Contract & Benefits

Physician Recruitment Process and Compensation Overview

A Rewarding Package That Reflects Your Value

Community Health Partners has designed a compensation structure that recognizes the value of experienced primary care physicians while providing the financial security necessary to establish your practice and personal life in the Fresno/Clovis area. Unlike organizations that immediately tie your income to production metrics, CHP offers a guaranteed base salary for your first two years, allowing you to focus on building patient relationships and quality care without the immediate pressure of productivity targets.

The comprehensive compensation package not only provides excellent financial rewards but also demonstrates the organization's commitment to your long-term success and well-being. Through thoughtful benefits design and performance incentives aligned with quality care, CHP has created a compensation structure that supports both professional satisfaction and financial security.

• Competitive Base Salary: $300,000 guaranteed annual base for experienced physicians for the first two years ($285,000 for new graduates), significantly higher than many primary care positions nationally and reflective of the organization's commitment to attracting quality physicians
• Two-Year Guarantee: Focus on building your practice with the security of a guaranteed salary during your first two years, allowing you to establish patient relationships without immediate productivity pressure
• Sign-On/Retention Bonus: $50,000 sign-on/retention bonus to ease your transition to the area and recognize your commitment to joining the team
• Quality Incentive: $25,000 annual quality bonus tied to meaningful care metrics rather than just volume, rewarding your commitment to excellence in patient care
• Production Potential: Projected production bonuses of approximately $48,828 annually (for experienced physicians) once your practice is established, with even higher potential for especially productive providers
• Retirement Security: Robust retirement package with both 401(k) and cash savings plan totaling 6% of base salary ($18,000 annually), split evenly between the two programs
• Total Compensation Potential: First-year total compensation of approximately $393,000 for experienced physicians ($377,100 for new graduates), with second-year potential of $391,828 ($399,928 for new graduates as production increases)
• APP Supervision Stipend: Additional compensation available for supervising advanced practice providers, with stipend amounts that fit within your fair market value compensation

A Thoughtful Transition to Production

In your third year, CHP transitions to a salary draw model that continues to provide stability while appropriately rewarding productivity. This structure is introduced only after you've had ample time to establish your practice, with the organization providing regular feedback during your first two years to ensure you're on track for success when the model changes.

Unlike systems that abruptly switch to full production-based compensation, CHP takes a measured approach with a salary draw model that incorporates adjustments only after two consecutive quarters below threshold—and the organization is committed to working collaboratively with you to achieve production targets well before this transition occurs.

Beyond the Numbers

While the financial compensation is exceptional, the true value of practicing with Community Health Partners extends beyond salary figures. The organization has created a practice environment that respects your professional autonomy, supports your development, and recognizes that your well-being is integral to providing excellent patient care. By joining CHP, you're securing not just an outstanding compensation package, but a career opportunity designed to sustain both professional satisfaction and financial security for years to come.