MGMA benchmarks are the industry-standard reference points for physician compensation and productivity in the United States. Published annually by the Medical Group Management Association, these benchmarks report wRVU (work Relative Value Unit) production and total compensation at key percentiles — 25th, median, 75th, and 90th — across more than 150 medical specialties. Physicians, practice administrators, and health systems rely on MGMA data to set fair compensation, negotiate contracts, and evaluate productivity.
What Are MGMA Benchmarks?
The Medical Group Management Association (MGMA) is the largest association dedicated to medical practice management in the United States. Each year, MGMA conducts comprehensive surveys of thousands of healthcare organizations and tens of thousands of physician providers across the country. The resulting dataset is widely regarded as the gold standard for physician compensation and productivity benchmarking.
MGMA collects data through its annual Provider Compensation and Production Survey, which gathers information on total compensation, wRVU production, collections, panel sizes, and other key metrics. Participating organizations submit data for each provider, and MGMA aggregates and anonymizes the results to produce national and regional benchmarks.
Understanding Percentiles
MGMA benchmarks are reported at several percentile levels, each telling you something different about where a physician falls relative to peers:
- 25th percentile: The bottom quarter of producers. Physicians below this level are producing significantly less than the majority of their peers in the same specialty.
- Median (50th percentile): The middle of the distribution. Half of physicians produce more and half produce less. This is the most commonly referenced benchmark for "typical" production.
- 75th percentile: The upper quarter. Physicians at this level are high producers, often generating significantly more wRVUs than the average clinician in their specialty.
- 90th percentile: The top 10% of producers. These physicians are among the highest-volume clinicians nationally. Reaching this level typically requires exceptional efficiency, high patient volumes, or a procedure-heavy case mix.
These percentiles matter because most physician employment contracts tie compensation directly to wRVU production. Understanding where you fall on the distribution helps you evaluate whether your compensation is fair, set realistic productivity goals, and negotiate from a position of knowledge.
wRVU Benchmarks by Specialty Group
The following tables present approximate annual wRVU benchmarks organized by specialty category. These figures reflect typical ranges seen in national compensation surveys and are intended to give physicians a general sense of where their production falls relative to peers.
Primary Care
| Specialty | 25th %ile | Median | 75th %ile | 90th %ile |
|---|---|---|---|---|
| Family Medicine | 4,200 | 5,200 | 6,400 | 7,800 |
| Internal Medicine | 3,800 | 4,800 | 6,000 | 7,500 |
| Pediatrics | 3,600 | 4,500 | 5,800 | 7,200 |
Surgical Specialties
| Specialty | 25th %ile | Median | 75th %ile | 90th %ile |
|---|---|---|---|---|
| General Surgery | 5,500 | 7,200 | 9,000 | 11,500 |
| Orthopedic Surgery | 7,000 | 9,500 | 12,000 | 15,000 |
| Neurosurgery | 8,000 | 11,000 | 14,000 | 18,000 |
| Cardiothoracic Surgery | 8,500 | 11,500 | 14,500 | 17,500 |
| Urology | 6,000 | 8,000 | 10,500 | 13,000 |
| OB/GYN | 5,000 | 6,500 | 8,500 | 10,500 |
| ENT/Otolaryngology | 5,500 | 7,500 | 9,500 | 12,000 |
Medical Specialties
| Specialty | 25th %ile | Median | 75th %ile | 90th %ile |
|---|---|---|---|---|
| Cardiology (Non-Invasive) | 5,500 | 7,000 | 9,000 | 11,500 |
| Gastroenterology | 6,500 | 8,500 | 11,000 | 14,000 |
| Pulmonology/Critical Care | 4,500 | 6,000 | 7,800 | 10,000 |
| Anesthesiology | 5,500 | 7,000 | 8,500 | 10,500 |
| Emergency Medicine | 4,500 | 5,500 | 6,800 | 8,200 |
| Hospitalist | 3,800 | 4,800 | 5,800 | 7,000 |
| Psychiatry | 3,000 | 4,000 | 5,200 | 6,500 |
Hospital-Based Specialties
| Specialty | 25th %ile | Median | 75th %ile | 90th %ile |
|---|---|---|---|---|
| Radiology (Diagnostic) | 7,000 | 9,500 | 12,000 | 15,000 |
| Pathology | 5,000 | 7,000 | 9,000 | 11,000 |
Disclaimer: These figures are approximate ranges based on publicly available survey data. For official MGMA benchmarks, visit mgma.com. Actual benchmarks vary by region, practice setting, subspecialty, and survey year.
Using MGMA Data in Contract Negotiations
Understanding your MGMA percentile is one of the most powerful tools you can bring to a compensation negotiation. Whether you are evaluating your first attending contract or renegotiating after years in practice, MGMA data gives you an objective baseline for what physicians in your specialty and region are earning and producing.
Know Your Percentile Before You Negotiate
Before entering any contract discussion, calculate your current annual wRVU production and identify where it falls on the MGMA distribution for your specialty. If you are generating wRVUs at the 75th percentile but being compensated at the median, that is a clear data point to bring to the table. Employers expect physicians to reference benchmarks — arriving without this data puts you at a significant disadvantage.
Total Compensation vs. wRVU-Based Compensation
Many contracts include a base salary plus a productivity bonus tied to wRVU thresholds. It is critical to understand both components. A contract may advertise a high base salary but set wRVU thresholds so high that the productivity bonus is effectively unreachable. Conversely, some contracts offer a lower base with generous per-wRVU rates above a reasonable threshold. Compare the total compensation package — not just the base — against MGMA total compensation benchmarks for your specialty.
Red Flags in Contracts
Watch for these warning signs when reviewing wRVU-based contracts:
- wRVU thresholds set above the 75th percentile: If you must produce at the 75th or 90th percentile just to earn your base salary, the contract is structured to underpay you.
- Per-wRVU rates well below market: Compare the dollar-per-wRVU rate offered against MGMA compensation-to-wRVU ratios for your specialty.
- No transparency on how wRVUs are counted: Ensure the contract specifies whether wRVUs include or exclude modifiers, shared visits, and incident-to billing.
- Retroactive clawback provisions: Some contracts allow the employer to recoup compensation if production falls below a certain level. Understand these terms fully before signing.
How to Present Your Data
When negotiating, frame your request around data rather than personal need. Instead of saying "I want more money," say "My production over the past 12 months places me at the 72nd percentile for my specialty according to MGMA, but my total compensation is at the 45th percentile. I would like to discuss aligning my compensation with my productivity." This approach is professional, objective, and difficult to dismiss.
How RVU Edge Helps You Track Against Benchmarks
Knowing the benchmarks is only useful if you can consistently track your own production against them. That is exactly what RVU Edge is designed to do. Instead of waiting for your quarterly report from administration — which often arrives weeks or months late — RVU Edge gives you real-time visibility into where you stand.
Built-In MGMA Comparison
RVU Edge includes specialty-specific benchmark references so you can instantly see how your cumulative wRVU production compares to national percentiles. Select your specialty, and the app overlays your actual production against the 25th, 50th, 75th, and 90th percentile targets for the year.
Real-Time Percentile Tracking
Rather than calculating your annualized rate manually, RVU Edge projects your year-end total based on your current pace and shows you which percentile you are tracking toward. If you are on pace for the 60th percentile in March, you know exactly how much you need to produce each remaining month to reach the 75th percentile by year-end.
Goal Setting Based on Benchmarks
Set monthly and annual wRVU goals tied directly to the benchmark percentile you want to achieve. RVU Edge breaks annual targets into monthly milestones and tracks your progress against them. Whether your goal is to maintain median production or push toward the 75th percentile, the app keeps you informed and on track. Learn more in our wRVU tracking guide.
Frequently Asked Questions
How often does MGMA update their benchmarks?
MGMA releases updated benchmark data annually, typically in the spring or summer. The data reflects survey responses collected from the prior calendar year. For example, the 2025 MGMA DataDive report is based on 2024 compensation and production data. Because of this lag, it is common for physicians and administrators to reference the most recent available dataset while acknowledging it may be one year behind current market conditions.
Are MGMA benchmarks free?
No. Full access to MGMA benchmark data requires either an MGMA membership with a DataDive subscription or the purchase of individual benchmark reports. Pricing varies depending on the scope of data needed. However, summary-level figures and approximate ranges are frequently cited in medical industry publications, compensation consultants' reports, and recruitment materials. Many physicians gain access to MGMA data through their employer or practice management team.
What is a good wRVU target for my specialty?
A reasonable starting target for most physicians is the median (50th percentile) for their specialty. Physicians who are comfortable with higher volumes and want to maximize productivity-based compensation often aim for the 75th percentile. Producing at or above the 90th percentile is achievable but typically requires a favorable payer mix, efficient workflows, and strong support staff. Your ideal target should also account for your work-life balance goals, practice setting, and contract structure. Use the RVU calculator to estimate where your current production falls.
How do academic vs. private practice benchmarks differ?
Academic physicians typically produce fewer wRVUs than their private practice counterparts. This is expected because academic physicians spend a significant portion of their time on teaching, research, and administrative responsibilities that do not generate wRVUs. MGMA provides separate benchmark datasets for academic medical centers and non-academic practices. When evaluating your own production, make sure you are comparing against the correct practice setting. A hospitalist at a teaching hospital should benchmark against academic hospitalist data, not the overall hospitalist pool that is dominated by community practice volumes.