UT Health East Texas offers two distinct compensation structures depending on the role. The Staff PM&R Physician receives a guaranteed base salary for the first two years, providing income stability while building a full panel. The Medical Director earns a clinical salary plus an administrative stipend, with total potential compensation reaching $340,000 annually. Both roles carry the full benefits package of a University of Texas system employee, which includes strong retirement options, loan support resources, and access to the Public Service Loan Forgiveness program.
The two-year guarantee for the Staff PM&R Physician removes financial risk during the ramp period. With a fully open panel and no new program build-out required, physicians can expect to reach full volume quickly. Productivity incentives are reviewed quarterly during the guarantee period, and the model transitions to full productivity in Year 3, where earning potential exceeds the guaranteed base.
| Component | Staff PM&R Physician | Medical Director |
|---|---|---|
| Base / Clinical Salary | $300,000 | $270,000 |
| Administrative Stipend | Not applicable | Up to $69,000 (up to 34 hrs/month) |
| Total Potential | $300,000 | ~$340,000 |
| Salary Guarantee | 2 years | Not specified |
| Productivity Model | Year 3 transition | Quarterly review |
Physicians who want to increase their earnings can pick up optional additional shifts beyond the standard schedule.
| Shift Type | Additional Compensation |
|---|---|
| 14-hour shift | $390 |
| 12-hour shift | $340 |
Both positions open onto a fully established patient panel with no ramp-up period required to build referral relationships. The rehabilitation hospital runs a consistent daily census of approximately 44 patients across two floors. Incoming physicians should expect to reach steady-state volume within the first several months.
For the Staff PM&R Physician, the two-year guaranteed base of $300,000 provides a clear income floor while the physician settles into the program. Productivity incentives are reviewed quarterly during the guarantee, creating upside potential even in Years 1 and 2. At full productivity in Year 3 and beyond, modeled wRVU output at 18 patients per day projects income above the guaranteed base.
The Medical Director model is straightforward: a $270,000 clinical salary combined with an administrative stipend of up to $69,000, tied to up to 34 hours of administrative work per month, yields a total of approximately $340,000 annually.
Provided Data
| Input | Value |
|---|---|
| Staff Physician Base Salary | $300,000 |
| Medical Director Clinical Salary | $270,000 |
| Medical Director Stipend (max) | $69,000 |
| Daily Patient Volume | 16 to 20 patients per day |
| Schedule | Monday through Friday, 8 AM to 5 PM |
| Relocation | $15,000 |
| Salary Guarantee Period | 2 years (Staff Physician) |
Modeled Assumptions
| Assumption | Value | Basis |
|---|---|---|
| Average daily volume used | 18 patients/day | Midpoint of reported range |
| Weeks worked annually | 46 weeks | 52 weeks minus vacation, CME, holidays |
| Average wRVUs per encounter | 1.40 | Typical inpatient PM&R mix (99231-99233) |
| wRVU conversion factor | $60.00 | Modeled assumption, employed PM&R range |
| Year 1 ramp factor | 70% of full volume | Open panel, fast ramp expected |
| Year 2 ramp factor | 90% of full volume | Near full panel by end of Year 1 |
| Benefits load | 25% of base salary | Modeled assumption |
| Metric | Value |
|---|---|
| Clinic days per week | 5 |
| Average patients per day | 18 |
| Weeks worked per year | 46 |
| Annual patient encounters | 4,140 |
| Average wRVUs per encounter | 1.40 |
| Total projected wRVUs (steady state) | 5,796 |
Formula: 18 patients × 5 days × 46 weeks = 4,140 encounters × 1.40 wRVUs = 5,796 wRVUs
| Metric | Value |
|---|---|
| Steady-state wRVUs | 5,796 |
| wRVU conversion factor (Modeled Assumption) | $60.00 |
| Projected wRVU-based income (steady state) | $347,760 |
| Year 1 projected wRVUs (70% ramp) | 4,057 |
| Year 1 wRVU-based income | $243,420 |
| Year 1 guaranteed base | $300,000 |
| Year 2 projected wRVUs (90% ramp) | 5,216 |
| Year 2 wRVU-based income | $312,960 |
| Year 2 guaranteed base | $300,000 |
Note: During Years 1 and 2, the physician earns the guaranteed base of $300,000 regardless of wRVU output. Quarterly productivity reviews may generate incentive payments above the base.
| Cost Component | Year 1 | Steady State |
|---|---|---|
| Base salary | $300,000 | $300,000 |
| Benefits load (25%, Modeled Assumption) | $75,000 | $75,000 |
| Relocation allowance | $15,000 | — |
| Commencement bonus | TBD | — |
| Total estimated employer cost | $390,000+ | $375,000 |
| Year | Status | Projected wRVUs | Compensation |
|---|---|---|---|
| Year 1 | Ramp (70%) | 4,057 | $300,000 guaranteed |
| Year 2 | Near full panel (90%) | 5,216 | $300,000 guaranteed |
| Year 3 | Full productivity | 5,796 | ~$347,760 projected |
Year 3 figure based on 5,796 wRVUs × $60.00 conversion factor (Modeled Assumption). Actual conversion factor confirmed at time of offer.
| Metric | Value |
|---|---|
| Required wRVUs to cover base salary | 5,000 wRVUs |
| Required daily volume to break even | ~15.5 patients/day |
| Reported daily volume | 16 to 20 patients/day |
Formula: $300,000 base ÷ $60.00 conversion = 5,000 wRVUs required 5,000 wRVUs ÷ (5 days × 46 weeks × 1.40 wRVUs) = approximately 15.5 patients per day
At the low end of reported daily volume (16 patients), the physician exceeds the break-even threshold. At the reported midpoint of 18 patients per day, projected income in Year 3 is approximately $347,760.