This position offers a guaranteed base salary of $675,000 for the first two years, which sits near the 90th percentile of national gastroenterology total compensation. The productivity hurdle of 9,375 wRVUs is set high, at roughly the 79th percentile of MGMA gastroenterology production, reflecting the procedure-heavy nature of the role and the existing referral backlog. Once you exceed the hurdle, you earn $72 per wRVU, with tiered quality and citizenship bonuses adding up to $5 more per wRVU. A tailored ramp-up period in Year 1 adjusts volume to your comfort level, with full production expected by Year 2. Given the immediate patient panel and strong support structure, the base compensation is competitive relative to the workload, and the upside above threshold rewards high procedural output.
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 to 5.5 (3.5 to 4 endoscopy, 1 to 2 half-days clinic) |
| Patients per day (clinic) | 24* (12 per half-day) |
| Procedures per day (endoscopy) | 16 to 22* (8 to 11 per half-day block) |
| Weeks worked | 46* |
| Base salary | $675,000 |
| Incentive threshold | 9,375 wRVUs |
| Conversion factor | $72 per wRVU |
| Bonus structure | Up to +$5 per wRVU above threshold (see tiers below) |
| Signing bonus | $40,000 |
| Student loan repayment | $25,000 per year for two years |
Incentive tiers above threshold, each adding $1 per wRVU: chart closure, coding accuracy, citizenship, patient satisfaction, and complete annual group call coverage. Maximum rate above threshold is $77 per wRVU.
Annual Visits = Clinical Days × Patients per Day × Weeks Worked
Total wRVUs = Annual Visits × wRVU per Visit
| Metric | Value |
|---|---|
| Incentive threshold (guaranteed base target) | 9,375 wRVUs |
| Conversion factor | $72 per wRVU |
| Earnings per wRVU above threshold | $72 to $77 |
Incentive Compensation = (Total wRVUs − 9,375) × $72
Total Compensation = $675,000 + Incentive Compensation
| Scenario | wRVUs | Base | Incentive | Total Compensation |
|---|---|---|---|---|
| At threshold | 9,375 | $675,000 | $0 | $675,000 |
| +1,000 above | 10,375 | $675,000 | $72,000 | $747,000 |
| +2,000 above (max tiers) | 11,375 | $675,000 | $154,000* | $829,000* |
*Max-tier scenario applies the full $77 per wRVU rate across production above threshold.
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total Compensation (base) | $675,000 | 90th | Near top of national range |
| Productivity (threshold) | 9,375 wRVUs | 79th* | High production expectation |
| Pay per wRVU | $72 | Below MGMA median rate |
MGMA specialty used: Gastroenterology (Overall). Selected because this is a general GI role with no dedicated subspecialty service line.
| Year | Production Stage | Projected Total Compensation |
|---|---|---|
| Year 1 | Guaranteed base, tailored ramp | $675,000 |
| Year 2 | Guaranteed base, full production | $675,000 |
| Year 3 | 85% of wRVU earnings, production-based | Variable, based on October to September wRVU measurement |
In Year 3, base compensation resets to 85% of your wRVU earnings from the October to September measurement period, with productivity hurdles adjusted proportionally.
The following benefits and incentives are provided in addition to the compensation structure modeled above.