The $376K is guaranteed for two years, then they put you on a productivity model, but they set an annual compensation number based off your productivity. See how they explain it below:
The existing OBGYN’s at Salem Health like this model because they have clear visibility of exactly what their compensation will be at varying levels of productivity. If a provider desires to be paid at the P75 or P90 level, they know exactly how many wRVUs would need to be produced in a 12 month period. Conversely, your base salary will not drop below $350K.
| wRVUs (1.0 FTE) | Productivity Range | Comp Tier | Annual Comp (1.0 FTE) |
|---|---|---|---|
| 0 to 6124 | P50 | P50 | $349,900 |
| 6125 to 6454 | P51 - P55 | P55 | $362,946 |
| 6455 to 6784 | P56 - P60 | P60 | $375,993 |
| 6785 to 7114 | P61 - P65 | P65 | $389,039 |
| 7115 to 7444 | P66 - P70 | P70 | $402,086 |
| 7445 to 7842 | P71 - P75 | P75 | $415,132 |
| 7843 to 8515 | P76 - P80 | P80 | $450,380 |
| 8516 to 9188 | P81 - P85 | P85 | $485,628 |
| 9189 to 9727 | P86 - P90 | P90 | $520,876 |
| 9728 | >P90 | Per WRVU | Varies |
“For the SHMG (Salem Health Medical Group) plan, we don’t actually pay on a per wRVU basis (which would be the more common plan design). The SHMG Provider Compensation Plan establishes wRVU thresholds at varying percentiles, based on market/survey data, and sets an annual compensation amount for that tier of productivity (compensation is also based on survey data to set those benchmarks).
We guarantee you’ll be compensated at the P60 level for up to 2 years, or less with mutual agreement to move to productivity model sooner (ie. By surpassing the P60). Salem Health reviews productivity paid provider compensation two times per year, in January and July.”