...Pay for performance essentially is pay is based off of performance (Mathis, p. 377). Pay and incentives are structured to compensate performance variances among employees; while exceptional performers will be rewarded with greater pay and rewards than employees with acceptable level (Mathis, p.377). Unfortunately, if employee’s performance is below standards than the employee may not receive any compensation, be placed on a performance-improving plan or may even be fired. The idea is to encourage employees to do their best and they will be rewarded for their efforts. While I was in the healthcare field, there was a movement on pay for performance nationwide being implemented. The idea is to give better overall healthcare outcomes, while obtaining financial incentives. The way it is measured is through documentation in medical records, it is critical to have everything documented. I have mixed feeling about this because it would take at times, longer to document, while the patient did not get, as much time with the physician, in addition, just because the medical provider tries to get patients to change their behavior does not mean they actually will. For instance, when I was an office manager for a wound care clinic, many of our patients were their due to uncontrolled diabetes. We had to counsel patients to stop smoking, making healthier decisions and see a registered dietitian. I would estimate that less than 10 percent of our patients in a year actually made changes to...
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...Pay-for-Performance University of Phoenix HSC/ 531 * Paper includes the following: Defines pay-for-performance. Explains how reimbursement is affected by the pay-for- performance approach. Discusses how system cost reductions impact the quality and efficiency of health care. Discusses how pay-for-performance affects health care providers and their customers. Discusses the effects pay-for-performance will have on the future of health care Pay-for-Performance is 1,400 to 1,750 words in length Even though the effects of pay-for-performance will influence the future of health care in patient care, reimbursement to the healthcare providers will require close monitoring. The physician receives reimbursement for providing quality care and for making quality innovations. Pay-for-performance offers financial incentives to close the gap in healthcare the patients receive and the healthcare the patients could receive. The effect of pay-for-performance for the healthcare providers depends on his or her quality and efficiency of services he or she provides to the patient. The consumer groups, government, and patients are actively applying pressure on healthcare organizations to lower the costs, improve patient safety and care, and to enhance services (Shi & Singh, 2012). Definition To define the pay-for-performance in the healthcare payment system is rewarding the providers who achieve, improve, and exceed his or her performance on quality and lower the cost. ...
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...Reimbursement and Pay-for- Performance Edward G. Walker HCS531 May 26, 2014 Tracey Lane Reimbursement and Pay-for- Performance This paper will define Pay-for- Performance; I will explain how reimbursement is affected by Pay-for- Performance approach. I will discuss how system cost reductions impact the quality and efficiency of healthcare. I will discuss how Pay-for- Performance, effects healthcare providers and their customers. I will discuss the effects of Pay-for- Performance and the effect it will have on the future of healthcare. First we must understand what reimbursement and pay performance is. Pay-for-performance is referred to as an umbrella term with performance initiatives that are designed to improve efficiency, quality of the health care system. Pay-for-performance is a reimbursement plan that links payment to quality and effectiveness as an initiative to improve the quality of healthcare and reduce costs. Reimbursement is what the insurance company will pay to the provider and the reimbursement may be only a partial amount of what the actual charges. (Health Affairs, 2012) How is reimbursement affected by the pay for performance approach? This reimbursement method is a where some providers and hospitals pay better than other healthcare facilities for the same service. Their patients appear to have better health outcome results. The two main objectives are; (1) To increase the overall quality of health care that a patient receives. (2) To encourage...
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...International HRM ‘Wolfgang’s Balancing Act’ Case Study Task 1 Cultural contingencies that shape employee behavior in Healthcare As the world becomes more interdependent, the business and the process of doing business are exposed to many, continuously changing dimensions, structures and opposing forces. In a global environment, culture is a critical factor whereby the process of advancing cultural intelligence and international cultural competence would be the deciding element for the success of managers and leaders especially those who perform human resource (HR) functions. Within the cultural context, common elements are to be found including shared and dynamic nature surrounding norms, values and beliefs which are expressed through different behaviors, artifacts and interactions. It is necessary then for HR managers like Wolfgang to fulfill profitable relationships vested on the capability to reconcile cultural dimensions of pay systems from the headquarters to subsidiaries. Within Healthcare, there are economic, political and cultural forces that are influencing the operation. As part of the external environment, there is the need for Healthcare to align national cultural values of the subsidiaries with that of the organizational work culture. There are culturally indigenous and culturally alien practices within any organization that shape the actions and performance of the employees. Culture is considered as the lens through which motivation occurs. Motivations to do work differ...
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...International HRM ‘Wolfgang’s Balancing Act’ Case Study Task 1 Cultural contingencies that shape employee behavior in Healthcare As the world becomes more interdependent, the business and the process of doing business are exposed to many, continuously changing dimensions, structures and opposing forces. In a global environment, culture is a critical factor whereby the process of advancing cultural intelligence and international cultural competence would be the deciding element for the success of managers and leaders especially those who perform human resource (HR) functions. Within the cultural context, common elements are to be found including shared and dynamic nature surrounding norms, values and beliefs which are expressed through different behaviors, artifacts and interactions. It is necessary then for HR managers like Wolfgang to fulfill profitable relationships vested on the capability to reconcile cultural dimensions of pay systems from the headquarters to subsidiaries. Within Healthcare, there are economic, political and cultural forces that are influencing the operation. As part of the external environment, there is the need forHealthcare to align national cultural values of thesubsidiaries with that of the organizational work culture. There are culturally indigenous and culturally alien practices within any organization that shape the actions and performance of the employees. Culture is considered as the lens through which motivation occurs. Motivations to do work differ...
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...Pay for Performance The concept of Pay for Performance (P4P) was developed over 30 years ago in an effort to provide incentives for healthcare services to the provider contracts for improved performance. This strategy involved integrating quality measures and efficiency incentives into healthcare and decreasing misuse and increasing utilization of resources. The most important point of P4P is to understand that this program is based, first and foremost, on the clinical performances hospitals, physicians and other healthcare professionals and are predominantly focused on evidence-based clinical practices and patient safety programs and procedures. The definition of “Pay for Performance” is described as a method of incentive payments for the...
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...Pay Performance and strategies to encourage adoption of EMR ? Pay for performance in healthcare provides financial incentives for healthcare workers like clinician for better healthcare outcomes. These outcomes are longer for survival, are very difficult to quantified and measure, so pay for performance systems usually are method used to measure the outcomes process, for example measuring blood pressure or counselling for patient to quits smoking. According to Mr. Aaron E. Carroll, a pediatric professor who write for the New York Tines, tell after reviewing the medical literature in year 2014 that pay for the performance in US and UK has created a disappointing mixed results. Sometimes even though large incentives it will not change the way doctor practice medicine. Critics say that pay for performance is a method borrowed from the corporate management which the main results or outcomes is for profit. In the practice of healthcare and medicine, many important outcomes and aspects such as spending time with the patient, can’t be quantified measured. Pay for performance is also known P4P’s or value based purchasing this payment method rewards the doctors, nurses, and other healthcare staffs for meeting a certain criterion for quality and efficiency. It penalized staffs or caregivers for poor outcomes, medical errors, and increases cost. Electronic Medical Record (EMR) and pay performance are one of the methods for health reformers to use for improving patient care. It is...
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...Relations Act (NLRA). This act gave workers the right to form unions and bargain collectively. Labor relations have also been importantly affected by passing of the Taft-Hartley Act in 1947. This act “equalized the effects of the National Labor Relation Act by defining and prohibiting unfair labor practices by unions” (Flynn, Mathis, Jackson, 2011, pg. 229). It wasn’t until 1974 the healthcare industry was included in the National Labor Relations Act. However, unlike other industries Congress felt there should be some stipulations of unions within the healthcare field. Of the stipulations the ten day strike notice was in effect. The ten day notice demanded that a union give healthcare employers a ten day grace notice before starting a strike. If the notice was not presented the NLRA would not protect the strikers which could leave them jobless. “The process of unionizing healthcare employees has been relatively unchanged since 1974…” (Flynn, Mathis, Jackson, 2011, pg. 230). “Labor relations are the study and practice of managing unionized employment situations” (investopedia.com). Maxim healthcare aims to make all employees happy and therefore, no formed unions. If however, in the future a union is formed we will govern the company based on the union laws set. It will be clear that Maxim does not agree with unions. Our employees...
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...Barbara Heard MSN 285637 Mentor: Ronda Arnold March 15, 2015 C159/UUT2 – POLICY, POLITICS & GLOBAL HEALTH TRENDS POLICY ANALYSIS TASK Introduction: This assignment requires that I develop and thoroughly analyze a public policy in order to advocate for one that improves the health of the public and/or the nursing profession globally (local, state, national or international). To do this, I must reflect on several aspects of being a policy maker within the nursing profession. I was instructed to consider the following: · Why did I select the health or nursing profession policy issue? · How does this issue affect nursing practice, healthcare delivery and health outcomes for individual, families and/or communities? · What are the values and the ethical positions that underpin my perspectives? · What criteria will I use to evaluate the success (outcomes) of my proposed policy change? I will use both, a top-down and bottom-up approach, in order to analyze and bring the nursing perspective to policy makers and stakeholders. By identifying the values and ethical perspectives that underpin my position, I will develop criteria to evaluate the success of my work which will lead to the creation of a policy brief that can be sent to decision makers and create a plan to work with an organization/community to promote policy change at the local level. Nursing research to support my position is vital in guiding me to my conclusion and will include principles of...
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...RUNNING HEAD: COMPENSATION AND BENEFITS Compensation and Benefits September 7, 2012 Compensation and Benefits Introduction This paper will discuss how to leverage labor relations for the improvement of the quality of health care provided by the corporation. There will be a strategy for compensation practices tailored to corporate needs. Guidelines will be provided for the management of benefits and variable pay specific to hospitals. Further guidelines will be made for the management of merit pay for hospital employees. Leveraging Labor Relations for the Improvement of Quality Care Leveraging of labor relations for the improvement of quality care begin with happy employees. Within health care settings patients expect to be treated with competent and compassionate healthcare employees. These patients deserve our utmost quality care which will lead to healthier patient populations and overall improve their wellbeing. The next step is to seek out employees who will meet the goals set forth by the hospital. These employees will treat each patient with dignity and respect while providing patient care also when dealing with family and friends of the patient. Effective labor relations begin with effective actions provided by management. This may be accomplished by routine job assessments which will seek to determine if the employee is providing quality care to the patients. According to Adelman (2012) it is important that management make their selves visible and available...
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...December 6, 2012 Incentive Pay This topic was picked as a local health organization is going to be implementing this for their employees in the 2014 fiscal year. They have decided after many years of debate to finally make the decision to include this when they do annual reviews to determine if the employee will receive an additional pay raise over the normal market percentage that they receive on a yearly basis. This is a new device that employers are beginning to use to coax employees to do more in their everyday functions than just what is required of them by their employer. There are several steps to implementing a successful incentive compensation program. The six steps mentioned here that are worth exploring further to make sure the process goes accordingly to help the organization to reach their goal of more revenue, increased patient satisfaction and increased motivation from employees. The process was written by D. Kevin Berchelmann of Triangle Performance LLC. 1. Determine what the plan intends to accomplish-Identify in detail what the desired conditions should be and the reasonable behaviors necessary to achieve them. It’s important to make sure that the organization analyzes the appropriateness for the environment for which the plan will be implemented and to make sure that the plan clearly states what it is that the organization wants, be specific as possible. 2. Determine Participants- Every employee is key component to making the plan...
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...Conclusion of the Research Process to Problems in Health Care Ijuanaya Woods HCS/465 April 22, 2013 Kerrie Kelly o Results In the world of healthcare, there are many advantages to improving the quality of healthcare while keeping the costs of healthcare down. One system is known as the “Pay for performance” system. This system is aimed at improving healthcare by offering a financial reward. This type of program usually pays a bonus if the providers or hospital meet on an agreed upon performance measure, for example, reducing the hemoglobin A1c in diabetic patients. Hemoglobin A1c is a test that shows the average level of blood sugar in a patient within the past 2-3 months. This is important for diabetic patients to see whether their blood sugar levels have been on target or not. These incentives can be paid directly to physicians, hospitals, and other healthcare providers to ensure that their facility carries out such improvements and to achieve the most optimal quality of care for their patients. Another system is called “pay for performance”, where paying providers for resulting in better outcomes for patients, who in return will improve these outcomes. While both of these programs are a great way to improve the quality of healthcare by giving providers some type of motivation to improve their services, it can also come with some penalties. Hospitals and nursing homes can face financial penalties if their patient becomes ill...
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...000 people sign up for the Affordable Care Act (ACA) (arisecitizens.org). This shows that there is a need for healthcare coverage within this state. However, with this increase in people inundating the system, there could be a possible rise in cost. Specifically, there could be a rise in Medicare. This program was signed into law on July 30, 1965 (SSA.gov). It is designed to take care of the elderly at 65 years and older, certain individuals who are disabled, and people who have kidney disease (CMS.gov). Even though this program is not income specific, it does help more low income people and individuals who have bad health issues and it is also a target for political battles (Tietelbaum & Wilensky, 2014).There are Republicans who are opposed to Obamacare and want to run Medicare their way. Then there are Democrats who want the program ran another way. They are in favor of Obamacare and see a positive outcome now and in the future. As for the public, the divide among politicians is equally the same amongst Americans. There are individuals who are in favor of Obamacare and there are others who are opposed to it. There are the hospitals and its doctors and staff who will be affected through the number of patients seen and Medicare payments, to name a couple. Overall, Obamacare gives consumers the power to regulate their own healthcare needs (hhs.gov). It allows healthcare beneficiaries...
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...Financial Ratios Analysis and Comparison Paper Dianne Davis MHA 612 Professor Johnson June 7, 2014 Abstract It is important for healthcare organizations to understand their present performance and weak areas in order to generate more effective operational strategies. Financial ratio analysis is an effective tool to determine hospital’s performance on several indicators such as ability to pay debt, capability to generate revenue, and sales performance etc. The objective of this paper is to describe role of different financial ratios in understanding organizational performance and in developing new strategy. The paper also presents comparative ratio analysis of local healthcare organization and industry norms. Financial Ratios Analysis and Comparison Paper Introduction Financial planning and effective management play a major role in success of healthcare business. Financial ratio analysis refers to an effective financial management tool that helps in understanding financial performance of the hospital over a period of time. Financial ratio informs about the financial trends and information on key performance indicators that helped in strategy making. Financial ratios can also utilize in comparing business performance of two or more hospitals, and also to assess effectiveness of management. Financial ratios utilized in measuring liquidity of the hospitals, profit evaluation, debt structure, management of cash flow, risk determination...
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...should be able to have access to healthcare at an affordable price with quality service which are three aspects that are the most important in healthcare access, quality, and cost. Healthcare access is simply being able to have it when you need it although many don’t have it due to cost or because they don’t have the knowledge to access it. Access to healthcare effects the consumer’s quality of life which can lead to fatally. Cost which is being able to afford the healthcare is one of the biggest issues according to www.cdc.gov.com the percent...
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