AdventHealth Hendersonville offers a competitive, productivity-based compensation model backed by a guaranteed base during the initial contract term. The structure rewards clinical output while protecting income during ramp-up, and the benefits package reflects a large, well-resourced nonprofit health system.
The compensation model combines a guaranteed base salary with productivity upside above a defined wRVU threshold. During the initial 36-month term, the physician is protected at the full base regardless of production, providing income security while the practice matures. Once production exceeds the base threshold, every additional wRVU generates incremental income at the contracted rate.
This structure benefits physicians at both ends of the career spectrum. An early-career physician builds into volume without financial risk. An experienced cardiologist stepping into a practice that is already three months backlogged can expect to reach and exceed the productivity threshold relatively quickly.
| Component | Detail |
| Base Salary | $600,000 annually |
| wRVU Base | 9,230 wRVUs |
| wRVU Rate | $65 per wRVU above base |
| Payment Frequency | Biweekly over 26 pay periods |
| Contract Term | 36 months initial; annual renewals thereafter |
| Component | Detail |
| CME Reimbursement | $3,000 per year for preapproved CME |
| License and Membership Fees | Reimbursable up to $1,500 |
| Paid Leave | 25 days per year during guarantee period |
| Malpractice | Occurrence-based, self-insured; provided by AdventHealth |
| Non-Compete | 1 year post-termination; 15-mile radius of assigned practice locations |
The incoming non-invasive cardiologist steps into a practice with immediate, confirmed demand. Current wait times of up to three months for echo stress testing and a referral base that is already outpacing capacity mean there is no traditional ramp-up challenge for this position. Volume is constrained by provider availability, not patient supply.
In Year 1, even at a modest ramp to account for credentialing, orientation, and workflow integration, the $600,000 base is fully protected. By Year 2, a physician seeing patients at a steady-state outpatient non-invasive cardiology pace can reasonably expect to clear the 9,230 wRVU threshold and begin generating productivity bonuses. The cath lab opening within the approximate Year 2 window will also expand inpatient consult volume, adding wRVU opportunity beyond what the current outpatient-only model supports.
Provided Data
| Input | Value |
| Base Salary | $600,000 |
| wRVU Base | 9,230 |
| wRVU Rate (above base) | $65 |
| Contract Term | 36 months |
| CME Allowance | $3,000/year |
| License/Membership Reimbursement | Up to $1,500/year |
| Paid Leave | 25 days/year |
Modeled Assumptions
| Assumption | Value | Note |
| Clinic days per week | 4 | *Modeled Assumption* |
| Patients per clinic day | 18 | *Modeled Assumption* |
| Weeks worked (net of PTO/CME) | 46 | *Modeled Assumption* |
| Average wRVUs per encounter | 1.30 | *Modeled Assumption* |
| Year 1 ramp factor | 75% | *Modeled Assumption* |
| Benefits load on employer cost | 28% | *Modeled Assumption* |
| Metric | Year 1 (Ramp) | Year 2 (Steady State) | Year 3 (+3% Growth) |
| Clinic days per week | 4 | 4 | 4 |
| Patients per day | 18 | 18 | 18.5 |
| Weeks worked | 46 | 46 | 46 |
| Annual encounters | 2,484 | 3,312 | 3,404 |
| Avg wRVUs per encounter | 1.30 | 1.30 | 1.30 |
| Total wRVUs | ~7,400 | ~9,500 | ~9,785 |
Year 1 encounters reflect 75% ramp factor applied to steady-state volume.
| Year | Total wRVUs | wRVU Base | wRVUs Above Base | Bonus (×$65) | Total Compensation |
| Year 1 | ~7,400 | 9,230 | — | — | $600,000 |
| Year 2 | ~9,500 | 9,230 | ~270 | ~$17,550 | ~$617,550 |
| Year 3 | ~9,785 | 9,230 | ~555 | ~$36,075 | ~$636,075 |
Base is fully guaranteed in all years under the contract terms. Bonus is earned on wRVUs above 9,230.
| Cost Component | Year 1 | Year 2 (Steady State) |
| Base Salary | $600,000 | $600,000 |
| Productivity Bonus | — | ~$17,550 |
| Benefits Load (~28%) | ~$168,000 | ~$168,000 |
| CME + License | ~$4,500 | ~$4,500 |
| Total Employer Cost | ~$772,500 | ~$790,050 |
| Year 1 | Year 2 | Year 3 | |
| wRVUs | ~7,400 | ~9,500 | ~9,785 |
| Total Physician Compensation | $600,000 | ~$617,550 | ~$636,075 |
| Employer Total Cost | ~$772,500 | ~$790,050 | ~$808,875 |
| Metric | Value |
| wRVUs required to cover base | 9,230 |
| Encounters required at 1.30 avg wRVU | ~7,100 encounters annually |
| Clinic days to reach break-even (4 days/week, 18 pts/day) | ~96 clinic days (~2 years at ramp pace) |
AdventHealth offers two plan options through Aetna, both with in-network preventive care covered at 100%.
| Plan | Individual Deductible | Out-of-Pocket Max | Employee Premium (Biweekly, Individual) |
| Traditional Plan | $750 (Tier 1) | $4,000 (Tier 1) | $91.38 |
| Health Savings Plan | $2,000 (Tier 1) | $4,000 (Tier 1) | $28.62 |
AdventHealth contributes substantially to premiums. On the Traditional Plan (employee + family), the employer covers $763.42 of the $1,119.73 biweekly total. On the Health Savings Plan (employee + family), the employer covers $1,048.31 of the $1,211.23 biweekly total.
| Plan | Employee Biweekly Premium |
| Delta Dental PPO 75 | $12.99 |
| Delta Dental PPO 50 | $14.65 |
| DeltaCare USA DMO | $8.27 |
| VSP Vision | $3.77 |
Dental preventive care is covered at 100% under PPO plans. Vision includes a $10 exam copay, $160 to $180 frame allowance, and $160 contact lens allowance.
The Health Savings Plan is HSA-eligible. 2025 contribution limits are $4,300 (individual) and $8,550 (family), with a $1,000 catch-up for members 55 and older. HSA funds roll over annually and offer triple tax advantages.
AdventHealth offers both a 403(b) voluntary savings plan and a 401(a) employer-funded matching plan through the Adventist Healthcare Retirement Plan (AHRP).
403(b) Voluntary Contributions
| Detail | Value |
| 2025 contribution limit | $23,500 |
| Catch-up contribution (age 50+) | Additional $7,500 |
| Contribution options | Pre-tax or Roth |
| Auto-enrollment default | 4% after 30 days |
401(a) Employer Match
| Tenure | Employer Match |
| Less than 4 years | 100% match up to 4% of salary |
| 4 to 9 years | 100% match up to 5% of salary |
| 10 to 19 years | 100% match up to 6% of salary |
| 20+ years | 100% match up to 7% of salary |
Vesting: 3-year cliff. At $600,000 base, the Year 1 employer 401(a) match on a 4% employee contribution equals $24,000.
| Account | Annual Limit |
| Medical FSA | $3,200 |
| Dependent Care FSA | $5,000 (household) |
Basic life insurance and AD&D coverage are provided at no cost. Supplemental life insurance is available for the employee, spouse, and children. Evidence of insurability is required for higher coverage amounts. Short-term and long-term disability coverage is included.