Surgeon compensation models in the US include salary, wRVU-based, hybrid, fee-for-service, and value-based structures.
2
Productivity-based models, particularly wRVU, are linked to increased surgical volume but often overlook case complexity and nonclinical contributions.
3
Salary-based models promote financial stability and teamwork but are associated with lower clinical productivity compared to fee-for-service.
4
Hybrid models offer flexibility by combining salary with productivity incentives but can be administratively complex.
5
Value-based compensation models are rarely reported and show limited adoption, with variations in recognition of nonclinical activities.
