Contract & Benefits

Physician Recruitment Process and Compensation Overview

Physician Financial Snapshot

This proforma models the outpatient Cancer Center contract at full production. The incoming physician begins as an inpatient oncology hospitalist at Piermont Hospital under a separate contract, then transitions into the main outpatient group. The base salary of $480,000 sits between the MGMA 50th and 75th percentiles for total compensation in this specialty, providing a solid income floor. However, the incentive threshold as calculated from the base and conversion factor is 24,000 wRVUs, which is more than double the MGMA 90th percentile for this specialty (11,555 wRVUs). In practical terms, incentive compensation is not attainable at any typical production level. The base salary is effectively the total compensation for this role as structured. This is a significant structural concern and should be reviewed with the client before the position is marketed.

*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*
Clinical Hours per Week	32*
Patients per Day	25*
Weeks Worked	46*
Base Salary	$480,000
Conversion Factor	$20.00 per wRVU
Incentive Threshold	24,000 wRVUs* (Base ÷ CF = $480,000 ÷ $20)
wRVU per Visit	1.47* (MGMA median wRVUs ÷ estimated annual visits)
Signing Bonus	$25,000

Note: HemOnc wRVU production is substantially augmented by infusion and chemotherapy administration codes beyond standard E&M visits. Even accounting for infusion volume, the MGMA 90th percentile for this specialty is 11,555 wRVUs nationally. The threshold of 24,000 wRVUs is not achievable at any documented production level for this specialty.

Production Calculations

Annual Visits = Clinical Days × Patients per Day × Weeks Worked

Variable	Formula	Value
Annual Visits	4 × 25 × 46	4,600*
Total wRVUs (Assumed Schedule)	4,600 × 1.47	6,762*
Total wRVUs (MGMA Median)	MGMA HemOnc General Overall	6,393*
Total wRVUs (MGMA 75th)	MGMA HemOnc General Overall	8,564*
Total wRVUs (MGMA 90th)	MGMA HemOnc General Overall	11,555*

Compensation Model

Incentive Compensation = (Total wRVUs − Threshold) × Conversion Factor

Total Compensation = Base Salary + Incentive Compensation

Base: $480,000 | Threshold: 24,000 wRVUs | CF: $20.00*

Scenario	Total wRVUs	Incentive	Total Compensation
MGMA Median	6,393*	$0 (below threshold)	$480,000
MGMA 75th	8,564*	$0 (below threshold)	$480,000
MGMA 90th	11,555*	$0 (below threshold)	$480,000

Market Benchmark Comparison

Metric	Calculated Value	MGMA Percentile	Interpretation
Total Compensation (Base)	$480,000	50th–75th*	Market-Aligned Compensation on base salary alone
wRVU Productivity, MGMA Median	6,393*	50th*	MGMA HemOnc General Overall
Incentive Threshold	24,000 wRVUs*	Above 90th*	Threshold is more than double the MGMA 90th percentile (11,555*); incentive compensation is not attainable at any typical production level; client review strongly recommended
Pay per wRVU at Median Production	$75.08*	50th*	Compensation per wRVU at median production is below MGMA median ($98.56*) due to low conversion factor

MGMA Source: Hematology/Oncology, General, Overall, 2025 MGMA DataDive

wRVU Percentiles: 10th: 3,062 | 25th: 4,574 | Median: 6,393 | 75th: 8,564 | 90th: 11,555

Compensation Percentiles: 10th: $351,675 | 25th: $469,122 | Median: $589,102 | 75th: $751,547 | 90th: $963,846

Three Year Projection

Year	Role	wRVUs	Total Compensation
Year 1	Inpatient Hospitalist, Piermont Hospital	Per inpatient contract*	Per inpatient contract (details to be confirmed)
Year 2, Full Production	Outpatient Cancer Center, MGMA Median	6,393*	$480,000*
Year 3	Outpatient Cancer Center	6,585*	$494,400* (Year 2 × 1.03)

Malpractice Coverage

Variable	Value
Coverage Type	Occurrence or claims-made with tail*
Coverage Limits	$1M / $3M* (standard Louisiana)
Source	Not confirmed; to be verified with client

Part 2: Benefits and Additional Compensation

Willis-Knighton provides the following benefits and financial incentives not reflected in the production model above.

Benefits

Medical: three-tier plan; employee premium $120/month; PCP copay $25; specialist copay $45 (Tier 1), $60 (Tier 2); $250 annual Rx deductible; Healthy Merits program offers $600 annual premium credit
Dental: Basic, Enhanced, and In-Network Only plan options; preventive covered 100% across all plans; employee premiums from $24.28/month
Vision: annual exam covered in full at WK facilities; employee premium $6.40/month
Life and AD&D: employer-paid at 2.5 times annual base salary up to $500,000; supplemental options available
Short-term disability: employer-paid; 60% of weekly earnings up to $650/week; 14-day elimination; 24-week duration
Long-term disability: employer-paid; 50% of monthly earnings up to $6,000/month; 180-day elimination; buy-up available
Defined Benefit Pension: automatic enrollment after one year; benefit based on average of five highest consecutive earnings years multiplied by years of service; 100% vested after five years; normal retirement age 65
403(b): pre-tax and post-tax contributions through Corebridge Financial
Flexible spending: HCRA up to $3,300/year; DCRA up to $7,500/year
Physician autonomy: physicians choose their own insurance panels; WK does not mandate payer participation
Additional: tuition reimbursement, on-site fitness center, EAP, legal plan, critical illness insurance, pet insurance, credit union, LifeLock, cafeteria discount, local company discounts

Additional Compensation

Affiliation bonus: $25,000 over 3 years or $50,000 over 5 years
Relocation assistance: $10,000
Inpatient hospitalist contract: separate RVU-based agreement covering Phase 1 at Piermont Hospital; details to be confirmed with client