This position pairs a two-year base salary guarantee with uncapped wRVU production incentives. You are protected while you build your panel and rewarded as volume grows, with straight conversion on every wRVU above threshold and no cap within fair market value.
At roughly 20 patients per day across a four-and-a-half-day clinical week, this practice supports production near the specialty median in the first full year. Base salary provides a stable floor during ramp-up, and quarterly incentives reward volume above threshold at a straight $60.00 per wRVU. Because there is no cap within fair market value, physicians who choose to see higher volumes can meaningfully increase total earnings. The model below uses the midpoint base of $300,000 as the base case; the confirmed range runs from $275,000 to $330,000. Estimated inputs are marked with * and should be confirmed by the employer.
MGMA specialty used: Rheumatology (general, Overall). Selected because the role is a general outpatient rheumatology practice with no subspecialty focus indicated.
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 | 4.5 |
| Clinical hours per week | 36 |
| Admin time per week | 4 hours |
| Patients per day | 20 |
| Weeks worked | 46* |
| Base salary | $300,000 (midpoint of $275,000 to $330,000) |
| wRVU per visit | 1.5* |
| Conversion factor | $60.00 |
| Incentive threshold | 5,000* (base ÷ conversion factor) |
| Bonus structure | Quarterly incentive on wRVUs above threshold |
| Signing bonus | Offered* (amount to be confirmed) |
Annual Visits = Clinical Days × Patients per Day × Weeks Worked
Total wRVUs = Annual Visits × wRVU per Visit
| Metric | Value |
|---|---|
| Annual visits | 4,140* |
| Total wRVUs | 6,210* |
Incentive Compensation = (Total wRVUs − Threshold) × Conversion Factor
Total Compensation = Base Salary + Incentive Compensation
| Metric | Value |
|---|---|
| Base salary | $300,000 |
| wRVUs above threshold | 1,210* |
| Incentive compensation | $72,600* |
| Total compensation | $372,600* |
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total Compensation | $372,600* | ~75th | Above median for the specialty |
| Productivity (wRVUs) | 6,210* | ~50th | Near the specialty median |
| Pay per wRVU | $60.00 | ~50th | In line with the specialty median |
The derived incentive threshold of 5,000* wRVUs sits near the MGMA median for the specialty, so incentive earnings begin at a reasonable production level. Productivity and total compensation are within roughly 10 percentile points of each other, which reflects a market-aligned compensation structure.
| Year | Basis | Total Compensation |
|---|---|---|
| Year 1 | Ramp at 85%* of full production | $361,710* |
| Year 2 | Full production | $372,600* |
| Year 3 | Year 2 × 1.03 | $383,778* |
| Item | Detail |
|---|---|
| Coverage structure | Claims-made (Provided) |