⚠️
4 providers have earned-vs-paid variances >5% requiring FMV review.
Review now →
Compensation Dashboard
Previous Quarter — Q1 2026 (Jan 1 – Mar 31)
wRVU Trend — All Providers
Jan 2025 – Apr 2026
Comp Model Mix
Provider distribution
Compensation by Specialty
Total earned this period
wRVU vs. MGMA 50th Benchmark
Avg attainment by specialty
| Provider | wRVUs | vs Target | Earned | Paid | Variance | Status |
|---|
All Providers
Full roster — compensation & productivity
| Provider ↕ | Specialty | Model | wRVUs ↕ | Target | % Tgt | Earned ↕ | Paid | Var ↕ | Quality | Stipend |
|---|
Performance by Specialty
Aggregate wRVU, compensation & quality
wRVU by Specialty — Trend
Avg Comp by Specialty
wRVU Productivity Analysis
Work Relative Value Units — individual and aggregate
Monthly wRVU — Top Specialties
Actual vs MGMA 50th (Scatter)
| Provider | Specialty | Encounters | wRVUs | wRVU/Day | MGMA 50th | % Benchmark | Trend |
|---|
Compensation Detail
Earned, paid, and reconciliation by provider
Monthly Compensation Paid — All Providers
Earned vs Paid Reconciliation (Top 25)
Quality Metrics
Patient satisfaction, HEDIS, and bonus attainment
Avg Patient Satisfaction
87.4
↑ 2.1 pts vs prior period
Press Ganey percentile
Quality Bonus Attainment
73%
↑ 5% providers on track
of providers at or above target
Care Gap Closure
68.2%
→ Flat vs prior quarter
HEDIS measure average
Avg Quality Bonus Earned
$18,420
↑ $2,100 vs prior period
quality component only
| Provider | Specialty | Satisfaction | HEDIS % | Bonus Target | Bonus Earned | Attainment |
|---|
Medical Director Stipends
Administrative compensation — Stark Law FMV compliance required for all stipend arrangements
Active Director Stipends
—
across all roles
Total Annual Stipend Spend
—
↑ $42K vs prior year
All FMV Opinions Current
8/9
1 renewal due Q2 2026
Avg Hours/Wk (Admin)
6.4
per stipend provider
⚖️
Stark Law reminder: All medical director arrangements require annual FMV opinions. Dr. Alexander's ENT Director arrangement is due for renewal by June 1, 2026.
| Provider | Specialty | Director Role | Annual Stipend | Hourly Rate | Admin Hrs/Wk | FMV Opinion | Renewal Date |
|---|
Fair Market Value Review
Stark Law — earned vs. paid variance monitoring for all comp arrangements
🔴
4 providers exceed the 5% variance threshold. Review with Richard Chapman (Legal) before next payroll cycle — May 15, 2026.
High-Risk Exceptions
2
Variance >8% — urgent
Medium-Risk
2
5–8% — review required
Clean Providers
—
Within ±5% threshold
Total Variance Exposure
—
Aggregate overpayment
| Provider | Specialty | Model | Earned | Paid | Variance $ | Variance % | Risk | Action |
|---|
| Provider | Specialty | Earned | Paid | Variance | Var % | Status |
|---|
Reports
Scheduled and on-demand reporting
📋
Compensation Summary
Full earned/paid reconciliation, all providers
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📊
wRVU vs MGMA Benchmark
Specialty productivity vs national benchmarks
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⚖️
FMV Compliance Report
Stark Law variance analysis for legal review
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Quality Bonus Attainment
HEDIS & satisfaction vs bonus thresholds
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🎖️
Director Stipend Audit
All stipend arrangements, FMV opinions, renewals
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🏥
Specialty Performance
Aggregate metrics by department and location
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📅
Annual True-Up Report
Year-end earned vs paid reconciliation & adjustments
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👤
Individual Provider Statement
Provider-facing compensation detail report
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My Compensation
Your personal view — all data is private
My 12-Month wRVU Trend
My Comp Components This Period
| Month | wRVUs | wRVU Comp | Base/Draw | Quality | Stipend | Total Earned | Total Paid |
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