The WK HemOnc group is one of the busiest community oncology programs in the region, adding approximately 100 new patients per week with one partner's hematology panel already booked out more than three months. The incoming physician begins as an inpatient oncology hospitalist at Piermont Hospital under a separate contract, then transitions into the main outpatient group at the Cancer Center. This proforma models the outpatient Cancer Center contract at full production. The experienced base of $700,000 sits well above the MGMA 90th percentile for total compensation in this specialty ($963,846 at 90th), providing an exceptionally strong income guarantee. The incentive threshold, calculated from the base and conversion factor, sits at approximately the 90th percentile of wRVU production nationally, meaning the base salary functions as the primary compensation vehicle with incentive reserved for the highest producers. Senior partners in this group have stated that top physicians can exceed the MGMA 90th percentile in total earnings.
*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 — Experienced | $700,000 |
| Base Salary — New Graduate | $620,000 |
| Conversion Factor — Experienced | $61.00 per wRVU |
| Conversion Factor — New Graduate | $60.00 per wRVU |
| Incentive Threshold — Experienced | 11,475 wRVUs* (Base ÷ CF = $700,000 ÷ $61) |
| Incentive Threshold — New Graduate | 10,333 wRVUs* (Base ÷ CF = $620,000 ÷ $60) |
| wRVU per Visit | 1.47* (MGMA median total wRVU ÷ estimated annual visits) |
| Affiliation Bonus | $25,000 over 3 years or $50,000 over 5 years |
| Relocation | $10,000 |
Note: HemOnc wRVU production is substantially augmented by infusion and chemotherapy administration codes beyond standard E&M visits. Physicians overseeing infusions until completion, as is the practice at this group, may generate wRVUs materially above what a per-visit estimate captures. MGMA benchmarks are used as the primary production reference.
| Variable | Formula | Value |
|---|---|---|
| Annual Visits | 4 days × 25 pts × 46 weeks | 4,600 visits* |
| Total wRVUs — Assumed Schedule | 4,600 × 1.47 wRVU/visit | 6,762 wRVUs* |
| Total wRVUs — MGMA Median | MGMA HemOnc Overall Median | 6,393 wRVUs* |
| Total wRVUs — MGMA 75th Percentile | MGMA HemOnc Overall 75th | 8,564 wRVUs* |
| Total wRVUs — MGMA 90th Percentile | MGMA HemOnc Overall 90th | 11,555 wRVUs* |
Experienced Physician | Base: $700,000 | Threshold: 11,475 wRVUs* | CF: $61
| Scenario | Total wRVUs | Incentive Formula | Incentive | Total Compensation |
|---|---|---|---|---|
| MGMA Median (6,393*) | 6,393* | Below threshold | $0 | $700,000 |
| MGMA 75th (8,564*) | 8,564* | Below threshold | $0 | $700,000 |
| MGMA 90th (11,555*) | 11,555* | (11,555 – 11,475) × $61 | $4,880* | $704,880* |
| High Producer (14,000*) | 14,000* | (14,000 – 11,475) × $61 | $154,025* | $854,025* |
New Graduate | Base: $620,000 | Threshold: 10,333 wRVUs* | CF: $60
| Scenario | Total wRVUs | Incentive Formula | Incentive | Total Compensation |
|---|---|---|---|---|
| MGMA Median (6,393*) | 6,393* | Below threshold | $0 | $620,000 |
| MGMA 90th (11,555*) | 11,555* | (11,555 – 10,333) × $60 | $73,320* | $693,320* |
| High Producer (14,000*) | 14,000* | (14,000 – 10,333) × $60 | $220,020* | $840,020* |
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