Springfield Family Physicians offers a compensation model built to reward stability, efficiency, and quality care — without forcing you into the high-volume treadmill common in many primary care settings. Instead of tying your entire livelihood to RVUs, this model gives you dependable income, transparent earning opportunities, and the ability to control your financial trajectory through your chosen schedule.
From day one, you step into a structure that respects work-life balance: a four-day clinical schedule, built-in admin time, and compensation options that let you tailor your practice to your lifestyle and career goals.
Your base salary is guaranteed for two full years, providing financial peace of mind while you build your patient panel. If at any point the structure no longer fits your goals, either party can exit with 90 days’ notice, ensuring flexibility without long-term obligation.
SFP offers two primary income pathways:
You also have the opportunity to increase earnings through additional patient-contact hours, paid at $125 per hour for every hour beyond the required 28 hours per week.
The wRVU-based production bonus is structured to be straightforward and fair:
Example:
$75,958.77 quarterly productivity – $60,000 baseline = $15,958.77 bonus
This model rewards your efficiency and experience without penalizing you for maintaining appropriate visit lengths.
| Patients | Work RVU Q2 | RVU Amount | RVU $ | Late RVU Q2 | Δ RVUs (Late/Coding) | Late RVU $ | $5 PMPQ | Quarterly Formulaic Earnings | Q2 Salary | Q2 Bonus |
|---|---|---|---|---|---|---|---|---|---|---|
| 983 | 1614 | 44.02 | $71,043.77 | 1607 | 0 | $0.00 | 4,915.00 | $75,958.77 | $240,000.00 | $15,958.77 |
| 1085 | 1505 | 43.60 | $65,612.69 | 1506 | 1 | $21.80 | 5,425.00 | $71,059.49 | $240,000.00 | $11,059.49 |
| 1231 | 1441 | 43.35 | $62,461.21 | 1445 | 5 | $108.36 | 6,155.00 | $68,724.57 | $240,000.00 | $8,724.57 |
| 1291 | 1408 | 43.22 | $60,848.77 | 1407 | 1 | $6.55 | 6,455.00 | $67,303.77 | $240,000.00 | $7,303.77 |
| 1050 | 1241 | 42.72 | $53,009.90 | 1242 | 1 | $21.36 | 5,250.00 | $58,281.25 | $240,000.00 | ($1,718.75) |
| 1144 | 1227 | 42.68 | $52,368.14 | 1228 | 1 | $21.34 | 5,720.00 | $58,109.48 | $240,000.00 | ($1,890.52) |
| 1248 | 1049 | 42.23 | $44,295.71 | 1118 | 69 | $1,456.82 | 6,240.00 | $51,992.53 | $240,000.00 | ($8,007.47) |
| 869 | 961 | 42.00 | $40,364.45 | 1018 | 57 | $1,197.07 | 4,345.00 | $45,906.52 | $240,000.00 | ($14,093.48) |
| 307 | 470 | 40.32 | $18,950.40 | 486 | 16 | $322.56 | 1,535.00 | $20,807.96 | $240,000.00 | ($39,192.04) |
| Percentile | Work RVU | RVU Amount | Total Compensation |
|---|---|---|---|
| MGMA Mean | 5264 | 44.00 | $323,956.00 |
| MGMA 90th Percentile | 7827 | 45.00 | $433,636.00 |
| MGMA 75th Percentile | 6432 | 44.00 | $368,874.00 |
| MGMA Median | 5411 | 43.00 | $317,264.00 |
| MGMA 25th Percentile | 3840 | 42.00 | $270,989.00 |
| MGMA 10th Percentile | 2337 | 40.32 | $233,149.00 |
You’ll earn an additional quarterly quality bonus, reflecting the group’s ongoing commitment to prevention, chronic disease management, and patient satisfaction. This structure ensures your compensation aligns with your clinical priorities, not volume-based pressure.
You also benefit from the practice’s in-house administrative teams who support coding, triage, charting, and patient coordination — effectively increasing your daily efficiency and enhancing your work-life balance.
This compensation model gives you the freedom to build your ideal practice — whether that means maximizing earnings, prioritizing family time, or striking a sustainable middle ground. It provides stability, transparency, and flexibility while protecting your time and supporting your long-term professional goals.