5 CFR 9701.342 - Performance pay increases.

Code of Federal Regulations, 2011 CFR

2011-01-01

... pools and may adjust those amounts based on overall levels of organizational performance or contribution... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Performance pay increases. 9701.342... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.342...

Prenatal diagnosis in Sweden: organisation and current issues.

PubMed

Bui, T H; Kristoffersson, U

1997-01-01

Invasive prenatal diagnosis was introduced in Sweden in the early 1970s and is an integral part of the public health care system. Funding is provided by taxation; the patient only pays a consultation fee. Genetic analyses on a broad range of cytogenetic and molecular disorders are performed at the 6 university-affiliated hospitals and in 1 county hospital. About 6% of all newborns have been cytogenetically screened during pregnancy, and about 90% of the analyses are performed after amniocentesis. The main indication is chromosome analysis because of advanced maternal age.

28 CFR 345.59 - Inmate performance pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmate performance pay. 345.59 Section... INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.59 Inmate performance pay. Inmate workers for FPI may also receive Inmate Performance Pay for participation in programs where this award is made...

Pay for performance in commercial HMOs.

PubMed

Rosenthal, Meredith B; Landon, Bruce E; Normand, Sharon-Lise T; Frank, Richard G; Epstein, Arnold M

2006-11-02

Pay for performance has increasingly become the subject of intense interest and debate, both of which have been heightened as the Centers for Medicare and Medicaid Services moves closer to adopting this approach for Medicare. Although many claims have been made for the effectiveness of this approach, the extent of its national penetration remains unknown. We surveyed a sample of 252 health maintenance organizations (HMOs) (response rate, 96%) drawn from 41 metropolitan areas across the nation about use of pay for performance. We determined the prevalence of pay-for-performance programs, detailed the features of such programs, and examined the adoption of pay for performance as a function of the characteristics of both the health plans and markets. More than half the HMOs, representing more than 80% of persons enrolled, use pay for performance in their provider contracts. Of the 126 health plans with pay-for-performance programs, nearly 90% had programs for physicians and 38% had programs for hospitals. Use of pay for performance was statistically associated with geographic region, use of primary care providers (PCPs) as gatekeepers, use of capitation to pay PCPs, and whether the plans themselves received bonuses or penalties according to performance. Pay for performance is now commonly used by HMOs, especially those that are situated to assign responsibility for a particular patient to a PCP or medical group. As the design of Medicare with pay for performance moves forward, it will be important to leverage the early experience of pay for performance in the commercial market. Copyright 2006 Massachusetts Medical Society.

5 CFR 9701.342 - Performance pay increases.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Performance pay increases. 9701.342 Section 9701.342 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.342...

Developing physician pay arrangements: the cash and care equation.

PubMed

Levitch, J H

1998-11-01

Developing physician compensation packages that help a healthcare organization meet its business objectives while satisfying physician pay expectations requires new ways of linking pay to physician performance. Such compensation arrangements specifically should include pay tied to defined performance standards, compensation linked to group performance, performance incentives based on realistic, achievable goals, work performance measured by common criteria, and similar pay ensured for similar work. Final pay arrangements also should include items that are sometimes overlooked, such as fully delineated job responsibilities, performance measures aligned correctly with performance areas, and the value of benefits considered in the cash compensation levels.

Performance-related pay for hospital consultants.

PubMed

Cash, Andrew; Somers, Andre

2007-08-01

In the United Kingdom there about 300,000 people who earn at least pounds 100,000 per year. These people represent just 1% of U.K. workers. Hospital consultants are in this exclusive earning group, and so they should be. Following a new pay deal in 2003, which enabled consultants to achieve a record average NHS salary of pounds 110,000 in 2006, there is growing momentum to introduce a system of performance-related pay. Such a system could work. Many believe this would create the necessary leverage to get the consultant body to work with the managers to create a robust NHS that is fit for purpose and can compete healthily against alternative providers in an open marketplace. The resolve to achieve this has never been stronger. The NHS has always been dogged by status and power divides between the different groups of workers. The time has come to make some headway with breaking down these divides and get on with running a business. Let's hope the NHS can transform into a place where managers and doctors trust each other and work better together. This would give the 1.3 million people that work in the NHS the best chance of creating a successful business that cares for ill people. The financial and professional rewards will follow.

Why doesn't performance pay work?

PubMed

1993-01-01

Examines performance pay as a means of motivation in the health sector, and indicates possible reasons for its ineffectiveness. Points out that there are various means of motivating employees, with pay being just one of these. Suggests that this is the reason why performance pay has little impact. Concludes that the NHS is about to implement performance pay within its system. Predicts that this may be problematic.

28 CFR 551.108 - Performance pay.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Performance pay. 551.108 Section 551.108 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Pretrial Inmates § 551.108 Performance pay. The Warden may approve a pretrial inmate for performance pay...

28 CFR 551.108 - Performance pay.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Performance pay. 551.108 Section 551.108 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Pretrial Inmates § 551.108 Performance pay. The Warden may approve a pretrial inmate for performance pay...

28 CFR 551.108 - Performance pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Performance pay. 551.108 Section 551.108 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Pretrial Inmates § 551.108 Performance pay. The Warden may approve a pretrial inmate for performance pay...

Pay for performance in orthopaedic surgery.

PubMed

Pierce, Read G; Bozic, Kevin J; Bradford, David S

2007-04-01

In recent decades American medicine has undergone tremendous changes. Numerous reimbursement and systems approaches to controlling medical inflation and improving quality have failed to provide cost-effective, high-quality health care in most circumstances. Public and private payers are currently implementing pay for performance, a new reimbursement method linking physician pay to evidence of adherence to performance measures, to constrain costs, encourage efficiency, and maximize value for health care dollars. High-quality research regarding pay for performance and its impact is scarce, particularly in orthopaedic surgery. Although supporters argue pay for performance will remedy the fragmented, costly delivery of health services in the United States, skeptics raise concerns about disagreement over quality guidelines, financial implications for providers and hospitals, inadequate infrastructure, public reporting, system gaming, and physician support. Our survey of orthopaedic surgeons reveals limited understanding of pay for performance, marked skepticism of nonphysician stakeholders' intentions, and a strong desire for greater clinician involvement in shaping the pay for performance movement. As pay for performance will likely be a long-term change that will have an impact on every orthopaedic surgeon, clinician awareness and participation will be fundamental in creating successful pay for performance programs.

Implementing Pay-for-Performance in the Neonatal Intensive Care Unit

PubMed Central

Profit, Jochen; Zupancic, John A. F.; Gould, Jeffrey B.; Petersen, Laura A.

2011-01-01

Pay-for-performance initiatives in medicine are proliferating rapidly. Neonatal intensive care is a likely target for these efforts because of the high cost, available databases, and relative strength of evidence for at least some measures of quality. Pay-for-performance may improve patient care but requires valid measurements of quality to ensure that financial incentives truly support superior performance. Given the existing uncertainty with respect to both the effectiveness of pay-for-performance and the state of quality measurement science, experimentation with pay-for-performance initiatives should proceed with caution and in controlled settings. In this article, we describe approaches to measuring quality and implementing pay-for-performance in the NICU setting. PMID:17473099

75 FR 9544 - Inmate Work and Performance Pay Program

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-03

... inmate may receive performance pay only for that portion of the month that the inmate was working... Inmate Work and Performance Pay Program AGENCY: Bureau of Prisons, Justice. ACTION: Proposed rule... work and performance pay by removing redundant language and provisions that relate solely to staff...

Teachers' Perception on Pay-for-Performance Programs in Georgia

ERIC Educational Resources Information Center

Mighty, Nardiann Kenisha

2013-01-01

States are implementing performance programs to help reform compensation systems for teachers; however, little is known on teachers' perception on alternative pay plans. Accordingly, this research study examined the types of pay-for-performance programs Georgia teachers prefer by exploring their perceptions of pay for individual performance, pay…

Pay for Performance.

ERIC Educational Resources Information Center

LaFee, Scott

1999-01-01

Top school administrators and school boards across the country are increasingly employing a private-sector incentive: bonus pay for improved (school) performance. Connecticut, Texas, and North Carolina have merit-pay clauses in superintendents' contracts. This article discusses pay-for-performance criteria, increased job expectations, and ethical…

Pay-for-Performance in Education: An Issue Brief for Business Leaders.

ERIC Educational Resources Information Center

National Alliance of Business, Inc., Washington, DC.

Implementing pay-for-performance salary structures has been used successfully in business and can result in benefits for educational systems when implemented along with other compensation reforms. Business leaders can help in the implementation of teacher pay-for-performance systems in the following ways: (1) ensure that pay-for-performance plans…

Teacher Compensation: Performance Pay and Other Issues. The Informed Educator Series

ERIC Educational Resources Information Center

Protheroe, Nancy

2011-01-01

This "Informed Educator" examines the issue of performance pay for teachers. Research looking for a possible link between performance pay and student learning is examined, and implementation issues are addressed. Finally, the need to broaden the discussion of performance pay to a more comprehensive review that explicitly connects the structure of…

Long-Term Effects of Teacher Performance Pay: Experimental Evidence from India

ERIC Educational Resources Information Center

Muralidharan, Karthik

2012-01-01

While the idea of teacher performance-pay is increasingly making its way into policy, the evidence on the effectiveness of such programs is both limited and mixed. The central questions in the literature on teacher performance pay to date have been whether teacher performance pay based on test scores can improve student achievement, and whether…

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2013 CFR

2013-07-01

... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to... inmate may receive special bonus pay based on the inmate's exceptional work in a temporary job assignment... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.26 Performance pay provisions. (a...

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2012 CFR

2012-07-01

... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to... inmate may receive special bonus pay based on the inmate's exceptional work in a temporary job assignment... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.26 Performance pay provisions. (a...

Pay-for-virtue: an option to improve pay-for-performance?

PubMed

Buetow, Stephen; Entwistle, Vikki

2011-10-01

Pay-for-performance schemes reward standardized professional behaviours associated with effective care. However, they neglect the significance of virtue and devalue and erode professional motivation based on virtue. Pay for training to cultivate virtue, and/or pay-for-virtue, may mitigate these dangers. Although virtue is typically considered its own reward, and the assessment of virtue is problematic, pay-for-virtue could involve (1) stringent checks on the appropriateness of the standardized care currently rewarded by pay-for-performance for individual patients or (2) pay for indicators of virtue. These indicators could be based on virtues identified from a framework of universal virtues and through logical inferences from features of practice. It is possible that pay-for-virtue could ultimately strengthen health professionals' intrinsic motivation for good practice, but this and the broader effects of pay-for-virtue would need careful investigation. © 2011 Blackwell Publishing Ltd.

Street-Legal Bike Pusher Introduces EV Technology

ERIC Educational Resources Information Center

Moore, Tim

2011-01-01

The electric bicycle pusher is a legal bicycle trailer on wheels that can push a bicycle at speeds of up to 35 mph. People across the country are buying small electric cars that go no faster than that--and paying five times more than what one pays to make an electric bicycle pusher. In this article, the author provides some information on electric…

To allow an employer to pay an H-2A worker the Federal minimum wage or the prevailing wage in a case where the employer pays either wage to United States citizens similarly employed.

THOMAS, 111th Congress

Rep. Whitfield, Ed [R-KY-1

2010-03-12

House - 04/26/2010 Referred to the Subcommittee on Immigration, Citizenship, Refugees, Border Security, and International Law. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

The effect of sequential information on consumers' willingness to pay for credence food attributes.

PubMed

Botelho, A; Dinis, I; Lourenço-Gomes, L; Moreira, J; Costa Pinto, L; Simões, O

2017-11-01

The use of experimental methods to determine consumers' willingness to pay for "quality" food has been gaining importance in scientific research. In most of the empirical literature on this issue the experimental design starts with blind tasting, after which information is introduced. It is assumed that this approach allows consumers to elicit the real value that they attach to each of the features added through specific information. In this paper, the starting hypothesis is that this technique overestimates the weight of the features introduced by information in consumers' willingness to pay when compared to a real market situation, in which consumers are confronted with all the information at once. The data obtained through contingent valuation in an in-store setting was used to estimate a hedonic model aiming at assessing consumers' willingness to pay (WTP) for the feature "geographical origin of the variety" of pears and apples in different information scenarios: i) blind tasting followed by extrinsic information and ii) full information provided at once. The results show that, in fact, features are more valued when gradually added to background information than when consumers receive all the information from the beginning. Copyright © 2017 Elsevier Ltd. All rights reserved.

Multiple effects of performance-contingent pay for wait-persons

PubMed Central

George, James T.; Hopkins, B. L.

1989-01-01

The owners of three restaurants requested help with the pay of waitpersons who were paid by the hour. The waitpersons asked for raises which the owners said they could not afford. This research changed the method of compensating waitpersons by making their pay contingent on dollars of food sold. Increased productivity and increased earnings per hour of work for all of the waitpersons followed the beginning of the performance-contingent pay. Most of the waitpersons also earned increased take-home pay when the performance-contingent pay began. There was little improvement in labor costs per dollar of food sold, a measure of benefit to the owners. The fact that benefits to workers occurred without benefits to owners is contrary to common views about the effects of performance-contingent pay. PMID:16795723

5 CFR 9901.344 - Other performance payments.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Other performance payments. 9901.344... SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Performance-Based Pay § 9901.344 Other performance payments. (a) The decision to grant other performance payouts, including the amount of such...

Social patterns of pay systems and their associations with psychosocial job characteristics and burnout among paid employees in Taiwan.

PubMed

Yeh, Wan-Yu; Cheng, Yawen; Chen, Chiou-Jung

2009-04-01

Today, performance-based pay systems, also known as variable pay systems, are commonly implemented in workplaces as a business strategy to improve workers' performance and reduce labor costs. However, their impact on workers' job stress and stress-related health outcomes has rarely been investigated. By utilizing data from a nationally representative sample of paid employees in Taiwan, we examined the distribution of variable pay systems across socio-demographic categories and employment sectors. We also examined the associations of pay systems with psychosocial job characteristics (assessed by Karasek's Demand-Control model) and self-reported burnout status (measured by the Chinese version of the Copenhagen Burnout Inventory). A total of 8906 men and 6382 women aged 25-65 years were studied, and pay systems were classified into three categories, i.e., fixed salary, performance-based pay (with a basic salary), and piece-rated or time-based pay (without a basic salary). Results indicated that in men, 57% of employees were given a fixed salary, 24% were given a performance-based pay, and 19% were remunerated through a piece-rated or time-based pay. In women, the distributions of the 3 pay systems were 64%, 20% and 15%, respectively. Among the three pay systems, employees earning through a performance-based pay were found to have the longest working hours, highest level of job control, and highest percentage of workers who perceived high stress at work. Those remunerated through a piece-rated/time-based pay were found to have the lowest job control, shortest working hours, highest job insecurity, lowest potential for career growth, and lowest job satisfaction. The results of multivariate regression analyses showed that employees earning through performance-based and piece-rated pay systems showed higher scores for personal burnout and work-related burnout, as compared to those who were given fixed salaries, after adjusting for age, education, marital status, employment grade, job characteristics, and family care workloads. As variable pay systems have gained in popularity, findings from this study call for more attention on the tradeoff between the widely discussed management advantages of such pay systems and the health burden they place on employees.

5 CFR 9901.344 - Other performance payments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Performance-Based Pay § 9901.344 Other... officials may make other performance payments to— (1) Reward extraordinary individual performance, as...

Pay-for-Performance: New Developments and Issues. Working Paper 2007-05

ERIC Educational Resources Information Center

Cannon, Mark D.

2007-01-01

Intense competitive pressure and the need for continual improvements have led to a burgeoning interest in and use of pay-for-performance programs. This paper explores the increased use of pay-for-performance, drawing examples from healthcare, education, and the government. Suggestions are made as to how best to implement pay-for-performance…

The Effects of Objective Feedback on Performance when Individuals Receive Fixed and Individual Incentive Pay

ERIC Educational Resources Information Center

Johnson, Douglas A.; Dickinson, Alyce M.; Huitema, Bradley E.

2008-01-01

We examined whether objective feedback would enhance performance when individuals were paid monetary incentives. A two-by-two factorial design was used, with 123 college students assigned to incentive pay without feedback, incentive pay with feedback, fixed pay without feedback, or fixed pay with feedback. Participants attended six sessions and…

Pay-for-performance in nursing homes.

PubMed

Briesacher, Becky A; Field, Terry S; Baril, Joann; Gurwitz, Jerry H

2009-01-01

Information on the impact of pay-for-performance programs is lacking in the nursing home setting. This literature review (1980-2007) identified 13 prior examples of pay-for-performance programs in the nursing home setting: 7 programs were active as of 2007, while 6 had been terminated. The programs were mostly short-lived, varied considerably in the choice of performance measures and pay incentives, and evaluations of the impact were rare.

Congressional Halt in Pay Increases and Cut Congressional Pay Act

THOMAS, 113th Congress

Rep. Loebsack, David [D-IA-2

2013-01-23

House - 01/23/2013 Referred to the Committee on House Administration, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Rhetoric or Reality? Ethnic Monitoring in the "Threshold Assessment" of Teachers in England and Wales

ERIC Educational Resources Information Center

Menter, Ian; Hextall, Ian; Mahony, Pat

2003-01-01

Following the 1998 Green Paper on teachers' work, the UK government introduced Threshold Assessment of teachers in England and Wales in 2000. Teachers who met the Threshold standards were rewarded with a pay rise and access to an upper pay spine. At the time ministers gave assurances that equal opportunities would be taken very seriously in the…

Rich or poor: Who should pay higher tax rates?

NASA Astrophysics Data System (ADS)

Murilo Castro de Oliveira, Paulo

2017-08-01

A dynamic agent model is introduced with an annual random wealth multiplicative process followed by taxes paid according to a linear wealth-dependent tax rate. If poor agents pay higher tax rates than rich agents, eventually all wealth becomes concentrated in the hands of a single agent. By contrast, if poor agents are subject to lower tax rates, the economic collective process continues forever.

5 CFR 534.402 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay and... contributions to the agency's performance. Performance expectations means the critical and other performance... § 430.303). PRB means Performance Review Board, as described in § 430.310. Rate of basic pay means the...

Pay dispersion and performance in teams.

PubMed

Bucciol, Alessandro; Foss, Nicolai J; Piovesan, Marco

2014-01-01

Extant research offers conflicting predictions about the effect of pay dispersion on team performance. We collected a unique dataset from the Italian soccer league to study the effect of intra-firm pay dispersion on team performance, under different definitions of what constitutes a "team". This peculiarity of our dataset can explain the conflicting evidence. Indeed, we also find positive, null, and negative effects of pay dispersion on team performance, using the same data but different definitions of team. Our results show that when the team is considered to consist of only the members who directly contribute to the outcome, high pay dispersion has a detrimental impact on team performance. Enlarging the definition of the team causes this effect to disappear or even change direction. Finally, we find that the detrimental effect of pay dispersion is due to worse individual performance, rather than a reduction of team cooperation.

Pay Dispersion and Performance in Teams

PubMed Central

Bucciol, Alessandro; Foss, Nicolai J.; Piovesan, Marco

2014-01-01

Extant research offers conflicting predictions about the effect of pay dispersion on team performance. We collected a unique dataset from the Italian soccer league to study the effect of intra-firm pay dispersion on team performance, under different definitions of what constitutes a “team”. This peculiarity of our dataset can explain the conflicting evidence. Indeed, we also find positive, null, and negative effects of pay dispersion on team performance, using the same data but different definitions of team. Our results show that when the team is considered to consist of only the members who directly contribute to the outcome, high pay dispersion has a detrimental impact on team performance. Enlarging the definition of the team causes this effect to disappear or even change direction. Finally, we find that the detrimental effect of pay dispersion is due to worse individual performance, rather than a reduction of team cooperation. PMID:25397615

28 CFR 545.25 - Eligibility for performance pay.

Code of Federal Regulations, 2011 CFR

2011-07-01

..., is expelled, or otherwise fails attendance requirements of the drug abuse education course or the... have committed a level 100 or 200 series drug- or alcohol-related prohibited act will automatically... shall not ordinarily receive performance pay above the maintenance pay level, or bonus pay, or vacation...

Using Performance-Based Pay to Improve the Quality of Teachers

ERIC Educational Resources Information Center

Lavy, Victor

2007-01-01

Tying teachers' pay to their classroom performance should, says Victor Lavy, improve the current educational system both by clarifying teaching goals and by attracting and retaining the most productive teachers. But implementing pay for performance poses many practical challenges, because measuring individual teachers' performance is difficult.…

Team Pay for Performance: Experimental Evidence from Round Rock's Project on Incentives in Teaching

ERIC Educational Resources Information Center

McCaffrey, Daniel F.; Pane, John F.; Springer, Matthew G.; Burns, Susan F.; Haas, Ann

2011-01-01

This paper presents the results of a rigorous experiment examining the impact of pay for performance on student achievement and instructional practice. This study, conducted by the National Center on Performance Incentives, examines a pay-for-performance program in Round Rock (Texas) which distributed performance awards to teachers based on a…

An official American Thoracic Society policy statement: pay-for-performance in pulmonary, critical care, and sleep medicine.

PubMed

Kahn, Jeremy M; Scales, Damon C; Au, David H; Carson, Shannon S; Curtis, J Randall; Dudley, R Adams; Iwashyna, Theodore J; Krishnan, Jerry A; Maurer, Janet R; Mularski, Richard; Popovich, John; Rubenfeld, Gordon D; Sinuff, Tasnim; Heffner, John E

2010-04-01

Pay-for-performance is a model for health care financing that seeks to link reimbursement to quality. The American Thoracic Society and its members have a significant stake in the development of pay-for-performance programs. To develop an official ATS policy statement addressing the role of pay-for-performance in pulmonary, critical care and sleep medicine. The statement was developed by the ATS Health Policy Committee using an iterative consensus process including an expert workshop and review by ATS committees and assemblies. Pay-for-performance is increasingly utilized by health care purchasers including the United States government. Published studies generally show that programs result in small but measurable gains in quality, although the data are heterogeneous. Pay-for-performance may result in several negative consequences, including the potential to increase costs, worsen health outcomes, and widen health disparities, among others. Future research should be directed at developing reliable and valid performance measures, increasing the efficacy of pay-for-performance programs, minimizing negative unintended consequences, and examining issues of costs and cost-effectiveness. The ATS and its members can play a key role in the design and evaluation of these programs by advancing the science of performance measurement, regularly developing quality metrics alongside clinical practice guidelines, and working with payors to make performance improvement a routine part of clinical practice. Pay-for-performance programs will expand in the coming years. Pulmonary, critical care and sleep practitioners can use these programs as an opportunity to partner with purchasers to improve health care quality.

Influence of pay-for-performance programs on information technology use among child health providers: the devil is in the details.

PubMed

Menachemi, Nir; Struchen-Shellhorn, Wendy; Brooks, Robert G; Simpson, Lisa

2009-01-01

Pay-for-performance programs are used to promote improved health care quality, often through increased use of health information technology. However, little is known about whether pay-for-performance programs influence the adoption of health information technology, especially among child health providers. This study explored how various pay-for-performance compensation methods are related to health information technology use. Survey data from 1014 child health providers practicing in Florida were analyzed by using univariate and multivariate techniques. Questions asked about the adoption of electronic health records and personal digital assistants, as well as types of activities that affected child health provider compensation or income. The most common reported method to affect respondents' compensation was traditional productivity or billing (78%). Of the pay-for-performance-related methods of compensation, child health providers indicated that measures of clinical care (41%), patient surveys and experience (34%), the use of health information technology (29%), and quality bonuses or incentives (27%) were a major or minor factor in their compensation. In multivariate logistic regression analyses, only pay-for-performance programs that compensated directly for health information technology use were associated with an increased likelihood of electronic health record system adoption. Pay-for-performance programs linking measures of clinical quality to compensation were positively associated with personal digital assistant use among child health providers. Pay-for-performance programs that do not directly emphasize health information technology use do not influence the adoption of electronic health records among Florida physicians treating children. Understanding how different pay-for-performance compensation methods incentivize health information technology adoption is important for improving quality.

Collective Bargaining in Education and Pay for Performance. Research Brief

ERIC Educational Resources Information Center

National Center on Performance Incentives, 2008

2008-01-01

In "Collective Bargaining in Education and Pay for Performance"--a paper presented at the National Center on Performance Incentives research to policy conference in February--Jane Hannaway and Andrew J. Rotherham examine the interplay between the emerging policy focus on teacher pay for performance and the response of teacher unions.…

Teacher Pay-for-Performance in School Turnaround: How Bonuses and Differentiated Pay Scales Can Help Support School Turnaround. Meeting the Turnaround Challenge: Strategies, Resources & Tools to Transform a Framework into Practice

ERIC Educational Resources Information Center

Mass Insight Education (NJ1), 2009

2009-01-01

Given the importance of good teaching and leadership for school success, turnaround schools should think carefully about how to structure professional environments that reward and motivate excellence. A system of "Pay-for-Contribution" that includes tools such as hard-to-staff and skill shortage pay, performance pay, and/or retention…

A multilevel perspective on faultlines: Differentiating the effects between group- and organizational-level faultlines.

PubMed

Bezrukova, Katerina; Spell, Chester S; Caldwell, David; Burger, Jerry M

2016-01-01

Integrating the literature on faultlines, conflict, and pay, we drew on the basic principles of multilevel theory and differentiated between group- and organizational-level faultlines to introduce a novel multilevel perspective on faultlines. Using multisource, multilevel data on 30 Major League Baseball (MLB) teams, we found that group-level faultlines were negatively associated with group performance, and that internally focused conflict exacerbated but externally focused conflict mitigated this effect. Organizational-level faultlines were negatively related to organizational performance, and were most harmful in organizations with high levels of compensation. Implications for groups and teams in the sports/entertainment and other industries are discussed. (c) 2016 APA, all rights reserved).

Performance Pay System Preferences of Students Preparing to Be Teachers

ERIC Educational Resources Information Center

Milanowski, Anthony

2007-01-01

This study explored the potential acceptability of performance pay to new teachers by investigating attitudes toward performance pay of students preparing to be teachers. Focus groups and a survey of students preparing to be teachers at a large U.S. university were conducted. Most students expressed a preference for some form of performance pay…

Early experience with pay-for-performance: from concept to practice.

PubMed

Rosenthal, Meredith B; Frank, Richard G; Li, Zhonghe; Epstein, Arnold M

2005-10-12

The adoption of pay-for-performance mechanisms for quality improvement is growing rapidly. Although there is intense interest in and optimism about pay-for-performance programs, there is little published research on pay-for-performance in health care. To evaluate the impact of a prototypical physician pay-for-performance program on quality of care. We evaluated a natural experiment with pay-for-performance using administrative reports of physician group quality from a large health plan for an intervention group (California physician groups) and a contemporaneous comparison group (Pacific Northwest physician groups). Quality improvement reports were included from October 2001 through April 2004 issued to approximately 300 large physician organizations. Three process measures of clinical quality: cervical cancer screening, mammography, and hemoglobin A1c testing. Improvements in clinical quality scores were as follows: for cervical cancer screening, 5.3% for California vs 1.7% for Pacific Northwest; for mammography, 1.9% vs 0.2%; and for hemoglobin A1c, 2.1% vs 2.1%. Compared with physician groups in the Pacific Northwest, the California network demonstrated greater quality improvement after the pay-for-performance intervention only in cervical cancer screening (a 3.6% difference in improvement [P = .02]). In total, the plan awarded 3.4 million dollars (27% of the amount set aside) in bonus payments between July 2003 and April 2004, the first year of the program. For all 3 measures, physician groups with baseline performance at or above the performance threshold for receipt of a bonus improved the least but garnered the largest share of the bonus payments. Paying clinicians to reach a common, fixed performance target may produce little gain in quality for the money spent and will largely reward those with higher performance at baseline.

5 CFR 9701.346 - Pay progression for new supervisors.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Pay progression for new supervisors. 9701.346 Section 9701.346 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.346 Pay...

Presidential Compensation in Public Higher Education Institutions: Is There Pay for Performance?

ERIC Educational Resources Information Center

He, Lerong; Callahan, Charles, III

2017-01-01

This paper discusses the theoretical background of the pay-for-performance incentive as well as its implication for administrators in higher education institutions. Using pay data of a large state university system in the U.S., the paper finds that presidents in public research universities receive significantly higher pay than their counterparts…

Performance-Based Pay in the Federal Government. Research Brief

ERIC Educational Resources Information Center

National Center on Performance Incentives, 2008

2008-01-01

In "Performance-Based Pay in the Federal Government"--a paper presented at the February 2008 National Center on Performance Incentives research to policy conference--Steve Nelson discusses the evolution of employee pay systems in the federal government, from the inception of the General Schedule to continuing interest in creating more…

28 CFR 545.31 - Training.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Work and Performance Pay Program § 545.31 Training. The Warden shall ensure that staff receive training on their roles in, and on the operation of, the work and performance pay program. The Warden shall also ensure that the inmate population is informed of the work and performance pay program, and of the...

Teacher Opinions on Performance Pay: Evidence from India

ERIC Educational Resources Information Center

Muralidharan, Karthik; Sundararaman, Venkatesh

2011-01-01

The practical viability of performance-based pay programs for teachers depends critically on the extent of support the idea will receive from teachers. We present evidence on teacher opinions with regard to performance-based pay from teacher interviews conducted in the context of an experimental evaluation of a program that provided…

Performance Pay for Teachers: Determinants and Consequences

ERIC Educational Resources Information Center

Belfield, Clive R.; Heywood, John S.

2008-01-01

Theory and evidence on performance-related pay for teaching remain inconclusive. Teachers will respond to rewards, but an appropriate reward structure may not be devised because education is a collaborative endeavor. Here we test three hypotheses: performance-related pay among teachers is more likely to be observed when there are evident…

28 CFR 345.56 - Vacation pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Vacation pay. 345.56 Section 345.56... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.56 Vacation pay. Inmate workers are granted FPI vacation pay by the SOI when their continued good work performance justifies such pay, based on...

Use of Provider-Level Dashboards and Pay-for-Performance in Venous Thromboembolism Prophylaxis*

PubMed Central

Michtalik, Henry J.; Carolan, Howard T.; Haut, Elliott R.; Lau, Brandyn D.; Streiff, Michael B.; Finkelstein, Joseph; Pronovost, Peter J.; Durkin, Nowella; Brotman, Daniel J.

2014-01-01

Background Despite safe and cost-effective venous thromboembolism (VTE) prevention measures, VTE prophylaxis rates are often suboptimal. Healthcare reform efforts emphasize transparency through programs to report performance, and payment incentives through programs to pay-for-performance. Objective To sequentially examine an individualized physician dashboard and pay-for-performance program to improve VTE prophylaxis rates amongst hospitalists. Design Retrospective analysis of 3144 inpatient admissions. After a baseline observation period, VTE prophylaxis compliance was compared during both interventions. Setting 1060-bed tertiary care medical center. Participants 38 part- and full-time academic hospitalists. Interventions A Web-based hospitalist dashboard provided VTE prophylaxis feedback. After 6 months of feedback only, a pay-for-performance program was incorporated, with graduated payouts for compliance rates of 80-100%. Measurements Prescription of American College of Chest Physicians guideline-compliant VTE prophylaxis and subsequent pay-for-performance payments. Results Monthly VTE prophylaxis compliance rates were 86% (95% CI: 85, 88), 90% (95% CI: 88, 93), and 94% (95% CI: 93, 96) during the baseline, dashboard, and combined dashboard/pay-for-performance periods, respectively. Compliance significantly improved with the use of the dashboard (p=0.01) and addition of the pay-for-performance program (p=0.01). The highest rate of improvement occurred with the dashboard (1.58%/month; p=0.01). Annual individual physician performance payments ranged from $53 to $1244 (mean $633; SD ±350). Conclusions Direct feedback using dashboards was associated with significantly improved compliance, with further improvement after incorporating an individual physician pay-for-performance program. Real-time dashboards and physician-level incentives may assist hospitals in achieving higher safety and quality benchmarks. PMID:25545690

Use of provider-level dashboards and pay-for-performance in venous thromboembolism prophylaxis.

PubMed

Michtalik, Henry J; Carolan, Howard T; Haut, Elliott R; Lau, Brandyn D; Streiff, Michael B; Finkelstein, Joseph; Pronovost, Peter J; Durkin, Nowella; Brotman, Daniel J

2015-03-01

Despite safe and cost-effective venous thromboembolism (VTE) prevention measures, VTE prophylaxis rates are often suboptimal. Healthcare reform efforts emphasize transparency through programs to report performance and payment incentives through pay-for-performance programs. To sequentially examine an individualized physician dashboard and pay-for-performance program to improve VTE prophylaxis rates among hospitalists. Retrospective analysis of 3144 inpatient admissions. After a baseline observation period, VTE prophylaxis compliance was compared during both interventions. A 1060-bed tertiary care medical center. Thirty-eight part-time and full-time academic hospitalists. A Web-based hospitalist dashboard provided VTE prophylaxis feedback. After 6 months of feedback only, a pay-for-performance program was incorporated, with graduated payouts for compliance rates of 80% to 100%. Prescription of American College of Chest Physicians' guideline-compliant VTE prophylaxis and subsequent pay-for-performance payments. Monthly VTE prophylaxis compliance rates were 86% (95% confidence interval [CI]: 85-88), 90% (95% CI: 88-93), and 94% (95% CI: 93-96) during the baseline, dashboard, and combined dashboard/pay-for-performance periods, respectively. Compliance significantly improved with the use of the dashboard (P = 0.01) and addition of the pay-for-performance program (P = 0.01). The highest rate of improvement occurred with the dashboard (1.58%/month; P = 0.01). Annual individual physician performance payments ranged from $53 to $1244 (mean $633; standard deviation ±$350). Direct feedback using dashboards was associated with significantly improved compliance, with further improvement after incorporating an individual physician pay-for-performance program. Real-time dashboards and physician-level incentives may assist hospitals in achieving higher safety and quality benchmarks. © 2014 Society of Hospital Medicine.

Long-term evidence for the effect of pay-for-performance in primary care on mortality in the UK: a population study.

PubMed

Ryan, Andrew M; Krinsky, Sam; Kontopantelis, Evangelos; Doran, Tim

2016-07-16

Introduced in 2004, the UK's Quality and Outcomes Framework (QOF) is the world's largest primary care pay-for-performance programme. We tested whether the QOF was associated with reduced population mortality. We used population-level mortality statistics between 1994 and 2010 for the UK and other high-income countries that were not exposed to pay-for-performance. The primary outcome was age-adjusted and sex-adjusted mortality per 100,000 people for a composite outcome of chronic disorders that were targeted by the QOF. Secondary outcomes were age-adjusted and sex-adjusted mortality for ischaemic heart disease, cancer, and a composite of all non-targeted conditions. For each study outcome, we created a so-called synthetic UK as a weighted combination of comparison countries. We then estimated difference-in-differences models to test whether mortality fell more in the UK than in the synthetic UK after the QOF. Introduction of the QOF was not significantly associated with changes in population mortality for the composite outcome (-3.68 per 100,000 population [95% CI -8.16 to 0.80]; p=0.107), ischaemic heart disease (-2.21 per 100,000 [-6.86 to 2.44]; p=0.357), cancer (0.28 per 100,000 [-0.99 to 1.55]; p=0.679), or all non-targeted conditions (11.60 per 100,000 [-3.91 to 27.11]; p=0.143). Although we noted small mortality reductions for a composite outcome of targeted disorders, the QOF was not associated with significant changes in mortality. Our findings have implications for the probable effects of similar programmes on population health outcomes. The relation between incentives and mortality needs to be assessed in specific disease domains. None. Copyright © 2016 Elsevier Ltd. All rights reserved.

Teacher Merit Pay. The Progress of Education Reform. Volume 11, Number 3

ERIC Educational Resources Information Center

Education Commission of the States (NJ1), 2010

2010-01-01

Merit pay programs for educators -- sometimes referred to a "pay for performance" -- attempt to tie a teacher's compensation to his/her performance in the classroom. While the idea of merit pay for classroom teachers has been around for several decades, only now is it starting to be implemented in a growing number of districts around the…

Optimal Incentives for Public Sector Workers: The Case of Teacher-Designed Incentive Pay in Texas. Working Paper 2009-05

ERIC Educational Resources Information Center

Taylor, Lori L.; Springer, Matthew G.

2009-01-01

Pay for performance is a popular public education reform, and millions of dollars are currently being targeted for pay for performance programs. These reforms are popular because economic and management theories suggest that well-designed incentive pay programs could improve teacher effectiveness. There is little evidence about the characteristics…

Effects of and Preference for Pay for Performance: An Analogue Analysis

ERIC Educational Resources Information Center

Long, Robert D., III; Wilder, David A.; Betz, Alison; Dutta, Ami

2012-01-01

We examined the effects of 2 payment systems on the rate of check processing and time spent on task by participants in a simulated work setting. Three participants experienced individual pay-for-performance (PFP) without base pay and pay-for-time (PFT) conditions. In the last phase, we asked participants to choose which system they preferred. For…

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Developmental pay adjustments. 9701.345 Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

Pay-off-biased social learning underlies the diffusion of novel extractive foraging traditions in a wild primate

PubMed Central

2017-01-01

The type and variety of learning strategies used by individuals to acquire behaviours in the wild are poorly understood, despite the presence of behavioural traditions in diverse taxa. Social learning strategies such as conformity can be broadly adaptive, but may also retard the spread of adaptive innovations. Strategies like pay-off-biased learning, by contrast, are effective at diffusing new behaviour but may perform poorly when adaptive behaviour is common. We present a field experiment in a wild primate, Cebus capucinus, that introduced a novel food item and documented the innovation and diffusion of successful extraction techniques. We develop a multilevel, Bayesian statistical analysis that allows us to quantify individual-level evidence for different social and individual learning strategies. We find that pay-off-biased and age-biased social learning are primarily responsible for the diffusion of new techniques. We find no evidence of conformity; instead rare techniques receive slightly increased attention. We also find substantial and important variation in individual learning strategies that is patterned by age, with younger individuals being more influenced by both social information and their own individual experience. The aggregate cultural dynamics in turn depend upon the variation in learning strategies and the age structure of the wild population. PMID:28592681

Chinese Teachers' Attitudes toward Performance Pay: The Cases of Three Schools

ERIC Educational Resources Information Center

Liu, Shujie; Zhao, Decheng; Xie, Wei

2016-01-01

Purpose: The purpose of this paper is to investigate Chinese teachers' attitudes toward performance pay. Specifically, this study examined the extent to which Chinese teachers supported performance-pay programs. The study also examined the effects of these programs on teachers, particularly on their levels of collaboration, work motivation, and…

Implementing New Performance Pay-Based Schemes in Higher Educational Institutions

ERIC Educational Resources Information Center

Minasyan, Eva T.; Midova, Venera O.; Danko, Olga A.; Balakhanova, Dariko K.

2017-01-01

The paper presents a review of the study and practice pertaining to the effectiveness of performance-related pay with a particular emphasis on higher educational organizations. The overall research question guiding the review was to establish the extent to which performance pay-based practices have been successful undergoing great changes in…

Techniques of Power: Performance Pay Systems and the Network of School Power Relations

ERIC Educational Resources Information Center

Drexler Booth, Caleb

2014-01-01

As decades pass, new rounds of educational discussion surrounding teacher pay emerge calling for alternative compensation based on performance indicators. While much of the research on this latest iteration of performance pay, inspired by the presidential initiatives "No Child Left Behind" and "Race to the Top," focuses on…

Teacher Performance Pay Programs and Necessary Communication Actions

ERIC Educational Resources Information Center

Heneman, Herbert G., III; Worth, Robin; Arrigoni, Jessica; Kimball, Steven M.; Milanowski, Anthony

2013-01-01

Teacher performance pay programs have proliferated across the country over the past 20 years. To aid in understanding their many variations, the seven major components of these programs are described. Three examples of teacher performance pay programs are provided for illustration: Denver ProComp, TAP, and Houston ASPIRE. Evidence is mixed on the…

Modernizing the Federal Government: Paying for Performance

DTIC Science & Technology

2007-01-01

works (Barr, 2007d). Employees are rated on performance measures such as “fair and equitable treatment of taxpayers” and “customer satisfaction ... Performance Act of 2007, Senate bill 1046, Washington, D.C., 2007b. 38 Modernizing the Federal Government: Paying for Performance Vroom , Victor H...AND SUBTITLE Modernizing the federal government paying for performance 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR

5 CFR 534.404 - Setting and adjusting pay for senior executives.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Setting and adjusting pay for senior... REGULATIONS PAY UNDER OTHER SYSTEMS Pay and Performance Awards Under the Senior Executive Service § 534.404 Setting and adjusting pay for senior executives. (a) Setting pay upon initial appointment to the SES. An...

Using provider performance incentives to increase HIV testing and counseling services in Rwanda.

PubMed

de Walque, Damien; Gertler, Paul J; Bautista-Arredondo, Sergio; Kwan, Ada; Vermeersch, Christel; de Dieu Bizimana, Jean; Binagwaho, Agnès; Condo, Jeanine

2015-03-01

Paying for performance provides financial rewards to medical care providers for improvements in performance measured by utilization and quality of care indicators. In 2006, Rwanda began a pay for performance scheme to improve health services delivery, including HIV/AIDS services. Using a prospective quasi-experimental design, this study examines the scheme's impact on individual and couples HIV testing. We find a positive impact of pay for performance on HIV testing among married individuals (10.2 percentage points increase). Paying for performance also increased testing by both partners by 14.7 percentage point among discordant couples in which only one of the partners is an AIDS patient. Copyright © 2014. Published by Elsevier B.V.

More on Pay-for-Performance: New Developments in the Field Provide Insights for Policymaking. The Progress of Education Reform. Volume 12, Number 5

ERIC Educational Resources Information Center

Thompson, Barbara; Baumann, Paul

2011-01-01

Whether referred to as "pay-for-performance" (PFP) or "merit pay," attempting to tie educators' compensation to their performance in the classroom and students' performance on high-stakes tests has been a key component of many educator compensation reform efforts in the last five years. This issue looks at PFP systems broadly…

Teacher Merit Pay: What Do We Know? The Progress of Education Reform. Volume 11, Number 3

ERIC Educational Resources Information Center

Education Commission of the States (NJ3), 2010

2010-01-01

Merit pay programs for educators--sometimes referred to a "pay for performance"--attempt to tie a teacher's compensation to his/her performance in the classroom. While the idea of merit pay for classroom teachers has been around for several decades, only now is it starting to be implemented in a growing number of districts around the…

In Tanzania, the many costs of pay-for-performance leave open to debate whether the strategy is cost-effective.

PubMed

Borghi, Josephine; Little, Richard; Binyaruka, Peter; Patouillard, Edith; Kuwawenaruwa, August

2015-03-01

Pay-for-performance programs in health care are widespread in low- and middle-income countries. However, there are no studies of these programs' costs or cost-effectiveness. We conducted a cost-effectiveness analysis of a pay-for-performance pilot program in Tanzania and modeled costs of its national expansion. We reviewed project accounts and reports, interviewed key stakeholders, and derived outcomes from a controlled before-and-after study. In 2012 US dollars, the financial cost of the pay-for-performance pilot was $1.2 million, and the economic cost was $2.3 million. The incremental cost per additional facility-based birth ranged from $540 to $907 in the pilot and from $94 to $261 for a national program. In a low-income setting, the costs of managing the program and generating and verifying performance data were substantial. Pay-for-performance programs can stimulate the generation and use of health information by health workers and managers for strategic planning purposes, but the time involved could divert attention from service delivery. Pay-for-performance programs may become more cost-effective when integrated into routine systems over time. Project HOPE—The People-to-People Health Foundation, Inc.

The Effect of Performance Pay in Little Rock, Arkansas on Student Achievement. Research Brief

ERIC Educational Resources Information Center

Winters, Marcus; Greene, Jay; Ritter, Gary; Marsh, Ryan

2008-01-01

This paper examines evidence from a performance-pay program implemented in five Little Rock, Arkansas elementary schools between 2004 and 2007. Using a differences-in-differences approach, the evidence shows that students whose teachers were eligible for performance pay made substantially larger test score gains in math, reading, and language than…

Does Performance Related Pay for Teachers Improve Student Performance? Some Evidence from India.

ERIC Educational Resources Information Center

Kingdon, Geeta; Teal, Francis

This study examined whether teacher pay was responsive to measures of student performance, noting whether higher pay actually raised student learning outcomes. Data came from a survey of students and schools in India, where public and private school sectors have developed in parallel. The survey collected data on 902 students, 172 teachers, and…

Florida Public Middle School Principals' Perceptions of Teachers' Performance Pay and Its Relationship to Student Achievement

ERIC Educational Resources Information Center

Burchfield, Michael G.

2017-01-01

This study will examine principals' attitudes concerning the impact of the new performance pay plans on principals' relationships with their teachers and how these plans impact their schools. This study will explore principals' perceptions of performance pay, thus providing information to school policy stakeholders, policymakers, teachers, and…

Pay for Performance Proposals in Race to the Top Round II Applications. Briefing Memo

ERIC Educational Resources Information Center

Rose, Stephanie

2010-01-01

The Education Commission of the States reviewed all 36 Race to the Top (RttT) round II applications. Each of the 36 states that applied for round II funding referenced pay for performance under the heading of "Improving teacher and principal effectiveness based on performance." The majority of states outlined pay for performance…

Using an Equity/Performance Matrix to Address Salary Compression/Inversion and Performance Pay Issues

ERIC Educational Resources Information Center

Richardson, Peter; Thomas, Steven

2013-01-01

Pay compression and inversion are significant problems for many organizations and are often severe in schools of business in particular. At the same time, there is more insistence on showing accountability and paying employees based on performance. The authors explain and show a detailed example of how to use a Compensation Equity/ Performance…

Performance pay improves engagement, progress, and satisfaction in computer-based job skills training of low-income adults

PubMed Central

Koffarnus, Mikhail N.; DeFulio, Anthony; Sigurdsson, Sigurdur O.; Silverman, Kenneth

2018-01-01

Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training program for low-income, unemployed adults. Participants worked on Typing and Keypad programs for 7 months. Participants randomly assigned to Group A (n=23) earned hourly and productivity pay on the Typing program (Productivity Pay), but earned only equalized hourly pay on the Keypad program (Hourly Pay). Group B (n=19) participants had the opposite contingencies. Participants worked more on, advanced further on, and preferred their productivity pay program. These results show that monetary incentives can increase performance in a job-skills training program, and indicate that payment in adult education programs should be delivered contingent on performance in the training program instead of simply on attendance. PMID:24114155

Performance pay improves engagement, progress, and satisfaction in computer-based job skills training of low-income adults.

PubMed

Koffarnus, Mikhail N; DeFulio, Anthony; Sigurdsson, Sigurdur O; Silverman, Kenneth

2013-01-01

Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training program for low-income, unemployed adults. Participants worked on typing and keypad programs for 7 months. Participants randomly assigned to Group A (n = 23) earned hourly and productivity pay on the typing program (productivity pay), but earned only equalized hourly pay on the keypad program (hourly pay). Group B (n = 19) participants had the opposite contingencies. Participants worked more on, advanced further on, and preferred their productivity pay program. These results show that monetary incentives can increase performance in a job-skills training program, and indicate that payment in adult education programs should be delivered contingent on performance in the training program instead of simply on attendance. © Society for the Experimental Analysis of Behavior.

Pay It Back Act

THOMAS, 111th Congress

Sen. Bennet, Michael F. [D-CO

2009-09-17

Senate - 09/17/2009 Read twice and referred to the Committee on Banking, Housing, and Urban Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Big Oil Polluter Pays Act

THOMAS, 111th Congress

Sen. Whitehouse, Sheldon [D-RI

2010-05-11

Senate - 05/11/2010 Read twice and referred to the Committee on Commerce, Science, and Transportation. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Exploring the Possibility and Potential for Pay for Performance in America's Public Schools

ERIC Educational Resources Information Center

Ellerson, Noelle M.

2009-01-01

In response to a growing dialogue at the local, state and national levels around the idea of restructuring teacher pay to include performance measures, the American Association of School Administrators surveyed a randomly selected sample of its members to gauge their feedback and interest in pay-for-performance programs. AASA launched this survey…

WWC Quick Review of the Report "The Effect of Performance-Pay in Little Rock, Arkansas on Student Achievement"

ERIC Educational Resources Information Center

What Works Clearinghouse, 2008

2008-01-01

This review examined a study designed to evaluate whether the Achievement Challenge Pilot Project, a performance-pay program for teachers, improved the academic achievement of elementary school students. Study authors reported higher student test score gains for students in schools that implemented the performance- pay program than for students in…

Performance Pay Preferences of College of Education Faculty and Administrators at One Historically Black University: A Case Study

ERIC Educational Resources Information Center

Jones, Corey Lee

2012-01-01

The purpose of this study was to determine the attitudes and perceptions College of Education faculty and administrators have about performance pay at a Historically Black University (HBCU). A secondary purpose of the study was to determine the performance pay plan and specific measures of faculty productivity preferred by College of Education…

Status of Teacher Performance Pay Programs across the United States. Information Capsule. Volume 1103

ERIC Educational Resources Information Center

Blazer, Christie

2011-01-01

An increasing number of states and school districts across the country are tying teacher pay to student performance. A recent RAND Education study found that nationwide spending on teacher performance pay increased from $99 million in 2006 to $439 million in 2010. However, many states and school districts face significant hurdles when they attempt…

Public reporting and pay-for-performance: safety-net hospital executives' concerns and policy suggestions.

PubMed

Goldman, L Elizabeth; Henderson, Stuart; Dohan, Daniel P; Talavera, Jason A; Dudley, R Adams

2007-01-01

Safety-net hospitals (SNHs) may gain little financial benefit from the rapidly spreading adoption of public reporting and pay-for-performance, but may feel compelled to participate (and bear the costs of data collection) to meet public expectations of transparency and accountability. To better understand the concerns that SNH administrators have regarding public reporting and pay-for-performance, we interviewed 37 executives at randomly selected California SNHs. The main concerns noted by SNH executives were that human and financial resource constraints made it difficult for SNHs to accurately measure their performance. Additionally, some executives felt that market-driven public reporting and pay-for-performance may focus on clinical areas and incentive structures that may not be high-priority clinical areas for SNHs. Executives at SNHs suggested several policy responses to these concerns-such as offering training programs for SNH data collectors-that could be relatively inexpensive and might improve the cost-benefit ratio of public reporting and pay-for-performance programs.

To provide that no pay adjustment for Members of Congress shall be made with respect to any pay period occurring during the One Hundred Thirteenth Congress.

THOMAS, 113th Congress

Rep. Fitzpatrick, Michael G. [R-PA-8

2013-01-03

House - 01/03/2013 Referred to the Committee on House Administration, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Patients' views of pay for performance in primary care: a qualitative study.

PubMed

Hannon, Kerin L; Lester, Helen E; Campbell, Stephen M

2012-05-01

Many countries use pay-for-performance schemes to reward family practices financially for achieving quality indicators. The views of patients on pay for performance remain largely unexplored. To gain the views of family practice patients on the United Kingdom pay-for-performance Quality and Outcomes Framework (QOF). Interviews with 52 patients were conducted in 15 family practices across England. All patients had at least one long-term condition that had been diagnosed before the introduction of the QOF in 2004. Semi-structured interviews analysed using open explorative thematic coding. Few patients had heard of the QOF or had noticed changes to the structure or process of their care. However, where they were noted, changes to consultations such as increased use of computers and health checks initiated by the GP or practice nurse were seen as good practice. The majority of patients were surprised to hear their practice received bonuses for doing 'simple things'. Some patients also raised concerns over potential unintended consequences of pay-for-performance frameworks, such as a reduced focus on non-incentivised areas. This study adds a unique patient perspective to the debate around the impact of pay-for-performance schemes and consequences on patient care. Patients' views, experiences, and concerns about pay for performance mostly chime with previously described opinions of primary care staff. Patient surprise and concern around incentivising basic processes of care shows how patient views are vital when monitoring and evaluating a scheme that is designed to improve patient care.

Merit pay: viable?

PubMed

Farmer, C R

1978-01-01

Can an organization really have a meaningful relationship between its merit pay program and motivation of its employees? C. Richard Farmer of Armstrong Cork says yes--if. If the approach to granting merit pay increases is coupled with a salary structure attuned to economic and competitive conditions, and if it is communicated effectively and openly to the employees, then it automatically translates labor market activity, performance, and the cost of living into a meaningful increase. Position descriptions, evaluations, and performance appraisals are some of the tools essential to a viable merit pay program. But besides these definite do's, the author outlines some of the don'ts of merit pay programs, such as centralized administration of the program--policies, programs, and procedures may be centralized, but their administration must be carried out by those close to the individual employees and work units. Above all, the merit pay program must be based on performance, not longevity.

Congressional Accountability Pay Act

THOMAS, 112th Congress

Rep. Forbes, J. Randy [R-VA-4

2011-10-06

House - 11/02/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy . (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Locality Pay Equity Act

THOMAS, 111th Congress

Rep. Kanjorski, Paul E. [D-PA-11

2009-07-31

House - 10/23/2009 Referred to the Subcommittee on Federal Workforce, Post Office, and the District of Columbia. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Fair Pay Act of 2011

THOMAS, 112th Congress

Sen. Harkin, Tom [D-IA

2011-04-12

Senate - 04/12/2011 Read twice and referred to the Committee on Health, Education, Labor, and Pensions. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Fair Pay Act of 2013

THOMAS, 113th Congress

Sen. Harkin, Tom [D-IA

2013-01-29

Senate - 01/29/2013 Read twice and referred to the Committee on Health, Education, Labor, and Pensions. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Congressional Pay Cut Act

THOMAS, 112th Congress

Rep. Giffords, Gabrielle [D-AZ-8

2011-01-06

House - 02/08/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy . (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Making Work and Marriage Pay Act of 2011

THOMAS, 112th Congress

Rep. Petri, Thomas E. [R-WI-6

2011-07-12

House - 08/22/2011 Referred to the Subcommittee on Insurance, Housing and Community Opportunity. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Making Work and Marriage Pay Act of 2013

THOMAS, 113th Congress

Rep. Petri, Thomas E. [R-WI-6

2013-06-20

House - 08/13/2013 Referred to the Subcommittee on Department Operations, Oversight, and Nutrition. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Reforming Teacher Pay

ERIC Educational Resources Information Center

Burns, Susan Freeman; Gardner, Catherine D.

2010-01-01

A recent Google search for information regarding performance pay in education produced 6.1 million results. This number should come as no surprise given the current level of interest in incentives as a popular reform option in public education. Supporters believe pay-for-performance programs encourage less effective teachers to improve and will…

7 CFR 275.23 - Determination of State agency program performance.

Code of Federal Regulations, 2010 CFR

2010-01-01

... national performance measure for the fiscal year, the State agency shall pay or have its share of... the prescribed timeframe. (8) Interest charges. (i) To the extent that a State agency does not pay a... agency agrees to pay the claim through reduction in Federal financial participation for administrative...

5 CFR 534.406 - Conversion to the SES pay system.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Conversion to the SES pay system. 534.406... UNDER OTHER SYSTEMS Pay and Performance Awards Under the Senior Executive Service § 534.406 Conversion... senior executive's converted rate of basic pay. Conversion to a new SES rate of basic pay is not...

Compensation Reform in the Schools

ERIC Educational Resources Information Center

Laine, Sabrina; Potemski, Amy; Rowland, Cortney

2010-01-01

One of the most frequently discussed topics in education reform circles is teacher pay--how much money teachers make, for what work and who decides teachers' salaries. Over time, educator pay reform has included many different reward structures and goes by as many different names, such as merit pay, performance pay and differentiated pay. The…

76 FR 52537 - Pay for Sunday Work

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-23

... OFFICE OF PERSONNEL MANAGEMENT 5 CFR Parts 532 and 550 RIN 3206-AM08 Pay for Sunday Work AGENCY... the payment of Sunday premium pay for work performed on Sundays. The revised Sunday premium pay... Sunday premium pay, pursuant to 5 U.S.C. 5544(a). Intermittent employees continue to be excluded from...

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2011 CFR

2011-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2012 CFR

2012-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2013 CFR

2013-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2014 CFR

2014-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

Reinforcing Productivity in a Job-Skills Training Program for Unemployed Substance-Abusing Adults.

PubMed

Subramaniam, Shrinidhi; Everly, Jeffrey J; Silverman, Kenneth

2017-05-01

Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults.

Reinforcing Productivity in a Job-Skills Training Program for Unemployed Substance-Abusing Adults

PubMed Central

Subramaniam, Shrinidhi; Everly, Jeffrey J.; Silverman, Kenneth

2017-01-01

Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults. PMID:28824954

The NYC Teacher Pay-For-Performance Program: Early Evidence from a Randomized Trial. Civic Report No. 56

ERIC Educational Resources Information Center

Springer, Matthew G.; Winters, Marcus A.

2009-01-01

Paying teachers varying amounts on the basis of how well their students perform is an idea that has been winning increasing support, both in the United States and abroad, and many school systems have adopted some version of it. Proponents claim that linking teacher pay to student performance is a powerful way to encourage talented and highly…

The NYC Teacher Pay-for-Performance Program: Early Evidence from a Randomized Trial. Civic Report No. 56

ERIC Educational Resources Information Center

Springer, Matthew G.; Winters, Marcus A.

2009-01-01

Paying teachers varying amounts on the basis of how well their students perform is an idea that has been winning increasing support, both in the United States and abroad, and many school systems have adopted some version of it. Proponents claim that linking teacher pay to student performance is a powerful way to encourage talented and highly…

Pay for Printing Act

THOMAS, 112th Congress

Sen. DeMint, Jim [R-SC

2012-08-02

Senate - 09/10/2012 Read the second time. Placed on Senate Legislative Calendar under General Orders. Calendar No. 501. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Locality Pay Equity Act of 2011

THOMAS, 112th Congress

Sen. Casey, Robert P., Jr. [D-PA

2011-07-21

Senate - 07/21/2011 Read twice and referred to the Committee on Homeland Security and Governmental Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Congressional Pay Accountability Act of 2011

THOMAS, 112th Congress

Rep. Hultgren, Randy [R-IL-14

2011-04-08

House - 04/27/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy . (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

End Pay Discrimination Through Information Act

THOMAS, 112th Congress

Sen. Heller, Dean [R-NV

2012-06-04

Senate - 06/04/2012 Read twice and referred to the Committee on Health, Education, Labor, and Pensions. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Fair Pay Act of 2009

THOMAS, 111th Congress

Sen. Harkin, Tom [D-IA

2009-04-28

Senate - 03/11/2010 Committee on Health, Education, Labor, and Pensions. Hearings held. Hearings printed: S.Hrg. 111-1135. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

End Pay Discrimination Through Information Act

THOMAS, 113th Congress

Sen. Heller, Dean [R-NV

2014-03-27

Senate - 03/27/2014 Read twice and referred to the Committee on Health, Education, Labor, and Pensions. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Cap Executive Officer Pay Act of 2009

THOMAS, 111th Congress

Sen. McCaskill, Claire [D-MO

2009-01-30

Senate - 01/30/2009 Read twice and referred to the Committee on Banking, Housing, and Urban Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Federal Employee Retroactive Pay Fairness Act

THOMAS, 113th Congress

Sen. Cardin, Benjamin L. [D-MD

2013-10-01

Senate - 10/01/2013 Read twice and referred to the Committee on Homeland Security and Governmental Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Congressional Pay Freeze Act of 2013

THOMAS, 113th Congress

Sen. Ayotte, Kelly [R-NH

2013-01-22

Senate - 01/22/2013 Read twice and referred to the Committee on Homeland Security and Governmental Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Congressional Pay Reform Act of 2011

THOMAS, 112th Congress

Rep. Wilson, Joe [R-SC-2

2011-01-05

House - 02/08/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy . (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Federal Firefighter Pay Equity Act

THOMAS, 111th Congress

Rep. Connolly, Gerald E. [D-VA-11

2009-07-13

House - 07/31/2009 Referred to the Subcommittee on Federal Workforce, Post Office, and the District of Columbia. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Federal Firefighter Pay Equity Act

THOMAS, 112th Congress

Rep. Connolly, Gerald E. [D-VA-11

2011-03-14

House - 04/01/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Making Work and Marriage Pay Act of 2010

THOMAS, 111th Congress

Rep. Petri, Thomas E. [R-WI-6

2010-06-22

House - 11/16/2010 Referred to the Subcommittee on Department Operations, Oversight, Nutrition and Forestry. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Federal Employee Retroactive Pay Fairness Act

THOMAS, 112th Congress

Rep. Moran, James P. [D-VA-8

2011-04-07

House - 04/08/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy . (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Congressional Pay Freeze Act of 2010

THOMAS, 111th Congress

Sen. Bennet, Michael F. [D-CO

2010-03-04

Senate - 03/04/2010 Read twice and referred to the Committee on Homeland Security and Governmental Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Restoring Overtime Pay for Working Americans Act

THOMAS, 113th Congress

Sen. Harkin, Tom [D-IA

2014-06-18

Senate - 06/18/2014 Read twice and referred to the Committee on Health, Education, Labor, and Pensions. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Profitability analysis of a femtosecond laser system for cataract surgery using a fuzzy logic approach.

PubMed

Trigueros, José Antonio; Piñero, David P; Ismail, Mahmoud M

2016-01-01

To define the financial and management conditions required to introduce a femtosecond laser system for cataract surgery in a clinic using a fuzzy logic approach. In the simulation performed in the current study, the costs associated to the acquisition and use of a commercially available femtosecond laser platform for cataract surgery (VICTUS, TECHNOLAS Perfect Vision GmbH, Bausch & Lomb, Munich, Germany) during a period of 5y were considered. A sensitivity analysis was performed considering such costs and the countable amortization of the system during this 5y period. Furthermore, a fuzzy logic analysis was used to obtain an estimation of the money income associated to each femtosecond laser-assisted cataract surgery (G). According to the sensitivity analysis, the femtosecond laser system under evaluation can be profitable if 1400 cataract surgeries are performed per year and if each surgery can be invoiced more than $500. In contrast, the fuzzy logic analysis confirmed that the patient had to pay more per surgery, between $661.8 and $667.4 per surgery, without considering the cost of the intraocular lens (IOL). A profitability of femtosecond laser systems for cataract surgery can be obtained after a detailed financial analysis, especially in those centers with large volumes of patients. The cost of the surgery for patients should be adapted to the real flow of patients with the ability of paying a reasonable range of cost.

5 CFR 532.507 - Pay for holiday work.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay for holiday work. 532.507 Section 532... SYSTEMS Premium Pay and Differentials § 532.507 Pay for holiday work. (a) An employee who is entitled to holiday premium pay and who performs work on a holiday which is not overtime work shall be paid the...

The Pay-for-Performance Dilemma.

ERIC Educational Resources Information Center

Meyer, Herbert H.

1975-01-01

The basis for most problems with merit pay plans is that the great majority of employees believe their own job performance is above average. Even a well-administered merit pay plan cannot give positive feedback to this majority. The likely consequence is that the employee's self-esteem is threatened. Often one copes with such a threat by demeaning…

Review of "Cross-Country Evidence on Teacher Performance Pay"

ERIC Educational Resources Information Center

von Davier, Matthias

2011-01-01

The primary claim of this Harvard Program on Education Policy and Governance report and the abridged Education Next version is that nations "that pay teachers on their performance score higher on PISA tests." After statistically controlling for several variables, the author concludes that nations with some form of merit pay system have,…

Expecting Too Much of Performance Pay?

ERIC Educational Resources Information Center

Johnson, Susan Moore; Papay, John P.

2010-01-01

Pay for performance is not a new idea, and reformers should not ignore the dismal record of merit pay over the past century. Initially adopted with a flourish of expectations during several waves of popularity in the past, every plan eventually fell into disuse. These plans proved to be unexpectedly costly and cumbersome to run. They often…

Teachers' Perceptions of Individual Performance-Related Pay in Practice: A Picture of a Counterproductive Pay System

ERIC Educational Resources Information Center

Lundstrom, Ulf

2012-01-01

This article describes and discusses Swedish upper-secondary teachers' perceptions of the effects of individual performance-related pay (PRP) in the context of educational restructuring and governance. The empirical data were generated through semi-structured interviews of 23 teachers. Power's distinction between programmatic and technological…

Does Performance-Based Pay Improve Teaching? PISA in Focus. No. 16

ERIC Educational Resources Information Center

OECD Publishing (NJ1), 2012

2012-01-01

The Programme for International Student Assessment (PISA) has long established that high-performing education systems tend to pay their teachers more. They also often prioritise the quality of teaching over other choices, including class size. But in the current budgetary climate, paying everybody more may not be a viable alternative. So many…

Teaching to the Tails: Teacher Performance Pay and the Distribution of Student Achievement

ERIC Educational Resources Information Center

Loyalka, Prashant; Sylvia, Sean; Liu, Chengfang; Chu, James; Rozelle, Scott

2015-01-01

Growing evidence suggests that teachers in developing countries often have weak or misaligned incentives for improving student outcomes. In response, policymakers and researchers have proposed performance pay as a way to improve student outcomes by tying concrete measures like achievement scores to teacher pay. While evidence from randomized…

Patient opinions regarding 'pay for performance for patients'.

PubMed

Long, Judith A; Helweg-Larsen, Marie; Volpp, Kevin G

2008-10-01

Pay for performance (P4P) programs have shown only modest improvements in outcomes and do not target patient behaviors. Many large employers and payers are turning to pay for performance for patients (P4P4P) to reduce health costs and improve the health of their covered populations. How these programs may be perceived by patients is unknown. To assess patients' opinion of the acceptability of P4P4P. Cross-sectional self-administered survey. Patients in waiting rooms in two university-based primary care clinics. Participants were asked their opinions about paying people to quit smoking, lose weight, control their blood pressure, or control their diabetes. Respondents were split on whether P4P4P is desirable. Thirty-six to 42% thought it was a good/excellent idea to pay smokers to quit smoking, obese people to lose weight, people with hypertension to control their blood pressure, or people with diabetes to control their blood sugar, while 41-44% of the sample thought it was a bad/very bad idea. Smokers and patients who were obese endorsed P4P4P more favorably as a means to achieving tobacco cessation and weight loss than their non-smoking and non-obese counterparts. Acceptance of paying patients for performance by the general population is equivocal. Establishing the efficacy of paying patients for performance may help it gain wider acceptance.

Remuneration disparities in Oceania: Papua New Guinea and Solomon Islands.

PubMed

Marai, Leo; Kewibu, Vincent; Kinkin, Elly; Peter Peniop, John; Salini, Christian; Kofana, Genesis

2010-10-01

This paper explores the impact of remuneration differences on workers in the Solomon Islands and Papua New Guinea. In these countries remunerative differences are linked to government policy (in Papua New Guinea) and job contracts (in the Solomon Islands), and have impacted on industrial relations in both settings (strike action). A total of N = 350 professionals (n = 60 expatriates) from 54 organizations in aid, government, higher education and industry (mean response rate = 36%) responded to an organizational survey form. Remuneration ratios between international and local respondents based on the World Bank's index of purchasing power parity approached 9:1. In both sites staff compared pay and benefits (remuneration) packages: Internationally remunerated staff rated their ability higher than their local counterparts did; locally remunerated groups reported more injustice in remuneration, were more demotivated by the gaps, and were more likely to be thinking about leaving the organization. In-country workshops of N = 40 largely local stakeholders from aid and community organizations plus government ministries considered the survey's findings and recommended: in Solomon Islands, (a) introducing a policy of localization, (b) establishing a remuneration commission (already existent in Papua New Guinea), and (c) reducing the remunerative gap; in Papua New Guinea, (d) reversing the post-Independence "dual pay system" (currently official policy), (e) instituting pay-for-performance, and (f) ensuring the existent localization policy is applied to recruitment, selection, and staff career planning and management.

Pay It Forward College Affordability Act of 2013

THOMAS, 113th Congress

Sen. Merkley, Jeff [D-OR

2013-12-20

Senate - 12/20/2013 Read twice and referred to the Committee on Health, Education, Labor, and Pensions. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

No Pay Raise for Congress Act of 2012

THOMAS, 112th Congress

Sen. Tester, Jon [D-MT

2012-03-20

Senate - 03/20/2012 Read twice and referred to the Committee on Homeland Security and Governmental Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

BRAC Wage Locality Pay Parity Act of 2011

THOMAS, 112th Congress

Rep. Runyan, Jon [R-NJ-3

2011-05-03

House - 05/13/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy . (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

No Budget, No OMB Pay Act of 2013

THOMAS, 113th Congress

Sen. Cornyn, John [R-TX

2013-03-20

Senate - 03/20/2013 Read twice and referred to the Committee on Homeland Security and Governmental Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Insertion Sorter in P Systems

NASA Astrophysics Data System (ADS)

Pour Yousefian Barfeh, Davood; Ebron, Jonalyn G.; Pabico, Jaderick P.

2018-02-01

In this study researchers pay attention to the essence of Insertion Sort and propose a sorter in Membrane Computing. This research shows how a theoretical computing device same as Membrane Computing can perform the basic concepts same as sorting. In this regard, researches introduce conditional reproduction rule such that each membrane can reproduce another membrane having same structure with the original membrane. The researchers use the functionality of comparator P system as a basis in which two multisets are compared and then stored in two adjacent membranes. And finally, the researchers present the process of sorting as a collection of transactions implemented in four levels while each level has different steps.

Teacher Professionalism under the Recent Reform of Performance Pay in Mainland China

ERIC Educational Resources Information Center

Wang, Lijia; Lai, Manhong; Lo, Leslie Nai-Kwai

2014-01-01

In 2009, a reform in teachers' pay, linking remuneration to performance, was implemented in China. The intention was to improve the quality of education by making teachers more diligent and creative and removing the inequality in pay between teachers in different schools. A review of this reform reveals that it has resolved the problem of…

The Perceived Association of Merit Pay and Teacher Qualities in Two Middle Schools in a Southeastern State

ERIC Educational Resources Information Center

Balls, John Daniel

2013-01-01

This dissertation determined the perceived association of merit pay and teacher qualities in the sample schools. The research focused on the association of merit pay and levels of teacher qualities and if a relationship exists between teacher performance-based compensation and teacher qualities/performance. The indications and suggestions of this…

Expressing the sense of Congress that Members of Congress, the President, and the Vice President should donate their salaries to the Treasury for reducing the national debt if members of the Armed Forces do not receive pay or allowances because of a shutdown of the Federal Government or because the Government is unable to fund such pay and allowances because the public debt limit has been reached.

THOMAS, 112th Congress

Rep. Flores, Bill [R-TX-17

2011-05-26

House - 06/20/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Ending Taxpayer Bailouts by Making Wall Street Pay Act of 2010

THOMAS, 111th Congress

Sen. Menendez, Robert [D-NJ

2010-03-01

Senate - 03/01/2010 Read twice and referred to the Committee on Banking, Housing, and Urban Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Value-Added Merit Pay.

ERIC Educational Resources Information Center

Twomey, Daniel F.

The purpose of merit pay is to reward employees for their accomplishments and motivate them to continue improving. Critics of merit pay say the increased extrinsic motivation that it prompts is more than offset by the decrease in intrinsic motivation. Supporters of performance-based pay claim several benefits of the practice. This study addressed…

75 FR 18133 - Pay for Sunday Work

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-09

...-AM08 Pay for Sunday Work AGENCY: Office of Personnel Management. ACTION: Proposed rule. SUMMARY: The U... provisions of 5 U.S.C. 5546(a), the statute governing the payment of Sunday premium pay for work performed on Sundays. The revised Sunday premium pay regulations would eliminate references to ``full-time'' employees...

5 CFR 610.407 - Premium pay for holiday work for employees on compressed work schedules.

Code of Federal Regulations, 2010 CFR

2010-01-01

... schedule who performs work on a holiday is entitled to basic pay, plus premium pay at a rate equal to basic pay, for the work that is not in excess of the employee's compressed work schedule for that day. For... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Premium pay for holiday work for...

A Legal Perspective on Performance-Based Pay for Teachers. Working Paper 2008-10

ERIC Educational Resources Information Center

Ryan, James E.

2008-01-01

Merit pay is now in the midst of a renaissance. Hundreds of school districts are experimenting with some type of performance-based pay system. At least six states have statewide or pilot programs, and the federal government has spent close to $100 million on the Teacher Incentive Fund. Whether such programs will last, encourage the start of…

Effects of and preference for pay for performance: an analogue analysis.

PubMed

Long, Robert D; Wilder, David A; Betz, Alison; Dutta, Ami

2012-01-01

We examined the effects of 2 payment systems on the rate of check processing and time spent on task by participants in a simulated work setting. Three participants experienced individual pay-for-performance (PFP) without base pay and pay-for-time (PFT) conditions. In the last phase, we asked participants to choose which system they preferred. For all participants, the PFP condition produced higher rates of check processing and more time spent on task than did the PFT condition, but choice of payment system varied both within and across participants.

Impacts of Pay on Employee Behaviors and Attitudes: An Update

ERIC Educational Resources Information Center

Dyer, Lee; And Others

1978-01-01

Examines the potential impacts of pay on decisions to join organizations; behaviors such as performance and absenteeism levels; and pay satisfaction, dissatisfaction, and decisions to leave organizations. (Author/IRT)

Pay for performance in the natural gas industry

DOE Office of Scientific and Technical Information (OSTI.GOV)

Geske, L.D.

1989-08-17

An effective way for a gas utility to gain flexibility in dealing with the new gas market is through the implementation of an employee compensation program - especially for management-level employees - that ties their pay to the attainment of the company's strategic goals. A survey of several gas utilities with pay-for-performance programs reported several advantages of the programs: they direct management's focus onto key areas that affect bottom-line performance, help build team effort, give the company the ability to change direction rapidly, and aid in keeping talented employees. Most companies agreed that the minimum incentive payout was 12-15% ofmore » base pay levels for adequate motivation.« less

Self-Solicited Feedback: Effects of Hourly Pay and Individual Monetary Incentive Pay

ERIC Educational Resources Information Center

Slowiak, Julie M.; Dickinson, Alyce M.; Huitema, Bradley E.

2011-01-01

The frequency of feedback solicitation under hourly pay and individual monetary incentive pay conditions was examined. A between-subjects design was used with 30 college students in the two groups. Participants attended three experimental sessions and entered the cash value of simulated bank checks presented on a computer screen. Performance was…

76 FR 80268 - Pay for Senior-Level and Scientific or Professional Positions

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-23

... 3206-AL88 Pay for Senior-Level and Scientific or Professional Positions AGENCY: U.S. Office of... to amend rules for setting and adjusting pay of senior-level (SL) and scientific or professional (ST) employees. The Senior Professional Performance Act of 2008 changes pay for these employees by providing for...

Using Outperformance Pay to Motivate Academics: Insiders' Accounts of Promises and Problems

ERIC Educational Resources Information Center

Field, Laurie

2015-01-01

Many researchers have investigated the appropriateness of pay for outperformance, (also called "merit-based pay" and "performance-based pay") for academics, but a review of this body of work shows that the voice of academics themselves is largely absent. This article is a contribution to addressing this gap, summarising the…

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2014 CFR

2014-07-01

... effective management of the overall performance pay program, the percentage of inmates assigned to each... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to...

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2011 CFR

2011-07-01

... effective management of the overall performance pay program, the percentage of inmates assigned to each... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to...

No Pay Raise for Congress Until the Budget is Balanced Act

THOMAS, 111th Congress

Sen. Coburn, Tom [R-OK

2010-03-18

Senate - 03/19/2010 Read the second time. Placed on Senate Legislative Calendar under General Orders. Calendar No. 322. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

No Pay Raise for Congress Until the Budget is Balanced Act

THOMAS, 112th Congress

Rep. Rehberg, Denny [R-MT-At Large

2011-03-10

House - 03/18/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Association of practice size and pay-for-performance incentives with the quality of diabetes management in primary care.

PubMed

Vamos, Eszter P; Pape, Utz J; Bottle, Alex; Hamilton, Fiona Louise; Curcin, Vasa; Ng, Anthea; Molokhia, Mariam; Car, Josip; Majeed, Azeem; Millett, Christopher

2011-09-06

Not enough is known about the association between practice size and clinical outcomes in primary care. We examined this association between 1997 and 2005, in addition to the impact of the Quality and Outcomes Framework, a pay-for-performance incentive scheme introduced in the United Kingdom in 2004, on diabetes management. We conducted a retrospective open-cohort study using data from the General Practice Research Database. We enrolled 422 general practices providing care for 154,945 patients with diabetes. Our primary outcome measures were the achievement of national treatment targets for blood pressure, glycated hemoglobin (HbA(1c)) levels and total cholesterol. We saw improvements in the recording of process of care measures, prescribing and achieving intermediate outcomes in all practice sizes during the study period. We saw improvement in reaching national targets after the introduction of the Quality and Outcomes Framework. These improvements significantly exceeded the underlying trends in all practice sizes for achieving targets for cholesterol level and blood pressure, but not for HbA(1c) level. In 1997 and 2005, there were no significant differences between the smallest and largest practices in achieving targets for blood pressure (1997 odds ratio [OR] 0.98, 95% confidence interval [CI] 0.82 to 1.16; 2005 OR 0.92, 95% CI 0.80 to 1.06 in 2005), cholesterol level (1997 OR 0.94, 95% CI 0.76 to 1.16; 2005 OR 1.1, 95% CI 0.97 to 1.40) and glycated hemoglobin level (1997 OR 0.79, 95% CI 0.55 to 1.14; 2005 OR 1.05, 95% CI 0.93 to 1.19). We found no evidence that size of practice is associated with the quality of diabetes management in primary care. Pay-for-performance programs appear to benefit both large and small practices to a similar extent.

29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Jobs requiring equal responsibility in performance. 1620.17... THE EQUAL PAY ACT § 1620.17 Jobs requiring equal responsibility in performance. (a) In general. The equal pay standard applies to jobs the performance of which requires equal responsibility...

29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Jobs requiring equal responsibility in performance. 1620.17... THE EQUAL PAY ACT § 1620.17 Jobs requiring equal responsibility in performance. (a) In general. The equal pay standard applies to jobs the performance of which requires equal responsibility...

Patient Opinions Regarding ‘Pay for Performance for Patients’

PubMed Central

Helweg-Larsen, Marie; Volpp, Kevin G.

2008-01-01

Background Pay for performance (P4P) programs have shown only modest improvements in outcomes and do not target patient behaviors. Many large employers and payers are turning to pay for performance for patients (P4P4P) to reduce health costs and improve the health of their covered populations. How these programs may be perceived by patients is unknown. Objective To assess patients’ opinion of the acceptability of P4P4P. Design Cross-sectional self-administered survey. Participants Patients in waiting rooms in two university-based primary care clinics. Measurements Participants were asked their opinions about paying people to quit smoking, lose weight, control their blood pressure, or control their diabetes. Results Respondents were split on whether P4P4P is desirable. Thrity-six to 42% thought it was a good/excellent idea to pay smokers to quit smoking, obese people to lose weight, people with hypertension to control their blood pressure, or people with diabetes to control their blood sugar, while 41–44% of the sample thought it was a bad/very bad idea. Smokers and patients who were obese endorsed P4P4P more favorably as a means to achieving tobacco cessation and weight loss than their non-smoking and non-obese counterparts. Conclusions Acceptance of paying patients for performance by the general population is equivocal. Establishing the efficacy of paying patients for performance may help it gain wider acceptance. Electronic supplementary material The online version of this article (doi:10.1007/s11606-008-0739-1) contains supplementary material, which is available to authorized users. PMID:18663540

Insights on the effectiveness of reward schemes from 10-year longitudinal case studies in 2 Italian regions.

PubMed

Vainieri, Milena; Lungu, Daniel Adrian; Nuti, Sabina

2018-01-30

Pay for performance (P4P) programs have been widely analysed in literature, and the results regarding their impact on performance are mixed. Moreover, in the real-life setting, reward schemes are designed combining multiple elements altogether, yet, it is not clear what happens when they are applied using different combinations. To provide insights on how P4P programs are influenced by 5 key elements: whom, what, how, how many targets, and how much to reward. A qualitative longitudinal analysis of 10 years of P4P reward schemes adopted by the regional administrations of Tuscany and Lombardy (Italy) was conducted. The effects of the P4P features on performance are discussed considering both overall and specific indicators. Both regions applied financial reward schemes for General Managers by linking the variable pay to performance. While Tuscany maintained a relatively stable financial incentive design and governance tools, Lombardy changed some elements of the design and introduced, in 2012, a P4P program aimed to reward the providers. The main differences between the 2 cases regard the number of targets (how many), the type (what), and the method applied to set targets (how). Considering the overall performance obtained by the 2 regions, it seems that whom, how, and how much to reward are not relevant in the success of P4P programs; instead, the number (how many) and the type (what) of targets set may influence the performance improvement processes driven by financial reward schemes. © 2018 The Authors. The International Journal of Health Planning and Management published by John Wiley & Sons Ltd.

New thinking on how to link executive pay with performance.

PubMed

Rappaport, A

1999-01-01

As the stock market began its ascent in the mid-1990s, executive pay--always the subject of heated debate--mounted along with it. That's because among the largest U.S. companies, stock options now account for more than half of total CEO compensation and about 30% of senior operating managers' pay. One problem became particularly clear during the bull market's astonishing run: even below-average performers reap huge gains from stock options when the market is rising rapidly. The author proposes steps to close the gap between existing compensation practices and those needed to promote higher levels of achievement at all levels of the corporation. For top managers, he recommends replacing conventional stock options with options that are tied to a market or peer index. Below-average performers would not be rewarded under such plans; superior performers could, depending on the way plans were structured, receive even more. He notes that managers at the business unit level should not be judged on the company's stock price--over which they have little control--and advocates an approach that accurately measures the value added by each unit. Finally, he suggests how certain indicators of value can be used to measure the contribution of frontline managers and employees. The concept of pay for performance has gained wide acceptance, but the link between incentive pay and superior performance is still too weak. Reforms must be adopted at all levels of the organization. Shareholders will applaud changes in pay schemes that motivate companies to deliver more value.

The Impact of Hospital Pay-for-Performance on Hospital and Medicare Costs

PubMed Central

Kruse, Gregory B; Polsky, Daniel; Stuart, Elizabeth A; Werner, Rachel M

2012-01-01

Objective To evaluate the effects of Medicare's hospital pay-for-performance demonstration project on hospital revenues, costs, and margins and on Medicare costs. Data Sources/Study Setting All health care utilization for Medicare beneficiaries hospitalized for acute myocardial infarction (AMI; ICD-9-CM code 410.x1) in fiscal years 2002–2005 from Medicare claims, containing 420,211 admissions with AMI. Study Design We test for changes in hospital costs and revenues and Medicare payments among 260 hospitals participating in the Medicare hospital pay-for-performance demonstration project and a group of 780 propensity-score-matched comparison hospitals. Effects were estimated using a difference-in-difference model with hospital fixed effects, testing for changes in costs among pay-for-performance hospitals above and beyond changes in comparison hospitals. Principal Findings We found no significant effect of pay-for-performance on hospital financials (revenues, costs, and margins) or Medicare payments (index hospitalization and 1 year after admission) for AMI patients. Conclusions Pay-for-performance in the CMS hospital demonstration project had minimal impact on hospital financials and Medicare payments to providers. As P4P extends to all hospitals under the Affordable Care Act, these results provide some estimates of the impact of P4P and emphasize our need for a better understanding of the financial implications of P4P on providers and payers if we want to create sustainable and effective programs to improve health care value. PMID:23088391

The impact of hospital pay-for-performance on hospital and Medicare costs.

PubMed

Kruse, Gregory B; Polsky, Daniel; Stuart, Elizabeth A; Werner, Rachel M

2012-12-01

To evaluate the effects of Medicare's hospital pay-for-performance demonstration project on hospital revenues, costs, and margins and on Medicare costs. All health care utilization for Medicare beneficiaries hospitalized for acute myocardial infarction (AMI; ICD-9-CM code 410.x1) in fiscal years 2002-2005 from Medicare claims, containing 420,211 admissions with AMI. We test for changes in hospital costs and revenues and Medicare payments among 260 hospitals participating in the Medicare hospital pay-for-performance demonstration project and a group of 780 propensity-score-matched comparison hospitals. Effects were estimated using a difference-in-difference model with hospital fixed effects, testing for changes in costs among pay-for-performance hospitals above and beyond changes in comparison hospitals. We found no significant effect of pay-for-performance on hospital financials (revenues, costs, and margins) or Medicare payments (index hospitalization and 1 year after admission) for AMI patients. Pay-for-performance in the CMS hospital demonstration project had minimal impact on hospital financials and Medicare payments to providers. As P4P extends to all hospitals under the Affordable Care Act, these results provide some estimates of the impact of P4P and emphasize our need for a better understanding of the financial implications of P4P on providers and payers if we want to create sustainable and effective programs to improve health care value. © Health Research and Educational Trust.

Profitability analysis of a femtosecond laser system for cataract surgery using a fuzzy logic approach

PubMed Central

Trigueros, José Antonio; Piñero, David P; Ismail, Mahmoud M

2016-01-01

AIM To define the financial and management conditions required to introduce a femtosecond laser system for cataract surgery in a clinic using a fuzzy logic approach. METHODS In the simulation performed in the current study, the costs associated to the acquisition and use of a commercially available femtosecond laser platform for cataract surgery (VICTUS, TECHNOLAS Perfect Vision GmbH, Bausch & Lomb, Munich, Germany) during a period of 5y were considered. A sensitivity analysis was performed considering such costs and the countable amortization of the system during this 5y period. Furthermore, a fuzzy logic analysis was used to obtain an estimation of the money income associated to each femtosecond laser-assisted cataract surgery (G). RESULTS According to the sensitivity analysis, the femtosecond laser system under evaluation can be profitable if 1400 cataract surgeries are performed per year and if each surgery can be invoiced more than $500. In contrast, the fuzzy logic analysis confirmed that the patient had to pay more per surgery, between $661.8 and $667.4 per surgery, without considering the cost of the intraocular lens (IOL). CONCLUSION A profitability of femtosecond laser systems for cataract surgery can be obtained after a detailed financial analysis, especially in those centers with large volumes of patients. The cost of the surgery for patients should be adapted to the real flow of patients with the ability of paying a reasonable range of cost. PMID:27500115

Characteristics and Determinants of Teacher-Designed Pay for Performance Plans: Evidence from Texas' Governor's Educator Excellence Grant (GEEG) Program. Working Paper 2008-26

ERIC Educational Resources Information Center

Taylor, Lori L.; Springer, Matthew G.; Ehlert, Mark

2008-01-01

This study describes the teacher pay for performance plans designed and implemented by the public schools participating in the Governor's Educator Excellence Grant (GEEG) program in Texas. GEEG is a federally funded, incentive pay program that awarded non-competitive grants, ranging from $60,000 to $220,000 each year for three years, to 99 Texas…

Pay Equity Act, 17 May 1988.

PubMed

1988-01-01

This document contains major provisions of the 1988 Pay Equity Act of Prince Edward Island, Canada. (Nova Scotia enacted similar legislation in 1988.) This act defines "female-dominated class" or "male-dominated class" as a class with 60% or more female or male incumbents, respectively. The objective of this act is to achieve pay equity among public sector employers and employees by identifying systemic gender discrimination through a comparison of the relative wages and value of the work performed by female- and male-dominated classes. The value of work is to be determined by considering the skill, effort, and responsibility required by the work as well as the conditions under which it is performed. A difference in wages between a female- and male-dominated class performing work of equal or comparable value can be justified by a formal performance appraisal system or formal seniority system that does not discriminate on the basis of gender or by a skills shortage which requires a temporary inflation in wages to attract workers for a certain position. No wages shall be reduced to implement pay equity. Implementation of pay equity will include the work of bargaining agents to achieve agreement on salient points. Pay equity may be implemented in four stages over a period of 24 months.

5 CFR 9701.343 - Within-band reductions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 9701.343 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.343 Within-band...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 4 2011-07-01 2011-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

Rewards and Supports

ERIC Educational Resources Information Center

Hershberg, Theodore; Robertson-Kraft, Claire

2010-01-01

Pay-for-performance systems in public schools have long been burdened with controversy. Critics of performance pay systems contend that because teachers' impact cannot be measured without error, it is impossible to create fair and accurate systems for evaluating and rewarding performance. By this standard, however, current practice fails on both…

A bill to extend the pay limitation for Members of Congress and Federal employees.

THOMAS, 112th Congress

Sen. Heller, Dean [R-NV

2012-02-07

Senate - 02/09/2012 Read the second time. Placed on Senate Legislative Calendar under General Orders. Calendar No. 318. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

A bill to repeal the provision of law that provides automatic pay adjustments for Members of Congress.

THOMAS, 112th Congress

Sen. McCaskill, Claire [D-MO

2011-01-25

Senate - 01/25/2011 Read twice and referred to the Committee on Homeland Security and Governmental Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

A bill to prohibit Members of Congress and the President from receiving pay during Government shutdowns.

THOMAS, 113th Congress

Sen. Boxer, Barbara [D-CA

2013-01-22

Senate - 01/22/2013 Read twice and referred to the Committee on Homeland Security and Governmental Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

To ensure pay parity for Federal employees serving at Joint Base McGuire/Dix/Lakehurst.

THOMAS, 111th Congress

Rep. Adler, John H. [D-NJ-3

2009-06-04

House - 07/31/2009 Referred to the Subcommittee on Federal Workforce, Post Office, and the District of Columbia. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

College Preparation Checklist

ERIC Educational Resources Information Center

Federal Student Aid, US Department of Education, 2013

2013-01-01

Why go to college? A higher education introduces students to new people and new experiences, and usually leads to a higher salary and lower chance of unemployment. This checklist will tell you how to get ready for college--and how the government will help you pay for it.

To repeal the provision of law that provides for automatic pay adjustments for Members of Congress.

THOMAS, 112th Congress

Rep. Platts, Todd Russell [R-PA-19

2011-01-07

House - 02/08/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy . (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Eliminating Problems Caused by Multicollinearity: A Warning.

ERIC Educational Resources Information Center

Kennedy, Peter E.

1982-01-01

Explains why an econometric practice introduced by J.C. Soper cannot eliminate the problems caused by multicollinearity. The author suggests that it can be a useful technique in that it forces researchers to pay more attention to the specifications of their models. (AM)

Paying a Fair Share Act of 2012

THOMAS, 112th Congress

Sen. Whitehouse, Sheldon [D-RI

2012-03-22

Senate - 04/16/2012 Cloture on the motion to proceed to the measure not invoked in Senate by Yea-Nay Vote. 51 - 45. Record Vote Number: 65. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Managing imperfect competition by pay for performance and reference pricing.

PubMed

Mak, Henry Y

2018-01-01

I study a managed health service market where differentiated providers compete for consumers by choosing multiple service qualities, and where copayments that consumers pay and payments that providers receive for services are set by a payer. The optimal regulation scheme is two-sided. On the demand side, it justifies and clarifies value-based reference pricing. On the supply side, it prescribes pay for performance when consumers misperceive service benefits or providers have intrinsic quality incentives. The optimal bonuses are expressed in terms of demand elasticities, service technology, and provider characteristics. However, pay for performance may not outperform prospective payment when consumers are rational and providers are profit maximizing, or when one of the service qualities is not contractible. Copyright © 2017 Elsevier B.V. All rights reserved.

Pay for performance in the inpatient sector: A review of 34 P4P programs in 14 OECD countries.

PubMed

Milstein, Ricarda; Schreyoegg, Jonas

2016-10-01

Across the member countries of the Organisation for Economic Co-operation and Development (OECD), pay-for-performance (P4P) programs have been implemented in the inpatient sector to improve the quality of care provided by hospitals. This paper provides an overview of 34 existing P4P programs in the inpatient sector in 14 OECD countries based on a structured literature search in five databases to identify relevant sources in Danish, English, French, German, Hebrew, Italian, Japanese, Korean, Norwegian, Spanish, Swedish and Turkish. It assembles information on the design and effects of these P4P systems and discusses whether evaluations of such programs allow preliminary conclusions to be drawn about the effects of P4P. The programs are very heterogeneous in their aim, the selection of indicators and the design of financial rewards. The impact of P4P is unclear and it may be that the moderately positive effects seen for some programs can be attributed to side effects, such as public reporting and increased awareness of data recording. Policy makers must decide whether the potential benefits of introducing a P4P program outweigh the potential risks within their particular national or regional context, and should be aware that P4P programs have yet not lived up to expectations. Copyright © 2016 Elsevier Ireland Ltd. All rights reserved.

Competition in human groups-Impact on group cohesion, perceived stress and outcome satisfaction.

PubMed

Boos, Margarete; Franiel, Xaver; Belz, Michael

2015-11-01

This study on competition in human groups was performed within the context of the competitive outcome interdependence concept: the degree to which personal outcomes among group members are affected by the consequences of task performance of others, e.g. when one group member gains a high reward for a task, this lowers the available reward for other group members. Our computer-based multi-participant game empirically assessed how competitive versus neutral conditions influenced the reward-maximising behaviour of 200 undergraduate students functioning in ten-person groups - each playing two games (1 neutral and 1 competitive), their perceived pay satisfaction as well as perceived stress levels and sense of calmness within the games' task to search for coins. Participants were represented by black dots moving on a virtual playground. Results showed that competition led to reward-maximising but fellow group member disadvantaging behaviour, and all participants experienced lower pay satisfaction, higher stress levels and less calmness. We conclude that short-term behavioural consequences of positive individual competitive behaviour were gained at the above-mentioned potential long-term negative costs for all group members. This implies group paradigms aimed at sustainability should avoid introducing competitive factors that at best result in short-lived gains and at worst cause widespread dissatisfaction, stress and a pervasive lack of calmness. Copyright © 2015. Published by Elsevier B.V.

Using performance-based pay to improve the quality of teachers.

PubMed

Lavy, Victor

2007-01-01

Tying teachers' pay to their classroom performance should, says Victor Lavy, improve the current educational system both by clarifying teaching goals and by attracting and retaining the most productive teachers. But implementing pay for performance poses many practical challenges, because measuring individual teachers' performance is difficult. Lavy reviews evidence on individual and school-based incentive programs implemented in recent years both in the United States and abroad. Lavy himself evaluated two carefully designed programs in Israel and found significant gains in student and teacher performance. He observes that research evidence suggests, although not conclusively, that pay-for-performance incentives can improve teachers' performance, although they can also lead to unintended and undesired consequences, such as teachers' directing their efforts exclusively to rewarded activities. Lavy also offers general guidelines for designing effective programs. He emphasizes that the system must measure true performance in a way that minimizes random variation as well as undesired and unintended consequences. It must align performance with ultimate outcomes and must be monitored closely to discourage gaming if not outright fraud in measured output. Goals should be attainable. Incentives should balance individual rewards with school incentives, fostering a cooperative culture but not at the expense of free riding. All teachers should be eligible for the incentive offered, but only a subset of teachers should be rewarded in practice. If too many teachers are rewarded, teachers may not need to exert much extra effort to benefit. Many of the practical challenges faced by performance-related pay, Lavy says, can be addressed through careful design of the system. He emphasizes that setting up a performance-related pay system that works is not a one-time task. Even with the best preparation, initial implementation is likely to be problematic. But if the effort is seen as ongoing, it should be possible to make progress gradually in developing incentives that motivate the desired teaching behaviors and that will be perceived by teachers as fair and accurate.

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

The relationship between human resource investments and organizational performance: a firm-level examination of equilibrium theory.

PubMed

Subramony, Mahesh; Krause, Nicole; Norton, Jacqueline; Burns, Gary N

2008-07-01

It is commonly believed that human resource investments can yield positive performance-related outcomes for organizations. Utilizing the theory of organizational equilibrium (H. A. Simon, D. W. Smithburg, & V. A. Thompson, 1950; J. G. March & H. A. Simon, 1958), the authors proposed that organizational inducements in the form of competitive pay will lead to 2 firm-level performance outcomes--labor productivity and customer satisfaction--and that financially successful organizations would be more likely to provide these inducements to their employees. To test their hypotheses, the authors gathered employee-survey and objective performance data from a sample of 126 large publicly traded U.S. organizations over a period of 3 years. Results indicated that (a) firm-level financial performance (net income) predicted employees' shared perceptions of competitive pay, (b) shared pay perceptions predicted future labor productivity, and (c) the relationship between shared pay perceptions and customer satisfaction was fully mediated by employee morale.

Experiences of general practices with a participatory pay-for-performance program: a qualitative study in primary care.

PubMed

Kirschner, Kirsten; Braspenning, Jozé; Jacobs, J E Annelies; Grol, Richard

2013-01-01

The involvement of target users in the design choices of a pay-for-performance program may enhance its impact, but little is known about the views of participants in these programs. To explore general practices' experiences with pay-for-performance in primary care we conducted a qualitative study in general practices in the Netherlands. Thirty out of 65 general practices participating in a pay-for-performance program, stratified for bonus, were invited for a semistructured interview on feasibility, feedback and the bonus, spending of the bonus, unintended consequences, and future developments. Content analysis was used to process the resulting transcripts. We included 29 practices. The feasibility of the pay-for-performance program was questioned due to the substantial time investment. The feedback on clinical care, practice management and patient experience was mostly discussed in the team, and used for improvement plans, but was also qualified as annoying for one GP and for another GP it brought feelings of insecurity. Most practices considered the bonus a stimulus to improve quality of care, in addition to compensation for their effort and time invested. Distinctive performance features were not displayed, for instance, on a website. The bonus was mainly spent on new equipment or team building. Practices referred to gaming and focusing on those aspects that were incentivised ('tunnel vision') as unintended consequences. Future developments should be directed to absolute thresholds, new indicators to keep the process going, and an independent audit. Linking a part of the bonus to innovation was also suggested. The participants thought the pay-for-performance program was a labour-intensive positive breakthrough to stimulate quality improvement, but warned of unintended consequences of the program and the sustainability of the indicator set.

Pay for performance: will dentistry follow?

PubMed

Voinea-Griffin, Andreea; Fellows, Jeffrey L; Rindal, Donald B; Barasch, Andrei; Gilbert, Gregg H; Safford, Monika M

2010-04-28

"Pay for performance" is an incentive system that has been gaining acceptance in medicine and is currently being considered for implementation in dentistry. However, it remains unclear whether pay for performance can effect significant and lasting changes in provider behavior and quality of care. Provider acceptance will likely increase if pay for performance programs reward true quality. Therefore, we adopted a quality-oriented approach in reviewing those factors which could influence whether it will be embraced by the dental profession. The factors contributing to the adoption of value-based purchasing were categorized according to the Donabedian quality of care framework. We identified the dental insurance market, the dental profession position, the organization of dental practice, and the dental patient involvement as structural factors influencing the way dental care is practiced and paid for. After considering variations in dental care and the early stage of development for evidence-based dentistry, the scarcity of outcome indicators, lack of clinical markers, inconsistent use of diagnostic codes and scarcity of electronic dental records, we concluded that, for pay for performance programs to be successfully implemented in dentistry, the dental profession and health services researchers should: 1) expand the knowledge base; 2) increase considerably evidence-based clinical guidelines; and 3) create evidence-based performance measures tied to existing clinical practice guidelines. In this paper, we explored factors that would influence the adoption of value-based purchasing programs in dentistry. Although none of these factors were essential deterrents for the implementation of pay for performance programs in medicine, the aggregate seems to indicate that significant changes are needed before this type of program could be considered a realistic option in dentistry.

Willingness to join and pay for the newly proposed social health insurance among teachers in Wolaita Sodo Town, South Ethiopia.

PubMed

Agago, Tesfamichael Alaro; Woldie, Mirkuzie; Ololo, Shimeles

2014-07-01

Cost-sharing between beneficiaries and governments is critical to achieve universal health care coverage. To address this, Ethiopia is currently introducing Social Health Insurance. However, there has been limited evidence on willingness to join the newly proposed insurance scheme in the country. The purpose of this study is to assess willingness to join and pay for the scheme among teachers in Wolaita Sodo Town government educational institutions, South Ethiopia. A cross-sectional study was conducted from February 5 to March 10, 2012 on 335 teachers. Stratified simple random sampling technique was used and data were collected using structured interviewer administered questionnaire. Binary and multiple logistic regressions were used to estimate the crude and adjusted odds ratios for willingness to pay. Three hundred twenty-eight teachers participated in the study with response rate of 98%. About 55% of the teachers had never heard of any type of health insurance scheme. However, 74.4% of them were willing to pay for the suggested insurance scheme. About 47% of those who were willing to pay agreed to contribute greater than or equal to 4% of their monthly salaries. Willingness to pay was more likely among those who had heard about health insurance, had previous history of inability to pay for medical bills and achieved higher educational status. The majority of the teachers were willing to join social health insurance; however, adequate awareness creation and discussion should be made with all employees at various levels for the successful implementation of the scheme.

The National Health Service Knowledge and Skills Framework and its implications for continuing professional development in nursing.

PubMed

Gould, Dinah; Berridge, Emma-Jane; Kelly, Daniel

2007-01-01

The National Health Service Knowledge and Skills Framework has been introduced as part of the Agenda for Change Reforms in the United Kingdom to link pay and career progression to competency. The purpose of this paper is to consider the implications for nurses, their managers and the impact on university departments delivering continuing professional development for nurses. The new system has the potential to increase the human resources management aspect of the clinical nurse managers' role and could have legal implications, for example if practitioners perceive that their needs for continuing professional development have been overlooked to the detriment of their pay and career aspirations. The new system also has implications for providers of continuing professional development in the universities and is likely to demand closer liaison between education providers and trust staff who commission education and training. The Knowledge and Skills Framework is of interest to nurses and nurse educators internationally because the system, if effective, could be introduced elsewhere.

5 CFR 9701.344 - Special within-band increases.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Special within-band increases. 9701.344 Section 9701.344 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.344 Special...

Potential difficulties in applying the Pay for Safety Scheme (PFSS) in construction projects.

PubMed

Choi, Tracy N Y; Chan, Daniel W M; Chan, Albert P C

2012-09-01

Since 1996, the Government of the Hong Kong Special Administrative Region (HKSAR) has introduced the Pay for Safety Scheme (PFSS) to the public works construction contracts to uplift their safety performance. However, the adoption of PFSS has also encountered some difficulties that merit considerable attention. This paper purports to provide a concise review of the prevailing application of PFSS in Hong Kong in general, and to explore the potential difficulties associated with PFSS in particular. By means of an empirical questionnaire survey geared towards industrial practitioners with extensive direct hands-on PFSS experience, their opinions were solicited, analyzed and compared between the client group and contractor group of respondents. The three most significant difficulties in implementing PFSS were found to be: (1) "Plenty of paperwork required for certifying payment to contractor"; (2) "Complicated contract documents and lengthy assessment process"; and (3) "Over-tight project schedule requiring rush jobs". The output of this research study is particularly essential in assisting the contracting parties to mitigate the avoidable hindrances when embarking on PFSS. It has also generated valuable insights into developing effective recommendations for alleviating the barriers to PFSS success for future construction projects. Copyright © 2011 Elsevier Ltd. All rights reserved.

Pay for Performance: Whose Performance?

ERIC Educational Resources Information Center

Tienken, Christopher H.

2011-01-01

Education reform proposals are not in short supply. Recent issues of the "Kappa Delta Pi Record" examined two of these: Common Core State Standards (Winter 2011) and Charter Schools (Spring 2011). Teacher pay for performance is another policy gaining traction in state legislatures and at the federal level. The Race to the Top (RTTT)…

Performance Pay Path to Improvement

ERIC Educational Resources Information Center

Gratz, Donald B.

2011-01-01

The primary goal of performance pay for the past decade has been higher test scores, and the most prominent strategy has been to increase teacher performance through financial incentives. If teachers are rewarded for success, according to this logic, they will try harder. If they try harder, more children will achieve higher test scores. The…

Credentials versus Performance: Review of the Teacher Performance Pay Research

ERIC Educational Resources Information Center

Podgursky, Michael; Springer, Matthew G.

2007-01-01

In this article we examine the economic case for merit or performance-based pay for K-12 teachers. We review several areas of germane research. The direct evaluation literature on these incentive plans is slender; highly diverse in terms of methodology, targeted populations, and programs evaluated; and primarily focused on short-run motivational…

Teacher Responses to Pay-for-Performance Policies: Survey Results from Four High-Poverty, Urban School Districts

ERIC Educational Resources Information Center

Wells, John

2011-01-01

Policymakers are increasingly adopting "pay-for-performance" policies in which teachers are compensated based on their performance as measured by classroom evaluations and/or student achievement test results. Prior research has produced largely inconclusive findings concerning support among teachers for these policies and their effects…

Incremental analysis of the reengineering of an outpatient billing process: an empirical study in a public hospital

PubMed Central

2013-01-01

Background A smartcard is an integrated circuit card that provides identification, authentication, data storage, and application processing. Among other functions, smartcards can serve as credit and ATM cards and can be used to pay various invoices using a ‘reader’. This study looks at the unit cost and activity time of both a traditional cash billing service and a newly introduced smartcard billing service in an outpatient department in a hospital in Taipei, Taiwan. Methods The activity time required in using the cash billing service was determined via a time and motion study. A cost analysis was used to compare the unit costs of the two services. A sensitivity analysis was also performed to determine the effect of smartcard use and number of cashier windows on incremental cost and waiting time. Results Overall, the smartcard system had a higher unit cost because of the additional service fees and business tax, but it reduced patient waiting time by at least 8 minutes. Thus, it is a convenient service for patients. In addition, if half of all outpatients used smartcards to pay their invoices, along with four cashier windows for cash payments, then the waiting time of cash service users could be reduced by approximately 3 minutes and the incremental cost would be close to breaking even (even though it has a higher overall unit cost that the traditional service). Conclusions Traditional cash billing services are time consuming and require patients to carry large sums of money. Smartcard services enable patients to pay their bill immediately in the outpatient clinic and offer greater security and convenience. The idle time of nurses could also be reduced as they help to process smartcard payments. A reduction in idle time reduces hospital costs. However, the cost of the smartcard service is higher than the cash service and, as such, hospital administrators must weigh the costs and benefits of introducing a smartcard service. In addition to the obvious benefits of the smartcard service, there is also scope to extend its use in a hospital setting to include the notification of patient arrival and use in other departments. PMID:23763904

Incremental analysis of the reengineering of an outpatient billing process: an empirical study in a public hospital.

PubMed

Chu, Kuan-Yu; Huang, Chunmin

2013-06-13

A smartcard is an integrated circuit card that provides identification, authentication, data storage, and application processing. Among other functions, smartcards can serve as credit and ATM cards and can be used to pay various invoices using a 'reader'. This study looks at the unit cost and activity time of both a traditional cash billing service and a newly introduced smartcard billing service in an outpatient department in a hospital in Taipei, Taiwan. The activity time required in using the cash billing service was determined via a time and motion study. A cost analysis was used to compare the unit costs of the two services. A sensitivity analysis was also performed to determine the effect of smartcard use and number of cashier windows on incremental cost and waiting time. Overall, the smartcard system had a higher unit cost because of the additional service fees and business tax, but it reduced patient waiting time by at least 8 minutes. Thus, it is a convenient service for patients. In addition, if half of all outpatients used smartcards to pay their invoices, along with four cashier windows for cash payments, then the waiting time of cash service users could be reduced by approximately 3 minutes and the incremental cost would be close to breaking even (even though it has a higher overall unit cost that the traditional service). Traditional cash billing services are time consuming and require patients to carry large sums of money. Smartcard services enable patients to pay their bill immediately in the outpatient clinic and offer greater security and convenience. The idle time of nurses could also be reduced as they help to process smartcard payments. A reduction in idle time reduces hospital costs. However, the cost of the smartcard service is higher than the cash service and, as such, hospital administrators must weigh the costs and benefits of introducing a smartcard service. In addition to the obvious benefits of the smartcard service, there is also scope to extend its use in a hospital setting to include the notification of patient arrival and use in other departments.

Person-based differences in pay reactions: A compensation-activation theory and integrative conceptual review.

PubMed

Fulmer, Ingrid Smithey; Shaw, Jason D

2018-06-07

Compensation research has focused traditionally on how pay design characteristics (e.g., pay level, individual or group incentives) relate to average employee outcomes and, in toto, on how these outcomes affect organizational performance. Recently, scholars have begun to pay more attention to how individuals vary in the strength of their reactions to pay. Empirical research in several disciplines examines how the interplay of pay systems and person-based characteristics (psychological individual differences, demographics, and relative performance or position in a group) relate to important work-related outcomes. We develop a compensation-activation theory that frames compensation design characteristics as workplace "situations" providing cues that activate individuals' corresponding fundamental social motives made salient due to chronic or transient person-based characteristics. Where activation occurs, stronger-than-average responses to the compensation "situation" are expected. Using the theory as a lens, we synthesize and reinterpret existing research on person-based reactions to pay characteristics, including sorting, incentive/motivational effects, and effects on collective pay system reactions and unit/organizational outcomes. We conclude with a research agenda aimed at refining compensation-activation theory and advancing the study of compensation as it affects individual and organizational outcomes. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Improving Teaching Effectiveness: Merit Pay vs. Organizational Culture.

ERIC Educational Resources Information Center

Bushardt, Stephen C.; Fowler, Aubrey R.

1987-01-01

Identifies four conditions which cause merit pay systems to fail to increase teacher performance: lack of skills, the poor timing of rewards, an inability to measure performance; and competing reinforcers. Explains why organizational culture is a more effective mediator of rewards. (SD)

Adult Education at a Distance.

ERIC Educational Resources Information Center

Gaudet, Alphonse

This document, which examines the use of educational technologies for distance education for adults in Canada, consists of five narrative sections and a bibliography. The first section introduces the topic and the document's objectives (to describe those technologies used in Canadian adult distance education, paying particular attention to those…

Border Patrol Pay Reform Act of 2013

THOMAS, 113th Congress

Rep. Chaffetz, Jason [R-UT-3

2013-11-13

House - 11/13/2013 Referred to the House Committee on Oversight and Government Reform. (All Actions) Notes: For further action, see S.1691, which became Public Law 113-277 on 12/18/2014. Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Ethnic disparities in coronary heart disease management and pay for performance in the UK.

PubMed

Millett, Christopher; Gray, Jeremy; Wall, Martin; Majeed, Azeem

2009-01-01

Few pay for performance schemes have been subject to rigorous evaluation, and their impact on disparities in chronic disease management is uncertain. To examine disparities in coronary heart disease management and intermediate clinical outcomes within a multiethnic population before and after the introduction of a major pay for performance initiative in April 2004. Comparison of two cross-sectional surveys using electronic general practice records. Thirty-two family practices in south London, United Kingdom (UK). Two thousand eight hundred and ninety-one individuals with coronary heart disease registered with participating practices in 2003 and 3,101 in 2005. Percentage achievement by ethnic group of quality indicators in the management of coronary heart disease The proportion of patients reaching national treatment targets increased significantly for blood pressure (51.2% to 58.9%) and total cholesterol (65.7% to 73.8%) after the implementation of a major pay for performance initiative in April 2004. Improvements in blood pressure control were greater in the black group compared to whites, with disparities evident at baseline being attenuated (black 54.8% vs. white 58.3% reaching target in 2005). Lower recording of blood pressure in the south Asian group evident in 2003 was attenuated in 2005. Statin prescribing remained significantly lower (p < 0.001) in the black group compared with the south Asian and white groups after the implementation of pay for performance (black 74.8%, south Asian 83.8%, white 80.2% in 2005). The introduction of pay for performance incentives in UK primary care has been associated with better and more equitable management of coronary heart disease across ethnic groups.

Impact of 'stretch' targets for cardiovascular disease management within a local pay-for-performance programme.

PubMed

Pape, Utz J; Huckvale, Kit; Car, Josip; Majeed, Azeem; Millett, Christopher

2015-01-01

Pay-for-performance programs are often aimed to improve the management of chronic diseases. We evaluate the impact of a local pay for performance programme (QOF+), which rewarded financially more ambitious quality targets ('stretch targets') than those used nationally in the Quality and Outcomes Framework (QOF). We focus on targets for intermediate outcomes in patients with cardiovascular disease and diabetes. A difference-in-difference approach is used to compare practice level achievements before and after the introduction of the local pay for performance program. In addition, we analysed patient-level data on exception reporting and intermediate outcomes utilizing an interrupted time series analysis. The local pay for performance program led to significantly higher target achievements (hypertension: p-value <0.001, coronary heart disease: p-values <0.001, diabetes: p-values <0.061, stroke: p-values <0.003). However, the increase was driven by higher rates of exception reporting (hypertension: p-value <0.001, coronary heart disease: p-values <0.03, diabetes: p-values <0.05) in patients with all conditions except for stroke. Exception reporting allows practitioners to exclude patients from target calculations if certain criteria are met, e.g. informed dissent of the patient for treatment. There were no statistically significant improvements in mean blood pressure, cholesterol or HbA1c levels. Thus, achievement of higher payment thresholds in the local pay for performance scheme was mainly attributed to increased exception reporting by practices with no discernable improvements in overall clinical quality. Hence, active monitoring of exception reporting should be considered when setting more ambitious quality targets. More generally, the study suggests a trade-off between additional incentive for better care and monitoring costs.

Toward a More Comprehensive Model of Teacher Pay. Research Brief

ERIC Educational Resources Information Center

National Center on Performance Incentives, 2008

2008-01-01

In "Toward a More Comprehensive Model of Teacher Pay"--a paper presented at the February 2008 National Center on Performance Incentives research to policy conference--Julia Koppich examines recent policy initiatives implementing new approaches to teacher pay. Her discussion focuses on four current initiatives: ProComp in Denver, Toledo…

Teacher Pay for Performance: Experimental Evidence from the Project on Incentives in Teaching

ERIC Educational Resources Information Center

Springer, Matthew G.; Hamilton, Laura; McCaffrey, Daniel F.; Ballou, Dale; Le, Vi-Nhuan; Pepper, Matthew; Lockwood, J. R.; Stecher, Brian M.

2010-01-01

In an effort to explore the impact of performance incentives in education, the National Center on Performance Incentives (NCPI) partnered with the Metropolitan Nashville Public Schools (MNPS) to conduct the Project on Incentives in Teaching, or POINT. The study examines the effects on student outcomes of paying eligible teachers bonuses of up to…

Teacher Evaluation in China: Latest Trends and Future Directions

ERIC Educational Resources Information Center

Liu, Shujie; Zhao, Decheng

2013-01-01

With the implementation of teacher performance pay in 2009 in China, teacher performance evaluation has become a heated topic. This research study follows up on two previous studies of teacher evaluation in China and continues the dialog by analyzing the latest trends in the context of teacher performance pay. There were two sources of information…

Characteristics and Determinants of Teacher-Designed Pay for Performance Plans: Evidence from Texas' Governor's Educator Excellence Grant (GEEG) Program. Research Brief

ERIC Educational Resources Information Center

National Center on Performance Incentives, 2008

2008-01-01

In "Characteristics and Determinants of Teacher-Designed Pay for Performance Plans: Evidence from Texas' Governor's Educator Excellence Grant (GEEG) Program"--a paper presented at the February 2008 National Center on Performance Incentives research to policy conference--Lori Taylor, Matthew Springer, and Mark Ehlert describe the teacher…

The role of disease management in pay-for-performance programs for improving the care of chronically ill patients.

PubMed

Beich, Jeff; Scanlon, Dennis P; Ulbrecht, Jan; Ford, Eric W; Ibrahim, Ibrahim A

2006-02-01

To date, pay-for-performance programs targeting the care of persons with chronic conditions have primarily been directed at physicians and provide an alternative to health plan-sponsored chronic disease management (DM) programs. Both approaches require similar infrastructure, and each has its own advantages and disadvantages for program implementation. Pay-for-performance programs use incentives based on patient outcomes; however, an alternative system might incorporate measures of structure and process. Using a conceptual framework, the authors explore the variation in 50 diabetes DM programs using data from the 2002 National Business Coalition on Health's eValue8 Request for Information (RFI). The authors raise issues relevant to the assignment of accountability for patient outcomes to either health plans or physicians. They analyze the association between RFI scores measuring structures and processes, and HEDIS diabetes intermediate outcome measures. Finally, the strengths and weaknesses of using the RFI scores as an alternative metric for pay-for-performance programs are discussed.

Differential Pricing in Undergraduate Education: Effects on Degree Production by Field

ERIC Educational Resources Information Center

Stange, Kevin

2015-01-01

In the face of declining state support, many universities have introduced differential pricing by undergraduate program as an alternative to across-the-board tuition increases. This practice aligns price more closely with instructional costs and students' ability to pay postgraduation. Exploiting the staggered adoption of these policies…

Compassionate Care Leave & Benefits. CAUT Briefing Note

ERIC Educational Resources Information Center

Canadian Association of University Teachers, 2016

2016-01-01

Compassionate care leave and benefits were introduced in 2003/04 to help employees cope with this difficult work-life balance challenge. Employment Standards legislation and the Employment Insurance program (EI) were amended to provide leave without pay, with payment of EI benefits for compassionate care leave. Collective agreements have been…

Care homes may close due to cost of national living wage.

PubMed

Sprinks, Jennifer

2016-08-01

In April this year, a compulsory national living wage (NLW) for people over the age of 25 was introduced across the UK. The NLW increases minimum hourly pay from £6.70 to £7.20, a figure that is due to rise to £9 by 2020.

To prohibit Members of Congress, including the Delegates and the Resident Commissioner to the Congress, and the President from receiving pay during Government shutdowns.

THOMAS, 112th Congress

Rep. Shuler, Heath [D-NC-11

2011-03-31

House - 04/01/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

32 CFR 716.3 - Special situations.

Code of Federal Regulations, 2010 CFR

2010-07-01

... of a Reserve component who performs active duty, active duty for training, or inactive-duty training..., including special pay and incentive pay if appropriate, while performing such duties. (b) Death occurring while traveling to and from active duty for training and inactive-duty training. Any member of a Reserve...

Employee Reactions to Merit Pay: Cognitive Approach and Social Approach

ERIC Educational Resources Information Center

Wang, Yingchun

2010-01-01

The dissertation aims to tackle one of the most pressing questions facing the merit pay system researchers and practitioners: Why do merit pay raises have such a small effect on employees' satisfaction, commitment and job performance? My approach to the study of this question is to develop explanatory frameworks from two perspectives: cognitive…

Partnering for Compensation Reform: Collaborations between Union and District Leadership in Four School Systems

ERIC Educational Resources Information Center

Sommerfeld, Meg

2011-01-01

A growing number of American school systems are experimenting with innovative and varied methods of tying educators' salaries more closely to their work through differential pay. Differential pay means paying teachers differently based on their performance, their responsibilities, and/or their teaching assignments. For instance, it can mean…

Governor's Educator Excellence Grant (GEEG) Program: Year Three Evaluation Report. Policy Evaluation Report. [Executive Summary

ERIC Educational Resources Information Center

Springer, Matthew G.; Lewis, Jessica L.; Podgursky, Michael J.; Ehlert, Mark W.; Taylor, Lori L.; Lopez, Omar S.; Peng, Art

2009-01-01

The Governor's Educator Excellence Grant (GEEG) program was federally- and state-funded and provided three-year grants to schools to design and implement performance pay plans from the 2005-06 to 2007-08 school years. GEEG was implemented in 99 high poverty, high performing Texas public schools. Performance pay for teachers entered Texas state…

Medicaid Nursing Home Pay for Performance: Where Do We Stand?

ERIC Educational Resources Information Center

Arling, Greg; Job, Carol; Cooke, Valerie

2009-01-01

Purpose: Nursing home pay-for-performance (P4P) programs are intended to maximize the value obtained from public and private expenditures by measuring and rewarding better nursing home performance. We surveyed the 6 states with operational P4P systems in 2007. We describe key features of six Medicaid nursing home P4P systems and make…

Paying It Forward: A Technical Assistance Guide for Developing and Implementing Performance-Based Scholarships. The Performance-Based Scholarship Demonstration

ERIC Educational Resources Information Center

Welbeck, Rashida; Ware, Michelle; Cerna, Oscar; Valenzuela, Ireri

2014-01-01

Difficulties in paying for college and in maintaining good academic performance are two major hurdles to college graduation for low-income students. In recent years, state and federal budgets for postsecondary education have been cut significantly, limiting the options policymakers, education leaders, and communities have to improve rates of…

Motivational Factors of Pay-for-Performance Plans in Educational Institutions: A Study of Select Private, Faith-Based Schools

ERIC Educational Resources Information Center

Wrobbel, Paul H.

2009-01-01

In the United States there is considerable focus on the need for continuous improvement in the quality of schools, including student achievement and teacher performance. Performance-based pay has been repeatedly suggested as a way to improve teaching in school systems. Therefore, a more thorough understanding of the differences in the perceptions…

The Implementation of Pay for Performance in Idaho Schools: A Case Study of Teacher Perceptions

ERIC Educational Resources Information Center

Staniec, Shelly Ann

2013-01-01

This is a qualitative narrative case study set in an Idaho high school where twelve educators offered their viewpoints on the implementation of Idaho's pay-for-performance legislation. In the spring of 2011, Idaho legislators passed laws aimed at increasing student performance and college or career readiness. These laws, known as Idaho's Students…

Evaluation of the Teacher Incentive Fund: Implementation and Early Impacts of Pay-for-Performance after One Year. NCEE 2014-4019

ERIC Educational Resources Information Center

Max, Jeffrey; Constantine, Jill; Wellington, Alison; Hallgren, Kristin; Glazerman, Steven; Chiang, Hanley; Speroni, Cecilia

2014-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

Evaluation of the Teacher Incentive Fund: Implementation and Impacts of Pay-for-Performance after Two Years. NCEE 2015-4020

ERIC Educational Resources Information Center

Chiang, Hanley; Wellington, Alison; Hallgren, Kristin; Speroni, Cecilia; Herrmann, Mariesa; Glazerman, Steven; Constantine, Jill

2015-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

Texas Educator Excellence Grant (TEEG) Program: Year Three Evaluation Report. Policy Evaluation Report. [Executive Summary

ERIC Educational Resources Information Center

Springer, Matthew G.; Lewis, Jessica L.; Podgursky, Michael J.; Ehlert, Mark W.; Gronberg, Timothy J.; Hamilton, Laura S.; Jansen, Dennis W.; Stecher, Brian M.; Taylor, Lori L.; Lopez, Omar S.; Peng, Art

2009-01-01

The Texas Educator Excellence Grant (TEEG) program was state-funded and provided annual grants to schools to design and implement performance pay plans during the 2006-07 to 2009-10 school year. TEEG was implemented each year (i.e., Cycle) in approximately 1,000 high poverty, high performing Texas public schools. Performance pay for teachers…

The Problem with Performance Pay

ERIC Educational Resources Information Center

Gratz, Donald B.

2009-01-01

Although today's performance pay plans take many forms, the most commonly proposed version--in which teachers are rewarded on the basis of their students' standardized test scores--flows from flawed logic and several troublesome assumptions: that teachers lack motivation and supposedly need financial awards to give students what they need; that…

Teacher Evaluation, Performance-Related Pay, and Constructivist Instruction

ERIC Educational Resources Information Center

Liang, Guodong; Akiba, Motoko

2015-01-01

Using statewide longitudinal teacher survey data collected in 2009 and 2010, this study examined the characteristics of teacher evaluation used to determine performance-related pay (PRP), and the association between PRP and improvement in the practice of constructivist instruction. The study found that 10.9% of middle school mathematics teachers…

When and Why Do University Managers Use Publication Incentive Payments?

ERIC Educational Resources Information Center

Opstrup, Niels

2017-01-01

Pay-for-performance schemes have become a widespread management strategy in the public sector. However, not much is known about the rationales that trigger the adoption of performance-related pay provisions. This article examines managerial and organisational features of university departments in Denmark that use publication incentive payments.…

Evolutionary Dynamics of Biological Auctions

PubMed Central

Chatterjee, Krishnendu; Reiter, Johannes G.; Nowak, Martin A.

2011-01-01

Many scenarios in the living world, where individual organisms compete for winning positions (or resources), have properties of auctions. Here we study the evolution of bids in biological auctions. For each auction n individuals are drawn at random from a population of size N. Each individual makes a bid which entails a cost. The winner obtains a benefit of a certain value. Costs and benefits are translated into reproductive success (fitness). Therefore, successful bidding strategies spread in the population. We compare two types of auctions. In “biological all-pay auctions” the costs are the bid for every participating individual. In “biological second price all-pay auctions” the cost for everyone other than the winner is the bid, but the cost for the winner is the second highest bid. Second price all-pay auctions are generalizations of the “war of attrition” introduced by Maynard Smith. We study evolutionary dynamics in both types of auctions. We calculate pairwise invasion plots and evolutionarily stable distributions over the continuous strategy space. We find that the average bid in second price all-pay auctions is higher than in all-pay auctions, but the average cost for the winner is similar in both auctions. In both cases the average bid is a declining function of the number of participants, n. The more individuals participate in an auction the smaller is the chance of winning, and thus expensive bids must be avoided. PMID:22120126

Paying health workers for performance in Battagram district, Pakistan

PubMed Central

2011-01-01

Background There is a growing interest in using pay-for-performance mechanisms in low and middle-income countries in order to improve the performance of health care providers. However, at present there is a dearth of independent evaluations of such approaches which can guide understanding of their potential and risks in differing contexts. This article presents the results of an evaluation of a project managed by an international non-governmental organisation in one district of Pakistan. It aims to contribute to learning about the design and implementation of pay-for-performance systems and their impact on health worker motivation. Methods Quantitative analysis was conducted of health management information system (HMIS) data, financial records, and project documents covering the period 2007-2010. Key informant interviews were carried out with stakeholders at all levels. At facility level, in-depth interviews were held, as were focus group discussions with staff and community members. Results The wider project in Battagram had contributed to rebuilding district health services at a cost of less than US$4.5 per capita and achieved growth in outputs. Staff, managers and clients were appreciative of the gains in availability and quality of services. However, the role that the performance-based incentive (PBI) component played was less clear--PBI formed a relatively small component of pay, and did not increase in line with outputs. There was little evidence from interviews and data that the conditional element of the PBIs influenced behaviour. They were appreciated as a top-up to pay, but remained low in relative terms, and only slightly and indirectly related to individual performance. Moreover, they were implemented independently of the wider health system and presented a clear challenge for longer term integration and sustainability. Conclusions Challenges for performance-based pay approaches include the balance of rewarding individual versus team efforts; reflecting process and outcome indicators; judging the right level of incentives; allowing for very different starting points and situations; designing a system which is simple enough for participants to comprehend; and the tension between independent monitoring and integration in a national system. Further documentation of process and cost-effectiveness, and careful examination of the wider impacts of paying for performance, are still needed. PMID:21982330

Does the proportion of pay linked to performance affect the job satisfaction of general practitioners?

PubMed

Allen, Thomas; Whittaker, William; Sutton, Matt

2017-01-01

There is concern that pay-for-performance (P4P) can negatively affect general practitioners (GPs) by reducing their autonomy, increasing their wage dispersion or eroding their intrinsic motivation. This is especially a concern for the Quality and Outcomes Framework (QOF), a highly powered P4P scheme for UK GPs. The QOF affected all GPs but the exposure of their income to P4P varied. GPs did not know their level of exposure before the QOF was introduced and could not choose or manage it. We examine whether changes in GPs' job satisfaction before and after the introduction of the QOF in 2004 were correlated with the proportion of their income that became exposed to P4P. We use data on 1920 GPs observed at three time points spanning the introduction of the QOF; 2004, 2005 and 2008. We estimate the effect of exposure to P4P using a continuous difference-in-differences model. We find no significant effects of P4P exposure on overall job satisfaction or 12 additional measures of working lives in either the short or longer term. The level of exposure to P4P does not harm job satisfaction or other aspects of working lives. Policies influencing the exposure of income to P4P are unlikely to alter GP job satisfaction subject to final income remaining constant. Copyright © 2016 Elsevier Ltd. All rights reserved.

Incentive-Based Primary Care: Cost and Utilization Analysis.

PubMed

Hollander, Marcus J; Kadlec, Helena

2015-01-01

In its fee-for-service funding model for primary care, British Columbia, Canada, introduced incentive payments to general practitioners as pay for performance for providing enhanced, guidelines-based care to patients with chronic conditions. Evaluation of the program was conducted at the health care system level. To examine the impact of the incentive payments on annual health care costs and hospital utilization patterns in British Columbia. The study used Ministry of Health administrative data for Fiscal Year 2010-2011 for patients with diabetes, congestive heart failure, chronic obstructive pulmonary disease, and/or hypertension. In each disease group, cost and utilization were compared across patients who did, and did not, receive incentive-based care. Health care costs (eg, primary care, hospital) and utilization measures (eg, hospital days, readmissions). After controlling for patients' age, sex, service needs level, and continuity of care (defined as attachment to a general practice), the incentives reduced the net annual health care costs, in Canadian dollars, for patients with hypertension (by approximately Can$308 per patient), chronic obstructive pulmonary disease (by Can$496), and congestive heart failure (by Can$96), but not diabetes (incentives cost about Can$148 more per patient). The incentives were also associated with fewer hospital days, fewer admissions and readmissions, and shorter lengths of hospital stays for all 4 groups. Although the available literature on pay for performance shows mixed results, we showed that the funding model used in British Columbia using incentive payments for primary care might reduce health care costs and hospital utilization.

Strategic Pay Reform: A Student Outcomes-Based Evaluation of Denver's ProComp Teacher Pay Initiative

ERIC Educational Resources Information Center

Goldhaber, Dan; Walch, Joe

2012-01-01

Denver Public Schools utilizes one of the nation's highest profile alternative teacher compensation systems, and a key element of Denver's Professional Compensation System for Teachers (ProComp) is pay for performance. This study analyzes the student achievement implications of ProComp utilizing matched student- and teacher-level data from 2003 to…

Teacher Incentive Pay Programs: Characteristics and Association with Instructional Practices

ERIC Educational Resources Information Center

Liang, Guodong

2011-01-01

This dissertation research examined the characteristics of teacher incentive pay programs in the state of Missouri and across the nation in the United States. The purposes of this study were (a) to examine the characteristics of districts that offered performance-related pay (PRP) programs and teachers who received PRP awards in 2007 using the…

New Pay: Compensation as a Strategic Tool. Workforce Brief #5.

ERIC Educational Resources Information Center

Mitchell, Stephen

Although what the work companies do and how they do it have shifted significantly, companies' reward and salary structures have remained largely the same; however, a properly designed compensation and pay system can be a strategic tool to enhance a firm's competitiveness. New approaches tie pay more closely to performance, rather than to tenure…

Shortchanged: The Hidden Costs of Lockstep Teacher Pay

ERIC Educational Resources Information Center

TNTP, 2014

2014-01-01

Nobody goes into teaching to get rich, but that's no excuse not to pay teachers as professionals. Compensation is one of the most important factors in determining who enters the teaching profession and how long they stay--yet 90 percent of all U.S. school districts pay teachers without any regard for their actual performance with students,…

Teachers' Perceptions of Merit Pay

ERIC Educational Resources Information Center

Jackson, Vanessa; Langheinrich, Cornelia; Loth, Dan

2012-01-01

The purpose of the study is to show the various perceptions teachers have on merit pay. This research was designed to examine the perceptions and attitudes of teachers towards the idea of performance based pay. This topic has been an ongoing battle within school systems since the 1800s. The participants in this study were teachers from the state…

Designing Incentives for Public School Teachers: Evidence from a Texas Incentive Pay Program

ERIC Educational Resources Information Center

Springer, Matthew G.; Taylor, Lori L.

2016-01-01

Pay-for-performance is a popular public education reform, but there is little evidence about the characteristics of a well-designed incentive pay plan for teachers. Some of the literature suggests that effective incentive plans must offer relatively large awards to induce behavioral changes. On the other hand, the experimental economics literature…

Implementation and Impacts of Pay-for-Performance: The 2010 Teacher Incentive Fund (TIF) Grantees after Two Years. NCEE Study Snapshot. NCEE 2015-4022

ERIC Educational Resources Information Center

National Center for Education Evaluation and Regional Assistance, 2015

2015-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

Evaluation of the Teacher Incentive Fund: Final Report on Implementation and Impacts of Pay-for-Performance across Four Years: Executive Summary. NCEE 2018-4005

ERIC Educational Resources Information Center

Chiang, Hanley; Speroni, Cecilia; Herrmann, Mariesa; Hallgren, Kristin; Burkander, Paul; Wellington, Alison

2017-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

Evaluation of the Teacher Incentive Fund: Final Report on Implementation and Impacts of Pay-for-Performance across Four Years. NCEE 2018-4004

ERIC Educational Resources Information Center

Chiang, Hanley; Speroni, Cecilia; Herrmann, Mariesa; Hallgren, Kristin; Burkander, Paul; Wellington, Alison

2017-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

Evaluation of the Teacher Incentive Fund: Implementation and Early Impacts of Pay-for-Performance after One Year. Executive Summary. NCEE 2014-4020

ERIC Educational Resources Information Center

Max, Jeffrey; Constantine, Jill; Wellington, Alison; Hallgren, Kristin; Glazerman, Steven; Chiang, Hanley; Speroni, Cecilia

2014-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

Caring about Independent Lives

ERIC Educational Resources Information Center

Christensen, Karen

2010-01-01

With the rhetoric of independence, new cash for care systems were introduced in many developed welfare states at the end of the 20th century. These systems allow local authorities to pay people who are eligible for community care services directly, to enable them to employ their own careworkers. Despite the obvious importance of the careworker's…

A bill to amend title 5, United States Code, to provide that agencies may not deduct labor organization dues from the pay of Federal employees, and for other purposes.

THOMAS, 112th Congress

Sen. DeMint, Jim [R-SC

2011-06-06

Senate - 06/06/2011 Read twice and referred to the Committee on Homeland Security and Governmental Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

To amend title 5, United States Code, to provide that agencies may not deduct labor organization dues from the pay of Federal employees, and for other purposes.

THOMAS, 112th Congress

Rep. Scott, Tim [R-SC-1

2011-06-07

House - 06/20/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy . (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Fitness Day. Lesson Plan.

ERIC Educational Resources Information Center

McNamara, Jeanne

This lesson plan introduces students to the concept of supply and demand by appealing to bodily/kinesthetic intelligences. Students participate in a fitness class and then analyze the economic motives behind making an individual feel better after a fitness activity; i.e., analyzing how much an individual would pay for a drink and snack after a…

Elements of Effective E-Learning Design

ERIC Educational Resources Information Center

Brown, Andrew R.; Voltz, Bradley D.

2005-01-01

Preparing and developing e-learning materials is a costly and time consuming enterprise. This paper highlights the elements of effective design that we consider assist in the development of high quality materials in a cost efficient way. We introduce six elements of design and discuss each in some detail. These elements focus on paying attention…

Emerging Issues and Opportunities Prospective Analysis.

ERIC Educational Resources Information Center

Peter, Sharlene A.

This paper discusses 14 issues related to gender equity in intercollegiate athletics, including: (1) the cost dilemma, in which institutions have to cut men's sports to introduce women's sports; (2) equal pay for the coaches of men's and women's teams; (3) the gender of coaches, namely men coaching women's teams; (4) peer harassment among…

Translating "Ubuntu" to Spanish: "Convivencia" as a Framework for Re-Centring Education as a Moral Enterprise

ERIC Educational Resources Information Center

Luschei, Thomas F.

2016-01-01

In this essay, the author introduces the concept of "convivencia" (peaceful coexistence) as a framework for re-centring education as a moral enterprise. He discusses "convivencia" within the context of education and society in Colombia, paying special attention to the Colombian rural school model "Escuela Nueva" (New…

The Visual Differences of the Classroom Walls in Chilean Primary Schools

ERIC Educational Resources Information Center

Errázuriz, Luis; Portales, Carlos

2018-01-01

In a world increasingly saturated with images, the visual aesthetic dimension should play a more important role in the educational processes. Furthermore, classroom walls could be considered valuable resources to introduce visual literacy among children and teachers. However, Chilean educational policies tend not to pay much attention to visual…

Gender Stratified Monopoly: Why Do I Earn Less and Pay More?

ERIC Educational Resources Information Center

Smith, Stacy L.

2017-01-01

A modified version of Monopoly has long been used as a simulation exercise to teach inequality. Versions of Modified Monopoly (MM) have touched on minority status relative to inequality but without an exploration of the complex interaction between minority status and class. This article introduces Gender Stratified Monopoly (GSM), an adaptation…

Mr. Ngao's proposal: introducing client fees. Case scenarios for training and group discussion.

PubMed

1992-01-01

In this supplement to the issue of "The Family Planning Manager" devoted to fees, a hypothetical case scenario is presented to illustrate the introduction of client fees to a family planning program. Managers are instructed to prepare a plan that includes the necessary information for deciding what to charge for, who to charge, and how much to charge; identifies the administrative changes involved in charging fees; and outlines steps that clinic managers should take before introducing client fees. Decisions should be based on factors such as the objectives of fee charging, client willingness and ability to pay, client perception of the quality of current services, services for which clients would be most willing to pay, estimated cost of providing services, and the cost of new administrative procedures inherent in a fee-for-service approach. Administrative procedures for collecting, handling, and accounting for cash; reporting income and expenses; and implementing a fair and flexible system of waivers and exemptions must be defined. Clients should be informed well in advance of fee introduction, and staff trained to manage potential client complaints.

25 CFR 170.931 - Can tribes use IRR Program funds to pay tribal transportation department operating costs?

Code of Federal Regulations, 2010 CFR

2010-04-01

... OF THE INTERIOR LAND AND WATER INDIAN RESERVATION ROADS PROGRAM Miscellaneous Provisions Tribal... performance of approved IRR Program activities (see appendix A, subpart B). Tribes can also use BIA road maintenance funds to pay the cost of planning, administration, and performance of maintenance activities under...

Exploring the Political Underbelly of Organizational Learning: Learning during Pay and Performance Management Change

ERIC Educational Resources Information Center

Field, Laurie

2011-01-01

Purpose: In an effort to better understand the political dimensions of organizational learning, this paper aims to examine learning processes in an organizational context--namely renegotiation of pay and performance management arrangements--where the interests of organizational members are threatened. Design/methodology/approach: Data were derived…

Diplomatic Mission: President Obama's Path to Performance Pay

ERIC Educational Resources Information Center

Smarick, Andy

2011-01-01

In his first major education speech as a presidential candidate, Senator Barack Obama affirmed his support of teachers unions. Less than two years later, in his first major education address as president, delivered to the Hispanic Chamber of Commerce in March 2009, Obama explicitly backed paying teachers for performance, a reform the unions…

26 CFR 1.83-3 - Meaning and use of certain terms.

Code of Federal Regulations, 2014 CFR

2014-04-01

... the stock and pays the interest on the note. However, he makes no payments toward the face amount of... the face amount of the note, the likelihood of E paying the full purchase price is in substantial... thereof) in recognition of the performance of, or the refraining from performance of, services is...

Educators' Perceptions on Performance Pay: The Economic Factors

ERIC Educational Resources Information Center

BenDavid-Hadar, Iris

2012-01-01

Performance-pay as an educational policy is currently discussed both in research and in public debate. The principal agent theory application to an education system views teachers as more altruistic than opportunistic, and therefore affected by intrinsic rather than extrinsic motivations. An extensive amount of research has been published on the…

The Best Laid Plans: Pay for Performance Incentive Programs for School Leaders

ERIC Educational Resources Information Center

Goff, Peter; Goldring, Ellen; Canney, Melissa

2016-01-01

In an era of heightened accountability and limited fiscal resources, school districts have sought novel ways to increase the effectiveness of their principals in an effort to increase student proficiency. To address these needs, some districts have turned to pay-for-performance programs, aligning leadership goals with financial incentives to…

Teacher Professionalism and Team Performance Pay: A Mixed Methods Study

ERIC Educational Resources Information Center

Wells, Pamela; Combs, Julie P.; Bustamante, Rebecca M.

2012-01-01

The purpose of this mixed methods research study was to explore teachers' perceptions of their professional behaviors when they worked in schools that awarded team performance pay. Teachers' archival responses from two questionnaires were analyzed using mixed methods data analysis techniques (Year 1, n = 368; Year 2, n = 649). Most teachers had…

Paying for Performance to Improve the Delivery and Uptake of Family Planning in Low and Middle Income Countries: A Systematic Review.

PubMed

Blacklock, Claire; MacPepple, Ekelechi; Kunutsor, Setor; Witter, Sophie

2016-12-01

Paying for performance is a strategy to meet the unmet need for family planning in low and middle income countries; however, rigorous evidence on effectiveness is lacking. Scientific databases and grey literature were searched from 1994 to May 2016. Thirteen studies were included. Payments were linked to units of targeted services, usually modified by quality indicators. Ancillary components and payment indicators differed between studies. Results were mixed for family planning outcome measures. Paying for performance was associated with improved modern family planning use in one study, and increased user and coverage rates in two more. Paying for performance with conditional cash transfers increased family planning use in another. One study found increased use in the upper wealth group only. However, eight studies reported no impact on modern family planning use or prevalence. Secondary outcomes of equity, financial risk protection, satisfaction, quality, and service organization were mixed. Available evidence is inconclusive and limited by the scarcity of studies and by variation in intervention, study design, and outcome measures. Further studies are warranted. © 2016 The Population Council, Inc.

Impact of pay for performance on quality of chronic disease management by social class group in England.

PubMed

Crawley, Danielle; Ng, Anthea; Mainous, Arch G; Majeed, Azeem; Millett, Christopher

2009-03-01

To examine associations between social class and achievement of selected national audit targets for coronary heart disease (CHD), diabetes and hypertension in England before and after the introduction of a major pay for performance programme in 2004. Secondary analysis of 2003 and 2006 national survey data for respondents with CHD and diabetes and hypertension. England. Achievement of national audit targets for blood pressure, blood glucose and cholesterol control. There were no significant differences in achievement of blood pressure targets in individuals from manual and non-manual occupational groups with diabetes (2003: 65.9% v 60.3%, 2006: 67.6% v 69.7%) or hypertension (2003: 66.2% v 66.2%, 2006: 72.8% v 71.9%) before or after the introduction of pay for performance. Achievement of the cholesterol target was also similar in individuals from manual and non-manual groups with diabetes (2003: 52.5% v 46.6%, 2006: 68.7% v 70.5%) or CHD (2003: 54.3% v 53.3%, 2006: 68.6% v 71.3%). Differences in achievement of the blood pressure target in CHD [75.8% v 84.5%; AOR 0.44 (0.21-0.90)] were evident between manual and non-manual occupational groups after the introduction of pay for performance. The quality of chronic disease management in England was broadly equitable between socioeconomic groups before this major pay for performance programme and remained so after its introduction.

Managing poorly performing clinicians: health care providers' willingness to pay for independent help.

PubMed

Watson, Verity; Sussex, Jon; Ryan, Mandy; Tetteh, Ebenezer

2012-03-01

To determine the willingness to pay (WTP) of senior managers in the UK National Health Service (NHS) for services to help manage performance concerns with doctors, dentists and pharmacists. A discrete choice experiment (DCE) was used to elicit senior managers' preferences for a support service to help manage clinical performance concerns. The DCE was based on: a literature review; interviews with support service providers and clinical professional bodies; and discussion groups with managers. From the DCE responses, we estimate marginal WTP for aspects of support services. 451 NHS managers completed the DCE questionnaire. NHS managers are willing to pay for: advice, 'facilitation', and behavioural, health, clinical and organisational assessments. Telephone advice with written confirmation was valued most highly. NHS managers were willing to pay £161.56 (CI: £160.81-£162.32) per year per whole time equivalent doctor, dentist or pharmacist, for support to help manage clinical performance concerns. Marginal WTP varied across respondent subgroups but was always positive. Health care managers valued help in managing the clinicians' performance, and were willing to pay for it from their organisations' limited funds. Their WTP exceeds the current cost of a UK body providing similar support. Establishing a central body to provide such services across a health care system, with the associated economies of scale including cumulative experience, is an option that policy makers should consider seriously. Copyright © 2012 Elsevier Ireland Ltd. All rights reserved.

Characterization and effectiveness of pay-for-performance in ophthalmology: a systematic review.

PubMed

Herbst, Tim; Emmert, Martin

2017-06-05

To identify, characterize and compare existing pay-for-performance approaches and their impact on the quality of care and efficiency in ophthalmology. A systematic evidence-based review was conducted. English, French and German written literature published between 2000 and 2015 were searched in the following databases: Medline (via PubMed), NCBI web site, Scopus, Web of Knowledge, Econlit and the Cochrane Library. Empirical as well as descriptive articles were included. Controlled clinical trials, meta-analyses, randomized controlled studies as well as observational studies were included as empirical articles. Systematic characterization of identified pay-for-performance approaches (P4P approaches) was conducted according to the "Model for Implementing and Monitoring Incentives for Quality" (MIMIQ). Methodological quality of empirical articles was assessed according to the Critical Appraisal Skills Programme (CASP) checklists. Overall, 13 relevant articles were included. Eleven articles were descriptive and two articles included empirical analyses. Based on these articles, four different pay-for-performance approaches implemented in the United States were identified. With regard to quality and incentive elements, systematic comparison showed numerous differences between P4P approaches. Empirical studies showed isolated cost or quality effects, while a simultaneous examination of these effects was missing. Research results show that experiences with pay-for-performance approaches in ophthalmology are limited. Identified approaches differ with regard to quality and incentive elements restricting comparability. Two empirical studies are insufficient to draw strong conclusions about the effectiveness and efficiency of these approaches.

The Challenge of Innovation: The Case of the Minneapolis Professional Pay Plan? EPI Briefing Paper #267

ERIC Educational Resources Information Center

Harris, Debbi

2010-01-01

What is the "best" way to pay teachers? Should teachers be paid based only on their experience and education, or does this merely reward mediocrity? Would it be better to base teachers' pay on their performance in the classroom or their students' learning, or would this undermine cooperation among colleagues and encourage an unhealthy…

An under-met and over-met expectations model of employee reactions to merit raises.

PubMed

Schaubroeck, John; Shaw, Jason D; Duffy, Michelle K; Mitra, Atul

2008-03-01

The authors developed a model of how raise expectations influence the relationship between merit pay raises and employee reactions and tested it using a sample of hospital employees. Pay-for-performance (PFP) perceptions were consistently related to personal reactions (e.g., pay raise happiness, pay-level satisfaction, and turnover intentions). Merit pay raises were strongly related to reactions only among employees with high raise expectations and high PFP perceptions. The interactive effects of under-met/over-met expectations and PFP perceptions were mediated by the extent to which participants saw the raise as generous and they were happy with the raises they received. The authors discuss the implications of these findings for expectation-fulfillment theories, merit pay research, and the administration of incentives. Copyright 2008 APA

Assessing Implementation of a Performance Pay Plan for Teachers: Strategies, Findings and Implications.

ERIC Educational Resources Information Center

Hall, Gene E.; Caffarella, Edward; Bartlett, Ellen

This paper reports how one school district has successfully implemented a major innovation, the Performance Pay Plan (PPP) for Teachers, and how they have collaborated with change process researchers to assess implementation. The paper emphasizes: the community-wide process of involvement and trust building used by the district to launch and…

Teacher Attitudes toward Pay for Performance: Evidence from Hillsborough County, Florida. Working Paper 2008-08

ERIC Educational Resources Information Center

Jacob, Brian; Springer, Matthew G.

2008-01-01

Pay for Performance (PFP) is once again gaining popularity within education. This study examines teacher attitudes toward PFP policies, and how these views vary by teacher experience, subject area specialization, grade level(s) taught, educational background, risk and time preferences, and feelings of efficacy. Data were collected through a…

Weighing the Merits. Several States Are implementing Pay-for-Performance Plans

ERIC Educational Resources Information Center

McCabe, Melissa

2005-01-01

Some 37.1 percent of education spending was earmarked for teachers in 2001-02, according to the American Federation of Teachers, and most of that money was paid out using traditional compensation systems. But as expectations for accountability increase, a handful of states are looking to pay-for-performance systems to attract quality…

Making Sense of Performance Pay: Sensemaking and Sensegiving in Teachers' Implementation of Compensation Reform

ERIC Educational Resources Information Center

Herbert, Karen Shellberg

2010-01-01

Teacher compensation reforms have been on the rise in recent years, yet research has yet to fully demonstrate how teachers interpret these policies and how they may influence their instructional practices and professional decisions. This qualitative study of a performance pay program in an urban district in Texas drew on cognitive approaches to…

Changing the Education Workforce? The Relationships between Teacher Quality, Motivation, and Performance Pay

ERIC Educational Resources Information Center

Bowen, Daniel H.; Mills, Jonathan N.

2017-01-01

Background/Context: With a growing body of evidence to support the assertion that teacher quality is vital to producing better student outcomes, policymakers continue to seek solutions to attract and retain the best educators. Performance-based pay is a reform that has become popular in K-12 education over the last decade. This strategy…

Race to the Paycheck: Merit Pay and Theories of Teacher Motivation

ERIC Educational Resources Information Center

Horne, Jason; Foley, Virginia P.; Flora, Bethany H.

2014-01-01

Recent reforms in teacher evaluation tie these evaluations to student performance as measured by test scores and merit pay has been offered as a way to reward high test scores and improve teacher performance. Thus, the federal Race to the Top program has led several states toward teacher evaluation instruments that incorporate outcome data in the…

Is There a Correlation between US University Presidential Pay and Performance?

ERIC Educational Resources Information Center

Risler, Laura; Harrison, Laura M.

2014-01-01

This paper scrutinises the escalating salaries of US college and university presidents (vice-chancellors, or rectors, as they might be known in other parts of the world). Some research suggests that presidential pay is largely correlated with factors that have little or nothing to do with performance and may, therefore, overstate the benefit that…

Team Performance Pay and Motivation Theory: A Mixed Methods Study

ERIC Educational Resources Information Center

Wells, Pamela; Combs, Julie P.; Bustamante, Rebecca M.

2013-01-01

This study was conducted to explore teachers' perceptions of a team performance pay program in a large suburban school district through the lens of motivation theories. Mixed data analysis was used to analyze teacher responses from two archival questionnaires (Year 1, n = 368; Year 2, n = 649). Responses from teachers who participated in the team…

Not-for-profit hospital CEO performance and pay: some evidence from Connecticut.

PubMed

Kramer, Jeffrey; Santerre, Rexford E

2010-01-01

This paper uses observations from a panel data set of 35 chief executive officers (CEOs) from 29 not-for-profit hospitals in Connecticut over the period 1998 to 2006 to investigate the relationship between CEO performance and pay. Both economic and charity performance measures are specified in the empirical model. The multiple regression results reveal that not-for-profit hospital CEOs, at least in Connecticut, are driven at the margin to increase the occupancy rate of privately insured patients at the expense of uncompensated care and public-pay patients. This type of behavior on the part of not-for-profit hospital CEOs calls into question the desirability of allowing these hospitals a tax exemption on earned income, property, and purchases.

Pay for performance in neonatal-perinatal medicine--will the quality of health care improve in the neonatal intensive care unit? A business model for improving outcomes in the neonatal intensive care unit.

PubMed

Spitzer, Alan R

2010-03-01

Because neonatal medicine is such an expensive contributor to health care in the United States--with a small population of infants accounting for very high health care costs--there has been a fair amount of attention given to this group of patients. An idea that has received increasing attention in this discussion is pay for performance. This article discusses the concept of pay for performance, examines what potential benefits and risks exist in this model, and investigates how it might achieve the desired goals if implemented in a thoughtful way. Copyright 2010 Elsevier Inc. All rights reserved.

Health system changes under pay-for-performance: the effects of Rwanda's national programme on facility inputs.

PubMed

Ngo, Diana K L; Sherry, Tisamarie B; Bauhoff, Sebastian

2017-02-01

Pay-for-performance (P4P) programmes have been introduced in numerous developing countries with the goal of increasing the provision and quality of health services through financial incentives. Despite the popularity of P4P, there is limited evidence on how providers achieve performance gains and how P4P affects health system quality by changing structural inputs. We explore these two questions in the context of Rwanda's 2006 national P4P programme by examining the programme's impact on structural quality measures drawn from international and national guidelines. Given the programme's previously documented success at increasing institutional delivery rates, we focus on a set of delivery-specific and more general structural inputs. Using the programme's quasi-randomized roll-out, we apply multivariate regression analysis to short-run facility data from the 2007 Service Provision Assessment. We find positive programme effects on the presence of maternity-related staff, the presence of covered waiting areas and a management indicator and a negative programme effect on delivery statistics monitoring. We find no effects on a set of other delivery-specific physical resources, delivery-specific human resources, delivery-specific operations, general physical resources and general human resources. Using mediation analysis, we find that the positive input differences explain a small and insignificant fraction of P4P's impact on institutional delivery rates. The results suggest that P4P increases provider availability and facility operations but is only weakly linked with short-run structural health system improvements overall. © The Author 2016. Published by Oxford University Press in association with The London School of Hygiene and Tropical Medicine. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

The Strategic Design of Reward Systems.

DTIC Science & Technology

1982-10-01

AuTO1 , 8 CO NTRACT Ok .NANT NUMO lll , Edward E. Lawler III N-00014-81-K-0048 9 PERFORMING ORGANIZATION NAME AND ADORErS 10. PROGRAM ELEMENT...SUPPLEMENTARY NOTES .iL L:~ 19 KEY WORDS (Continue on reveres side It necessary and Identify by block number) A Pay, performance appraisal, motivation...retention, culture development:, and skill development are considered. The relationship between these object iwv and such design options as performance pay

Pay-for-Performance Incentives: Holy Grail or Sippy Cup?

PubMed

Caveney, Brian J

2016-01-01

The health care system is slowly evolving from fee-for-service care to other forms of payment. Pay-for-performance contracts based on quality, patient satisfaction, and utilization are an important development along the continuum. The metrics are not perfect and do not always nudge clinicians to improve their performance, but many outcomes are likely to improve. ©2016 by the North Carolina Institute of Medicine and The Duke Endowment. All rights reserved.

Congressional Accountability Pay Act

THOMAS, 113th Congress

Rep. Forbes, J. Randy [R-VA-4

2013-01-15

House - 01/15/2013 Referred to the Committee on House Administration, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

To amend the Federal Law Enforcement Pay Reform Act of 1990 to adjust the percentage differentials payable to Federal law enforcement officers in certain high-cost areas, and for other purposes.

THOMAS, 111th Congress

Rep. King, Peter T. [R-NY-3

2009-05-21

House - 06/26/2009 Referred to the Subcommittee on Federal Workforce, Post Office, and the District of Columbia. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Attitudes towards Saving in Polish Society during Transformation

ERIC Educational Resources Information Center

Roszkiewicz, Malgorzata

2006-01-01

Since 1999 the complex reform of the old-age pension system was introduced in Poland and the process of changes is still ongoing. The multi-pillar system replaced the pay-as-you-go system. Voluntary third pillar will guarantee higher pensions for those that decide to save more. However, the systemic changes were placed in the new market economy…

40 CFR 86.445-2006 - What temporary provisions address hardship due to unusual circumstances?

Code of Federal Regulations, 2010 CFR

2010-07-01

... introduce into commerce highway motorcycles that do not comply with emission standards if all the following... quickly as possible. (d) You must give us other relevant information if we ask for it. (e) We may include... or otherwise address the lost environmental benefit or paying fees to offset any economic gain...

A New Model for the Financing of Higher Education Institutions by Students and Alumni.

ERIC Educational Resources Information Center

Schily, Konrad

2003-01-01

Describes a new model of university funding by German students and alumni. A system of tuition fees was introduced to secure the university's future. Based on the "reversed generation contract" concept, there are three options for payment (payment after graduation based on income, immediate payment, and paying half of the total tuition…

Race, Culture, and Researcher Positionality: Working through Dangers Seen, Unseen, and Unforeseen

ERIC Educational Resources Information Center

Milner, H. Richard, IV

2007-01-01

This author introduces a framework to guide researchers into a process of racial and cultural awareness, consciousness, and positionality as they conduct education research. The premise of the argument is that dangers seen, unseen, and unforeseen can emerge for researchers when they do not pay careful attention to their own and others' racialized…

Congressional Pay Reduction Act

THOMAS, 113th Congress

Rep. Yoder, Kevin [R-KS-3

2013-01-03

House - 01/03/2013 Referred to the Committee on House Administration, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Congressional Pay Adjustment Act

THOMAS, 113th Congress

Rep. Jenkins, Lynn [R-KS-2

2013-01-23

House - 01/23/2013 Referred to the Committee on House Administration, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

A bill to require Congress to lead by example and freeze its own pay and fully offset the cost of the extension of unemployment benefits and other Federal aid.

THOMAS, 111th Congress

Sen. Coburn, Tom [R-OK

2010-03-23

Senate - 03/24/2010 Read the second time. Placed on Senate Legislative Calendar under General Orders. Calendar No. 334. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Pay Accountability Act

THOMAS, 113th Congress

Rep. Hall, Ralph M. [R-TX-4

2013-10-02

House - 10/02/2013 Referred to the Committee on Oversight and Government Reform, and in addition to the Committee on House Administration, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Pay-for-performance in disease management: a systematic review of the literature.

PubMed

de Bruin, Simone R; Baan, Caroline A; Struijs, Jeroen N

2011-10-14

Pay-for-performance (P4P) is increasingly implemented in the healthcare system to encourage improvements in healthcare quality. P4P is a payment model that rewards healthcare providers for meeting pre-established targets for delivery of healthcare services by financial incentives. Based on their performance, healthcare providers receive either additional or reduced payment. Currently, little is known about P4P schemes intending to improve delivery of chronic care through disease management. The objectives of this paper are therefore to provide an overview of P4P schemes used to stimulate delivery of chronic care through disease management and to provide insight into their effects on healthcare quality and costs. A systematic PubMed search was performed for English language papers published between 2000 and 2010 describing P4P schemes related to the implementation of disease management. Wagner's chronic care model was used to make disease management operational. Eight P4P schemes were identified, introduced in the USA (n = 6), Germany (n = 1), and Australia (n = 1). Five P4P schemes were part of a larger scheme of interventions to improve quality of care, whereas three P4P schemes were solely implemented. Most financial incentives were rewards, selective, and granted on the basis of absolute performance. More variation was found in incented entities and the basis for providing incentives. Information about motivation, certainty, size, frequency, and duration of the financial incentives was generally limited. Five studies were identified that evaluated the effects of P4P on healthcare quality. Most studies showed positive effects of P4P on healthcare quality. No studies were found that evaluated the effects of P4P on healthcare costs. The number of P4P schemes to encourage disease management is limited. Hardly any information is available about the effects of such schemes on healthcare quality and costs. © 2011 de Bruin et al; licensee BioMed Central Ltd.

Pay-for-performance in disease management: a systematic review of the literature

PubMed Central

2011-01-01

Background Pay-for-performance (P4P) is increasingly implemented in the healthcare system to encourage improvements in healthcare quality. P4P is a payment model that rewards healthcare providers for meeting pre-established targets for delivery of healthcare services by financial incentives. Based on their performance, healthcare providers receive either additional or reduced payment. Currently, little is known about P4P schemes intending to improve delivery of chronic care through disease management. The objectives of this paper are therefore to provide an overview of P4P schemes used to stimulate delivery of chronic care through disease management and to provide insight into their effects on healthcare quality and costs. Methods A systematic PubMed search was performed for English language papers published between 2000 and 2010 describing P4P schemes related to the implementation of disease management. Wagner's chronic care model was used to make disease management operational. Results Eight P4P schemes were identified, introduced in the USA (n = 6), Germany (n = 1), and Australia (n = 1). Five P4P schemes were part of a larger scheme of interventions to improve quality of care, whereas three P4P schemes were solely implemented. Most financial incentives were rewards, selective, and granted on the basis of absolute performance. More variation was found in incented entities and the basis for providing incentives. Information about motivation, certainty, size, frequency, and duration of the financial incentives was generally limited. Five studies were identified that evaluated the effects of P4P on healthcare quality. Most studies showed positive effects of P4P on healthcare quality. No studies were found that evaluated the effects of P4P on healthcare costs. Conclusion The number of P4P schemes to encourage disease management is limited. Hardly any information is available about the effects of such schemes on healthcare quality and costs. PMID:21999234

[Acute asthma attacks introduced by anesthesia before nasal endoscopic surgery].

PubMed

Lü, Xiaofei; Han, Demin; Zhou, Bing; Ding, Bin

2004-05-01

In order to pay our attention to the perioperative treatment before nasal endoscopic surgery. Three patients with asthma accompanied chronic sinusitis were analyzed systemically, who had undergone acute attacks of asthma introduced by anesthesia. Anesthetic drugs and instruments can lead to acute attacks of asthma, because sinusitis with asthma means allergic airway inflammation, broncho-hyperreactivity and lower compensatory pulmonary function. Then all of the 3 cases had missed the preoperative treatment. Anesthetic drugs and instruments can lead to acute attacks of asthma. The perioperative treatment before nasal endoscopic surgery is very important for the prevention of the occurrences of this severe complication. Except emergency, the operation should be can celled for avoiding the acute attack of asthma introduced by anesthesia.

Explaining the harmonic sequence paradox.

PubMed

Schmidt, Ulrich; Zimper, Alexander

2012-05-01

According to the harmonic sequence paradox, an expected utility decision maker's willingness to pay for a gamble whose expected payoffs evolve according to the harmonic series is finite if and only if his marginal utility of additional income becomes zero for rather low payoff levels. Since the assumption of zero marginal utility is implausible for finite payoff levels, expected utility theory - as well as its standard generalizations such as cumulative prospect theory - are apparently unable to explain a finite willingness to pay. This paper presents first an experimental study of the harmonic sequence paradox. Additionally, it demonstrates that the theoretical argument of the harmonic sequence paradox only applies to time-patient decision makers, whereas the paradox is easily avoided if time-impatience is introduced. ©2011 The British Psychological Society.

Teachers' Unions and Compensation: The Impact of Collective Bargaining on Salary Schedules and Performance Pay Schemes

ERIC Educational Resources Information Center

West, Kristine Lamm; Mykerezi, Elton

2011-01-01

This study examines the impact that collective bargaining has on multiple dimensions of teacher compensation, including average and starting salaries, early and late returns to experience, returns to graduate degrees, and the incidence of different pay for performance schemes. Using data from the School and Staffing Survey (SASS) and a more recent…

Dangerous Mind Games: Are We Ready to Overhaul the Teaching Profession? Education Outlook. No. 4

ERIC Educational Resources Information Center

Dale, Jack D.

2011-01-01

In today's school reform discussions, the teaching profession is often mistakenly viewed as a singular activity. Evaluating teachers for their performance in the classroom assumes that the focus should be on each individual teacher. Merit pay and performance pay both assume that student achievement is the result of only the individual teacher. But…

A comparison of pay-as-bid and marginal pricing in electricity markets

NASA Astrophysics Data System (ADS)

Ren, Yongjun

This thesis investigates the behaviour of electricity markets under marginal and pay-as-bid pricing. Marginal pricing is believed to yield the maximum social welfare and is currently implemented by most electricity markets. However, in view of recent electricity market failures, pay-as-bid has been extensively discussed as a possible alternative to marginal pricing. In this research, marginal and pay-as-bid pricing have been analyzed in electricity markets with both perfect and imperfect competition. The perfect competition case is studied under both exact and uncertain system marginal cost prediction. The comparison of the two pricing methods is conducted through two steps: (i) identify the best offer strategy of the generating companies (gencos); (ii) analyze the market performance under these optimum genco strategies. The analysis results together with numerical simulations show that pay-as-bid and marginal pricing are equivalent in a perfect market with exact system marginal cost prediction. In perfect markets with uncertain demand prediction, the two pricing methods are also equivalent but in an expected value sense. If we compare from the perspective of second order statistics, all market performance measures exhibit much lower values under pay-as-bid than under marginal pricing. The risk of deviating from the mean is therefore much higher under marginal pricing than under pay-as-bid. In an imperfect competition market with exact demand prediction, the research shows that pay-as-bid pricing yields lower consumer payments and lower genco profits. This research provides quantitative evidence that challenges some common claims about pay-as-bid pricing. One is that under pay-as-bid, participants would soon learn how to offer so as to obtain the same or higher profits than what they would have obtained under marginal pricing. This research however shows that, under pay-as-bid, participants can at best earn the same profit or expected profit as under marginal pricing. A second common claim refuted by this research is that pay-as-bid does not provide correct price signals if there is a scarcity of generation resources. We show that pay-as-bid does provide a price signal with such characteristics and furthermore argue that the price signal under marginal pricing with gaming may not necessarily be correct since it would then not reflect a lack of generation capacity but a desire to increase profit.

Quadrennial Review of Military Compensation (5th). Executive Summary.

DTIC Science & Technology

1984-01-01

COMBINATION Any proposed legislation to modify the current retire- ment system by reducing retired pay must stress the absolute requirement that a form of...Hazardous Duty Incentive Pays: — Parachute Duty — Flight Deck Duty -- Demolition Duty — Toxic Fuels and — Experimental Stress Duty Propellants — Non...3) Experimental Stress Duty Pay - an incentive for performance of hazardous duty while participating in acceleration/ deceleration testing, thermal

Using Student Test Scores to Award Merit Pay: A Look at the 2012 Pay-for-Performance Program for Idaho Schools

ERIC Educational Resources Information Center

Storie, Gary; Denner, Peter R.

2015-01-01

In the fall of 2012, Idaho implemented a plan to award bonus pay to schools whose students demonstrated academic growth based on the Betebenner (2008) method. This study examined the relationship of the amount of bonus paid to a school, the percentage of students from low income families associated with a school, and the location of the school…

Selection methods regulate evolution of cooperation in digital evolution

PubMed Central

Lichocki, Paweł; Floreano, Dario; Keller, Laurent

2014-01-01

A key, yet often neglected, component of digital evolution and evolutionary models is the ‘selection method’ which assigns fitness (number of offspring) to individuals based on their performance scores (efficiency in performing tasks). Here, we study with formal analysis and numerical experiments the evolution of cooperation under the five most common selection methods (proportionate, rank, truncation-proportionate, truncation-uniform and tournament). We consider related individuals engaging in a Prisoner's Dilemma game where individuals can either cooperate or defect. A cooperator pays a cost, whereas its partner receives a benefit, which affect their performance scores. These performance scores are translated into fitness by one of the five selection methods. We show that cooperation is positively associated with the relatedness between individuals under all selection methods. By contrast, the change in the performance benefit of cooperation affects the populations’ average level of cooperation only under the proportionate methods. We also demonstrate that the truncation and tournament methods may introduce negative frequency-dependence and lead to the evolution of polymorphic populations. Using the example of the evolution of cooperation, we show that the choice of selection method, though it is often marginalized, can considerably affect the evolutionary dynamics. PMID:24152811

Employee Compensation.

ERIC Educational Resources Information Center

Osif, Bonnie A.; Harwood, Richard L.

1995-01-01

Presents an overview of selected literature about employee compensation. Highlights include the foundations of reward and recognition systems, incentive plans, problems with merit pay, a historical perspective on performance pay, evaluation criteria and processes, self-rating, job motivation and satisfaction, employee attitudes, collective…

What is the empirical basis for paying for quality in health care?

PubMed

Rosenthal, Meredith B; Frank, Richard G

2006-04-01

Despite more than a decade of bench-marking and public reporting of quality problems in the health care sector, changes in medical practice have been slow to materialize. To accelerate quality improvement, many private and public payers have begun to offer financial incentives to physicians and hospitals based on their performance on clinical and service quality measures. The authors review the empirical literature on paying for quality in health care and comparable interventions in other sectors. They find little evidence to support the effectiveness of paying for quality. The absence of findings for an effect may be attributable to the small size of the bonuses studied and the fact that payers often accounted for only a fraction of the targeted provider's panel. Even in non-health settings, however, where the institutional features are more favorable to a positive impact, the literature contains mixed results on the effectiveness of analogous pay-for-performance schemes.

[Financial incentives for quality improvement].

PubMed

Belicza, Eva; Evetovits, Tamás

2010-05-01

Policy makers and payers of health care services devote increasing attention to improve quality of services by incentivising health care providers. These--so called--pay for performance (P4P) programmes have so far been introduced in few countries only and evidence on their effectiveness is still scarce. Therefore we do not know yet which instruments of these programmes are most effective and efficient in improving quality. The P4P systems implemented so far in primary care and in integrated delivery systems use indicators for measurement of performance and the basis for rewards. These indicators are mostly process indicators, but there are some outcome indicators as well. The desired quality improvement effects are most likely to be achieved with programmes that provide seizable financial rewards and cover the extra cost of quality improvement efforts as well. Administration of the programme has to be fully transparent and clear to all involved. It has to be based on scientific evidence and supported with sufficient dedicated funding. Conducting pilot studies is a precondition for large scale implementation.

[Women's willingness to pay for cancer screening].

PubMed

Kwak, Min-Son; Sung, Na-Young; Yang, Jeong Hee; Park, Eun-Cheol; Choi, KuiSon

2006-07-01

The goal of this study is to measure women's willingness to pay for cancer screening and to identify those factors associated with this willingness to pay A population-based telephone survey was performed on 1,562 women (aged 30 years or over) for 2 weeks (9-23th, July, 2004). Data about sociodemographic characteristics, health behaviors, the intention of the cancer screenings and willingness to pay for cancer screening were collected. 1,400 respondents were included in the analysis. The women's willingness to pay for cancer screening and the factors associated with this willingness to pay were evaluated. The results show that 76% of all respondents have a willingness to pay for cancer screening. Among those who are willing to pay, the average and median amount of money for which the respondents are willing to pay are 126,636 (s.d.: 58,414) and 120,000 won, respectively. As the status of education & the income are higher, the average amount that women are willing to pay becomes much more. The amount of money women are willing to pay is the highest during the 'contemplation' stage. Being willing to pay or not is associated with a change of behavior (transtheoretical model), the income, the concern about the cancer risk, the family cancer history, the marital status, the general health exam, age and the place of residence. Income is associated with a greater willingness to pay. Old age was associated with a lower willingness to pay. According to the two-part model, income and TTM are the most important variables associated with the willingness to pay for cancer screening. The cancer screening participation rate is low compared with the willingness to pay for cancer screening. It is thought that we have to consider the participants' behavior that's associated with cancer screening and their willingness to pay in order to organize and manage cancer screening program.

Incentive-Based Primary Care: Cost and Utilization Analysis

PubMed Central

Hollander, Marcus J; Kadlec, Helena

2015-01-01

Context: In its fee-for-service funding model for primary care, British Columbia, Canada, introduced incentive payments to general practitioners as pay for performance for providing enhanced, guidelines-based care to patients with chronic conditions. Evaluation of the program was conducted at the health care system level. Objective: To examine the impact of the incentive payments on annual health care costs and hospital utilization patterns in British Columbia. Design: The study used Ministry of Health administrative data for Fiscal Year 2010–2011 for patients with diabetes, congestive heart failure, chronic obstructive pulmonary disease, and/or hypertension. In each disease group, cost and utilization were compared across patients who did, and did not, receive incentive-based care. Main Outcome Measures: Health care costs (eg, primary care, hospital) and utilization measures (eg, hospital days, readmissions). Results: After controlling for patients’ age, sex, service needs level, and continuity of care (defined as attachment to a general practice), the incentives reduced the net annual health care costs, in Canadian dollars, for patients with hypertension (by approximately Can$308 per patient), chronic obstructive pulmonary disease (by Can$496), and congestive heart failure (by Can$96), but not diabetes (incentives cost about Can$148 more per patient). The incentives were also associated with fewer hospital days, fewer admissions and readmissions, and shorter lengths of hospital stays for all 4 groups. Conclusion: Although the available literature on pay for performance shows mixed results, we showed that the funding model used in British Columbia using incentive payments for primary care might reduce health care costs and hospital utilization. PMID:26263389

Leading in Times of Change: Principals' Perspectives of Their Role in a New Pay-for-Performance System

ERIC Educational Resources Information Center

Ortiz-Torres, Amanda

2012-01-01

The purpose of this qualitative study was to explore principals' perspectives on how they make sense of their leadership roles in a new pay-for-performance system. The study describes the perceptions of six principals, two each from elementary, middle, and high school levels, regarding leadership in a recently changed system. Principals were…

ACHP | Introduction to Section 106 Class

Science.gov Websites

? Click here. The Introduction to Section 106 is a new ACHP one-day course designed to introduce combination of small group activities and lecture to acquaint those new to Section 106 with the fundamentals Course is a one day course and meets from 8:30 a.m.- 4:30 p.m. Register and pay on-line! - Single

Military and Federal Civilian Employee Pay Act

THOMAS, 113th Congress

Rep. Lamborn, Doug [R-CO-5

2013-10-07

House - 10/07/2013 Referred to the Committee on Appropriations, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

76 FR 34786 - Self-Regulatory Organizations; The NASDAQ Stock Market LLC; Notice of Filing and Immediate...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-14

... credit of $0.0004 per share executed with respect to attributable quotes/orders that provide liquidity through such MPID, in addition to the credit that it is otherwise entitled to receive under Rule 7018. The.... (``BX'') \\3\\ in which BX introduced pricing tiers for the credit it pays to persons accessing liquidity...

To direct the Secretary of Education to pay to Fort Lewis College in the State of Colorado an amount equal to the tuition charges for Indian students who are not residents of the State of Colorado.

THOMAS, 111th Congress

Rep. Salazar, John T. [D-CO-3

2010-07-29

House - 10/13/2010 Referred to the Subcommittee on Higher Education, Lifelong Learning, and Competitiveness. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Education, Occupation and Career Expectations: Determinants of the Gender Pay Gap for UK Graduates. CEE DP 69

ERIC Educational Resources Information Center

Chevalier, Arnaud

2006-01-01

A large proportion of the gender wage gap is usually left unexplained. In this paper, we investigate whether the unexplained component is due to misspecification. Using a sample of recent UK graduates, we introduce variables on career expectations and character traits, variables that are typically not observed. The evidence indicates that women…

Benchmarking: Another Attempt to Introduce Market-Oriented Policies into Irish Second-Level Education?

ERIC Educational Resources Information Center

Halton, Michael J.

2003-01-01

Teachers in Ireland fear that benchmarking in the context of the present review of pay and conditions for all public service workers camouflages a shift of concern away from the development of the individual student to concern for the quality of the educational process provided by schools. A recent dispute between secondary teachers and the Irish…

No Government No Pay Act of 2013

THOMAS, 113th Congress

Rep. Nolan, Richard M. [D-MN-8

2013-09-30

House - 09/30/2013 Referred to the Committee on House Administration, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Breaking the Teaching and Learning Gridlock

ERIC Educational Resources Information Center

Osterholt, Dorothy A.; Barratt, Katherine

2014-01-01

In 2011, PayPal co-founder Peter Theil introduced the first Thiel Foundation Fellows--students who agreed to drop out of college to do scientific research, start a tech company, or work in a social movement. Although this may have been seen as a radical and daring idea at the time, 400 people applied for 24 scholarship awards of $100,000 apiece.…

Constitutional Congressional Pay Accountability Act of 2013

THOMAS, 113th Congress

Rep. Hultgren, Randy [R-IL-14

2013-01-18

House - 01/18/2013 Referred to the Committee on House Administration, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Stop Paying Something for Nothing Act of 2013

THOMAS, 113th Congress

Rep. Peters, Scott H. [D-CA-52

2013-07-22

House - 07/22/2013 Referred to the Committee on Oversight and Government Reform, and in addition to the Committee on Appropriations, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Who Shall Pay for the Public Good? Comparative Trends in the Funding Crisis of Public Higher Education

ERIC Educational Resources Information Center

Lebeau, Yann; Stumpf, Rolf; Brown, Roger; Lucchesi, Martha Abrahao Saad; Kwiek, Marek

2012-01-01

The aftermath of the international financial crisis of 2008/2009 and current economic downturn in the world economy has unsurprisingly put publicly-funded higher education (HE) systems under immense pressure in most parts of the world. Added to measures of the past 20 years, aiming at introducing cost effective management approaches imported from…

A Fare Deal

ERIC Educational Resources Information Center

Cho, Hoyun

2016-01-01

This brief "Math for Real" article introduces Ohanna, a seventh grader who lives in New York City and regularly takes the bus to get around the city. Ohanna pays $2.50 per bus ride when using her MetroCard. She earns a 5% bonus when she refills the card with a minimum of $5.00. For example, if she adds $10.00 on her MetroCard, her…

Employer Education Assistance: A Brief Discussion of Current Legislation and Issues. CRS Report for Congress.

ERIC Educational Resources Information Center

Lyke, Robert F.

An Internal Revenue Code provision (section 127) that allows taxpayers to exclude from gross income the amounts their employer paid for their education expired at the end of 1987. Several bills have been introduced in the 100th Congress to reauthorize section 127. Without the exclusion, individuals may have to pay taxes on such assistance unless…

Evaluating the fair market value of pay for performance.

PubMed

Johnson, Jen; Higgins, Alexandra

2014-04-01

When assessing a pay-for-performance arrangement, the following factors should be considered: Existence and/or size of minimum savings threshold before savings are allocated. Savings allocation percentage available to physicians. Benchmarks used to measure quality against past performance and/or medical evidence. Ways in which quality outcomes are measured and paid for. Per member per month payments for patient management. Physician investment (participation fee, time, or capital). Existence of downside risk to physicians. Employed compensation structure (if applicable).

Impact of pay for performance on access at first dialysis in Queensland.

PubMed

Haarsager, Jennie; Krishnasamy, Rathika; Gray, Nicholas A

2018-05-01

Commencement of haemodialysis with an arteriovenous fistula (AVF) or arteriovenous graft (AVG) is associated with improved survival compared with commencement with a central venous catheter. In 2011-2012, Queensland Health made incentive payments to renal units for early referred patients who commenced peritoneal dialysis (PD), or haemodialysis with an AVF/AVG. The aim of this study was to determine if pay for performance improved clinical care. All patients who commenced dialysis in Australia between 2009 and 2014 and were registered with the Australia and New Zealand Dialysis and Transplant Registry (ANZDATA) were included. A multivariable regression model was used to compare rates of commencing dialysis with a PD catheter or permanent AVF/AVG during the pay-for-performance period (2011-2012) with periods prior (2009-2010) and after (2013-2014). A total of 10 858 early referred patients commenced dialysis during the study period, including 2058 in Queensland. In Queensland, PD as first modality increased with time (P < 0.001) but there was no change in AVF/AVG rate at first haemodialysis (P = 0.5). In a multivariate model using the pay-for-performance period as reference, the odds ratio for commencement with PD or haemodialysis with an AVF/AVG in Queensland was 1.02 (95% CI 0.81-1.29) in 2009-2010 and 1.28 (95% CI 1.01-1.61) in 2013-2014. There was no change for the rest of Australia (0.97 95% CI 0.87-1.09 in 2009-2010 and 1.00 95% CI 0.90-1.11 in 2013-14). Pay for performance did not improve rates of commencement of dialysis with PD or an AVF/AVG during the payment period. A lag effect on clinical care may explain the improvement in later years. © 2017 Asian Pacific Society of Nephrology.

Circular Mixture Modeling of Color Distribution for Blind Stain Separation in Pathology Images.

PubMed

Li, Xingyu; Plataniotis, Konstantinos N

2017-01-01

In digital pathology, to address color variation and histological component colocalization in pathology images, stain decomposition is usually performed preceding spectral normalization and tissue component segmentation. This paper examines the problem of stain decomposition, which is a naturally nonnegative matrix factorization (NMF) problem in algebra, and introduces a systematical and analytical solution consisting of a circular color analysis module and an NMF-based computation module. Unlike the paradigm of existing stain decomposition algorithms where stain proportions are computed from estimated stain spectra using a matrix inverse operation directly, the introduced solution estimates stain spectra and stain depths via probabilistic reasoning individually. Since the proposed method pays extra attentions to achromatic pixels in color analysis and stain co-occurrence in pixel clustering, it achieves consistent and reliable stain decomposition with minimum decomposition residue. Particularly, aware of the periodic and angular nature of hue, we propose the use of a circular von Mises mixture model to analyze the hue distribution, and provide a complete color-based pixel soft-clustering solution to address color mixing introduced by stain overlap. This innovation combined with saturation-weighted computation makes our study effective for weak stains and broad-spectrum stains. Extensive experimentation on multiple public pathology datasets suggests that our approach outperforms state-of-the-art blind stain separation methods in terms of decomposition effectiveness.

A closer look at self-pay segmentation.

PubMed

Franklin, David; Ingramn, Coy; Levin, Steve

2010-09-01

Successful scoring approaches for self-pay accounts have three common characteristics: Thoughtful selection of a scoring model and segmentation approach. Deployment of workflows (either segmented or account prioritization) consistent with a hospital's capabilities and the likelihood of collection. Ongoing performance monitoring.

[Quitting smoking and willingness to pay for cessation in Panama].

PubMed

Herrera-Ballesteros, Víctor H; Zúñiga, Julio; Moreno, Ilais; Gómez, Beatriz; Roa-Rodríguez, Reina

2017-01-01

To characterize the desire for cessation and willingness to pay for abandonment therapy. The data source is the Global Adult Tobacco Survey (GATS). Cessation and willingness to pay were characterized by sociodemographic (SD) and socioeconomic (SE) variables. Logistic regressions were performed to estimate associations. A greater desire for cessation was observed in variables: women, education, non-governmental and inactive employees, rural areas, occasional smokers and middle income, and greater willingness to pay, in: education, over 60 years old, non-governmental, self-employed, urban area, occasional smokers and low median income. There is a high relation between the desire for abandonment, and willingness to pay with SD and SE variables. Cessation therapies can be applied in work centers, and require a change of focus in the intervention.

Impact of satisfactions with psychological reward and pay on Chinese nurses' work attitudes.

PubMed

Chen, Feifei; Yang, Min; Gao, Wei; Liu, Ye; De Gieter, Sara

2015-11-01

To examine the impact of satisfaction with psychological rewards (received from the head nurse and from physicians) and with pay on Chinese nurses' work attitudes. We conducted a cross-sectional survey in China. A total of 413 nurses completed our survey. We examined the effect of satisfactions with psychological rewards and pay on work attitudes by performing a series of hierarchical regression analyses. We found that both satisfaction with pay and satisfaction with psychological rewards from the head nurse significantly predicted work attitudes, whereas satisfaction with psychological rewards from physicians did not. Our results illustrate that when nurses feel satisfied with their pay and the psychological rewards received from the head nurse they exhibit more positive work attitudes. Copyright © 2015 Elsevier Inc. All rights reserved.

Rewarding healthy behaviors--pay patients for performance.

PubMed

Wu, Joanne

2012-01-01

Despite a considerable investment of resources into pay for performance, preliminary studies have found that it may not be significantly more effective in improving health outcome measures when compared with voluntary quality improvement programs. Because patient behaviors ultimately affect health outcomes, I would propose a novel pay-for-performance program that rewards patients directly for achieving evidence-based health goals. These rewards would be in the form of discounts towards co-payments for doctor's visits, procedures, and medications, thereby potentially reducing cost and compliance issues. A pilot study recruiting patients with diabetes or hypertension, diseases with clear and objective outcome measures, would be useful to examine true costs, savings, and health outcomes of such a reward program. Offering incentives to patients for reaching health goals has the potential to foster a stronger partnership between doctors and patients and improve health outcomes.

Paying for quality not quantity: a wisconsin health maintenance organization proposes an incentive model for reimbursement of chiropractic services.

PubMed

Pursel, Kevin J; Jacobson, Martin; Stephenson, Kathy

2012-07-01

The purpose of this study is to describe a reimbursement model that was developed by one Health Maintenance Organization (HMO) to transition from fee-for-service to add a combination of pay for performance and reporting model of reimbursement for chiropractic care. The previous incentive program used by the HMO provided best-practice education and additional reimbursement incentives for achieving the National Committee for Quality Assurance Back Pain Recognition Program (NCQA-BPRP) recognition status. However, this model had not leveled costs between doctors of chiropractic (DCs). Therefore, the HMO management aimed to develop a reimbursement model to incentivize providers to embrace existing best-practice models and report existing quality metrics. The development goals included the following: it should (1) be as financially predictable as the previous system, (2) cost no more on a per-member basis, (3) meet the coverage needs of its members, and (4) be able to be operationalized. The model should also reward DCs who embraced best practices with compensation, not simply tied to providing more procedures, the new program needed to (1) cause little or no disruption in current billing, (2) be grounded achievable and defined expectations for improvement in quality, and (3) be voluntary, without being unduly punitive, should the DC choose not to participate in the program. The generated model was named the Comprehensive Chiropractic Quality Reimbursement Methodology (CCQRM; pronounced "Quorum"). In this hybrid model, additional reimbursement, beyond pay-for-procedures will be based on unique payment interpretations reporting selected, existing Physician Quality Reporting System (PQRS) codes, meaningful use of electronic health records, and achieving NCQA-BPRP recognition. This model aims to compensate providers using pay-for-performance, pay-for-quality reporting, pay-for-procedure methods. The CCQRM reimbursement model was developed to address the current needs of one HMO that aims to transition from fee-for-service to a pay-for-performance and quality reporting for reimbursement for chiropractic care. This model is theoretically based on the combination of a fee-for-service payment, pay for participation (NCQA Back Pain Recognition Program payment), meaningful use of electronic health record payment, and pay for reporting (PQRS-BPMG payment). Evaluation of this model needs to be implemented to determine if it will achieve its intended goals. Copyright © 2012 National University of Health Sciences. Published by Mosby, Inc. All rights reserved.

Contraceptive Equity

PubMed Central

Temkin, Elizabeth

2007-01-01

The Equity in Prescription Insurance and Contraceptive Coverage Act, introduced in Congress in 1997 and still unpassed, seeks to redress health insurers’ failure to pay for birth control as they pay for other prescription drugs, most paradoxically Viagra. In 1936 the International Workers Order (IWO), a fraternal society, became the first insurer to include contraception in its benefits package. A forerunner in the movement for prepaid medical care, the IWO offered its members primary care and contraceptive services for annual flat fees. Founded at a time when the legal status of contraception was in flux, the IWO’s Birth Control Center was the only such clinic to operate on an insurance system. Recent state laws and judicial actions have revived the IWO’s groundbreaking view of contraception as a basic preventive service deserving of insurance coverage. PMID:17761562

Amending the Rules of the House of Representatives to require any Member whose Members' Representational Allowance is used to pay for a flight on a private aircraft to report information on the flight not later than 30 days after the flight, and requiring any Senator whose official funds are used to pay for a flight on a private aircraft to report information on the flight not later than 30 days after the flight.

THOMAS, 113th Congress

Rep. Cassidy, Bill [R-LA-6

2014-09-11

House - 09/11/2014 Referred to the Committee on Ethics, and in addition to the Committee on House Administration, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

From Data to Bonuses: A Case Study of the Issues Related to Awarding Teachers Pay on the Basis of Their Students' Progress. Working Paper 2008-14

ERIC Educational Resources Information Center

McCaffrey, Daniel F.; Han, Bing; Lockwood, J. R.

2008-01-01

A key component to the new wave of performance-based pay initiatives is the use of student achievement data to evaluate teacher performance. As greater amounts of student achievement data are being collected, researchers have been developing and applying innovative statistical and econometric models to longitudinal data to develop measures of an…

New York City's School-Wide Bonus Pay Program: Early Evidence from a Randomized Trial. Working Paper 2009-02

ERIC Educational Resources Information Center

Springer, Matthew G.; Winters, Marcus A.

2009-01-01

In this paper, we examine the impact of New York City's School-Wide Performance Bonus Program (SPBP) on student outcomes and the school learning environment. The SPBP is a pay-for-performance program that was implemented in approximately 200 K-12 public schools midway into the 2007-08 school year. Participating schools can earn bonus awards of up…

Imminent Danger Pay: Actions Needed Regarding Pay Designations in the U.S. Central Command Area of Responsibility

DTIC Science & Technology

2014-01-30

results of previous audits conducted on the data systems 1The source of this review is the Senate...locations within the CENTCOM area of responsibility. We conducted this performance audit from December 2012 to January 2014 in accordance with...generally accepted government auditing standards. Those standards require that we plan and perform the audit to obtain sufficient, appropriate evidence to

5 CFR 9901.342 - Performance payouts.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 9901.342 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL SECURITY... appropriate, management may establish one or more subsets of a pay pool population (i.e., sub pay pools) for...

Skeleton-Based Human Action Recognition With Global Context-Aware Attention LSTM Networks

NASA Astrophysics Data System (ADS)

Liu, Jun; Wang, Gang; Duan, Ling-Yu; Abdiyeva, Kamila; Kot, Alex C.

2018-04-01

Human action recognition in 3D skeleton sequences has attracted a lot of research attention. Recently, Long Short-Term Memory (LSTM) networks have shown promising performance in this task due to their strengths in modeling the dependencies and dynamics in sequential data. As not all skeletal joints are informative for action recognition, and the irrelevant joints often bring noise which can degrade the performance, we need to pay more attention to the informative ones. However, the original LSTM network does not have explicit attention ability. In this paper, we propose a new class of LSTM network, Global Context-Aware Attention LSTM (GCA-LSTM), for skeleton based action recognition. This network is capable of selectively focusing on the informative joints in each frame of each skeleton sequence by using a global context memory cell. To further improve the attention capability of our network, we also introduce a recurrent attention mechanism, with which the attention performance of the network can be enhanced progressively. Moreover, we propose a stepwise training scheme in order to train our network effectively. Our approach achieves state-of-the-art performance on five challenging benchmark datasets for skeleton based action recognition.

Biomedicine, holism and general medical practice: responses to the 2004 General Practitioner contract.

PubMed

Checkland, Kath; Harrison, Stephen; McDonald, Ruth; Grant, Suzanne; Campbell, Stephen; Guthrie, Bruce

2008-07-01

In 2004 a new contract was introduced for General Practitioners in the UK, which introduced a significant element of 'pay-for-performance', including both clinical and organisational targets. The introduction of this contract has caused interest across the world, particularly amongst those responsible for commissioning primary care services. It can be argued that the clinical targets in the contract (known as the Quality and Outcomes Framework, QOF) represent a move towards a more biomedical model of health and illness, which is contrary to the ideal of providing holistic (or biopsychosocial) care that has been traditionally espoused by GPs. This paper reports results from two linked studies (in England and Scotland) investigating the early stages of the new contract. We describe the way in which four practices with different organisational approaches and espoused identities have all changed their practice structures, consultations and clinical care in response to QOF in ways which will result in patients receiving a more biomedical type of care. In spite of these observed changes, respondents continued to maintain discursive claims to holism. We discuss how this disconnection between rhetoric and reality can be maintained, and consider its implications for the future development of GPs' claims to a professional identity.

Pay Equity Act (No. 34 of 1987), 29 June 1987.

PubMed

1987-01-01

This document contains major provisions of Ontario, Canada's 1987 Pay Equity Act. The Act seeks to redress systemic gender discrimination in compensation for work performed by employees in "female job classes" and applies to all private sector employers in Ontario with 10 or more employees, all public sector employers, and the employees of applicable employers. The Act continues to apply even if an employer subsequently reduces the number of employees below 10. The Act calls for identification of systemic gender discrimination in compensation through comparisons between female job classes and male job classes in terms of compensation and value of work performed, which is a composite of skill, effort, and responsibility normally required. Pay equity is deemed achieved when the job rate for the female job class is at least equal to the rate for a male job class in the same establishment. If there is no male job class to use for comparison, pay equity is achieved when the female job rate is at least equal to the job rate of a male job class in the same establishment that, at the time of comparison, had a higher job rate while performing work of lower value than the female job class. Differences in compensation between a female and a male job class are allowed if they result from a formal seniority system that does not discriminate on basis of gender, a temporary training or development assignment equally available to males and females, a specified merit compensation plan, actions taken as the result of a gender-neutral reevaluation process, or a skills shortage leading to a temporary inflation in compensation. Pay equity will not be achieved by reducing any employee's compensation. The Act establishes a Pay Equity Commission to oversee implementation.

Using willingness to pay to investigate regressiveness of user fees in health facilities in Tanzania.

PubMed

Bonu, Sekhar; Rani, Manju; Bishai, David

2003-12-01

The study uses data from the Tanzania Human Resources Development Survey (1994) on willingness to pay (WTP) for desired quality of health care at lower-level health facilities to assess potential regressiveness of user fees - a disproportionately higher negative effect of user fees on utilization of health services among the poor compared with the rich. Despite reports of extensive bypassing of the lower-level health facilities in Tanzania, the WTP for quality health care at these health facilities is surprisingly large. WTP was lower among the poor, female and elderly respondents. Almost one-quarter of the poorest 40% of the population was not willing to pay even when the quality of services met their expectations. The results suggest that: the utilization of health services at lower-level health facilities can be increased by improving the quality of care; and the implementation of uniform user charges in the public facilities may be regressive, adversely affecting utilization among the poor, women and the elderly. An effective system of exemptions and waivers will be required for the very poor who may not be able to pay even when quality of services is improved. The findings of the study have policy implications for the Tanzanian government's recent attempts to expand cost-sharing through community health funds at lower-level health facilities, being introduced since 1998.

The Trouble with Pay for Performance.

ERIC Educational Resources Information Center

Young, I. Phillip

2003-01-01

Structured interviews with 575 administrators and supervisors in 6 school districts finds 8 impediments to school board implementation of an effective merit pay system for these employees: Lack of knowledge, teacher heritage, supervisor's ability, supervisor's motivation, managerial prerogatives, amount of rewards, and type of rewards. Offers…

Shutdown Pay for Members of Congress Act of 2013

THOMAS, 113th Congress

Rep. Gallego, Pete P. [D-TX-23

2013-09-28

House - 09/28/2013 Referred to the Committee on House Administration, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

A bill to amend section 5542 of title 5, United States Code, to provide that any hours worked by Federal firefighters under a qualified trade-of-time arrangement shall be excluded for purposes of determinations relating to overtime pay.

THOMAS, 112th Congress

Sen. Webb, Jim [D-VA

2011-03-09

Senate - 03/09/2011 Read twice and referred to the Committee on Homeland Security and Governmental Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

A bill to direct the Secretary of Education to pay to Fort Lewis College in the State of Colorado an amount equal to the tuition charges for Indian students who are not residents of the State of Colorado.

THOMAS, 112th Congress

Sen. Bennet, Michael F. [D-CO

2011-03-03

Senate - 03/03/2011 Read twice and referred to the Committee on Health, Education, Labor, and Pensions. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

A bill to direct the Secretary of Education to pay to Fort Lewis College in the State of Colorado an amount equal to the tuition charges for Indian students who are not residents of the State of Colorado.

THOMAS, 111th Congress

Sen. Bennet, Michael F. [D-CO

2010-08-05

Senate - 08/05/2010 Read twice and referred to the Committee on Health, Education, Labor, and Pensions. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

A bill to amend title 38, United States Code, to repeal the prohibition on collective bargaining with respect to matters and questions regarding compensation of employees of the Department of Veterans Affairs other than rates of basic pay, and for other purposes.

THOMAS, 111th Congress

Sen. Brown, Sherrod [D-OH

2010-06-15

Senate - 09/02/2010 Placed on Senate Legislative Calendar under General Orders. Calendar No. 558. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

A bill to amend title 38, United States Code, to repeal the prohibition on collective bargaining with respect to matters and questions regarding compensation of employees of the Department of Veterans Affairs other than rates of basic pay, and for other purposes.

THOMAS, 112th Congress

Sen. Brown, Sherrod [D-OH

2011-03-14

Senate - 09/06/2011 Placed on Senate Legislative Calendar under General Orders. Calendar No. 148. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Introducing white pine into poor-site hardwood stands in West Virginia

Treesearch

Harry W. Yawney

1961-01-01

Poor hardwood land presents a problem that is only too well known: what to do with areas in hardwood country that support only stunted, slow-growing trees? This is a question that vexes foresters and landowners in many parts of West Virginia and neighboring mountainous areas of Maryland and Virginia. On these poor sites, it is doubtful whether the hardwoods can pay the...

A bill to require that the United States Government prioritize all obligations on the debt held by the public, Social Security benefits, and military pay in the event that the debt limit is reached, and for other purposes.

THOMAS, 112th Congress

Sen. Toomey, Pat [R-PA

2011-07-26

Senate - 07/27/2011 Read the second time. Placed on Senate Legislative Calendar under General Orders. Calendar No. 112. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Salary discrepancies between practicing male and female physician assistants.

PubMed

Coplan, Bettie; Essary, Alison C; Virden, Thomas B; Cawley, James; Stoehr, James D

2012-01-01

Salary discrepancies between male and female physicians are well documented; however, gender-based salary differences among clinically practicing physician assistants (PAs) have not been studied since 1992 (Willis, 1992). Therefore, the objectives of the current study are to evaluate the presence of salary discrepancies between clinically practicing male and female PAs and to analyze the effect of gender on income and practice characteristics. Using data from the 2009 American Academy of Physician Assistants' (AAPA) Annual Census Survey, we evaluated the salaries of PAs across multiple specialties. Differences between men and women were compared for practice characteristics (specialty, experience, etc) and salary (total pay, base pay, on-call pay, etc) in orthopedic surgery, emergency medicine, and family practice. Men reported working more years as a PA in their current specialty, working more hours per month on-call, providing more direct care to patients, and more funding available from their employers for professional development (p < .001, all comparisons). In addition, men reported a higher total income, base pay, overtime pay, administrative pay, on-call pay, and incentive pay based on productivity and performance (p < .001, all comparisons). Multivariate analysis of covariance and analysis of variance revealed that men reported higher total income (p < .0001) and base pay (p = .001) in orthopedic surgery, higher total income (p = .011) and base pay (p = .005) in emergency medicine, and higher base pay in family practice (p < .001), independent of clinical experience or workload. These results suggest that certain salary discrepancies remain between employed male and female PAs regardless of specialty, experience, or other practice characteristics. Copyright © 2012. Published by Elsevier Inc.

Do Clinical Standards for Diabetes Care Address Excess Risk for Hypoglycemia in Vulnerable Patients? A Systematic Review

PubMed Central

Berkowitz, Seth A; Aragon, Katherine; Hines, Jonas; Seligman, Hilary; Lee, Sei; Sarkar, Urmimala

2013-01-01

Objective To determine whether diabetes clinical standards consider increased hypoglycemia risk in vulnerable patients. Data Sources MEDLINE, the National Guidelines Clearinghouse, the National Quality Measures Clearinghouse, and supplemental sources. Study Design Systematic review of clinical standards (guidelines, quality metrics, or pay-for-performance programs) for glycemic control in adult diabetes patients. The primary outcome was discussion of increased risk for hypoglycemia in vulnerable populations. Data Collection/Extraction Methods Manuscripts identified were abstracted by two independent reviewers using prespecified inclusion/exclusion criteria and a standardized abstraction form. Principal Findings We screened 1,166 titles, and reviewed 220 manuscripts in full text. Forty-four guidelines, 17 quality metrics, and 8 pay-for-performance programs were included. Five (11 percent) guidelines and no quality metrics or pay-for-performance programs met the primary outcome. Conclusions Clinical standards do not substantively incorporate evidence about increased risk for hypoglycemia in vulnerable populations. PMID:23445498

Incentives and control in primary health care: findings from English pay-for-performance case studies.

PubMed

McDonald, Ruth; Harrison, Stephen; Checkland, Kath

2008-01-01

The authors' aim was to investigate mechanisms and perceptions of control following the implementation of a new "pay-for-performance" contract (the new General Medical Services, or GMS, contract) in general practice. This article was based on an in-depth qualitative case study approach in two general practices in England. A distinction is emerging amongst ostensibly equal partners between those general practitioners conducting and those subject to surveillance. Attitudes towards the contract were largely positive, although discontent was higher in the practice which employed a more intensive surveillance regime and greater amongst nurses than doctors. The sample was small and opportunistic. Further research is required to examine the longer-term effects as new contractual arrangements evolve. Increased surveillance and feedback mechanisms associated with new pay-for-performance schemes have the potential to constrain and shape clinical practice. The paper highlights the emergence of new tensions within and between existing professional groupings.

Do clinical standards for diabetes care address excess risk for hypoglycemia in vulnerable patients? A systematic review.

PubMed

Berkowitz, Seth A; Aragon, Katherine; Hines, Jonas; Seligman, Hilary; Lee, Sei; Sarkar, Urmimala

2013-08-01

To determine whether diabetes clinical standards consider increased hypoglycemia risk in vulnerable patients. MEDLINE, the National Guidelines Clearinghouse, the National Quality Measures Clearinghouse, and supplemental sources. Systematic review of clinical standards (guidelines, quality metrics, or pay-for-performance programs) for glycemic control in adult diabetes patients. The primary outcome was discussion of increased risk for hypoglycemia in vulnerable populations. Manuscripts identified were abstracted by two independent reviewers using prespecified inclusion/exclusion criteria and a standardized abstraction form. We screened 1,166 titles, and reviewed 220 manuscripts in full text. Forty-four guidelines, 17 quality metrics, and 8 pay-for-performance programs were included. Five (11 percent) guidelines and no quality metrics or pay-for-performance programs met the primary outcome. Clinical standards do not substantively incorporate evidence about increased risk for hypoglycemia in vulnerable populations. © Health Research and Educational Trust.

Using social marketing to manage population health performance.

PubMed

Rothschild, Michael L

2010-09-01

Population health can be affected by implementing pay-for-performance measures with key players. From a social marketing perspective, people (both consumers and managers) have choices and will do what they perceive enhances their own self-interest. The bottom-up focus of social marketing begins with an understanding of the people whose behaviors are targeted. Desired behavior results when people perceive that they will get more value than the cost of behaving and when the resulting offer is perceived to be better than what is obtainable through alternative choices. Incentives should be offered to consumers; managers should receive motivation for their own behavior and understand how to motivate relevant consumers. Pay can be monetary or nonmonetary, tangible or intangible. Everyone is paid for performance. Some are paid well enough to behave as desired; others are offered a poor rate of pay and choose not to behave.

Develop a PWL System for Dense Graded Hot Mix Asphalt Construction, Including Pay Factors

DOT National Transportation Integrated Search

2015-01-01

This research project developed a PWL system that the Nevada DOT can effectively implement on the construction of dense graded HMA mixtures. The PWL system includes pay factors that are based on pavement performance indicators such as rutting and cra...

5 CFR 531.403 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER THE GENERAL SCHEDULE... performance by an employee that warrants advancement of the employee's rate of basic pay to the next higher.... Calendar week means a period of any seven consecutive calendar days. Critical element has the meaning given...

Merit Pay Misfires

ERIC Educational Resources Information Center

Ramirez, Al

2011-01-01

Critics argue that the uniform salary schedule is unfair because it promotes mediocrity by rewarding poor performers while failing to recognize outstanding achievement on the job. Advocates for merit pay systems for preK-12 education also contend that the uniform salary schedule ignores the basic purpose of education--student learning. Although…

Effect of modest pay-for-performance financial incentive on time-to-discharge summary dictation among medical residents.

PubMed

Wolk, Adam; Wang, Erwin; Horak, Bernard; Cloonan, Patricia; Adams, Michael; Moore, Eileen; Jaipaul, Chitra Komal; Brown, Gabrielle; Dasgupta, Dabanjan; Deluca, Danielle; Grossman, Mila

2013-01-01

Evaluate the effect of a modest financial incentive on time-to-discharge summary dictation among medicine residents. Pay-for-performance incentives are used in a number of health care settings. Studies are lacking on their use with medical residents and other trainees. Timely completion of discharge summaries is necessary for effective follow-up after hospitalization, and residents perform the majority of discharge summary dictations in academic medical centers. Medicine residents with the lowest average discharge-to-dictation time during their 1-month inpatient medicine ward rotation were rewarded with a $50 gift card. Discharge data were captured using an autopopulating electronic database. The average discharge-to-dictation time was reduced from 7.44 to 1.84 days, representing a 75.3% decrease. Almost 90% of discharge summary dictations were performed on the day of discharge. A modest financial incentive resulted in a marked improvement in the time-to-discharge summary dictation by medicine residents. Pay-for-performance programs may be an effective strategy for improving the quality and efficiency of patient care in academic medical centers.

Exclusion of patients from pay-for-performance targets by English physicians.

PubMed

Doran, Tim; Fullwood, Catherine; Reeves, David; Gravelle, Hugh; Roland, Martin

2008-07-17

In the English pay-for-performance program, physicians use a range of criteria to exclude individual patients from the quality calculations that determine their pay. This process, which is called exception reporting, is intended to safeguard patients against inappropriate treatment by physicians seeking to maximize their income. However, exception reporting may allow physicians to inappropriately exclude patients for whom targets have been missed (a practice known as gaming). We analyzed data extracted automatically from clinical computing systems for 8105 family practices in England (96% of all practices), data from the U.K. Census, and data on practice characteristics from the U.K. Department of Health. We determined the rate of exception reporting for 65 clinical activities and the association between this rate and the characteristics of patients and medical practices. From April 2005 through March 2006, physicians excluded a median of 5.3% of patients (interquartile range, 4.0 to 6.9) from the quality calculations. Physicians were most likely to exclude patients from indicators that were related to providing treatments and achieving target levels of intermediate outcomes; they were least likely to exclude patients from indicators that were related to routine checks and measurements and to offers of treatment. The characteristics of patients and practices explained only 2.7% of the variance in exception reporting. We estimate that exception reporting accounted for approximately 1.5% of the cost of the pay-for-performance program. Exception reporting brings substantial benefits to pay-for-performance programs, providing that the process is used appropriately. In England, rates of exception reporting have generally been low, with little evidence of widespread gaming. 2008 Massachusetts Medical Society

Improving on-time surgical starts: the impact of implementing pre-OR timeouts and performance pay.

PubMed

Martin, Luke; Langell, John

2017-11-01

Operating room (OR) time is expensive. Underutilized OR time negatively impacts efficiency and is an unnecessary cost for hospitals. The purpose of this study was to evaluate the impact of a pre-OR timeout and performance pay incentive on the frequency of on-time, first surgical starts. At a single Veterans Affairs Medical Center, we implemented a pre-OR timeout in the form of a safety-briefing checklist and a modest performance pay incentive for on-time starts (>90% compliance) for attending surgeons. Data were collected on all first-start cases beginning before implementation in 2008 and continued through 2015. Each year, an average of 960 first starts occurred across nine surgical divisions. Before implementation of either the timeout or pay incentive, only 15% of cases started on time, and by 2015, greater than 72% were on time (P < 0.001). Over the study period, there were significant improvements in on-time starts (P = 0.01), of delays <15 min (P = 0.01), and of delays 16 to 30 min (P = 0.04). The trends for delays of 31 to 60 min or >60 min were not significant (P = 0.31; P = 0.81). Assuming a loss of 7 min per case for delays <15 min and 20 min per case for delays of 16 to 30 min, the total OR time saved from implementing these measures was 37,556 min. At an estimated cost of $20/min, gross savings from this project were $751,120. Implementation of a pre-OR timeout and performance pay for on-time starts significantly improves OR utilization and reduces unnecessary costs. Published by Elsevier Inc.

Adolescent, parent and societal preferences and willingness to pay for meningococcal B vaccine: A Discrete Choice Experiment.

PubMed

Marshall, H S; Chen, G; Clarke, M; Ratcliffe, J

2016-01-27

Meningococcal B (MenB) vaccines have been licensed in many countries with private purchase the only option until recently, when a funded programme was introduced in the UK. The aim of this study was to explore adolescent/parental values for a variety of salient vaccine attributes (cost, effectiveness, side effect profile) to assess preferences and willingness-to-pay (WTP) for a MenB vaccine. A national cross-sectional population study was conducted in Australia using Discrete Choice Experiment methodology to assess adolescent/parent/adult preferences for attributes related to MenB vaccine. 2003 adults and 502 adolescents completed the survey in 2013. The majority of participants were willing to be vaccinated with MenB vaccine with vaccination opt-out chosen by 11.9% of adolescents and parents, and 18.2% of non-parent adults. A mixed logit regression model examining adolescent/adult preferences indicated consistent findings; the higher the effectiveness, the longer the duration of protection, the less chance of adverse events and the lower the cost, the more likely respondents were to agree to vaccination. For an ideal MenB vaccine, including the most favoured level of each attribute summed together (90% effectiveness, 10 year duration, 1 injection, no adverse events) adolescents would pay AU$251.60 and parents AU$295.10. Adolescents and parents would pay AU$90.70 or AU$127.20 for 90% vaccine effectiveness vs AU$18.50 or AU$16.70 for 70% effectiveness and would want to be financially compensated for 50% effectiveness; pay AU$63.30 or AU$76.40 for 10 years protection; and pay AU$48.50 or AU$49.20 for no vaccine related adverse events. A slight fever post vaccination was a preferred choice with parents and adolescents willing to pay AU$9.60 or AU$12.30 for this attribute. Vaccine effectiveness, adverse events and duration of immunity are important drivers for parental and adolescent decisions about WTP for MenB vaccine and should be included in discussions on the benefits, risks and cost. Copyright © 2015 Elsevier Ltd. All rights reserved.

Association of patient case-mix adjustment, hospital process performance rankings, and eligibility for financial incentives.

PubMed

Mehta, Rajendra H; Liang, Li; Karve, Amrita M; Hernandez, Adrian F; Rumsfeld, John S; Fonarow, Gregg C; Peterson, Eric D

2008-10-22

While most comparisons of hospital outcomes adjust for patient characteristics, process performance comparisons typically do not. To evaluate the degree to which hospital process performance ratings and eligibility for financial incentives are altered after accounting for hospitals' patient demographics, clinical characteristics, and mix of treatment opportunities. Using data from the American Heart Association's Get With the Guidelines program between January 2, 2000, and March 28, 2008, we analyzed hospital process performance based on the Centers for Medicare & Medicaid Services' defined core measures for acute myocardial infarction. Hospitals were initially ranked based on crude composite process performance and then ranked again after accounting for hospitals' patient demographics, clinical characteristics, and eligibility for measures using a hierarchical model. We then compared differences in hospital performance rankings and pay-for-performance financial incentive categories (top 20%, middle 60%, and bottom 20% institutions). Hospital process performance ranking and pay-for-performance financial incentive categories. A total of 148,472 acute myocardial infarction patients met the study criteria from 449 centers. Hospitals for which crude composite acute myocardial infarction performance was in the bottom quintile (n = 89) were smaller nonacademic institutions that treated a higher percentage of patients from racial or ethnic minority groups and also patients with greater comorbidities than hospitals ranked in the top quintile (n = 90). Although there was overall agreement on hospital rankings based on observed vs adjusted composite scores (weighted kappa, 0.74), individual hospital ranking changed with adjustment (median, 22 ranks; range, 0-214; interquartile range, 9-40). Additionally, 16.5% of institutions (n = 74) changed pay-for-performance financial status categories after accounting for patient and treatment opportunity mix. Our findings suggest that accounting for hospital differences in patient characteristics and treatment opportunities is associated with modest changes in hospital performance rankings and eligibility for financial benefits in pay-for-performance programs for treatment of myocardial infarction.

Tightening up the performance-pay linkage: roles of contingent reward leadership and profit-sharing in the cross-level influence of individual pay-for-performance.

PubMed

Han, Joo Hun; Bartol, Kathryn M; Kim, Seongsu

2015-03-01

Drawing upon line-of-sight (Lawler, 1990, 2000; Murphy, 1999) as a unifying concept, we examine the cross-level influence of organizational use of individual pay-for-performance (PFP), theorizing that its impact on individual employees' performance-reward expectancy is boosted by the moderating effects of immediate group managers' contingent reward leadership and organizational use of profit-sharing. Performance-reward expectancy is then expected to mediate the interactive effects of individual PFP with contingent reward leadership and profit-sharing on employee job performance. Analyses of cross-organizational and cross-level data from 912 employees in 194 workgroups from 45 companies reveal that organizations' individual PFP was positively related to employees' performance-reward expectancy, which was strengthened when it was accompanied by higher levels of contingent reward leadership and profit-sharing. Also, performance-reward expectancy significantly transmitted the effects of individual PFP onto job performance under higher levels of contingent reward leadership and profit-sharing, thus delineating cross-level mediating and moderating processes by which organizations' individual PFP is linked to important individual-level employee outcomes. Several theoretical and practical implications are discussed. PsycINFO Database Record (c) 2015 APA, all rights reserved.

Willingness to pay for a 4% chlorhexidine (7.1% chlorhexidine digluconate) product for umbilical cord care in rural Bangladesh: a contingency valuation study

PubMed Central

2013-01-01

Background Recent trials in Bangladesh, Nepal, and Pakistan have shown that chlorhexidine is an effective antiseptic for umbilical cord care compared to existing community-based cord care practices. Because of the aggregate reduction in neonatal mortality in these trials, interest is high in introducing a 7.1% chlorhexidine digluconate liquid or gel that delivers 4% chlorhexidine for umbilical cord care in Bangladesh and elsewhere. Methods In 2010, we conducted a household survey applying a contingent valuation method with 1717 eligible couples (pregnant women or women with a first child younger than 6 months old, and their husbands) in the rural subdistricts of Abhoynagar and Mirsarai in Bangladesh to assess their willingness to pay for three types of umbilical cord care products at different price points. Each respondent was asked about willingness to pay prefixed prices for any one of three 7.1% chlorhexidine digluconate products: 1) a single-dose liquid, 2) a multi-dose liquid, or 3) a gel formulation. Each also reported the maximum price they were independently willing to pay for their selected product. We compared participant willingness-to-pay responses to the prefixed prices with their independently reported maximum prices for each type of the product separately. The comparison identified to what extent the respondents’ positive responses to the prefixed prices matched their independently reported maximum prices. Results This cross matching revealed that willingness to pay the prefixed prices was 41% for the single-dose liquid, 33% for the multi-dose liquid, and 31% for the gel formulation. Although the majority of the respondents were unwilling to pay the prefixed prices, all were willing to pay some amount and reported they could borrow money if necessary. Subsequent analysis of responses to the multi-dose liquid showed borrowing money would not be required if the unit price was Bangladeshi taka 15–25. Conclusions A unit price of Bangladeshi taka 15–25 (US$0.21–0.35) for multi-dose 7.1% chlorhexidine digluconate liquid would be affordable to the primary target population in Bangladesh. Although a large market demand could be generated if the product were available at this price point, subsidization may be required to achieve optimal coverage, especially among poorer families. PMID:24139384

Willingness to pay for a 4% chlorhexidine (7.1% chlorhexidine digluconate) product for umbilical cord care in rural Bangladesh: a contingency valuation study.

PubMed

Coffey, Patricia S; Metzler, Mutsumi; Islam, Ziaul; Koehlmoos, Tracey P

2013-10-18

Recent trials in Bangladesh, Nepal, and Pakistan have shown that chlorhexidine is an effective antiseptic for umbilical cord care compared to existing community-based cord care practices. Because of the aggregate reduction in neonatal mortality in these trials, interest is high in introducing a 7.1% chlorhexidine digluconate liquid or gel that delivers 4% chlorhexidine for umbilical cord care in Bangladesh and elsewhere. In 2010, we conducted a household survey applying a contingent valuation method with 1717 eligible couples (pregnant women or women with a first child younger than 6 months old, and their husbands) in the rural subdistricts of Abhoynagar and Mirsarai in Bangladesh to assess their willingness to pay for three types of umbilical cord care products at different price points. Each respondent was asked about willingness to pay prefixed prices for any one of three 7.1% chlorhexidine digluconate products: 1) a single-dose liquid, 2) a multi-dose liquid, or 3) a gel formulation. Each also reported the maximum price they were independently willing to pay for their selected product. We compared participant willingness-to-pay responses to the prefixed prices with their independently reported maximum prices for each type of the product separately. The comparison identified to what extent the respondents' positive responses to the prefixed prices matched their independently reported maximum prices. This cross matching revealed that willingness to pay the prefixed prices was 41% for the single-dose liquid, 33% for the multi-dose liquid, and 31% for the gel formulation. Although the majority of the respondents were unwilling to pay the prefixed prices, all were willing to pay some amount and reported they could borrow money if necessary. Subsequent analysis of responses to the multi-dose liquid showed borrowing money would not be required if the unit price was Bangladeshi taka 15-25. A unit price of Bangladeshi taka 15-25 (US$0.21-0.35) for multi-dose 7.1% chlorhexidine digluconate liquid would be affordable to the primary target population in Bangladesh. Although a large market demand could be generated if the product were available at this price point, subsidization may be required to achieve optimal coverage, especially among poorer families.

Patients' willingness to pay for the treatment of tuberculosis in Nigeria: exploring own use and altruism.

PubMed

Ochonma, Ogbonnia G; Onwujekwe, Obinna E

2017-05-10

Although, current treatment services for Tuberculosis (TB) in Nigeria are provided free of charge in public facilities, the benefits (value) that patients attach to such service is not known. In addition, the prices that could be charged for treatment in case government and its partners withdraw from the provision of free services or inclusion of the services in health insurance plans are not known. Hence, there is a need to elicit the maximum amounts that patients are willing to pay for TB treatment services, both for themselves and for the very poor patients that may not be able to pay if some user fees are introduced (altruistic willingness to pay). A pretested interviewer-administered questionnaire was used to elicit the maximum willingness to pay (WTP) for TB treatment services from TB patients in a tertiary hospital in southeast Nigeria. WTP was elicited using the bidding game question format after a scenario was presented to the respondents. Data was analysed using tabulations. Tobit regression models were used to examine the validity of the elicited WTP for own use and altruistic WTP. The results show that those aged 30 years and below constituted more than two-fifth (43.2%) of the respondents. More than half of the respondents (52.8%) were not employed. 100 (80.0%) of the respondents were willing to pay for their own use of TB treatment services while 78(62.4%) of the respondents were willing to make altruistic contributions so that the very poor could benefit from the TB services. A Tobit regression analysis of maximum WTP for TB for own use shows that respondents were willing to pay maximum amounts at different statistically significant levels. The results equally show that altruistic WTP was positively and statistically significantly related to the employment status, distance from UNTH and global seriousness of TB. Most patients positively valued the provision of free TB services and were willing to pay for TB treatment for own use. The better-off ones were also willing to make altruistic contributions. Free provision of TB treatment services is potentially worthwhile, but there is potential scope for continuation of universal provision of TB treatment services, even if the government and donors scale down their financing of the services.

5 CFR 534.403 - SES rate range.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay and... meaningful distinctions based on relative performance, as certified by the Office of Personnel Management (OPM), with concurrence by the Office of Management and Budget (OMB), under 5 U.S.C. 5307(d) and 5 CFR...

The elements of human well-being with an emphasis on the contribution of ecosystem services

EPA Science Inventory

Natural ecosystems perform fundamental life-support services upon which human civilization depends. However, many people believe that Nature provides these services for free and therefore, they are of little or no value. While we do not pay for them, we pay significantly for th...

Merit Pay and Faculty Evaluation.

ERIC Educational Resources Information Center

Hudgins, James L.

A program linking merit pay and faculty evaluation was initiated at Sumter Area Technical College (SATC) in Sumter, South Carolina, in 1978. The performance-based evaluation system focuses on three elements: the job description, which identifies professional responsibilities and how they relate to the college's mission; the individual action plan;…

Teamwork Key for Pilot Plans on Teacher Pay

ERIC Educational Resources Information Center

Sawchuk, Stephen

2008-01-01

A variety of federally financed grants based on performance pay are providing insights into how districts and teachers can collaborate to implement sustainable programs designed to improve teaching and learning. The question of whether those Teacher Incentive Fund grants will yield measurably higher student achievement, applicant pools with…

The Politics of Teacher Pay Reforms. Research Brief

ERIC Educational Resources Information Center

National Center on Performance Incentives, 2008

2008-01-01

In "The Politics of Teacher Pay Reforms"--a paper presented at the National Center on Performance Incentives research to policy conference in February--Dan Goldhaber, a research professor at the Center for Reinventing Public Education at the University of Washington and an affiliated scholar with the Urban Institute's Education Policy…

Hazard pay: An effective antagonist

NASA Technical Reports Server (NTRS)

Alexander, R. E.

1971-01-01

Procedures for allocating hazardous pay to employees are outlined. According to the guidelines, only top level management can authorize hazardous tasks and decide if said task is indeed hazardous. The guidelines also state that hazardous jobs may be performed only if it is essential to finish a project and cannot be adequately safequarded.

Pay-for-performance policy and data-driven decision making within nursing homes: a qualitative study.

PubMed

Abrahamson, Kathleen; Miech, Edward; Davila, Heather Wood; Mueller, Christine; Cooke, Valerie; Arling, Greg

2015-05-01

Health systems globally and within the USA have introduced nursing home pay-for-performance (P4P) programmes in response to the need for improved nursing home quality. Central to the challenge of administering effective P4P is the availability of accurate, timely and clinically appropriate data for decision making. We aimed to explore ways in which data were collected, thought about and used as a result of participation in a P4P programme. Semistructured interviews were conducted with 232 nursing home employees from within 70 nursing homes that participated in P4P-sponsored quality improvement (QI) projects. Interview data were analysed to identify themes surrounding collecting, thinking about and using data for QI decision making. The term 'data' appeared 247 times in the interviews, and over 92% of these instances (228/247) were spontaneous references by nursing home staff. Overall, 34% of respondents (79/232) referred directly to 'data' in their interviews. Nursing home leadership more frequently discussed data use than direct care staff. Emergent themes included using data to identify a QI problem, gathering data in new ways at the local level, and measuring outcomes in response to P4P participation. Alterations in data use as a result of policy change were theoretically consistent with the revised version of the Promoting Action on Research Implementation in Health Services framework, which posits that successful implementation is a function of evidence, context and facilitation. Providing a reimbursement context that facilitates the collection and use of reliable local evidence may be an important consideration to others contemplating the adaptation of P4P policies. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Willingness to pay and determinants of choice for improved malaria treatment in rural Nepal.

PubMed

Morey, Edward R; Sharma, Vijaya R; Mills, Anne

2003-07-01

A logit model is used to estimate provider choice from six types by malaria patients in rural Nepal. Patient characteristics that influence choice include travel costs, income category, household size, gender, and severity of malaria. Income effects are introduced by assuming the marginal utility of money is a step function of expenditures on the numeraire. This method of incorporating income effects is ideally suited for situations when exact income data is not available. Significant provider characteristics include wait time for treatment and wait time for laboratory results. Household willingness to pay (wtp) is estimated for increasing the number of providers and for providing more sites with blood testing capabilities. Wtp estimates vary significantly across households and allow one to assess how much different households would benefit or lose under different government proposals.

A Review of Education and Training for Officers (RETO). Volume 2. Career Progression.

DTIC Science & Technology

1978-06-30

any control over the academic disciplines being pursued by scholarship students resulted in a few ROTC graduates with disciplines of no reasonable...direct application to the military environment. Providing scholarship winners a list of academic majors from which to choose and thereafter channel their... academic endeavors, would provide a better link between precommissioning education and known Army requirements. (2) introducing a "pay-back" option

Sub-Saharan Africa Report

DTIC Science & Technology

1987-03-10

make contributions. So far, the Tanzanian people have contributed money, corn , and goats to assist Mozambique. There was a general mobilization of...different jobs. Mr Mazula said in practice workers could get increases as high as 100 percent after their employers have introduced a comprehensive...served by the same grid, pay 18 meticals. The average electricity tariff from high power grids is raised to 8 meticals and 50 cents. A statement from

Pay Our Bills Act

THOMAS, 113th Congress

Rep. Honda, Michael M. [D-CA-17

2013-10-29

House - 10/29/2013 Referred to House Rules (All Actions) Notes: On 2/4/2014, a motion was filed to discharge the Committee on Rules from the consideration of H.Res.459 entitled, a resolution providing for the consideration of the bill (H.R. 3372). A discharge petition requires 218 signatures for further action. (Discharge Petition No. 113-6: text... Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Ethnic Disparities in Diabetes Management and Pay-for-Performance in the UK: The Wandsworth Prospective Diabetes Study

PubMed Central

Millett, Christopher; Gray, Jeremy; Saxena, Sonia; Netuveli, Gopalakrishnan; Khunti, Kamlesh; Majeed, Azeem

2007-01-01

Background Pay-for-performance rewards health-care providers by paying them more if they succeed in meeting performance targets. A new contract for general practitioners in the United Kingdom represents the most radical shift towards pay-for-performance seen in any health-care system. The contract provides an important opportunity to address disparities in chronic disease management between ethnic and socioeconomic groups. We examined disparities in management of people with diabetes and intermediate clinical outcomes within a multiethnic population in primary care before and after the introduction of the new contract in April 2004. Methods and Findings We conducted a population-based longitudinal survey, using electronic general practice records, in an ethnically diverse part of southwest London. Outcome measures were prescribing levels and achievement of national treatment targets (HbA1c ≤ 7.0%; blood pressure [BP] < 140/80 mm Hg; total cholesterol ≤ 5 mmol/l or 193 mg/dl). The proportion of patients reaching treatment targets for HbA1c, BP, and total cholesterol increased significantly after the implementation of the new contract. The extents of these increases were broadly uniform across ethnic groups, with the exception of the black Caribbean patient group, which had a significantly lower improvement in HbA1c (adjusted odds ratio [AOR] 0.75, 95% confidence interval [CI] 0.57–0.97) and BP control (AOR 0.65, 95% CI 0.53–0.81) relative to the white British patient group. Variations in prescribing and achievement of treatment targets between ethnic groups present in 2003 were not attenuated in 2005. Conclusions Pay-for-performance incentives have not addressed disparities in the management and control of diabetes between ethnic groups. Quality improvement initiatives must place greater emphasis on minority communities to avoid continued disparities in mortality from cardiovascular disease and the other major complications of diabetes. PMID:17564486

Ethnic disparities in diabetes management and pay-for-performance in the UK: the Wandsworth Prospective Diabetes Study.

PubMed

Millett, Christopher; Gray, Jeremy; Saxena, Sonia; Netuveli, Gopalakrishnan; Khunti, Kamlesh; Majeed, Azeem

2007-06-01

Pay-for-performance rewards health-care providers by paying them more if they succeed in meeting performance targets. A new contract for general practitioners in the United Kingdom represents the most radical shift towards pay-for-performance seen in any health-care system. The contract provides an important opportunity to address disparities in chronic disease management between ethnic and socioeconomic groups. We examined disparities in management of people with diabetes and intermediate clinical outcomes within a multiethnic population in primary care before and after the introduction of the new contract in April 2004. We conducted a population-based longitudinal survey, using electronic general practice records, in an ethnically diverse part of southwest London. Outcome measures were prescribing levels and achievement of national treatment targets (HbA1c < or = 7.0%; blood pressure [BP] < 140/80 mm Hg; total cholesterol < or = 5 mmol/l or 193 mg/dl). The proportion of patients reaching treatment targets for HbA1c, BP, and total cholesterol increased significantly after the implementation of the new contract. The extents of these increases were broadly uniform across ethnic groups, with the exception of the black Caribbean patient group, which had a significantly lower improvement in HbA1c (adjusted odds ratio [AOR] 0.75, 95% confidence interval [CI] 0.57-0.97) and BP control (AOR 0.65, 95% CI 0.53-0.81) relative to the white British patient group. Variations in prescribing and achievement of treatment targets between ethnic groups present in 2003 were not attenuated in 2005. Pay-for-performance incentives have not addressed disparities in the management and control of diabetes between ethnic groups. Quality improvement initiatives must place greater emphasis on minority communities to avoid continued disparities in mortality from cardiovascular disease and the other major complications of diabetes.

Full cost accounting as a tool for the financial assessment of Pay-As-You-Throw schemes: a case study for the Panorama municipality, Greece.

PubMed

Karagiannidis, Avraam; Xirogiannopoulou, Anna; Tchobanoglous, George

2008-12-01

In the present paper, implementation scenarios of a Pay-As-You-Throw program were developed and analyzed for the first time in Greece. Firstly, the necessary steps for implementing a Pay-As-You-Throw program were determined. A database was developed for the needs of the full cost accounting method, where all financial and waste-production data were inserted, in order to calculate the unit price of charging for four different implementation scenarios of the "polluter-pays" principle. For each scenario, the input in waste management cost was estimated, as well as the total waste charges for households. Finally, a comparative analysis of the results was performed.

Spectroscopy, Manipulation and Trapping of Neutral Atoms, Molecules, and Other Particles Using Optical Nanofibers: A Review

PubMed Central

Morrissey, Michael J.; Deasy, Kieran; Frawley, Mary; Kumar, Ravi; Prel, Eugen; Russell, Laura; Truong, Viet Giang; Chormaic, Síle Nic

2013-01-01

The use of tapered optical fibers, i.e., optical nanofibers, for spectroscopy and the detection of small numbers of particles, such as neutral atoms or molecules, has been gaining interest in recent years. In this review, we briefly introduce the optical nanofiber, its fabrication, and optical mode propagation within. We discuss recent progress on the integration of optical nanofibers into laser-cooled atom and vapor systems, paying particular attention to spectroscopy, cold atom cloud characterization, and optical trapping schemes. Next, a natural extension of this work to molecules is introduced. Finally, we consider several alternatives to optical nanofibers that display some advantages for specific applications. PMID:23945738

"Mind the gap!" Evaluation of the performance gap attributable to exception reporting and target thresholds in the new GMS contract: National database analysis.

PubMed

Fleetcroft, Robert; Steel, Nicholas; Cookson, Richard; Howe, Amanda

2008-06-17

The 2003 revision of the UK GMS contract rewards general practices for performance against clinical quality indicators. Practices can exempt patients from treatment, and can receive maximum payment for less than full coverage of eligible patients. This paper aims to estimate the gap between the percentage of maximum incentive gained and the percentage of patients receiving indicated care (the pay-performance gap), and to estimate how much of the gap is attributable respectively to thresholds and to exception reporting. Analysis of Quality Outcomes Framework data in the National Primary Care Database and exception reporting data from the Information Centre from 8407 practices in England in 2005 - 6. The main outcome measures were the gap between the percentage of maximum incentive gained and the percentage of patients receiving indicated care at the practice level, both for individual indicators and a combined composite score. An additional outcome was the percentage of that gap attributable respectively to exception reporting and maximum threshold targets set at less than 100%. The mean pay-performance gap for the 65 aggregated clinical indicators was 13.3% (range 2.9% to 48%). 52% of this gap (6.9% of eligible patients) is attributable to thresholds being set at less than 100%, and 48% to patients being exception reported. The gap was greater than 25% in 9 indicators: beta blockers and cholesterol control in heart disease; cholesterol control in stroke; influenza immunization in asthma; blood pressure, sugar and cholesterol control in diabetes; seizures in epilepsy and treatment of hypertension. Threshold targets and exception reporting introduce an incentive ceiling, which substantially reduces the percentage of eligible patients that UK practices need to treat in order to receive maximum incentive payments for delivering that care. There are good clinical reasons for exception reporting, but after unsuitable patients have been exempted from treatment, there is no reason why all maximum thresholds should not be 100%, whilst retaining the current lower thresholds to provide incentives for lower performing practices.

Study Casts Cold Water on Bonus Pay

ERIC Educational Resources Information Center

Sawchuk, Stephen

2010-01-01

The most rigorous experimental study of performance-based teacher compensation ever conducted in the United States shows that a nationally watched bonus-pay system had no overall impact on student achievement--results that are certain to set off a firestorm of debate. The study, known as POINT for the Project on Incentives in Teaching, was a…

5 CFR 610.111 - Establishment of workweeks.

Code of Federal Regulations, 2011 CFR

2011-01-01

... administrative workweek. All work performed by an employee within the first 40 hours is considered regularly scheduled work for premium pay and hours of duty purposes. Any additional hours of officially ordered or... regularly scheduled work for premium pay and hours of duty purposes. (5 U.S.C. 5548 and 6101(c)) [33 FR...

Ohio District Tests Performance Pay--for Students

ERIC Educational Resources Information Center

Viadero, Debra

2007-01-01

Coshocton district in Ohio takes part in an unusual experiment that pays students who pass or scores high in the state exams. Pupils here in grades 3 through 6 earn $15 for every "proficient" score and $20 for "accelerated" or "advanced" scores. With annual tests given in five subjects, students can earn up to $100 if…

A Review of the Elements of Human Well-Being with Emphasis on the Contribution of Ecosystem Services

EPA Science Inventory

Natural ecosystems perform fundamental life-support services upon which human civilization depends. However, many people believe that Nature provides these services for free and therefore, they are of little or no value. While we do not pay for them; we pay significantly for thei...

A Review of the Elements of Human Well-Being with an Emphasis on the Contribution of Ecosystem Services

EPA Science Inventory

Natural ecosystems perform fundamental life-support services upon which human civilization depends. However, many people believe that Nature provides these services for free and therefore, they are of little or no value. While we do not pay for them; we pay significantly for th...

Sources of Funding and Academic Performance in Economics Principles Courses

ERIC Educational Resources Information Center

Faulk, Dagney; Srinivasan, Arun K.; Bingham, Jon

2012-01-01

The authors examine two factors that may affect student achievement in economics principles courses: working for pay and the primary source of funds (employer tuition reimbursement, loans, scholarships, financial aid, self-financing, parental transfers, other) used to pay for college for a sample of students in economics principles classes at a…

Pay for Grades

ERIC Educational Resources Information Center

Johnston, Howard

2008-01-01

The practice of paying students to earn good grades either in class or on standardized achievement tests has touched off a storm of controversy. Praised by some educators as a way of linking economic rewards to school performance, it is being tested in a number of large cities, such as New York, Baltimore and Chicago, as well as some smaller…

Rewarding Teachers: Issues and Incentives.

ERIC Educational Resources Information Center

Newcombe, Ellen

This paper discusses some of the issues behind the current debate on merit pay for teachers. A brief history is presented of performance-based compensation systems. The difficulties in arriving at a consensus on a valid definition of merit pay are pointed out, and examples are presented of various merit plans, such as master teaching plans, career…

Principals' Group Seeks Influence on Incentive Pay

ERIC Educational Resources Information Center

Samuels, Christina A.

2008-01-01

School districts that want to start pay-for-performance programs for school leaders should look beyond high-stakes student tests as the primary measure for awarding bonuses, a position paper released last week by the National Association of Secondary School Principals says. Gerald N. Tirozzi, the executive director of the Reston, Virginia-based…

26 CFR 1.83-3 - Meaning and use of certain terms.

Code of Federal Regulations, 2012 CFR

2012-04-01

... the stock and pays the interest on the note. However, he makes no payments toward the face amount of... the face amount of the note, the likelihood of E paying the full purchase price is in substantial... independent contractor (or beneficiary thereof) in recognition of the performance of, or the refraining from...

26 CFR 1.83-3 - Meaning and use of certain terms.

Code of Federal Regulations, 2013 CFR

2013-04-01

... the stock and pays the interest on the note. However, he makes no payments toward the face amount of... the face amount of the note, the likelihood of E paying the full purchase price is in substantial... independent contractor (or beneficiary thereof) in recognition of the performance of, or the refraining from...

26 CFR 1.83-3 - Meaning and use of certain terms.

Code of Federal Regulations, 2010 CFR

2010-04-01

... the stock and pays the interest on the note. However, he makes no payments toward the face amount of... the face amount of the note, the likelihood of E paying the full purchase price is in substantial... independent contractor (or beneficiary thereof) in recognition of the performance of, or the refraining from...

26 CFR 1.83-3 - Meaning and use of certain terms.

Code of Federal Regulations, 2011 CFR

2011-04-01

... the stock and pays the interest on the note. However, he makes no payments toward the face amount of... the face amount of the note, the likelihood of E paying the full purchase price is in substantial... independent contractor (or beneficiary thereof) in recognition of the performance of, or the refraining from...

Neurobiologically Validated Models of Errors in Decision-Making: Strategies for Remediation and Detection

DTIC Science & Technology

2015-03-20

performed a series of bid trials where they reported their willingness-to-pay for each of 30 snack food items; potential trial realization was...willingness-to-pay for each of 30 snack food items; potential trial realization was conducted at the end of the experiment via an auction procedure

Participating physician preferences regarding a pay-for-performance incentive design: a discrete choice experiment.

PubMed

Chen, Tsung-Tai; Lai, Mei-Shu; Chung, Kuo-Piao

2016-02-01

To determine whether the magnitude of incentives or other design attributes should be prioritized and the most important attributes, according to physicians, of the diabetes P4P (pay-for-performance) program design. We implemented a discrete choice experiment (DCE) to elicit the P4P incentive design-related preferences of physicians. All of the physicians (n = 248) who participated in the diabetes P4P program located in the supervisory area of the northern regional branch of the Bureau of National Health Insurance in 2009 were included. The response rate was ∼ 60%. Our research found that the bonus type of incentive was the most important attribute, followed by the incentive structure and the investment magnitude. Physicians may feel that good P4P designs are more important than the magnitude of the investment by the insurer. The two most important P4P designs include providing the bonus type of incentive and using pay-for-excellence plus pay-for-improvement. © The Author 2015. Published by Oxford University Press in association with the International Society for Quality in Health Care; all rights reserved.

Equity of the premium of the Ghanaian national health insurance scheme and the implications for achieving universal coverage

PubMed Central

2013-01-01

The Ghanaian National Health Insurance Scheme (NHIS) was introduced to provide access to adequate health care regardless of ability to pay. By law the NHIS is mandatory but because the informal sector has to make premium payment before they are enrolled, the authorities are unable to enforce mandatory nature of the scheme. The ultimate goal of the Scheme then is to provide all residents with access to adequate health care at affordable cost. In other words, the Scheme intends to achieve universal coverage. An important factor for the achievement of universal coverage is that revenue collection be equitable. The purpose of this study is to examine the vertical and horizontal equity of the premium collection of the Scheme. The Kakwani index method as well as graphical analysis was used to study the vertical equity. Horizontal inequity was measured through the effect of the premium on redistribution of ability to pay of members. The extent to which the premium could cause catastrophic expenditure was also examined. The results showed that revenue collection was both vertically and horizontally inequitable. The horizontal inequity had a greater effect on redistribution of ability to pay than vertical inequity. The computation of catastrophic expenditure showed that a small minority of the poor were likely to incur catastrophic expenditure from paying the premium a situation that could impede the achievement of universal coverage. The study provides recommendations to improve the inequitable system of premium payment to help achieve universal coverage. PMID:23294982

[Liability for medical malpractice: an economic approach].

PubMed

Carles, M

2003-01-01

In recent years, changes in the organization of healthcare institutions and the increased number of medical malpractice claims have revealed the need to study the concept of medical responsibility and the repercussion of these changes on healthcare provision. To date, discussion has focussed on legal aspects and economic implications have been largely ignored.The present article reviews studies that have performed an economic analysis the subject. Firstly, we examine studies that gradually introduce the concepts of uncertainty, risk aversion and moral hazard. Secondly, in the healthcare environment, we pay particular attention to models that include new arguments on professionals' objective duties or to bargaining models when there is asymmetric information. Finally, we consider the medical malpractice insurance market and investigate how reputation and the possibilities of exercising defensive medicine influence healthcare provision. Our analysis suggests that, due to the characteristics of the healthcare market, the models proposed by the economy of information are very useful for performing economic analyses of liability in medical malpractice. However, alternative hypotheses also need to be formulated so that these models can be adapted to the specific characteristics of different health systems.

Hospital responses to pay-for-performance incentives.

PubMed

Reiter, Kristin L; Nahra, Tammie A; Alexander, Jeffrey A; Wheeler, John R C

2006-05-01

Not-for-profit hospitals are complex organizations and, therefore, may face unique challenges in responding to financial incentives for quality. In this research, we explore the types of behavioural changes made by not-for-profit Michigan hospitals in response to a pay-for-performance system for quality. We also identify factors that motivate or facilitate changes in effort. We apply a conceptual framework based on agency theory to motivate our research questions. Using data derived from structured interviews and surveys administered to 86 hospitals participating in a pay-for-performance system, we compare hospitals reporting and not reporting behavioural changes. Separate analyses are performed for hospitals reporting structure-related changes and hospitals reporting process-related changes. Our findings confirm that hospitals respond to incentive payments; however, our findings also reveal that hospital responses are not universal. Rather, involvement by boards of trustees, willingness to exert leverage with physicians, and financial and competitive motivations are all associated with hospitals' behavioural responses to incentives. Results of this research will help inform payers and hospital managers considering the use of incentives about the nature of hospitals' responses.

Impact of caregiver incentives on child health: Evidence from an experiment with Anganwadi workers in India.

PubMed

Singh, Prakarsh; Masters, William A

2017-09-01

This paper tests the effectiveness of performance pay and bonuses among government childcare workers in India. In a controlled study of 160 ICDS centers serving over 4000 children, we randomly assign workers to either fixed bonuses or payments based on the nutritional status of children in their care, and also collect data from a control group receiving only standard salaries. In all three study arms mothers receive nutrition information. We find that performance pay reduces underweight prevalence by about 5 percentage points over 3 months, and height improves by about one centimeter. Impacts on weight continue when incentives are renewed and return to parallel trends thereafter. Fixed bonuses are less expensive but lead to smaller and less precisely estimated effects than performance pay, especially for children near malnutrition thresholds. Both treatments improve worker effort and communication with mothers, who in turn feed a more calorific diet to children at home. Copyright © 2017 The Author(s). Published by Elsevier B.V. All rights reserved.

Compensation of chief executive officers at nonprofit US hospitals.

PubMed

Joynt, Karen E; Le, Sidney T; Orav, E John; Jha, Ashish K

2014-01-01

Hospital chief executive officers (CEOs) can shape the priorities and performance of their organizations. The degree to which their compensation is based on their hospitals' quality performance is not well known. To characterize CEO compensation and examine its relation with quality metrics. Retrospective observational study. Participants included 1877 CEOs at 2681 private, nonprofit US hospitals. We used linear regression to identify hospital structural characteristics associated with CEO pay. We then determined the degree to which a hospital's performance on financial metrics, technologic metrics, quality metrics, and community benefit in 2008 was associated with CEO pay in 2009. The CEOs in our sample had a mean compensation of $595,781 (median, $404,938) in 2009. In multivariate analyses, CEO pay was associated with the number of hospital beds overseen ($550 for each additional bed; 95% CI, 429-671; P < .001), teaching status ($425,078 more at major teaching vs nonteaching hospitals; 95% CI, 315,238-534,918; P < .001), and urban location. Hospitals with high levels of advanced technologic capabilities compensated their CEOs $135,862 more (95% CI, 80,744-190,990; P < .001) than did hospitals with low levels of technology. Hospitals with high performance on patient satisfaction compensated their CEOs $51,706 more than did those with low performance on patient satisfaction (95% CI, 15,166-88,247; P = .006). We found no association between CEO pay and hospitals' margins, liquidity, capitalization, occupancy rates, process quality performance, mortality rates, readmission rates, or measures of community benefit. Compensation of CEOs at nonprofit hospitals was highly variable across the country. Compensation was associated with technology and patient satisfaction but not with processes of care, patient outcomes, or community benefit.

A bill to amend section 5542 of title 5, United States Code, to provide that any hours worked by Federal firefighters under a qualified trade-of-time arrangement shall be excluded for purposes of determinations relating to overtime pay.

THOMAS, 111th Congress

Sen. Webb, Jim [D-VA

2010-05-13

Senate - 06/30/2010 Committee on Homeland Security and Governmental Affairs referred to Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

To prohibit Members of Congress from receiving any automatic pay adjustments through the end of the One Hundred Thirteenth Congress.

THOMAS, 113th Congress

Rep. Connolly, Gerald E. [D-VA-11

2013-02-13

House - 02/13/2013 Referred to the Committee on House Administration, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

A Qualitative Security Analysis of a New Class of 3-D Integrated Crypto Co-processors

DTIC Science & Technology

2012-01-01

and mobile phones, lottery ticket vending machines , and various electronic payment systems. The main reason for their use in such applications is that...military applications such as secure communication links. However, the proliferation of Automated Teller Machines (ATMs) in the ’80s introduced them to...commercial applications. Today many popular consumer devices have cryptographic processors in them, for example, smart- cards for pay-TV access machines

Negotiation of mutualism: rhizobia and legumes

PubMed Central

Akçay, Erol; Roughgarden, Joan

2006-01-01

The evolution and persistence of biological cooperation have been an important puzzle in evolutionary theory. Here, we suggest a new approach based on bargaining theory to tackle the question. We present a mechanistic model for negotiation of benefits between a nitrogen-fixing nodule and a legume plant. To that end, we first derive growth rates for the nodule and plant from metabolic models of each as a function of material fluxes between them. We use these growth rates as pay-off functions in the negotiation process, which is analogous to collective bargaining between a firm and a workers' union. Our model predicts that negotiations lead to the Nash bargaining solution, maximizing the product of players' pay-offs. This work introduces elements of cooperative game theory into the field of mutualistic interactions. In the discussion of the paper, we argue for the benefits of such an approach in studying the question of biological cooperation. PMID:17015340

Caregivers’ Willingness to Pay for Technologies to Support Caregiving

PubMed Central

Schulz, Richard; Beach, Scott R.; Matthews, Judith T.; Courtney, Karen; De Vito Dabbs, Annette; Mecca, Laurel Person

2016-01-01

Purpose of the Study: We report the results of a study designed to assess whether and how much informal caregivers are willing to pay for technologies designed to help monitor and support care recipients (CRs) in performing kitchen and personal care tasks. Design and Methods: We carried out a web survey of a national sample of adult caregivers (age 18–64) caring for an older adult (N = 512). Respondents completed a 25min online survey that included questions about their caregiving situation, current use of everyday technology, use of specific caregiving technologies, general attitudes toward technology, and questions about technologies designed to help them monitor and provide assistance for CRs’ kitchen and self-care activities. Results: About 20% of caregivers were not willing to pay anything for kitchen and self-care technologies. Among those willing to pay something, the mean amount was approximately $50 per month for monitoring technologies and $70 per month for technologies that both monitored and provided some assistance. Younger caregivers, those caring for a person with Alzheimer’s disease, and caregivers with more positive attitudes toward and experience with technology were willing to pay more. Most caregivers feel that the government or private insurance should help pay for these technologies. Implications: Caregivers are receptive and willing to pay for technologies that help them care for their CR, although the amount they are willing to pay is capped at around $70 per month. The combination of private pay and government subsidy may facilitate development and dissemination of caregiver technologies. PMID:26035899

29 CFR 4.181 - Overtime pay provisions of other Acts.

Code of Federal Regulations, 2010 CFR

2010-07-01

... § 4.180. (b) Contract Work Hours and Safety Standards Act. (1) The Contract Work Hours and Safety... the work performed for the employer is subject to such Act and if, in such workweek, the total hours... not less than 11/2 times their regular rate of pay for all hours worked in excess of the applicable...

Recession-Oscopy: Can Universities Be the Light at the End?

ERIC Educational Resources Information Center

Mackey, Steve

2012-01-01

This paper paints the philosophical and ethical backdrop to some of the issues raised in "Australian Universities' Review" vol. 53, no. 2. It links academic performance pay; the measurement of research output; and the astonishing pay levels of vice chancellors to the present global financial crisis. These are explained as part of a general malaise…

41 CFR 301-11.3 - Must my agency pay an allowance (either a per diem allowance or actual expense)?

Code of Federal Regulations, 2011 CFR

2011-07-01

... 41 Public Contracts and Property Management 4 2011-07-01 2011-07-01 false Must my agency pay an... Property Management Federal Travel Regulation System TEMPORARY DUTY (TDY) TRAVEL ALLOWANCES ALLOWABLE... per diem allowance or actual expense)? Yes, unless: (a) You perform travel to a training event under...

Model Plan of Merit Pay in Ferment

ERIC Educational Resources Information Center

Honawar, Vaishali

2008-01-01

Denver's performance-pay system for teachers has long been hailed as a model, in good part because it was jointly conceived and implemented by the school district and the local teachers' union. However, that collaborative spirit is now in jeopardy, with union and district leaders engaged in a protracted battle over proposed changes to the system.…

41 CFR 301-11.3 - Must my agency pay an allowance (either a per diem allowance or actual expense)?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false Must my agency pay an... Property Management Federal Travel Regulation System TEMPORARY DUTY (TDY) TRAVEL ALLOWANCES ALLOWABLE... per diem allowance or actual expense)? Yes, unless: (a) You perform travel to a training event under...

Incentive Pay Programs Do Not Affect Teacher Motivation or Reported Practices: Results from Three Randomized Studies

ERIC Educational Resources Information Center

Yuan, Kun; Le, Vi-Nhuan; McCaffrey, Daniel F.; Marsh, Julie A.; Hamilton, Laura S.; Stecher, Brian M.; Springer, Matthew G.

2013-01-01

This study drew on teacher survey responses from randomized experiments exploring three different pay-for-performance programs to examine the extent to which these programs motivated teachers to improve student achievement and the impact of such programs on teachers' instruction, number of hours worked, job stress, and collegiality. Results showed…

19 CFR 24.16 - Overtime services; overtime compensation and premium pay for Customs Officers; rate of compensation.

Code of Federal Regulations, 2013 CFR

2013-04-01

... the officer to return to a place of work. (5) “Commute compensation” means the compensation which a... certain conditions, to perform an overtime work assignment. Commute compensation, within the limits... maximum, in effect for the year involved, in overtime and premium pay a Customs Officer shall receive in...

19 CFR 24.16 - Overtime services; overtime compensation and premium pay for Customs Officers; rate of compensation.

Code of Federal Regulations, 2011 CFR

2011-04-01

... the officer to return to a place of work. (5) “Commute compensation” means the compensation which a... certain conditions, to perform an overtime work assignment. Commute compensation, within the limits... maximum, in effect for the year involved, in overtime and premium pay a Customs Officer shall receive in...

19 CFR 24.16 - Overtime services; overtime compensation and premium pay for Customs Officers; rate of compensation.

Code of Federal Regulations, 2010 CFR

2010-04-01

... the officer to return to a place of work. (5) “Commute compensation” means the compensation which a... certain conditions, to perform an overtime work assignment. Commute compensation, within the limits... maximum, in effect for the year involved, in overtime and premium pay a Customs Officer shall receive in...

19 CFR 24.16 - Overtime services; overtime compensation and premium pay for Customs Officers; rate of compensation.

Code of Federal Regulations, 2014 CFR

2014-04-01

... the officer to return to a place of work. (5) “Commute compensation” means the compensation which a... certain conditions, to perform an overtime work assignment. Commute compensation, within the limits... maximum, in effect for the year involved, in overtime and premium pay a Customs Officer shall receive in...

19 CFR 24.16 - Overtime services; overtime compensation and premium pay for Customs Officers; rate of compensation.

Code of Federal Regulations, 2012 CFR

2012-04-01

... the officer to return to a place of work. (5) “Commute compensation” means the compensation which a... certain conditions, to perform an overtime work assignment. Commute compensation, within the limits... maximum, in effect for the year involved, in overtime and premium pay a Customs Officer shall receive in...

The Development of an Incentive Pay System for Use at Sue Bennett College.

ERIC Educational Resources Information Center

McLendon, Sandra F.

This paper reports on a study designed to assist in the development of an incentive pay system at Kentucky's Sue Bennett College that would be utilized to recognize merit and performance through increases in faculty salaries. Study procedures to determine the system's elements involved a literature search, a solicitation of input from the Faculty…

Computing Gross Pay from Punched Time Cards. Student Manual and Instructor's Manual.

ERIC Educational Resources Information Center

McElveen, Peggy C.

Supporting performance objective 30 of the V-TECS (Vocational-Technical Education Consortium of States) Secretarial Catalog, both a set of student materials and an instructor's manual on computing gross pay from punched time cards are included in this packet, which is part of a series. The student materials include a group of time cards,…

Paying to Learn: The Effect of Financial Incentives on Elementary School Test Scores. NBER Working Paper No. 16333

ERIC Educational Resources Information Center

Bettinger, Eric P.

2010-01-01

Policymakers and academics are increasingly interested in applying financial incentives to individuals in education. This paper presents evidence from a pay for performance program taking place in Coshocton, Ohio. Since 2004, Coshocton has provided cash payments to students in grades three through six for successful completion of their…

Acceptability of quality reporting and pay for performance among primary health centers in Lebanon.

PubMed

Saleh, Shadi S; Alameddine, Mohamad S; Natafgi, Nabil M

2013-01-01

Primary health care (PHC) is emphasized as the cornerstone of any health care system. Enhancing PHC performance is considered a strategy to enhance effective and equitable access to care. This study assesses the acceptability of and factors associated with quality reporting among PHC centers (PHCCs) in Lebanon. The managers of 132 Lebanese Ministry of Health PHCCs were surveyed using a cross-sectional design. Managers' willingness to report quality, participate in comparative quality assessments, and endorse pay-for-performance schemes was evaluated. Collected data were matched to the infrastructural characteristics and services database. Seventy-six percent of managers responded to the questionnaire, 93 percent of whom were willing to report clinical performance. Most expressed strong support for peer-performance comparison and pay-for-performance schemes. Willingness to report was negatively associated with the religious affiliation of centers and presence of health care facilities in the catchment area and favorably associated with use of information systems and the size of population served. The great willingness of PHCC managers to employ quality-enhancing initiatives flags a policy priority for PHC stakeholders to strengthen PHCC infrastructure and to enable reporting in an easy, standardized, and systematic way. Enhancing equity necessitates education and empowerment of managers in remote areas and those managing religiously affiliated centers.

Taking stock of pay-for-performance: a candid assessment from the front lines.

PubMed

Damberg, Cheryl L; Raube, Kristiana; Teleki, Stephanie S; Dela Cruz, Erin

2009-01-01

Pay-for-performance (P4P) has been widely adopted, but it remains unclear how providers are responding and whether results are meeting expectations. Physician organizations involved in the California Integrated Healthcare Association's (IHA) P4P program reported having increased physician-level performance feedback and accountability, speeded up information technology adoption, and sharpened their organizational focus and support for improvement in response to P4P; however, after three years of investment, these changes had not translated into breakthrough quality improvements. Continued monitoring is required to determine whether early investments made by physician organizations provide a basis for greater improvements in the future.

What you do not know about disease management: a new ally in the pay-for-performance era.

PubMed

Peck, Charles A

2008-01-01

Disease management is relatively new, and many medical practices have misconceptions about how it works. Far from being a burden to busy medical practices, disease management programs can reduce hassles for physicians and office managers by coaching patients to be more compliant, better prepared, and less likely to make unnecessary phone calls. Disease management programs cost the medical practices nothing. They can even help practices make money by providing data needed for bonuses from the growing number of pay-for-performance programs.

Horses or unicorns: can paying for performance make quality competition routine?

PubMed

Sage, William M; Kalyan, Dev N

2006-06-01

The competitive benefits of pay-for-performance (P4P) financial incentives are widely assumed. These incentives can affect health care through several mechanisms, however, not all of which involve competition. This insight has three implications. First, federal antitrust enforcement should continue to scrutinize P4P arrangements. Second, government needs to play a larger role in P4P than through antitrust oversight. Third, widespread enthusiasm for a particular health policy reform does not relieve policy makers of the obligation to understand its theoretical basis.

Quality Measures in Stroke

PubMed Central

Poisson, Sharon N.; Josephson, S. Andrew

2011-01-01

Stroke is a major public health burden, and accounts for many hospitalizations each year. Due to gaps in practice and recommended guidelines, there has been a recent push toward implementing quality measures to be used for improving patient care, comparing institutions, as well as for rewarding or penalizing physicians through pay-for-performance. This article reviews the major organizations involved in implementing quality metrics for stroke, and the 10 major metrics currently being tracked. We also discuss possible future metrics and the implications of public reporting and using metrics for pay-for-performance. PMID:23983840

CEO Compensation and Hospital Financial Performance

PubMed Central

Reiter, Kristin L.; Sandoval, Guillermo A.; Brown, Adalsteinn D.; Pink, George H.

2010-01-01

Growing interest in pay-for-performance and the level of CEO pay raises questions about the link between performance and compensation in the health sector. This study compares the compensation of non-profit hospital Chief Executive Officers (CEOs) in Ontario, Canada to the three longest reported and most used measures of hospital financial performance. Our sample consisted of 132 CEOs from 92 hospitals between 1999 and 2006. Unbalanced panel data were analyzed using fixed effects regression. Results suggest that CEO compensation was largely unrelated to hospital financial performance. Inflation-adjusted salaries appeared to increase over time independent of hospital performance, and hospital size was positively correlated with CEO compensation. The apparent upward trend in salary despite some declines in financial performance challenges the fundamental assumption underlying this paper, that is, financial performance is likely linked to CEO compensation in Ontario. Further research is needed to understand long-term performance related to compensation incentives. PMID:19605619

CEO compensation and hospital financial performance.

PubMed

Reiter, Kristin L; Sandoval, Guillermo A; Brown, Adalsteinn D; Pink, George H

2009-12-01

Growing interest in pay-for-performance and the level of chief executive officers' (CEOs') pay raises questions about the link between performance and compensation in the health sector. This study compares the compensation of nonprofit hospital CEOs in Ontario, Canada to the three longest reported and most used measures of hospital financial performance. Our sample consisted of 132 CEOs from 92 hospitals between 1999 and 2006. Unbalanced panel data were analyzed using fixed effects regression. Results suggest that CEO compensation was largely unrelated to hospital financial performance. Inflation-adjusted salaries appeared to increase over time independent of hospital performance, and hospital size was positively correlated with CEO compensation. The apparent upward trend in salary despite some declines in financial performance challenges the fundamental assumption underlying this article, that is, financial performance is likely linked to CEO compensation in Ontario. Further research is needed to understand long-term performance related to compensation incentives.

Public Law 100-461, Foreign Operations, Export Financing and Related Programs Appropriations Act, 1989, 1 October 1988.

PubMed

1988-01-01

This Act does the following among other things: 1) prohibits using funds appropriated under the Act to lobby for abortion and 2) prohibits making development assistance funds available 1) to pay for abortions as a method of family planning (FP) or to motivate or coerce any person to perform abortions; 2) to pay for involuntary sterilization as a method of FP or to coerce or provide any financial incentive to any person to undergo sterilization; 3) to pay for biomedical research that relates to the methods of, or performance of, abortions or involuntary sterilization as a means of FP; or 4) to any country or organization if the use of such funds by such country or organization would violate any of the abortion or involuntary sterilization provisions. It also reaffirms the commitment of the US Congress to population, development assistance, and the need for informed voluntary FP. full text

To Pay or Not to Pay: The Influence of Compensation as an External Reward on Learning Outcomes of Peer Leaders

ERIC Educational Resources Information Center

Young, Dallin George; Keup, Jennifer R.

2018-01-01

Data on 4,016 peer leaders from 49 four-year institutions across the United States were used for this quantitative study. Structural equation modeling was used to examine the impact of different forms of compensation on the skills development, institution interaction, academic commitment, employability outcomes, and academic performance of peer…

Making Teacher Incentives Work: Lessons from North Carolina's Teacher Bonus Program. Education Outlook. No. 5

ERIC Educational Resources Information Center

Ahn, Thomas; Vigdor, Jacob L.

2011-01-01

North Carolina has operated one of the country's largest pay-for-performance teacher-bonus programs since the late 1990s. New research shows that a North Carolina-style incentive-pay program has the potential to improve student learning by encouraging teachers to exert more effort on the job. The North Carolina model avoids three pitfalls…

Good Help Is Hard to Find: A Study in Retention and Motivation

ERIC Educational Resources Information Center

Norman, Scott W.

2010-01-01

This case study confronts the issues of staff motivation and teacher retention that face administrators in low-paying and/or low-performing small school settings when teacher pay is low and morale is lower, especially in communities having a lower economic base. It will present not only opportunities to try to keep good teachers but also…

Options for Studying Teacher Pay Reform Using Natural Experiments

ERIC Educational Resources Information Center

Glazerman, Steven; Silva, Tom; Addy, Nii; Avellar, Sarah; Max, Jeffrey; McKie, Allison; Natzke, Brenda; Puma, Michael; Wolf, Patrick; Greszler, Rachel Ungerer

2006-01-01

How public school teachers are paid in the U.S. has been a controversial issue for many years. Critics of the traditional system, in which teachers are paid on the basis of years of experience and educational attainment, claim that it does not reward or promote good teaching as fairly as systems that tie pay to performance: having certain skills,…

Brief Highlights of Major Federal Laws and Order on Sex Discrimination in Employment.

ERIC Educational Resources Information Center

Employment Standards Administration (DOL), Washington, DC. Women's Bureau.

The following laws and order are explained in this pamphlet: (1) Equal Pay Act of 1963 (concerns prohibiting employers from paying workers of one sex less than workers of the other sex for equal work on jobs that require equal skill, effort, and responsibility and that are performed under similar working conditions), (2) Title VII of the Civil…

75 FR 70616 - Prevailing Rate Systems; Redefinition of the Madison, WI, and Southwestern Wisconsin Appropriated...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-18

... best match the counties proposed for redefinition to a nearby FWS survey area. No other changes are... Director for Pay and Leave, Employee Services, U.S. Office of Personnel Management, Room 7H31, 1900 E Street, NW., Washington, DC 20415-8200; e-mail pay-performance[email protected] ; or FAX: (202) 606- 4264...

Who Chooses Incentivized Pay Structures? Exploring the Link between Performance and Preferences for Compensation Reform in the Teacher Labor Market

ERIC Educational Resources Information Center

Goldhaber, Dan; Bignell, Wes; Farley, Amy; Walch, Joe; Cowan, James

2016-01-01

We report on research examining the revealed preferences of teachers in Denver Public Schools who were given the opportunity to select between remaining on a traditional salary schedule and opting into one of the nation's high-profile pay reform systems, Denver's Professional Compensation System for Teachers. The incentive structure creates…

Evaluation of the Teacher Incentive Fund: Implementation and Impacts of Pay-for-Performance after Three Years. NCEE 2016-4004

ERIC Educational Resources Information Center

Wellington, Alison; Chiang, Hanley; Hallgren, Kristin; Speroni, Cecilia; Herrmann, Mariesa; Burkander, Paul

2016-01-01

Research indicates that effective teachers are critical to raising student achievement. However, there is little evidence about the best ways to improve teacher effectiveness, or how schools that serve the students most in need can attract and retain effective teachers. Traditional salary schedules, which pay teachers based on their years of…

Introduction to Focus Issue: nonlinear and stochastic physics in biology.

PubMed

Bahar, Sonya; Neiman, Alexander B; Jung, Peter; Kurths, Jürgen; Schimansky-Geier, Lutz; Showalter, Kenneth

2011-12-01

Frank Moss was a leading figure in the study of nonlinear and stochastic processes in biological systems. His work, particularly in the area of stochastic resonance, has been highly influential to the interdisciplinary scientific community. This Focus Issue pays tribute to Moss with articles that describe the most recent advances in the field he helped to create. In this Introduction, we review Moss's seminal scientific contributions and introduce the articles that make up this Focus Issue.

Ensuring Pay for Our Military Act of 2011

THOMAS, 112th Congress

Rep. Gohmert, Louie [R-TX-1

2011-03-31

House - 07/14/2011 Motion to Discharge Committee filed by Mr. Gohmert. Petition No: 112-2. (All Actions) Notes: On 7/14/2011, a motion was filed to discharge the Committees on Armed Services and Transportation and Infrastructure from the consideration of H.R.1297. A discharge petition requires 218 signatures for further action. (Discharge Petition No. 112-2: text with signatures.) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Caregivers' Willingness to Pay for Technologies to Support Caregiving.

PubMed

Schulz, Richard; Beach, Scott R; Matthews, Judith T; Courtney, Karen; De Vito Dabbs, Annette; Mecca, Laurel Person

2016-10-01

We report the results of a study designed to assess whether and how much informal caregivers are willing to pay for technologies designed to help monitor and support care recipients (CRs) in performing kitchen and personal care tasks. We carried out a web survey of a national sample of adult caregivers (age 18-64) caring for an older adult (N = 512). Respondents completed a 25min online survey that included questions about their caregiving situation, current use of everyday technology, use of specific caregiving technologies, general attitudes toward technology, and questions about technologies designed to help them monitor and provide assistance for CRs' kitchen and self-care activities. About 20% of caregivers were not willing to pay anything for kitchen and self-care technologies. Among those willing to pay something, the mean amount was approximately $50 per month for monitoring technologies and $70 per month for technologies that both monitored and provided some assistance. Younger caregivers, those caring for a person with Alzheimer's disease, and caregivers with more positive attitudes toward and experience with technology were willing to pay more. Most caregivers feel that the government or private insurance should help pay for these technologies. Caregivers are receptive and willing to pay for technologies that help them care for their CR, although the amount they are willing to pay is capped at around $70 per month. The combination of private pay and government subsidy may facilitate development and dissemination of caregiver technologies. © The Author 2015. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Measuring and managing health system performance: An update from New Zealand.

PubMed

Chalmers, Linda Maree; Ashton, Toni; Tenbensel, Tim

2017-08-01

In July 2016, New Zealand introduced a new approach to measuring and monitoring health system performance. This 'Systems Level Measure Framework' (SLMF) has evolved from the Integrated Performance and Incentive Framework (IPIF) previously reported in this journal. The SLMF is designed to stimulate a 'whole of system' approach that requires inter-organisational collaboration. Local 'Alliances' between government and non-government health sector organisations are responsible for planning and achieving improved health system outcomes such as reducing ambulatory sensitive hospitalisation for young children, and reducing acute hospital bed days. It marks a shift from the previous regime of output and process targets, and from a pay-for-performance approach to primary care. Some elements of the earlier IPIF proposal, such as general practice quality measures, and tiered levels of performance, were not included in the SLM framework. The focus on health system outcomes demonstrates policy commitment to effective integration of health services. However, there remain considerable challenges to successful implementation. An outcomes framework makes it challenging to attribute changes in outcomes to organisational and collaborative strategies. At the local level, the strength and functioning of collaborative relationships between organisations vary considerably. The extent and pace of change may also be constrained by existing funding arrangements in the health system. Copyright © 2017 The Authors. Published by Elsevier B.V. All rights reserved.

Effect of provider and patient reminders, deployment of nurse practitioners, and financial incentives on cervical and breast cancer screening rates.

PubMed

Kaczorowski, Janusz; Hearps, Stephen J C; Lohfeld, Lynne; Goeree, Ron; Donald, Faith; Burgess, Ken; Sebaldt, Rolf J

2013-06-01

To evaluate the effect of the Provider and Patient Reminders in Ontario: Multi-Strategy Prevention Tools (P-PROMPT) reminder and recall system and pay-for-performance incentives on the delivery rates of cervical and breast cancer screening in primary care practices in Ontario, with or without deployment of nurse practitioners (NPs). Before-and-after comparisons of the time-appropriate delivery rates of cervical and breast cancer screening using the automated and NP-augmented strategies of the P-PROMPT reminder and recall system. Southwestern Ontario. A total of 232 physicians from 24 primary care network or family health network groups across 110 different sites eligible for pay-for-performance incentives. The P-PROMPT project combined pay-for-performance incentives with provider and patient reminders and deployment of NPs to enhance the delivery of preventive care services. The mean delivery rates at the practice level of time-appropriate mammograms and Papanicolaou tests completed within the previous 30 months. Before-and-after comparisons of time-appropriate delivery rates (< 30 months) of cancer screening showed the rates of Pap tests and mammograms for eligible women significantly increased over a 1-year period by 6.3% (P < .001) and 5.3% (P < .001), respectively. The NP-augmented strategy achieved comparable rate increases to the automated strategy alone in the delivery rates of both services. The use of provider and patient reminders and pay-for-performance incentives resulted in increases in the uptake of Pap tests and mammograms among eligible primary care patients over a 1-year period in family practices in Ontario.

A probability metric for identifying high-performing facilities: an application for pay-for-performance programs.

PubMed

Shwartz, Michael; Peköz, Erol A; Burgess, James F; Christiansen, Cindy L; Rosen, Amy K; Berlowitz, Dan

2014-12-01

Two approaches are commonly used for identifying high-performing facilities on a performance measure: one, that the facility is in a top quantile (eg, quintile or quartile); and two, that a confidence interval is below (or above) the average of the measure for all facilities. This type of yes/no designation often does not do well in distinguishing high-performing from average-performing facilities. To illustrate an alternative continuous-valued metric for profiling facilities--the probability a facility is in a top quantile--and show the implications of using this metric for profiling and pay-for-performance. We created a composite measure of quality from fiscal year 2007 data based on 28 quality indicators from 112 Veterans Health Administration nursing homes. A Bayesian hierarchical multivariate normal-binomial model was used to estimate shrunken rates of the 28 quality indicators, which were combined into a composite measure using opportunity-based weights. Rates were estimated using Markov Chain Monte Carlo methods as implemented in WinBUGS. The probability metric was calculated from the simulation replications. Our probability metric allowed better discrimination of high performers than the point or interval estimate of the composite score. In a pay-for-performance program, a smaller top quantile (eg, a quintile) resulted in more resources being allocated to the highest performers, whereas a larger top quantile (eg, being above the median) distinguished less among high performers and allocated more resources to average performers. The probability metric has potential but needs to be evaluated by stakeholders in different types of delivery systems.

The case of the unpopular pay plan.

PubMed

Ehrenfeld, T; Coil, M; Berwick, D; Nyberg, T; Beer, M

1992-01-01

Three years after launching the team-based Quality For All program, Top Chemical Company CEO Sam Verde was searching for a team-based compensation system that would reflect his company's new philosophy. With a committee gathered to discuss the issue, Verde confronts the fact that changing pay plans is an issue few people can agree on. "Very simply," explains vice president for compensation Gilbert Porterfield, "the plan is designed to give employees working on teams real incentives for constant improvement and overall excellence. The variable aspect of the system pays employees for the performance of their group." This doesn't sit well with the others. "It's going to punish teams like mine for the failings of others instead of rewarding us for the work we do and have already done," says packaging team representative Ruth Gibson. Another committee member feels that team-based anything is a "motivational happy land that doesn't square with how people really work." While Verde likes the proposed pay plan, he has doubts over whether his employees will accept the risk. Upper management has no problem basing 60% of its pay on TopChem's performance. But getting line employees to risk part of their salaries--even as little as 4%--on the ups and downs of the chemical industry may be more trouble than it's worth. Four experts on compensation reveal where Top Chemical went wrong in its plan and how Sam Verde might bring about change successfully.

5 CFR 430.309 - Using performance results.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Using performance results. 430.309... PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.309 Using performance results. (a) Agencies will use the results of performance appraisals and ratings as a basis for adjusting pay, granting...

5 CFR 430.309 - Using performance results.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Using performance results. 430.309... PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.309 Using performance results. (a) Agencies will use the results of performance appraisals and ratings as a basis for adjusting pay, granting...

5 CFR 430.309 - Using performance results.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Using performance results. 430.309... PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.309 Using performance results. (a) Agencies will use the results of performance appraisals and ratings as a basis for adjusting pay, granting...

5 CFR 430.309 - Using performance results.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Using performance results. 430.309... PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.309 Using performance results. (a) Agencies will use the results of performance appraisals and ratings as a basis for adjusting pay, granting...

5 CFR 430.309 - Using performance results.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Using performance results. 430.309... PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.309 Using performance results. (a) Agencies will use the results of performance appraisals and ratings as a basis for adjusting pay, granting...

Workplace Conditions That Matter to Teachers. Principal's Research Review: Supporting the Principal's Data-Informed Decisions. Vol. 6, No. 1

ERIC Educational Resources Information Center

Protheroe, Nancy

2011-01-01

Much of the conversation in recent years about how to attract and retain high-quality teachers has focused on salaries--how much teachers are paid, the possibilities of differentiated pay scales, and pay for performance. But it has become increasingly clear that teachers take much more than salary into account when tallying up working conditions.…

21 CFR 1.99 - Costs chargeable in connection with relabeling and reconditioning inadmissible imports.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 52 40-hr weeks 2,080 Less: 9 legal public holidays—New Years Day, Washington's Birthday, Memorial Day... the hourly rate of regular pay of a grade GS-11/4 employee, except that such services performed by a... rate per hour equal to 266 percent of the hourly rate of regular pay of a grade GS-12/4 employee. The...

Teacher Incentive Pay and Educational Outcomes: Evidence from the NYC Bonus Program. Program on Education Policy and Governance Working Papers Series. PEPG 10-07

ERIC Educational Resources Information Center

Goodman, Sarena; Turner, Lesley

2010-01-01

Teacher compensation schemes are often criticized for lacking a performance-based component. Proponents of merit pay argue that linking teacher salaries to student achievement will incentivize teachers to focus on raising student achievement and stimulate innovation across the school system as a whole. In this paper, we utilize a policy experiment…

Evaluation of the Teacher Incentive Fund: Implementation and Impacts of Pay-for-Performance after Three Years. Executive Summary. NCEE 2016-4005

ERIC Educational Resources Information Center

Wellington, Alison; Chiang, Hanley; Hallgren, Kristin; Speroni, Cecilia; Herrmann, Mariesa; Burkander, Paul

2016-01-01

Research indicates that effective teachers are critical to raising student achievement. However, there is little evidence about the best ways to improve teacher effectiveness, or how schools that serve the students most in need can attract and retain effective teachers. Traditional salary schedules, which pay teachers based on their years of…

In search of the elusive U-shaped performance-turnover relationship: are high performing Swiss bankers more liable to quit?

PubMed

Salamin, Alain; Hom, Peter W

2005-11-01

This project revisits the perennial debate over the relationship between job performance and turnover. Disputing traditional findings, C. Trevor, B. Gerhart, and J. Boudreau (1997) observed that high and low performers quit more than do average performers. They further challenged received wisdom by showing that promotions can induce turnover, especially among poor performers, by signaling ability. The authors sought to replicate and extend these unconventional findings by exploring curvilinear and moderating effects on the performance-exit relationship among 11,098 Swiss nationals employed in a bank. Survival regression revealed that performance is curvilinearly related to quits and that bonus pay deterred superior performers from leaving more than did pay increases. Further, the average number of job levels advanced per promotion rather than promotion rate increased quit risks. Cultural and organizational moderators of performance-termination associations and effective strategies for retaining top performers are discussed. ((c) 2005 APA, all rights reserved).

The long-term effect of premier pay for performance on patient outcomes.

PubMed

Jha, Ashish K; Joynt, Karen E; Orav, E John; Epstein, Arnold M

2012-04-26

Pay for performance has become a central strategy in the drive to improve health care. We assessed the long-term effect of the Medicare Premier Hospital Quality Incentive Demonstration (HQID) on patient outcomes. We used Medicare data to compare outcomes between the 252 hospitals participating in the Premier HQID and 3363 control hospitals participating in public reporting alone. We examined 30-day mortality among more than 6 million patients who had acute myocardial infarction, congestive heart failure, or pneumonia or who underwent coronary-artery bypass grafting (CABG) between 2003 and 2009. At baseline, the composite 30-day mortality was similar for Premier and non-Premier hospitals (12.33% and 12.40%, respectively; difference, -0.07 percentage points; 95% confidence interval [CI], -0.40 to 0.26). The rates of decline in mortality per quarter at the two types of hospitals were also similar (0.04% and 0.04%, respectively; difference, -0.01 percentage points; 95% CI, -0.02 to 0.01), and mortality remained similar after 6 years under the pay-for-performance system (11.82% for Premier hospitals and 11.74% for non-Premier hospitals; difference, 0.08 percentage points; 95% CI, -0.30 to 0.46). We found that the effects of pay for performance on mortality did not differ significantly among conditions for which outcomes were explicitly linked to incentives (acute myocardial infarction and CABG) and among conditions not linked to incentives (congestive heart failure and pneumonia) (P=0.36 for interaction). Among hospitals that were poor performers at baseline, mortality was similar in the two groups of hospitals at the start of the study (15.12% and 14.73%; difference, 0.39 percentage points; 95% CI, -0.36 to 1.15), with similar rates of improvement per quarter (0.10% and 0.07%; difference, -0.03 percentage points; 95% CI, -0.08 to 0.02) and similar mortality rates at the end of the study (13.37% and 13.21%; difference, 0.15 percentage points; 95% CI, -0.70 to 1.01). We found no evidence that the largest hospital-based pay-for-performance program led to a decrease in 30-day mortality. Expectations of improved outcomes for programs modeled after Premier HQID should therefore remain modest.

Cost savings in a hospital clinical laboratory with a pay-for-performance incentive program for supervisors.

PubMed

Winkelman, J W; Aitken, J L; Wybenga, D R

1991-01-01

A pay-for-performance incentive program for clinical laboratory supervisors was developed and implemented at Brigham and Women's Hospital (Boston, Mass). It provides monetary rewards to personnel who directly produce cost savings in their area of responsibility. This reward system is new to the hospital laboratory but is commonly used in industry. Substantial true cost savings over and above previously established stringent budgets were achieved, 11% of which was returned to first-line supervisors in the form of a bonus. The program expanded the scope of professionalism for supervisors to include fiscal management.

The dark side of transparency: How and when pay administration practices affect employee helping.

PubMed

Bamberger, Peter; Belogolovsky, Elena

2017-04-01

This study examines a long-standing contention of practitioners and scholars alike, namely that pay transparency may adversely affect employees' tendency to offer assistance to coworkers. Drawing from research on social comparison, information vividness, and envy, we develop and test a moderated-mediation model positing that transparency adversely affects the amount of help individuals afford to peers who, based on pay for performance, are paid more than them. Testing our hypotheses in the context of a multiround simulation-based laboratory experiment, we find that this adverse effect of pay transparency on helping is largely explained by transparency's positive association with episodic envy, but only when individual differences grounded in differential social value orientations, specifically those regarding individualism beliefs and prosocial motivation, are taken into consideration. Implications for theory and practice are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Knowledge Workers' Perceptions of Performance Ratings

ERIC Educational Resources Information Center

Smith, Alan D.; Rupp, William T.

2004-01-01

One major purpose of performance appraisals is to determine individual merit, especially where pay for performance systems are employed. Based upon expectancy theory, high performance ratings should entail high merit increases while low performance ratings result in low merit increases. However, it appears that decoupling performance ratings and…

Who decides and what are people willing-to-pay for whole genome sequencing information?

PubMed Central

Marshall, DA; Gonzalez, JM; Johnson, FR; MacDonald, KV; Pugh, A; Douglas, MP; Phillips, KA

2016-01-01

PURPOSE Whole genome sequencing (WGS) can be used as a powerful diagnostic tool which could also be used for screening but may generate anxiety, unnecessary testing and overtreatment. Current guidelines suggest reporting clinically actionable secondary findings when diagnostic testing is performed. We estimated preferences for receiving WGS results. METHODS A US nationally representative survey (n=410 adults) was used to rank preferences for who decides (expert panel, your doctor, you) which WGS results are reported. We estimated the value of information about variants with varying levels of clinical usefulness using willingness-to-pay contingent valuation questions. RESULTS 43% preferred to decide themselves what information is included in the WGS report. 38% (95% CI:33–43%) would not pay for actionable variants, and 3% (95% CI:1–5%) would pay more than $1000. 55% (95% CI:50–60%) would not pay for variants in which medical treatment is currently unclear, and 7% (95% CI:5–9%) would pay more than $400. CONCLUSION Most people prefer to decide what WGS results are reported. Despite valuing actionable information more, some respondents perceive that genetic information could negatively impact them. Preference heterogeneity for WGS information should be considered in the development of policies, particularly to integrate patient preferences with personalized medicine and shared decision making. PMID:27253734

Creativity and Performativity Policies in Primary School Cultures

ERIC Educational Resources Information Center

Troman, Geoff; Jeffrey, Bob; Raggl, Andrea

2007-01-01

Cultures of performativity in English primary schools refer to systems and relationships of: target-setting; Ofsted inspections; school league tables constructed from pupil test scores; performance management; performance related pay; threshold assessment; and advanced skills teachers. Systems which demand that teachers "perform" and in…

Willingness to pay for National Health Insurance Fund among public servants in Juba City, South Sudan: a contingent evaluation.

PubMed

Basaza, Robert; Alier, Paul Kon; Kirabira, Peter; Ogubi, David; Lako, Richard Lino Loro

2017-08-30

This study assessed willingness to pay for National Health Insurance Fund (NHIF) among public servants in Juba City. NHIF is the proposed health insurance scheme for South Sudan and aims at achieving universal health coverage for the entire nation's population. One compounding issue is that over the years, governments' spending on healthcare has been decreasing from 8.4% of national budget in 2007 to only 2.2% in 2012. A cross-sectional study design using contingent evaluation was employed; data on willingness to pay was collected from 381 randomly selected respondents and 13 purposively selected key informants working for the national, state and Juba County in September 2015. Qualitative data were analysed using conceptual content analysis. T-tests and linear regressions were performed to determine association between WTP for NHIF and independent variables. Up to 381 public servants were interviewed, of which 68% indicated willingness to pay varying percentages of total monthly individual income for NHIF. Over two-thirds (67.8%) of those willing to pay could pay up to 5% of their total monthly income, 22.9% could pay up to 10% and the rest could pay 25%. Over 80% were willing to pay up to 50 SSP (1 USD = 10 SSP) premiums for medical consultation, laboratory services and drugs. The main factors influencing the respondents' decisions were awareness, alternative sources of income, household size, insurance cover and religion. Willingness to pay is mainly influenced by awareness, alternative sources of individual income, household size, insurance cover and religion. Most of the public servants were aware of and willing to pay for NHIF and prefer a premium of up to 5% of total monthly income. There is need to create awareness and reach out to those who do not know about the scheme in addition to a detailed analysis of other stakeholders. Consideration could be made by the Government of South Sudan to start the scheme at the earliest opportunity since the majority of the respondents were willing to contribute towards it.

Spin Polarization and Color Superconductivity in the Nambu-Jona-Lasinio Model

NASA Astrophysics Data System (ADS)

Matsuoka, Hiroaki; Tsue, Yasuhiko; da Providência, João; Providência, Constança; Yamamura, Masatoshi

In this research we study a possibility that spins of quarks may polarize at large quark chemical potential. In order to discuss this possibility, we introduce a tensor-type interaction into the Nambu-Jona-Lasinio model. Here we pay attention to the relationship between chiral condensate, spin polarization and color superconductivity. It is shown that, at large quark chemical potential and low temperature, the coexisting phase where both the spin-polarized condensate and color superconducting gap exist together may be realized.

Efficient Privacy-Enhancing Techniques for Medical Databases

NASA Astrophysics Data System (ADS)

Schartner, Peter; Schaffer, Martin

In this paper, we introduce an alternative for using linkable unique health identifiers: locally generated system-wide unique digital pseudonyms. The presented techniques are based on a novel technique called collision-free number generation which is discussed in the introductory part of the article. Afterwards, attention is payed onto two specific variants of collision-free number generation: one based on the RSA-Problem and the other one based on the Elliptic Curve Discrete Logarithm Problem. Finally, two applications are sketched: centralized medical records and anonymous medical databases.

Evaluation of Contracting and Production Activities at: The Defense Logistics Agency’s Defense Supply Centers. Volume 3. Defense Personnel Support Center Review.

DTIC Science & Technology

1984-03-01

with GAO; GAO sustained only 1. The Maybank Amendment also complicates both the bidding and award process. Normally, the DoD Appropriation Act...precludes DoD from paying a price differential on contracts awarded for labor surplus area (LSA) set-asides. This restriction, known as the Maybank Amendment...personnel believe that the frequency of bid protests has increased as a consequence of the bidding complica- tions introduced by the Maybank revision

To eliminate automatic pay adjustments for Members of Congress, and for other purposes.

THOMAS, 111th Congress

Rep. Latta, Robert E. [R-OH-5

2009-01-15

House - 03/23/2009 Motion to Discharge Committee filed by Mr. Latta. Petition No: 111-1. (All Actions) Notes: On 3/23/2009, a motion was filed to discharge the Committee on House Administration, and the Committee on Oversight and Government Reform from consideration of H.R.581. A discharge petition requires 218 signatures for further action. (Discharge Petition No. 111-1: text with... Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

A bill to amend title 38, United States Code, to extend the authorization of appropriations for the Secretary of Veterans Affairs to pay a monthly assistance allowance to disabled veterans training or competing for the Paralympic Team and the authorization of appropriations for the Secretary of Veterans Affairs to provide assistance to United States Paralympics, Inc., and for other purposes.

THOMAS, 112th Congress

Sen. Boozman, John [R-AR

2012-05-17

Senate - 06/27/2012 Committee on Veterans' Affairs. Hearings held. Hearings printed: S.Hrg. 112-668. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

The impact of the Quality and Outcomes Framework on practice organisation and service delivery: summary of evidence from two qualitative studies.

PubMed

Checkland, Kath; Harrison, Stephen

2010-01-01

In 2003, the new General Medical Services Contract introduced a pay-for-performance programme know as the Quality and Outcomes Framework (QOF) into UK general practice, with payment for meeting a number of both clinical and organisational quality standards. To investigate in detail the impact of the QOF on practice organisation and service delivery. Two linked qualitative case studies in England and Scotland, using interviews and observation to investigate in depth the impact of the QOF in four general medical practices. A number of significant changes to practice organisation and service delivery were observed, including: changes to practice organisational structures; an increased role for information technology; a move towards a more biomedical form of medical care; and changes to roles and relationships, including the introduction of internal peer-review and surveillance. In spite of this, the practices maintained a narrative of 'no change', arguing that they had 'fitted QOF in' to their routines with little trouble.

Combinatorial neural codes from a mathematical coding theory perspective.

PubMed

Curto, Carina; Itskov, Vladimir; Morrison, Katherine; Roth, Zachary; Walker, Judy L

2013-07-01

Shannon's seminal 1948 work gave rise to two distinct areas of research: information theory and mathematical coding theory. While information theory has had a strong influence on theoretical neuroscience, ideas from mathematical coding theory have received considerably less attention. Here we take a new look at combinatorial neural codes from a mathematical coding theory perspective, examining the error correction capabilities of familiar receptive field codes (RF codes). We find, perhaps surprisingly, that the high levels of redundancy present in these codes do not support accurate error correction, although the error-correcting performance of receptive field codes catches up to that of random comparison codes when a small tolerance to error is introduced. However, receptive field codes are good at reflecting distances between represented stimuli, while the random comparison codes are not. We suggest that a compromise in error-correcting capability may be a necessary price to pay for a neural code whose structure serves not only error correction, but must also reflect relationships between stimuli.

End-of-life healthcare expenditure: Testing economic explanations using a discrete choice experiment.

PubMed

Fischer, Barbara; Telser, Harry; Zweifel, Peter

2018-06-07

Healthcare expenditure (HCE) spent during an individual's last year of life accounts for a high share of lifetime HCE. This finding is puzzling because an investment in health is unlikely to have a sufficiently long payback period. However, Becker et al. (2007) and Philipson et al. (2010) have advanced a theory designed to explain high willingness to pay (WTP) for an extension of life close to its end. Their testable implications are complemented by the concept of 'pain of risk bearing' introduced by Eeckhoudt and Schlesinger (2006). They are tested using a discrete choice experiment performed in 2014, involving 1,529 Swiss adults. An individual setting where the price attribute is substantial out-of-pocket payment for a novel drug for treatment of terminal cancer is distinguished from a societal one, where it is an increase in contributions to social health insurance. Most of the economic predictions receive empirical support. Copyright © 2018. Published by Elsevier B.V.

Measuring the value of accurate link prediction for network seeding.

PubMed

Wei, Yijin; Spencer, Gwen

2017-01-01

The influence-maximization literature seeks small sets of individuals whose structural placement in the social network can drive large cascades of behavior. Optimization efforts to find the best seed set often assume perfect knowledge of the network topology. Unfortunately, social network links are rarely known in an exact way. When do seeding strategies based on less-than-accurate link prediction provide valuable insight? We introduce optimized-against-a-sample ([Formula: see text]) performance to measure the value of optimizing seeding based on a noisy observation of a network. Our computational study investigates [Formula: see text] under several threshold-spread models in synthetic and real-world networks. Our focus is on measuring the value of imprecise link information. The level of investment in link prediction that is strategic appears to depend closely on spread model: in some parameter ranges investments in improving link prediction can pay substantial premiums in cascade size. For other ranges, such investments would be wasted. Several trends were remarkably consistent across topologies.

A Hybrid Key Management Scheme for WSNs Based on PPBR and a Tree-Based Path Key Establishment Method

PubMed Central

Zhang, Ying; Liang, Jixing; Zheng, Bingxin; Chen, Wei

2016-01-01

With the development of wireless sensor networks (WSNs), in most application scenarios traditional WSNs with static sink nodes will be gradually replaced by Mobile Sinks (MSs), and the corresponding application requires a secure communication environment. Current key management researches pay less attention to the security of sensor networks with MS. This paper proposes a hybrid key management schemes based on a Polynomial Pool-based key pre-distribution and Basic Random key pre-distribution (PPBR) to be used in WSNs with MS. The scheme takes full advantages of these two kinds of methods to improve the cracking difficulty of the key system. The storage effectiveness and the network resilience can be significantly enhanced as well. The tree-based path key establishment method is introduced to effectively solve the problem of communication link connectivity. Simulation clearly shows that the proposed scheme performs better in terms of network resilience, connectivity and storage effectiveness compared to other widely used schemes. PMID:27070624

Option pricing for stochastic volatility model with infinite activity Lévy jumps

NASA Astrophysics Data System (ADS)

Gong, Xiaoli; Zhuang, Xintian

2016-08-01

The purpose of this paper is to apply the stochastic volatility model driven by infinite activity Lévy processes to option pricing which displays infinite activity jumps behaviors and time varying volatility that is consistent with the phenomenon observed in underlying asset dynamics. We specially pay attention to three typical Lévy processes that replace the compound Poisson jumps in Bates model, aiming to capture the leptokurtic feature in asset returns and volatility clustering effect in returns variance. By utilizing the analytical characteristic function and fast Fourier transform technique, the closed form formula of option pricing can be derived. The intelligent global optimization search algorithm called Differential Evolution is introduced into the above highly dimensional models for parameters calibration so as to improve the calibration quality of fitted option models. Finally, we perform empirical researches using both time series data and options data on financial markets to illustrate the effectiveness and superiority of the proposed method.

Personalized recommendation based on heat bidirectional transfer

NASA Astrophysics Data System (ADS)

Ma, Wenping; Feng, Xiang; Wang, Shanfeng; Gong, Maoguo

2016-02-01

Personalized recommendation has become an increasing popular research topic, which aims to find future likes and interests based on users' past preferences. Traditional recommendation algorithms pay more attention to forecast accuracy by calculating first-order relevance, while ignore the importance of diversity and novelty that provide comfortable experiences for customers. There are some levels of contradictions between these three metrics, so an algorithm based on bidirectional transfer is proposed in this paper to solve this dilemma. In this paper, we agree that an object that is associated with history records or has been purchased by similar users should be introduced to the specified user and recommendation approach based on heat bidirectional transfer is proposed. Compared with the state-of-the-art approaches based on bipartite network, experiments on two benchmark data sets, Movielens and Netflix, demonstrate that our algorithm has better performance on accuracy, diversity and novelty. Moreover, this method does better in exploiting long-tail commodities and cold-start problem.

Exploring the effect of at-risk case management compensation on hospital pay-for-performance outcomes: tools for change.

PubMed

Granata, Randy L; Hamilton, Karen

2015-01-01

Acute care nurse case managers are charged with compliance oversight, managing throughput, and ensuring safe care transitions. Leveraging the roles of nurse case managers and social workers during care transitions translates into improved fiscal performance under the Affordable Care Act. This article aims to equip leaders in the field of case management with tools to facilitate the alignment of case management systems with hospital pay-for-performance measures. A quality improvement project was implemented at a hospital in south Alabama to examine the question: for acute care case managers, what is the effect of key performance indictors using an at-risk compensation model in comparison to past nonincentive models on hospital readmissions, lengths of stay, and patient satisfaction surrounding the discharge process. Inpatient acute care hospital. The implementation of an at-risk compensation model using key performance indicators, Lean Six Sigma methodology, and Creative Health Care Management's Relationship-Based Care framework demonstrated reduced length of stay, hospital readmissions, and improved patient experiences. Regulatory changes and new models of reimbursement in the acute care environment have created the perfect storm for case management leaders. Hospital fiscal performance is dependent on effective case management processes and the ability to optimize scarce resources. The quality improvement project aimed to further align case management systems and structures with hospital pay-for-performance measures. Tools for change were presented to assist leaders with the change acceleration process.

The perceived impact of the National Health Service on personalised nutrition service delivery among the UK public.

PubMed

Fallaize, Rosalind; Macready, Anna L; Butler, Laurie T; Ellis, Judi A; Berezowska, Aleksandra; Fischer, Arnout R H; Walsh, Marianne C; Gallagher, Caroline; Stewart-Knox, Barbara J; Kuznesof, Sharon; Frewer, Lynn J; Gibney, Mike J; Lovegrove, Julie A

2015-04-28

Personalised nutrition (PN) has the potential to reduce disease risk and optimise health and performance. Although previous research has shown good acceptance of the concept of PN in the UK, preferences regarding the delivery of a PN service (e.g. online v. face-to-face) are not fully understood. It is anticipated that the presence of a free at point of delivery healthcare system, the National Health Service (NHS), in the UK may have an impact on end-user preferences for deliverances. To determine this, supplementary analysis of qualitative data obtained from focus group discussions on PN service delivery, collected as part of the Food4Me project in the UK and Ireland, was undertaken. Irish data provided comparative analysis of a healthcare system that is not provided free of charge at the point of delivery to the entire population. Analyses were conducted using the 'framework approach' described by Rabiee (Focus-group interview and data analysis. Proc Nutr Soc 63, 655-660). There was a preference for services to be led by the government and delivered face-to-face, which was perceived to increase trust and transparency, and add value. Both countries associated paying for nutritional advice with increased commitment and motivation to follow guidelines. Contrary to Ireland, however, and despite the perceived benefit of paying, UK discussants still expected PN services to be delivered free of charge by the NHS. Consideration of this unique challenge of free healthcare that is embedded in the NHS culture will be crucial when introducing PN to the UK.

[Analysis on barriers of urban sustainable development based on DEMATEL: a case of Shenyang City].

PubMed

Li, Chun-Rong; Geng, Yong; Xue, Bing; Ren, Wan-Xia; Dong, Hui-Juan

2012-10-01

To scientifically identify the key barriers which the urban sustainable development is facing and to analyze the interrelationships among the barriers are of significance to promote urban sustainable development. Through literature review, site investigation and structural interview, 21 factors affecting the Shenyang City's sustainable development were recognized, and based on questionnaire survey and statistics analysis, 12 main factors were screened. Further, by employing decision-making and trial evaluation laboratory (DEMATEL) method, the interrelationships among these factors were analyzed. The key factors affecting the Shenyang's sustainable development included the lack of leaders' attention, the economy-oriented governmental performance evaluation system, the lower public awareness on sustainable development, and the lack of academic understanding on regional eco-carrying capacity and related key projects. It was suggested that the local government should pay more attention on sustainable development, increase propaganda activities, reform governmental performance evaluation system, establish a reward-punishment system for promoting sustainable development and an effective monitoring mechanism, and enhance the implementation of related regulations, the local enterprises should establish research and development funds to support the researches of key technologies and introduce key projects, and general publics should improve their awareness on sustainable development and actively participate in related activities.

Similarity and Difference in Fee-Paying and No-Fee Learner Expectations, Interaction and Reaction to Learning in a Massive Open Online Course

ERIC Educational Resources Information Center

Cross, Simon; Whitelock, Denise

2017-01-01

The new pedagogical opportunities that massive open online course (MOOC) learning environments offer for the teaching of fee-paying students on university-accredited courses are of growing interest to educators. This paper presents a case study from a postgraduate-taught course at the Open University, UK, where a MOOC performed the dual role of a…

Who Chooses Incentivized Pay Structures? Exploring the Link between Performance and Preferences for Compensation Reform in the Teacher Labor Market. CEDR Working Paper. WP #2014-­8

ERIC Educational Resources Information Center

Goldhaber, Dan; Bignell, Wes; Farley, Amy; Walch, Joe; Cowan, James

2014-01-01

In this paper we report on research examining the revealed preferences of teachers in Denver Public Schools who were given the opportunity to select between remaining on a traditional salary schedule or opting in to one of the nation's highest profile pay reform systems, Denver's Professional Compensation System for Teachers. The incentive…