Create a bonus pool for these things, which are above and beyond the actual practice of medicine but benefit the group and reflect upon the physician as an individual. Add this second tier bonus to the base pay of the physicians who qualify. Add this third-tier bonus to the base pay. This salary scheme offers an objective mechanism for determining what each doctor in the group will earn. At the same time, it forces the group to establish and document its goals and objectives, it recognizes physicians as individuals, and it motivates physicians to achieve the group's goals and objectives.
Motivation takes two forms.
Second, it sends a clear message. Increasing the income of the physician who already takes extra steps to promote the group's goals encourages that doctor to keep up the good work. If your group uses an income method that incorporates the criteria that reflect and quantify the values and goals of the group, then everybody will buy into it. Each physician's income will be easily ascertainable on the basis of what the physician did or did not do. A professional consultant can help your group determine its goals, objectives, and concerns through consensus development, and can design an income-division plan that is right for your group.