Pay for performance/incentives
A large employer offers a comprehensive wellness program combined with financial incentives to use its various components, leading to broad participation, improvements in health-related behaviors and risk factors, and a leveling off of overall health care costs.
A specially designed pill-bottle system supplied visual and auditory reminders to patients, along with telephone reminders after missed doses and progress reports to be shared with providers; the program significantly increased medication adherence in those with uncomplicated hypertension.
A health system uses formal processes to track patients who meet core measure inclusion criteria, monitor gaps in care, investigate care variances, and share data and best practices, leading to a significant improvement in overall performance on the measures.
Trained barbers provide ongoing blood pressure monitoring, education, and referral support to African-American male patrons, leading to improved treatment rates and blood pressure control in hypertensive patrons.
Norman Regional Health System uses an expanded role for pharmacists and nurses, ongoing monitoring and reporting, physician peer review, and financial incentives to improve performance on core measures, achieving adherence rates of 96 percent or more on 17 of 25 measures (above both State and national averages).
A multispecialty clinic promotes influenza vaccinations among employees by offering free vaccines, providing education about vaccine safety and effectiveness, designating an immunization champion within each clinic, and sponsoring friendly competitions across sites; the program led to more than doubling the employee immunization rate over a 7-year period.
A health system gathers patient feedback through multiple channels and uses this feedback to develop patient-centered initiatives to improve customer service, leading to a significant increase in patient satisfaction and top-decile performance on measures relating to overall hospital quality and willingness to recommend the organization.
Financial incentives and associated support for employees and spouses to remain smoke-free, engage in physical activity, manage weight, achieve specific health-related milestones, and complete an annual physical exam and health risk appraisal lead to high participation rates and improvements in health-related behaviors and select health indicators.
A large, self-insured employer revamped its employee wellness program to incorporate financial incentives, onsite biometrics that feed into a health risk assessment, and periodic meetings with health coaches, leading to greater employee participation and a reduction in risk factors.
As part of a statewide, public-private initiative, a largely rural Vermont community supports its six medical patient-centered medical home practices with a multidisciplinary provider team, real-time electronic information, and insurer-funded financial incentives, leading to more appropriate care and services and lower utilization and growth in health care spending.