Physician Recruitment Process and Compensation Overview
This position pays a Family Medicine base of $300,000 under a wRVU-based compensation model implemented in 2026. Production above the annual wRVU goal earns $21 for each additional wRVU, and providers can earn productivity bonuses of up to 5% of salary every six months for reaching benchmarks. Base compensation sits near the 57th percentile of MGMA Family Medicine, while the wRVU goal sits near the 38th percentile of MGMA productivity, so a physician producing at the typical level should clear the goal and earn incentive pay on top of base. A new physician should expect a ramp during the first year while building a panel, after which word-of-mouth referrals tend to fill the schedule quickly. The structure rewards higher producers while remaining comfortable for physicians who prefer a steady base.
Compensation
*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 |
| Patients per day | 16 |
| Weeks worked | 46* |
| Base salary | $300,000 |
| wRVU per visit | 2.14* (MGMA median wRVU ÷ estimated annual visits) |
| Conversion factor | $21 |
| Incentive threshold (annual) | 5,670 (2 × provided 6-month goal of 2,835) |
| Productivity bonus | Up to 5% of salary every six months at 90% of goal |
| Signing bonus | $50,000 |
Production Calculations
| Metric |
Formula |
Value |
| Annual visits | 4 days × 16 × 46 | 2,944* |
| Total wRVUs | 2,944 × 2.14 | 6,300* |
Compensation Model
| Scenario |
Formula |
Total Compensation |
| At median production | $300,000 + (6,300 − 5,670) × $21 | $313,233* |
| At 75th percentile wRVUs (7,621) | $300,000 + (7,621 − 5,670) × $21 | $340,971* |
| With maximum productivity bonus | $300,000 × 1.10 | $330,000* |
Market Benchmark Comparison
| Metric |
Calculated Value |
MGMA Percentile |
Interpretation |
| Total Compensation (base) | $300,000 | ~57th* | Above median base for the specialty |
| Productivity (wRVU goal) | 5,670 | | Goal set below median productivity |
| Incentive threshold validation | 5,670 wRVUs | | Threshold reachable at typical production |
MGMA specialty used: Family Medicine (without OB), Overall, matching the no-OB scope of this role. Base compensation sits above the productivity threshold percentile, indicating a highly competitive compensation structure.
Three Year Projection
| Year |
Basis |
Total Compensation |
| Year 1 | Ramp, base only | $300,000 |
| Year 2 | Full production at median wRVUs | $313,233* |
| Year 3 | Year 2 × 1.03 | $322,630* |
Malpractice Coverage
| Item |
Detail |
| Coverage structure | To be confirmed by employer |
Benefits and Additional Compensation
San Luis Valley Health offers a full benefits package alongside the compensation model, including health coverage, retirement with employer contributions, and additional financial incentives not reflected in the production model above.
Benefits
- Medical coverage through Allegiance by Cigna, with two plan options and a three-tier network
- Dental through Delta Dental of Colorado and vision through VSP
- 401(a) money purchase plan, 100% employer funded at 3% of gross pay
- 403(b) plan with a 2% employer match, on a five-year graded vesting schedule
- Basic life and AD&D and long-term disability through New York Life, with a provider benefit supplement
- Paid time off combining vacation, holidays, and personal days
- Employee Assistance Program, wellness program, and no-cost fitness center access
- Education assistance, identity theft protection, and pet insurance options
Additional Compensation (Non-Modeled)
- $50,000 signing bonus
- $20,000 per year in student loan repayment for up to five years
- Productivity bonuses of up to 5% of salary every six months for reaching benchmarks