Physician assistants earn a median $133,260 a year in the United States, with typical pay ranging from about $95,000 to $182,000.
If you came here to pin down pay, you’re in the right spot. Below is a clear picture that answers how much money do physician assistants earn and adds context you can use during salary talks. We’ll start with national pay, then show the levers that move it and finish with tactics to land a fair offer.
How Much Money Do Physician Assistants Earn? By The Numbers
The latest national figures land at the same place across trusted datasets. In May 2024, the median annual wage for physician assistants sat at $133,260. Entry-level roles and lower-pay metros cluster near the 10th percentile, while specialists and in-demand areas push toward the top tier. Here’s a fast snapshot.
| U.S. Pay Snapshot (May 2024) | Amount (Annual) | Source |
|---|---|---|
| National Median | $133,260 | BLS OOH |
| 10th Percentile | $95,240 | BLS OOH |
| 90th Percentile | $182,200 | BLS OOH |
| Government (Median) | $151,470 | BLS OOH |
| Outpatient Care Centers | $147,650 | BLS OOH |
| Hospitals | $136,630 | BLS OOH |
| Offices Of Physicians | $129,640 | BLS OOH |
| Educational Services | $127,900 | BLS OOH |
Those bands already tell a story: site of care matters a lot. Government and outpatient settings tend to pay near the top, while physician offices and academic settings sit lower. The spread covers new grads, seasoned leaders, and specialty-trained PAs.
Physician Assistant Pay Factors That Move The Needle
Two PAs with the same license can see very different paychecks. The gap usually comes from five levers: location, setting, specialty, schedule, and experience. Stack more high-pay levers and your offer climbs.
Location: State And Metro Effects
Pay swings by state and even by metro. High-cost regions often post bigger salaries, but not always by enough to offset rent. Rural areas can surprise with strong offers tied to access needs or loan-repayment sweeteners. For current state and metro ranges, use the BLS wage tool for “Physician Assistants” and compare your target area before interviewing. A direct look at wage tables beats guesses.
Setting: Where You Work
Government roles and outpatient care centers tend to sit near the top of the range, while hospital roles and physician offices sit in the middle. Academic gigs trade some pay for schedule or mission fit. If pay is your north star, start your search in the higher-yield settings from the table above.
Specialty: What You Do Daily
Surgical subspecialties, emergency care, and dermatology often pay more because they add revenue and demand quick decision-making. Primary care and academic clinics may trade a bit of pay for regular hours and a steadier pace. When switching lanes, line up a mentor and note which certifications or CME paths unlock the role.
Schedule: Nights, Weekends, And Call
Shift differentials are real. Nights and weekends lift hourly wages. Call pay and extra shifts can add up quickly. If you’re chasing an income goal, map monthly hours with and without those extras so you know the tradeoffs.
Experience: Years And Scope
Most employers peg raises to skill growth and responsibility. Expect a bump as you move from new grad to independent rounds, and another step when you precept or lead. Keep a one-page wins list with saved metrics and bring it to reviews.
Using The Data During Negotiations
Numbers help when you anchor. Start with national medians, then layer in state ranges and setting. When someone asks, “What are your expectations?”, answer with a tight range that matches the role’s revenue profile and your recent results. Back it with two short points and a 6- or 12-month review.
Build A Clean Anchor
- Open with a range that centers near the median for your state and setting.
- Mention one value proof, such as procedural volume or a quality metric.
- Close with a review checkpoint tied to concrete goals.
Translate Hourly, Salary, And Per-Diem
Offers arrive in different wrappers. Converting formats keeps you from comparing apples to oranges. Multiply hourly by expected hours per year to set a baseline, then add differentials and likely overtime. For per-diem roles, track average weekly shifts and any cancellation policy that cuts paid hours.
Weigh The Full Package
Cash isn’t the only lever. Health coverage, retirement match, relocation, CME support, licensing fees, and paid call all adjust your real pay. Travel time, parking, and commute stress cut into net value. Put totals in a simple comparison sheet before signing.
How Much Money Do Physician Assistants Earn? In Your State
State numbers change each release, and local demand can swing fast. The best source is the BLS wage tool. Pick your state, select “Physician Assistants,” and scan the wage table and metro map. Ask a recent hire how the posted range matches real offers.
| Pay Driver | Typical Effect On Pay | Notes You Can Act On |
|---|---|---|
| Location (State/Metro) | Large swings | Check BLS state/metro tables before setting your range. |
| Setting | Moderate to large | Government and outpatient centers tend to pay more. |
| Specialty | Moderate | Procedural fields often pay more than clinic-only roles. |
| Schedule | Small to moderate | Nights, weekends, call, and extra shifts raise totals. |
| Experience | Small to moderate | Scope growth and leadership lift base pay. |
| Bonuses | Small to moderate | Watch thresholds; ask for clear metrics and timelines. |
| Benefits | Small to large | Retirement match and loan help can shift net pay a lot. |
What New Graduates Should Expect
New grads usually land below the median while skills and speed build. A strong preceptorship, clear onboarding, and early procedure exposure can shorten that ramp. If an offer is light, ask about a 6-month review tied to defined milestones and a base adjustment when you hit them.
Make Clinical Wins Visible
Simple tracking goes a long way. Keep a monthly log of panels covered, door-to-dispo times, consults managed, and procedures completed. Bring three bullets from that list to every check-in, then connect each bullet to revenue or quality.
Midcareer And Senior Paths That Lift Pay
Once you’ve built chops, add responsibilities that align with revenue or throughput. Here are steps seasoned PAs use to climb.
Stack Skills With Intention
- Add a procedure that your service needs and track the before-and-after volume.
- Precept students one day a week and document time saved for physicians.
- Lead a small quality project that trims length of stay or improves access.
Move Toward Higher-Yield Settings
Outpatient centers and certain government roles pay near the top. If you want that bump, talk with peers who made the move and learn what changed in their day-to-day. Ask direct questions about workload, staffing, and autonomy before you jump.
How To Read Salary Surveys Without Getting Lost
Different sources slice data in different ways. BLS shows wages by state, industry, and percentile. Professional groups report total compensation that blends base, bonus, and differentials. When two numbers don’t match, check definitions and survey date.
Check These Two Sources First
Use the federal profile for the national baseline and the industry table. Then use the state wage tool to set location-specific ranges before you negotiate now.
Step-By-Step: Build Your Personal Pay Range
- Pull the national median and percentiles.
- Open the state wage table and mark your metro.
- Pick the closest setting match to the role you’re targeting.
- Adjust for your experience and any high-demand skills.
- Add likely differentials, call pay, and bonuses.
- Price the benefits you value and subtract predictable costs.
- Set a target, floor, and walk-away number before the interview.
Common Pay Questions Answered
Why Do Two Hospitals In One City Pay Differently?
Pay philosophy, service line margins, payer mix, and staffing ratios shape offers. Union contracts, non-compete language, and overtime rules do too. If one number is far lower, ask how scheduling, call, and bonus math work. With clear math, you can compare totals.
Where Does Cost Of Living Fit In?
High rent doesn’t always translate to a matching bump in salary. Use a cost-of-living calculator and a simple monthly budget to see if the bigger headline number leaves more in your pocket. If it doesn’t, scan the next metro or a strong rural system.
How Often Do Raises Hit?
Many systems tie bumps to annual reviews. Bigger jumps show up when you add procedures, expand panels, or take on leadership. Come to reviews with numbers and a short ask linked to value delivered.
Bottom Line: Turn Data Into A Better Offer
If you need a one-line anchor, here it is: the median sits near $133k, the bottom tenth sits near $95k, and the top tenth clears $182k. Add the five levers—location, setting, specialty, schedule, and experience—and you’ll know where your target should land. State a calm range, back it with one or two proof points, and set a date to revisit once you’ve delivered.
You’ll see the phrase “how much money do physician assistants earn?” pop up in searches again and again. Now you have a clean, data-backed answer and a simple playbook to push your number higher.
When you compare states, open the BLS tool in a new tab and bookmark it for contract season. It updates each year and lists wages by state, which saves time and lifts the quality of your ask.
When someone asks for your number on the spot, don’t rush. Pause, cite your range based on fresh data, and keep the conversation on track with a calm tone.