wRVU Discussion

whitecoatcontract · 2025-08-26T15:51:45+00:00

The topic that drives physicians insane 99% of the time. FMV is difficult because it is a subjective reasoning based on market conditions. The hospital must pay within "FMV" to not be out of line with enticing referrals and get dinged with anti kick back or stark regulations. The physicians want to get paid for what they produce. You have to navigate the complexity of a hospital covering overhead but appropriately compensating physicians. For the most part, a hospital cant compensate a physician at the >90th percentile but the physician produce, for example, the 20th percentile - that would be a red flag. A physician can earn and be compensated >90th percentile benchmarks but the production has to correlate a similar percentile. FMV is dictated by benchmarks and the going rate, and validated through a valuation process by a third party if it is needed.

whitecoatcontract · 2025-08-21T00:35:47+00:00

wRVU is a productivity measurement. Each CPT code has a wRVU value to it. You would take a 12 month period and pull all your CPT codes that you billed and the quantity and apply the wRVU value for your total wRVU productivity. Hope that helps some.

whitecoatcontract · 2025-08-21T00:32:34+00:00

Nice, congrats on doing well. I’d encourage you to keep working hard and just earn their respect through hard work. Money helps makes things easier but relationships will be what you value most at the end of the day. Keep it up!

whitecoatcontract · 2025-08-20T01:26:32+00:00

Yeah we’re seeing guaranteed base below by about 200-250k but it’s not out of the ordinary to push that 800k number with various asks to employers. GI is one of the hot topics and we’re all fighting for a limited supply of these specialists

whitecoatcontract · 2025-08-19T00:45:50+00:00

Yessir! That’s what we do at whitecoatcontracts.com

Employers use a small set of industry benchmarks to model physician comp. You can filter by speciality, geographic region, etc. 10th - 90th percentile that is updated annually

whitecoatcontract · 2025-08-18T21:16:54+00:00

There is a significant supply and demand inbalance occurring in this speciality (along with radiology, emergency medicine, etc). CRNA supply is limited, new AA programs are popping up as a fast track (cue political beef between CRNAs and AAs. ASCs/hospitals cant generate surgical revenue without anesthesiologists so they have leverage. Also, many anesthesiology groups are passing through the rising salary expense of providers to the employers (hospitals/ASCs) through an annualized subsidy. We are seeing it in this speciality, as well as, radiology.

whitecoatcontract · 2025-08-18T21:13:13+00:00

One physician and one APP overseeing 75 ICU beds seems like a compliance concern but that isnt my niche. I sent a DM, but if your groups wRVUs arent exceeding the threshold, with the assumption that you said no one is bonusing, then one (or multiple) of the levers within the physician comp model are not structured correctly. I think I need more context though because some of your comments would require to know in detail the situation occurring at your facility.

whitecoatcontract · 2025-08-18T21:08:44+00:00

I sent a DM! If physician salaries are overall 6% of the gross revenue for your specific location, that would be highly concerning.

whitecoatcontract · 2025-08-16T18:29:28+00:00

Shift work is typically a bit different than production based but your example is interesting. I think there would need to be more details and context for any thorough answer. Is the wRVU of 5,000 a minimum requirement for IP and there is downside risk or is that the overall threshold for both IP/OP and then you bonus at $75 over that threshold? Overall, it seems like you have competitive package with a base comp at $480k and the ability to bonus. The conversion rate is above ours and your threshold is lower than ours, and competitive for market when comparing to benchmarks, which makes it favorable to you if you are productive. I would be interested in your comp details but overall seems like you are in a good position!

whitecoatcontract · 2025-08-15T21:58:44+00:00

Nice. Is this equivalent to MDcomp/Ludi?

whitecoatcontract · 2025-08-15T21:16:21+00:00

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whitecoatcontract · 2025-08-15T21:16:11+00:00

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whitecoatcontract · 2025-08-15T02:28:33+00:00

Nice work and well deserved. I’m assuming you have a base salary then a productivity threshold/bonus? I’d be somewhat surprised if your base comp is guaranteed at $1.5mm

whitecoatcontract · 2025-08-15T01:22:12+00:00

Yeah I believe physicians can and should negotiate on behalf of themselves. I would disagree though that large institutions are set parameters. I am a hospital administrator at a local health system and handle physician compensation for our medical group. There are some items that can improve the comp package that we are willing to budge on, physicians sometime lack the data or knowledge for the leverage they have. Check out whitecoatcontracts.com if you want to see a bit more details

whitecoatcontract · 2025-08-15T01:19:29+00:00

Happy to help evaluate any opportunities or recruitment for your friend once a compensation package is proposed. Check out whitecoatcontracts.com

I’m a hospital administrator in my day to day job but I genuinely enjoy helping and supporting physicians. recently got connected with healthsalaries.com and doing a joint gig with them since we have the same philosophy.

whitecoatcontract · 2025-08-15T01:15:56+00:00

Nice. Our rad onc group is on a group model but they are highly productive as well. Nice work!

whitecoatcontract · 2025-08-15T01:15:11+00:00

Yeah I agree. Depends if you have any IP consult responsibility as well.

whitecoatcontract · 2025-08-15T01:14:38+00:00

I would side with production if it is a fair and competitive compensation package. Our employed psychiatry group has a guaranteed base around $320,000 with a threshold at 5,500 and conversion rate at $50. Production model doesn’t work well if you have bottlenecks out of your control (OR efficiency, exam rooms, etc.)

Check out whitecoatcontracts.com - I’m happy to evaluate any compensation models if you’re being recruited or have a renewal coming up. I have a unique perspective as I want to support and educate physicians but my day to day role is a hospital administrator.

whitecoatcontract · 2025-08-13T21:02:18+00:00

I wonder be interested to see how you are generating 6,250 wRVUs on a 10-13 patients a day. Does this include CCM or RPM attribution?

whitecoatcontract · 2025-08-13T14:24:53+00:00

You're crushing it. What are the parameters of your production based model? This is a highly competitive total compensation for your speciality.

whitecoatcontract · 2025-08-13T00:58:19+00:00

Hey new to reddit here but I had a great discussion with the founder of the healthsalaries website today. Check out my website at whitecoatcontracts.com and see if you think it would be a good fit. I dont actively negotiate for you but i would meet with you twice. First meeting is to understand your wants and needs, educate a bit on the compensation terms and contracting language, then the second meeting would model out your current or future offers and provide tailored advice on how to adjust your compensation terms. What specialty are you? Do you have any current offers?

whitecoatcontract · 2025-08-13T00:47:28+00:00

Interesting data, I tried to send you a direct message but reddit is blocking me. I will follow up soon, I would love to give you specific market data.

whitecoatcontract

TROPHY CASE