At a $650,000 base and a $100-per-wRVU conversion factor, this model projects total Year 2 compensation near $745,200 at 18 patients per day, placing earnings between the 73rd and 75th MGMA percentile for the specialty. The incentive threshold of 6,500 wRVUs sits just above the MGMA median of 6,393, meaning a physician reaching median wRVU production will begin earning a bonus almost immediately. The $100-per-wRVU rate is above the MGMA median of $98.56, and the base of $650,000 is approximately $61,000 above the MGMA median total compensation of $589,102, making this a competitive entry point even before productivity bonuses apply. Client notes confirm that physicians in comparable models at this program average up to $800,000 in total compensation, which is consistent with production at or above the 75th percentile wRVU level. Year 1 ramp will be driven primarily by credentialing and referral pattern development, with most physicians reaching full production by Year 2.
*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 | 40* |
| Patients per Day | 18* (upper end of confirmed range 15–18) |
| Weeks Worked | 46* |
| Base Salary | $650,000 |
| Conversion Factor | $100 per wRVU |
| Incentive Threshold | 6,500* wRVUs ($650,000 ÷ $100) |
| wRVU per Visit | 1.8* |
| Signing Bonus | $50,000–$75,000 |
Annual Visits = Clinical Days × Patients per Day × Weeks Worked
Total wRVUs = Annual Visits × wRVU per Visit
| Metric | Calculation | Result |
|---|---|---|
| Annual Visits | 5* × 18* × 46* | 4,140* |
| Total wRVUs | 4,140* × 1.8* | 7,452* |
Incentive Threshold = Base Salary ÷ Conversion Factor
Incentive Compensation = (Total wRVUs − Threshold) × Conversion Factor
Total Compensation = Base Salary + Incentive Compensation
| Component | Calculation | Amount |
|---|---|---|
| Base Salary | — | $650,000 |
| Incentive Threshold | $650,000 ÷ $100 | 6,500* wRVUs |
| Incentive wRVUs | 7,452* − 6,500* | 952* wRVUs |
| Incentive Compensation | 952* × $100 | $95,200* |
| Total Compensation (Year 2) | $745,200* |
Market-Aligned Compensation — compensation percentile (~73rd) and productivity percentile (~63rd) are within approximately 10 percentiles.
| Year | wRVUs | Total Compensation | Notes |
|---|---|---|---|
| Year 1 | 4,471* | $650,000 | 60%* ramp; below threshold, base salary only |
| Year 2 | 7,452* | $745,200* | Full production at 18 patients per day |
| Year 3 | 7,452* | $767,556* | Year 2 × 1.03 |
| Detail | Information |
|---|---|
| Coverage Type | Occurrence-based |
| Funding | Standard for UK King's Daughters employed physicians |
The following items are in addition to the base salary and productivity model above. The benefits package aligns with the standard UK King's Daughters employed physician structure across all positions at this health system.