Performance Suite

Navigating the Maze of Clinical Compensation, Productivity and Performance Data

By Shelly Slowiak, Customer Success Leader and Terra Noonan, Product Operations Leader

In today’s rapidly evolving health care environment, effectively integrating and analyzing clinical productivity, performance and pay data across multiple disparate sources – such as HRIS, Payroll, EMR, and other time-tracking systems – continues to present a formidable challenge. This complexity is further magnified in environments where teams operate under multiple CMS Fee Schedules or where compensation plans are highly variable. 

Effectively navigating this maze can help to deliver significant benefits for clinicians, leadership and administrators alike.

Clinical Productivity:

Managing clinical productivity data is a complex undertaking that involves the reconciliation of several moving parts. One critical aspect is ensuring annual industry benchmarks – an important yardstick for evaluating performance – are up to date. Additionally, making ongoing adjustments to clinical full-time equivalent status for physicians and advanced practice providers (APPs) requires close attention – particularly when aligning with new compensation plans or adapting to workforce changes like phased retirement or the shift from full-time to part-time roles. 

Performance Metrics and Value-Based Care: 

Adding another layer of complexity is the management of performance metrics tied to value-based care – all of which represent important insight into the quality of care that patients are receiving. This includes metrics such as annual wellness visits, depression screening, diabetes control management, and more. Providing physicians and APPs with accurate and timely insight into individual and group performance enables them to identify areas needing improvement and adjust accordingly to drive desired results. It also allows leadership to better monitor progress against key organization-wide goals.

Compensation Administration 

Administering physician compensation programs has grown increasingly complex as plan variability remains common – there is no ‘one-size-fits-all’ approach. Different service lines are working towards different goals, and this demands not only a deep understanding of the financial aspects but also a sensitivity to the nuances of individual and collective contributions to delivering health care. Automating complex clinical draw and pay calculations, facilitating settlement reporting and review, and integrating compensation earned from all sources can help to ease the administrative burden while also instilling clinicians and leadership with greater confidence in the results.

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