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Pay for performance systems link compensation to measures of work quality or goals. Current methods of healthcare payment may actually reward less-safe care, since some insurance companies will not pay for new practices to reduce errors, while physicians and hospitals can bill for additional services that are needed when patients are injured by mistakes. [1]
In 2015 CMS identified 254 quality measures for which providers may choose to submit data. The measures map to U.S. National Quality Standard (NQS) health care quality domains: [4]
For example, in 2005, a generic 99213 Current Procedural Terminology (CPT) code was worth 1.39 Relative Value Units, or RVUs. Adjusted for North Jersey , it was worth 1.57 RVUs. Using the 2005 Conversion Factor of $37.90, Medicare paid 1.57 * $37.90 for each 99213 performed, or $59.50.
As stated in the 2006 IOM report, the limitations of HEDIS process measures include "sample size constraints for condition-specific measures," "may be confounded by patient compliance and other factors," and "variable extent to which process measures link to important patient outcomes" [14] (p. 179).
The sum of the three geographically weighted RVU values is then multiplied by the Medicare conversion factor to obtain a final price. [1] Historically, a private group of 29 (mostly specialist ) physicians—the American Medical Association 's Specialty Society Relative Value Scale Update Committee (RUC)—have largely determined Medicare's RVU ...
For example, drug companies respond differently than health-care providers to certain developments in the industry, since both rely on different funding sources. So you need to know what kinds of ...
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Pay for performance may refer to: Pay for performance (human resources), a system of employee payment in the United States that links compensation to measures of work quality or goals; Pay for performance (healthcare), an emerging movement in health insurance in Britain and the United States, in which providers are rewarded for quality of ...