This is a production-based opportunity with a strong earnings floor and meaningful upside. The base salary is $310,000, with a two-year guarantee that renews automatically. Compensation above base is driven by wRVU production at a rate of $73 per wRVU once you exceed the threshold. The productivity model below is built on the demonstrated volume of the departing physician, whose established panel is largely expected to transfer, which supports a faster ramp than a typical start-from-scratch role. At the modeled production level, total compensation reaches roughly $516,000 including the annual quality bonus. Given the high procedural volume, the built-in referral base, and the transferable panel, the compensation is well aligned with the workload.
*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 (Friday closes one hour early) |
| Clinical hours per week | Approximately 40 |
| Admin time | One half day per week |
| Patients per day | 15 to 23 |
| Weeks worked | 45 |
| Base salary | $310,000 |
| RVU conversion factor | $73 per wRVU |
| Incentive (RVU) threshold | 4,246.58 wRVUs |
| Productivity bonus | (wRVUs above threshold) x $73 |
| Quality bonus | $31,000, paid annually |
| Sign-on bonus | Up to $30,000 |
| Relocation assistance | Up to $15,000 |
Annual wRVUs = Clinic wRVUs + Ancillary wRVUs
| Component | wRVUs |
|---|---|
| Clinic visits (annual) | 5,495.85 |
| Ancillary services (annual) | 1,150.00 |
| Total annual wRVUs | 6,645.85 |
Productivity Bonus = (Total wRVUs − Threshold) x Conversion Factor
Total Compensation = Base Salary + Productivity Bonus + Quality Bonus
| Line | Value |
|---|---|
| Total wRVUs | 6,645.85 |
| Incentive threshold | 4,246.58 |
| wRVUs above threshold | 2,399.27 |
| Productivity bonus | $175,147.05 |
| Base salary | $310,000.00 |
| Quality bonus | $31,000.00 |
| Total compensation | $516,147.05 |
MGMA specialty used: Allergy / Immunology (Overall). The MGMA dataset suppresses Physician Work RVU and compensation-per-wRVU percentiles for this specialty due to low sample size, so those benchmark cells are left blank.
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total compensation | $516,147.05 | Above 90th* | Compensation exceeds the top MGMA benchmark for the specialty |
| Productivity (wRVUs) | 6,645.85 | High-volume production supported by ancillary services | |
| Pay per wRVU | $73.00 | Conversion factor applied to production above threshold |
*MGMA Allergy / Immunology Total Compensation, Overall: median $241,700, 75th $273,254, 90th $320,264.
Year 1 reflects a ramp as the transferred panel stabilizes. Year 2 reflects full production at the modeled level. Year 3 applies standard growth.
| Year | Basis | Total Compensation |
|---|---|---|
| Year 1 | Ramp (85% of full production)* | $485,225.00* |
| Year 2 | Full modeled production | $516,147.05 |
| Year 3 | Year 2 x 1.03 | $531,631.46* |
Eisenhower offers a competitive benefits package alongside the production model above. The items below are not reflected in the compensation model.