Pella Regional offers a compensation model built around income stability during ramp-up, meaningful productivity upside once established, and a benefits package designed to support long-term financial health. The structure is straightforward: a guaranteed base gives new physicians a secure foundation while they build their practice, with a performance-based model that rewards production over time.
| Component | Detail |
|---|---|
| Total Compensation Potential | $400,000 (W2, all components combined) |
| Guarantee Period | Up to 2 years |
| Productivity Model | RVU-based; $58 per wRVU conversion factor |
| RVU Reporting | Monthly reports provided to physician |
| Mid-Year Review | Available; additional payout if production significantly exceeds guarantee |
| Year-End True-Up | Annual reconciliation of production against draw |
Pella Regional offers a physician engagement bonus of up to 5% of salary annually. Bonuses are structured around individually developed quality and process improvement goals called engagement charters. Each charter is worth 1.67% and physicians report that hitting the full bonus is common. Goals focus on process improvement and improved patient outcomes rather than volume metrics alone.
Up to $100,000 in recruitment incentives is available. The structure is individualized based on each physician's needs and may include a combination of signing bonus, relocation assistance, and student loan support. The specifics are discussed directly with candidates during the offer process.
| Years of Service | Tail Coverage Provided |
|---|---|
| 2 years | 25% |
| 3 years | 50% |
| 4 years | 75% |
| 5 or more years | 100% |
Health Insurance Two options are available: a traditional benefit plan and a high-deductible health plan (HDHP). Most employees elect the HDHP. For physicians on the family HDHP, Pella Regional contributes up to $1,500 toward a health savings account (HSA). The hospital takes pride in maintaining one of the lower deductible thresholds among qualifying HDHP plans.
A standout benefit for physicians with routine prescriptions: Pella Regional's retail pharmacy offers medications at cost plus 5%, which runs through insurance and applies to the deductible. Employees commonly report saving hundreds of dollars per month through this program.
Pella Regional offers both a 401(k) and a 457(b) plan. The 401(k) includes a two-part employer contribution:
| Component | Detail |
|---|---|
| Employer Match | 2% (requires 4% employee contribution; available year one) |
| Automatic Employer Contribution | Begins year two regardless of employee contribution |
| Year 2 | 1% automatic contribution |
| Year 3 | 2% automatic contribution |
| Year 4 | 3% automatic contribution |
| Year 5+ | 4% automatic contribution |
| Maximum Combined (Year 5+) | 6% from employer |
The 457(b) plan is available to all physicians given their income level and provides an additional pre-tax savings vehicle beyond the 401(k) limit.
A third-party financial advisor is available to all providers as a free benefit. The advisor offers personalized consultations on maximizing retirement contributions, tax strategy, and benefits planning. Pella Regional also hosts provider lunch-and-learn sessions on financial topics throughout the year.
Physicians are expected to work approximately 184 days per year. There is no separate PTO bucket; the compensation model is structured so that days worked and compensation align throughout the year, with an end-of-year settlement. Physicians have flexibility to manage their schedules around clinic obligations.
Six paid holidays are observed annually: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas Day. Clinic closures on these days do not count against the physician's working day total.
CME reimbursement is $3,500 annually for the first five years, with an increase in subsequent years. CME time is incorporated into the overall schedule rather than tracked as a separate leave bank.