The position offers a guaranteed base in the $425,000 to $475,000 range with a $20,000 annual quality bonus. Years 1 and 2 are a full guarantee period with no production component, giving the incoming physician time to settle into the practice and build a patient panel. A wRVU-based productivity bonus activates in Year 3 at a competitive $73 per wRVU above an 8,154 threshold. The schedule (18 outpatient visits per day during 4 of every 5 weeks, plus one inpatient consult rotation week) supports production near the threshold under standard assumptions, with meaningful upside available as panel maturity grows or case mix shifts toward more complex consults and new patients.
*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 | 17* (blended: 18 outpatient on outpatient weeks, 12 to 15 inpatient consult census on inpatient weeks) |
| Weeks worked | 45* (52 minus 7 weeks PTO and CME) |
| Outpatient weeks per year | 36* (4 of every 5 weeks) |
| Inpatient consult weeks per year | 9* (1 of every 5 weeks) |
| Base salary | $450,000* (midpoint of $425,000 to $475,000 range) |
| Quality bonus | $20,000 annually |
| Productivity bonus start year | Year 3 |
| Incentive threshold | 8,154 wRVUs |
| Conversion factor above threshold | $73 per wRVU |
| wRVU per visit (blended) | 2.1* (mix of new patient, follow-up, and inpatient consult encounters) |
| Calculation | Formula | Value |
|---|---|---|
| Annual visits | Clinical Days × Patients per Day × Weeks Worked | 3,825* |
| Estimated wRVUs at standard schedule | Annual Visits × wRVU per Visit | 8,033* |
The schedule’s mechanical production lands near the 8,154 threshold. Production above this level depends on panel growth, increased new patient volume, and higher-complexity case mix over time.
| Year | Formula | Value |
|---|---|---|
| Years 1 and 2 | Base Salary + Quality Bonus | $470,000* (guaranteed, no production component) |
| Year 3, at standard schedule production | Base + Quality + max[(wRVUs - Threshold) × $73, 0] | $470,000* |
| Year 3, with 10% panel growth (~8,850 wRVUs)* | Base + Quality + (8,850 - 8,154) × $73 | $520,808* |
| Year 3, at Eastern MGMA median (~10,606 wRVUs)* | Base + Quality + (10,606 - 8,154) × $73 | $649,000* |
| Metric | Calculated Value | MGMA Eastern Percentile | Interpretation |
|---|---|---|---|
| Total Compensation, Years 1-2 | $470,000* | Between 10th and 25th | Below median, reflects pre-production guarantee phase |
| Productivity Threshold | 8,154 wRVUs | Between 10th and 25th | Below-median threshold sets a reachable bonus floor |
| Pay per wRVU above threshold | $73 | Between 75th and 90th | Highly competitive above-threshold rate creates real upside |
| Year 3 potential at MGMA median production | $649,000* | Near median | Median production reaches near Eastern median total comp |
Market alignment: Highly competitive above-threshold rate paired with a below-median guarantee. The structure rewards growing producers more than it pays for time-in-seat.
| Year | Structure | Estimated Total |
|---|---|---|
| Year 1 | Base + Quality (full guarantee) | $470,000* |
| Year 2 | Base + Quality (full guarantee) | $470,000* |
| Year 3 | Base + Quality + Production above threshold | $470,000 to $650,000+* depending on production |
The standard Proforma ramp pattern (Year 1 reduced, Year 2 full, Year 3 +3%) does not apply here. The contract’s two-year guarantee period replaces the conventional ramp, then Year 3 introduces production-based upside.
| Variable | Value |
|---|---|
| Coverage | Provided by employer with tail included |
The package below includes benefits and additional financial components not reflected in the productivity model above.