CPH is targeting the 90th percentile of MGMA total compensation for Urology, which corresponds to $877,356 annually. The hospital is flexible on structure: this can be delivered as a flat guaranteed salary, or as a lower base with wRVU incentives starting at patient one with no threshold to clear. Hospital leadership has explicitly stated this is a wRVU-friendly practice, noting that a physician producing at the 25th percentile of wRVU output would reach or exceed the 90th percentile compensation target with the right conversion factor in place. A year-one ramp is applied to reflect panel and practice-building time in a new community. Physicians who produce at Dr. Cadoff's historical level, described as consistently high when he is in clinic, stand to earn well above the base guarantee through production incentives. 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 | 5 (clinic and OR combined) | Assumed |
| Clinical hours per week | 40 | Assumed |
| Patients per day | 16 | Assumed |
| Weeks worked | 46 | Assumed |
| Base salary | $462,114 | Assumed (MGMA 25th percentile, Urology General; lower base + wRVU model) |
| Incentive threshold | None; wRVUs begin at patient one | Provided |
| wRVU per visit | 3.5 | Assumed (mixed clinic/procedural urology case mix) |
| Conversion factor | $59.82 | Assumed (derived to reach 90th percentile at 25th percentile wRVU production) |
| Signing bonus | Up to $25,000 | Provided |
| Relocation assistance | Up to $25,000 | Provided |
| Metric | Calculation | Result |
|---|---|---|
| Annual visits (full production) | 5 days × 16 patients × 46 weeks | 3,680 visits |
| Total wRVUs (full production) | 3,680 × 3.5 | 12,880 wRVUs |
| Annual visits (Year 1 ramp at 70%) | 3,680 × 0.70 | 2,576 visits |
| Total wRVUs (Year 1) | 2,576 × 3.5 | 9,016 wRVUs |
| Year | Base Salary | wRVU Incentive | Total Compensation |
|---|---|---|---|
| Year 1 (70% ramp) | $462,114 | 9,016 × $59.82 = $539,378 | $1,001,492 |
| Year 2 (full production) | $462,114 | 12,880 × $59.82 = $770,682 | $1,232,796 |
| Year 3 (Year 2 × 1.03) | $462,114 | $793,802 | $1,255,916 |
MGMA Source: Urology: General, 2025 Overall
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total Compensation (Year 1) | $1,001,492 | Above 90th percentile | Highly Competitive Compensation |
| Total Compensation (Year 2) | $1,232,796 | Above 90th percentile | Highly Competitive Compensation |
| Productivity (wRVUs, full) | 12,880 wRVUs | ~75th–90th percentile | Assumed |
| MGMA 90th percentile reference | $877,356 | 90th percentile | Client-confirmed compensation target |
| Compensation per wRVU | $59.82 | ~Median to 75th percentile | Assumed |
Note: The production model above projects above-market earnings because wRVU incentives begin at patient one with no threshold. At moderate production levels (25th percentile wRVUs, approximately 6,943 wRVUs), total compensation already approaches or exceeds the 90th percentile target of $877,356. The model above reflects a more productive scenario consistent with the busy practice Dr. Cadoff has described. Confirm base salary and conversion factor with the client before presenting specific numbers to candidates.
| Year | Total Compensation | Notes |
|---|---|---|
| Year 1 | $1,001,492 | 70% ramp applied |
| Year 2 | $1,232,796 | Full production |
| Year 3 | $1,255,916 | Year 2 × 1.03 growth factor |
The following items 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: