A delivery-focused OBGYN at WK South will enter a global OB billing practice serving a predominantly Medicaid population with consistent, high-acuity volume. Because global billing bundles prenatal, delivery, and postpartum care into a single episode fee, wRVU production typically ramps over one to two years as the physician builds a full panel and cycles through global episodes. The base salary functions as a guaranteed income floor during this period. The experienced base of $362,500 sits between the MGMA 25th and 50th percentiles for total compensation, reflecting a conservative guarantee with meaningful upside once production is established. At MGMA 75th percentile production, total estimated compensation reaches approximately $461,500. The new graduate structure offers a lower base but an incentive threshold set below the national median, making incentive attainable earlier in the ramp period.
*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 (midpoint of $350,000–$375,000) |
| 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 total wRVU ÷ estimated annual visits) |
| Affiliation Bonus | $25,000 over 3 years |
| Relocation | $10,000 |
Note: OB/GYN wRVU production is driven substantially by global delivery codes (e.g., CPT 59400, 59510), which bundle prenatal, delivery, and postpartum visits into a single episode. The wRVU per visit figure above is an approximation. MGMA wRVU benchmarks are used as the primary production reference.
| Variable | Formula | Value |
|---|---|---|
| Annual Visits | 4 days × 15 pts × 46 weeks | 2,760 visits* |
| Total wRVUs — MGMA Median | MGMA OB/GYN General Overall Median | 7,231 wRVUs* |
| Total wRVUs — MGMA 75th Percentile | MGMA OB/GYN General Overall 75th | 9,230 wRVUs* |
| Total wRVUs — MGMA 90th Percentile | MGMA OB/GYN General Overall 90th | 12,028 wRVUs* |
Experienced Physician | Base: $362,500 | Threshold: 7,250 wRVUs* | CF: $50
| Scenario | Total wRVUs | Incentive Formula | Incentive | Total Compensation |
|---|---|---|---|---|
| MGMA Median (7,231*) | 7,231* | Below threshold | $0 | $362,500 |
| MGMA 75th (9,230*) | 9,230* | (9,230 – 7,250) × $50 | $99,000* | $461,500* |
| MGMA 90th (12,028*) | 12,028* | (12,028 – 7,250) × $50 | $238,900* | $601,400* |
New Graduate | Base: $300,000 | Threshold: 6,000 wRVUs* | CF: $50
| Scenario | Total wRVUs | Incentive Formula | Incentive | Total Compensation |
|---|---|---|---|---|
| MGMA Median (7,231*) | 7,231* | (7,231 – 6,000) × $50 | $61,550* | $361,550* |
| MGMA 75th (9,230*) | 9,230* | (9,230 – 6,000) × $50 | $161,500* | $461,500* |
| MGMA 90th (12,028*) | 12,028* | (12,028 – 6,000) × $50 | $301,400* | $601,400* |
| Metric | Calculated Value | MGMA Percentile | Interpretation |
|---|---|---|---|
| Base Salary — Experienced | $362,500 | ~25th–50th* | Below MGMA median ($399,519*); conservative guarantee with upside above median production |
| Base Salary — New Graduate | $300,000 | ~10th–25th* | Below median; new grad threshold set below median to allow earlier incentive access |
| Total Compensation — Experienced at 75th Production | $461,500* | ~75th* | Market-Aligned Compensation |
| Total Compensation — New Grad at Median Production | $361,550* | ~25th–50th* | Competitive for new graduate entry level |
| wRVU Productivity — MGMA Median | 7,231* | 50th* | MGMA OB/GYN General Overall |
| Incentive Threshold — Experienced | 7,250 wRVUs* | ~50th* | Threshold set just above national median; experienced physician producing at median earns base only |
| Incentive Threshold — New Graduate | 6,000 wRVUs* | ~25th–35th* | Threshold set below median; incentive attainable at median and above |
| Pay per wRVU — Experienced at 75th Production | $50.00 | Below MGMA median ($56.83*) | Conversion factor is below the national median; structure is base-heavy with upside above the incentive 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
Market Alignment: Market-Aligned Compensation at 75th percentile production. Experienced physicians producing at the MGMA median earn the base only ($362,500), which falls below the MGMA median total compensation — this is flagged for recruiter awareness. The new graduate structure is more favorable; incentive is accessible at median production. Both structures offer strong upside for high producers.
Experienced Physician
| Year | wRVU Assumption | Total Compensation |
|---|---|---|
| Year 1 — Ramp (global OB panel building) | 4,500* | $362,500* (base only) |
| Year 2 — Full Production (MGMA Median) | 7,231* | $362,500* (base only; at threshold) |
| Year 3 — Year 2 × 1.03 | 7,448* | $373,375* |
New Graduate
| Year | wRVU Assumption | Total Compensation |
|---|---|---|
| Year 1 — Ramp | 3,500* | $300,000* (base only) |
| Year 2 — Full Production (MGMA Median) | 7,231* | $361,550* |
| Year 3 — Year 2 × 1.03 | 7,448* | $372,397* |
| 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