Healthcare IT, Epic & Clinical Informatics salary guide

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Published BLS wages for this family. BLS OEWS May 2025.

Chief Medical Information Officer (CMIO) SOC 11-3021, Computer and Information Systems Managers. proxy match.
Chief Nursing Information Officer (CNIO) SOC 11-3021, Computer and Information Systems Managers. proxy match.
Director of Clinical Informatics SOC 11-3021, Computer and Information Systems Managers. proxy match.
Nurse Informaticist SOC 29-1141, Registered Nurses. broader match.
Epic Clinical Analyst (Ambulatory, ClinDoc, OpTime, ASAP, Willow, Beaker, Radiant) SOC 15-1211, Computer Systems Analysts. broader match.
Epic Revenue Cycle Analyst (Resolute HB/PB, Prelude, Cadence, Claims) SOC 15-1211, Computer Systems Analysts. broader match.
Epic Application Manager / Epic Team Lead SOC 11-3021, Computer and Information Systems Managers. broader match.
Director of EHR Applications SOC 11-3021, Computer and Information Systems Managers. broader match.
Epic Credentialed Trainer SOC 13-1151, Training and Development Specialists. broader match.
Epic Report Writer (Clarity, Caboodle) SOC 15-1243, Database Architects. broader match.
Oracle Health (Cerner) / Meditech Analyst SOC 15-1211, Computer Systems Analysts. broader match.
Interface Analyst (HL7) SOC 15-1211, Computer Systems Analysts. broader match.
Director of Healthcare Analytics SOC 15-2051, Data Scientists. broader match.
Healthcare CIO / VP of Information Technology SOC 11-3021, Computer and Information Systems Managers. broader match.
Senior Epic Analyst SOC 15-1211, Computer Systems Analysts. broader match.
Director of Healthcare IT SOC 11-3021, Computer and Information Systems Managers. broader match.

What do these healthcare IT and clinical informatics roles cover?

These jobs sit between patient care, revenue, and the EHR. A CMIO or Director of Clinical Informatics sets direction. Epic analysts, interface analysts, report writers, and trainers handle build, testing, fixes, teaching, and follow-up. You decide who owns each system, and we help define that split before search starts.

The scope changes by setting. A hospital may need one person for orders and results. A multi-site group may want separate clinical, revenue cycle, and interface coverage. We ask which work stays with your staff and which work stays with vendors or outside support.

What does a normal workday look like in these jobs?

On a normal day, an analyst reviews tickets, reproduces issues, adjusts build, and tests the change. A trainer updates class material and teaches staff new workflows. A leader sits in steering meetings, reviews projects, and decides whether a request goes live, waits, or needs more review.

The pace changes after an upgrade, acquisition, or policy change. People answer questions from nurses, physicians, revenue cycle staff, and IT. We ask who takes after-hours calls, who joins command center work, and who signs off on workflow changes.

Who decides workflow changes and system fixes?

These roles work best when decision lines are clear. The analyst can propose a build, but the clinical leader or IT lead should approve the process change. CMIO, CNIO, and department directors often make the final call when a change affects patient flow or documentation.

You should also define who speaks for each area. Some groups want one owner for orders, another for revenue cycle, and another for reporting. Others want one manager to coordinate all three. We ask about that split early because it changes the search and the interview.

What skills matter most when you hire?

Hiring teams usually look for strong EHR knowledge, clear writing, and steady problem solving. Epic analysts need comfort with build, testing, and ticket work. Report writers need careful data work. Trainers need clean teaching habits and good class control. Leaders need direct communication with clinical and technical teams.

For informatics leaders, the best signs are workflow judgment and follow-through. Ask how the person handles competing requests from physicians, nurses, finance, and IT. Ask for examples of upgrades, go-lives, or cleanup work, since those days show how they work under pressure.

How should you compare candidates for these openings?

Do not compare people by title alone. A senior analyst may be ready for broad build work, while another candidate is stronger in one module. Some leaders can run daily operations but have less budget ownership. We help you compare the exact work, the handoff points, and the reporting line.

The interview should test real situations. Ask who handled the last interface issue, who approved the last workflow change, and who closed the loop with users. Ask what the person did after a bad test result or a delayed upgrade. Those answers show how they will work for you.

When should you choose permanent search or temporary coverage?

Permanent direct hire on contingency fits ongoing ownership, such as a manager, analyst, trainer, or informatics director. Temporary coverage fits backfill, project work, or a short gap after a resignation. We can talk through both if your work list changes during the search.

We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. For permanent roles, we focus on the reporting line, work mix, and the day-to-day problems the hire will own.

What else should you ask about this edition?

How do we separate Epic analyst work from informatics leadership work?

Analyst work is hands-on. It covers build, testing, tickets, and issue follow-up. Leadership work covers workflow decisions, cross-department meetings, and sign-off on changes that affect several teams. We ask which tasks sit with the manager and which stay with the analyst.

What if the role includes both clinical and revenue cycle systems?

Then we need to know which side carries more of the week. Some candidates are stronger in clinical documentation and orders. Others are better with claims, registration, or billing workflows. That split changes who you interview and how you write the job.

How should we evaluate an Epic Credentialed Trainer?

Ask how they prepare classes, handle late changes, and support staff after training. You want someone who can teach clearly and adjust when workflows change. It also helps to ask who owns materials, room setup, and post-class questions.

What should we ask a Director of Healthcare IT or CIO candidate?

Ask about project ownership, vendor oversight, and how they handle competing requests from clinical and administrative leaders. You should also ask how they decide when a change is ready for release. That shows whether their style fits your reporting structure and daily pace.