An outpatient neurologist at WK Pierremont enters a clinic turning away approximately 100 referrals per week, meaning panel-building will be rapid once the physician is credentialed. With a dedicated neurohospitalist program covering all inpatient and after-hours cases, this is a pure outpatient role with no call obligation. The experienced base of $375,000 sits above the MGMA median for general neurology ($369,011), providing above-median income security from day one. The calculated incentive threshold falls just above the MGMA 75th percentile for wRVU production, meaning physicians who build volume to that level will generate meaningful incentive compensation above the guaranteed base. At the 75th percentile, total estimated compensation reaches approximately $464,000 for experienced physicians.
*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 total wRVU ÷ estimated annual visits) |
| Affiliation Bonus | $25,000 over 3 years or $50,000 over 5 years |
| Relocation | $10,000 |
| Variable | Formula | Value |
|---|---|---|
| Annual Visits | 5 days × 12 pts × 46 weeks | 2,760 visits* |
| Total wRVUs — Assumed Schedule | 2,760 × 2.00 wRVU/visit | 5,520 wRVUs* |
| Total wRVUs — MGMA Median | MGMA Neurology Overall Median | 5,059 wRVUs* |
| Total wRVUs — MGMA 75th Percentile | MGMA Neurology Overall 75th | 6,932 wRVUs* |
| Total wRVUs — MGMA 90th Percentile | MGMA Neurology Overall 90th | 9,431 wRVUs* |
Experienced Physician | Base: $375,000 | Threshold: 5,597 wRVUs* | CF: $67
| Scenario | Total wRVUs | Incentive Formula | Incentive | Total Compensation |
|---|---|---|---|---|
| MGMA Median (5,059*) | 5,059* | Below threshold | $0 | $375,000 |
| Assumed Schedule (5,520*) | 5,520* | Below threshold | $0 | $375,000 |
| MGMA 75th (6,932*) | 6,932* | (6,932 – 5,597) × $67 | $89,445* | $464,445* |
| MGMA 90th (9,431*) | 9,431* | (9,431 – 5,597) × $67 | $256,878* | $631,878* |
New Graduate | Base: $325,000 | Threshold: 5,508 wRVUs* | CF: $59
| Scenario | Total wRVUs | Incentive Formula | Incentive | Total Compensation |
|---|---|---|---|---|
| MGMA Median (5,059*) | 5,059* | Below threshold | $0 | $325,000 |
| MGMA 75th (6,932*) | 6,932* | (6,932 – 5,508) × $59 | $84,016* | $409,016* |
| MGMA 90th (9,431*) | 9,431* | (9,431 – 5,508) × $59 | $231,457* | $556,457* |
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Base Salary — Experienced | $375,000 | ~50th–75th* | Above MGMA median ($369,011); competitive entry point |
| 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 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* | ~55th–60th* | Similar positioning to experienced threshold |
| Pay per wRVU — Experienced at 75th Production | $67.00 | Just below MGMA median ($70.19*) | Conversion factor slightly below MGMA median; offset by above-median base salary |
MGMA Source: Neurology — 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
Market Alignment: Market-Aligned Compensation at 75th percentile production. Physicians producing at the MGMA median earn the base salary only ($375,000), which itself exceeds the MGMA median — a favorable outcome. Strong upside for physicians who develop a subspecialty focus and build volume above the median.
Experienced Physician
| Year | wRVU Assumption | Total Compensation |
|---|---|---|
| Year 1 — Ramp | 3,500* | $375,000* |
| Year 2 — Full Production (MGMA 75th) | 6,932* | $464,445* |
| Year 3 — Year 2 × 1.03 | 7,140* | $478,378* |
New Graduate
| Year | wRVU Assumption | Total Compensation |
|---|---|---|
| Year 1 — Ramp | 2,800* | $325,000* |
| Year 2 — Full Production (MGMA 75th) | 6,932* | $409,016* |
| Year 3 — Year 2 × 1.03 | 7,140* | $421,287* |
| 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