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Pay-for-perform (P4P) is not a new term in human resource management or performance management. The US healthcare system has been criticized for high-cost, inefficacy, and issues on quality. P4P is an approach used to provide incentives to physicians and health care provider organizations to achieve improved performance by increasing quality of care or reducing costs (Kongstvedt, 2016). By paying for specified standards of quality care, P4P may help equalize quality among providers within the same healthcare organization, region, and across different regions in the US. P4P can also include explicit incentives for other goals, such as reducing costs or improving coordination of care among providers. So far, P4P program results have not lived up to the original expectations (Markovitz & Ryan, 2017). There is no a perfect system in the worlds; continuous improvement is always needed for everything, including P4P.
As we know, the Patient Protection and Affordable Care Act is a big promoter of P4P. In the past few years, healthcare organizations and providers have striven to reallocate resources and attempt to meet the quality measures set by the Act. This week, I am look forward to seeing great discussion in the DB.
References
Kongstvedt, P. R. (2016). Health insurance and managed care (4th ed.). Jones and Bartlett Publishers.
Markovitz, A. A., & Ryan, A. M. (2017). Pay-For-Performance: disappointing results or masked heterogeneity? Medical Care Research & Review, 74(1), 3-78.
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