Pay-For-Performance (P4P) initiatives have increased to an estimated 130 in 2006 and continue to grow as both the public and private sectors are turning toward this revolutionary reimbursement method.
P4P recently received a huge shot in the arm when the Institute of Medicine (IOM) released a report that said Medicare should scrap its fee-for-service payment systems and adopt a physican pay-for-performance system to reimburse providers. CMS will implement a P4P program in July. It is a voluntary program, though it could be the foundation for a program that is far broader.
Although P4P physician initiative awards were up 25 percent last year, some doctors are wary of the programs, according to two studies recently released. But most industry experts believe P4P programs will continue to grow and be embraced by health plans.
Are physician incentives the panacea to a struggling healthcare system leading to strengthening quality measures, improved outcomes, and increased patient and health plan member satisfaction?
Join the Managed Care Information Center and Pay-For -Performance Reporter along with the pioneers of Pay-for-Performance for a discussion of past successes and the challenges ahead in the 90-minute audio conference, “Pay-For-Performance: Lessons Learned and Future Predictions.” This executive-level program took place on March 29, 2007.
At the forefront of the P4P movement, IHA is the largest physician incentive program in the United States today. Under IHA’s P4P program, seven California health plans paid a combined $55 million in 2006 to participating physician groups. Since the IHA established the program, incentive payments have totaled approximately $145 million.
Hill Physicians Medical Group was founded with the goal of improving the quality of care and controlling medical costs. Last year, the IPA rewarded $26 million in P4P incentives. Of the total, $6 million came from a state of California initiative. The rest was derived from Hill Physicians’ own internal program, which offers bonuses to doctors who adopt information technology; score well on quality measures and accept new patients. Eighty percent of Hill physicians earned bonuses of varying amounts.
Agenda:
- Assessment of Current Environment for P4P
- Lessons Learned from the Early Adopters of P4P
- The Next Phase of P4P: Beyond Clinical Measures to Efficiency
- Characteristics and Design Principles of Successful P4P Programs
- Case Studies: IHA and HPMG’s experiences with P4P
- The Potential Roadblocks of Successful P4P Programs
- How to Engage Physicians in P4P Programs
- Future Predictions for P4P
- Live question and answer session
Health plans and providers, CEOs, CFOs, PHO and IPA and medical staff leadership, employers, human resource benefit managers, medical directors, employer health plan decision makers, network development and provider services directors, strategic planners, utilization management, MCO plans, healthcare management, TPAs, network managers, physician practice management company executives, medical management directors, analysts, implementer consultants, account services and administration executives and ancillary products managers.
©2007 The Managed Care Information Center