Physician Information

Group Structure

We are a professional corporation that is truly democratic and owned by our physicians.
Each physician has equal ownership, voting rights, and reimbursement opportunities.
Board of Directors: 9 members, three-year terms, with 3 members elected each year, responsible for major business decisions.
Executive Committee: Led by the Board Chair, President, and Vice President (elected by Shareholders), manages day-to-day business operations and disciplinary actions.
Clinical Practice Management Committee (CPMC): Includes Facility Medical Directors (elected locally), APP Director (appointed by BOD), Tele-EM Director (appointed by BOD), and UEP Data Specialist (MD appointed by BOD). The CPMC manages clinical operations, staffing, medical policies, and procedures, and addresses care/professionalism issues with providers.

Timing
- On-cycle Hiring: Process begins early summer, interviews in late summer/early fall (typically September/October), with hires starting the following July. Applications are submitted online. Contacting the hiring chair or networking with group members is encouraged. Meetings and site visits can be arranged for interested applicants.
- Off-cycle Hiring: Positions may open outside the regular cycle. We maintain contact with interested candidates and arrange interviews as needed. Keeping in touch with the hiring chair can help maintain your application's visibility.
Interviews: In-person interviews are conducted, typically over 1-2 days within a 1-2 week period. Multiple candidates meet multiple interviewers ("speed-dating"). Free form interviews are combined with standardized questions. Decisions and offers are made within 2 weeks of interviews.

Partnership requires 2500 hours completed within two years. Both hours and time requirements must be met (exceptions may be made for parental leave, other activities that benefit UEP, etc.).
Full-time shift requirements average 14-16 shifts per month. New hires will work more hours than the minimum during the first two years based upon the needs of the group.
Regular mentorship and reviews are conducted. Areas evaluated include medical care, professionalism, staff relations, productivity, documentation, time management, committee participation, and willingness to help cover shifts.
At the end of two years and 2500 hours, new hires are voted on for shareholder status.
Our goal is for every hire to become a shareholder and remain with the group for their career.

We use a 4-week repeating template, revised every two years.
Shift distribution is fair with a mild preference for longevity and age. New hires may have schedules weighted towards more swings and a few more weekends or nights initially. All physicians however share in the undesirable shifts (nights, swings, weekends) in some way. We balance equity for our physicians with some accommodations for tenure and age in order to promote longevity in the group and allow physicians to continue working productively throughout their sixties or later.
Physicians over 50 are exempt from overnight shifts (often work more weekends); those over 55 are exempt from swings ending after midnight.
Those hired between template revisions may create a partial template or work from available shifts.
Vacation:
- Year 1: 3 weeks
- Year 2: 4 weeks
- Years 3+: 5 weeks
Vacation must be taken in one week blocks.
One week can be rolled over to the next year.
1-3 "gifted" shifts per month are provided to cover vacations.

W-2 employee status.
Hourly Base: Competitive base pay for new graduates with raises every 6 months.
Shift Differentials: Paid for evenings, nights, and weekends (10% to 50%).
Vacation: Paid vacation (3 weeks year 1, 4 weeks year 2) is paid at your average weekly salary, adding approximately 6.7% to pay over two years.
Health Insurance: Provided for employee and family (HSA compatible).
Disability: Short and long-term disability coverage.
Child Leave: 6 weeks paid maternity leave, 2 weeks paid paternity/adoption leave.
Malpractice: Claims-made policy with $1M/$3M coverage. Tail coverage provided upon retirement from the group. Physicians leaving the group prior to retirement are responsible for their own tail coverage.
- For details on HB 503, click here. This bill, passed in 2025, should make substantial positive changes to medical malpractice in the state of Utah.
Retirement: Retirement plans available (no UEP match) which allow substantial pre-tax and roth contributions.
Dental and Vision: Available but not group-funded.
Meals: Free cafeteria meal during shifts.

Shareholders are approved by a vote of the current shareholders.
Modest financial buy-in
Shareholders vote on BOD, President, and Vice-President.
Pay
- Enhanced hourly rate competitive with local area paid monthly
- RVU Pay paid quarterly based on RVUs after all group expenses are paid.
- All group profits are shared equitably with all shareholders based upon hours worked and RVU’s generated.