Total compensation at full production is projected at $325,000* based on the midpoint of the provided salary range plus the confirmed quality bonus. Ramp is minimal because the practice has existing patient demand and operates within an established, mature concierge platform. Given the low daily patient volume structural to the concierge model, the wRVU incentive functions as a secondary earnings lever rather than the primary driver. Compensation sits above the Eastern regional Family Medicine median on total dollars and well above the 90th percentile on a per-wRVU basis, reflecting the premium economics of concierge medicine. Additional upside is available through a developing incentive package currently in approval.
*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 | 4 (midpoint of 3 to 5 range)* |
| Weeks worked | 46 (52 weeks minus 6 weeks PTO)* |
| Base salary | $275,000 (midpoint of $250,000 to $300,000 range)* |
| Incentive threshold | 4,825 (Base Salary ÷ Conversion Factor)* |
| Bonus structure | RVU-based + Quality bonus |
| wRVU per visit | 2.5 (extended concierge visits, high-complexity E&M)* |
| Conversion factor | $57 |
| Quality bonus | $50,000 |
Annual Visits = Clinical Days × Patients per Day × Weeks Worked
Total wRVUs = Annual Visits × wRVU per Visit
| Metric | Value |
|---|---|
| Annual Visits | 920* |
| Total wRVUs | 2,300* |
Incentive Compensation = (Total wRVUs − Threshold) × Conversion Factor
Total Compensation = Base Salary + Quality Bonus + Incentive Compensation
| Component | Value |
|---|---|
| Base Salary | $275,000* |
| Quality Bonus | $50,000 |
| Incentive Compensation | $0* |
| Total Compensation | $325,000* |
MGMA Specialty Used: Family Medicine (without OB), Eastern Region, 2025 MGMA Dataset. Defaulted to general Family Medicine because no subspecialty indicators apply to this role.
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total Compensation | $325,000* | ~65th* | Above Eastern median ($289,567), below 75th ($352,820) |
| Productivity (wRVUs) | 2,300* | Below 10th* | Concierge volume sits below Eastern 10th (3,826) |
| Pay per wRVU | $141.30* | Above 90th* | Exceeds Eastern 90th ($72.79) by meaningful margin |
| Incentive Threshold | 4,825* | ~25th* | Threshold near Eastern 25th (4,999); not reachable at concierge volume |
Market Alignment: Highly Competitive Compensation*
| Year | Total Compensation |
|---|---|
| Year 1 | $292,500* |
| Year 2 | $325,000* |
| Year 3 | $334,750* |
| Element | Value |
|---|---|
| Coverage Structure | $1M / $3M* |
| Tail Coverage | Included |
The benefits package is enhanced to reflect MedStar's full employed-physician structure, and the package includes several non-modeled incentives beyond the production model above.
Active or obtainable licensure in the following jurisdictions: