At the Institute's stated target of 20 to 24 patients per day, a full-time physician on this model is projected to produce roughly 8,800 wRVUs* per year, which lands near the 80th percentile* of MGMA Hematology/Oncology productivity. On a $500,000 base with a $96 conversion factor and a 5,208 wRVU threshold, that production supports total cash compensation near $845,000*, before the quality incentive and APP oversight stipend. The two-year guarantee holds the base through ramp-up, and the Institute reports new physicians reaching full volume in six to eight months, with experienced physicians closer to four to five. There is no cap on the production incentive, and physicians in the group producing 12,000 wRVUs are paid accordingly. The threshold sits below the MGMA median for the specialty, so the base is earned at a workload lighter than a typical full-time oncology practice, and every wRVU above it is paid at $96.
This model includes assumed and/or estimated inputs where data was not provided. Assumptions are clearly marked. Final compensation details are to be confirmed by the employer.
| Variable | Value |
|---|---|
| Clinical days per week | 5 |
| Clinical hours per week | 36 (plus 4 administrative hours) |
| Patients per day | 22* (midpoint of the stated 20 to 24 target) |
| Weeks worked | 46* (52 weeks less 26 personal leave days and 5 CME days) |
| Base salary | $500,000 (new graduate tier; $525,000 at 2+ years and $550,000 at 5+ years of experience) |
| Incentive threshold | 5,208 wRVUs (base ÷ conversion factor, as stated by the client) |
| Conversion factor | $96 per wRVU above threshold, no cap |
| wRVU per visit | 1.74* (derived from the client's statement that about 12,000 wRVUs equals 30 patients per day) |
| Bonus structure | Production incentive paid annually during the two-year guarantee, then twice per year |
| Signing bonus | $30,000 commencement bonus, paid in the first pay period after start, minus taxes |
| Signing bonus forgiveness period | Two-year initial term |
| Quality incentive | Up to $60,000 per year (pathways compliance, clinical trial referrals, research and reputation, publications and symposia) |
| APP oversight stipend | $40,000 per year for physician oversight of infusion center APPs |
Annual Visits = Clinical Days × Patients per Day × Weeks Worked
Total wRVUs = Annual Visits × wRVU per Visit
| Metric | Calculation | Result |
|---|---|---|
| Annual visits | 5 × 22 × 46 | 5,060* |
| Total wRVUs | 5,060 × 1.74 | 8,804* |
Incentive Compensation = (Total wRVUs − Threshold) × Conversion Factor
Total Compensation = Base Salary + Incentive Compensation
| Component | Calculation | Result |
|---|---|---|
| Base salary | $500,000 | |
| wRVUs above threshold | 8,804 − 5,208 | 3,596* |
| Incentive compensation | 3,596 × $96 | $345,216* |
| Total production compensation | $500,000 + $345,216 | $845,216* |
| Quality incentive (maximum) | $60,000 | |
| APP oversight stipend | $40,000 | |
| Total cash compensation potential | $845,216 + $60,000 + $40,000 | $945,216* |
MGMA specialty used: Hematology/Oncology (2026 MGMA DataDive, Overall). MGMA does not publish a genitourinary oncology subset, so the general specialty is the correct benchmark.
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total compensation | $845,216* | 83rd* | Well above the $580,528 MGMA median |
| Productivity (wRVUs) | 8,804* | 80th* | Above the 5,788 MGMA median; consistent with a full, well-supported clinic |
| Pay per wRVU | $96 | Below the $101.80 MGMA median rate, offset by a low threshold and no cap | |
| Incentive threshold | 5,208 | Sits below the MGMA median wRVU level, so incentive pay begins at a below-average workload |
Market alignment: Market-Aligned Compensation. Productivity and compensation percentiles are within a few points of each other.
| Year | Assumption | wRVUs | Production Compensation |
|---|---|---|---|
| Year 1 | Ramp-up; guarantee holds base. Average production modeled at 60%* of full volume | 5,282* | $507,104* |
| Year 2 | Full production | 8,804* | $845,216* |
| Year 3 | Year 2 × 1.03 | 9,068* | $870,572* |
Quality incentive (up to $60,000) and APP oversight ($40,000) are additive in each year.
AdventHealth Medical Group provides a full benefits package through AdventHealth, plus relocation and student loan support that are not reflected in the production model above.
| Term | Detail |
|---|---|
| Initial term | Two years, then annual evergreen renewal |
| Salary guarantee | Two years |
| Notice period | 180 days, mutual for termination without cause |
| Visa sponsorship | Not available at the Lake Nona campus |
| Medical staff requirement | U.S. internal medicine residency and U.S. hematology/oncology fellowship |