The incoming pediatric neurologist will be the first in this role at WK in nearly a decade, launching a new program with no existing patient panel. A ramp-up period of six to twelve months is expected before outpatient volume reaches a steady state, during which the base salary functions as the guaranteed income floor. The experienced base of $330,000 aligns with the MGMA 75th percentile ($320,415), making this a strong and competitive starting point relative to national benchmarks. However, the incentive threshold as calculated from the base and conversion factor sits well above the MGMA 90th percentile (5,717 wRVUs). In practical terms, this means meaningful incentive compensation is unlikely to be earned within a standard production window for this specialty. The base salary is effectively the primary long-term compensation vehicle. This structural issue is flagged for client review 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 | 10* |
| Weeks Worked | 46* |
| Base Salary — Experienced | $330,000 |
| Base Salary — New Graduate | $300,000 |
| Conversion Factor — Experienced | $60.00 per wRVU |
| Conversion Factor — New Graduate | $55.00 per wRVU |
| Incentive Threshold — Experienced | 5,500 wRVUs* (Base ÷ CF = $330,000 ÷ $60) |
| Incentive Threshold — New Graduate | 5,455 wRVUs* (Base ÷ CF = $300,000 ÷ $55) |
| wRVU per Visit | 1.36* (MGMA median total wRVU ÷ estimated annual visits) |
| Affiliation Bonus | $25,000 over 3 years |
| Relocation | $10,000 |
| Variable | Formula | Value |
|---|---|---|
| Annual Visits — Full Production | 4 days × 10 pts × 46 weeks | 1,840 visits* |
| Total wRVUs — Assumed Schedule | 1,840 × 1.36 wRVU/visit | 2,502 wRVUs* |
| Total wRVUs — MGMA Median | MGMA Pediatrics: Neurology Overall Median | 2,571 wRVUs* |
| Total wRVUs — MGMA 75th Percentile | MGMA Pediatrics: Neurology Overall 75th | 3,555 wRVUs* |
| Total wRVUs — MGMA 90th Percentile | MGMA Pediatrics: Neurology Overall 90th | 5,717 wRVUs* |
Experienced Physician | Base: $330,000 | Threshold: 5,500 wRVUs* | CF: $60
| Scenario | Total wRVUs | Incentive Formula | Incentive | Total Compensation |
|---|---|---|---|---|
| MGMA Median (2,571*) | 2,571* | Below threshold | $0 | $330,000 |
| MGMA 75th (3,555*) | 3,555* | Below threshold | $0 | $330,000 |
| MGMA 90th (5,717*) | 5,717* | (5,717 – 5,500) × $60 | $13,020* | $343,020* |
New Graduate | Base: $300,000 | Threshold: 5,455 wRVUs* | CF: $55
| Scenario | Total wRVUs | Incentive Formula | Incentive | Total Compensation |
|---|---|---|---|---|
| MGMA Median (2,571*) | 2,571* | Below threshold | $0 | $300,000 |
| MGMA 75th (3,555*) | 3,555* | Below threshold | $0 | $300,000 |
| MGMA 90th (5,717*) | 5,717* | (5,717 – 5,455) × $55 | $14,410* | $314,410* |
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Base Salary — Experienced | $330,000 | ~75th* | Highly Competitive Compensation; above MGMA median ($266,753*) and at the 75th percentile |
| Base Salary — New Graduate | $300,000 | ~50th–75th* | Competitive relative to national benchmarks |
| wRVU Productivity — MGMA Median | 2,571* | 50th* | MGMA Pediatrics: Neurology Overall |
| Incentive Threshold — Experienced | 5,500 wRVUs* | Above 90th* | Threshold exceeds the MGMA 90th percentile for this specialty (5,717*); incentive not attainable at any typical production level; base salary is the effective total compensation — client review recommended |
| Incentive Threshold — New Graduate | 5,455 wRVUs* | Above 90th* | Same structural concern applies |
| Pay per wRVU — Experienced at MGMA Median | $128.39* | Above MGMA median ($103.52*) | Highly Competitive Compensation per wRVU at median production |
MGMA Source: Pediatrics: Neurology — Overall (2025 MGMA DataDive) wRVU Percentiles: 10th: 1,138 | 25th: 1,806 | Median: 2,571 | 75th: 3,555 | 90th: 5,717 Compensation Percentiles: 10th: $185,040 | 25th: $220,294 | Median: $266,753 | 75th: $320,415 | 90th: $375,989
Market Alignment: Highly Competitive Compensation on a base-salary basis. However, the incentive threshold as calculated sits at or above the 90th percentile of wRVU production for this specialty, meaning incentive compensation is not practically achievable at any normal production level. This is a structural concern that should be addressed with the client before this position is marketed to candidates. The client should consider lowering the incentive threshold to a level consistent with achievable program-build production.
Experienced Physician
| Year | wRVU Assumption | Total Compensation |
|---|---|---|
| Year 1 — Program Launch | 800* (clinic being built; slow ramp) | $330,000* (base only) |
| Year 2 — Full Production (MGMA Median) | 2,571* | $330,000* (base only; below threshold) |
| Year 3 — Year 2 × 1.03 | 2,648* | $339,900* |
New Graduate
| Year | wRVU Assumption | Total Compensation |
|---|---|---|
| Year 1 — Program Launch | 600* (clinic being built; slow ramp) | $300,000* (base only) |
| Year 2 — Full Production (MGMA Median) | 2,571* | $300,000* (base only; below threshold) |
| Year 3 — Year 2 × 1.03 | 2,648* | $309,000* |
Note: At current threshold levels, meaningful incentive compensation is not projected within a standard three-year window. This reinforces the recommendation to revisit the threshold with the client before candidate delivery.
| Variable | Value |
|---|---|
| Coverage Type | Occurrence or claims-made with tail* |
| Typical Louisiana Standard | $1M / $3M* |
| Source | Not confirmed — to be verified with client |
Willis-Knighton offers a standard benefits package for employed physicians. The items below are not reflected in the production model above.
Benefits
Additional Compensation