Contract & Benefits

Physician Recruitment Process and Compensation Overview

Compensation

A delivery-focused OBGYN at WK South will enter a global OB billing practice serving a predominantly Medicaid population with consistent volume. Global OB billing bundles prenatal, delivery, and postpartum care into a single episode fee, so wRVU production ramps over one to two years as the physician builds a full panel and cycles through global episodes. The base salary covers income during this period. At the MGMA median for wRVU production (7,231), an experienced physician earns the base guarantee only, as the threshold is set just above the median. Meaningful incentive income begins above the 75th percentile of national production. A physician at the MGMA 90th percentile could earn approximately $601,400 total.

*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 15*
Weeks Worked 46*
Base Salary (Experienced) $362,500
Base Salary (New Graduate) $300,000
Conversion Factor $50.00 per wRVU
Incentive Threshold (Experienced) 7,250 wRVUs* (Base ÷ CF = $362,500 ÷ $50)
Incentive Threshold (New Graduate) 6,000 wRVUs* (Base ÷ CF = $300,000 ÷ $50)
wRVU per Visit 2.62* (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 4 × 15 × 46 2,760*
Total wRVUs (Assumed Schedule) 2,760 × 2.62 7,231*
Total wRVUs (MGMA Median) MGMA OB/GYN General Overall 7,231*
Total wRVUs (MGMA 75th) MGMA OB/GYN General Overall 9,230*
Total wRVUs (MGMA 90th) MGMA OB/GYN General Overall 12,028*

Compensation Model

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

Total Compensation = Base Salary + Incentive Compensation

Experienced Physician | Base: $362,500 | Threshold: 7,250 wRVUs* | CF: $50.00

Scenario Total wRVUs Incentive Total Compensation
MGMA Median 7,231* $0 (below threshold) $362,500
MGMA 75th 9,230* (9,230 − 7,250) × $50 = $99,000* $461,500*
MGMA 90th 12,028* (12,028 − 7,250) × $50 = $238,900* $601,400*

New Graduate | Base: $300,000 | Threshold: 6,000 wRVUs* | CF: $50.00

Scenario Total wRVUs Incentive Total Compensation
MGMA Median 7,231* (7,231 − 6,000) × $50 = $61,550* $361,550*
MGMA 75th 9,230* (9,230 − 6,000) × $50 = $161,500* $461,500*
MGMA 90th 12,028* (12,028 − 6,000) × $50 = $301,400* $601,400*

Market Benchmark Comparison

Metric Calculated Value MGMA Percentile Interpretation
Total Compensation, Experienced at 75th Production $461,500* ~60th* Market-Aligned Compensation
Total Compensation, New Grad at Median Production $361,550* 50th* Market-Aligned Compensation
wRVU Productivity, MGMA Median 7,231* 50th* MGMA OB/GYN General Overall
Incentive Threshold, Experienced 7,250 wRVUs* 50th* Threshold set at the national median; no incentive earned at median production
Incentive Threshold, New Graduate 6,000 wRVUs* Threshold set below median; incentive attainable at and above median production
Pay per wRVU, Experienced at Median Production $50.11* Below MGMA median ($56.83*) Base-heavy structure with upside above threshold

MGMA Source: OB/GYN: General, Overall, 2025 MGMA DataDive
wRVU Percentiles: 10th: 3,397 | 25th: 5,242 | Median: 7,231 | 75th: 9,230 | 90th: 12,028
Compensation Percentiles: 10th: $275,021 | 25th: $332,598 | Median: $399,519 | 75th: $488,761 | 90th: $616,879

Three Year Projection

Year wRVUs Total Compensation
Year 1, Ramp 3,600* (global OB panel building, 1-2 year ramp) $362,500*
Year 2, Full Production 7,231* (MGMA Median) $362,500*
Year 3 7,448* $373,375* (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
  • 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
  • Relocation assistance: $10,000
  • Educational stipend if signing during training: approximately $1,300 to $1,500/month during residency; approximately $3,000/month during fellowship

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