This position offers a $700,000 base salary with production incentives above a 10,145 wRVU threshold at $69.00 per wRVU, a $4.00 per wRVU quality incentive contingent on meeting quality metrics, and approximately $60,000 in annual call pay. Modeled at MGMA Midwest median production, Year 2 total compensation lands near $956,000, placing the package in the 40th to 45th compensation percentile against productivity modeled at the 50th. Year 1 compensation is projected at approximately $760,000 due to standard ramp dynamics for a newly built hand panel with no inherited volume. Upside is meaningful; the group reports multiple surgeons earning over $1M, with the top orthopedic producer at approximately $1.5M. The structure has no productivity ceiling and aligns with Midwest market norms for orthopedic hand surgery.
*This model includes assumed and/or estimated inputs where data was not provided. Assumptions are clearly marked. Final compensation details are to be confirmed by the employer.
| Variable | Value |
|---|---|
| Clinical days per week | 5 (3 clinic, 2 OR) |
| Clinical hours per week | 40 |
| Patients per day (blended) | 19* (weighted across clinic days at 25 to 30 and OR days at 5 cases) |
| Weeks worked per year | 45* (52 less 7.4 weeks for 37 days PTO, CME, and holidays) |
| Base salary | $700,000 |
| Incentive threshold | 10,145 wRVUs |
| Conversion factor | $69.00 per wRVU |
| Quality bonus rate | $4.00 per wRVU above threshold |
| wRVU per visit | 3.0* (blended across clinic encounters and OR cases) |
| Call pay | $1,500 per shift at 40 shifts per year |
| Signing bonus | Negotiable |
| Metric | Formula | Value |
|---|---|---|
| Annual Visits | 5 × 19* × 45* | 4,275* |
| Total wRVUs (Year 2 Full) | 4,275* × 3.0* | 12,825* |
| Component | Calculation | Amount |
|---|---|---|
| Base Salary | Provided | $700,000 |
| Production Incentive | (12,825* − 10,145) × $69 | $184,920* |
| Quality Incentive | (12,825* − 10,145) × $4 | $10,720* |
| Call Pay | 40 × $1,500 | $60,000 |
| Total Year 2 Compensation | $955,640* |
Quality Incentive is contingent on meeting the group's quality metrics: chart closure within 3 days, coding accuracy, patient satisfaction, and citizenship (meeting attendance).
Benchmarks use MGMA 2025 DataDive, Orthopedic Surgery: Hand, Midwest Region.
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total Compensation | $955,640* | ~40th to 45th | Between 25th ($775,599) and Median ($1,012,137) |
| Total wRVUs | 12,825* | ~50th | At Midwest Median (12,620) |
| Pay per wRVU | $74.51* | ~55th | Just above Midwest Median ($73.25) |
| Incentive Threshold | 10,145 | ~25th | Threshold set near 25th percentile wRVU (10,293 Overall / 8,771 Midwest) |
Alignment Assessment: Market-Aligned Compensation. Productivity and compensation sit within ~10 percentiles of each other. A producer reaching MGMA Midwest 75th percentile (14,474 wRVU) would earn approximately $1.08M* in total compensation; a 90th percentile producer (20,999 wRVU) would reach approximately $1.55M*, consistent with the group's reported top earner.
| Year | wRVU Target | Total Compensation |
|---|---|---|
| Year 1 (50% Ramp) | 6,413* | $760,000* |
| Year 2 (Full Production) | 12,825* | $955,640* |
| Year 3 | 13,210* | $984,309* (Year 2 × 1.03) |
Year 1 ramp reflects standard volume build dynamics for a newly created hand surgery panel with no inherited patients. Below-threshold Year 1 production means base salary and call pay carry the year; production incentive engages in Year 2 once panel maturity is reached.
| Element | Detail |
|---|---|
| Structure | Paid by employer, comprehensive |
| Tail Coverage | Included |
| Limits | 1M/3M* (Michigan state norm) |
Benefits and non-modeled financial incentives below sit outside the base, production, quality, and call pay components detailed in the Financial Proforma Analysis.