INNOVATION PROFILE How Geisinger Structures Its Physicians' Compensation To Support Improvements In Quality, Efficiency, And Volume
INNOVATION PROFILE How Geisinger Structures Its Physicians' Compensation To Support Improvements In Quality, Efficiency, And Volume
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DOI：
10.1377/hlthaff.2011.0940
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发表时间：
2012-09-01
期刊：
影响因子：
9.7
通讯作者：
Steele, Glenn D.
中科院分区：
文献类型：
--
作者：
Lee, Thomas H.;Bothe, Albert;Steele, Glenn D.
美国医生从私人执业医师转向雇员的趋势，增加了人们对薪酬体系的兴趣，这种体系可以提高质量和效率，同时又不影响现有按服务付费的支付体系的生产力。我们描述了 Geisinger Health System 的方法，这是宾夕法尼亚州的一个综合服务系统，该系统将医生预期总薪酬的约 20% 分配给激励措施，以支持质量和效率的提高以及临床量的增长。我们相信，将医生薪酬的适度部分用于实现战略目标，例如最大限度地提高质量和效率，可以提高 Geisinger 提供的护理的价值。与此同时，由于 Geisinger 的大部分临床护理仍然以按服务收费的方式提供和支付，因此临床量的激励使 Geisinger 能够实现其使命的财务可行性。
The movement of US physicians toward working as employees rather than working as private practitioners is increasing interest in compensation systems that drive improved quality and efficiency without compromising the productivity of existing fee-for-service payment systems. We describe the approach of Geisinger Health System, an integrated delivery system in Pennsylvania that assigns about 20 percent of total expected physician compensation to incentives that support improvements in quality and efficiency along with growth in clinical volume. We believe that dedicating a moderate portion of physician compensation to achieving strategic goals, such as maximizing quality and efficiency, is improving the value of care provided at Geisinger. At the same time, because most of Geisinger's clinical care is still delivered and paid for on a fee-for-service basis, the incentives for clinical volume are enabling Geisinger to achieve the financial viability to pursue its mission.