Riverpoint Writer Reimbursement and Pay for Performance Paper
Reimbursement and Pay-for-Performance Paper
Venturis Jones
HCS/531
June 01, 2015
Dale Mueller
Reimbursement and Pay-for-Performance Paper
Pay-for-Performance healthcare definition fluctuates. Pay-for-Performance is explained as an equivalent based procuring strategy with the initiative to link reimbursement to quality and efficiency as an incentive to improve health care, as well as reduce costs (Shi & Singh, 2012). Also considered a pay-for-performance financial plan that includes several forms of performance-based contributors compensation provisions, comprised of individuals that are directed at carrying out cost or efficiency procedures.
Often expressed as a payment model programs offering financial rewards to physicians and other related healthcare providers who meet defined performance targets which tend to focus on quality, efficiency, or related, according to AHRQ Resources (n.d.). There are five types of P4P programs: (a) individual-based pay programs; (b) sales compensation programs; (c) executive incentive compensation programs; (d) team/group based variable pay programs ; and (e) and company incentive programs (Federman, 2004). Also known as (P4P), equally important this payment model downside is that it penalizes caregivers for poor outcomes, medical errors or increase cost margins.
The reimbursement system at the moment generates different stimuli for the providers that are apparent in its existing environment some negative, others positive. In the same fashion, Physician has proven that a large quantity of preventative care is not lucrative for providers in terms of reimbursements, (Rizzo, 2005). The fee-for-service model does not take into account cost management, quality, and efficiency, whereas the P4P primary objective is quality assurance and controlling costs. Not to mention receiving added value from increased medical expenditure is arduous beneath the present types of compensation. Although this may be true, there are four
Venturis Jones
HCS/531
June 01, 2015
Dale Mueller
Reimbursement and Pay-for-Performance Paper
Pay-for-Performance healthcare definition fluctuates. Pay-for-Performance is explained as an equivalent based procuring strategy with the initiative to link reimbursement to quality and efficiency as an incentive to improve health care, as well as reduce costs (Shi & Singh, 2012). Also considered a pay-for-performance financial plan that includes several forms of performance-based contributors compensation provisions, comprised of individuals that are directed at carrying out cost or efficiency procedures.
Often expressed as a payment model programs offering financial rewards to physicians and other related healthcare providers who meet defined performance targets which tend to focus on quality, efficiency, or related, according to AHRQ Resources (n.d.). There are five types of P4P programs: (a) individual-based pay programs; (b) sales compensation programs; (c) executive incentive compensation programs; (d) team/group based variable pay programs ; and (e) and company incentive programs (Federman, 2004). Also known as (P4P), equally important this payment model downside is that it penalizes caregivers for poor outcomes, medical errors or increase cost margins.
The reimbursement system at the moment generates different stimuli for the providers that are apparent in its existing environment some negative, others positive. In the same fashion, Physician has proven that a large quantity of preventative care is not lucrative for providers in terms of reimbursements, (Rizzo, 2005). The fee-for-service model does not take into account cost management, quality, and efficiency, whereas the P4P primary objective is quality assurance and controlling costs. Not to mention receiving added value from increased medical expenditure is arduous beneath the present types of compensation. Although this may be true, there are four
References: Agency for Healthcare Research and Quality (n.d.). (2015, May). Retrieved from http://www.ahrq.gov/research/findings/factsheets/costs/costria/index.html American Academy of Family Physicians. (2004,). Retrieved from http://www.aafp.org/fpm/2004/0300/p45.html Christianson, J., Knutson, D. J., & Mazze, R. S. (2006). Physician pay-for-performance: implementation and research issues. J Gen Intern Med, 21((suppl2)), S9-S13. Epstein, A. M. (2004). Health Care in America Still Too Separate, Not Yet Equal. New England Journal of Medicine, 351(6), 603-605. Federman, D. (2004). Pay-for-Performance: From theory to Reality. Workspan, World at Work, 47(4), Scottsdale, AZ. Girion, L. (February 6, 2006). Rating to Affect Doctors ' Wallets, L.A.Times. Retrieved from http://latimes.org National Conference of State Legislatures. (2010). Retrieved from http://www.ncsl.org/portals/1/documents/health/PEEFORMANCE-BASED-PAY2010.pdf RAND Corporation. (2010). Retrieved from http://www.rand.org/congress/newsletters/health/2010/06/pay-for-performance.html Rizzo, J. A. (2005). "Are HMO 's Bad for Health Maintenance?". Health Economics, 1117(14), -. Shi, L., & Singh, D. (2012). Delivering Health care in American: A systems approach. Boston MA; Jones and Bartlett, online(5th ed),