Pella Regional offers a straightforward compensation model built around income security, productivity upside, and a strong benefits package that compares well in the independent hospital market. The two-year salary guarantee removes financial pressure during the ramp-up period, and the RVU model rewards physicians who build volume quickly. The recruitment incentive package is flexible and structured around what matters most to each individual physician.
| Component | Detail |
|---|---|
| Base Salary | $600,000 |
| Guarantee Period | Up to 2 years |
| Productivity Model | wRVU-based; physician earns above guarantee when production exceeds the salary threshold |
| RVU Reporting | Monthly RVU report provided; end-of-year reconciliation |
During the guarantee period, physicians receive a consistent draw. If production exceeds the guarantee mid-year, Pella Regional can issue a payout. The full settlement occurs at year-end. Once established, salary is set based on the prior year's production, maintaining paycheck consistency while still rewarding high performers.
| Component | Detail |
|---|---|
| Engagement Charters | Physician-developed quality and process improvement goals |
| Incentive Value | Up to 5% of salary |
| Per Charter | 1.67% of salary |
| Attainment | Commonly achieved across the physician group |
Charters are not arbitrary metrics. Physicians set their own goals around clinical process improvement and outcomes. The 5% incentive is a realistic target, not a stretch goal.
Pella Regional offers up to $100,000 in recruitment incentives. The structure is flexible and tailored to each physician's priorities. Common applications include:
The allocation is discussed during the offer conversation based on what the physician identifies as most important.
| Component | Detail |
|---|---|
| Coverage Type | Provided by Pella Regional |
| Tail Coverage | Sliding scale based on tenure at time of departure |
| 2 years of service | 25% of tail covered |
| 4 years of service | 75% of tail covered |
| 5+ years of service | 100% of tail covered |
| Component | Detail |
|---|---|
| Annual Clinic Days | 184 days per year |
| Time Off | Approximately 6 weeks, inclusive of CME |
| Paid Holidays | 6 (New Year's Day, Memorial Day, July 4, Labor Day, Thanksgiving, Christmas Day) |
| Holiday Policy | Clinic closures due to holidays or weather do not count against the physician's days |
| CME Allowance | $3,500 per year (first 5 years; increases with tenure) |
Pella Regional offers two health plan options:
The majority of employees select the HDHP. The organization has maintained one of the lower deductible thresholds available within the HDHP category.
Additional health-related benefits:
| Coverage | Detail |
|---|---|
| Short-Term Disability | 60% of weekly earnings; third-party plan; no cost to physician |
| Long-Term Disability | Provided; no cost to physician |
| Component | Detail |
|---|---|
| 401(k) Employer Match | Up to 2% (requires 4% physician contribution) |
| Employer Contribution by Tenure | Year 2: 1% / Year 3: 2% / Year 4: 3% / Year 5+: 4% |
| Total Employer Contribution at 5 Years | Up to 6% (match + tenure contribution combined) |
| 457(b) Plan | Available; most physicians qualify based on income level |
The 457(b) plan provides a significant additional tax-deferred savings vehicle on top of the 401(k). Pella Regional offers free access to a third-party financial advisor who provides personalized guidance on maximizing both plans, minimizing tax exposure, and structuring long-term wealth building. This service is provided at no cost to the physician.