MGMA specialty used: Endocrinology / Metabolism (Overall). This is the general endocrinology benchmark, selected because the role is general adult endocrinology with no subspecialty indicators.
You start on a two-year base guarantee of $350,000, which sits above the MGMA 75th percentile for endocrinology total compensation. The wRVU model pays $51.93 per wRVU once you clear a 6,739 wRVU threshold. At the starting volume of 13 to 15 patients per day, projected production lands near the MGMA median, which is below that threshold, so the guarantee is the operative number in the early years rather than production pay. The threshold itself sits between the MGMA 75th and 90th percentiles for endocrinology wRVUs, so reaching incentive pay requires building volume above typical realized production for a practice of this size. The upside is real for a physician who grows the panel, but the honest read is that the guarantee, not the incentive, drives income while the service line is being rebuilt.
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 | 4.5 |
| Clinical hours per week | 36 |
| Admin time per week | 4 hours |
| Patients per day | 13 to 15 |
| Weeks worked | 46* (52 less vacation, holidays, and CME) |
| Base salary | $350,000 (2-year guarantee) |
| Incentive threshold | 6,739 wRVUs |
| Conversion factor | $51.93 per wRVU |
| wRVU per visit | 1.7* (general endocrinology blended new and return) |
| Bonus structure | Production pay on wRVUs above threshold |
Annual Visits = Clinical Days × Patients per Day × Weeks Worked
Total wRVUs = Annual Visits × wRVU per Visit
| Metric | Value |
|---|---|
| Annual visits | 2,898* (4.5 × 14 × 46) |
| Total wRVUs | 4,927* (2,898 × 1.7) |
Incentive Compensation = (Total wRVUs − Threshold) × Conversion Factor
Total Compensation = Base Salary + Incentive Compensation
| Metric | Value |
|---|---|
| Total wRVUs | 4,927* |
| Incentive threshold | 6,739 |
| wRVUs above threshold | 0* (production below threshold at starting volume) |
| Incentive compensation | $0* |
| Total compensation | $350,000* |
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total Compensation | $350,000 | 75th to 90th | Above the MGMA 75th percentile on the guarantee |
| Productivity (wRVUs) | 4,927* | Near median at starting volume, below the incentive threshold | |
| Pay per wRVU | $51.93 | Set below the MGMA median conversion rate |
The incentive threshold of 6,739 wRVUs falls between the MGMA 75th (6,385) and 90th (8,102) percentiles for endocrinology production. Because the guaranteed base sits above the 75th percentile for total compensation while production pay begins only above the 75th to 90th percentile of production, this reads as Highly Competitive Compensation on the guarantee, with incentive earnings realistic only after significant panel growth.
| Year | Basis | Total Compensation |
|---|---|---|
| Year 1 | Ramp, reduced volume | $350,000* |
| Year 2 | Full production at starting volume | $350,000* |
| Year 3 | Year 2 × 1.03 | $360,500* |
Both years land on the guarantee because projected production at the stated volume does not clear the incentive threshold. Income above $350,000 depends on growing the panel beyond the starting 13 to 15 patients per day.
Beyond the production model, the position carries a full benefits package and several one-time and recurring financial incentives.