RVU production goals are documented to trend upward over time and rarely downward, independent of whether workload or complexity actually increased

Analysis of RVU compensation structures notes that production goals commonly get raised annually and are seldom reduced, a pattern consistent with a broader concept in incentive design known as Goodhart's Law, where a metric used as a target eventually stops reliably measuring the thing it was meant to measure. This isn't unique to medicine. It shows up in any organization that ties compensation to a single, gameable number and keeps raising the bar based on last year's number rather than on an independent measure of actual value delivered. Worth asking founders and operators here directly: has any metric your team is compensated against been raised specifically because people hit it, rather than because the underlying difficulty of the work increased?