Gastroenterologist Salary Guide
Whether you're seeking ownership opportunities through private practice, exploring flexible locum tenens assignments, or evaluating hospital-employed positions with predictable compensation, Gastroenterology offers outstanding financial rewards alongside meaningful patient impact and procedural satisfaction.
Gastroenterologist Salary Guide
Whether you're seeking ownership opportunities through private practice, exploring flexible locum tenens assignments, or evaluating hospital-employed positions with predictable compensation, Gastroenterology offers outstanding financial rewards alongside meaningful patient impact and procedural satisfaction.
Quick Facts: Gastroenterologist Compensation 2025
| Average annual salary | $475,000 – $575,000 |
| Highest-paying subspecialty | Advanced Endoscopy (ERCP/EUS) |
| Top-paying regions | Plains ($745,000), Mid-Atlantic ($604,000), Southeast (~$604,500) |
Gastroenterologist Salary Overview
Gastroenterologist compensation varies significantly based on practice type, employment structure, subspecialty focus, geographic location, and years of experience. Across the United States, GI physicians remain among the highest-paid medical specialists, reflecting both the procedural revenue potential of endoscopic services and the essential role gastroenterologists play in cancer screening, chronic disease management, and acute gastrointestinal emergencies.
Practice ownership and ambulatory surgery center equity substantially impact total compensation, with partner-track gastroenterologists often earning 30-50% more than employed counterparts due to profit-sharing and ancillary revenue streams. This section breaks down how experience level, geographic region, and practice setting influence earning potential for both permanent and locum tenens gastroenterologist positions.
By Experience Level
Experience significantly impacts gastroenterologist compensation. Earning potential increases as you build endoscopic proficiency, develop referral networks, and progress toward partnership or ownership opportunities.
| Experience Level | Permanent Annual Salary | Typical Focus Areas |
|---|---|---|
| Early Career (0-3 years) | $475,000 – $525,000 | Building procedural skills, establishing practice patterns, general gastroenterology foundation |
| Mid-Career (4-10 years) | $525,000 – $575,000 | Proven endoscopic competency, partnership consideration, referral network development |
| Experienced (10+ years) | $550,000+ (top earners exceed $600,000) | Advanced procedures, practice leadership, partnership/ownership, mentorship roles |
Top-Paying Regions for Gastroenterologists
Geographic location significantly influences gastroenterologist compensation. Factors including cost of living, provider shortages, endoscopy center density, payer mix, and regional healthcare demand drive substantial salary variations across states.
Top-Paying Regions (2025)
Highest-Paying Regions by Average Annual Compensation:
- Plains Region: ~$745,000 average annual compensation
- Mid-Atlantic: ~$604,000
- Southeast & Atlantic Islands: ~$604,500
- Southwest: ~$583,500
- New England: ~$554,500
- West: ~$518,500
Top-Paying States for Gastroenterologists (2025)
| Rank | State | Salary Range | Cost of Living | Key Market Drivers |
|---|---|---|---|---|
| 1 | Florida | $490,000 – $600,000+ (average ~$545,000; top earners reach $1,020,000) | Moderate | Aging population, high screening volumes, no state income tax, strong private practice culture |
| 2 | Texas | $475,000 – $600,000+ | Moderate | Major metro growth, high demand (locum roles pay $3,255/day), no state income tax, strong private practice culture |
| 3 | New York | $449,000 – $600,000 | High | NYC and regional centers, high patient volumes, diverse payer mix, established GI networks |
| 4 | California | $450,000 – $600,000 | High | Large metropolitan markets, high procedure volumes, ASC ownership opportunities, academic presence |
| 5 | Massachusetts | $475,000 – $575,000 | High | Academic medical center concentration, IBD specialty centers, Boston area demand |
| 6 | Washington | $475,000 – $575,000 | Moderate-High | Seattle metro demand, Pacific Northwest lifestyle destination, strong healthcare infrastructure |
| 7 | Pennsylvania | $475,000 – $575,000 | Moderate | Multiple major metros, established GI practice networks, Mid-Atlantic region |
| 8 | Illinois | $475,000 – $575,000 | Moderate-High | Chicago metro concentration, Midwest regional referral hub |
| 9 | North Carolina | $475,000 – $575,000 | Moderate | Research Triangle growth, Charlotte metro expansion, expanding healthcare systems |
| 10 | Arizona | $475,000 – $575,000 | Moderate | Phoenix metro expansion, retirement population screening needs, desert lifestyle destination |
All Star Healthcare Solutions connects gastroenterologists with opportunities across all 50 states, matching your practice preferences and subspecialty expertise with positions that align with your compensation goals and lifestyle priorities.
By Practice Setting
Practice setting influences both compensation structure and earning potential. Different environments offer unique benefits beyond base salary, from ASC ownership potential to lifestyle considerations and procedural autonomy.
Private Practice Group (Non-PE): Gastroenterologists earn $475,000 – $600,000 annually in private group practices, with partnership status often pushing total compensation to $600,000 – $800,000+ when including profit-sharing and ASC ownership distributions. These positions typically feature productivity-based compensation with wRVU bonuses, partnership tracks requiring buy-in investments, and significant ancillary revenue opportunities from in-office procedures, pathology services, and ambulatory surgery center equity.
Private Equity-Owned Groups: Annual pay ranges from $475,000 – $575,000 in PE-backed gastroenterology practices. These positions often provide competitive base salaries with RVU-based productivity incentives, but partnership structures differ from traditional private practice with earn-out provisions, equity unit distributions, and post-acquisition changes to call coverage and administrative expectations affecting long-term compensation trajectory.
Hospital-Employed (Non-Academic): Gastroenterologists receive $475,000 – $550,000 annually (average ~$514,208) in community hospital employment. These roles typically offer stable base salaries with moderate productivity bonuses, comprehensive benefits including malpractice coverage and retirement contributions, and predictable schedules with defined call obligations, appealing to GI physicians prioritizing work-life balance over maximum earning potential.
Academic Medical Centers: Compensation reaches $425,000 – $525,000 annually in academic gastroenterology positions. These roles emphasize research, teaching, and advanced procedural training with protected time for scholarly activities, opportunities for Public Service Loan Forgiveness eligibility, and potential for supplemental income through consulting, industry relationships, and moonlighting to offset lower base compensation compared to private practice.
Locum Tenens: Gastroenterologists working locum tenens assignments earn significantly more on average. Some markets offer high daily rates, plus callback pay.
Locum tenens positions across all settings typically include comprehensive benefits packages. Standard inclusions are housing stipends or furnished accommodations, travel reimbursement, malpractice coverage with tail insurance, credentialing support, and licensing assistance, significantly increasing total compensation value by an estimated 20-30% beyond stated hourly rates.
Key Compensation Factors
Beyond practice type, employment structure, and geographic location, several additional factors significantly impact gastroenterologist compensation and overall career satisfaction. Understanding these elements empowers you to evaluate opportunities holistically and negotiate packages that align with your professional goals and personal priorities.
The following factors play crucial roles in determining both immediate pay and long-term career trajectory. Thoughtful evaluation of these components helps you maximize earning potential while ensuring sustainable practice conditions that support fulfilling, long-term gastroenterology careers.
Education & Certifications
Board certification and advanced procedural training directly impact gastroenterologist compensation. Subspecialty expertise and additional certifications command significant premiums reflecting technical complexity and market demand.
Board Certification (ABIM – Gastroenterology): Board certification by the American Board of Internal Medicine in Gastroenterology is the baseline expectation for competitive compensation. Non-certified gastroenterologists face significant earning limitations and restricted opportunities.
Advanced Endoscopy Fellowship Training: Gastroenterologists with fellowship training in advanced therapeutic endoscopy (ERCP, EUS) command the highest premiums in the specialty. These advanced procedural skills are in particularly high demand, with facilities competing aggressively for providers who can perform complex biliary interventions, pancreatic procedures, and endoscopic ultrasound-guided diagnostics and therapeutics.
Subspecialty Expertise Impact: Advanced endoscopy training can significantly increase earning potential due to:
- Higher complexity procedures generating more RVUs per case
- Stronger negotiating position due to limited provider supply
- Access to specialized referral networks
- Premium compensation in academic and tertiary care centers
Additional High-Value Certifications:
- Interventional Endoscopy: ERCP and EUS capabilities are particularly valued
- Inflammatory Bowel Disease (IBD): Specialized IBD expertise enhances marketability in academic and specialty centers
- Advanced Imaging: Expertise in capsule endoscopy and advanced imaging modalities
- Bariatric Endoscopy: Growing demand as obesity treatment options expand
All Star’s consultants understand how to position your advanced training and subspecialty expertise to maximize compensation in both locum tenens and permanent opportunities.
Practice Factors
Day-to-day practice characteristics significantly influence gastroenterologist compensation, with factors such as endoscopy volume expectations, wRVU productivity targets, call requirements, and administrative responsibilities directly affecting both base pay and overall work satisfaction.
Endoscopy Volume and wRVU Productivity: Most gastroenterology compensation models are heavily wRVU-based. Typical annual wRVU targets range from 8,000 – 12,000 for full-time gastroenterologists, with conversion factors ranging from $55 – $75 per wRVU. High-volume endoscopy practices with efficient nursing support enable gastroenterologists to exceed baseline targets, generating substantial productivity bonuses. Colonoscopy and therapeutic procedures (ERCP, EUS) generate significantly more RVUs per clinical hour than consultations.
ASC Ownership and Profit-Sharing: Ambulatory surgery center ownership provides substantial additional income through facility fee distributions. Buy-in investments typically range from $100,000 – $300,000 depending on ownership percentage and facility valuation. ASC ownership can add $75,000 – $200,000+ annually to clinical compensation through profit distributions, often providing return on investment within 3-5 years.
Call Requirements: GI call for urgent endoscopy (GI bleeding, foreign body removal) influences compensation. Positions with frequent call requirements typically offer 10-20% higher base compensation or separate call stipends. Facilities requiring 24/7 GI coverage availability often provide additional compensation or arrange call-sharing among group members.
Partnership Timeline and Buy-In Structure: Understanding partnership tracks is crucial for long-term earning potential. Typical partnerships require 2-4 years as an associate before buy-in opportunities. Partnership structures may involve cash investments, practice loans with reduced compensation during associate years, or sweat equity arrangements. Partner gastroenterologists typically earn 30-50% more than employed counterparts due to profit-sharing.
Administrative Responsibilities: Medical director roles, endoscopy center directors, and quality officers receive additional compensation ranging from $25,000 – $75,000 annually. Academic positions with teaching responsibilities may include protected time but often at reduced clinical compensation.
Market Demand
Market dynamics directly impact gastroenterologist compensation and opportunities, with sustained provider shortages and increasing colorectal cancer screening mandates creating exceptional leverage for qualified candidates throughout the United States.
Growing Demand Drivers: Multiple factors drive increasing demand for gastroenterologists:
- Aging Population (“Silver Wave”): Growing population requiring colorectal cancer screening and chronic GI disease management
- Colorectal Cancer Screening Expansion: Lowered screening age recommendations (now starting at 45) increasing procedure volumes
- Rising IBD Prevalence: Inflammatory bowel disease diagnoses increasing, requiring specialized long-term management
- Preventive Care Emphasis: Healthcare systems prioritizing preventive endoscopy for early cancer detection
Sign-On Bonuses: The competitive market for gastroenterologists drives substantial sign-on bonuses averaging $46,040, with ranges from $15,000 – $100,000 depending on location, practice type, and urgency of need. Rural and underserved areas often offer premium sign-on packages plus loan repayment assistance.
Urgent Coverage Needs: Facilities facing immediate GI coverage gaps due to provider departures, unexpected leaves, or sudden volume increases often pay premium rates 20-40% above standard locum tenens compensation. Holiday coverage, particularly for Thanksgiving, Christmas, and New Year periods, commands additional premiums.
Reimbursement Pressures: While demand remains strong, some gastroenterologists report compensation pressure. Recent data indicates average GI pay declined slightly from ~$512,000 in 2023 to ~$495,000 in 2024, attributed to reimbursement cuts and practice consolidation. However, private practice gastroenterologists with ASC ownership continue experiencing strong compensation growth through facility revenue.
This combination of high demand, procedural revenue potential, and ASC ownership opportunities positions gastroenterology among the most financially rewarding specialties in medicine, particularly for providers pursuing partnership tracks in private practice settings.
All Star Healthcare Advantage
Competitive compensation matters, but it represents just one element of your career satisfaction and success. At All Star Healthcare Solutions, we partner with gastroenterologists to maximize not just earning potential, but overall career fulfillment through comprehensive support and genuine advocacy throughout your career journey.
With over two decades connecting GI specialists to opportunities nationwide, we understand what matters most to you—whether that’s finding private practice partnerships with ASC ownership potential, exploring flexible locum tenens assignments between positions, securing hospital employment with predictable compensation, or evaluating opportunities based on procedural volume and call requirements. Here’s how we support your success.
Expert Compensation Negotiation and Partnership Evaluation
Our consultants possess deep knowledge of gastroenterology compensation across all 50 states, practice models, and partnership structures. We negotiate on your behalf to secure competitive base pay while clarifying the full value of benefits packages including wRVU conversion factors, productivity bonus structures, ASC buy-in opportunities, profit-sharing timelines, and partnership requirements. We help you evaluate the true long-term earning potential of different practice models, comparing employed positions against partnership tracks with realistic projections.
Comprehensive Credentialing and Privileging Support
We manage the gastroenterology credentialing process from start to finish, including subspecialty privileging for advanced procedures like ERCP and EUS. This includes document collection, primary source verification, communication with facility credentialing offices, and ensuring your procedural competency documentation meets facility requirements. We handle multi-state licensing for gastroenterologists working locum assignments, reducing administrative burden substantially.
Practice Model Expertise and Strategic Career Planning
We understand the nuances between private practice, PE-owned groups, hospital employment, and academic positions. Our consultants help you evaluate opportunities based on your career stage and goals—whether you’re seeking partnership potential with ASC ownership, predictable employed compensation, or flexible locum tenens work. We provide transparent intelligence about partnership timelines, buy-in requirements, call expectations, and realistic earning trajectories for different practice models.
24/7 Dedicated Support Throughout Your Assignment
Your assigned consultant remains available throughout every assignment as your advocate and problem-solver. We’re available around the clock for urgent matters and maintain regular check-ins to ensure everything meets expectations, addressing concerns about procedure volumes, call schedules, or partnership progression before they become issues. Many All Star gastroenterologists work with the same consultant for years, creating relationships built on trust, understanding, and shared success.
Ready to Explore Gastroenterology Opportunities?
Whether you’re exploring locum tenens for the first time, seeking partnership opportunities with ASC ownership potential, or ready to find an assignment that better aligns with your compensation goals and procedural interests, All Star Healthcare Solutions is here to guide you through every step of the process.
Our gastroenterology consultants specialize in matching GI specialists with opportunities that support both your financial objectives and career aspirations. With opportunities nationwide—from high-volume private practice partnerships to academic medical centers to flexible locum tenens assignments in desirable locations—we’ll connect you with positions that align with your expertise, preferences, and goals while respecting your need for work-life balance and procedural satisfaction.
View Open Gastroenterologist Positions
Frequently Asked Questions About Gastroenterologist Salaries
What is the average Gastroenterologist salary in the United States?
Gastroenterologists earn $475,000 – $575,000 annually in permanent positions, with practice type and ownership status significantly impacting compensation. These figures reflect base compensation and vary substantially based on practice setting, partnership status, geographic location, and subspecialty training.
When evaluating total compensation, consider the complete package including wRVU productivity bonuses, ASC profit distributions, sign-on bonuses ranging from $15,000 – $100,000 (average $46,040), partnership buy-in opportunities, and comprehensive benefits that reduce out-of-pocket expenses for malpractice insurance, tail coverage, licensing, and continuing education.
Do Gastroenterologists make more in private practice than hospital employment?
Yes. Private practice partner gastroenterologists typically earn 30-50% more than hospital-employed counterparts, with annual compensation often exceeding $600,000 – $800,000+ when including profit-sharing and ASC ownership distributions. Private practice offers maximum earning potential through productivity incentives, ambulatory surgery center equity, and ancillary revenue from pathology and anesthesia services.
Hospital employment provides $475,000 – $550,000 (average ~$514,208) with stable base salary, comprehensive benefits, and predictable schedules but limited upside potential compared to partnership positions. The trade-off involves balancing maximum compensation and clinical autonomy in private practice against income stability and reduced business risk in employment models.
How do wRVUs work in Gastroenterologist compensation?
Work Relative Value Units measure physician productivity based on procedure complexity and volume. Most gastroenterology compensation models include base salary covering minimum wRVU thresholds, typically 8,000 – 12,000 annually, with productivity bonuses earned when exceeding benchmarks. Conversion factors range from $55 – $75 per wRVU, with colonoscopy and therapeutic procedures generating higher wRVUs per clinical hour than consultations.
Understanding your wRVU targets, conversion factors, tier structures, and whether compensation models include caps or diminishing returns at high production levels is essential when evaluating gastroenterology offers. Efficient endoscopy practices with strong nursing support enable higher wRVU generation without excessive working hours.
What regions pay Gastroenterologists the highest salaries?
According to recent compensation data, the Plains region offers the highest average gastroenterologist compensation at approximately $745,000 annually, followed by the Mid-Atlantic (~$604,000) and Southeast/Atlantic Islands (~$604,500) regions.
Top individual states include Florida (average $545,000, with top earners exceeding $1,020,000), Texas (strong demand with locum rates up to $3,255/day), and New York ($449,000+). However, cost of living significantly impacts purchasing power, and states with lower baseline salaries but also lower costs of living may offer comparable or superior net financial positions after tax and housing adjustments.
States with no income tax such as Texas and Florida provide additional take-home pay advantages when comparing geographically. Rural areas within many states offer premium compensation to attract gastroenterologists to underserved communities, with some rural facilities offering $50,000 – $150,000 above metropolitan compensation plus loan repayment assistance.
What is a good starting salary for a new Gastroenterologist?
New gastroenterologists completing fellowship typically receive starting offers of $475,000 – $525,000 annually as employed physicians, with private practice associate positions offering similar ranges during pre-partnership years. Starting packages should include evaluation of sign-on bonuses (average $46,040, range $15,000-$100,000), relocation assistance, loan repayment programs, and partnership timelines with clear buy-in requirements and profit-sharing structures.
First-year gastroenterologists working locum tenens assignments can achieve competitive annual earnings particularly when accepting assignments in high-need areas or providing urgent coverage commanding premium rates. Starting compensation should be evaluated in context of procedural volume expectations, call requirements, wRVU targets, and potential for partnership advancement within 2-4 years.
What is a typical ASC buy-in for Gastroenterologists?
ASC buy-in investments for gastroenterologists typically range from $100,000 – $300,000 depending on facility valuation, ownership percentage offered, and practice financing arrangements. Many practices structure buy-ins as cash investments, practice loans with repayment through reduced compensation during associate years, or sweat equity arrangements where associates work at reduced pay before achieving partner status.
ASC ownership provides substantial additional income through facility fee distributions, often adding $75,000 – $200,000+ annually to clinical compensation depending on procedure volume and ownership percentage. Return on investment typically occurs within 3-5 years, with ongoing distributions providing significant long-term financial benefits beyond clinical revenue generation. ASC ownership is one of the primary factors driving the 30-50% compensation premium that partner gastroenterologists earn over employed counterparts.
How do Gastroenterologist locum tenens rates compare to permanent salaries?
Locum tenens Gastroenterologists often exceed permanent salary equivalents when calculated hourly and accounting for paid time off. Gastroenterologists working full-time locum tenens schedules can achieve $500,000 – $650,000+ annually through strategic assignment selection, particularly when accepting urgent coverage assignments or providing weekend/holiday coverage commanding premium rates.
Locum tenens compensation includes coverage for malpractice insurance with full tail coverage, travel expenses, housing stipends, and credentialing costs—expenses that reduce take-home pay for permanently employed gastroenterologists by an estimated 20-30%. Our consultants help you understand the complete compensation picture, comparing total package value across employment models to maximize your earning potential and lifestyle preferences.
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Quick Facts: Gastroenterologist Compensation 2025
| Average annual salary | $475,000 – $575,000 |
| Highest-paying subspecialty | Advanced Endoscopy (ERCP/EUS) |
| Top-paying regions | Plains ($745,000), Mid-Atlantic ($604,000), Southeast (~$604,500) |
Gastroenterologist Salary Overview
Gastroenterologist compensation varies significantly based on practice type, employment structure, subspecialty focus, geographic location, and years of experience. Across the United States, GI physicians remain among the highest-paid medical specialists, reflecting both the procedural revenue potential of endoscopic services and the essential role gastroenterologists play in cancer screening, chronic disease management, and acute gastrointestinal emergencies.
Practice ownership and ambulatory surgery center equity substantially impact total compensation, with partner-track gastroenterologists often earning 30-50% more than employed counterparts due to profit-sharing and ancillary revenue streams. This section breaks down how experience level, geographic region, and practice setting influence earning potential for both permanent and locum tenens gastroenterologist positions.
By Experience Level
Experience significantly impacts gastroenterologist compensation. Earning potential increases as you build endoscopic proficiency, develop referral networks, and progress toward partnership or ownership opportunities.
| Experience Level | Permanent Annual Salary | Typical Focus Areas |
|---|---|---|
| Early Career (0-3 years) | $475,000 – $525,000 | Building procedural skills, establishing practice patterns, general gastroenterology foundation |
| Mid-Career (4-10 years) | $525,000 – $575,000 | Proven endoscopic competency, partnership consideration, referral network development |
| Experienced (10+ years) | $550,000+ (top earners exceed $600,000) | Advanced procedures, practice leadership, partnership/ownership, mentorship roles |
Top-Paying Regions for Gastroenterologists
Geographic location significantly influences gastroenterologist compensation. Factors including cost of living, provider shortages, endoscopy center density, payer mix, and regional healthcare demand drive substantial salary variations across states.
Top-Paying Regions (2025)
Highest-Paying Regions by Average Annual Compensation:
- Plains Region: ~$745,000 average annual compensation
- Mid-Atlantic: ~$604,000
- Southeast & Atlantic Islands: ~$604,500
- Southwest: ~$583,500
- New England: ~$554,500
- West: ~$518,500
Top-Paying States for Gastroenterologists (2025)
| Rank | State | Salary Range | Cost of Living | Key Market Drivers |
|---|---|---|---|---|
| 1 | Florida | $490,000 – $600,000+ (average ~$545,000; top earners reach $1,020,000) | Moderate | Aging population, high screening volumes, no state income tax, strong private practice culture |
| 2 | Texas | $475,000 – $600,000+ | Moderate | Major metro growth, high demand (locum roles pay $3,255/day), no state income tax, strong private practice culture |
| 3 | New York | $449,000 – $600,000 | High | NYC and regional centers, high patient volumes, diverse payer mix, established GI networks |
| 4 | California | $450,000 – $600,000 | High | Large metropolitan markets, high procedure volumes, ASC ownership opportunities, academic presence |
| 5 | Massachusetts | $475,000 – $575,000 | High | Academic medical center concentration, IBD specialty centers, Boston area demand |
| 6 | Washington | $475,000 – $575,000 | Moderate-High | Seattle metro demand, Pacific Northwest lifestyle destination, strong healthcare infrastructure |
| 7 | Pennsylvania | $475,000 – $575,000 | Moderate | Multiple major metros, established GI practice networks, Mid-Atlantic region |
| 8 | Illinois | $475,000 – $575,000 | Moderate-High | Chicago metro concentration, Midwest regional referral hub |
| 9 | North Carolina | $475,000 – $575,000 | Moderate | Research Triangle growth, Charlotte metro expansion, expanding healthcare systems |
| 10 | Arizona | $475,000 – $575,000 | Moderate | Phoenix metro expansion, retirement population screening needs, desert lifestyle destination |
All Star Healthcare Solutions connects gastroenterologists with opportunities across all 50 states, matching your practice preferences and subspecialty expertise with positions that align with your compensation goals and lifestyle priorities.
By Practice Setting
Practice setting influences both compensation structure and earning potential. Different environments offer unique benefits beyond base salary, from ASC ownership potential to lifestyle considerations and procedural autonomy.
Private Practice Group (Non-PE): Gastroenterologists earn $475,000 – $600,000 annually in private group practices, with partnership status often pushing total compensation to $600,000 – $800,000+ when including profit-sharing and ASC ownership distributions. These positions typically feature productivity-based compensation with wRVU bonuses, partnership tracks requiring buy-in investments, and significant ancillary revenue opportunities from in-office procedures, pathology services, and ambulatory surgery center equity.
Private Equity-Owned Groups: Annual pay ranges from $475,000 – $575,000 in PE-backed gastroenterology practices. These positions often provide competitive base salaries with RVU-based productivity incentives, but partnership structures differ from traditional private practice with earn-out provisions, equity unit distributions, and post-acquisition changes to call coverage and administrative expectations affecting long-term compensation trajectory.
Hospital-Employed (Non-Academic): Gastroenterologists receive $475,000 – $550,000 annually (average ~$514,208) in community hospital employment. These roles typically offer stable base salaries with moderate productivity bonuses, comprehensive benefits including malpractice coverage and retirement contributions, and predictable schedules with defined call obligations, appealing to GI physicians prioritizing work-life balance over maximum earning potential.
Academic Medical Centers: Compensation reaches $425,000 – $525,000 annually in academic gastroenterology positions. These roles emphasize research, teaching, and advanced procedural training with protected time for scholarly activities, opportunities for Public Service Loan Forgiveness eligibility, and potential for supplemental income through consulting, industry relationships, and moonlighting to offset lower base compensation compared to private practice.
Locum Tenens: Gastroenterologists working locum tenens assignments earn significantly more on average. Some markets offer high daily rates, plus callback pay.
Locum tenens positions across all settings typically include comprehensive benefits packages. Standard inclusions are housing stipends or furnished accommodations, travel reimbursement, malpractice coverage with tail insurance, credentialing support, and licensing assistance, significantly increasing total compensation value by an estimated 20-30% beyond stated hourly rates.
Key Compensation Factors
Beyond practice type, employment structure, and geographic location, several additional factors significantly impact gastroenterologist compensation and overall career satisfaction. Understanding these elements empowers you to evaluate opportunities holistically and negotiate packages that align with your professional goals and personal priorities.
The following factors play crucial roles in determining both immediate pay and long-term career trajectory. Thoughtful evaluation of these components helps you maximize earning potential while ensuring sustainable practice conditions that support fulfilling, long-term gastroenterology careers.
Education & Certifications
Board certification and advanced procedural training directly impact gastroenterologist compensation. Subspecialty expertise and additional certifications command significant premiums reflecting technical complexity and market demand.
Board Certification (ABIM – Gastroenterology): Board certification by the American Board of Internal Medicine in Gastroenterology is the baseline expectation for competitive compensation. Non-certified gastroenterologists face significant earning limitations and restricted opportunities.
Advanced Endoscopy Fellowship Training: Gastroenterologists with fellowship training in advanced therapeutic endoscopy (ERCP, EUS) command the highest premiums in the specialty. These advanced procedural skills are in particularly high demand, with facilities competing aggressively for providers who can perform complex biliary interventions, pancreatic procedures, and endoscopic ultrasound-guided diagnostics and therapeutics.
Subspecialty Expertise Impact: Advanced endoscopy training can significantly increase earning potential due to:
- Higher complexity procedures generating more RVUs per case
- Stronger negotiating position due to limited provider supply
- Access to specialized referral networks
- Premium compensation in academic and tertiary care centers
Additional High-Value Certifications:
- Interventional Endoscopy: ERCP and EUS capabilities are particularly valued
- Inflammatory Bowel Disease (IBD): Specialized IBD expertise enhances marketability in academic and specialty centers
- Advanced Imaging: Expertise in capsule endoscopy and advanced imaging modalities
- Bariatric Endoscopy: Growing demand as obesity treatment options expand
All Star’s consultants understand how to position your advanced training and subspecialty expertise to maximize compensation in both locum tenens and permanent opportunities.
Practice Factors
Day-to-day practice characteristics significantly influence gastroenterologist compensation, with factors such as endoscopy volume expectations, wRVU productivity targets, call requirements, and administrative responsibilities directly affecting both base pay and overall work satisfaction.
Endoscopy Volume and wRVU Productivity: Most gastroenterology compensation models are heavily wRVU-based. Typical annual wRVU targets range from 8,000 – 12,000 for full-time gastroenterologists, with conversion factors ranging from $55 – $75 per wRVU. High-volume endoscopy practices with efficient nursing support enable gastroenterologists to exceed baseline targets, generating substantial productivity bonuses. Colonoscopy and therapeutic procedures (ERCP, EUS) generate significantly more RVUs per clinical hour than consultations.
ASC Ownership and Profit-Sharing: Ambulatory surgery center ownership provides substantial additional income through facility fee distributions. Buy-in investments typically range from $100,000 – $300,000 depending on ownership percentage and facility valuation. ASC ownership can add $75,000 – $200,000+ annually to clinical compensation through profit distributions, often providing return on investment within 3-5 years.
Call Requirements: GI call for urgent endoscopy (GI bleeding, foreign body removal) influences compensation. Positions with frequent call requirements typically offer 10-20% higher base compensation or separate call stipends. Facilities requiring 24/7 GI coverage availability often provide additional compensation or arrange call-sharing among group members.
Partnership Timeline and Buy-In Structure: Understanding partnership tracks is crucial for long-term earning potential. Typical partnerships require 2-4 years as an associate before buy-in opportunities. Partnership structures may involve cash investments, practice loans with reduced compensation during associate years, or sweat equity arrangements. Partner gastroenterologists typically earn 30-50% more than employed counterparts due to profit-sharing.
Administrative Responsibilities: Medical director roles, endoscopy center directors, and quality officers receive additional compensation ranging from $25,000 – $75,000 annually. Academic positions with teaching responsibilities may include protected time but often at reduced clinical compensation.
Market Demand
Market dynamics directly impact gastroenterologist compensation and opportunities, with sustained provider shortages and increasing colorectal cancer screening mandates creating exceptional leverage for qualified candidates throughout the United States.
Growing Demand Drivers: Multiple factors drive increasing demand for gastroenterologists:
- Aging Population (“Silver Wave”): Growing population requiring colorectal cancer screening and chronic GI disease management
- Colorectal Cancer Screening Expansion: Lowered screening age recommendations (now starting at 45) increasing procedure volumes
- Rising IBD Prevalence: Inflammatory bowel disease diagnoses increasing, requiring specialized long-term management
- Preventive Care Emphasis: Healthcare systems prioritizing preventive endoscopy for early cancer detection
Sign-On Bonuses: The competitive market for gastroenterologists drives substantial sign-on bonuses averaging $46,040, with ranges from $15,000 – $100,000 depending on location, practice type, and urgency of need. Rural and underserved areas often offer premium sign-on packages plus loan repayment assistance.
Urgent Coverage Needs: Facilities facing immediate GI coverage gaps due to provider departures, unexpected leaves, or sudden volume increases often pay premium rates 20-40% above standard locum tenens compensation. Holiday coverage, particularly for Thanksgiving, Christmas, and New Year periods, commands additional premiums.
Reimbursement Pressures: While demand remains strong, some gastroenterologists report compensation pressure. Recent data indicates average GI pay declined slightly from ~$512,000 in 2023 to ~$495,000 in 2024, attributed to reimbursement cuts and practice consolidation. However, private practice gastroenterologists with ASC ownership continue experiencing strong compensation growth through facility revenue.
This combination of high demand, procedural revenue potential, and ASC ownership opportunities positions gastroenterology among the most financially rewarding specialties in medicine, particularly for providers pursuing partnership tracks in private practice settings.
All Star Healthcare Advantage
Competitive compensation matters, but it represents just one element of your career satisfaction and success. At All Star Healthcare Solutions, we partner with gastroenterologists to maximize not just earning potential, but overall career fulfillment through comprehensive support and genuine advocacy throughout your career journey.
With over two decades connecting GI specialists to opportunities nationwide, we understand what matters most to you—whether that’s finding private practice partnerships with ASC ownership potential, exploring flexible locum tenens assignments between positions, securing hospital employment with predictable compensation, or evaluating opportunities based on procedural volume and call requirements. Here’s how we support your success.
Expert Compensation Negotiation and Partnership Evaluation
Our consultants possess deep knowledge of gastroenterology compensation across all 50 states, practice models, and partnership structures. We negotiate on your behalf to secure competitive base pay while clarifying the full value of benefits packages including wRVU conversion factors, productivity bonus structures, ASC buy-in opportunities, profit-sharing timelines, and partnership requirements. We help you evaluate the true long-term earning potential of different practice models, comparing employed positions against partnership tracks with realistic projections.
Comprehensive Credentialing and Privileging Support
We manage the gastroenterology credentialing process from start to finish, including subspecialty privileging for advanced procedures like ERCP and EUS. This includes document collection, primary source verification, communication with facility credentialing offices, and ensuring your procedural competency documentation meets facility requirements. We handle multi-state licensing for gastroenterologists working locum assignments, reducing administrative burden substantially.
Practice Model Expertise and Strategic Career Planning
We understand the nuances between private practice, PE-owned groups, hospital employment, and academic positions. Our consultants help you evaluate opportunities based on your career stage and goals—whether you’re seeking partnership potential with ASC ownership, predictable employed compensation, or flexible locum tenens work. We provide transparent intelligence about partnership timelines, buy-in requirements, call expectations, and realistic earning trajectories for different practice models.
24/7 Dedicated Support Throughout Your Assignment
Your assigned consultant remains available throughout every assignment as your advocate and problem-solver. We’re available around the clock for urgent matters and maintain regular check-ins to ensure everything meets expectations, addressing concerns about procedure volumes, call schedules, or partnership progression before they become issues. Many All Star gastroenterologists work with the same consultant for years, creating relationships built on trust, understanding, and shared success.
Ready to Explore Gastroenterology Opportunities?
Whether you’re exploring locum tenens for the first time, seeking partnership opportunities with ASC ownership potential, or ready to find an assignment that better aligns with your compensation goals and procedural interests, All Star Healthcare Solutions is here to guide you through every step of the process.
Our gastroenterology consultants specialize in matching GI specialists with opportunities that support both your financial objectives and career aspirations. With opportunities nationwide—from high-volume private practice partnerships to academic medical centers to flexible locum tenens assignments in desirable locations—we’ll connect you with positions that align with your expertise, preferences, and goals while respecting your need for work-life balance and procedural satisfaction.
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Frequently Asked Questions About Gastroenterologist Salaries
What is the average Gastroenterologist salary in the United States?
Gastroenterologists earn $475,000 – $575,000 annually in permanent positions, with practice type and ownership status significantly impacting compensation. These figures reflect base compensation and vary substantially based on practice setting, partnership status, geographic location, and subspecialty training.
When evaluating total compensation, consider the complete package including wRVU productivity bonuses, ASC profit distributions, sign-on bonuses ranging from $15,000 – $100,000 (average $46,040), partnership buy-in opportunities, and comprehensive benefits that reduce out-of-pocket expenses for malpractice insurance, tail coverage, licensing, and continuing education.
Do Gastroenterologists make more in private practice than hospital employment?
Yes. Private practice partner gastroenterologists typically earn 30-50% more than hospital-employed counterparts, with annual compensation often exceeding $600,000 – $800,000+ when including profit-sharing and ASC ownership distributions. Private practice offers maximum earning potential through productivity incentives, ambulatory surgery center equity, and ancillary revenue from pathology and anesthesia services.
Hospital employment provides $475,000 – $550,000 (average ~$514,208) with stable base salary, comprehensive benefits, and predictable schedules but limited upside potential compared to partnership positions. The trade-off involves balancing maximum compensation and clinical autonomy in private practice against income stability and reduced business risk in employment models.
How do wRVUs work in Gastroenterologist compensation?
Work Relative Value Units measure physician productivity based on procedure complexity and volume. Most gastroenterology compensation models include base salary covering minimum wRVU thresholds, typically 8,000 – 12,000 annually, with productivity bonuses earned when exceeding benchmarks. Conversion factors range from $55 – $75 per wRVU, with colonoscopy and therapeutic procedures generating higher wRVUs per clinical hour than consultations.
Understanding your wRVU targets, conversion factors, tier structures, and whether compensation models include caps or diminishing returns at high production levels is essential when evaluating gastroenterology offers. Efficient endoscopy practices with strong nursing support enable higher wRVU generation without excessive working hours.
What regions pay Gastroenterologists the highest salaries?
According to recent compensation data, the Plains region offers the highest average gastroenterologist compensation at approximately $745,000 annually, followed by the Mid-Atlantic (~$604,000) and Southeast/Atlantic Islands (~$604,500) regions.
Top individual states include Florida (average $545,000, with top earners exceeding $1,020,000), Texas (strong demand with locum rates up to $3,255/day), and New York ($449,000+). However, cost of living significantly impacts purchasing power, and states with lower baseline salaries but also lower costs of living may offer comparable or superior net financial positions after tax and housing adjustments.
States with no income tax such as Texas and Florida provide additional take-home pay advantages when comparing geographically. Rural areas within many states offer premium compensation to attract gastroenterologists to underserved communities, with some rural facilities offering $50,000 – $150,000 above metropolitan compensation plus loan repayment assistance.
What is a good starting salary for a new Gastroenterologist?
New gastroenterologists completing fellowship typically receive starting offers of $475,000 – $525,000 annually as employed physicians, with private practice associate positions offering similar ranges during pre-partnership years. Starting packages should include evaluation of sign-on bonuses (average $46,040, range $15,000-$100,000), relocation assistance, loan repayment programs, and partnership timelines with clear buy-in requirements and profit-sharing structures.
First-year gastroenterologists working locum tenens assignments can achieve competitive annual earnings particularly when accepting assignments in high-need areas or providing urgent coverage commanding premium rates. Starting compensation should be evaluated in context of procedural volume expectations, call requirements, wRVU targets, and potential for partnership advancement within 2-4 years.
What is a typical ASC buy-in for Gastroenterologists?
ASC buy-in investments for gastroenterologists typically range from $100,000 – $300,000 depending on facility valuation, ownership percentage offered, and practice financing arrangements. Many practices structure buy-ins as cash investments, practice loans with repayment through reduced compensation during associate years, or sweat equity arrangements where associates work at reduced pay before achieving partner status.
ASC ownership provides substantial additional income through facility fee distributions, often adding $75,000 – $200,000+ annually to clinical compensation depending on procedure volume and ownership percentage. Return on investment typically occurs within 3-5 years, with ongoing distributions providing significant long-term financial benefits beyond clinical revenue generation. ASC ownership is one of the primary factors driving the 30-50% compensation premium that partner gastroenterologists earn over employed counterparts.
How do Gastroenterologist locum tenens rates compare to permanent salaries?
Locum tenens Gastroenterologists often exceed permanent salary equivalents when calculated hourly and accounting for paid time off. Gastroenterologists working full-time locum tenens schedules can achieve $500,000 – $650,000+ annually through strategic assignment selection, particularly when accepting urgent coverage assignments or providing weekend/holiday coverage commanding premium rates.
Locum tenens compensation includes coverage for malpractice insurance with full tail coverage, travel expenses, housing stipends, and credentialing costs—expenses that reduce take-home pay for permanently employed gastroenterologists by an estimated 20-30%. Our consultants help you understand the complete compensation picture, comparing total package value across employment models to maximize your earning potential and lifestyle preferences.
Data Sources Cited
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