Contract & Benefits

Physician Recruitment Process and Compensation Overview

Compensation

An outpatient neurologist at WK Pierremont enters a practice turning away approximately 100 referrals per week, meaning panel-building will be rapid once the physician is credentialed. With no inpatient call obligation, the incoming physician focuses entirely on outpatient production. The experienced base of $375,000 exceeds the MGMA median for general neurology ($369,011), providing above-median income security from day one. The incentive threshold falls at approximately the 60th percentile of national wRVU production, meaning physicians who build above-median volume will earn meaningful incentive income. At the MGMA 75th percentile of production, total estimated compensation reaches approximately $464,000 for an experienced physician.

*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 5*
Clinical Hours per Week 40*
Patients per Day 12*
Weeks Worked 46*
Base Salary (Experienced) $375,000
Base Salary (New Graduate) $325,000
Conversion Factor (Experienced) $67.00 per wRVU
Conversion Factor (New Graduate) $59.00 per wRVU
Incentive Threshold (Experienced) 5,597 wRVUs* (Base ÷ CF = $375,000 ÷ $67)
Incentive Threshold (New Graduate) 5,508 wRVUs* (Base ÷ CF = $325,000 ÷ $59)
wRVU per Visit 2.00* (MGMA median wRVUs ÷ estimated annual visits)
Signing Bonus $25,000

Production Calculations

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

Variable Formula Value
Annual Visits 5 × 12 × 46 2,760*
Total wRVUs (Assumed Schedule) 2,760 × 2.00 5,520*
Total wRVUs (MGMA Median) MGMA Neurology General Overall 5,059*
Total wRVUs (MGMA 75th) MGMA Neurology General Overall 6,932*
Total wRVUs (MGMA 90th) MGMA Neurology General Overall 9,431*

Compensation Model

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

Total Compensation = Base Salary + Incentive Compensation

Experienced Physician | Base: $375,000 | Threshold: 5,597 wRVUs* | CF: $67.00

Scenario Total wRVUs Incentive Total Compensation
MGMA Median 5,059* $0 (below threshold) $375,000
Assumed Schedule 5,520* $0 (below threshold) $375,000
MGMA 75th 6,932* (6,932 − 5,597) × $67 = $89,445* $464,445*
MGMA 90th 9,431* (9,431 − 5,597) × $67 = $256,878* $631,878*

New Graduate | Base: $325,000 | Threshold: 5,508 wRVUs* | CF: $59.00

Scenario Total wRVUs Incentive Total Compensation
MGMA Median 5,059* $0 (below threshold) $325,000
MGMA 75th 6,932* (6,932 − 5,508) × $59 = $84,016* $409,016*
MGMA 90th 9,431* (9,431 − 5,508) × $59 = $231,457* $556,457*

Market Benchmark Comparison

Metric Calculated Value MGMA Percentile Interpretation
Total Compensation, Experienced at 75th Production $464,445* 75th* Market-Aligned Compensation
Total Compensation, New Grad at 75th Production $409,016* 50th–75th* Market-Aligned Compensation
wRVU Productivity, MGMA Median 5,059* 50th* MGMA Neurology General Overall
Incentive Threshold, Experienced 5,597 wRVUs* ~60th* Threshold set above median; incentive begins at above-median production
Incentive Threshold, New Graduate 5,508 wRVUs* ~58th* Similar positioning; incentive accessible at above-median production
Pay per wRVU, Experienced at 75th Production $67.00 50th* Just below MGMA median ($70.19*); offset by above-median base salary

MGMA Source: Neurology, General, Overall, 2025 MGMA DataDive
wRVU Percentiles: 10th: 2,413 | 25th: 3,739 | Median: 5,059 | 75th: 6,932 | 90th: 9,431
Compensation Percentiles: 10th: $247,711 | 25th: $315,652 | Median: $369,011 | 75th: $446,457 | 90th: $600,027

Three Year Projection

Year wRVUs Total Compensation
Year 1, Ramp 3,500* $375,000*
Year 2, Full Production 6,932* (MGMA 75th) $464,445*
Year 3 7,140* $478,378* (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

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

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