STRIVE TO MAKE BETTER HEALTH EASIER BY PROVIDING ACCESS TO AFFORDABLE, HIGH QUALITY HEALTH SERVICES THROUGH EQUITABLE, INNOVATIVE, AND INCLUSIVE CARE MODELS THAT SUPPORT PATIENT CARE, EDUCATION, RESEARCH, & COMMUNITY SERVICE.
Executive compensation, broken down
Form 990 · Part VII & Schedule J · 30 reported individuals · Filing year 2023
Percentile bands compare each position's total pay with the same role at Health Care organizations in Pennsylvania.
- Base
- $409k
- Bonus
- —
- Other
- $34k
- Benefits
- $34k
- Base
- $374k
- Bonus
- —
- Other
- $43k
- Benefits
- $11k
- Base
- $357k
- Bonus
- —
- Other
- $10k
- Benefits
- $14k
- Base
- $306k
- Bonus
- —
- Other
- $3k
- Benefits
- $733
- Base
- $88k
- Bonus
- —
- Other
- $166k
- Benefits
- $17k
- Base
- $34k
- Bonus
- —
- Other
- $19k
- Benefits
- $19k
- Base
- $35k
- Bonus
- —
- Other
- $11k
- Benefits
- $6k
- Base
- $2k
- Bonus
- —
- Other
- $21
- Benefits
- $1k
| Position | Base | Bonus | Other | Benefits | Total |
|---|---|---|---|---|---|
President, D Above 90th percentile | — | — | — | — | $1.6M $1.8M |
Cao, Central Key Employee 75th to 90th percentile | $409k | — | $34k | $34k | $544k $607k |
Cao, Hospita Key Employee 75th to 90th percentile | $374k | — | $43k | $11k | $488k $545k |
Vp, Cno Board Vice President 75th to 90th percentile | $357k | — | $10k | $14k | $404k $451k |
Vp, Cancer, Board Vice President Median to 75th percentile | $306k | — | $3k | $733 | $331k $370k |
Director Board Member 75th to 90th percentile | — | — | — | — | $314k $351k |
Program Mana Program Manager Above 90th percentilevs Health Care peers nationwide | $88k | — | $166k | $17k | $276k $308k |
Evp, Clo, Se Executive Vice President Median to 75th percentilevs Health Care peers nationwide | — | — | — | — | $247k $275k |
Director Board Member Median to 75th percentile | — | — | — | — | $127k $142k |
CMO Officer (Unspecified) | — | — | — | — | $110k $122k |
Physician, C Highest Compensated Employee Below 10th percentile | $34k | — | $19k | $19k | $92k $103k |
Physician, E Highest Compensated Employee Below 10th percentile | $35k | — | $11k | $6k | $69k $77k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $63k $71k |
Evp, Cfo, Tr 25th percentile to median | — | — | — | — | $60k $67k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $60k $67k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $59k $66k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $59k $66k |
CMO Officer (Unspecified) | — | — | — | — | $59k $65k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $58k $64k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $55k $62k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $54k $60k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $51k $57k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $49k $54k |
Aclo, Asst. Officer (Unspecified) | — | — | — | — | $48k $54k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $38k $42k |
Former Key E Former Officer/director/trustee 25th percentile to median | — | — | — | — | $38k $42k |
Physician, E Highest Compensated Employee Below 10th percentile | $2k | — | $21 | $1k | $37k $42k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $36k $40k |
Former 5 Hig Former Officer/director/trustee 25th percentile to median | — | — | — | — | $35k $39k |
Former 5 Hig Former Officer/director/trustee 10th to 25th percentile | — | — | — | — | $33k $37k |
Teal figures restate each filed amount in 2026 dollars.
Estimated with BLS CPI-U for the Northeast region, restating filed pay into May 2026 dollars. A restatement of past pay, not current or projected pay.
Plus 4 unpaid individuals.
Top pay as a share of expenses
In 2023, the highest total compensation at GEISINGER MEDICAL CENTER equaled 0.1% of the organization's total expenses. The median for health care organizations is 4%.
Based on 13,830 health care organizations, each measured at its most recent filing year with reported expenses and compensation.
Funded by
Private foundations whose Form 990-PF Part XV grants matched this organization.
Among peers
Revenue and top compensation, plotted against similar organizations. This organization is highlighted in cyan.
Common questions about GEISINGER MEDICAL CENTER
What does the Chief Executive Officer of GEISINGER MEDICAL CENTER earn?
In 2023, the Chief Executive Officer of GEISINGER MEDICAL CENTER received $1,571,914 in total compensation. This pay is in the top 10% for Chief Executive Officer roles among Health Care organizations in Pennsylvania: at least 9 in 10 comparable filings report less. Based on IRS Form 990 data.
How does Chief Executive Officer pay at GEISINGER MEDICAL CENTER compare with similar nonprofits?
Compared with the same role at Health Care organizations in Pennsylvania, the 2023 pay of the Chief Executive Officer at GEISINGER MEDICAL CENTER falls in the top 10%. In 2023, the highest total compensation at GEISINGER MEDICAL CENTER equaled 0.1% of the organization's total expenses. The median for health care organizations is 4%.
What are GEISINGER MEDICAL CENTER's revenue and expenses?
In 2023, GEISINGER MEDICAL CENTER reported $1.9B in total revenue and $1.6B in total expenses on its IRS Form 990.
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