Median Values for Primary Care
for a program’s beneficiaries (think MACRA), success or failure in these endeavors is often significantly
influenced by primary care. Many of the early pay-for-performance metrics were focused on prevention
measures, such as immunization rates or screenings for
certain conditions, with accountability typically with
the primary care physician. In practice, many groups
distribute a portion of their shared savings with the role
of primary care in mind.
Survey data over the previous few years showed
expanding compensation and shrinking productivity
for urgent care physicians (see Figure 5), likely due to
increased competition from workplace and retail clinics.
The same is true this year, although compensation seems
to be leveling off. This year, compensation increased
only 0.9%, while wRVU decreased by 1.2%, and net
collections dipped by 4.7%. Therefore, compensation
per wRVU increased over 2.9%, and compensation to
net collections increased over 6.3%. Urgent care con-
tinues to be a specialty that straddles productivity- and
shift-based approaches to compensation.
For years, psychiatry has been considered a
difficult-to-recruit and difficult-to-retain specialty,
given the market demand for access to these physicians. Compensation climbed this year by 4.5% (see
Figure 6), matching the increases over the last three
years. At the same time, median wRVU for psychiatry
also increased 2.3%.
Group Size Analysis
A common assumption among medical groups is
that larger groups tend to pay more. Presumably, this