Your financial package at Oklahoma Pain Management reflects a fundamental truth: when you generate exceptional value, you deserve exceptional compensation. The practice has structured a model that makes seven-figure earnings not just possible but probable for physicians who embrace the system. Starting at a $600,000+ base salary with $70 per work RVU (wRVU) productivity bonuses, you'll discover that your income directly correlates with your willingness to master efficiency. Dr. Wright's trajectory demonstrates the potential – expect $750,000 in your first full year as you develop proficiency, then watch that climb past $1 million in year two as you hit full stride.
The mathematics of your compensation become compelling when you understand the volume dynamics. With physicians generating approximately 20,000 wRVUs annually through combined clinic and surgery center work, that $70 per wRVU bonus adds substantial income atop your guaranteed base. Unlike hospital employment where RVU calculations mysteriously fluctuate and administrative tasks dilute productivity, here every procedure counts, every injection matters, and the reporting remains transparent through eClinical Works. You'll receive regular reports showing exactly how your productivity translates to compensation, eliminating the black-box calculations that frustrate physicians elsewhere.
The practice's innovative approach to surgery center compensation deserves special attention. While regulatory requirements prevent direct profit-sharing without ownership stakes, Dr. Wright has developed creative solutions to ensure you benefit from surgery center productivity. Higher RVU rates for procedures performed at the surgery center recognize the additional value these complex cases generate. This isn't a technicality buried in contract fine print – it's an explicit acknowledgment that spinal cord stimulator implants deserve different compensation than routine clinic injections.
Your base salary provides security while you build your practice, but unlike traditional guaranteed periods that create complacency, this guarantee comes with infrastructure ensuring success. The practice currently receives 700+ monthly referrals with projections exceeding 1,000 – your patient base already exists, waiting for additional capacity. You won't cold-call referring physicians or host marketing lunches hoping for referrals; Lauren and her business development team have already built those relationships. Your job is simply to deliver excellent care efficiently, and the compensation follows naturally.
Beyond the stated compensation, consider the financial implications of the practice model. No hospital committees consuming unpaid hours. No documentation taking you home at night. No prior authorization battles. Every hour you work generates revenue rather than bureaucracy. While others chase volume to offset declining reimbursements, you’ll leverage systematic efficiency to multiply your earnings while preserving balance.
The surgery center ownership opportunity, while not guaranteed, represents potential future upside. As current partners near retirement, equity may become available for proven physicians. Dr. Wright’s vision for expansion—new markets, additional surgery centers, potential private equity involvement—creates long-term wealth opportunities for those contributing to growth.
The compensation structure intentionally aligns incentives throughout the organization. High-performing medical assistants earn above-market wages. Mid-level providers are rewarded for expanded clinical autonomy. Even the business development team benefits from growth. This creates a virtuous cycle where collective success raises all boats, erasing the zero-sum mindset that limits most practices.
Contract terms protect both parties while maintaining flexibility. Non-compete clauses remain reasonable, ensuring mutual benefit. The practice’s malpractice history is exemplary, with minimal claims despite massive procedural volume—proof of technical excellence and patient satisfaction. Transparency around the single historical settlement reinforces a culture of openness and trust.
This compensation package delivers what most healthcare employment only promises: true earning potential tied directly to productivity, comprehensive benefits that protect your family, and a pathway to wealth creation usually reserved for owners. You won’t question your paycheck, resent administrators, or chase diminishing returns. Instead, you’ll experience the satisfaction of fair compensation for exceptional performance—backed by infrastructure that sustains rather than exhausts.
In an era where physician pay increasingly disconnects from effort, this model restores the core principle: exceptional doctors who deliver exceptional care at exceptional volumes deserve exceptional rewards – and here, they receive them.