Most physician opportunities ask you to trust a projection. This one gives you a benchmark. The physician you are replacing earns approximately $340,000 annually seeing about 22 patients per day, with strong RVU generation driven by patient complexity and a procedural mix built over three decades. That is not a recruitment estimate. That is the actual production of the practice you are inheriting, and it establishes a realistic ceiling that most physicians spend years working toward.
Your compensation begins with a guaranteed $300,000 base salary. From there, productivity and quality incentives bring expected total compensation to approximately $330,000 to $340,000 annually. Because you are stepping into an established, fully scheduled panel rather than building one, you reach that range on a far shorter timeline than a physician starting from zero.
| Component | Detail |
|---|---|
| Base salary | $300,000 guaranteed |
| Sign-on/retention bonus | $50,000 |
| Expected total compensation | $330,000 to $340,000 with productivity and quality incentives |
| Student loan repayment | Up to $150,000 over 4 years through Georgia state-sponsored program (qualifying physicians) |
| Mid-level supervision stipend | $9,600 annually |
| Quality bonus | Quarterly, team-based |
| Relocation assistance | Provided |
| Malpractice coverage | Provided, tail included |
For qualifying physicians, Georgia's state-sponsored loan repayment program provides up to $150,000 over four years for practicing in a rural, underserved area. This is separate from your salary and bonuses. For a physician carrying typical medical school debt, this single benefit can change the entire financial trajectory of your early career, converting what would be a decade of loan payments into a four-year resolution while you earn a full salary.
Dorminy structures its quality incentives around the clinic as a whole rather than isolating individual physician metrics. Bonuses are paid quarterly, the entire clinic participates in shared goals, and physicians receive the largest share of the distribution.
The practical effect is that your front desk, your nurses, and your fellow providers all have a stake in the same outcomes you do. When a wellness visit needs to be scheduled or a preventive metric needs to be closed, the whole team moves on it. Leadership described the benchmarks as very achievable within the current clinic structure.
The departing physician's higher-than-typical RVU generation comes substantially from his procedural mix. He performs joint injections including shoulders and SI joints, cryotherapy, and other office-based procedures. Leadership noted that office-based procedural work, including select pain-management-related procedures, may further enhance RVU generation and compensation potential.
If you bring procedural skills, this practice gives you a direct path to increase your production without increasing your patient count. If you want to develop them, there is both room and encouragement to do so.
Dorminy operates its own internal hospitalist program rather than outsourcing coverage, which means these shifts are available to employed physicians who want them. Participation is entirely optional and separate from your clinic role, which carries no call obligation.
| Shift | Compensation |
|---|---|
| Day shift | $1,800 |
| Night shift | $1,000 |
| Full 24-hour shift | $2,800 |
Most physicians work the full 24-hour shift. Overnight activity is reportedly light, and the hospital provides sleeping quarters. Physicians who live locally often take overnight call from home and return only if needed. Dr. Curtis, who picks up shifts regularly, notes that hospital work also feeds her clinic: patients she treats during an admission frequently transfer their primary care to her afterward.
Two 24-hour shifts per month adds roughly $67,000 annually. Even occasional participation meaningfully changes your total.
The clinic currently employs nurse practitioner Chelsea Walker, and supervision of mid-level providers carries an annual stipend of $9,600. Dr. Curtis currently supervises Chelsea. As the practice grows, additional supervision opportunities may become available.
Dorminy anticipates teaching opportunities through a future GME affiliation. If precepting residents or students appeals to you, that pathway is developing rather than closed.
A guaranteed $300,000 base carries different weight in Ben Hill County than it does in Atlanta or Tampa. Housing in Fitzgerald's most desirable neighborhoods runs $300,000 to $400,000 for homes that would list at $700,000 to $1,000,000 in a metro market. Your commute is seven minutes. There is no parking expense, no toll, no hour lost each way to traffic.
Add the student loan repayment, the sign-on bonus, the quarterly quality distributions, and optional hospitalist shifts, and a physician who wants to build wealth quickly has an unusually direct route here. The base alone covers your life comfortably. Everything else compounds.
CEO Paige Wynn and CFO Nate rebuilt the physician compensation structure over the past year, working through contract renegotiations with legal counsel at every step. They benchmarked against MGMA data. They know what the market pays and they have been candid about where they need to be to compete. This package reflects that work.
The organization is not trying to acquire a physician at the lowest possible cost. It is trying to find someone who will stay, and it has structured the compensation, the loan repayment, the retention bonus, and the quality incentives to support exactly that outcome.
You are inheriting a practice that already produces at the level you want to be paid. The compensation structure simply pays you for what the practice already does.