Physician assistant salary in Texas

Keep the role definition in view

Texas: physicians, all other — broad BLS category · Texas: nurse practitioner pay — median $131,670 · Texas: physician assistant pay — median $134,550 · Texas: nurse anesthetist pay — median $244,990

These links hold geography constant while changing the occupation. The PA estimate on this page is not an interchangeable benchmark for another role. The physician link uses “physicians, all other,” a broad BLS category rather than a particular specialty average. Compare each published measure on its own terms; a difference between roles does not explain why employers pay differently.

The land-border wage comparison

Look outward from Texas to the adjoining jurisdictions below, keeping the physician assistant wage measure constant.

Among the displayed bordering jurisdictions, New Mexico has the highest listed median, $139,920; Arkansas has the lowest, $118,430. Texas itself records $134,550.

Only bordering jurisdictions with an existing page and a usable median are displayed. Land and river borders count; open-water-only borders and corner-only contacts do not. These statewide estimates do not isolate a border town, commuting distance, local employer or specialty. Follow each state link for the original wage snapshot and its precision measures.

Practice readiness for a Texas offer

Texas describes a two-stage PA process: pre-licensure screening and licensing. Completing screening does not establish eligibility. The board also tells PAs to register their supervising physician before practice, and identifies a separate prescriptive delegation agreement when prescribing. Ask which stage and practice filings are complete, rather than treating an uploaded application as permission to start.

Official state board resource

• Review the state-specific instruction with the hiring office and ask which part applies to the proposed position.
• Have the employer confirm the clinical scope, licensing status and privilege checks for the real work site.
• Before reserving time, request the unresolved orientation and access items alongside the pay, expenses and coverage terms.

This note retains the state-specific information already cited on this PA page. It does not infer additional practice authority, compact eligibility, approvals or a completion date. The wage comparison and the board process answer different questions.

Putting Texas on the state list

For Texas, the employee-wage midpoint corresponds to 27th of 51 jurisdictions (50 states and DC) in the physician assistant group.

Rank is one plus the number of published state medians higher than this median; tied values share a rank. Missing state estimates are excluded. This orders employee-wage midpoints, not job quality, purchasing power or the pay offered to a particular clinician.

the national BLS OEWS May 2025 PA median records $135,880. Relative to that benchmark, Texas stands $1,330 below (0.98%).

Calculation: $134,550 minus $135,880 = -$1,330; divide the absolute dollar difference by $135,880 and multiply by 100 for 0.98%.

The closest positions in the descending state list are shown below; at either end, both comparators are on the same side. These are rank neighbors, not necessarily geographic neighbors.

Arizona (rank 26) records $134,650. Relative to that benchmark, Texas stands $100 below (0.07%).

Calculation: $134,550 minus $134,650 = -$100; divide the absolute dollar difference by $134,650 and multiply by 100 for 0.07%.

Colorado (rank 28) records $134,540. Relative to that benchmark, Texas stands $10 above (0.01%).

Calculation: $134,550 minus $134,540 = $10; divide the absolute dollar difference by $134,540 and multiply by 100 for 0.01%.

Source: the existing national PA guide and the linked state tables reproduce BLS OEWS May 2025 employee-wage estimates. Compare median with median; the national mean already discussed on this page remains a different statistic.

The published wage benchmark

BLS reports an annual mean wage of $135,850 and annual median wage of $134,550 for physician assistants in Texas. The hourly mean is $65.31; the hourly median is $64.69. These are employee wage estimates, not quoted contract rates. Employment estimate: 10,110. That is an estimated job count, not open jobs or a count of available clinicians.

Sources: BLS May 2025 OEWS area data

National comparison

The national mean for this occupation is $141,280. Compare it as a separate national benchmark, not a prediction of your offer.

What the Texas numbers mean for a PA offer

Texas reports a mean annual employee wage of $135,850 and a median of $134,550 for physician assistants. The employment estimate is 10,110 employee jobs, not current vacancies. The wage relative standard error is 1.5%. RSE describes estimate precision, not the spread between individual offers. Mean and median are different measures, not the ends of a salary range. These are employee wage estimates, not offers or total compensation. Texas's PA annual mean is $5,430 below the published national PA mean of $141,280, a 3.8% difference between employee-wage estimates. Its mean is $1,300 above its median.

PA practice and first-shift checks in Texas

Texas describes a two-stage PA process: pre-licensure screening and licensing. Completing screening does not establish eligibility. The board also tells PAs to register their supervising physician before practice, and identifies a separate prescriptive delegation agreement when prescribing. Ask which stage and practice filings are complete, rather than treating an uploaded application as permission to start.

• Confirm that the written duties fit your experience, practice arrangement and facility privileges.
• Identify the owner of each remaining board, credentialing and orientation step.
• Compare the actual paid schedule, expenses and coverage, not an assumed local market range.

Official state board resource

What this data does and does not measure

OEWS includes full-time and part-time employees and does not include self-employed workers. Annual wage estimates generally use a 2,080-hour year; do not treat them as a part-time worker's actual yearly earnings. The mean is the average; the median is the midpoint. BLS publishes each rounded estimate separately, so use the published values rather than multiplying a rounded hourly wage. The occupation-level table does not provide a pay split for telemedicine, locum tenens, per diem or consulting. BLS uses the occupation name "Physician Assistants" (SOC 29-1071). This is a broad occupational benchmark, not a specialty-specific PA rate.

Sources: BLS OEWS frequently asked questions

How precise is the estimate?

Employment relative standard error: 8.0%. Wage relative standard error: 1.5%. RSE measures estimate precision; a smaller RSE means a more precise survey estimate.

Pay is one part of the job

Ask what work is included, who owns onboarding and what has to clear before the first shift. Keep your licenses and credentials current in one Saile profile, then check the app for relevant work.

Turn a salary benchmark into a useful offer comparison

Start with the published mean and median above, then compare the actual work rather than treating a wage estimate as a guaranteed offer. For PA work, confirm the clinical setting, procedures and applicable supervision or collaboration arrangements with the board and facility.

• Write down the patient scope, paid schedule, nights and call you are agreeing to cover.
• Ask which orientation, charting, messages, travel and administrative tasks are paid.
• Compare benefits, expenses, malpractice coverage, cancellation and exit terms beside the pay unit.
• Get the remaining licensing, privileges, orientation and system-access steps and their owners before committing a first shift.

Where to look and what to ask next

Check direct facility career pages and the Saile app for current opportunities. Search your role with the setting and schedule you want, such as temporary coverage, per diem or part-time. A published salary estimate is not evidence of a live vacancy. Ask the hiring team for the actual scope, dates and written terms before reserving your time.

Employee wages are not contractor take-home pay

The BLS figure excludes self-employed workers. For federal employment taxes, the IRS considers control and the relationship, not only the contract label. Self-employed individuals generally pay income and self-employment tax and may need estimated payments. Keep payment and expense records and take your actual arrangement to a tax professional; do not subtract a generic percentage and call it take-home pay.

Sources: IRS: Independent contractor or employee · IRS: Self-employed individuals tax center

Compare the work, not just the benchmark

Sources

• BLS May 2025 OEWS area data
• BLS OEWS frequently asked questions
• IRS: Independent contractor or employee
• IRS: Self-employed individuals tax center
• Official state board resource

Data period: May 2025. Published May 15, 2026.

Related guides

Keep your next step in one profile

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