Physician Recruitment Process and Compensation Overview
Financial Security That Matches Your Professional Value
In today's competitive cardiology market, you deserve compensation that reflects both your extensive training and the critical role you'll play in this community. St. Francis has structured a package that delivers immediate security during your ramp-up while providing unlimited earning potential as your practice matures. Combined with Topeka’s lower cost of living, your income stretches further here—accelerating wealth-building compared to colleagues in coastal markets with higher overhead.
Base Compensation Structure
- $550,000 annual guarantee for first two years (with upside potential)
- Transition to wRVU model at $64.50 per wRVU (recently increased)
- Additional $3.50 per wRVU via quality incentives applied to all RVUs
- Most general cardiologists generate 9,000–11,000+ wRVUs annually
- Realistic earning potential: $680,000+ once established
- J-1 candidates: third-year guarantee at specialty-specific prevailing wage
Quality & Performance Incentives
These aren’t theoretical—current physicians consistently earn them:
- Patient satisfaction scores (individual metric)
- New patient volume targets (individual metric)
- Clinical quality measures (group metric encouraging collaboration)
- Annual bonus adds $31,500–$38,500+ to compensation
- Transparent monthly tracking by administration
Signing Bonus & Relocation
- $40,000+ recruitment loan (forgivable over three years, prorated)
- Paid within 30 days of contract signing
- $10,000 relocation assistance
- Full visa sponsorship coverage for J-1 candidates
- Flexible structuring to fit your needs
Comprehensive Benefits Package
- Health, dental, and vision coverage (dependents included)
- Employer-paid malpractice with tail coverage
- Life and disability insurance
- 31 PTO days during guarantee (includes 6 holidays), rising to 40 days
- $6,000 CME allowance covering licenses, DEA, board exams, and subscriptions
Retirement Planning Excellence
- University contributes 4% of first $350,000 salary to 401(a)
- Additional 457(b) plan available for tax-deferred savings
- Cardiology group elects additional contributions for enhanced security
- No vesting period – contributions are immediately yours
- Opt-out flexibility for personal investment strategies
Hidden Financial Advantages
- APP supervision stipend: $14,000–$16,800 annually
- Optional student precepting: $5,000 annual stipend
- Protected outreach RVU credit + mileage reimbursement
- Post-call days can be converted to clinic time for extra RVUs
- PSLF eligibility for federal student loan forgiveness
- Free student loan consults with Navigate
- AI charting support (Ambience) 75% subsidized
Work-Life Balance That Preserves Your Earnings
- One week of inpatient service every five weeks (high RVU periods)
- 1:5 call schedule, rarely requires coming in (≈ twice yearly)
- Post-call administrative days for recovery or catch-up
- No weekend or holiday work when not on service
- Clinic capped at 18–22 patients/day
- Built-in admin blocks prevent after-hours charting
Partnership Potential
- Direct influence over compensation model adjustments
- Group-driven call structure and coverage
- Physician input on quality metrics and bonus criteria
- Three-year initial contract with automatic renewal
- Annual opportunity to adjust base draw based on productivity
Real-World Perspective
New hires like Dr. Kusa have exceeded expectations immediately, "knocking it out of the park" in year one. With two recent general cardiologist departures, you’ll inherit established patient panels and step into immediate productivity—avoiding the slow build typical elsewhere.
The Bottom Line
With guaranteed patient volume, RVU-rich hospital service weeks, achievable quality bonuses, and Topeka’s lower cost of living, this compensation package delivers both immediate stability and long-term wealth-building. Here, you can earn like a metropolitan cardiologist while living the lifestyle that drew you to medicine in the first place.