This model reflects an experienced general OBGYN joining Alpine Women's Centre at Montrose Regional Health in a hospital-employed role. Expected production aligns with the MGMA Western region median for OBGYN: General, supported by an established practice with active patient demand and a certified nurse midwifery team that absorbs the majority of low-risk obstetric volume. At full production, total compensation lands above the MGMA Western median, with a productivity incentive consistent with the practice's history of productive physicians earning upward of $100,000 in bonus. A first-year ramp applies while the physician establishes panel continuity, with full production expected in Year 2. The incentive threshold sits near the MGMA Western 25th percentile of production, a favorable entry point for earning incentive. Relative to the clinical workload of four clinic days, one surgery day, and one week of call per month behind in-house midwives, the structure is market-aligned and rewards production without an unusually high threshold.
*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 | 4 |
| Clinical hours per week | 40 |
| Surgery day per week | 1 |
| Patients per day | 13* (midpoint of 12 to 14 range) |
| Weeks worked | 46* |
| Base salary | $450,000 |
| wRVU per visit | 2.65* (blended OBGYN clinic and procedural, MGMA-informed) |
| Conversion factor | $90.21* (MGMA Western mean compensation per wRVU) |
| Incentive threshold | 4,988* (base salary ÷ conversion factor) |
| Signing bonus | $100,000 |
| Bonus structure | Productivity and quality, methodology being finalized |
Annual Visits = Clinical Days × Patients per Day × Weeks Worked
Total wRVUs = Annual Visits × wRVU per Visit
| Variable | Value |
|---|---|
| Annual visits | 2,392* |
| Total wRVUs | 6,339* |
Incentive Threshold = Base Salary ÷ Conversion Factor
Incentive Compensation = (Total wRVUs − Threshold) × Conversion Factor
Total Compensation = Base Salary + Incentive Compensation
| Variable | Value |
|---|---|
| Base salary | $450,000 |
| Incentive threshold | 4,988* |
| Total wRVUs at full production | 6,339* |
| wRVUs above threshold | 1,351* |
| Incentive compensation | $121,874* |
| Total compensation at full production | $571,874* |
MGMA specialty selected: OBGYN: General, Western geographic section. Selected because the role is a general obstetrics and gynecology position with no subspecialty fellowship requirement or dedicated subspecialty service line, and the geography (Montrose, Colorado) places it in the MGMA Western region.
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total Compensation | $571,874* | Between median ($538,731) and 75th ($655,837) | Above Western median |
| Productivity (wRVUs) | 6,339* | Just above median (6,050) | Slightly above Western median |
| Pay per wRVU | $90.21* | At Western mean ($90.21) | Market-aligned rate |
| Incentive Threshold | 4,988* | Near 25th percentile (4,993) | Favorable, low entry point |
Market Alignment: Productivity and compensation percentiles fall within approximately 10 points of each other. This is a Market-Aligned Compensation structure.
Year 1 applies an 85%* ramp while the physician establishes panel continuity in an active, short-staffed practice. Year 2 reflects full production. Year 3 applies a 3% increase over Year 2.
| Year | Production Basis | Total Compensation |
|---|---|---|
| Year 1 | 5,388* wRVUs (85% ramp) | $486,084* |
| Year 2 | 6,339* wRVUs (full) | $571,874* |
| Year 3 | Year 2 × 1.03 | $589,030* |
| Variable | Value |
|---|---|
| Coverage structure | $1M / $3M* (Colorado hospital-employed norm) |
| Coverage type | Employer-provided as part of hospital employment |
| State context | Colorado maintains statutory caps on non-economic damages |
* Values marked with an asterisk are estimated, derived, or based on MGMA benchmarks where data was not directly provided. Final compensation details are to be confirmed by the employer.
The position includes a comprehensive benefits package and several additional financial incentives that are not reflected in the production model above.