The working compensation target is approximately $500,000 in guaranteed annual salary. A high guaranteed salary is important because the new practice will need time to establish realistic volumes before a productivity formula can be designed.
Leadership is open to revisiting compensation after one to two years. Once actual patient volumes, procedure demand, and referral patterns are known, the parties may consider a lower guaranteed base with meaningful productivity upside. The initial contract should avoid placing the physician into an RVU model that cannot be achieved during startup.
The hospitals included $75,000 for a neurology signing bonus in a rural health transformation funding application. The intent is to front-load the entire amount to the physician during the first year, although the hospitals may receive reimbursement from the state over a longer period. Because funding had not yet been formally awarded during the profile call, the final PC Compass and employment agreement should describe this as anticipated or contingent until written approval is received.
The strongest candidate will see the absence of an existing neurology infrastructure as an opportunity rather than a limitation. This role is ideal for a neurologist who wants substantial autonomy, a manageable schedule, meaningful community impact, and the ability to shape how neurological care is delivered across an underserved region.
A physician seeking a mature academic department, immediate subspecialty-only volume, or a dedicated inpatient neurology service may not find the role aligned with their goals. A general neurologist who values relationships, access, rehabilitation, and program development can build a highly visible and professionally rewarding practice.