Dignity Health Medical Foundation offers a compensation package designed to provide financial stability during your practice ramp-up while rewarding clinical productivity as your patient panel grows. Both the clinical OB/GYN and Program Director positions receive identical compensation and benefits—the dual academic role doesn’t reduce your earning potential, it simply allocates your time differently between clinical care and educational leadership.
Your compensation begins with a two-year salary guarantee that removes financial anxiety while you establish your practice. For outpatient-only practitioners focusing on gynecology without deliveries or call, the base salary ranges from $350,000 to $375,000 annually, with higher compensation available for experienced candidates who bring established skills and reputation to the role.
If you choose full-scope OB/GYN practice with deliveries, your base salary increases to $375,000 to $425,000 annually. Again, experienced physicians can negotiate higher compensation based on their training, expertise, and track record.
After your two-year guarantee period, compensation transitions to a work relative value unit (wRVU) model that rewards clinical productivity while maintaining a sustainable practice pace.
For example, a $375,000 salary corresponds to a conversion factor of approximately $47.80 per wRVU, requiring 7,845 wRVUs annually to maintain that level. This model ensures transparency and alignment between effort and earnings.
To support your transition, Dignity Health offers a $40,000 sign-on bonus and a $20,000 relocation allowance. These standardized bonuses help offset relocation expenses without the need for extensive negotiation.
Beyond salary and bonuses, you’ll receive a complete benefits package supporting your health, financial security, and career development. While specific plan details may vary, offerings typically include insurance, retirement, malpractice, PTO, and CME support.
While not guaranteed at the outset, the foundation is open to creating leadership roles such as medical directorships or quality improvement positions. If you are interested in administrative or strategic influence, this could evolve into a formal opportunity as the service line matures.
This compensation model is highly competitive for Northern California while reflecting the lower cost of living in Stockton. Your purchasing power is significantly greater than in major metro areas like San Francisco or Sacramento.
For Program Directors, the fact that academic responsibilities do not reduce compensation underscores the value placed on education and innovation within the organization.