Posts Tagged ‘engagement’

Infographic: 7 Steps To Boost Patient Engagement

September 9th, 2015 by Melanie Matthews

Patient engagement is more than just a requirement under Meaningful Use – it’s a long-term strategy for improving healthcare, according to a new infographic by eVisits.

The infographic lists seven key steps to boosting patient engagement.

How To Boost Patient Engagement

2015 Healthcare Benchmarks: Patient EngagementTransformational patient-centered models emerging post-ACA are designed to succeed with a core of engaged, activated patients, yet enlistment of individuals in chronic care management, telehealth and other health enhancement interventions continues to challenge the healthcare industry.

2015 Healthcare Benchmarks: Patient Engagement documents strategies, program components, successes and challenges of engaging patients and health plan members in self-care from more than 125 organizations responding to the 2015 Patient Engagement survey by the Healthcare Intelligence Network.

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HINfographic: 12 Questions to Guide a Physician Compensation Strategy

March 28th, 2014 by Jackie Lyons

A successful physician compensation strategy includes organizational goals, governance and physician engagement, according to Cynthia Kilroy, senior VP of provider strategy and business development at Optum.

This new infographic from the Healthcare Intelligence Network features 12 questions to guide the implementation of a physician compensation strategy for healthcare organizations. Addressing all three areas of the strategy can improve satisfaction while creating an environment and structure that supports transparency and enables quality and efficiency.

You may also be interested in this related resource: 6 Value-Based Reimbursement Models: Strategies for Selection, Alignment and Engagement. This 40-page resource examines a set of provider compensation models across the collaboration continuum, advising adopters on potential pitfalls and suggesting strategies to survive implementation bumps.


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Don’t Ignore ‘Reasonable Alternative Standard’ When Offering Outcomes-Based Incentives

March 15th, 2013 by Jessica Fornarotto

Companies contemplating outcomes-based health incentives shouldn’t ignore the portion of the population that can’t meet predetermined health standards, advises John Riedel, the president of Riedel & Associates Consultants, Inc. Reidel defines outcomes-based incentives, explains the role of risk-adjustment in these programs, and shares some recent data on incentives use among other companies.

We’re individualizing health goals based on where a person is on their health continuum as well as on their interest continuum. Based on behavioral economics principles, you also want to appeal to what people are most interested in, what will get them engaged in some sort of change. This is setting a risk-adjusted target. And so that you’re not presuming that all employees can meet a predefined set of health goals, you’re making this more individually targeted.

For instance, if someone is morbidly obese, or has cholesterol levels that are so high that it is unrealistic to bring them down to the health goal that you’ve already set, risk-adjust it and help people create the incentive program that will work best for them; get them on the right path.

When you offer outcome-based incentives in your company, you’re tying financial awards to whether or not the employees are within healthy ranges that you have set with them, which could be blood pressure, cholesterol, body mass index, or any other biometric measures.

The Affordable Care Act (ACA) requires a ‘reasonable alternative standard’ because there are people who can’t meet an outcomes-based incentive. If they have an unreasonably hard time meeting a goal, you must provide them a reasonable alternative standard. The law on that is fairly open-ended. Incentives are becoming more common and the requirements are getting tougher. In other words, they’re being moved more toward outcomes-based incentives.

According to Towers Watson Staying@Work Survey, over half of U.S. respondents are currently providing financial rewards for participation in health programs. Rather than simply rewarding program enrollment, about a third of employers are requiring employees to complete multiple activities to receive a reward or avoid a penalty. That reward could be a progress-based incentive or an outcomes-based incentive. About 23 percent plan to impose this kind of requirement.

In other data, Hewitt Associates found that the use of cash payouts for HRA completion doubled between 2009 and 2010, up to almost two-thirds. Also, the Kaiser Family Foundation Annual Survey of Employee Benefits Plans shows that large employers are reducing premiums for engaged employees. For instance, a company with 1,000 to 5,000 employees will reduce premiums by 17 percent.

Clearly, incentives are becoming more common.