Contract & Benefits

Physician Recruitment Process and Compensation Overview

The base salary is benchmarked to the Western MGMA median for Urology at $561,889*, a figure confirmed by the employer as the alignment target for the guarantee period. On an assumed full surgical schedule of 4.5 days per week* across clinic and OR, a physician producing at approximately the 85th percentile* of Western urology wRVU output would generate total modeled compensation near $812,000* in year two. That figure is above the employer-confirmed current faculty earnings range of $630,000 to $730,000, which reflects actual production and serves as the more grounded real-world benchmark for this practice. The two-year guarantee protects income during the ramp period, and the practice has documented physicians exceeding the incentive threshold and opting into productivity-driven earnings within 12 months of employment. A Program Director stipend is available for the candidate who takes the leadership track, providing meaningful income beyond the clinical model.

*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.

Compensation Table

Variable	Value
Clinical Days per Week	4.5* (2–2.5 clinic + 2–2.5 OR per recruiter notes)
Clinical Hours per Week	36*
Patients per Day	12*
Weeks Worked per Year	46*
Base Salary	$561,889* (MGMA 2025 Western Urology median)
Guarantee Period	2 years
wRVU per Visit	4.5* (blended rate for urology clinic and surgical mix)
Conversion Factor	$72.69* (MGMA 2025 Western Urology median comp/wRVU)
Incentive Threshold	7,729* (Base ÷ Conversion Factor)
Sign-On Bonus	$25,000 (negotiable)
Relocation	$10,000–$20,000
Student Loan Repayment	Available
Program Director Stipend	Additional; amount to be confirmed with employer

Production Calculations

Formula	Calculation	Result
Annual Visits = Clinical Days × Patients per Day × Weeks Worked	4.5* × 12* × 46*	2,484*
Total wRVUs = Annual Visits × wRVU per Visit	2,484* × 4.5*	11,178*

Compensation Model

Incentive Threshold = Base Salary ÷ Conversion Factor = $561,889* ÷ $72.69* = 7,729*

Incentive Compensation = (Total wRVUs − Threshold) × Conversion Factor

Total Compensation = Base Salary + Incentive Compensation

Component	Calculation	Value
Base Salary	MGMA 2025 Western Urology Median	$561,889*
Incentive Threshold	7,729* wRVUs	—
Excess wRVUs	11,178* − 7,729*	3,449*
Incentive Compensation	3,449* × $72.69*	$250,721*
Total Compensation	$561,889* + $250,721*	$812,610*

Employer-confirmed current faculty earnings of $630,000–$730,000 fall between the MGMA Western 75th ($637,312) and 90th ($774,857) percentiles and serve as the real-world production benchmark for this practice.

Market Benchmark Comparison

Metric	Calculated Value	MGMA Percentile	Interpretation
Total Compensation (modeled)	$812,610*	Above 90th*	Highly Competitive Compensation; exceeds MGMA Western 90th ($774,857) at assumed full production
Total Compensation (employer-confirmed faculty range)	$630,000–$730,000	75th–90th*	Highly Competitive Compensation; falls between Western 75th ($637,312) and 90th ($774,857)
Productivity (wRVUs)	11,178*	~85th*	Above Western 75th (10,450); approaching Western 90th (12,320)
Pay per wRVU	$72.69*	~50th*	At Western Urology median comp/wRVU; market-aligned conversion rate
Incentive Threshold	7,729* wRVUs	~50th*	Near Western wRVU median (8,171); accessible threshold consistent with employer report of sub-12-month ramp to productivity

MGMA Source: 2025 MGMA DataDive, Urology (General), Western Geographic Region

Three Year Projection

Year	wRVUs	Base Salary	Incentive Compensation	Total Compensation	Notes
Year 1	7,825* (70% ramp)	$561,889*	$6,978*	$568,867*	Ramp production slightly exceeds threshold; guarantee covers if production falls short
Year 2	11,178* (full)	$561,889*	$250,721*	$812,610*	Full production; consistent with high-volume surgical practice
Year 3	11,513*	$561,889*	$275,059*	$836,948*	3% growth applied to Year 2 production

Malpractice Coverage

Detail	Value
Coverage Structure	Claims-Made
Coverage Limits	$1,000,000/$3,000,000*

Benefits and Additional Compensation

TUMA provides a comprehensive benefits package through Touro University. The items below reflect benefits and financial components outside the production model.

Benefits

Medical: Choice of Kaiser Permanente HMO (two co-pay tier options), Kaiser Permanente PHCS PPO, or UHC Classic PPO
Dental: CIGNA Dental PPO or DHMO; employee-paid with pre-tax dollars
Vision: VSP Vision; employee-paid with pre-tax dollars
Retirement: 401(k) and Roth option through TIAA; employer match up to 5%
Flexible Spending Account: Healthcare FSA up to $3,300; dependent care FSA up to $5,000
Vacation: Accrues at 5.85 hours bi-weekly; maximum carryover of 266 hours
Sick Leave: 56 hours per year
Personal Leave: 23 hours per year
Paid Holidays: 13 paid holidays including federal holidays, Jewish observances, and one floating holiday
CME: 5 days and $2,500 per year
Professional Society Membership: Reimbursed up to $800
California License and DEA: Reimbursed by employer
Credentialing Fees: Reimbursed by employer
Long-Term Disability: 50% of monthly base salary up to $10,000/month; employer-paid through The Hartford
Short-Term Disability: Employee-paid; available through SunLife
Life Insurance: 1x annual base salary up to $300,000; employer-paid
Malpractice: Claims-made coverage
Employee Assistance Program: Free and confidential through Touro
Tuition Remission: Employee, spouse, and dependents eligible for discounts at Touro University institutions
H1B Visa Transfer: Considered; J-1 visa sponsorship is not available

Additional Compensation

Sign-on bonus: $25,000 (negotiable)
Relocation assistance: $10,000–$20,000 (distance dependent)
Student loan repayment: Available
Program Director stipend: Available for candidates in the leadership track; amount to be confirmed with employer