This position is structured to reward production quickly. The base salary is set at the 25th to 50th MGMA percentile, but because RVU incentives begin at the first patient with no threshold to clear, even moderate production drives total compensation well above the base. The client has confirmed that a physician producing at the 25th percentile of MGMA wRVU output will reach the 90th percentile of MGMA total compensation for this specialty. On a four-day, 13-patient-per-day schedule at full production, a physician can realistically exceed the 75th percentile of MGMA compensation. A year-one ramp is applied to reflect a typical panel-building period. This model is based on provided data and market-based assumptions. Final compensation details are confirmed by the employer.
| Variable | Value | Source |
|---|---|---|
| Clinical days per week | 4 | Provided |
| Clinical hours per week | 36 | Provided |
| Admin time | 4 hours per week | Provided |
| Patients per day | 13 (midpoint of 12–14) | Provided |
| Weeks worked | 46 | Assumed |
| Base salary | $262,218 | Assumed (MGMA 25th percentile, IM General) |
| Incentive threshold | None; wRVUs begin at patient one | Provided |
| wRVU per visit | 1.5 | Assumed |
| Conversion factor | $43.75 | Assumed (derived from client compensation framework) |
| Signing bonus | Up to $25,000 | Provided |
| Relocation assistance | Up to $25,000 | Provided |
| Quality bonus | $20,000 – $40,000 | Provided (not modeled; see Part 2) |
| Metric | Calculation | Result |
|---|---|---|
| Annual visits (full production) | 4 days × 13 patients × 46 weeks | 2,392 visits |
| Total wRVUs (full production) | 2,392 × 1.5 | 3,588 wRVUs |
| Annual visits (Year 1 ramp at 70%) | 2,392 × 0.70 | 1,674 visits |
| Total wRVUs (Year 1) | 1,674 × 1.5 | 2,511 wRVUs |
| Year | Base Salary | wRVU Incentive | Total Compensation |
|---|---|---|---|
| Year 1 (70% ramp) | $262,218 | 2,511 × $43.75 = $109,856 | $372,074 |
| Year 2 (full production) | $262,218 | 3,588 × $43.75 = $156,975 | $419,193 |
| Year 3 (Year 2 × 1.03) | $262,218 | $161,684 | $423,902 |
MGMA Source: Internal Medicine: General, 2025 Overall
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total Compensation (Year 1) | $372,074 | ~50th–75th percentile | Market-Aligned Compensation |
| Total Compensation (Year 2) | $419,193 | ~75th percentile | Highly Competitive Compensation |
| Productivity (wRVUs, full) | 3,588 wRVUs | ~25th percentile | Assumed |
| Compensation per wRVU | $43.75 | ~25th percentile | Assumed |
Note: The client has stated that a physician producing at the 25th percentile of wRVU output reaches the 90th percentile of MGMA total compensation ($453,185). The proforma above reflects a conservative production assumption based on the stated schedule. Higher patient volume or procedural activity such as stress testing and endoscopy would drive wRVU totals higher, further increasing total compensation.
| Year | Total Compensation | Notes |
|---|---|---|
| Year 1 | $372,074 | 70% ramp applied |
| Year 2 | $419,193 | Full production |
| Year 3 | $423,902 | Year 2 × 1.03 growth factor |
The following benefits and financial incentives are in addition to the production-based compensation modeled above.
Benefits details were not confirmed in recruiter notes. Confirm the following with the client before candidate presentation: