This is a flat-compensation 1099 independent contractor position with a base range of $270,000 to $285,000 annually based on experience. San Antonio Regional Hospital guarantees the first-year base salary, providing income stability while the clinic builds toward full capacity. A group productivity bonus has been paid every year for the past 10 years, ranging from $10,000 to $25,000 annually. At the high end of the base and full bonus, total cash compensation reaches approximately $310,000, which approaches but does not reach the 25th percentile for Internal Medicine: General in the Western region per 2025 MGMA benchmarks. The physician's direct patient volume is minimal by design, reflecting a supervisory and teaching role rather than a traditional production-based practice, which limits upside under a standard production model but significantly reduces clinical burden relative to peers.
*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 | Value |
|---|---|
| Clinical Days per Week | 4.5 (Mon–Thu full day; Fri half day) |
| Clinical Hours per Week | 36 hours |
| Admin Time | Friday afternoon |
| Direct Patients per Day | Up to 5 (worst case; typically fewer) |
| Weeks Worked | 48* |
| Base Compensation Range | $270,000–$285,000 |
| Year 1 Salary Guarantee | Guaranteed by SARH in Year 1 |
| Incentive Threshold | N/A — flat compensation structure |
| Bonus Structure | $10,000–$25,000 (group productivity; 10-year history) |
| Annual Merit Increase | 2–4% |
| Sign-On Bonus | $5,000–$10,000 |
| Metric | Formula | Value |
|---|---|---|
| Annual Direct Patient Visits | 4.5 days × 5 patients × 48* weeks | 1,080* |
| Supervisory Encounters Overseen | 4 residents × 8 pts/day × 48* weeks | 1,536* |
| NP Encounters (Reference Only) | 1 NP × 15 pts/day × 4 days × 48* weeks | 2,880* |
| Total Clinic Volume (Est.) | Residents + NP + Attending | ~5,496* |
| Production Model Type | Flat compensation; no wRVU or collections inputs | N/A |
| Component | Low Scenario | High Scenario |
|---|---|---|
| Base Compensation | $270,000 | $285,000 |
| Group Productivity Bonus | $10,000 | $25,000 |
| Total Cash Compensation | $280,000 | $310,000 |
Total Compensation = Base Salary + Bonus
MGMA Source: Internal Medicine: General, Western Region, 2025
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Total Compensation — Base Low | $270,000 | Below 10th ($274,106*) | Below market floor for Western IM |
| Total Compensation — Base High | $285,000 | 10th–25th percentile* | Entering lower market range |
| Total Compensation — High Base + Max Bonus | $310,000 | Approaching 25th ($316,157*) | Near 25th percentile with full bonus |
| Direct Patient Visits | 1,080* | Below 10th percentile* | Supervisory role; not a standard production model |
Market Alignment Rating: Potentially Unbalanced Compensation Structure
Compensation falls at or below the Western 10th percentile at the base level. With the maximum historical bonus applied to the high-end base, total compensation approaches but does not reach the 25th percentile. The supervisory and academic nature of the role means productivity is not comparable to a traditional IM panel practice. This analysis supports a negotiation for a higher base given the clinical oversight, academic responsibilities, and ground-floor investment the physician is being asked to make.
| Year | Base | Bonus | Merit (3%*) | Total |
|---|---|---|---|---|
| Year 1 | $277,500* | $10,000 | — | $287,500* |
| Year 2 | $285,825* | $17,500* | +$8,325* | $303,325* |
| Year 3 | $294,400* | $17,500* | +$8,575* | $311,900* |
Year 1 = Base midpoint applied ($277,500*); bonus shown conservatively at low end during ramp period.
Year 2 = Full production.
Year 3 = Year 2 × 1.03.
| Detail | Value |
|---|---|
| Policy Type | Physician obtains own policy (1099 structure) |
| Premium Facilitation | Premier Medical Group provides malpractice insurance contacts |
| Premium Reimbursement | Covered by Premier Medical Group as a bonus payment |
| Tail Coverage | Physician's responsibility; not provided by employer |
| Typical CA Coverage Limits | $1M per occurrence / $3M aggregate* |
This is a 1099 independent contractor position. No employer-sponsored benefits are included. The items below fall outside the financial model above.
No employer-provided benefits are included with this position. Premier Medical Group offers contractors access to the following resources:
Physicians structured through an S-corp or LLC may be able to deduct health insurance, CME, retirement contributions, vehicle expenses, and other business costs. Independent financial and tax advice is recommended.
A W2 employment arrangement is available for candidates who prefer it, though the employer's preference is 1099. Candidates considering W2 should be aware that California state income taxes will significantly reduce net compensation relative to the 1099 structure.