Production Pay Without the Guesswork
wRVU plans, collections-based methodologies, shift-based arrangements, and salary true-ups, calculated continuously and reviewed claim by claim before anything moves to approval.
Handles the Hard Parts
Limits
Minimums and maximums that hold
Set limits in hours, dollars, or units over any period from daily to annual, with maximums that roll up from monthly to quarterly to annual.
Daily to Annual Limits
Hours, Dollars, Units
Rolling Maximums
Enforcement
You decide what happens at the line
When a minimum isn’t met, warn the approvers and pay for the work, withhold pay below the minimum, or treat the minimum as a threshold where meeting it releases everything.
Approver Warnings
Withholding Rules
Threshold Release
Rolling Targets
Targets derived from actuals
Rather than entering a number, let the system work the target out from what’s been logged, on a weekly, monthly, or quarterly cadence.
Targets Derived From Actuals: Derived Targets
Weekly to Quarterly
Based on Logged Work
Overrides
Exceptions by site or specialty
Override a limit conditionally by site, location, specialty, or individual physician. Where more than one applies, the most specific one takes precedence.
Site Overrides
Specialty Overrides
Physician Exceptions
External Pay
Money paid outside the platform
Retirement contributions, malpractice, overhead, and certain bonuses count against total compensation even when Ludi isn’t the system paying them. The platform tracks them in one place.
External Pay Tracking
Total Compensation
Overhead and Bonuses
Advisory at Entry
Physicians see where they stand
When a physician selects an activity, they see the limits governing it, where they currently stand, and how much the entry would add to their total.
Limits at Entry
Running Totals
Entry Preview
Closing a productivity cycle should be a review, not a data project. See what that looks like.
Productivity Payments FAQs
Answers to common questions about how the Ludi Platform calculates, tracks, and reports production and collections-based provider pay.
No. wRVU plans are the most common methodology and they’re fully supported, including thresholds, limits, and proration by clinical FTE. Collections-based productivity, profit sharing, and salary true-up calculations run in the same system. A physician on a hybrid arrangement sits in one compensation plan rather than split across two tools.
Continuously. Claim-level data feeds in from your practice management system or EHR, daily, weekly, or monthly depending on how your organization sends it, and the calculation runs as the data arrives. That’s why the end of a cycle is a review rather than a collection project, and why day-by-day progress is visible while a period is still open.
Whatever your plan says should happen. You can warn the approvers and pay for the work performed, withhold pay so only work beyond the minimum is paid, or treat the minimum as a threshold where meeting it releases payment on everything. Maximums work the same way, with the option to warn and still pay or to withhold above the limit.
No. Nothing moves on its own. Payment terms vary widely between organizations, so the review and sign-off always happen before anything advances. You decide when a cycle is ready.
Yes. Many organizations are moving advanced practice clinicians from straight salary and hourly rates toward productivity-based plans that look like physicians’ plans, and the platform treats them the same way: wRVU or collections methodologies, thresholds and limits, proration by clinical FTE, and the same approval queue and audit trail behind every payment. As your clinician population grows, compensating it does not require a separate tool.