Physician Recruitment Process and Compensation Overview
Compensation Model Overview
Base Salary: up to $350,000 (75th Percentile MGMA) plus production incentives.
Rate per RVU: $80 per RVU greater than monthly threshold.
Monthly Threshold: 425 RVUs (5,100 annually, at the 33rd Percentile MGMA).
173 days worked per year (average 14.41 workdays per month).
Threshold equals 29.5 RVUs/day.
Compensation Scenarios
- Scenario 1 (20 patients/day – conservative):
36 RVUs/day → 518 RVUs/month → 93 RVUs above threshold.
Bonus: ~$7,500/month = $90,000 annually.
Total Compensation: $440,000.
- Scenario 2 (22 patients/day – moderate):
39.6 RVUs/day → 571 RVUs/month → 146 RVUs above threshold.
Bonus: ~$11,680/month = $140,000 annually.
Total Compensation: $490,000.
- Scenario 3 (24 patients/day – upper range):
43.2 RVUs/day → 623 RVUs/month → 198 RVUs above threshold.
Bonus: ~$15,840/month = $190,000 annually.
Total Compensation: $540,000.
Additional Incentives
- Sign-on Bonus: $20,000
- Relocation Allowance: $10,000
- Retention Bonus: $15,000 annually (paid end of contract year)
- Value-Based Bonus: up to 5% of yearly compensation
- Student Loan Forgiveness: Paid directly to lender
Time Off & CME
- PTO: 6 weeks
- CME: 5 days + $3,000 stipend
- Malpractice: Occurrence-based coverage included
Retirement & Wealth-Building
- 403(b) Retirement Plan: GS contributes up to 6% total.
Employer contributes 4% directly; matches 50% of employee contributions up to 4%.
- 457 Deferred Compensation Plan available
- Optional 401(k) participation