This is a production-based role with a strong guaranteed base. The new graduate tier starts at a base of $748,878, and the experienced tier starts at $810,000, both evergreen. Both tiers pay $65.17 per wRVU above the incentive threshold, and because each tier's base equals its threshold at that rate, total compensation above threshold tracks production closely for either tier. Modeled at the MGMA Invasive-Interventional median of 11,683 wRVUs, expected total compensation lands near the base for each tier, and production toward the 75th percentile (15,475 wRVUs) pushes total compensation past $1,000,000. Physicians typically reach full production after a first-year ramp. The structure is fair relative to workload: the guaranteed base sits near the MGMA median for total compensation, and the per-wRVU rate rewards the procedural volume this practice supports.
MGMA specialty used: Cardiology: Invasive-Interventional (2026 MGMA DataDive, Overall), selected because the role is explicitly interventional with subspecialty procedures and a dedicated interventional service line.
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 | New Graduate | With Experience |
|---|---|---|
| Clinical days per week | 4.5 | 4.5 |
| Clinical hours per week | 36 | 36 |
| Admin time | 4 hours per week | 4 hours per week |
| Patients per day | 22 to 25 | 22 to 25 |
| Weeks worked | 46* | 46* |
| Base salary | $748,878 | $810,000 |
| Incentive threshold | 11,491 wRVU | 12,429 wRVU |
| Conversion factor | $65.17 per wRVU | $65.17 per wRVU |
| Bonus structure | $65.17 per wRVU above threshold, paid quarterly | $65.17 per wRVU above threshold, paid quarterly |
Annual Visits = Clinical Days × Patients per Day × Weeks Worked
| Metric | Value |
|---|---|
| Annual visits | 4,554 to 5,175* |
| Full-production wRVUs | 11,683* |
Incentive Compensation = (Total wRVUs − Threshold) × Conversion Factor
Total Compensation = Base Salary + Incentive Compensation
| Variable | New Graduate | With Experience |
|---|---|---|
| Full-production wRVUs | 11,683* | 11,683* |
| Incentive threshold | 11,491 | 12,429 |
| wRVUs above threshold | 192* | 0* |
| Incentive compensation | $12,513* | $0* |
| Base salary | $748,878 | $810,000 |
| Total compensation | $761,391* | $810,000 |
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total Compensation, New Graduate | $761,391* | Evergreen base, market-aligned | |
| Total Compensation, With Experience | $810,000 | Higher guaranteed floor | |
| Productivity (wRVUs) | 11,683* | 50th* | At MGMA median |
| Pay per wRVU | $65.17 | Below MGMA median rate |
Structure: Market-Aligned Compensation.
| Year | New Graduate | With Experience |
|---|---|---|
| Year 1 (ramp) | $748,878 | $810,000 |
| Year 2 (full production) | $761,391* | $810,000 |
| Year 3 | $784,233* | $834,300* |
Modeled or MGMA-derived value (Cardiology: Invasive-Interventional, 2026 MGMA DataDive, Overall). Final figures to be confirmed by the employer.
Beyond the production model above, Norman Regional offers a full benefits package and additional financial incentives. The items below are not reflected in the compensation model.