The california pay for performance program the second chapter

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Post Comments. I agree to the terms and conditions. In addition, Medicare program administrators are evaluating how P4P incentives might be incorporated into Medicare payment systems. This paper assesses the options, challenges, and potential benefits of adopting P4P incentives for physician services in California's workers' compensation program.

It offers three models that might be able to surmount the challenges, provided that the stakeholders have the commitment and trust to work through the design issues and allow the P4P program to evolve over time. P4P alone will not be sufficient to drive value-based medical care provided to injured workers; rather, it should be considered as part of a multipronged set of strategies designed to increase the efficient delivery of high-quality care that enables rapid and sustained return to work.

In spite of its successes, P4P has not fully achieved its goal to create performance breakthroughs in clinical outcomes or patient experience. The program has been challenged by small incentive payments equalling less than 2 percent of total compensation. By contrast, 25 percent of a primary care physician's income in England is dependent upon performance, resulting in significant quality improvements according to Chris Ham, Professor of Health Policy and Management, University of Birmingham.

A recent MedVantage www. The continued existence of IHA's P4P program has helped to dispel the myth that it is impossible to measure quality in healthcare. Ultimately, the California experience demonstrates that P4P is not itself the answer, but that it is an important step towards accountability, continuous quality improvement, and effective payment reform in healthcare.