can enhance a PA’s credentials and potentially their salary by formally recognizing advanced specialty skills.

Emerging Degree Trends

There is also a small but growing trend of PAs pursuing doctoral-level education, such as a Doctor of Medical Science (DMSc) or Doctor of Physician Assistant Studies, often while practicing. These programs (usually designed for working PAs) focus on leadership, research, or advanced clinical practice. About 11.7% of newly certified PAs in 2023 indicated plans to pursue an advanced degree related to the PA profession within the next few years (up from 7.6% in 2019). Such degrees are not required for clinical practice, but PAs in academic or administrative roles may find them beneficial.

Overall, PA education in 2026 continues to emphasize flexibility and lifelong learning. PAs enter the field relatively quickly compared to physicians (usually around 6 to 7 years of total higher education and training post-high school, versus over a decade for doctors), and they commit to ongoing education throughout their careers. This foundation allows PAs to adapt and transition across specialties, which is one reason they enjoy strong career prospects and competitive salaries. Next, we will examine how different factors contribute to the variability in those salaries.

Key Factors Influencing PA Salaries

While the national median total compensation for Physician Assistants reached $140,000 per year according to the 2026 AAPA Salary Report (reflecting 2025 data), individual PA salaries can be considerably higher or lower based on several important factors. The BLS median of $133,260 (May 2024) provides another reference point. Below, we break down the six biggest factors that impact a PA’s earning potential, using up-to-date statistics and examples:

Specialization (Field of Practice)

Medical specialty is one of the most significant determinants of a PA’s salary. PAs have the flexibility to work in dozens of specialties, ranging from general practice (family medicine, general pediatrics, general internal medicine) to surgical subspecialties (like cardiothoracic surgery or orthopedics) and other fields (emergency medicine, dermatology, psychiatry, etc.). Generally, PAs in specialty fields and surgical settings earn higher salaries than those in primary care. This is because certain specialties generate higher revenue, require highly specialized skills, and often have more intense workloads or longer hours, which employers compensate with higher pay. For a more detailed look at the highest-paid specialty areas, see our article on the highest-paid specialties for physician assistants.

According to the latest AAPA 2025 Salary Report (reflecting 2024 compensation data), the lowest-paid major specialty area is primary care, while PAs working in specialties like surgery, emergency medicine, and dermatology earn well above the overall median. For example, the most recent AAPA survey data indicates:

• Cardiovascular/Cardiothoracic Surgery PAs have a median base compensation of about $162,914, making this the highest-paid PA specialty. These PAs assist in complex heart and chest surgeries and manage patients in critical care settings, which contributes to their higher pay.
• Emergency Medicine PAs report a median base compensation of approximately $146,000. Emergency medicine is a high-intensity specialty with 24/7 shift work, and many EM PAs earn extra for night shifts or high patient volumes, resulting in above-average compensation.
• Orthopedic Surgery PAs earn a median base compensation of about $135,000 per year, reflecting the procedural volume and specialized skill set required in this field.
• Dermatology PAs represent a unique case. While their median base salary may appear more moderate, the earning upside is extraordinary. AAPA data shows dermatology PAs receive a median bonus of $21,000, and the 90th-percentile base salary reaches $290,000, making top-earning derm PAs among the highest-compensated advanced practice providers in all of medicine. The high earning potential is driven by reimbursement for procedures (biopsies, cosmetic treatments) and the strong demand for skin care services.

Other well-paying specialties for PAs include surgical subspecialties broadly and hospital medicine. NCCPA workforce data for 2024 shows that surgical subspecialties now account for the largest proportion of PAs at 18.5%, closely followed by family medicine/general practice at 16.3%.

By contrast, PAs in general practice/primary care (e.g. family medicine) tend to earn closer to the lower end of the PA pay scale. AAPA 2025 data shows the primary care median at approximately $125,000 to $125,850, which is below the national PA median. These differences reflect the revenue structure and demand in various fields; specialties like surgery or dermatology can bill higher rates or perform lucrative procedures, while primary care operates on thinner margins. Nonetheless, even primary care PAs earn a comfortable income well into six figures, and many choose those fields for the work-life balance or personal fulfillment despite slightly lower pay.

It’s important to note that PAs can switch specialties relatively easily over the course of their careers. This is a unique feature of the PA profession; a PA in family medicine can transition into, say, cardiology or emergency medicine with some additional training but without having to go back to school for years. NCCPA data confirms that over half of all PAs (53.4%) have changed specialties at least once. This means salary potential isn’t fixed by the first specialty a PA enters. Some PAs start in lower-paid specialties to gain experience, then move into higher-paid specialties later. Others may choose to stay in a beloved field regardless of pay. The ability to change specialties offers career flexibility, and also the opportunity to boost one’s salary by moving into a higher-paying practice area if desired. Increasingly, postgraduate fellowship programs and CAQ certifications (as discussed earlier) are available to help PAs acquire the skills needed for a new specialty and signal their expertise, which can facilitate such transitions and potentially lead to salary increases.

Location (Geographic Region)

Where a PA practices geographically can have a major impact on salary. In the United States, PA salaries vary from state to state (and even city to city) due to differences in cost of living, demand for healthcare providers, and local pay scales. Generally, states on the West Coast and Northeast, as well as Alaska, tend to offer higher average salaries for PAs, while some states in the South and Midwest offer lower salaries. These differences often correlate with cost of living; higher-paying states usually have more expensive cities or a greater demand that forces employers to offer competitive wages.

According to BLS Occupational Employment data for May 2024, California has the highest hourly mean wage for physician assistants in the U.S. The top-paying states for Physician Assistants (by average annual wage) continue to be concentrated on the coasts and in Alaska:

As shown above, PAs in states like California, Washington, and Alaska continue to earn average salaries well above the national average. These states have high demand for healthcare providers and higher costs of living (especially in metro areas like Seattle, San Francisco, and Los Angeles), which drives salaries up. Alaska often ranks near the top as well, likely due to the remote locations and incentives needed to recruit providers there. The Northeast (e.g., Connecticut) and states like Nevada (with growing populations and healthcare needs in cities like Las Vegas) also offer top-tier PA pay.

However, nominal salary figures only tell part of the story. According to the AAPA 2025 Salary Report, when adjusting for cost of living, states like Oklahoma, Michigan, and Missouri actually offer the highest cost-of-living-adjusted base salaries for PAs. BLS data similarly shows that Indiana has the highest hourly mean wage for PAs after adjusting for cost of living. This is an important consideration for PAs deciding where to practice: a lower nominal salary in an affordable state may stretch further than a higher salary in an expensive coastal city.

By contrast, some states report lower average salaries for PAs. The lowest-paying states for PAs include, for example, Arkansas, where the average PA salary has historically been among the lowest nationally, and Mississippi and Alabama also fall on the lower end. In many of these lower-paying states, the cost of living (housing, etc.) is also considerably lower, which can offset the difference in salary. Additionally, states with fewer large cities or academic medical centers might have lower salary ranges for PAs.

It’s also worth noting that urban vs. rural location plays a role. AAPA data shows that approximately 90% of PAs practice in metropolitan areas. Even within the same state, a PA working in a major city can often command a higher salary than one in a rural area, due to competition among hospitals and practices for talent in urban centers. On the other hand, rural and underserved areas sometimes offer special incentives: loan repayment programs, sign-on bonuses, or retention bonuses, which add to the compensation package for PAs willing to work there. Notably, PAs working in nonmetropolitan areas are more likely to specialize in primary care (43%) compared to those in metro settings (20%), which can also affect the salary range in those areas.

The PA Licensure Compact: A New Factor in Geographic Mobility

A major new development affecting PA geography and potentially salaries is the PA Licensure Compact. As of March 2026, 23 states have joined the Compact as member states, with legislation filed in an additional 12 states including Florida, Georgia, Illinois, Massachusetts, Michigan, New York, and Pennsylvania. The AAPA anticipates the Compact will begin issuing privileges to practice sometime in early 2027.

The PA Compact is designed to allow PAs to practice across state lines more easily, without needing separate full licenses in each state. Once operational, this could significantly impact PA salaries and mobility. PAs may find it easier to accept locum tenens assignments, telemedicine positions, or permanent roles in higher-paying states without the delay and cost of obtaining multiple state licenses. For PAs in border regions or those interested in telehealth, the Compact could open doors to higher-paying markets that were previously less accessible. It is still too early to measure the Compact’s salary impact, but it is one of the most significant regulatory changes in the PA profession in recent years.

In summary, location influences PA pay through cost of living adjustments, supply-and-demand dynamics, and regulatory environments. When considering job offers, PAs often weigh salary against the cost of living in that area. A $125,000 salary in a small Midwestern town might afford a similar or even better lifestyle than $150,000 in a big coastal city once expenses are accounted for. Still, for PAs open to relocation, moving to a high-paying state or metro area can be one strategy to increase one’s salary. As of 2026, the coastal states (West Coast and Northeast) and select others remain lucrative markets for PA employment, whereas some southern and central states offer lower wages but potentially higher purchasing power.

Years of Experience

Experience level is another important factor in PA compensation, though its impact tends to be most significant in the early career stages. As PAs gain experience, they typically see their earnings rise, especially during the first 5 to 10 years of practice. New graduate PAs generally start at a lower salary and then receive raises as they become more proficient and valuable to their employers. However, unlike some professions where experience endlessly adds to salary, PA salaries tend to plateau after a certain point in many cases.

The latest AAPA data shows that newly certified PAs (essentially entry-level, with 0 to 1 years of experience) have a median starting salary of approximately $118,000 nationwide. This is a meaningful jump from a few years ago; in 2019 the median for new PAs was $95,000, showing how demand has driven up starting pay considerably.

From that starting point, PAs often see significant raises in the first several years. Based on the most recent AAPA salary data:

• Entry-level PAs (0 to 1 year of experience) earn a median of approximately $118,000 per year to start. Many new grad PAs in 2025 and 2026 report receiving offers in the $110K to $120K range.
• Early-career PAs (1 to 4 years of experience) tend to move into the $120K to $130K range. By the time a PA has 5 to 9 years of experience (mid-career), they often earn between $130,000 and $140,000 annually, assuming they remain in the same specialty. Each year or two of experience can come with raises or the ability to negotiate a higher salary when changing jobs.
• PAs with 15 to 19 years of experience reach a peak median of approximately $146,000, according to the AAPA 2025 report.
• PAs with 20 or more years of experience earn a median of approximately $150,000 per year, more than $32,000 above what a new graduate earns. In some specialties and locations, veteran PAs earn in the $160K+ range, particularly if they take on administrative roles or have productivity bonuses.

However, many sources note that after roughly a decade of experience, PA salary growth slows. Unlike some careers where seniority keeps adding pay at a steady rate, a PA with 15 years of experience might make only moderately more than one with 10 years of experience in the same role. The rationale is that PAs reach a competence level where additional years don’t dramatically increase their day-to-day productivity or responsibilities, so employers tend to cap salaries at a certain level.

This is good news for newer PAs, as they can ramp up to a high earning level relatively quickly in their career. Within the first 5 to 7 years, a PA can often reach a salary close to the upper range for their specialty, rather than waiting decades for a top salary. On the flip side, it means highly experienced PAs may not see huge salary jumps just for remaining in practice longer. To significantly boost earnings at that stage might require switching to a higher-paying specialty, taking on administrative duties, or pursuing alternate compensation structures (like bonus structures or productivity pay).

It’s also important to mention that many PAs get additional compensation beyond base salary, such as productivity bonuses, quality incentives, or profit-sharing, especially as they become more senior. According to the AAPA 2025 report, about 56.7% of full-time PAs received a bonus, with a median bonus of $7,500 (up from $6,000 reported previously). Nearly 58% received a bonus in 2025 per the AAPA 2026 report. Experienced PAs in fields like surgery or emergency medicine might get paid extra per RVU (relative value unit) or per patient seen, which can reward efficiency and experience. Thus, two PAs with the same base salary might have different total earnings if one’s experience allows them to see more patients or take on more responsibilities.

Experience boosts PA salaries quickly in early years. New PAs start around $118K and can climb into the $130K to $146K range within 10 to 15 years. After that, increases are more modest, and top earners often owe their status to specialty or leadership roles rather than just years in the field. PAs should still leverage their experience during job negotiations; a PA with several years under their belt can often negotiate a higher starting salary when moving to a new job compared to a new graduate. Keeping an eye on annual salary surveys (like the AAPA Salary Report) by experience bracket can help experienced PAs ensure they are being compensated at a competitive rate for their level.

Practice Setting (Work Environment)

The type of facility or practice setting where a PA works has a notable impact on salary. PAs are employed in a range of settings: outpatient clinics, physician private practices, hospitals, academic medical centers, urgent care centers, community health clinics, etc. Each of these settings has different funding models and pay scales. For instance, a large hospital system may have set salary bands for PAs, whereas a private physician’s office might have more flexibility (but perhaps tighter budgets). Some settings like outpatient surgical centers or specialty clinics can be very lucrative, while others like academic institutions might pay less but offer other benefits (like daytime hours or tuition benefits).

BLS data by industry illustrates how practice environment influences median wages for PAs. The table below shows median annual salaries for PAs in various work settings as of the most recent BLS data. According to the AAPA 2025 report, PAs who work in hospitals (regardless of type) reported median compensation of $140,000, up from $131,610 in the prior year, while BLS May 2024 data shows outpatient care centers paying an average of approximately $137,040:

A notable shift in the 2024 BLS data is the strong showing from government-employed PAs, with BLS reporting an average annual salary of $151,470 for PAs in government roles. This represents a significant change from prior years, where government pay lagged behind the private sector. The increase likely reflects federal pay scale adjustments and the critical need for PAs in the VA healthcare system, military facilities, and public health agencies.

PAs working in Outpatient Care Centers (which can include ambulatory surgical centers, specialized clinics, etc.) continued to earn strong wages, with a BLS average of about $137,040. These settings often focus on procedures or specialized services and may generate high revenue per provider, allowing them to pay PAs more.

Hospitals remain among the top employers. Per the AAPA 2025 report, hospital-based PAs reported median total compensation of $140,000, up substantially from $131,610 in the prior year. Hospitals (especially large ones) employ many PAs in departments like surgery, internal medicine, and emergency medicine; hospital-based roles might involve critical care or surgical assistance which tend to pay well.

PAs employed through staffing or employment services earned an average of about $133,750, reflecting the growing role of staffing agencies in placing PAs across healthcare systems.

PAs in educational services (such as being employed by a university hospital or working in academia/training) continued to earn at the lower end of the spectrum. Academic institutions may compensate with other perks like research opportunities, a more predictable schedule, or prestige, but salary budgets are generally lower than in private healthcare or government settings.

Why do these differences exist?

It often comes down to revenue and funding. Outpatient care centers (like a surgery center or urgent care chain) bill high rates per patient or procedure and thus can afford higher salaries. Hospitals have large budgets and often need to competitively pay to staff busy emergency departments or surgical services. Government agencies have increased pay in recent years to remain competitive with the private sector. In contrast, a college or university employing PAs (perhaps in a student health service or as faculty in a PA program) operates on a fixed budget and prioritizes education over profit, which is reflected in lower pay.

It’s also worth noting work-life considerations: higher-paying settings like hospitals and ERs might require nights, weekends, and holiday shifts, while lower-paying settings like a clinic or academia might offer a more standard weekday schedule. Some PAs willingly take a bit less money for a job with better hours or less stress. Each PA must balance these factors according to their personal and financial priorities.

The good news is that across all settings, PA salaries remain strong. Even the lower end is a robust salary. And because PAs can transition between settings, there is flexibility. For example, a PA might spend early career years in a hospital ER (maximizing earnings), then later move to an office-based practice for a calmer lifestyle. Understanding these setting-based pay differences can help PAs make informed career moves.

Employer Type

Related to practice setting, the type of employer or ownership structure can also affect PA salary. PAs might work for large health systems, small private practices, government agencies, universities, or be self-employed contractors. Each employer type has different pay scales, benefits, and resources.

From past AAPA salary reports, we have insight into how employer type influences PA compensation. For example, in one survey the highest salaries were reported by PAs who are self-employed or working as independent contractors, while the lower end included those employed by governments or nonprofit entities. Here are some figures illustrating this variation:

• Independent Contractor/Self-Employed PAs: Average salary around $130,000 or higher. Contractors often negotiate their own rates and may not get benefits, but the higher rate compensates for that. Many locum tenens PAs (discussed below) fall in this category, as do some PAs who open their own clinics (in states where regulations allow) or work for multiple facilities on contract.
• HMO/Managed Care Organization Employees: Average about $123,000 in prior data. PAs working for Health Maintenance Organizations or large insurance-based medical groups earned above-average salaries, likely due to the large scale and financial stability of these organizations.
• Private Practice (Physician-Owned) or Non-Healthcare Companies: Around $115,000 to $116,000 historically. PAs employed by physician-owned businesses or by companies not primarily in healthcare (perhaps corporations employing PAs for on-site clinics, etc.) tended to make mid-range salaries. These employers might have budget constraints or different pay philosophies.
• Medical Staffing Agency Employees: Approximately $114,400 on average in prior surveys. PAs who are technically employed by a staffing agency (which then places them in hospitals or clinics) earned in this range. The staffing company takes a cut of what the hospital pays for the PA’s services, so the direct salary to the PA might be a bit lower than if the hospital hired them outright.
• Government Employers: Historically around $107,000 to $108,000 in past surveys, though recent BLS data suggests government PA pay has risen substantially (with BLS May 2024 showing an average of $151,470 for government-employed PAs). Federal pay scale adjustments and strong demand in the VA system have likely driven this increase.
• Hospitals (Directly Employed): Earlier data showed a median around $107,000, but the AAPA 2025 report now shows hospital-based PA median compensation at $140,000, reflecting significant growth. Hospital-employed PAs often have opportunities for additional pay (overtime, shift differentials, bonuses).
• Academic/University Employers: Typically on the lower end, similar to prior government scales. This could include PAs who are faculty in PA programs or who work in university-affiliated clinics.

It’s likely that these broad trends persist in 2026, with the notable exception that government pay has become more competitive. Independent and private-sector employers tend to pay PAs more than public-sector or academic employers, though the gap has narrowed. A PA who is essentially running their own practice or contracting will demand a higher pay rate to cover their own benefits and business expenses. Large HMOs or corporate systems pay well to attract talent and because they operate efficiently at scale.

One interesting category is urgent care or retail clinics (“Convenient Care”), which historically averaged around $108K in prior data. These are often run by big healthcare companies or pharmacy chains and have standardized pay. They may not reach the top of the pay scale, but they sometimes offer incentives like bonus pay for high patient volumes.

For a PA considering job offers, it’s worth looking at who the employer is. For example, a job at a private surgical practice might advertise a higher salary than a similar job at a university clinic. However, the benefits package, job security, and work culture also differ with employer type. Government and academic jobs might offer greater stability, more predictable hours, or loan forgiveness programs, partially offsetting a lower salary.

In recent times, more PAs are also moving into contracting and telemedicine roles (some PAs even incorporate as a business and contract their services), which gives them more control over employer type. AAPA data indicated a growing percentage of PAs in non-traditional employment arrangements, which could influence overall salary trends in the future.

In sum, employer type impacts salary as follows: generally, self-employed/contractor PAs and those in large private or government organizations tend to earn the most, while those in nonprofit or academic settings earn the least, with a variation of roughly $20,000 or more between the top and bottom categories. PAs should consider both the salary and the intangible benefits of each employer type when assessing opportunities.

Physician Assistant Salary, Locum Tenens and Contract Work

Locum tenens (from Latin, meaning “to hold the place”) refers to temporary assignments where healthcare providers fill in at a hospital or clinic for a short period. PAs who work locum tenens or other contract-based jobs can often earn higher hourly rates than those in permanent positions. This is because locum tenens roles are typically used to cover staffing shortages or high-need areas; employers are willing to pay a premium for a provider who can step in on short notice or for a limited time.

Many PAs choose locum tenens as a full-time career or as a supplement to their regular job. For example, a PA might have a permanent job and do occasional locum shifts on weekends for extra income, or they might travel from assignment to assignment as a full-time locum PA. Agencies and staffing companies facilitate these placements and negotiate pay rates.

Why locum tenens can pay more: Facilities in urgent need, say a rural hospital that lost its only ER PA, or a clinic facing seasonal patient surges, may pay above-market rates to attract a temporary PA. Additionally, locum PAs are often compensated for overtime, on-call hours, and travel expenses. As one experienced locum PA noted, “when you work, you get paid for that work… If you work more than 40 hours, you get paid time and a half.” In contrast, some salaried permanent PAs are not paid extra for overtime. Locum positions might also include per diem allowances for housing and food if travel is required, and some even come with benefits like a 401(k) through the locum agency.

For instance, a locum tenens urgent care PA might earn an hourly rate equivalent to a $140,000+ annual salary, whereas a permanently employed urgent care PA in the same region might be making the equivalent of $120,000. Some staffing agencies advertise that locum NP/PAs can earn very high wages, especially in high-demand specialties or underserved locations (e.g., ranges from $80 up to over $100 per hour depending on the role).

It’s also noted that rural or remote assignments tend to pay more for locum PAs. In areas with fewer providers (like parts of Alaska or rural towns), facilities “will offer a higher pay package than in urban locations” to attract locums, sometimes even including loan forgiveness if the provider eventually joins permanently.

The upcoming PA Licensure Compact could further boost locum tenens opportunities. Once the Compact is operational (anticipated in early 2027), PAs holding a compact privilege could more easily accept temporary assignments in multiple member states without obtaining separate licenses, reducing barriers to this type of work.

However, PAs considering locum tenens work should weigh the pros and cons. Higher pay comes at the cost of less stability. Locum tenens positions are by nature temporary; an assignment might last a few weeks to a few months. There may be gaps between assignments (unpaid time off), and benefits like health insurance need to be handled either through an agency or independently. Locums also requires adaptability, as you are frequently the “new provider” learning the ropes at each facility. Some PAs thrive on the variety and flexibility, while others prefer the stability of one workplace.

From a career earnings perspective, doing some locum work can be a great way to boost income. It can also be a method for burnout prevention or career resets. PAs who feel stuck in a job might switch to locums for a change of scenery and better control over their schedule. This is particularly relevant given that NCCPA’s 2024 workforce data shows 32.6% of PAs report feelings of burnout (down slightly from the prior year, but still significant). A CompHealth survey found many PAs reported locum tenens improved their work-life balance and reduced stress compared to their previous permanent jobs.

Locum tenens and contract work can significantly affect PA income, usually in a positive way for the PA. By taking on temporary roles, PAs often earn a premium (sometimes 20 to 30% more than an equivalent permanent salary). This is one of the factors a PA can actively use to their advantage if they wish to increase their salary. It’s a different lifestyle and may not be for everyone, but it’s a growing segment of PA employment. As of 2026, with healthcare staffing shortages in many areas, locum tenens opportunities for PAs are plentiful, and many hospitals/clinics are indeed paying top dollar for qualified PAs willing to travel or fill in short-term.

Gender Pay Gap in PA Compensation

An important and sometimes overlooked factor in PA compensation is the gender pay gap. NCCPA’s 2024 data on board-certified PAs by specialty reveals that, on average, male PAs earn $20,892 more annually than female PAs across all specialties. This gap exists despite females representing 71.6% of the PA workforce (a figure that has increased by 1.9% since 2020).

The largest pay disparities by specialty include obstetrics and gynecology ($34,069 gap), dermatology ($29,359 gap), and cardiovascular and thoracic surgery ($24,769 gap). These figures are drawn from NCCPA’s 2024 Statistical Profile of Board Certified PAs by Specialty.

Multiple factors likely contribute to this gap, including differences in specialty distribution, years of experience, hours worked, negotiation patterns, and geographic location. However, the data underscores the importance of salary transparency and effective negotiation for all PAs, particularly women entering higher-paying specialties. PAs of any gender should use available salary benchmarks (such as the AAPA Salary Report and NCCPA data) to ensure they are being compensated fairly relative to their experience, specialty, and region.

Beyond the Clinic: Alternative Career Paths for PAs

While clinical practice is the primary role for Physician Assistants, the career opportunities for PAs have expanded beyond the traditional exam room. Many experienced PAs transition into non-clinical or hybrid roles that leverage their medical knowledge in new ways. For a broader look at whether non-traditional career paths might be right for you, our article on getting hired as a PA covers the current job market landscape. Here are some additional career paths a PA can pursue beyond seeing patients day-to-day, along with emerging trends in each area:

Healthcare Administration and Leadership

As PAs gain experience, some move into administrative and leadership positions within healthcare organizations. A PA’s clinical background combined with organizational insight can make them excellent hospital administrators, department managers, or clinical directors. For instance, seasoned PAs may become a Chief PA (overseeing the utilization of PAs in a hospital) or a clinical program director for a service line (like surgery or emergency services). In large healthcare systems, it’s increasingly common to see PAs in roles such as a Director of Advanced Practice Providers (APPs), where they manage teams of PAs and Nurse Practitioners.

PAs are also taking on titles like Chief Medical Information Officer (CMIO) or Director of Medical Informatics in some institutions. In these roles, they help implement and optimize Electronic Health Records (EHR) and other healthcare IT solutions. Andrea Lowe, PA-C, of the AAPA noted that more PAs are working in medical informatics: some have become chief informatics officers for large institutions, especially those PAs who have a knack for health IT and quality improvement. This trend speaks to the versatility of the PA skill set; they can translate between the clinical and IT worlds.

Transitioning to administration often requires additional skills (and sometimes additional education such as an MBA, MHA, or MPH). However, PAs in these roles can potentially earn higher salaries comparable to healthcare executive levels, and they influence healthcare delivery on a broad scale. Leadership roles can exist both in clinical settings (like a hospital) and in corporate settings (like working for a healthcare company managing clinical operations).

Education and Academia

Another career path for PAs is in academia and teaching. Experienced PAs who enjoy mentoring often take positions as faculty in PA programs or other medical education programs. Becoming an instructor or professor in a PA school allows a PA to shape the next generation of clinicians. Academic roles might include classroom teaching, supervising students on rotations, or even program director positions for PA schools.

To go into academia, a PA might need or pursue additional qualifications. Some PA educators obtain a Doctorate (e.g., DMSc or EdD) or other advanced degrees to be competitive for faculty roles. The Physician Assistant Education Association (PAEA) provides resources for PAs looking to enter academia and often encourages PAs to consider this path. Teaching PAs not only lecture and instruct but also engage in research and scholarship in many cases.

While academic positions for PAs might not pay as much as full-time clinical work (as we saw, PAs in educational services earn at the lower end of the scale), they offer other rewards: intellectual stimulation, a stable schedule (aligned with academic calendars), and the satisfaction of contributing to the profession. Some PAs balance both worlds by teaching part-time while still practicing clinically part-time.

Beyond PA programs, PAs can teach in related fields, such as becoming instructors for undergraduate anatomy or physiology courses, or training other healthcare professionals. In fact, PAs’ broad medical knowledge qualifies them to teach topics ranging from basic sciences to clinical medicine. There have been examples of PAs teaching at medical schools or in residency programs (for instance, leading workshops on clinical skills or assisting in simulation labs). This cross-pollination of roles underscores the PA’s growing presence in medical academia.

Public Health and Policy

Physician Assistants can leverage their clinical experience in the realm of public health, healthcare administration, and policy advocacy. Some PAs transition to jobs in government agencies like the Centers for Medicare and Medicaid Services (CMS) or the National Institutes of Health (NIH) to work on public health initiatives. In these roles, PAs might help develop healthcare policies, manage public health programs, or work on improving healthcare access and equity.

Sondra DePalma, DHSc, PA-C, from AAPA has noted an increase in PAs taking jobs in public health, working on policy development and ensuring access to care. PAs in public health might manage programs on disease prevention, lead community health projects, or serve as public health officers.

Another related avenue is healthcare advocacy and policy leadership. PAs can work with professional organizations (like AAPA itself or state PA chapters) or even government bodies as policy advisors. For example, a PA might serve on a legislative health committee staff or work for a health policy think tank, ensuring that the voice and perspective of PAs and other clinicians are represented in healthcare legislation. Some have even taken roles in the federal government, working with lawmakers or agencies to shape regulations that affect healthcare practice. This can help “lift barriers that limit the scope and reach of the PA profession,” as advocates work to modernize laws (such as those around PA supervision/collaboration requirements). The ongoing push for the PA Licensure Compact is a prime example of this policy work in action.

While these roles are non-clinical, the knowledge of patient care that PAs possess is extremely valuable in policy and administrative circles. It grounds policy in reality. PAs in these positions might not earn clinical salaries, but many such roles (especially higher-level government or NGO positions) are still well-compensated and come with influence and the ability to impact healthcare on a large scale. Furthermore, a PA who has earned an MPH (Master of Public Health) or similar credential might find a very fulfilling career blending clinical insight with public health strategy.

Pharmaceutical, Biotechnology, and Informatics Industries

An expanding frontier for PAs is in the pharmaceutical, biotech, and medical technology industries. Companies in these sectors increasingly recognize the value of having clinically trained professionals on their teams. PAs moving into these industries can take on roles such as:

• Medical Science Liaisons (MSLs): These are clinicians who work for pharmaceutical or biotech companies to educate healthcare providers about new drugs and medical products. PAs as MSLs use their clinical background to communicate complex scientific information to physicians and to relay field insights back to their companies.
• Clinical Research and Trials: PAs can work in managing or coordinating clinical trials for new medications or medical devices. They may serve as clinical research associates or study managers, ensuring that trials are conducted properly and safely. Some PAs work for Contract Research Organizations (CROs) or directly for pharma companies in these capacities.
• Regulatory Affairs: Ensuring FDA compliance for new medical products is a specialized niche. PAs, with some additional training, can work in regulatory affairs to help bring products to market.
• Product Development and Consulting: A PA’s perspective is valuable in designing medical devices or healthcare software. They might join teams developing innovative health tech (like digital health apps, clinical decision support tools, etc.) to provide user feedback and ensure the product meets clinical needs.

The skills PAs bring, including medical knowledge, patient care experience, and communication skills, are highly sought in these roles. PAs often excel in roles that require translating between the scientific/technical side and the clinical/practical side. For example, a PA working for a biotech firm might help design the protocol for how a new diagnostic tool should be implemented in clinics, bridging the gap between engineers and physicians.

Andrea Lowe, PA-C, noted that PAs are also being hired in pharmaceutical and biotech companies and medical device manufacturers for roles in research, clinical trials, and communications. This indicates a growing acceptance and desire for PA-trained professionals in the private sector of healthcare innovation.

In terms of salary, industry jobs can be quite lucrative, often on par with or exceeding clinical salaries, especially as one moves up the corporate ladder. A PA working as a medical liaison or in research for a large pharma company might earn a base salary similar to a clinical PA, with potential bonuses and stock options on top of that. Plus, these roles typically come with traditional corporate benefits and sometimes better work-life balance (e.g., no patients on weekends, though there can be travel).

Additionally, PAs are finding roles in health insurance companies (as medical directors or utilization review specialists) and in healthcare consulting firms. These positions utilize a PA’s clinical expertise to inform insurance coverage decisions or to advise hospitals on improving efficiency and patient outcomes.

Nonprofit and Global Health Work

PAs have also made inroads in the nonprofit sector and global health. Many medical nonprofit organizations, humanitarian groups, and global health NGOs employ PAs for their clinical expertise and flexibility. For example, organizations like Doctors Without Borders, Partners In Health, or faith-based medical missions often include PAs on their teams to deliver care in resource-limited settings.

Working for a nonprofit, either domestically or internationally, can be incredibly rewarding. PAs might provide care in underserved urban communities or travel to countries in need of medical aid. One PA cited in an example worked with a flying medical service in East Africa right after PA school, providing primary care to children who otherwise had no access to healthcare. Experiences like these can be personally and professionally significant for both providers and patients.

Non-clinical roles in nonprofits are also available. Some PAs work for foundations or professional associations focusing on program management, grant writing for health initiatives, or training community health workers. For instance, a PA might manage a public health project funded by a nonprofit, using their medical background to design effective interventions.

In the U.S., PAs in community health centers or free clinics (often run by nonprofits) serve vulnerable populations. While salaries in the nonprofit sector are usually lower than in for-profit medicine, loan repayment programs, fellowship stipends, or mission-driven fulfillment can compensate. PAs in federally qualified health centers (FQHCs) or charitable clinics often qualify for the National Health Service Corps loan repayment, which can be a significant financial benefit. For students considering how to fund their PA education with these future options in mind, our guide on PA school scholarships vs. loans covers the financial planning side in detail.

Moreover, some PAs take on advocacy roles within nonprofits, such as working for patient advocacy groups or health education charities. They use their knowledge to help educate communities, shape public opinion on health issues, or directly assist patients.

Telemedicine and Digital Health

No discussion of PA career paths in 2026 would be complete without mentioning telemedicine. The COVID-19 pandemic vastly accelerated the adoption of telehealth services, and PAs have remained at the forefront of this shift. Telemedicine allows PAs to provide patient care remotely via video calls, phone calls, or digital monitoring.

The growth of telemedicine among PAs has been dramatic. AAPA data from the 2025 report shows that nearly half of all PAs (49%) used telemedicine in their clinical work within the past year, a massive increase from just 9.6% in 2019 before the pandemic. NCCPA data similarly shows that 43.5% of PAs engaged in telehealth services in 2024, up from 20.7% in 2020. This is no longer a niche practice; it is a standard component of PA clinical work.

Many PAs now work either part-time or full-time in telehealth roles, managing patients with chronic conditions, providing urgent care consults, or following up on specialty care, all virtually. Telehealth positions often allow PAs to work from home, sometimes with flexible hours. They can also be combined with locum or part-time arrangements, giving PAs additional income streams.

From a career perspective, telemedicine has opened opportunities for PAs to practice across state lines (with appropriate licensing) and to reach patients in underserved areas without relocating. The PA Licensure Compact, once operational, could further expand these opportunities by streamlining multi-state practice for telehealth PAs.

Telehealth does influence the salary model: some telemedicine jobs pay per consultation or on an hourly basis rather than a fixed salary. A PA doing high-volume telemedicine (e.g., seeing many urgent care patients via an app) might earn comparable pay to an in-person urgent care PA. Others might use telehealth as supplemental income, especially if they can log on during off-hours.

Additionally, PAs are involved in developing telehealth protocols and digital health programs. Their input ensures that virtual care maintains quality. As healthcare continues to integrate more technology (like AI-driven decision support, remote diagnostics, etc.), PAs who are tech-savvy may find roles in digital health companies designing the next generation of telemedicine platforms.

As we see, a PA’s career can extend into many domains beyond the traditional clinical practice. Whether it’s climbing the leadership ladder in a hospital, educating future clinicians, shaping public health policy, innovating in the medical device industry, or delivering care via a computer screen, PAs are doing it all in 2026.

These paths provide personal and professional growth and can influence a PA’s earning potential and job satisfaction. For instance, moving into pharma or consulting might increase income; moving into academia might decrease income but increase stability or fulfillment in other ways. Each PA can shape their career to their interests, a testament to the PA profession’s flexibility.

PA Career Satisfaction and Burnout: What the 2024 Data Shows

Salary is only one dimension of career health. NCCPA’s 2024 Statistical Profile provides a useful look at how PAs feel about their careers overall. The data shows that 87.1% of PAs report overall career satisfaction, and 83.6% say they are satisfied with their present job. These are strong numbers that reflect the profession’s appeal beyond just compensation.

At the same time, feelings of burnout affected 32.6% of PAs in 2024, a proportional decrease of 1.5% from the 2023 report. While any burnout rate above zero is worth addressing, the slight decline is an encouraging sign. PAs considering their long-term career trajectory should factor in not just salary potential but also the sustainability of their chosen specialty and practice setting. A PA earning top dollar in a high-acuity surgical environment may find that the compensation doesn’t offset chronic exhaustion, while a PA in a lower-paying but more predictable role may find greater longevity and satisfaction.

The options discussed earlier, including locum tenens work, telemedicine, and non-clinical career paths, all serve as potential strategies for managing burnout while maintaining strong earning potential.

What This Means for Pre-PA Students in 2026

For students still in the pre-PA phase, the salary data and career outlook covered in this article should provide meaningful context for your decision-making. The PA profession continues to offer strong compensation, job security, and flexibility. But it is worth approaching the data with realistic expectations.

Starting salaries for new graduates are now around $118,000 nationally, which is excellent, but they vary by specialty and region. Students should also consider the cost of PA school (often $80,000 to $120,000+ for a master’s program) when evaluating the financial return. Our article on funding PA school without drowning in debt can help you plan ahead.

If you are still building your application, clinical exposure is one of the most valuable things you can do. Gaining hands-on experience in healthcare settings helps you understand the PA role from the inside and strengthens your candidacy. A structured Pre-PA Internship can provide supervised clinical exposure, mentorship, and the kind of real-world perspective that classroom study alone cannot offer.

Final Thoughts on PA Salary in 2026

Physician Assistants enjoy a robust career outlook with high salaries, strong demand, and a widening array of opportunities. In 2026, the median PA total compensation has reached $140,000 per year (per the AAPA 2026 Salary Report), with BLS placing the median annual wage at $133,260 as of May 2024. These figures reflect the critical role PAs play in healthcare delivery and the growing recognition of their value. Key factors such as specialty, location, experience, practice setting, employer type, and work style (permanent vs. locum) all influence where an individual PA’s salary falls within the broad range.

For example, a PA specializing in cardiothoracic surgery in California with 15 years of experience might earn well above the median (potentially into the $160K+ range), while a new graduate PA in primary care in the South might start closer to $110K. Understanding these factors empowers PAs and PA students to make informed decisions about their careers, whether it’s choosing a specialty, negotiating a job offer, or deciding where to practice.

We’ve also highlighted how the PA profession is evolving. Educationally, PAs are entering the workforce in greater numbers than ever (with over 200,000 now practicing), and with new CAQ certifications, the PA Licensure Compact, and expanding postgraduate training programs, they are more prepared to take on specialized and advanced roles. Career-wise, PAs are branching out into leadership, teaching, research, industry, and telehealth, proving that the skill set of a PA is versatile and in demand across the healthcare spectrum. These alternative paths can offer new challenges and rewards, and many of them contribute back to the profession by raising the profile of PAs in various sectors.

For readers interested in PA career prospects, the key takeaways are encouraging: PAs have excellent salary potential (with many ways to maximize it) and numerous avenues for career growth. The job market remains very strong; the projected growth rate of 20% from 2024 to 2034 means roughly 12,000 new openings per year. Furthermore, as healthcare emphasizes team-based care and physician shortages persist (with AAMC projecting a deficit of up to 86,000 physicians by 2036), PAs will likely take on even greater responsibilities and leadership, which could further elevate their compensation and influence.

In choosing the PA path, one should consider not just the national averages, but also personal interests (specialty passion), willingness to relocate, and long-term career goals (clinical mastery vs. branching out). A PA can shape their career in ways that align with both their financial goals and their professional aspirations. For instance, one might start in emergency medicine for high pay and intensity, then later move into an administrative role or part-time telemedicine for flexibility.

Overall, the PA profession in 2026 offers a rewarding blend of high earnings, job stability, and flexibility. By staying informed about trends in salaries and being open to continuous learning and adaptation, PAs can ensure they thrive in this dynamic field. Whether your goal is to be the go-to provider in a surgical department, a trusted primary care clinician in your hometown, or a PA executive leading healthcare innovation, the opportunities are there, and the compensation is commensurate with the impact PAs are making every day in patients’ lives.

Sources and Supporting URLs

Physician Assistant Salary Data

• U.S. Bureau of Labor Statistics (BLS): Occupational Outlook for Physician Assistants
  Provides detailed information on employment outlook, job duties, and salary statistics for Physician Assistants.
  https://www.bls.gov/ooh/healthcare/physician-assistants.htm
• American Academy of Physician Associates (AAPA) Salary Report 2026
  An annual report detailing compensation trends, salary statistics, and factors influencing PA salaries.
  https://www.aapa.org/research/salary-report/
• NCCPA 2024 Statistical Profile of Board Certified PAs
  Comprehensive workforce data on PA demographics, compensation, specialty distribution, and career satisfaction.
  https://www.nccpa.net/2024-statistical-profile-of-board-certified-pas-report/

Education and Certification Information

• Accreditation Review Commission on Education for the Physician Assistant (ARC-PA)
  The accrediting agency for PA educational programs in the United States.
  http://www.arc-pa.org/
• National Commission on Certification of Physician Assistants (NCCPA): Statistical Profiles
  Details the current statistical data of Physician Assistants by State.
  https://www.nccpa.net/wp-content/uploads/2025/02/2023-NCCPA-Statistical-Profile-of-Board-Certified-PAs-by-State.pdf
• Physician Assistant Education Association (PAEA): Assessment Resources
  Provides assessment resources and educational tools for PA programs.
  https://paeaonline.org/assessment/assessment-center-resources

Career Specializations and CAQ Certifications

• NCCPA Certificate of Added Qualifications (CAQ)
  Information on specialty certifications available to PAs seeking to demonstrate advanced expertise.
  https://www.nccpa.net/specialty-certificates/
• Mayo Clinic College of Medicine: PA Residencies and Fellowships
  Offers postgraduate training programs for PAs in various specialties.
  https://college.mayo.edu/academics/explore-health-care-careers/careers-a-z/physician-assistant/

PA Licensure Compact

• PA Compact Commission
  Official site for the PA Licensure Compact, including member states and implementation updates.
  https://www.pacompact.org/news/

Alternative Career Paths and Industry Opportunities

• CompHealth: Physician Assistant Jobs
  PA job opportunities including locum tenens positions across various specialties and locations.
  https://comphealth.com/jobs/physician-assistant
• Centers for Medicare and Medicaid Services (CMS): Career Opportunities
  Lists job openings and career information within CMS.
  https://www.cms.gov/about-cms/work-with-us/careers
• Centers for Disease Control and Prevention (CDC): Jobs
  Provides career information for public health professionals, including PAs.
  https://www.cdc.gov/jobs/
• National Institutes of Health (NIH): Job Opportunities
  Offers information on careers at NIH, including clinical and research positions suitable for PAs.
  https://jobs.nih.gov/
• National Health Service Corps (NHSC): Loan Repayment Programs
  Details loan repayment options for PAs working in underserved areas.
  https://nhsc.hrsa.gov/loan-repayment
• Doctors Without Borders: Work With Us
  Information on field assignments and requirements for medical professionals, including PAs.
  https://www.doctorswithoutborders.org/careers/work-internationally

Additional Data and Resources

AAPA Annual Salary Report
A comprehensive report on PA compensation, benefits, and trends.
https://www.aapa.org/research/salary-report/

Is This Career Path Right for You?

How much do Physician Assistants make? Now you know the national median, what six factors influence your salary, and how you can become a PA. But is this the right career path for you? The best way to find out is through direct exposure to the clinical environment. Consider completing a Pre-PA Internship. It will immerse you in the medical field and help you gain a deeper understanding of this career. Use it to make an informed decision about your future.

Frequently Asked Questions

What is the biggest factor affecting physician assistant salary?

Specialty has the largest impact. Surgical and procedural specialties pay the most, with cardiothoracic surgery PAs reporting the highest median base salary at $162,914 according to the AAPA.

How much does location affect PA pay?

Significantly. PAs in high-cost states such as California report salaries near $160,000, while those in lower-cost states report figures closer to $95,000. Adjusted for cost of living, the ranking shifts.

Does experience increase physician assistant salary?

Yes. Pay rises steadily with experience. PAs with 15 to 19 years report a median around $146,000, and those with 20 or more years report about $150,000, well above what new graduates earn.

What is the median physician assistant salary in 2026?

The AAPA reports median total compensation of $140,000, while the U.S. Bureau of Labor Statistics reports a median PA salary of $133,260 (May 2024). For a full national breakdown, see our 2026 PA salary report.

Do practice setting and hours affect PA compensation?

Yes. Work setting, hours, on-call duties, and bonuses all factor in. About 58 percent of full-time PAs received a bonus in 2025, so total compensation often exceeds base pay.