Your compensation includes a base salary and a wRVU incentive model tied to the most current MGMA data. Thresholds and conversion factors depend on the salary chosen during contracting. This ensures the plan remains compliant and competitive for a new primary care practice that will grow over time.
The hospital offers a signing bonus and relocation support. Malpractice insurance includes tail coverage. This eliminates a major long-term expense. Benefits include health, life, and retirement options consistent with other employed physicians at the hospital.
You receive four weeks of vacation and one week of CME with a stipend. You work daytime hours with no evenings, no weekends, and no call. This creates predictable work and gives you full control of your week.
As the practice ramps up from 5 to 6 patients per day to 8 to 10 and eventually 14 to 15 or more, your productivity incentives become meaningful. The model rewards growth without creating pressure to overschedule. RHC status will add long-term stability once the clinic meets requirements and the application is approved.
The structure supports a physician who wants a stable outpatient practice with controlled growth and reliable income.