At a $750,000 base and a $67-per-wRVU conversion factor, this model projects total Year 2 compensation near $1,001,652 at 75th-percentile production of approximately 14,950 wRVUs. The incentive threshold of roughly 11,194* wRVUs sits at the MGMA median for this specialty, meaning a physician at median productivity breaks even on the base and begins earning a bonus in the back half of Year 1 or early Year 2. The existing producers at this program generate 18,800 to 24,000 wRVUs annually, which puts confirmed upper-end earnings between $1.2 and $1.6 million and validates the real upside of this model. The conversion rate of $67 is marginally below the MGMA median of $68.05, but the base salary of $750,000 outpaces the MGMA overall median total compensation of $795,493 before any bonus is added, making this a competitive offer relative to market.
*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* |
| Encounters per Day | 5* |
| Weeks Worked | 46* |
| Base Salary | $750,000 |
| Conversion Factor | $67 per wRVU |
| Incentive Threshold | 11,194* wRVUs ($750,000 ÷ $67) |
| wRVU per Encounter | 13* |
| Signing Bonus | $50,000 |
Annual Visits = Clinical Days × Encounters per Day × Weeks Worked
Total wRVUs = Annual Visits × wRVU per Encounter
| Metric | Calculation | Result |
|---|---|---|
| Annual Encounters | 5* × 5* × 46* | 1,150* |
| Total wRVUs | 1,150* × 13* | 14,950* |
Incentive Threshold = Base Salary ÷ Conversion Factor
Incentive Compensation = (Total wRVUs − Threshold) × Conversion Factor
Total Compensation = Base Salary + Incentive Compensation
| Component | Calculation | Amount |
|---|---|---|
| Base Salary | — | $750,000 |
| Incentive Threshold | $750,000 ÷ $67 | 11,194* wRVUs |
| Incentive wRVUs | 14,950* − 11,194* | 3,756* wRVUs |
| Incentive Compensation | 3,756* × $67 | $251,652* |
| Total Compensation (Year 2) | $1,001,652* |
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total Compensation | $1,001,652* | ~76th* | Between 75th ($989,659) and 90th ($1,205,695) |
| wRVU Production | 14,950* | ~75th* | At 75th percentile benchmark (14,947) |
| Pay per wRVU | $67.00 | Near median ($68.05) | Marginally below MGMA median rate |
| Incentive Threshold | 11,194* wRVUs | ~50th* | At MGMA wRVU median; achievable by mid-Year 2 |
Market-Aligned Compensation — compensation percentile (~76th*) and productivity percentile (~75th*) are within 1 percentile of each other at full production.
| Year | wRVUs | Total Compensation | Notes |
|---|---|---|---|
| Year 1 | 8,970* | $750,000 | 60%* ramp; below threshold, base salary only |
| Year 2 | 14,950* | $1,001,652* | Full production |
| Year 3 | 14,950* | $1,031,702* | Year 2 × 1.03 |
| Detail | Information |
|---|---|
| Coverage Type | Occurrence-based |
| Funding | Self-funded by UK King's Daughters |
The following items are in addition to the base salary and productivity model above. The benefits package reflects the standard UK King's Daughters employed physician structure.