Navigating Your First Veterinary Compensation Package
January 21, 2026
To start the year off right, the Vetcor University Recruiting team hosted a learning session for current students with Dr. Rick Jankowski, Director of Veterinary Leadership. Through our ongoing webinar series, we aim to bridge the gap between clinical rotations and professional practice, ensuring students feel confident navigating the business side of veterinary medicine. Below is a recap of the key concepts discussed, followed by a Q&A based on the student inquiries from the session.
The Great Debate: Salary vs. Pro-Sal
For a new graduate, choosing between a straight salary and a Pro-Sal model is one of the most significant financial decisions you'll make.
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Salary: A straight salary offers a fixed, predictable income paid at regular intervals, regardless of how many clients you see or how much revenue you generate. This provides a "safety net" that lets you focus solely on learning and clinical skills without the pressure of a quota.
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Production + Salary (Pro-Sal): Pro-Sal is a hybrid model, where you’re guaranteed a base salary, with the opportunity to earn bonuses if a percentage of the revenue you generate exceeds that base. While Pro-Sal offers a higher earning ceiling, in some cases, it can introduce stress and the potential for negative accruals if your caseload is down.
Q&A with Dr. Rick Jankowski
Q: What exactly is "negative accrual," and should I see it as a red flag in a contract?
Dr. Jankowski: Negative accrual occurs when your production doesn't meet your base salary, and you technically "owe" that deficit back to the practice, usually deducted from future bonuses. I wouldn't call it an immediate red flag, as it used to be a standard industry practice. However, it is becoming less common. If you see it, use it as a starting point for a conversation. Ask why it's there and feel free to negotiate for its removal.
Q: I’ve heard 20% production is low and 22% is the average. Where can I find reliable info on this?
Dr. Jankowski: The 20–22% range is the industry standard. The reason it varies is that it's often tied to the rest of the compensation package. A practice offering 20% might provide more PTO or a higher Continuing Education allowance. It’s important to look at the total compensation package rather than just the production percentage.
Q: A contract offered me 21% of service and 10% of inventory production. What’s the difference?
Dr. Jankowski: "Service" refers to things you physically do—exams, surgeries, diagnostics. "Inventory" refers to products sold, like heartworm prevention or prescription diets.
Q: As a new grad, is it better to have a higher base salary or a lower one to make it easier to hit production?
Dr. Jankowski: If you are going the Pro-Sal route, a lower base makes it easier to see a bonus check sooner, but it offers less security. My personal recommendation for the first year is almost always a straight salary. You have one critical year to build your confidence and clinical skills. Focus on the medicine first; the production will naturally follow as you get faster and more confident.
Q: How does Pro-Sal work if I take an extended leave, like maternity leave?
Dr. Jankowski: This requires open communication with your Chief of Staff. If you’ve historically hit your bonuses, they might look at your trends. When coming back, you might consider lowering your base temporarily while you ease back into your caseload. My advice is always to navigate this together with your leadership, so everyone is on the same page regarding expectations and financial stability.
Q: After a year in practice, how much of an increase in pay should I expect?
Dr. Jankowski: There’s no set number. There are times when someone comes out of the gates running, and it can be a pretty significant increase. And sometimes, they’re struggling a little bit with new grad jitters, and it takes a bit of time. That’s why I put such an emphasis on focusing on your mentorship. A one-year contract is not going to be the thing that develops you in your first 5 years. Mentorship will be the springboard.
Stay Connected!
Interested in attending future sessions like this? We would love to have you. Please reach out to our University Recruiting Team to join our contact list! You’ll be the first to know about upcoming informational webinars, externship opportunities, and student ambassador positions.
P.S. If you’re a current veterinary student interested in learning more about expected salaries in your areas of interest, check out the AVMA’s estimator tool.
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