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 provides a comprehensive benefits package for all full-time and part-time employed physicians. Benefits are effective July 1, 2025. The items below are not reflected in the production model above.
| Coverage | Monthly Premium | Biweekly Premium |
|---|---|---|
| Employee Only | $120.00 | $55.38 |
| Employee + Spouse | $373.00 | $172.15 |
| Employee + Child(ren) | $354.00 | $163.38 |
| Family | $499.00 | $230.31 |
PCP copay: $25 (Tier 1 and 2); Specialist copay: $45 (Tier 1), $60 (Tier 2)
ER copay: $200; Urgent Care: $50; Outpatient Hospital: $125/visit; Hospital admit: $400
Prescription deductible: $250 annually; Generic $15 / Preferred Brand $40 / Non-Preferred Brand $55 (30-day supply)
Tobacco surcharge: $72.28/month; Spousal Access Fee: $300/month if spouse has access to coverage elsewhere
Spousal Incentive Plan (SIP): if spouse has employer-sponsored coverage available, WK reimburses eligible out-of-pocket expenses up to 100% for WK facilities; 70% for non-WK facilities
Healthy Merits Incentive: opportunity to earn a $600 annual premium credit
| Plan | Employee Monthly | Family Monthly |
|---|---|---|
| Basic | $24.28 | $74.43 |
| Enhanced | $34.17 | $104.85 |
| In-Network Only | $31.59 | $93.60 |
Preventive: covered 100% across all plans
Basic services: 70% (Basic plan), 80% (Enhanced and In-Network Only)
Major services: 40% (Basic), 60% (Enhanced and In-Network Only)
Orthodontia: 50% up to $2,500 lifetime maximum to age 21 (Enhanced and In-Network Only)
Annual maximum: $1,000 (Basic), $1,500 (Enhanced), $2,500 (In-Network Only)
| Coverage | Monthly Premium |
|---|---|
| Employee Only | $6.40 |
| Employee + Spouse | $12.66 |
| Employee + Child(ren) | $11.78 |
| Family | $18.70 |
Annual eye exam covered in full at WK facilities (Tier 1); $20 copay at VSP providers (Tier 2)
Frames reimbursed up to $150; single vision lenses covered in full (Tier 2)
Elective contacts reimbursed up to $150 (Tier 2)
Employer-Paid Life/AD&D: 2.5 times annual base salary up to $500,000; spouse $10,000; dependents $5,000 (to age 26, unmarried)
Supplemental Life/AD&D: Employee may elect up to 3 times annual salary up to $1.2 million; guaranteed issue up to $325,000 without Evidence of Insurability
| Plan | Benefit | Elimination Period | Duration |
|---|---|---|---|
| Short-Term Disability (Employer-Paid) | 60% of weekly earnings up to $650/week | 14 days | 24 weeks |
| Long-Term Disability (Employer-Paid) | 50% of monthly earnings up to $6,000/month | 180 days | Age-dependent |
STD and LTD buy-up options available for additional coverage at employee cost
Defined Benefit Pension (Employer-Paid): Automatic enrollment after one year of employment; benefit based on average of five highest consecutive years of earnings multiplied by years of service; 100% vested after five consecutive years; normal retirement age 65; administered through Corebridge Financial
403(b): Pre-tax and post-tax contribution options via payroll deduction through Corebridge Financial
Health Care Reimbursement Account (HCRA): up to $3,300 annually
Dependent Care Reimbursement Account (DCRA): up to $7,500 annually