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the pay-for-performance approach and how system cost reductions impact the quality and efficiency of healthcare. In addition, it also addresses how pay-for-performance affects different healthcare providers and their customers. Finally, there will also be a discussion on the effects pay-for-performance will have on the future of healthcare.
How Reimbursement Is Affected By Pay-For-Performance Approach
Healthcare payers agree with the idea of Evidence-Based Medicine (EBM) to advocate for pay-for-performance in provider reimbursement on quality and efficiency. The fundamental system that most payers use to compensate physicians and provider associations embodies enticements
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Basically, a pay for performance theory links benefits, bonuses, rewards and pay with performance. The decision to adopt this type of strategy must include two critical decisions: to not pay the employee if they haven’t performed well or to make the pay beneficial enough to motivate employees to perform well. Types of individual performance payment can include merit raises whereas profit sharing plans are determined on the organization’s success as a whole. Another type of pay-for-performance plan that I, myself am more aware of is in the healthcare industry. Due to new accountability standards (i.e. Meaningful Use Measures and Accountable Care), hospitals and private physicians will be
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. They are also an imperfect measurement, but they can, and should, serve as one factor. Consistent value-added work by William Sanders in Tennessee has shown that several consecutive years of teachers’ adding measurable value to students’ learning provide a foundation on which students can continue to make academic progress. After several years of ineffective teaching, students may never recover academically (2004).
Ballou, D., Sanders, W., & Wright, P. (2004). Controlling for student background in value-added assessment of teachers. Journal Of Educational And Behavioral Statistics, 29(1), 37-66.
Belfield, C. R., & Heywood, J. S. (2008). Performance pay for teachers
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participation of pay for performance is to meet quality standards. If that was the case physician participation would have been equally distributed amongst the two programs in the analyses. To conclude the BTE study the researchers believe that their study suggests that all stakeholder, health plans, physicians, and patients would be better off if health plans aligned their P4P efforts to maximize physician engagement.
DeBrantes, F., & D'Andera, G. (2009). Physicians Respond to Pay-for-Performance Incentives: Larger Incentives Yield Greater Participation. The American Journal of Manged Care, 305-310.
Hahn, J. (2006). Pay-for-Performance in Heath care. Washington D.C. : Congressional Research Service, The Library of Congress.
James, J. (2012, Octorber 12). Health Policy Brief: Pay-for-Performance. Health Affairs.
Pearson, S., Schneider, E., Kleinman, P. K., Coltin, L. K., & Singer, A. J. (2008). The Impact of Pay For Performance On Health Care Quality In Massachusetts, 2001-2003. Health Affairs , 1167-1176.
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Performance-based Compensation - Pay for Performance
Corporations are looking for new ways to improve employee performance as well as remain competitive. Pay for performance is one method some businesses are utilizing to improve employee performance. Performance-based compensation exists when compensation is tied directly to that portion of an individual’s performance that can be effectively measured. There are a number of ways in which this may be accomplished and a number of examples as well how it is applied. One of the oldest examples is taken from the ancient Egyptians, where slaves working in the pyramids were given bread for superior performance. Payment of commission for sales
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What are good teachers worth, and what is the best way to compensate them? Will paying teachers based on student performance increase the performance of teachers? As student test scores continue to fall, teachers are increasingly being held accountable for the performance of their students. This concern has resulted in a mounting interest and the implementation of a performance-based pay system for public school teachers. Many believe if performance-based pay works in private corporations and businesses, it should work also work for schools. Paying teachers based on student performance instead of seniority is growing in popularity, as politicians, school officials and parents
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patients the facility is compensated for their performance by insurance companies and self-pay patients. When the facility is paid for their performance they are able to staff more employees, open other high demand departments, and perform a wider variety of patient services. Committees, laws, rules, and regulations followed by employees of a health institution need to be implemented in order for these there areas of cost containment and productivity to be successful.
The American Nurses Association (ANA) and its Constituent and State Nurses Association have implemented the Registered Nurse Safe Staffing Act upon the ANA’s Principles for Nurse Staffing. The Nurse Safe Staffing Act requires
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Today, competition between the businesses is extremely high thus companies need to find ways to be competitive. Organizations prepare the best market strategy to increase the company performance and the ways to keep their employee motivation on the highest level to perform well within the competition. At that time, several incentive pay programs play an important role for every organization to perform well within the competition.
Creating and implementing of incentive pay system supports to solve organizational problems to align the preferences of business and employees. In addition, the system serves as an organizing tool to identify and attract the most capable employees
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Before I get started with the arguments related to for and against individualized performance related pay I would outline the reason why such arise at all in any industry and why at first place managers have decided that such a method should be applied in order work to be performed more efficiently.Everything starts with the assumption that pay does not have to "chaotic" in means that every worker should be paid this what he deserves in matter of the firms interests. Examples would be given later on in the arguments posted so for now on we should accept it as a simple fact.The creation, implementation and supervision of such paying strategy is clearly on the shoulders of the Human Resource
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Fitness for Health and Performance
What is good health?
Health is defined as a state of complete physical, mental and social
well being and not merely the absence of disease or infirmity. Health
is one of the fundamental rights of every human being without
distinction of race, religion, political belief, economics or social
conditions. These things can influence how good or bad your health is:
· Use and misuse of substances such as drugs, alcohol and tobacco.
· Sex education
· Family life education
· Health-related exercise
· Personal hygiene
· Environmental aspects of health education
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Since Vietnam became a member of the WTO in 2007, there were many opportunities for foreigner organizations to operate in Vietnam which also offer more job opportunities for the expatriates. Therefore, the expatriates are becoming more important to the success of many multinational organizations (Peter, Marion ad Ellen, 2008). The reward system for multinational firms has recently moved far beyond the original domain of expatriate pay as it has to attract, retain and satisfy both expatriate and local staff. It is important to compensate both expatriate and local staff to increase their productivity. However, the compensation must be fair and reasonable so that it can encourage the
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the criteria and hired an individual who did not have a biology degree.
Validity measure the performance such things as test scores are related to the measure of the design of the job performance. For instance, if individuals score consistently sixty word per minute on a keyboard test and get a high mark on a performance for the a data-entry job, the company can determine that the keyboard test is a valid form of measure to predict for the success of the job. While, reliability would only measure the weight and height of the characteristics, these measurements would not assist in determining if the characteristics of the test are associated to the success of the job.
Validity is distributed
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dependence on external energy sources goad to such means of energy sources, which are harmful for the environment. It is therefore why there has been the introduction of pay for ecosystem services (PES) for economic management of the environment (Arocena-Francisco, 2003, p. 5-8). The aim of this paper is to assess the strength and the weaknesses of pay for ecosystem services (PES) for economic management of the environment
In the use of the PES mechanism of Eco-labeling or certified forest products, the major strength is its demand which is at a steady fast growth and is fuelled by worry about imports that have been illegally obtained. It has also shown strength in its prospective to
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from manager's point of view. The condition of expectancy will not be meet. Therefor, performance-related pay will not be motivated to improve his performance. Another possibility arises when employee thinks that employer's opinion towards him is negatively or positively biased. This will affect his perception of the link between performance and reward, instrumentality. In that case performance pay is unlikely to change worker's driving force significantly, if at all. However, one can argue that the most important factor of all in Victor Vroom's expectancy theory is the idea of valence. "The attractiveness of, or preference for, a particular outcome to the individual" (Laurie J Mullins, p.427
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it is important to discuss his attitude and performance, effects of cognitive dissonance, and finally his emotional intelligence. After taking these factors into consideration, I will look at using the Herzberg’s Two Factor Theory in relation to motivating him to be successful at reaching both his and the organizational goals.
Attitudes and performance are directly related, and for Curt, this is a factual statement as well. When looking at the attitude and performance of this employee, it is imperative to consider the mechanisms that make up his attitude and performance. Theses consist of his cognitive, affective and behavioral attitude towards the organizational goals. Even though has
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Social Policy Essay: "Sexism in Work and Pay":The institution of work is the central institution within society. Every person, no matter their gender, needs work to survive in our economically based society. Gender in our society is intertwined with work because the institution of work creates and sustains gender, and more specifically gender inequalities. In 1977, the Canadian government passed a Canadian Human Rights Act that provided the legal foundation for employment equity/affirmative action policies (Nelson & Robinson, 2002, pp237). Essentially, this recommendation protects individual women's rights and promotes employment opportunities and fairness for everyone within the
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Performance and Career Management the University of PhoenixHRM/531Performance appraisal is an important tool for managers and employees. Although appraisals can be subjective, well assembled appraisals encourage remuneration for employees based upon their merit and performance. Performance appraisals are used to improve employees' efforts by helping them to realize and use their full potential when carrying out the company's mission. They are also used to provide information for employees and managers to make decisions. Using performance appraisals facilitate legal and formal organizational justification for employment decisions to promote exceptional performers, weed out low performers and
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ghost was true, he attempts to prove Claudius' guilt. He creates a play, The Mousetrap and it is performed in court. The Mousetrap recreates a similar scenario as the one that had occurred when Hamlet's father was murdered. Hamlet was watching for a reaction from Claudius to see if he really was the vile murderer. Subsequent to the King's outburst after watching the performance, Hamlet confronts his mother and began to insult her betrayal of her first husband. Meanwhile the meddling fool, Polonius, was hiding behind a decorate rug that was adorning the wall in Gertrude's room. Hamlet sensed his presence and thinking that it was Claudius, plunged his dagger through the rug.This rash action
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When measuring people's performance for the purpose of selection there are a number of key issues involved. The first section of this essay will explain these issues before explaining how they can be overcome in the second section. The final part of this essay will deal with the advantages and disadvantages of using the interview method as a selection tool, before concluding the main points.Human resource selection is a process that requires the measurement of candidates to enable accurate decision making in making an appointment. The goal of the selection system is to select individuals who will perform well on the job. The system must be as fair and accurate as possible and must use
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support tool. A decision support tool which for the performance improvement of the incident management function in IT support organizations. The OTRS (Open-source Ticket Request System) simulates the effect of corrective measures before their actual implementation, enabling time, effort, and cost saving.
MODULE 2: INITIAL SUPPORT
Introducing the Decision support tool (OTRS help desk) framework in the large scale IT support the environment for getting solution. The incident which comes from the incoming queue is analyzed for solution. If the solution is available in the first level operator of support group, the solution is provided to the users , otherwise it will escalate to the next
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techniques (Bhat 2).A study at Penn State University yielded some surprising findings about the Yoga practice and athletes. Researchers divided athletes into three groups: those who practiced their sport physically for a week before a game, those who did not practice yet meditated each day, visualizing their performance improving, and those who did nothing. Although it would be expected that those athletes who actually practiced their sport would have the best performance on game day, this was not the case. It was those athletes who practiced meditation who improved the most and won the game. Even though they had engaged in no physical activity related to their sport in the past week, the time they spent in meditation gave them the edge they needed (Witkowski 1).Yoga helps create not only physical balance, but the mental outlook needed to be successful in sports as well. In conclusion, Yoga is known to teach athletes respect for their bodies and not to push their bodies to the limit.
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techniques I intend to design a network and configure it with these mitigation techniques. The network will be designed in OPNET IT guru academic edition. Simulations will then be carried out and then a comparison will be made to assess the impact some of these security measures have on the network.
This project will help in understanding the threats that exist in modern networks and how best they can be mitigated and how performance is affected when certain measures are put in place e.g. firewalls. The project will also help me understand how to use a network simulation tool like OPNET for assessing performance.
The aim of the project is to investigate network security
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airlines industry in Malaysia which is own by Tune Air 99.25 per cent and Mofaz Air for the rest. AirAsia, meanwhile, operates 26 flights weekly to Kota Kinabalu, 28 flights to Kuching, two flights to Labuan, seven flights to Langkawi, and 14 flights each to Penang, Kota Bahru and Miri. Except that, they serve other destination also, it is alor setar and tawau. Recently their performance is boost and they will closely to take over the domestic airlines market. They have a very good price strategy to increasing their customer volume and gain more profit. That's why today there is a tight competition between Air Asia and Malaysia airlines to serve the domestic flight market.2. The market structure
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aims.Development of the Individual/PersonThe illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn." Alvin TofflerIn order for a person to fit in within the organization he has to adapt to the corporate values and standards of behavior that specifically reflect the objectives of the organization (Organisation Culture). A learning organization is one where managers recognize that training and development are a vital part of their role, and fundamental for the success and progress of the firm's performance. It is a Learning organizations that promotes the development of the individual by providing ways and means in order for them
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Reinforcement is one of the components of behavioral theory. It is an observable and measurable behaviours but not mental in processes. All behaviors are learned through classical and operant conditioning. The student who has been repeated reinforced by the teachers for her proper behavior in class and good performance on assignments and tests shows the effect of reinforcement and the learning processes through classical and operant conditioning.Classical conditioning can be analyzed into three steps; unconditioned stimulus (UCS) first automatically elicits unconditioned responses (UCR) . Then, a neutral stimulus (NS) is paired with unconditioned stimulus (UCS), which leads to the
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and occupancy, they should not over look the fact that from 1997-1998 they had a growth rate of -3.2% and an estimated growth rate of 9% compared to the industry of 14% actual and 19% estimated. This could be a good indicator that Luby's competition is a threatening force. If Luby's continues to see a decline in its stock performance, it could become more expensive to gain capital for needed improvements.Strategic Issue or Problems:Luby's obvious problems lie within its shrinking profit margins or net income that were described in detail under the "weaknesses" section of the previous SWOT analysis. This coincides with the poor performance of its stock. Luby's stock (according to Case 22) has
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with a strong desire to complete their education seek employment with certain companies specifically for this benefit. Employees who are supported and able to reach their personal goals while working are happy, which improves moral, and results in greater work performance. If resources are tight and the employer remains hesitant, one can try to work out a contract in which he agrees to stay with the current company for a certain period. This may be enough to convince the employer to follow through on the tuition reimbursement program.ConclusionAny individual who possesses a desire to continue his education in addition to performing their full-time job shows a commitment to improving
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telemedicine reimbursement policy in the federal health care system (HRSA, 2011 & OAT, 2003). As a result, reimbursement for telecare has been limited and somewhat haphazard. It’s up to each state to specify what telemedicine services, if any, are eligible for Medicaid reimbursement (HRSA, 2011 & OAT, 2003).
There are two policies which support telemedicine services. In 1997, the Balanced Budget Act (BBA) required that Health Care Financing Administration (HCFA) pay for some telemedicine consultation services to Medicare recipients. However, several administrative limitations restricted the effectiveness of this legislation. For example, patients had to be located in Rural Health
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to fully or partially cover the costs of tuition for post-secondary or training courses” (Eleaners , 2012). When it comes to tuition reimbursement there are numerous amounts of factors a company has to plan by and employees must know to get their true worth of a company’s tuition assistance program. Employees are the only ones who see education as an investment.
With more companies each year offering tuition reimbursement as part of their employee benefits package, they too see the value and investment pay off for helping their valued employees further their education. Some employers might cover all expenses up to a certain amount, while others pay a percentage of the total costs (Tucker
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can fair badly if the costs exceed the price paid. There is also the issue of distribution of pay among the group deciding how much each member will be paid for his or her part in services rendered. This method places the burden of cost containment on the group members (Zelman et al., 2009).
Pay-for-performance (P4P) is a newer model of reimbursement. This concept does not simply withhold payment if the performance criteria is not met. This model rewards superior performers. Financial incentives are offered for providers that follow care guidelines and established treatment protocols such as encouraging preventive care, reducing unnecessary tests, preventing mistakes, and the prevention
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RUNNING HEAD: CAREER DEVELOPMENT PLAN IV-COMPENSATION PLAN
Career Development Plan IV - Compensation Plan
University of Phoenix
As InterClean precedes a new direction, upper management is suggesting a new compensation plan for the current sales team. The new compensation plan will identify reasons why the pay system will work, the benefits for the sales employees as well as the company, and the components of a total rewards package that would motivate employees to reach their peak performance. InterClean's new sales force compensation plan will include a direct compensation plan, along with a total rewards package that includes
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Remedies for breach of contract
Contrary to what most people might think, the solution for breach of contract is not designed to punish the guilty party, instead it is to protect and preserve the rights and reasonable expectations of the party seeking reimbursement. The purpose of the contract law is that in the event of one party not fulfilling their obligation towards the other party, the party harmed will be compensated for its losses. In most cases the standard solution for breach of contract is money reimbursement, however, in some special cases the court can assign the party to perform a specific performance or injunction. With money reimbursement the court will allow the harmed
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Recommendation of a new Compensation ProgramI am the new Vise president of benefits for R & J Mortgage Company. I am recommending a compensation program that will hopefully retain our employees and offer those benefits that are better then other companies. It is my responsibility as compensation and benefit specialist to conduct market pay studies, these studies determine what jobs that our company should pay, what benefits and incentives are appropriate. I start with a clearly define job description; insure comparable market information, base pay, salary compensation, salary trend and total compensation. Then I will study salary survey data, make a few phone calls to external sources
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(2010) examines the role of value in the healthcare system in the United States. According to Porter (2010) “Value should define the framework for performance improvement in healthcare.” Porter indicates that value in healthcare should be measured by outcomes achieved not the volume of services rendered. According to Porter (2010), “The proper unit for measuring value should encompass all services or activities that jointly determine success in meeting a set of patient’s needs.
Posistive and Negative Affects, Cost, Quality, Access, Trade-offs
The national pay for value based system development has positive and negative aspects. System implementation will require multiple entity
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In the midst of changes occurring in the United States one experiment currently taking place is with new reimbursement arrangements called pay-for-performance. In pay-for-performance physicians performance becomes tied to quality. Pay-for-performance is likely to face challenges ahead as it is implemented and utilized in the United States through adoption of electronic medical records. This paper will cover those possible challenges along with addressing general concerns.
Clinical practices especially those of a smaller scale know their patients in the practice, or become formally acquainted during the first few visits. However, with the new reimbursement method called pay-for
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audits, skills check off, patient safety and satisfaction, and covering for staff when no one is available to work (L. Horton, personal communication, March 7, 2014).
According to L. Horton, LTACHs are funded by commercial insurance, Medicare, and charity (personal communication, March 7, 2014). For claims reimbursed by Medicare, patient satisfaction survey’s or Hospital Consumer Assessment of Healthcare Providers and Systems/HCAHPS help determine the hospital’s reimbursement scores. Value Based Purchasing (VBP) was established by the Affordable Care Act, which implements a pay-for-performance approach to the Medicare payment system (“Linking Quality to Payment,” n.d.). This program can
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can be equated to a portfolio with information containing performance margins, sales targets, and data from competition. Marketing also involves listening to consumers and satisfying their needs and demands, but all the while being profitable. This serves as a basis for the operations plan, human resources plan, and financial plan.
An Operations Plan deals with the day to day workings of the establishment. This includes staffing, equipment, hours of operation, productivity, coordination between departments (if in a facility with multiple departments), coverage of shifts, and call services. All of these must be examined in an ever-changing marketing environment. When proposing changes and
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commission will calculate at 2% for new account sales every month. Example, if an employee generates $50,000 dollars in new account sales a 2% or $1,000 dollars will be paid for that month in commission. The team leaders will also be paid $50,000 dollars base pay per year and will receive quarterly bonuses that cap at $30,000 per year. Managers will receive $85,000 base pay per year with a quarterly bonus and cap of $30,000 per year. Annual increases to the base pay will be calculated through the job evaluations with a potential of up to 5% base pay increase per year based on performance and achieved sales targets.In addition to the financial rewards, recommendations for employee none
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the learning standards to citizenship preparation CDOS. These will be available at a later date.
One of the most important issues is money, when ever you think about school the first thing that comes to mind is money, how much it will cost how long will you have to pay it off and how long will you be in school for, now there are a few options that you can take to get money for school, one way is to get a loan for the full amount of your tuition or a percentage. Some of the loan institutions will give you a time frame in which you can pay it monthly and or defer your payments until you graduate school.
The draw back of get a loan, one of the draw back with a loan
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programs can influence providers with patient selection. Many physicians might start to become more skeptical with accepting severely ill, and health illiterate patients due to rewards for performance. Therefore the unintended cause of health disparities increasing can be a backlash for the program, with promoting diversity in health care quality.
Components of P4P
Pay for performance (P4P) is defined as a set of performance indicators that are linked to an incentive system. P4P is a quality improvement and reimbursement system that targets at changing the current payment structure. The current payment structure primarily reimburses based on the number of services provided regardless of the
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because the success of their company is so important.Pay StructureWhat are some of the internal and external factors that influence the pay structure in the retail business? In the retail business today there is much competition with more and more discount stores opening daily. One thing that would influence the pay structure at Abode Clothing would be, by this being a family owned business we would have to put a lot of time and money into the business.Some of the internal factors that will influence the pay structure would be merit, individual, and group incentive pay for performance plans. We would classify them in a matrix formed by two major dimensions of plan design. Next we would use
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plan as social security is sure to dwindle away and eventually become obsolete.
Many organizations offer additional benefits for other life changing events such as educational reimbursement, EAP, and other forms of assistance. Educational
reimbursement allows an employee a full or partial refund for the price of classes as well as books and fees associated with continuing education. In return for this reimbursement typically an employee will have to stay with the company for an extended time after the pay out which is usually a year.(Sprint 2005) EAP otherwise known as Employee Assistance Programs provide a wide array of assistance to employees to help with issues that may
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Dear Mr. Jones,The purpose of this letter is to present the proposed outline terms of Mr. James Richards compensation package. "During the initial period, the Department of Veteran Affairs Vet Center shall pay Mr. Richards an annual base salary, payable semi-monthly, in equal installments, at a rate equal to eighty-five thousand one hundred and seventy-six dollars," (Sample business contracts, n.d.). The reason for offering this annual salary to provide Mr. Richards the same income level that is comparable to electrical engineers residing in the Chicago, his experience level, educational background, and his current Texas salary of forty thousand dollars. Additionally, Mr. Richards will be
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contracts pay between 65% and 90% on the routes . There are some brokers that offer the opportunity to obtain reimbursement of invested capital if the operation completes a loser. This figure refund is now subtracted from the amount invested , and affect the eventual payment. A merchant can choose not to accept the return . So when configured as a trade, a trader can opt for the possibility of full payment (eg 80:10 or 80 % profit , reimbursement of 10% of the gains from trade 90 % ) or receiving payment in whole ( 90:0 or 90 % profit , 0 % refund ) .
Some contracts , such as high performance options (High Yield SpotOption Touch platforms or limit in high performance technology platforms Finance
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There is a clear business case for strategic compensation. Well managed rethinking of performance management, rewards and benefits leads to better business results, stronger capability, higher staff retention levels, heightened motivation and employee satisfaction. The success stories of organizations leading the field in strategic compensation prove that how employees are motivated, rewarded, recognized, fulfilled and challenged to perform better is a key differentiator between excellence and plain mediocrity.One of the best ways to keep employees from walking out the door is to pay a higher salary. Paying employees more in salary, however, won't necessarily align them with the company's
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implementation of the incentives plans for hospital employees. By realizing how incentives plans relate to the organizational goals and objectives, HR can help the hospital reach its strategic goals while building employee morale and confidence. According to the BNET Business Dictionary, an incentive plan is an "employee motivation technique that offers cash, gifts, special recognition, or other awards for exceeding performance goals" (Business Definition of Incentive Plan, para. 1). This relates to the organization's objectives and goals because to motivate the Salem Hospital's employees, HR must create incentive plans that will "motivate the right people to do the right things" (Triangle
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, and processes aimed at improving patient outcomes. The Community Health Accreditation Program is dedicated to quality home, community, and public health care. The Accreditation Commission for Healthcare was started by home care providers. The ACHC has deeming authority for Medicare in home health, hospice, and DEMEPOS. The TJC and CHAP have collaborated in an effort to decrease overlaps within their business operations.
The way reimbursement is set up for home health care it can be received from Medicare/Medicaid, private/third party payer, or self-pay. The Home Health Prospective Payment System (HHPPS) changed the way home care agencies were reimbursed for Medicare patients in October 2000
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IV. CREATION OF PRICE AND QUALITY DATABASE
Enrollees signing up for high deductible health plans with higher out of pocket costs, finding quality providers for the best price will be their first priority. It will be their first priority because they will be expected to purchase most services out of pocket. Individuals who must pay for services with their own money will be more conscious of when and where they purchase services. Transparent pricing information, if accompanied by information regarding quality, will enable Medicaid and Medicare recipients, individuals covered by insurance, and individuals without insurance to make better decisions regarding the quantity, location, quality
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employees. This requires a base pay program that pays competitively by at least three percent or higher than local competitors.JAC will also put into consideration some internal factors in determining salary increases such as, Employee Performance Reviews, positions worth to the organization and individual contributions experience, longevity with JAC, and education.Methods of CompensationEmployees must believe they have the ability and resources to meet the performance standards. For rewards to be motivating, employees have to believe they can earn them. If JAC was to implement one of the choices of incentive pay below the corporation could benefit from the satisfied workers and increased
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schedules, child care referrals, and seminars will assist dual career parents by providing a work life balance, especially since not all companies offer this type of benefit to their employees. Dual career employees will feel valued and appreciated by the company for understanding their needs and will show their appreciation through positive performance in the workplace.Tuition reimbursement will provide employees an opportunity to increase their skills and knowledge sets, making them more valuable to the company. The sales manager and VP of sales can conduct training sessions to the sales staff, focusing on sales techniques, customer service skills, and working effectively in teams, by