Physician Recruitment Process and Compensation Overview
This position pays a target base of $490,000 under a wRVU-based compensation model implemented in January. Production above the annual wRVU goal earns $30 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 68th percentile of MGMA General Surgery, and the wRVU goal sits near the 67th percentile of MGMA productivity, so the structure is well matched between pay and expected workload. The model rewards higher producers without pressuring physicians who prefer a steady, competitive base. A new surgeon should expect a ramp during the first year as clinic and scope volume build. Income upside is meaningful for surgeons who carry strong endoscopy and OR volume.
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 (clinic) |
17.5* (midpoint of 15 to 20) |
| Weeks worked |
46* |
| Base salary |
$490,000 |
| wRVU per visit |
3.16* (MGMA median wRVU ÷ estimated annual visits) |
| Conversion factor |
$30 |
| Incentive threshold (annual) |
6,576 (2 × provided 6-month goal of 3,288) |
| Productivity bonus |
Up to 5% of salary every six months at 90% of goal |
| Signing bonus |
$50,000 |
Production Calculations
| Metric |
Formula |
Value |
| Annual clinic visits |
2 clinic days × 17.5 × 46 |
1,610* |
| Total wRVUs |
1,610 × 3.16 |
5,088* |
Compensation Model
| Scenario |
Formula |
Total Compensation |
| At incentive threshold |
$490,000 base |
$490,000 |
| At 75th percentile wRVUs (7,229) |
$490,000 + (7,229 − 6,576) × $30 |
$509,590* |
| With maximum productivity bonus |
$490,000 × 1.10 |
$539,000* |
Market Benchmark Comparison
| Metric |
Calculated Value |
MGMA Percentile |
Interpretation |
| Total Compensation (base) |
$490,000 |
~68th* |
Above median, strong base for the specialty |
| Productivity (wRVU goal) |
6,576 |
~67th* |
Goal set above median productivity |
| Incentive threshold validation |
6,576 wRVUs |
~67th* |
Threshold aligns with base compensation percentile |
MGMA specialty used: General Surgery (Overall). Base compensation and productivity percentiles fall within roughly 10 points of each other, indicating a market-aligned compensation structure.
Three Year Projection
| Year |
Basis |
Total Compensation |
| Year 1 |
Ramp, base only |
$490,000 |
| Year 2 |
Full production at 75th percentile wRVUs |
$509,590* |
| Year 3 |
Year 2 × 1.03 |
$524,878* |
Malpractice Coverage
| Item |
Detail |
| Coverage structure |
To be confirmed by employer |
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
- Productivity bonuses of up to 5% of salary every six months for reaching benchmarks
- Additional pay for call days worked beyond the standard schedule