David assisted in designing a group compensation model on behalf of a national health system’s employed cardiologists located in the South. Historically, the health system compensated its invasive/interventional and invasive/non-interventional cardiologists via disparate compensation models, ranging from guaranteed annual base salaries to a compensation per work relative value unit (wRVU) productivity model. Such disparate compensation models resulted in a lack of cohesion among the group of practicing cardiologists.

The scope of work consisted of designing and modeling a number of alternative group compensation models for the purpose of achieving the health system’s objective of increasing physician teamwork and improving physician satisfaction while ensuring the compensation model is consistent with fair market value (FMV).

Ultimately, the FMV-compliant group compensation model was implemented by the health system, which fostered a team-based approach to providing medical care among the employed cardiologists and strengthened physician satisfaction.