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Ohio Pay-for-Performance

Ohio's Pay-for-Performance Program is based largely on clinical measures. However, staff, resident and family satisfaction surveys are factored into the pay-for-performance formula.

Pete van Runkle (Executive Director, Ohio Health Care Association) on P4P in Ohio: "Probably the most significant policy issue that exists [in Ohio] is that P4P doesn't affect everybody. So, trying to gauge the impact is really difficult to do, because there are only about 20 percent of the providers where the quality incentive affects their rate (that number will presumably increase over time). However, one of the achievements of pay-for-performance has been to raise the provider's awareness and raise the significance of the customer satisfaction piece. They've always been interested, but now they are paying even more attention both in terms of participation and in terms of what their results are--and that's a good thing. Customer satisfaction is something that they should be paying attention to. Homes are making an effort to get customer satisfaction surveys out to families and get enough of them back to get a statistically valid sample. Even with resident satisfaction, there is greater participation, which is a great outcome. For providers, to support pay for performance is the right thing to do. Whether or not we have concerns about the details of pay for performance, the goal is our goal, which is quality. Unfortunately, with it not affecting as many providers as it ultimately will, it's a little early to draw too many conclusions. However, I support having it as part of the reimbursement system, and it puts the spotlight on quality and on the performance measures that we've agreed are important."

Excerpt from August 2008 Provider Magazine article, "Investing in Culture Change: Long term care leaders speculate about why it works." Reprinted with permission from Provider Magazine. Access the full article here.