Physician Recruitment Process and Compensation Overview
This position offers $1,032,500 in confirmed guaranteed earnings, combining a base salary of $850,000 and a paid call stipend of $182,500 at a 1:3 rotation. The incoming surgeon joins an established program with an existing referral network of approximately 40 cardiologists and a combined program volume of approximately 600 cases per year, which reduces the production ramp typical of a new practice build. At full production, modeled wRVU output places the physician at approximately the 60th percentile for the Western region, while total compensation exceeds the 75th percentile, indicating a competitive structure relative to expected workload. Year 1 compensation is protected at the full guaranteed amount regardless of production, and incentive earnings above the threshold carry meaningful upside given the program's established volume. This model is based on provided data and market-based assumptions. Final compensation details are confirmed by the employer.
This model includes assumed inputs where data was not provided. Assumptions are clearly marked in red and may impact final compensation outcomes.
Compensation Table
| Variable |
Value |
Source |
| OR days per week |
3 |
Assumed |
| Clinic days per week |
2 |
Confirmed |
| Cases per OR day |
1.5 |
Assumed |
| Weeks worked per year |
46 |
Assumed |
| Base salary |
$850,000 |
Confirmed |
| Call stipend |
$182,500 |
Confirmed (1:3 rotation) |
| Total guaranteed compensation |
$1,032,500 |
Confirmed |
| wRVU per case |
45 |
Assumed |
| Conversion factor |
$125.40 |
Assumed — MGMA Western median comp/wRVU |
| Incentive threshold |
6,779 wRVUs |
Assumed — Base ÷ Conversion Factor |
| Bonus structure |
RVU-based incentive above threshold |
Confirmed (amount and full structure not yet provided) |
| Sign-on bonus |
Not yet confirmed |
Pending |
| Relocation assistance |
Not yet confirmed |
Pending |
Production Calculations
| Variable |
Formula |
Value |
| Annual cases |
OR Days × Cases per Day × Weeks Worked |
3 × 1.5 × 46 = 207 cases (Assumed) |
| Total wRVUs |
Annual Cases × wRVU per Case |
207 × 45 = 9,315 wRVUs (Assumed |
Compensation Model
| Component |
Formula / Value |
| Base salary |
$850,000 |
| Call stipend |
$182,500 |
| Incentive threshold |
6,779 wRVUs (Assumed) |
| Excess wRVUs above threshold |
9,315 − 6,779 = 2,536 wRVUs (Assumed) |
| Incentive compensation |
2,536 × $125.40 = $318,014 (Assumed) |
| Total compensation at full production |
$850,000 + $182,500 + $318,014 = $1,350,514 (Assumed) |
Market Benchmark Comparison
MGMA Western region benchmarks: Median total comp $917,868; 75th percentile $1,175,656; 90th percentile $1,557,026. Median wRVU 6,563; 75th percentile 12,938. Median comp/wRVU $125.40.
| Metric |
Calculated Value |
MGMA Percentile (Western) |
Interpretation |
| Total compensation (guaranteed) |
$1,032,500 |
~65th percentile (Assumed) |
Above median; approaching 75th |
| Total compensation (full production) |
$1,350,514 (Assumed) |
~80th–85th percentile (Assumed) |
Highly Competitive Compensation |
| Physician wRVUs |
9,315 (Assumed) |
~60th percentile (Assumed) |
Above median; below 75th |
| Compensation per wRVU (guaranteed) |
$110.84 |
~40th–45th percentile (Assumed) |
Base rate is conservative; incentive upside is meaningful |
Three-Year Projection
| Year |
Cases |
wRVUs |
Incentive Comp |
Total Compensation |
| Year 1 (60% ramp) |
~124 (Assumed) |
~5,580 (Assumed) |
$0 (below threshold) |
$1,032,500 |
| Year 2 (full production) |
~207 (Assumed) |
~9,315 (Assumed) |
$318,014 (Assumed) |
$1,350,514 (Assumed) |
| Year 3 (Year 2 × 1.03) |
~213 (Assumed) |
~9,594 (Assumed) |
~$352,878 (Assumed) |
~$1,385,378 (Assumed) |
Benefits and Additional Compensation
Benefits are provided through Foundation Physicians Medical Group (FPMG), a CommonSpirit Health / Dignity Health medical group entity. The package includes comprehensive health coverage, strong retirement contributions, and employer-paid life insurance.
Benefits
- Medical: Blue Shield of California; four plan options including Trio Network HMO (employee cost $0), Full Network Access HMO, PPO, and HDHP with HSA. Employer funds HSA at $1,500 individual / $3,000 family for HDHP enrollees.
- Dental: Delta Dental PPO; two plan tiers; full-time employee cost $0/pay period for Low Plan.
- Vision: VSP; two plan tiers; full-time employee cost starting at $3.81/pay period.
- Life and AD&D: Hartford Basic Life at 1x annual salary, up to $600,000; employer-paid.
- Short-term disability: 60% of weekly base salary, up to $3,500/week; begins day 7, lasts up to 12 weeks (voluntary).
- Long-term disability: 60% of monthly base salary, up to $15,000/month; begins after 90 days (voluntary).
- Retirement: Fidelity 401(k); employer match of 50% on the first 6% of eligible compensation; non-elective employer contribution by age (6% for physicians age 50–54; 7% for age 55–59; 8% for age 60+); Roth option available.
- EAP: ComPsych GuidanceResources; 5 sessions per incident per year; confidential.
- Mental health: Lyra Health; free mental health benefit through CommonSpirit.
- Financial planning: Retirement Benefits Group (RBG) available for one-on-one financial and retirement planning.
Additional Compensation (Non-Modeled)
- Sign-on bonus: Available; amount not yet confirmed.
- Relocation assistance: Available; amount not yet confirmed.