Sample records for performance pay plans

  1. 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.

  2. 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…

  3. 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…

  4. 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…

  5. 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…

  6. 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.

  7. 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…

  8. 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…

  9. 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…

  10. 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…

  11. 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…

  12. 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.

  13. 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…

  14. Wilmington Area Planning Council, New Castle County, Delaware and Cecil County, Maryland : a performance-based approach to integrating congestion management into the metropolitan planning process

    DOT National Transportation Integrated Search

    2009-04-01

    The Wilmington Area Planning Council takes an objectives-driven, performance-based approach to its metropolitan transportation planning, including paying special attention to integrating its Congestion Management Process into its planning efforts. Th...

  15. 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.

  16. 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…

  17. 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…

  18. 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.

  19. 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.

  20. 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…

  1. 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...

  2. 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…

  3. 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…

  4. 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…

  5. 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…

  6. 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…

  7. Pay-for-Performance Teacher Compensation: An Inside View of Denver's ProComp Plan

    ERIC Educational Resources Information Center

    Gonring, Phil; Teske, Paul; Jupp, Brad

    2007-01-01

    Denver's groundbreaking campaign to introduce performance-based pay for teachers captured national and international attention and has paved the way for similar efforts elsewhere. In this book, Phil Gonring, Paul Teske, and Brad Jupp--among the key players in this successful come-from-behind campaign--offer the inside story of the ProComp…

  8. 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…

  9. The Roles of Cost and Quality Information in Medicare Advantage Plan Enrollment Decisions: an Observational Study.

    PubMed

    Reid, Rachel O; Deb, Partha; Howell, Benjamin L; Conway, Patrick H; Shrank, William H

    2016-02-01

    To facilitate informed decision-making in the Medicare Advantage marketplace, the Centers for Medicare & Medicaid Services publishes plan information on the Medicare Plan Finder website, including costs, benefits, and star ratings reflecting quality. Little is known about how beneficiaries weigh costs versus quality in enrollment decisions. We aimed to assess associations between publicly reported Medicare Advantage plan attributes (i.e., costs, quality, and benefits) and brand market share and beneficiaries' enrollment decisions. We performed a nationwide, beneficiary-level cross-sectional analysis of 847,069 beneficiaries enrolling in Medicare Advantage for the first time in 2011. Matching beneficiaries with their plan choice sets, we used conditional logistic regression to estimate associations between plan attributes and enrollment to assess the proportion of enrollment variation explained by plan attributes and willingness to pay for quality. Relative to the total variation explained by the model, the variation in plan choice explained by premiums (25.7 %) and out-of-pocket costs (11.6 %) together explained nearly three times as much as quality ratings (13.6 %), but brand market share explained the most variation (35.3 %). Further, while beneficiaries were willing to pay more in total annual combined premiums and out-of-pocket costs for higher-rated plans (from $4,154.93 for 2.5-star plans to $5,698.66 for 5-star plans), increases in willingness to pay diminished at higher ratings, from $549.27 (95 %CI: $541.10, $557.44) for a rating increase from 2.5 to 3 stars to $68.22 (95 %CI: $61.44, $75.01) for an increase from 4.5 to 5 stars. Willingness to pay varied among subgroups: beneficiaries aged 64-65 years were more willing to pay for higher-rated plans, while black and rural beneficiaries were less willing to pay for higher-rated plans. While beneficiaries prefer higher-quality and lower-cost Medicare Advantage plans, marginal utility for quality diminishes at higher star ratings, and their decisions are strongly associated with plans' brand market share.

  10. 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.

  11. Home-based radiology transcription and a productivity pay plan.

    PubMed

    Kerr, K

    1997-01-01

    Shands Hospital in Gainesville, Fla., decided to evaluate the way it provided transcription services in its radiology department. It identified four goals: increased productivity, decreased operating expense, finding much needed space in the radiology department and increasing employee morale. The department performs 165,000 procedures annually, with 66 radiologists, 29 faculty, and 37 residents and fellows on staff. Six FTEs comprised the transcription pool in the radiology department, with transcription their only duty. Transcriptionists were paid an hourly rate based on their years of service, not their productivity. Evaluation and measurement studies were undertaken by the hospital's management systems engineering department. The transcriptionists' hours were then changed to provide coverage during the periods of heaviest dictation. The productivity level of the transcription staff was also measured and various methods of measurement reviewed. The goal was a pure incentive pay plan that would reward employees for every increase in productivity. The incentive pay plan was phased in over a three-month period. Transcriptionists were paid for work performed, with no base pay beyond minimum wage. The move to home-based transcription was planned. The necessary equipment was identified and various issues specific to working at home were addressed. Approximately six months later, the transcriptionists were set up to work at home. The astounding results achieved are presented: 28% increase in productivity, operational cost savings exceeding $25,000 and a space savings of 238 square feet.

  12. 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…

  13. 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;…

  14. 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…

  15. An honest day's work: pay for performance in a pediatric radiology department.

    PubMed

    Bisset, George S

    2017-06-01

    Compensation models in radiology take a variety of forms, but regardless of practice type, successful models must reward productivity, be simple, and epitomize fairness. The ideal model should also be flexible enough to transition, based upon the changing strategic goals of a department. The plan should be constructed around rewarding the behaviors that the organization values. In this minisymposium article the author presents the value of different types of compensation plans and discusses advantages and disadvantages. Finally, the author presents a pay-for-performance model that has had long-term success at a private-turned-academic practice in pediatric radiology.

  16. 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

  17. Willingness to pay for voluntary community-based health insurance: findings from an exploratory study in the state of Penang, Malaysia.

    PubMed

    Shafie, A A; Hassali, M A

    2013-11-01

    Health care in Malaysia is funded primarily through taxation and is no longer sustainable. One funding option is voluntary community-based health insurance (VCHI), which provides insurance coverage for those who are unable to benefit immediately from either a social or private health insurance plan. This study is performed to assess the willingness of Malaysians to participate in a VCHI plan. A cross-sectional study was performed in the state of Penang between August and mid-September 2009 with 472 randomly selected respondents. The respondents were first asked to select their preferred health financing plan from three plans (out-of-pocket payment, compulsory social health insurance and VCHI). The extent of the household's willingness to pay for the described VCHI plan was later assessed using the contingent valuation method in an ex-ante bidding game approach until the maximum amount they would be willing to pay to obtain such a service was agreed upon. Fifty-four per cent of the participants were female, with a mean age of 34 years (SD = 11.9), the majority of whom had a monthly income of Int$1157-2312. The results indicated that more than 63.1% of the respondents were willing to join and contribute an average of Int$114.38 per month per household towards VCHI. This amount was influenced by ethnicity, educational level, household monthly income, the presence of chronic disease and the presence of private insurance coverage (p < 0.05). In conclusion, our study findings suggest that most Malaysians are willing to join the proposed VCHI and to pay an average of Int$114.38 per month per household for the plan. Copyright © 2013 Elsevier Ltd. All rights reserved.

  18. Merit Pay Plans for Teachers: Status and Descriptions. ERS Report.

    ERIC Educational Resources Information Center

    Educational Research Service, Arlington, VA.

    This report, an update of the 1978 survey of national merit pay plans for teachers, provides descriptive data on currently operating merit pay plans and state level activities. Outlining current research, the report points out that neither a commonly acceptable definition of merit pay nor a generally acceptable method of determining meritorious…

  19. 75 FR 34795 - Consolidated Tape Association; Order Approving the Fifteenth Substantive Amendment to the Second...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-06-18

    ... Plan (``Amendments'') would amend the Plans to provide that the Participants pay the Network B Administrator a fixed annual fee in exchange for its performance of Network B administrator functions under the... CTA Plan and Section IX (``Financial Matters'') of the CQ Plan each provide that a network's Operating...

  20. 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.…

  1. 7 CFR 761.10 - Planning and performing construction and other development.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... the Agency with an estimate of the total cash cost of all planned development prior to loan approval; (2) Must show proof of sufficient funds to pay for the total cash cost of all planned development at... regulations, including building, plumbing, mechanical, electrical, water, and waste management. (4) The Agency...

  2. 75 FR 6229 - Consolidated Tape Association; Notice of Filing of the Fifteenth Substantive Amendment to the...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-02-08

    ... Plan (``Amendments'') would amend the Plans to provide that the Participants pay the Network B Administrator a fixed annual fee in exchange for its performance of Network B administrator functions under the... Amendments Network Administrator Fees under the Plans. Section XII (``Financial Matters'') of the CTA and...

  3. Review of Related Literature and Research: History of Merit Pay, Differentiated Staffing, and Incentive Pay Programs.

    ERIC Educational Resources Information Center

    Guernsey, Marsha A.

    This paper reviews selected literature pertaining to merit pay, differentiated staffing, and incentive pay programs. The first section reviews the history of these alternatives to the single salary schedule, beginning with an account of two experimental merit pay plans in the early 20th century. During the 1920s, merit pay plans gave way to the…

  4. 5 CFR 550.1307 - Authority to regularize paychecks.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... an agency's plan to reduce or eliminate variation in the amount of firefighters' biweekly paychecks... period to pay period. Such a plan must provide that the total pay any firefighter would otherwise receive... PAY ADMINISTRATION (GENERAL) Firefighter Pay § 550.1307 Authority to regularize paychecks. Upon a...

  5. 5 CFR 550.1307 - Authority to regularize paychecks.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... an agency's plan to reduce or eliminate variation in the amount of firefighters' biweekly paychecks... period to pay period. Such a plan must provide that the total pay any firefighter would otherwise receive... PAY ADMINISTRATION (GENERAL) Firefighter Pay § 550.1307 Authority to regularize paychecks. Upon a...

  6. 5 CFR 550.1307 - Authority to regularize paychecks.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... an agency's plan to reduce or eliminate variation in the amount of firefighters' biweekly paychecks... period to pay period. Such a plan must provide that the total pay any firefighter would otherwise receive... PAY ADMINISTRATION (GENERAL) Firefighter Pay § 550.1307 Authority to regularize paychecks. Upon a...

  7. 5 CFR 550.1307 - Authority to regularize paychecks.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... an agency's plan to reduce or eliminate variation in the amount of firefighters' biweekly paychecks... period to pay period. Such a plan must provide that the total pay any firefighter would otherwise receive... PAY ADMINISTRATION (GENERAL) Firefighter Pay § 550.1307 Authority to regularize paychecks. Upon a...

  8. 5 CFR 550.1307 - Authority to regularize paychecks.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... an agency's plan to reduce or eliminate variation in the amount of firefighters' biweekly paychecks... period to pay period. Such a plan must provide that the total pay any firefighter would otherwise receive... PAY ADMINISTRATION (GENERAL) Firefighter Pay § 550.1307 Authority to regularize paychecks. Upon a...

  9. Willingness to participate and Pay for a proposed national health insurance in St. Vincent and the grenadines: a cross-sectional contingent valuation approach.

    PubMed

    Adams, Rosmond; Chou, Yiing-Jenq; Pu, Christy

    2015-04-09

    Numerous Caribbean countries are considering implementing National Health Insurance (NHI) and pooling resources to finance their health sectors. Based on this increased interest in health insurance, we investigated the willingness to participate and to pay for NHI in St. Vincent and the Grenadines, an upper-middle-income Caribbean country. Four hundred heads of household in St. Vincent and the Grenadines were interviewed in August 2012 and September 2012. The samples were selected through simple random sampling, including the stratification of rural, semiurban, and urban communities to ensure the representativeness of the sample. A contingent valuation method with a pretested interviewer-led questionnaire was used. Respondents were presented with a hypothetical NHI plan. Chi-squared analysis was performed to identify factors that are associated with the willingness to participate. Multiple logistic regression was used to explore the factors that influence respondents' willingness to pay. In total, 69.5% (n = 278) of the respondents indicated that they were willing to participate in the proposed NHI plan, of whom 72.3% were willing to pay for the first bid (EC$50). When the bid was reduced to EC$25, all of the remaining respondents who indicated they were willing to participate were willing to pay this lowered bid. Overall, the respondents were willing to pay EC$77.83 (US$28.83) per month for each person to enroll in the NHI plan. Age, income, and having some form of health insurance were significantly associated with a willingness to participate in the plan. A higher socioeconomic status was the principal determinant factor for the willingness to participate. This is similar to studies on developing economies. The government can use these findings to guide the successful implementation of the proposed NHI program. People with a lower socioeconomic status must be engaged from the start of and throughout the development process to enhance their understanding of and participation in the plan.

  10. Health Plans and Drug Companies Dip Their Toes Into Value-Based Pricing: The Pressure Is on P&T Committees to Monitor Utilization.

    PubMed

    Barlas, Stephen

    2016-01-01

    The agreement between Harvard Pilgrim and Amgen on a "pay for performance" deal involving evolocumab could encourage other manufacturers, health plans, and policy-makers to press for value-based pricing as drug costs continue to escalate.

  11. Pay-for-Knowledge Compensation Plans: Hypotheses and Survey Results.

    ERIC Educational Resources Information Center

    Gupta, Nina; And Others

    1987-01-01

    The authors describe the concept of "pay-for-knowledge" compensation plans and report results from a survey of 20 personnel directors in pay-for-knowledge plants. Results indicate that companies using this system have generally found it workable and feel it would be a mistake to revert to traditional compensation plans. (CH)

  12. 5 CFR 330.707 - Reporting vacancies to OPM.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... positions lasting 121 or more days), except when they elect to fill a position by the transfer or... include the position title, location, pay plan and grade (or pay rate) of the vacant position; application..., which must contain: (1) Title, series, pay plan, and grade (or pay rate); (2) Duty location; (3) Open...

  13. 77 FR 72960 - William D. Ford Federal Direct Loan Program

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-12-07

    ...'s ``Pay As You Earn'' repayment initiative (the Pay As You Earn repayment plan). DATES: The early... December 21, 2012. FOR FURTHER INFORMATION CONTACT: For information about the Pay As You Earn repayment plan or how to apply for Pay As You Earn repayment, the Federal Student Aid Information Center (FSAIC...

  14. 77 FR 50728 - International Mail Rates

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-08-22

    ...-tiered rate structure for Inbound Expedited Services to the EMS Cooperative's expectation that all members will participate in the Pay- for-Performance Plan, and (2) a 2012 listing of countries indicating...

  15. Perspectives on Performance-Based Incentive Plans.

    ERIC Educational Resources Information Center

    Duttweiler, Patricia Cloud; Ramos-Cancel, Maria L.

    This document is a synthesis of the current literature on performance-based incentive systems for teachers and administrators. Section one provides an introduction to the reform movement and to performance-based pay initiatives; a definition of terms; a brief discussion of funding sources; a discussion of compensation strategies; a description of…

  16. 77 FR 61458 - Self-Regulatory Organizations; NASDAQ OMX BX, Inc.; Notice of Filing and Immediate Effectiveness...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-10-09

    ... Offer Members the Ability To Pay a Regulatory Fine Pursuant to an Installment Plan October 2, 2012... pay a regulatory fine pursuant to an installment plan, under certain conditions. The text of the... Action for Failure to Pay'' to offer members the ability to pay a regulatory fine pursuant to an...

  17. 77 FR 59439 - Self-Regulatory Organizations; The NASDAQ Stock Market LLC; Notice of Filing and Immediate...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-09-27

    ... Proposed Rule Change To Offer Members the Ability To Pay a Regulatory Fine Pursuant to an Installment Plan... offer members the ability to pay a regulatory fine pursuant to an installment plan, under certain... Costs; Summary Action for Failure to Pay'' to offer members the ability to pay a regulatory fine...

  18. The Impact of Pay on Navy Physician Retention in a Health Care Reform Environment.

    DTIC Science & Technology

    1998-03-01

    Analyses 33 6. Generalist Physician Supply Under Alternative Specialty Mix 33 7. Specialist Physician Supply Under Alternative Specialty Mix 34 8...Fiscal Years 1992 to 1997 40 5. Comparison of proposed alternative pay plans 54 6. Evaluation of expected outcomes of alternative pay plans 55 7...Explanatory variables with the expected sign of regression coefficient 76 8. Comparison of Navy physicians’ pay to alternative civilian pay for selected

  19. 7 CFR 1450.213 - Levels and rates for establishment payments.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    .... (a) CCC will pay not more than 75 percent of the actual or average cost (whichever is lower) of... stewardship plan, or equivalent plan. (b) The average cost of performing a practice may be determined by CCC based on recommendations from the State Technical Committee. Such cost may be the average cost in a...

  20. 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.

  1. Merit Pay: A Plan That Works.

    ERIC Educational Resources Information Center

    McKay, John R.

    An overview is provided of Sumter Area Technical College's (SATC's) successful faculty evaluation and merit pay plan. Following introductory material on SATC, a discussion is presented of the reasoning behind resistance to efforts to tie faculty evaluation to merit pay. Next, SATC's evaluation system is set in the context of the college's overall…

  2. Performance-Based Funding in Public Schools.

    ERIC Educational Resources Information Center

    Foster, Charles A.; Marquart, Deanna J.

    This report examines three performance-based funding (PBF) plans: (1) merit pay for teachers and/or administrators; (2) career ladders; and (3) formula-driven incentive payments to schools. The report contends that present-day problems in public schools result largely from the organizational structure of the educational enterprise. Being based on…

  3. 77 FR 6675 - Premium Penalty Relief for Certain Delinquent Plans

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-02-09

    ... Delinquent Plans AGENCY: Pension Benefit Guaranty Corporation. ACTION: Policy statement. SUMMARY: Executive... limited window for covered plans that have never paid required premiums to pay past-due premiums without... Security Act of 1974 (ERISA). Under sections 4006 and 4007 of ERISA, plans covered by title IV must pay...

  4. 41 CFR 105-56.025 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... GSA provides financial support services to the other agency on a reimbursable basis. Financial support... programs, including contributions to the Thrift Savings Plan (TSP); premiums for life (excluding amounts...) Pay means basic pay, special pay, incentive pay, retired pay, retainer pay, or in the case of an...

  5. Impact of Appointment-Based Medication Synchronization on Proportion of Days Covered for Chronic Medications.

    PubMed

    Dao, Nancy; Lee, Sun; Hata, Micah; Sarino, Lord

    2018-05-22

    Appointment-based medication synchronization (ABMS) programs have been associated with increased adherence and persistence to chronic medications. Adherence to statin therapy, angiotensin-converting enzyme inhibitors (ACEIs), angiotensin receptor blockers (ARBs), and non-insulin antidiabetic medications (NIDM) are used to determine a health plan's Centers for Medicare and Medicaid Services (CMS) Star Rating under a pay-for-performance model. The objective of this study was to evaluate the impact of implementing an ABMS program on overall pharmacy adherence measures for statins, ACEI/ARBs, and NIDM, as presented through the Electronic Quality Improvement Platform for Plans and Pharmacies (EQuIPP©) platform. This retrospective, pre-post ABMS program study evaluated EQuIPP© generated adherence performance measures, represented as proportion of days covered (PDC), 6-months before and 6- and 12-months after the ABMS service for statin therapy, ACEIs/ARBs, and NIDM. All adherence measures showed statistically significant improvement in PDC percentage post ABMS implementation, except for NIDM percentage in 6-months post-ABMS service. This study shows that a comprehensive medication synchronization program can enhance adherence measures that are important to health plans to increase CMS Star Rating under a pay-for-performance model.

  6. Recreational benefits of urban forests: explaining visitors' willingness to pay in the context of the theory of planned behavior.

    PubMed

    Bernath, Katrin; Roschewitz, Anna

    2008-11-01

    The extension of contingent valuation models with an attitude-behavior based framework has been proposed in order to improve the descriptive and predictive ability of the models. This study examines the potential of the theory of planned behavior to explain willingness to pay (WTP) in a contingent valuation survey of the recreational benefits of the Zurich city forests. Two aspects of WTP responses, protest votes and bid levels, were analyzed separately. In both steps, models with and without the psychological predictors proposed by the theory of planned behavior were compared. Whereas the inclusion of the psychological predictors significantly improved explanations of protest votes, their ability to improve the performance of the model explaining bid levels was limited. The results indicate that the interpretation of bid levels as behavioral intention may not be appropriate and that the potential of the theory of planned behavior to improve contingent valuation models depends on which aspect of WTP responses is examined.

  7. Show them the money. Healthcare providers say it will take more than vision to turn the government's health IT plans into reality.

    PubMed

    Morrissey, John

    2004-07-26

    The much-anticipated healthcare IT plan laid out by David Brailer last week won some points for vision from providers, but they're still wondering where the money will come from. One possibility is incentives, like the "pay for performance" strategy being touted by the CMS' Mark McClellan, left.

  8. 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

  9. A pay-for-performance system for civil service doctors: the Indonesian experiment.

    PubMed

    Chernichovsky, D; Bayulken, C

    1995-07-01

    In 1980 the Government of Indonesia proposed the introduction of a pay-for-performance system, the Functional Position System (FPS), for certain occupational categories of civil servants to provide a career development path and stimulate productivity (Government of Indonesia. Government Ordinance No. 3, 1980 Concerning Appointment to Civil Service Rank. Jakarta, 1980). The FPS, a bold pay concept in the civil service, links pay to skills and performance. In 1987, instructions were issued for doctors to be included in the system (Government of Indonesia, Credit Scores for Doctors. Circular Issued by the Ministry of Health and the Agency for Administration of the Civil Service No. 614/MENKES/E/VIII/1987 and No. 16/SE/1987). In this paper we evaluate how well the system-which in principle could be applicable to both developed and developing economies--can meet its stated objectives for Indonesian doctors working in the community, and for Indonesian health policy objectives as stated in the country's last five-year development plan "Repelita V" (Government of Indonesia. The Fifth Five-year Development Plan (Repelita V) 1989-1994. Jakarta, Indonesia, 1989). The FPS is particularly innovative in the Indonesian environment where wages are low and comparatively uniform, reflecting a philosophy of 'shared poverty', and vary primarily by seniority. The FPS has, however, several conceptual and practical shortcomings. The design of the reward system disregards effort or time inputs, as well as other inputs needed per unit of reward. Consequently, the FPS can not be used as an effective incentive system promoting professional excellence and health policy objectives. Practically, the system hardly provides an effective alternative for career development among community physicians.(ABSTRACT TRUNCATED AT 250 WORDS)

  10. The Best Laid Plans: Designing Incentive Programs for School Leaders. WCER Working Paper No. 2014-7

    ERIC Educational Resources Information Center

    Goff, Peter; Goldring, Ellen; Canney, Melissa

    2014-01-01

    Notable attention and effort has been directed toward improving educator productivity through the use of performance incentives. Little of this work has focused on incentive systems for school leaders (principals) and less yet examines performance pay systems used in practice. This research uses 34 funded grants from the federal Teacher Incentive…

  11. The Relationship of Compensation to Job Attraction and Performance in Public Schools

    ERIC Educational Resources Information Center

    Rose, Richard

    2012-01-01

    The need for more effective schools and the centrality of the teacher's role in any substantive school improvement plans are well known. Educators, political factions, and policymakers are engaged in a lively debate as to whether performance pay schemes or more substantial increments across the salary schedule are more likely to motivate teachers…

  12. Medicaid

    MedlinePlus

    ... other care that Medicare doesn’t cover. Who pays first—Medicaid or Medicare? Medicaid never pays first for services covered by Medicare . It only pays after Medicare, employer group health plans, and/or ...

  13. The business case for pediatric asthma quality improvement in low-income populations: examining a provider-based pay-for-reporting intervention.

    PubMed

    Reiter, Kristin L; Lemos, Kristin Andrews; Williams, Charlotte E; Esposito, Dominick; Greene, Sandra B

    2015-06-01

    To measure the return on investment (ROI) for a pediatric asthma pay-for-reporting intervention initiated by a Medicaid managed care plan in New York State. Practice-level, randomized prospective evaluation. Twenty-five primary care practices providing care to children enrolled in the Monroe Plan for Medical Care (the Monroe Plan). Practices were randomized to either treatment (13 practices, 11 participated) or control (12 practices). For each of its eligible members assigned to a treatment group practice, the Monroe plan paid a low monthly incentive fee to the practice. To receive the incentive, treatment group practices were required to conduct, and report to the Monroe Plan, the results of chart audits on eligible members. Chart audits were conducted by practices every 6 months. After each chart audit, the Monroe Plan provided performance feedback to each practice comparing its adherence to asthma care guidelines with averages from all other treatment group practices. Control practices continued with usual care. Intervention implementation and operating costs and per member, per month claims costs. ROI was measured by net present value (discounted cash flow analysis). The ROI to the Monroe Plan was negative, primarily due to high intervention costs and lack of reductions in spending on emergency department and hospital utilization for children in treatment relative to control practices. A pay-for-reporting, chart audit intervention is unlikely to achieve the meaningful reductions in utilization of high-cost services that would be necessary to produce a financial ROI in 2.5 years. © The Author 2015. Published by Oxford University Press in association with the International Society for Quality in Health Care; all rights reserved.

  14. 5 CFR 892.303 - Can I pay my premiums directly by check under the premium conversion plan?

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... under the premium conversion plan? 892.303 Section 892.303 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS PREMIUMS Contributions and Withholdings § 892.303 Can I pay my premiums directly...

  15. 29 CFR 4043.26 - Inability to pay benefits when due.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... REPORTABLE EVENTS AND CERTAIN OTHER NOTIFICATION REQUIREMENTS Post-Event Notice of Reportable Events § 4043.26 Inability to pay benefits when due. (a) Reportable event. A reportable event occurs when a plan is...) Waivers. Notice is waived unless the reportable event occurs during a plan year for which the plan is...

  16. 29 CFR 4043.26 - Inability to pay benefits when due.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... REPORTABLE EVENTS AND CERTAIN OTHER NOTIFICATION REQUIREMENTS Post-Event Notice of Reportable Events § 4043.26 Inability to pay benefits when due. (a) Reportable event. A reportable event occurs when a plan is...) Waivers. Notice is waived unless the reportable event occurs during a plan year for which the plan is...

  17. 29 CFR 4043.26 - Inability to pay benefits when due.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... REPORTABLE EVENTS AND CERTAIN OTHER NOTIFICATION REQUIREMENTS Post-Event Notice of Reportable Events § 4043.26 Inability to pay benefits when due. (a) Reportable event. A reportable event occurs when a plan is...) Waivers. Notice is waived unless the reportable event occurs during a plan year for which the plan is...

  18. 29 CFR 4043.26 - Inability to pay benefits when due.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... REPORTABLE EVENTS AND CERTAIN OTHER NOTIFICATION REQUIREMENTS Post-Event Notice of Reportable Events § 4043.26 Inability to pay benefits when due. (a) Reportable event. A reportable event occurs when a plan is...) Waivers. Notice is waived unless the reportable event occurs during a plan year for which the plan is...

  19. 29 CFR 4043.26 - Inability to pay benefits when due.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... REPORTABLE EVENTS AND CERTAIN OTHER NOTIFICATION REQUIREMENTS Post-Event Notice of Reportable Events § 4043.26 Inability to pay benefits when due. (a) Reportable event. A reportable event occurs when a plan is...) Waivers. Notice is waived unless the reportable event occurs during a plan year for which the plan is...

  20. 78 FR 49682 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-08-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. [[Page 49683

  1. 77 FR 74353 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-12-14

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. [[Page 74354

  2. Exploring factors influencing farmers' willingness to pay (WTP) for a planned adaptation programme to address climatic issues in agricultural sectors.

    PubMed

    Ahmed, Adeel; Masud, Muhammad Mehedi; Al-Amin, Abul Quasem; Yahaya, Siti Rohani Binti; Rahman, Mahfuzur; Akhtar, Rulia

    2015-06-01

    This study empirically estimates farmers' willingness to pay (WTP) for a planned adaptation programme for addressing climate issues in Pakistan's agricultural sectors. The contingent valuation method (CVM) was employed to determine a monetary valuation of farmers' preferences for a planned adaptation programme by ascertaining the value attached to address climatic issues. The survey was conducted by distributing structured questionnaires among Pakistani farmers. The study found that 67 % of respondents were willing to pay for a planned adaptation programme. However, several socioeconomic and motivational factors exert greater influence on their willingness to pay (WTP). This paper specifies the steps needed for all institutional bodies to better address issues in climate change. The outcomes of this paper will support attempts by policy makers to design an efficient adaptation framework for mitigating and adapting to the adverse impacts of climate change.

  3. 5 CFR 892.303 - Can I pay my premiums directly by check under the premium conversion plan?

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS PREMIUMS Contributions and Withholdings § 892.303 Can I pay my premiums directly...

  4. 5 CFR 892.303 - Can I pay my premiums directly by check under the premium conversion plan?

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS PREMIUMS Contributions and Withholdings § 892.303 Can I pay my premiums directly...

  5. 5 CFR 892.303 - Can I pay my premiums directly by check under the premium conversion plan?

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS PREMIUMS Contributions and Withholdings § 892.303 Can I pay my premiums directly...

  6. 75 FR 19542 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-04-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. [[Page 19543

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

    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. This report builds on the previous GEEG evaluation…

  8. 78 FR 8985 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-02-07

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule; correction. SUMMARY: The Pension Benefit Guaranty Corporation published in the...

  9. Paying Faculty Members What They Are Worth.

    ERIC Educational Resources Information Center

    Breslin, Richard D.; Klagholz, Leo F.

    1980-01-01

    Faculty members at New Jersey's state colleges have begun working under a plan that provides salary increases for meritorious performance. Such merit compensation does not conflict with faculty promotion, nor is it intended to replace cost-of-living increases. However, it does replace government-style guaranteed automatic raises that encourage…

  10. State adoption of nursing home pay-for-performance.

    PubMed

    Werner, Rachel M; Tamara Konetzka, R; Liang, Kevin

    2010-06-01

    Whereas numerous policies have been adopted to improve quality of care in nursing homes over the past several decades-with varying degrees of success-health care payment has been a largely untapped but potentially powerful policy tool to improve quality of care. Recently, however, payers have invested significant resources in the development and implementation of pay-for-performance (P4P) programs for nursing homes. The authors present results from a survey of state Medicaid agencies documenting the use and structure of P4P in nursing homes. Although the number of states that are implementing nursing home P4P is growing, the structure of these incentives varies across states, and little evidence exists to guide the planning or implementation of these initiatives.

  11. The impact of health reform on the Medicare Advantage program: realigning payment with performance.

    PubMed

    Biles, Brian; Casillas, Giselle; Arnold, Grace; Guterman, Stuart

    2012-10-01

    The Affordable Care Act enacts a new payment system for private health plans available to Medicare beneficiaries through the Medicare Advantage (MA) program. The system, which is being phased in through 2017, aims to (1) reduce the excess pay­ments received by private plans relative to per capita spending in traditional Medicare, and (2) reward plans that earn high performance ratings. Using 2009 data, this issue brief pres­ents analysis of the distributional impact on MA plan payments of these new policies as if they had been fully implemented in that year. We find that, when the polices [sic] are in place, they will bring overall MA plan payments nationwide down from 114 percent to 102 per­cent of what spending would have been for the same enrollees if they had been enrolled in traditional Medicare. While payments will vary across the nation, high-performing MA plans stand to benefit from this new arrangement.

  12. 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.

  13. 75 FR 41091 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-07-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: Pension Benefit Guaranty Corporation's regulation on Benefits...

  14. 76 FR 50413 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-08-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  15. 78 FR 68739 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-11-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  16. 76 FR 8649 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-02-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends Pension Benefit Guaranty Corporation's regulation on...

  17. 77 FR 22215 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-04-13

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  18. 75 FR 2437 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-01-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: Pension Benefit Guaranty Corporation's regulation on Benefits...

  19. 75 FR 6857 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-02-12

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: Pension Benefit Guaranty Corporation's regulation on Benefits...

  20. 76 FR 27889 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-05-13

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  1. 76 FR 63836 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-14

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  2. 78 FR 11093 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-02-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  3. 75 FR 49407 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-08-13

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: Pension Benefit Guaranty Corporation's regulation on Benefits...

  4. 76 FR 21252 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-04-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends Pension Benefit Guaranty Corporation's regulation on...

  5. 77 FR 41270 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-07-13

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  6. 76 FR 2578 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-01-14

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends Pension Benefit Guaranty Corporation's regulation on...

  7. 78 FR 62426 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-10-22

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  8. 77 FR 28477 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-05-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  9. 78 FR 42009 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-07-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  10. 78 FR 2881 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-01-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  11. 76 FR 70639 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  12. 75 FR 69588 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-11-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends Pension Benefit Guaranty Corporation's regulation on...

  13. 77 FR 68685 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-11-16

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  14. 76 FR 41689 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-07-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  15. 78 FR 28490 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-05-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  16. 77 FR 2015 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-01-13

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  17. 77 FR 8730 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-02-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  18. 78 FR 22192 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-04-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  19. 77 FR 62433 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-10-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends the Pension Benefit Guaranty Corporation's regulation...

  20. 75 FR 63380 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-10-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final rule amends Pension Benefit Guaranty Corporation's regulation on...

  1. What can the past of pay-for-performance tell us about the future of Value-Based Purchasing in Medicare?

    PubMed

    Ryan, Andrew M; Damberg, Cheryl L

    2013-06-01

    The Medicare program has implemented pay-for-performance (P4P), or Value-Based Purchasing, for inpatient care and for Medicare Advantage plans, and plans to implement a program for physicians in 2015. In this paper, we review evidence on the effectiveness of P4P and identify design criteria deemed to be best practice in P4P. We then assess the extent to which Medicare's existing and planned Value-Based Purchasing programs align with these best practices. Of the seven identified best practices in P4P program design, the Hospital Value-Based Purchasing program is strongly aligned with two of the best practices, moderately aligned with three, weakly aligned with one, and has unclear alignment with one best practice. The Physician Value-Based Purchasing Modifier is strongly aligned with two of the best practices, moderately aligned with one, weakly aligned with three, and has unclear alignment with one of the best practices. The Medicare Advantage Quality Bonus Program is strongly aligned with four of the best practices, moderately aligned with two, and weakly aligned with one of the best practices. We identify enduring gaps in P4P literature as it relates to Medicare's plans for Value-Based Purchasing and discuss important issues in the future of these implementations in Medicare. Copyright © 2013 Elsevier Inc. All rights reserved.

  2. Plant operation planning and scheduling

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

    Jammar, R.J.

    When properly designed, planning and scheduling can actually add millions of dollars per year to the bottom line. Planning and scheduling is a continuum of decisions starting with crude selection and ending with establishing short-term targets for crude processing and blending. It also includes maintaining optimization and operation simulation models. It is thought that conservatively, a refinery may save from $5 million to $10 million a year if it pays more attention to the processes behind proper planning and scheduling. Of course, the amount of savings can reach staggering proportions for companies now at the bottom of the Solomon Associatesmore » Inc. refinery performance ranking.« less

  3. 26 CFR 54.4980H-5 - Assessable payments under section 4980H(b).

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    .... (iii) Rate of pay safe harbor. An applicable large employer member satisfies the rate of pay safe... of the employee's hourly rate of pay as of the first day of the coverage period (generally the first day of the plan year) or the employee's lowest hourly rate of pay during the calendar month. An...

  4. Pros and Cons and Current Status of Merit Pay in the Public Schools.

    ERIC Educational Resources Information Center

    Adkins, Gary A.

    During the 1920's merit pay became the most preferred system of teacher compensation; however, today fewer than 4 percent of the school systems in the United States use merit pay plans. The National Education Association suggests that merit pay is a "bogus issue" obscuring more significant areas of education needing reform, and the…

  5. 44 CFR 353.7 - Failure to pay.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Failure to pay. 353.7 Section... LICENSEE RADIOLOGICAL EMERGENCY PLANS AND PREPAREDNESS § 353.7 Failure to pay. In any case where there is a dispute over the FEMA bill or where FEMA finds that a licensee has failed to pay a prescribed fee required...

  6. Career Ladders and the Professionalization of Teaching: Down the Up Staircase.

    ERIC Educational Resources Information Center

    Dunwell, Robert R.

    School systems interested in improving teacher performance, effectiveness, and job satisfaction while reducing turnover rates might do better to seek ways to enhance the intrinsic rewards of teaching rather than implement such extrinsic motivators as merit pay plans and career ladders. A review of the research literature brings several important…

  7. Results from the first 4 years of pay for performance.

    PubMed

    DeVore, Susan D

    2010-01-01

    Some of the lessons hospitals that have participated in the Hospital Quality Incentive Demonstration project have learned include: the need to tie in quality-of-care initiatives to the organization's strategic plan and to incentive plans for all employees, from executives on down; the value in allowing hospital physicians to "own" quality improvement initiatives; the importance of making results of the initiative available to all staff; the benefit of creating best-practice teams to address improvements in specific clinical areas.

  8. 29 CFR 825.212 - Employee failure to pay health plan premium payments.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Family and Medical Leave Act § 825.212 Employee failure to pay health plan premium payments. (a)(1) In... obligations to maintain health insurance coverage cease under FMLA if an employee's premium payment is more... an employee's insurance in accordance with this section and fails to restore the employee's health...

  9. Pay Now, Learn Later.

    ERIC Educational Resources Information Center

    Schwartz, John

    1986-01-01

    Duquesne University's pay-now, learn-later plan is one device that could transform college-fee payment almost as much as the GI Bill did. The further away from college age the child, the more the school earns and the deeper the discount. Some other options are discussed including installment plans and special sales on tuition. (MLW)

  10. An extension of the Theory of Planned Behavior to predict willingness to pay for the conservation of an urban park.

    PubMed

    López-Mosquera, Natalia; García, Teresa; Barrena, Ramo

    2014-03-15

    This paper relates the concept of moral obligation and the components of the Theory of Planned Behavior to determine their influence on the willingness to pay of visitors for park conservation. The sample consists of 190 visitors to an urban Spanish park. The mean willingness to pay estimated was 12.67€ per year. The results also indicated that moral norm was the major factor in predicting behavioral intention, followed by attitudes. The new relations established between the components of the Theory of Planned Behavior show that social norms significantly determine the attitudes, moral norms and perceived behavioral control of individuals. The proportion of explained variance shows that the inclusion of moral norms improves the explanatory power of the original model of the Theory of Planned Behavior (32-40%). Community-based social marketing and local campaigns are the main strategies that should be followed by land managers with the objective of promoting responsible, pro-environmental attitudes as well as a greater willingness to pay for this type of goods. Copyright © 2014 Elsevier Ltd. All rights reserved.

  11. Pay Equity in Academe: The Community College Role.

    ERIC Educational Resources Information Center

    Luna, Gaye

    1989-01-01

    Reviews legislation and court decisions advancing wage and job equity for minorities and women in academic settings. Discusses provisions of the Equal Pay Act and Title VII, legal precedents for pay equity, and recent court decisions supporting voluntary affirmative action plans. (DMM)

  12. Risky business for dialysis services.

    PubMed

    Schohl, Joseph

    2010-05-01

    When self-insured health plans and their third-party administrators pay an artificially low out-of-network rate for dialysis services, they could be liable for the difference between that rate and the reimbursement level provided for by their health plan. Paying a rate that the repricers advised them to pay does not relieve self-insured health plans and third-party administrators of that obligation; only where the repricer has legitimately secured a negotiated contract rate is a lower payment justified. [Editor's note: The term "repricer" has no universally-accepted or formal definition, but it will be used here to describe those companies formed to act as middlemen between health care payers-like self-insured employer plans and TPAs working on behalf of such plans-and health care providers.] Failing to adhere to this will result in lawsuits against self-insured health plans and third-party administrators where they will be forced to defend the repricers' recommended payment amounts, while the repricers try to get themselves dismissed. A better option for plan holders and third-party administrators would be to negotiate directly with the dialysis providers and agree upon a mutually acceptable rate.

  13. Performance Pay and Teacher Motivation: Separating Myth from Reality

    ERIC Educational Resources Information Center

    Hulleman, Chris S.; Barron, Kenneth E.

    2010-01-01

    This article draws on research from outside of education to evaluate some common myths about performance pay and to consider future directions for designing and evaluating performance pay systems in K-12 education. The five common myths surrounding performance pay include: (1) Performance pay systems improve performance; (2) Performance pay…

  14. Migration intentions of Ghanaian medical students: the influence of existing funding mechanisms of medical education ("the fee factor").

    PubMed

    Eliason, S; Tuoyire, D A; Awusi-Nti, C; Bockarie, A S

    2014-06-01

    To explore the effects of fee paying status on migration intentions of Ghanaian medical students. Cross sectional questionnaire based survey. All established Ghanaian medical schools with students in their clinical years. Fee-paying and non-fee-paying Ghanaian medical students in their clinical years. None. Migration intentions of Ghanaian medical students after graduation, Allegiance to Government of Ghana. Approximately half (49%) of the medical students surveyed had intentions of migrating after school. Over 48% of those with migration intentions plan on doing so immediately after completing their house job, while 44% plan to migrate at least one year after their house job. The most popular destination chosen by the potential migrant doctors was North America (38%). Fee-paying students were significantly more likely (OR=2.11, CI=1.32, 3.38) than non-fee-paying students to have intentions of migrating after their training. Secondly, fee-paying students were more likely (OR=9.66, CI=4.42, 21.12) than non-fee paying students to feel they owe no allegiance to the Government of Ghana because of their fee-paying status. Medical Students' fee-paying status affects their intentions to migrate and their allegiance to the country after completion of their training.

  15. 29 CFR 825.212 - Employee failure to pay health plan premium payments.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.212 Employee failure to pay health plan premium payments. (a)(1) In... unpaid leave that provide for the employer to cease coverage retroactively to the date the unpaid premium...

  16. 29 CFR 825.212 - Employee failure to pay health plan premium payments.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.212 Employee failure to pay health plan premium payments. (a)(1) In... unpaid leave that provide for the employer to cease coverage retroactively to the date the unpaid premium...

  17. 29 CFR 825.212 - Employee failure to pay health plan premium payments.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.212 Employee failure to pay health plan premium payments. (a)(1) In... unpaid leave that provide for the employer to cease coverage retroactively to the date the unpaid premium...

  18. 29 CFR 825.212 - Employee failure to pay health plan premium payments.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.212 Employee failure to pay health plan premium payments. (a)(1) In... unpaid leave that provide for the employer to cease coverage retroactively to the date the unpaid premium...

  19. Toward a More Comprehensive Model of Teacher Pay. Working Paper 2008-06

    ERIC Educational Resources Information Center

    Koppich, Julia

    2008-01-01

    Since the announcement in 1999 of a plan to tie teachers' salary increases to student achievement by Denver Public Schools, there has been a flood of nationwide policy activity around teacher compensation. This paper examines pay plans in Denver, Toledo, Minneapolis, and New York City, offering a snapshot of the changing landscape of teacher…

  20. District Awards for Teacher Excellence: Research Brief

    ERIC Educational Resources Information Center

    National Center on Performance Incentives, 2010

    2010-01-01

    Since 2008 Texas's District Awards for Teacher Excellence (D.A.T.E.) program has provided grants to districts for the implementation of locally designed incentive pay plans. The 2010-11 school year is the third year of the D.A.T.E. incentive pay plans with approximately $197 million in annual state funding. This research brief summarizes the key…

  1. Tax Cut Legislation: What's Fair? Lesson Plan.

    ERIC Educational Resources Information Center

    Foundation for Teaching Economics, Davis, CA.

    Front and center in 2001 domestic policy debates is President George W. Bush's proposed tax relief plan. The U.S. federal tax is a progressive tax code, predicated on the assumption that "people who are most able to pay should pay the most." A progressive tax system makes an individual's tax bill increase faster than his/her income. The…

  2. Financial Advice: Who Pays

    ERIC Educational Resources Information Center

    Finke, Michael S.; Huston, Sandra J.; Winchester, Danielle D.

    2011-01-01

    Using a cost-benefit framework for financial planning services and proprietary data collected in the summer of 2008, the client characteristics that are associated with the likelihood of paying for professional financial advice, as well as the type of financial services purchased, are identified. Results indicate that respondents who pay for…

  3. Disability, employment and stress regarding ability to pay for housing and healthy food.

    PubMed

    Smith, Diane L

    2013-01-01

    To determine if disability is a significant factor in increasing the likelihood of experiencing stress regarding the ability to pay for housing and healthy food. 24.6% (n=16206) of 65,960 adults who responded to the social context optional module of 2009-2010 Behavioral Risk Factor Surveillance System identified themselves as having a disability. Adults with disabilities reported that they experienced significantly more stress about having money to pay for housing and healthy food than adults without disabilities. This research was a quantitative study using a publicly available dataset. A series of logistic regressions were performed to determine the extent that disability affected the likelihood of stress about having enough money for housing and healthy food. Employed persons with a disability are 1.6 times and 1.9 times as likely as persons without a disability to experience stress about not having enough money to pay for housing and healthy food, respectively. Persons not employed with a disability are 1.56 times and 1.83 times as likely to experience stress about not having enough money to pay for housing and healthy food, respectively. For persons with a disability, being female, in poor health, without a health plan and having a lower income were also significant. Education and employment were not significant predictors of experiencing stress regarding money for food or housing. Having a disability is more predictive of experiencing stress about having enough money for housing and healthy food than employment, though variables such as low income and having a health plan, dependent on employment are significant. Therefore, strategies and policy recommendations to reduce stress by increasing employment and income for persons with disabilities were presented.

  4. Exploratory Investigations of Pay-for-Knowledge Systems.

    ERIC Educational Resources Information Center

    Gupta, Nina; And Others

    A study was conducted to provide a scientific database about the prevalence, dynamics, and effectiveness of pay-for-knowledge plans. (Pay-for-knowledge is an innovative compensation system that bases salaries, not on particular job classifications, but rather on the repertoire of skills that an employee possesses.) A four-pronged research design…

  5. 44 CFR 353.7 - Failure to pay.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 44 Emergency Management and Assistance 1 2013-10-01 2013-10-01 false Failure to pay. 353.7 Section 353.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... LICENSEE RADIOLOGICAL EMERGENCY PLANS AND PREPAREDNESS § 353.7 Failure to pay. In any case where there is a...

  6. 44 CFR 353.7 - Failure to pay.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 44 Emergency Management and Assistance 1 2012-10-01 2011-10-01 true Failure to pay. 353.7 Section 353.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... LICENSEE RADIOLOGICAL EMERGENCY PLANS AND PREPAREDNESS § 353.7 Failure to pay. In any case where there is a...

  7. 44 CFR 353.7 - Failure to pay.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 44 Emergency Management and Assistance 1 2011-10-01 2011-10-01 false Failure to pay. 353.7 Section 353.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... LICENSEE RADIOLOGICAL EMERGENCY PLANS AND PREPAREDNESS § 353.7 Failure to pay. In any case where there is a...

  8. 44 CFR 353.7 - Failure to pay.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 44 Emergency Management and Assistance 1 2014-10-01 2014-10-01 false Failure to pay. 353.7 Section 353.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... LICENSEE RADIOLOGICAL EMERGENCY PLANS AND PREPAREDNESS § 353.7 Failure to pay. In any case where there is a...

  9. 28 CFR 545.25 - Eligibility for performance pay.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Eligibility for performance pay. 545.25... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.25 Eligibility for performance pay. (a) An inmate may receive performance pay for accomplishments in one or more of the following areas...

  10. 28 CFR 545.26 - Performance pay provisions.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... month that the inmate was working. Performance pay may not be awarded retroactively. (d) An inmate is... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Performance pay provisions. 545.26... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.26 Performance pay provisions. (a...

  11. 28 CFR 545.22 - Institution work and performance pay committee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Institution work and performance pay... INSTITUTIONAL MANAGEMENT WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.22 Institution work... Institution Inmate Work and Performance Pay Committee to administer the institution's work and performance pay...

  12. 5 CFR 9901.342 - Performance payouts.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Performance payouts. 9901.342 Section... PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Performance-Based Pay § 9901.342 Performance payouts. (a) Overview. (1) The NSPS pay system will be a performance-based pay system and will result in a distribution...

  13. 49 CFR 386.83 - Sanction for failure to pay civil penalties or abide by payment plan; operation in interstate...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... abide by payment plan; operation in interstate commerce prohibited. 386.83 Section 386.83 Transportation... commerce prohibited. (a)(1) General rule. (i) A CMV owner or operator that fails to pay a civil penalty in... from operating in interstate commerce starting on the next (i.e., the 91st) day. The prohibition...

  14. 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...

  15. Pharmacists' perceptions of pay for performance versus fee-for-service remuneration for the management of hypertension through pharmacist prescribing.

    PubMed

    Rosenthal, Meagen M; Desai, Nimisha; Houle, Sherilyn K D

    2017-10-01

    As pharmacists expand their roles as patient care providers, remuneration must be offered for patient care activities apart from dispensing. Most jurisdictions paying for such services utilize the fee-for-service (FFS) model, while little is known about the role of pay for performance (P4P) within the pharmacy profession. This study aimed to elicit the experience of pharmacists practicing under both models within the Alberta Clinical Trial in Optimizing Hypertension (RxACTION) study in Alberta, Canada. Pharmacist participants in RxACTION caring for at least one patient under FFS and under P4P were interviewed about their experiences until data saturation was reached. Interviews were conducted in June-July 2015, with responses audio recorded, transcribed and coded to identify key themes. Eight pharmacists were interviewed, with three key themes identified: a perceived comfort with the existing FFS model particularly due to its ease related to business planning, the transformative effect of the study on their practices and a preference for future models to consider a blend of both service count- and performance-driven metrics. The degree of influence pharmacists feel they can have on outcomes achieved by patients, the perceptions of patients and other healthcare professionals on outcome-based payment, and concerns with the impact of variable remuneration on the pharmacy business model are concerns raised with P4P in pharmacy practice. This study reveals a hesitation to radically transform payment for pharmacists' patient care services towards a P4P model. Efforts to implement P4P should therefore be gradual and accompanied with a robust evaluation plan. © 2017 Royal Pharmaceutical Society.

  16. Managed Care

    MedlinePlus

    ... three types of managed care plans: Health Maintenance Organizations (HMO) usually only pay for care within the ... who coordinates most of your care. Preferred Provider Organizations (PPO) usually pay more if you get care ...

  17. 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...

  18. The pills that ate your profits.

    PubMed

    Meyer, H

    1998-02-05

    It pays to pay attention to drug costs, as prescription outlays rise as much as 20 percent a year at many health plans. Despite a wave of direct-to-consumer ads for pricey new meds, HMOs are fighting back by cutting the number of drugs they'll pay for and hiking copays, among other strategies.

  19. Paying for College: A Guide for Parents.

    ERIC Educational Resources Information Center

    Krefetz, Gerald

    This guide to paying for college is written for families that expect to pay most, if not all, of the costs of college out of savings, investments, gifts, inheritances, borrowed funds, or a combination. It outlines usual approaches but also indicates some unorthodox methods. Chapters cover the following topics: (1) planning for college expenses;…

  20. 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...

  1. Texas Educator Excellence Grant (TEEG) Program: Year Three Evaluation Report. Policy Evaluation Report

    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. This report builds on the previous TEEG evaluation reports, presenting findings from three years of the TEEG program. Overall, the report discusses the…

  2. District Awards for Teacher Excellence (D.A.T.E.) Program: Final Evaluation Report. [Executive Summary

    ERIC Educational Resources Information Center

    Springer, Matthew G.; Lewis, Jessica L.; Ehlert, Mark W.; Podgursky, Michael J.; Crader, Gary D.; Taylor, Lori L.; Gronberg, Timothy J.; Jansen, Dennis W.; Lopez, Omar S.; Stuit, David A.

    2010-01-01

    District Awards for Teacher Excellence (D.A.T.E.) is a state-funded program in Texas that provides grants to districts for the implementation of locally-designed incentive pay plans. All districts in the state are eligible to receive grants, but participation is voluntary. D.A.T.E. incentive pay plans were first implemented in Texas districts…

  3. District Awards for Teacher Excellence (D.A.T.E.) Program: Final Evaluation Report. Policy Evaluation Report

    ERIC Educational Resources Information Center

    Springer, Matthew G.; Lewis, Jessica L.; Ehlert, Mark W.; Podgursky, Michael J.; Crader, Gary D.; Taylor, Lori L.; Gronberg, Timothy J.; Jansen, Dennis W.; Lopez, Omar S.; Stuit, David A.

    2010-01-01

    District Awards for Teacher Excellence (D.A.T.E.) is a state-funded program in Texas that provides grants to districts for the implementation of locally-designed incentive pay plans. All districts in the state are eligible to receive grants, but participation is voluntary. D.A.T.E. incentive pay plans were first implemented in Texas districts…

  4. Reserve Compensation System Study

    DTIC Science & Technology

    1978-06-30

    exactly the same manner as active duty CPY. Because Training Pay is based upon the three cash elements, rather than basic pay alone, the exercise ...controversial. • Planned improvements to the Defense Forre Planning Data Base do not include: r.oftware to interface with the per- sonnel...systems for future. Based on its findings of manpower shortfalls, overages and problems in specific areas in both officer and enlisted ranks, the

  5. 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.

  6. 29 CFR 4022.63 - Estimated title IV benefit.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... the present value of benefits in pay status, and y equals the present value of all vested benefits not... section have been met. Plan assets equal $2 million. The present value of all benefits in pay status is $1... present value of all vested benefits that are not in pay status is $0.75 million based on applicable PBGC...

  7. Paying for College. Minnesota 2014-105

    ERIC Educational Resources Information Center

    Minnesota Office of Higher Education, 2014

    2014-01-01

    Many people wonder where to start when it comes to paying for college. This guide is intended to help answer questions about paying for college. Applying for financial aid is not difficult, but it is important to plan ahead and understand all of the options. This guide provides information about: (1) grants; (2) loans; (3) scholarships; (4)…

  8. 77 FR 61460 - Self-Regulatory Organizations; NASDAQ OMX PHLX LLC; Notice of Filing and Immediate Effectiveness...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-10-09

    ... Change To Offer Members and Member Organizations the Ability To Pay a Regulatory Fine Pursuant to an... and member organizations the ability to pay a regulatory fine pursuant to an installment plan, under... and Other Charges'' to offer members and member organizations the ability to pay a regulatory fine...

  9. Planning and task management in Parkinson's disease: differential emphasis in dual-task performance.

    PubMed

    Bialystok, Ellen; Craik, Fergus I M; Stefurak, Taresa

    2008-03-01

    Seventeen patients diagnosed with Parkinson's disease completed a complex computer-based task that involved planning and management while also performing an attention-demanding secondary task. The tasks were performed concurrently, but it was necessary to switch from one to the other. Performance was compared to a group of healthy age-matched control participants and a group of young participants. Parkinson's patients performed better than the age-matched controls on almost all measures and as well as the young controls in many cases. However, the Parkinson's patients achieved this by paying relatively less attention to the secondary task and focusing attention more on the primary task. Thus, Parkinson's patients can apparently improve their performance on some aspects of a multidimensional task by simplifying task demands. This benefit may occur as a consequence of their inflexible exaggerated attention to some aspects of a complex task to the relative neglect of other aspects.

  10. Medicare Advantage Plans Pay Hospitals Less Than Traditional Medicare Pays.

    PubMed

    Baker, Laurence C; Bundorf, M Kate; Devlin, Aileen M; Kessler, Daniel P

    2016-08-01

    There is ongoing debate about how prices paid to providers by Medicare Advantage plans compare to prices paid by fee-for-service Medicare. We used data from Medicare and the Health Care Cost Institute to identify the prices paid for hospital services by fee-for-service (FFS) Medicare, Medicare Advantage plans, and commercial insurers in 2009 and 2012. We calculated the average price per admission, and its trend over time, in each of the three types of insurance for fixed baskets of hospital admissions across metropolitan areas. After accounting for differences in hospital networks, geographic areas, and case-mix between Medicare Advantage and FFS Medicare, we found that Medicare Advantage plans paid 5.6 percent less for hospital services than FFS Medicare did. Without taking into account the narrower networks of Medicare Advantage, the program paid 8.0 percent less than FFS Medicare. We also found that the rates paid by commercial plans were much higher than those of either Medicare Advantage or FFS Medicare, and growing. At least some of this difference comes from the much higher prices that commercial plans pay for profitable service lines. Project HOPE—The People-to-People Health Foundation, Inc.

  11. Differences in Receipt of Three Preventive Health Care Services by Race/Ethnicity in Medicare Advantage Plans: Tracking the Impact of Pay for Performance, 2010 and 2013

    PubMed Central

    Palta, Mari; Smith, Maureen; Oliver, Thomas R.; DuGoff, Eva H.

    2016-01-01

    Introduction In 2012, the Centers for Medicare and Medicaid Services (CMS) introduced the Quality Bonus Payment Demonstration, a pay-for-performance (P4P) program, into Medicare Advantage plans. Previous studies documented racial/ethnic disparities in receipt of care among participants in these plans. The objective of this study was to determine whether P4P incentives have affected these disparities in Medicare Advantage plans. Methods We studied 411 Medicare Advantage health plans that participated in the Medicare Health Outcome Survey in 2010 and 2013. Preventive health care was defined as self-reported receipt of health care provider communication or treatment to reduce risk of falling, improve bladder control, and monitor physical activity among individuals reporting these problems. Logistic regression stratified by health care plan was used to examine racial/ethnic disparities in receipt of preventive health care before and after the introduction of the P4P program in 2012. Results We found similar racial/ethnic differences in receipt of preventive health care before and after the introduction of P4P. Blacks and Asians were less likely than whites to receive advice to improve bladder control and more likely to receive advice to reduce risk of falling and improve physical activity. Hispanics were more likely to report receiving advice about all 3 health issues than whites. After the introduction of P4P, the gap decreased between Hispanics and whites for improving bladder control and monitoring physical activity and increased between blacks and whites for monitoring physical activity. Conclusion Racial/ethnic differences in receipt of preventive health care are not always in the expected direction. CMS should consider developing a separate measure of equity in preventive health care services to encourage health plans to reduce gaps among racial/ethnic groups in receiving preventive care services. PMID:27609303

  12. Differences in Receipt of Three Preventive Health Care Services by Race/Ethnicity in Medicare Advantage Plans: Tracking the Impact of Pay for Performance, 2010 and 2013.

    PubMed

    Jung, Daniel H; Palta, Mari; Smith, Maureen; Oliver, Thomas R; DuGoff, Eva H

    2016-09-08

    In 2012, the Centers for Medicare and Medicaid Services (CMS) introduced the Quality Bonus Payment Demonstration, a pay-for-performance (P4P) program, into Medicare Advantage plans. Previous studies documented racial/ethnic disparities in receipt of care among participants in these plans. The objective of this study was to determine whether P4P incentives have affected these disparities in Medicare Advantage plans. We studied 411 Medicare Advantage health plans that participated in the Medicare Health Outcome Survey in 2010 and 2013. Preventive health care was defined as self-reported receipt of health care provider communication or treatment to reduce risk of falling, improve bladder control, and monitor physical activity among individuals reporting these problems. Logistic regression stratified by health care plan was used to examine racial/ethnic disparities in receipt of preventive health care before and after the introduction of the P4P program in 2012. We found similar racial/ethnic differences in receipt of preventive health care before and after the introduction of P4P. Blacks and Asians were less likely than whites to receive advice to improve bladder control and more likely to receive advice to reduce risk of falling and improve physical activity. Hispanics were more likely to report receiving advice about all 3 health issues than whites. After the introduction of P4P, the gap decreased between Hispanics and whites for improving bladder control and monitoring physical activity and increased between blacks and whites for monitoring physical activity. Racial/ethnic differences in receipt of preventive health care are not always in the expected direction. CMS should consider developing a separate measure of equity in preventive health care services to encourage health plans to reduce gaps among racial/ethnic groups in receiving preventive care services.

  13. Will choice-based reform work for Medicare? Evidence from the Federal Employees Health Benefits Program.

    PubMed

    Florence, Curtis S; Atherly, Adam; Thorpe, Kenneth E

    2006-10-01

    . To examine the effect of premiums and benefits on the health plan choices of older enrollees who choose Federal Employees Health Benefits Program (FEHBP) health plans as their primary payer. Administrative enrollment data from the Office of Personnel Management (OPM) and plan premiums and benefits data taken from the Checkbook Guide to health plans. We estimate individual plan choice models where the choice of health plan is a function of out-of-pocket premium, actuarial value, plan attributes, and individual characteristics. Plan attributes include plan structure (fee-for-service/preferred provider organization, point-of-service, or health maintenance organization), drug benefit structure, and whether or not the plan covers other types of spending such as dental services and diabetic supplies. The models are estimated by conditional logit. Our study focuses on three populations that currently choose FEHBP as their primary health care coverage and are similar to the Medicare population: current employees and retirees who are approaching the age of Medicare eligibility (ages 60-64) and current federal employees age 65+. Current employees age 65+ are eligible for Medicare, but their FEHBP plan is their primary payer. Retirees and employees 60-64 are not yet eligible for Medicare but are similar in many respects to recently age-eligible Medicare beneficiaries. We also estimate our model for current employees age 55 and younger as a comparison group. We select a random sample of retirees and employees age 60-64, as well as all current employees age 65+, from the OPM administrative database for the calendar year 2001. The plan choices available to each person are determined by the plans participating in their metropolitan statistical area. We match plan premium and attribute information from the Checkbook Guide to each plan in the enrollee's list of choices. We find that current workers 65+, 60-64, and non-Medicare eligible retirees are sensitive to variation in plan premiums. The premium elasticities for these groups are similar in magnitude to those of the age 55 and under employee group. Older workers and retirees not yet eligible for Medicare are willing to pay a substantial amount for plans with open provider networks. The willingness to pay for open networks is significantly greater for these groups than for younger employees. Willingness to pay for open network plans varies significantly by income, but varies little by age within group. Our finding that older workers and non-Medicare eligible retirees are sensitive to plan premiums suggests that choice-based reform of Medicare would lead to cost-conscious choices by Medicare beneficiaries. However, our finding that these groups are willing to pay more for open network plans than younger employees suggest that higher risk individuals may migrate toward higher benefit, higher cost plans. Our findings on the relationship between income and willingness to pay for open network plans suggest that means testing is a viable reform for lowering Medicare program costs.

  14. Managing effectively in the downsized organization.

    PubMed

    Arnold, Edwin; Pulich, Marcia

    2003-01-01

    Many health care institutions have downsized in recent years for a variety of reasons including cost savings and the need to be proactive in restructuring the organization for more effective performance. In a downsized organization, top management must develop new strategies to enable line managers at all levels to operate effectively. New policies for human resource strategic planning, selective hiring, employee empowerment, training and development, reduction of status distinctions, sharing of appropriate information with employees, and paying for performance must be implemented.

  15. 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.

  16. 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...

  17. 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...

  18. 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...

  19. District Awards for Teacher Excellence (D.A.T.E.) Program: Year One Evaluation Report. Policy Evaluation Report

    ERIC Educational Resources Information Center

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

    2010-01-01

    District Awards for Teacher Excellence (D.A.T.E.) is a state-funded program in Texas that provides grants to districts for the implementation of locally-designed performance pay plans. All districts in the state are eligible to receive grants, but participation is voluntary. As D.A.T.E. continues in its second year of operation with approximately…

  20. 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.

  1. The defined-contribution plan: the next generation of healthcare financing.

    PubMed

    Emery, J D

    2001-01-01

    In response to rising health insurance premiums, many purchasers of coverage are evaluating the possibility of implementing defined-contribution health insurance plans. Under a defined-contribution plan, employers or the government pay a specified portion of the premium, and the consumer chooses a plan from a menu of options, paying the balance of the premium based on their plan selection. A shift to a defined-contribution model will have far-reaching implications for consumers, employer and government purchasers, payers, and providers. Providers will face changes in consumption patterns and the need to develop a brand image, market their strengths directly to consumers, educate consumers about their services and pricing, and reconfigure infrastructures to be able to respond efficiently to consumer demands.

  2. 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

  3. 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...

  4. Impact of a Pay-for-Performance Program on Care for Black Patients with Hypertension: Important Answers in the Era of the Affordable Care Act.

    PubMed

    Petersen, Laura A; Ramos, Kate Simpson; Pietz, Kenneth; Woodard, LeChauncy D

    2017-06-01

    Evaluate the effect of a pay-for-performance intervention on the quality of hypertension care provided to black patients and determine whether it produced risk selection. Primary data collected between 2007 and 2009 from Veterans Affairs physicians and their primary care panels. Nested study within a cluster randomized controlled trial of three types of financial incentives and no incentives (control). We compared the proportion of physicians' black patients meeting hypertension performance measures for baseline and final performance periods. We measured risk selection by comparing the proportion of patients who switched providers, patient visit frequency, and panel turnover. Due to limited power, we prespecified in the analysis plan combining the three incentive groups and oversampling black patients. Data collected electronically and by chart review. The proportion of black patients who achieved blood pressure control or received an appropriate response to uncontrolled blood pressure in the final period was 6.3 percent (95 percent confidence interval, 0.8-11.7 percent) greater for physicians who received an incentive than for controls. There was no difference between intervention and controls in the proportion of patients who switched providers, visit frequency, or panel turnover. A pay-for-performance intervention improved blood pressure control or appropriate response to uncontrolled blood pressure in black patients and did not produce risk selection. © Published 2016. This article is a U.S. Government work and is in the public domain in the USA.

  5. Paying Medicare Advantage plans by competitive bidding: how much competition is there?

    PubMed

    Biles, Brian; Pozen, Jonah; Guterman, Stuart

    2009-08-01

    Private health plans that enroll Medicare beneficiaries--known as Medicare Advantage (MA) plans--are being paid $11 billion more in 2009 than it would cost to cover these beneficiaries in regular fee-for-service Medicare. To generate Medicare savings for offsetting the costs of health reform, the Obama Administration has proposed eliminating these extra payments to private insurers and instituting a competitive bidding system that pays MA plans based on the bids they submit. This study examines the concentration of enrollment among MA plans and the degree to which firms offering MA plans actually face competition. The results show that in the large majority of U.S. counties, MA plan enrollment is highly concentrated in a small number of firms. Given the relative lack of competition in many markets as well as the potential impact on traditional Medicare, the authors call for careful consideration of a new system for setting MA plan payments.

  6. Estimating farmers' willingness to pay for climate change adaptation: the case of the Malaysian agricultural sector.

    PubMed

    Masud, Muhammad Mehedi; Junsheng, Ha; Akhtar, Rulia; Al-Amin, Abul Quasem; Kari, Fatimah Binti

    2015-02-01

    This paper estimates Malaysian farmers' willingness to pay (WTP) for a planned adaptation programme for addressing climate issues in the Malaysian agricultural sector. We used the contingent valuation method (CVM) for a monetary valuation of farmers' preferences for a planned adaptation programme by ascertaining the value attached to address climatic issues in the Malaysian agricultural sector. Structured questionnaires were distributed among the sampled farmers. The study found that 74 % of respondents were willing to pay for a planned adaptation programme and that several socioeconomic and motivation factors have greater influence on their WTP. This paper clearly specifies the steps needed for all institutional bodies to better address issues in climate change. The outcomes of this paper will support policy makers to better design an efficient adaptation framework for adapting to the adverse impacts of climate change.

  7. Individual pay-for-performance in Canadian healthcare organizations.

    PubMed

    Greengarten, Moshe; Hundert, Mark

    2006-01-01

    Pink et al. discuss some of the issues related to pay-for-performance for individual and organizational healthcare providers. This commentary addresses key success factors for the implementation of individual pay-for-performance in publicly financed Canadian healthcare organizations. Publicly financed healthcare organizations in Canada have been relatively slow to adopt performance-pay programs as compared with private sector organizations; and those that have been developed have been, for the most part, rather crude. In many cases, they have become an additional mechanism for delivering base pay, rather than a true variable-pay program that motivates and differentiates performance. In light of the many issues that need to be addressed, we feel that pay-for-performance should be introduced gradually, beginning at the most senior levels of the organization. Above all, it is critical for publicly financed healthcare organizations to recognize that introducing pay-for-performance involves not only a set of structures and processes, but also likely a profound change in organizational values and behaviours.

  8. 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…

  9. 49 CFR 386.83 - Sanction for failure to pay civil penalties or abide by payment plan; operation in interstate...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... commerce prohibited. (a)(1) General rule. (i) A CMV owner or operator that fails to pay a civil penalty in... FMCSA Service Center may allow a CMV owner or operator, or an intermodal equipment provider, to pay a civil penalty in installments. If the CMV owner or operator, or intermodal equipment provider, fails to...

  10. 49 CFR 386.83 - Sanction for failure to pay civil penalties or abide by payment plan; operation in interstate...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... commerce prohibited. (a)(1) General rule. (i) A CMV owner or operator that fails to pay a civil penalty in... FMCSA Service Center may allow a CMV owner or operator, or an intermodal equipment provider, to pay a civil penalty in installments. If the CMV owner or operator, or intermodal equipment provider, fails to...

  11. 49 CFR 386.83 - Sanction for failure to pay civil penalties or abide by payment plan; operation in interstate...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... commerce prohibited. (a)(1) General rule. (i) A CMV owner or operator that fails to pay a civil penalty in... FMCSA Service Center may allow a CMV owner or operator, or an intermodal equipment provider, to pay a civil penalty in installments. If the CMV owner or operator, or intermodal equipment provider, fails to...

  12. 49 CFR 386.83 - Sanction for failure to pay civil penalties or abide by payment plan; operation in interstate...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... commerce prohibited. (a)(1) General rule. (i) A CMV owner or operator that fails to pay a civil penalty in... FMCSA Service Center may allow a CMV owner or operator, or an intermodal equipment provider, to pay a civil penalty in installments. If the CMV owner or operator, or intermodal equipment provider, fails to...

  13. 49 CFR 385.423 - Does a motor carrier have a right to an administrative review of a denial, suspension, or...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ...) Failure to pay civil penalty or abide by payment plan. If a motor carrier is notified that failure to pay... operating rights or had its registration suspended for failure to pay a civil penalty or abide by a payment..., DC 20590-0001 Attention: Adjudications Counsel (MC-CC). (ii) Chief Counsel (MC-CC), Federal Motor...

  14. 49 CFR 385.423 - Does a motor carrier have a right to an administrative review of a denial, suspension, or...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ...) Failure to pay civil penalty or abide by payment plan. If a motor carrier is notified that failure to pay... operating rights or had its registration suspended for failure to pay a civil penalty or abide by a payment..., DC 20590-0001 Attention: Adjudications Counsel (MC-CC). (ii) Chief Counsel (MC-CC), Federal Motor...

  15. 49 CFR 385.423 - Does a motor carrier have a right to an administrative review of a denial, suspension, or...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ...) Failure to pay civil penalty or abide by payment plan. If a motor carrier is notified that failure to pay... operating rights or had its registration suspended for failure to pay a civil penalty or abide by a payment..., DC 20590-0001 Attention: Adjudications Counsel (MC-CC). (ii) Chief Counsel (MC-CC), Federal Motor...

  16. 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…

  17. 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…

  18. Impact of multi-tiered pharmacy benefits on attitudes of plan members with chronic disease states.

    PubMed

    Nair, Kavita V; Ganther, Julie M; Valuck, Robert J; McCollum, Marianne M; Lewis, Sonya J

    2002-01-01

    To evaluate the effects of 2- and 3-tiered pharmacy benefit plans on member attitudes regarding their pharmacy benefits. We performed a mail survey and cross-sectional comparison of the outcome variables in a large managed care population in the western United States. Participants were persons with chronic disease states who were in 2- or 3-tier copay drug plans. A random sample of 10,662 was selected from a total of 25,008 members who had received 2 or more prescriptions for a drug commonly used to treat one of 5 conditions: hypertension, diabetes, dyslipidemia, gastroesophageal reflux disease (GERD), or arthritis. Statistical analysis included bivariate comparisons and regression analysis of the factors affecting member attitudes, including satisfaction, loyalty, health plan choices, and willingness to pay a higher out-of-pocket cost for medications. A response rate of 35.8% was obtained from continuously enrolled plan members. Respondents were older, sicker, and consumed more prescriptions than nonrespondents. There were significant differences in age and health plan characteristics between 2- and 3-tier plan members: respondents aged 65 or older represented 11.7% of 2-tier plan members and 54.7% of 3-tier plan members, and 10.0% of 2-tier plan members were in Medicare+Choice plans versus 61.4% in Medicare+Choice plans for 3-tier plan members (P<0.05). Controlling for demographic characteristics, number of comorbidities, and the cost of health care, 2-tier plan members were more satisfied with their plan, more likely to recommend their plan to others, and less likely to switch their current plans to obtain better prescription drug coverage than 3-tier plan members. While members were willing to purchase higher cost nonformulary and brand-name medications, in general, they were not willing to pay more than 10 dollars (in addition to their copayment amount) for these medications. Older respondents and sicker individuals (those with higher scores on the Chronic Disease Indicator) appeared to have more positive attitudes toward their pharmacy benefit plans in general. Higher reported incomes by respondents were also associated with greater satisfaction with prescription drug coverage and increased loyalty toward the pharmacy benefit plan. Conversely, the more individuals spent for either their health care or prescription medications, the less satisfied they were with their prescription drug coverage and less loyalty they appeared to have for their health plans. An inverse relationship also appeared to exist between the out-of-pocket costs for prescription medications and members' willingness to pay for nonformulary medications. Three-tier members had lower reported satisfaction with their plans compared to members in 2-tier plans. The financial resources available to members (which may be a function of being older and having more education and higher incomes), the number of chronic disease states that members have, and other factors may influence their attitudes toward their prescription drug coverage.

  19. Health Insurance: Understanding Your Health Plan's Rules

    MedlinePlus

    ... Point of service (POS) plan Preferred provider organization (PPO) Rules for selecting doctors and hospitals Managed care ... If you have a POS plan or a PPO, the insurance company will probably pay for you ...

  20. Will Choice-Based Reform Work for Medicare? Evidence from the Federal Employees Health Benefits Program

    PubMed Central

    Florence, Curtis S; Atherly, Adam; Thorpe, Kenneth E

    2006-01-01

    Objective To examine the effect of premiums and benefits on the health plan choices of older enrollees who choose Federal Employees Health Benefits Program (FEHBP) health plans as their primary payer. Data Sources Administrative enrollment data from the Office of Personnel Management (OPM) and plan premiums and benefits data taken from the Checkbook Guide to health plans. Study Design We estimate individual plan choice models where the choice of health plan is a function of out-of-pocket premium, actuarial value, plan attributes, and individual characteristics. Plan attributes include plan structure (fee-for-service/preferred provider organization, point-of-service, or health maintenance organization), drug benefit structure, and whether or not the plan covers other types of spending such as dental services and diabetic supplies. The models are estimated by conditional logit. Our study focuses on three populations that currently choose FEHBP as their primary health care coverage and are similar to the Medicare population: current employees and retirees who are approaching the age of Medicare eligibility (ages 60–64) and current federal employees age 65+. Current employees age 65+ are eligible for Medicare, but their FEHBP plan is their primary payer. Retirees and employees 60–64 are not yet eligible for Medicare but are similar in many respects to recently age-eligible Medicare beneficiaries. We also estimate our model for current employees age 55 and younger as a comparison group. Data Collection Methods We select a random sample of retirees and employees age 60–64, as well as all current employees age 65+, from the OPM administrative database for the calendar year 2001. The plan choices available to each person are determined by the plans participating in their metropolitan statistical area. We match plan premium and attribute information from the Checkbook Guide to each plan in the enrollee's list of choices. Principal Findings We find that current workers 65+, 60–64, and non-Medicare eligible retirees are sensitive to variation in plan premiums. The premium elasticities for these groups are similar in magnitude to those of the age 55 and under employee group. Older workers and retirees not yet eligible for Medicare are willing to pay a substantial amount for plans with open provider networks. The willingness to pay for open networks is significantly greater for these groups than for younger employees. Willingness to pay for open network plans varies significantly by income, but varies little by age within group. Conclusions Our finding that older workers and non-Medicare eligible retirees are sensitive to plan premiums suggests that choice-based reform of Medicare would lead to cost-conscious choices by Medicare beneficiaries. However, our finding that these groups are willing to pay more for open network plans than younger employees suggest that higher risk individuals may migrate toward higher benefit, higher cost plans. Our findings on the relationship between income and willingness to pay for open network plans suggest that means testing is a viable reform for lowering Medicare program costs. PMID:16987300

  1. A focus on the asthma HEDIS measure and its implications for clinical practice.

    PubMed

    Davies, Thomas J; Bunn, William B; Fromer, Leonard; Gelfand, Erwin W; Colice, Gene L

    2006-02-01

    With more than $16.1 billion in annual costs, the asthma management system is inadequate and needs revision to improve health and financial outcomes. Solutions may be found in the National Committee for Quality Assurance's guidelines and in such programs as Pay for Performance that financially reward providers for adherence to standards of practice based on Health Plan Employer Data and Information Set measures.

  2. Money and School Performance. Lessons from the Kansas City Desegregation Experiment. Policy Analysis No. 298.

    ERIC Educational Resources Information Center

    Ciotti, Paul

    To improve the education of black students and to encourage desegregation, a federal judge ordered the Kansas City (Missouri) school district to come up with a cost-is-no-object educational plan and ordered local and state taxpayers to find the money to pay for it. Kansas City spent as much as $11,700 per pupil, more money per pupil on a cost of…

  3. The U.S. health insurance marketplace: are premiums truly affordable?

    PubMed

    Graetz, Ilana; Kaplan, Cameron M; Kaplan, Erin K; Bailey, James E; Waters, Teresa M

    2014-10-21

    The Patient Protection and Affordable Care Act requires that individuals have health insurance or pay a penalty. Individuals are exempt from paying this penalty if the after-subsidy cost of the least-expensive plan available to them is greater than 8% of their income. For this study, premium data for all health plans offered on the state and federal health insurance marketplaces were collected; the after-subsidy cost of premiums for the least-expensive bronze plan for every county in the United States was calculated; and variations in premium affordability by age, income, and geographic area were assessed. Results indicated that-although marketplace subsidies ensure affordable health insurance for most persons in the United States-many individuals with incomes just above the subsidy threshold will lack affordable coverage and will be exempt from the mandate. Furthermore, young individuals with low incomes often pay as much as or more than older individuals for bronze plans. If substantial numbers of younger, healthier adults choose to remain uninsured because of cost, health insurance premiums across all ages may increase over time.

  4. 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…

  5. Notification: Audit of EPA's Office of Criminal Enforcement, Forensics and Training's Law Enforcement Availability Pay Reporting

    EPA Pesticide Factsheets

    Project #OA-FY18-0075, November 30, 2017. The EPA OIG plans to begin preliminary research on the EPA Office of Criminal Enforcement, Forensics and Training's (OCEFT's) law enforcement availability pay (LEAP) reporting.

  6. Are You a Hospital Inpatient or Outpatient? If You have Medicare -- Ask!

    MedlinePlus

    ... an “inpatient” or “outpatient”) affects how much you pay for hospital services (like X-rays, drugs, and ... different. Check with your plan. What do I pay as an inpatient? • Medicare Part A (Hospital Insurance) ...

  7. 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...

  8. 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...

  9. Paying for family planning.

    PubMed

    Lande, R E; Geller, J S

    1991-11-01

    This report discusses the challenges and costs involved in meeting the future needs for family planning in developing countries. Estimates of current expenditures for family planning go as high as $4.5 billion. According to a UNFPA report, developing country governments contribute 75% of the payments for family planning, with donor agencies contributing 15%, and users paying for 10%. Although current expenditures cover the needs of about 315 million couples of reproductive age in developing countries, this number of couples accounts for only 44% of all married women of reproductive age. Meeting all current contraceptive needs would require an additional $1 to $1.4 billion. By the year 2000, as many as 600 million couples could require family planning, costing as much as $11 billion a year. While the brunt of the responsibility for covering these costs will remain in the hand of governments and donor agencies (governments spend only 0.4% of their total budget on family planning and only 1% of all development assistance goes towards family planning), a wide array of approaches can be utilized to help meet costs. The report provides detailed discussions on the following approaches: 1) retail sales and fee-for-services providers, which involves an expanded role for the commercial sector and an increased emphasis on marketing; 2) 3rd-party coverage, which means paying for family planning service through social security institutions, insurance plans, etc.; 3) public-private collaboration (social marketing, employment-based services, etc.); 4) cost recovery, such as instituting fees in public and private nonprofit family planning clinics; and 5) improvements in efficiency.

  10. Notification: Audit of Region 10’s Biweekly Pay Cap Waiver Process

    EPA Pesticide Factsheets

    Project #OA-FY17-0125, Jan 24, 2017. The EPA OIG plans to begin preliminary research on an audit of EPA Region 10’s biweekly pay cap waiver process. For more information, please click on the link above.

  11. Executive pay trends and golden parachute tax: a collision on the horizon.

    PubMed

    Johnson, David G

    2004-01-01

    Ironically, many corporations will likely discover that tying equity-based executive compensation more closely to performance will cost millions of dollars when there is a merger or acquisition. The reason: Internal Revenue Code Section 280G, which is designed to discourage "excess" parachute payments, often assesses a significantly higher toll on performance-based compensation than on time-vested equity payments. There is no magic remedy, but advance planning can often help mitigate the impact. This article describes the dilemma and suggests several approaches to the challenge.

  12. Willingness to pay for anterior cruciate ligament reconstruction.

    PubMed

    Hall, Michael P; Chiang-Colvin, Alexis S; Bosco, Joseph A

    2013-01-01

    The outcomes of ACL reconstructions in terms of patient satisfaction and function are well known. Most orthopaedic surgeons feel that Medicare and other payors do not reimburse enough for this surgery. The purpose of this study is to determine how much patients are willing to pay for this surgery and compare it to reimbursement rates. We constructed a survey which described the function and limitations of an ACL deficient knee and the expected function of that knee after an ACL reconstruction. We then asked the volunteers how much they would be willing to pay for an ACL reconstruction if it were their knee. We also gathered data on the yearly earnings and Tegner activity level of the volunteers. In all, 143 volunteers completed the survey. We computed correlation coefficients between willingness to pay and both yearly earnings and Tegner activity level. The average amount that the volunteers were willing to pay for an ACL reconstruction was $4,867.00. There was no correlation between yearly earnings and willingness to pay. The correlation coefficient was 0.34. There was a weak correlation between Tegner activity level and willingness to pay. This correlation coefficient was 0.81. The Medicare allowable rate for ACL reconstruction (CPT 29888) in the geographic area of the study was $1,132.00. The data demonstrates that patients are willing to pay much more than traditional payors for ACL reconstruction. These payors undervalue the benefit of this surgery to the patient. There is increasing pressure on orthopaedic surgeons to not participate in insurance plans that reimburse poorly. This places an increasing financial burden on the patient. This study suggests that patients may be willing to pay more for their surgery than their insurance plan and accept more of this burden.

  13. 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.

  14. An Inventory of Innovative Financing Plans to Help Pay for Higher Education.

    ERIC Educational Resources Information Center

    Merisotis, Jamie P.

    1989-01-01

    Creative ideas recently emerging to help families cope with rising educational costs are reviewed, including state and federal level savings plans, alternative loan programs, guaranteed access plans, and public service proposals. (Author/MSE)

  15. Do Medicare Beneficiaries Living With HIV/AIDS Choose Prescription Drug Plans That Minimize Their Total Spending?

    PubMed

    Desmond, Katherine A; Rice, Thomas H; Leibowitz, Arleen A

    2017-01-01

    This article examines whether California Medicare beneficiaries with HIV/AIDS choose Part D prescription drug plans that minimize their expenses. Among beneficiaries without low-income supplementation, we estimate the excess cost, and the insurance policy and beneficiary characteristics responsible, when the lowest cost plan is not chosen. We use a cost calculator developed for this study, and 2010 drug use data on 1453 California Medicare beneficiaries with HIV who were taking antiretroviral medications. Excess spending is defined as the difference between projected total spending (premium and cost sharing) for the beneficiary's current drug regimen in own plan vs spending for the lowest cost alternative plan. Regression analyses related this excess spending to individual and plan characteristics. We find that beneficiaries pay more for Medicare Part D plans with gap coverage and no deductible. Higher premiums for more extensive coverage exceeded savings in deductible and copayment/coinsurance costs. We conclude that many beneficiaries pay for plan features whose costs exceed their benefits.

  16. Do Medicare Beneficiaries Living With HIV/AIDS Choose Prescription Drug Plans That Minimize Their Total Spending?

    PubMed Central

    Desmond, Katherine A.; Rice, Thomas H.; Leibowitz, Arleen A.

    2017-01-01

    This article examines whether California Medicare beneficiaries with HIV/AIDS choose Part D prescription drug plans that minimize their expenses. Among beneficiaries without low-income supplementation, we estimate the excess cost, and the insurance policy and beneficiary characteristics responsible, when the lowest cost plan is not chosen. We use a cost calculator developed for this study, and 2010 drug use data on 1453 California Medicare beneficiaries with HIV who were taking antiretroviral medications. Excess spending is defined as the difference between projected total spending (premium and cost sharing) for the beneficiary’s current drug regimen in own plan vs spending for the lowest cost alternative plan. Regression analyses related this excess spending to individual and plan characteristics. We find that beneficiaries pay more for Medicare Part D plans with gap coverage and no deductible. Higher premiums for more extensive coverage exceeded savings in deductible and copayment/coinsurance costs. We conclude that many beneficiaries pay for plan features whose costs exceed their benefits. PMID:28990452

  17. 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

  18. 49 CFR 385.14 - Motor carriers, brokers, and freight forwarders delinquent in paying civil penalties: prohibition...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... on transportation. (a) A CMV owner or operator that has failed to pay civil penalties imposed by the FMCSA, or has failed to abide by a payment plan, may be prohibited from operating CMVs in interstate...

  19. 49 CFR 385.14 - Motor carriers, brokers, and freight forwarders delinquent in paying civil penalties: prohibition...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... on transportation. (a) A CMV owner or operator that has failed to pay civil penalties imposed by the FMCSA, or has failed to abide by a payment plan, may be prohibited from operating CMVs in interstate...

  20. 49 CFR 385.14 - Motor carriers, brokers, and freight forwarders delinquent in paying civil penalties: prohibition...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... on transportation. (a) A CMV owner or operator that has failed to pay civil penalties imposed by the FMCSA, or has failed to abide by a payment plan, may be prohibited from operating CMVs in interstate...

  1. 49 CFR 385.14 - Motor carriers, brokers, and freight forwarders delinquent in paying civil penalties: prohibition...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... on transportation. (a) A CMV owner or operator that has failed to pay civil penalties imposed by the FMCSA, or has failed to abide by a payment plan, may be prohibited from operating CMVs in interstate...

  2. 49 CFR 385.14 - Motor carriers, brokers, and freight forwarders delinquent in paying civil penalties: prohibition...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... on transportation. (a) A CMV owner or operator that has failed to pay civil penalties imposed by the FMCSA, or has failed to abide by a payment plan, may be prohibited from operating CMVs in interstate...

  3. Pay Now, Pay Later.

    ERIC Educational Resources Information Center

    Layzell, Daniel T.

    1988-01-01

    Tuition prepayment is not a panacea for rising college costs. States are treating symptoms and not causes through such programs. Rather than adopting prepayment plans wholesale, state governments need to determine whether the risk to the state and institutions is justifiable by thoroughly analyzing the program's viability. (MSE)

  4. 5 CFR 330.104 - Requirements for vacancy announcements.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... information: (1) Name of issuing agency; (2) Announcement number; (3) Position title, series, pay plan, and grade (or pay rate); (4) Duty location; (5) Number of vacancies; (6) Opening date and application... the recommended equal employment opportunity statement located on OPM's USAJOBS website.); and (18...

  5. 5 CFR 330.104 - Requirements for vacancy announcements.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... information: (1) Name of issuing agency; (2) Announcement number; (3) Position title, series, pay plan, and grade (or pay rate); (4) Duty location; (5) Number of vacancies; (6) Opening date and application... the recommended equal employment opportunity statement located on OPM's USAJOBS website.); and (18...

  6. 5 CFR 330.104 - Requirements for vacancy announcements.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... information: (1) Name of issuing agency; (2) Announcement number; (3) Position title, series, pay plan, and grade (or pay rate); (4) Duty location; (5) Number of vacancies; (6) Opening date and application... the recommended equal employment opportunity statement located on OPM's USAJOBS website.); and (18...

  7. 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...

  8. 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.

  9. Department of Defense Financial Management Regulation. Volume 8. Civilian Pay Policy Procedures

    DTIC Science & Technology

    1999-08-01

    servicing HRO perform a review of employee records to ensure that previously reported retirement plans are correct. Ensure that frozen CSRS accounts... meal periods) occur during the hours specified. See 53 Comp. Gen. 814 (1974) (reference (p)). Shift differential also is payable when an employee is: 1...Temporary Quarters Subsistence Allowance. The TQSA is an allowance granted to an employee for the reasonable cost of temporary quarters, meals and laundry

  10. Chronic pelvic pain syndrome: role of a thorough clinical assessment.

    PubMed

    Quaghebeur, Jörgen; Wyndaele, Jean-Jacques

    2015-04-01

    Chronic pelvic pain syndrome (CPPS) presents with a variety of symptoms affecting multiple systems. There is no universal treatment that can be given to all patients with CPPS. The results of treatment depend greatly on an accurate diagnosis. A thorough clinical assessment, including a "four-step plan", should include paying special attention to the musculoskeletal system. This assessment is not difficult to perform and provides valuable information on possible muscular problems and neuropathy.

  11. 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...

  12. 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…

  13. 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…

  14. 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.

  15. Setting the pace: the qualities of physician leaders as entrepreneurial businessmen--what makes them successful?

    PubMed

    Cascardo, Debra

    2008-01-01

    As pay-for-performance plans, quality measures, and other initiatives become permanent fixtures in our third-party reimbursement system, it is more important than ever to treat your practice as a business. Operating a practice is never an easy task, but working toward achieving your goals is important. Remember, not all investments pay offimmediately, but streamlining your practice should show results in your efficiency, bottom line, and patient and staff satisfaction levels. The business side of a practice is constantly changing and will continue to change. Visionaries realize that with such a dynamic process, there is no time to sit back when things are running well. They track performance and start experimenting with new ideas to make things even better. Don't continue to do things the way they have always been done. Be open to looking at different and new ways to make both the practice and the processes more efficient and more patient-friendly to see results in your bottom line.

  16. Notification: Audit of the U.S. Environmental Protection Agency's Implementation of Do Not Pay Requirements

    EPA Pesticide Factsheets

    Project #OA-FY13-0391, August 26, 2013. The EPA's OIG plans to begin preliminary research for an audit ofthe agency's implementation ofthe Do Not Pay requirements outlined in the Improper Payments Elimination and Recovery Improvement Act of 2012.

  17. Military Benefits for Former Spouses: Legislation and Policy Issues

    DTIC Science & Technology

    2016-07-01

    followed by the right to convert to a private health insurance plan with the identical restriction on remarriage and other medical coverage. 17...Disposable Retired Pay ............................................................................................................. 7 Life Insurance ...18 Tables Table 1. Example Disposable Retired Pay With and Without Life Insurance Deductions .............. 8 Table 2

  18. 29 CFR 2571.7 - Scope of discovery.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ..., conclusions, opinions, or legal theories of a party's attorney or other representative developed in... advises the plan administrator or other plan fiduciary on matters concerning plan administration or other... personally or for non-fiduciary matters (e.g. settlor acts), provided that the plan did not pay for the legal...

  19. 29 CFR 2571.7 - Scope of discovery.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ..., conclusions, opinions, or legal theories of a party's attorney or other representative developed in... advises the plan administrator or other plan fiduciary on matters concerning plan administration or other... personally or for non-fiduciary matters (e.g. settlor acts), provided that the plan did not pay for the legal...

  20. 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...

  1. 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.

  2. 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

  3. 12 CFR 360.3 - Priorities.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... vacation and sick leave pay and contributions to employee benefit plans, earned prior to the appointment of... interests of the receivership to engage or retain for a reasonable period of time; (4) If authorized by the receiver, claims for wages and salaries, including vacation and sick leave pay and contributions to...

  4. 5 CFR 892.301 - How do I pay my premium?

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false How do I pay my premium? 892.301 Section 892.301 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS PREMIUMS Contributions and...

  5. 5 CFR 892.301 - How do I pay my premium?

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false How do I pay my premium? 892.301 Section 892.301 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS PREMIUMS Contributions and...

  6. 5 CFR 892.301 - How do I pay my premium?

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 2 2014-01-01 2014-01-01 false How do I pay my premium? 892.301 Section 892.301 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS PREMIUMS Contributions and...

  7. Districts Refashion Teacher Base Pay

    ERIC Educational Resources Information Center

    Sawchuk, Stephen

    2010-01-01

    A handful of districts, some with the approval of their local teachers' unions, are experimenting with alternatives to the fundamental components that govern teachers' base-pay raises. Ranging from a long-standing plan in Eagle County, Colorado, to a contract ratified earlier this year by teachers in the Pittsburgh district, the systems tie raises…

  8. 5 CFR 892.301 - How do I pay my premium?

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false How do I pay my premium? 892.301 Section 892.301 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS PREMIUMS Contributions and...

  9. How To Pay for Your Children's College Education.

    ERIC Educational Resources Information Center

    Krefetz, Gerald

    Financial planning strategies for families who expect to pay most of their children's college costs are offered. Information on changes mandated by the 1986 Tax Reform Act is provided. Topics include: closing the gap between higher education and family savings; assessing the financial risks and rewards of investments; gifts; understanding the…

  10. 12 CFR 226.51 - Ability to Pay.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...) TRUTH IN LENDING (REGULATION Z) Special Rules Applicable to Credit Card Accounts and Open-End Credit... pay. A card issuer must not open a credit card account for a consumer under an open-end (not home-secured) consumer credit plan, or increase any credit limit applicable to such account, unless the card...

  11. 12 CFR 226.51 - Ability to Pay.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...) TRUTH IN LENDING (REGULATION Z) Special Rules Applicable to Credit Card Accounts and Open-End Credit... pay. A card issuer must not open a credit card account for a consumer under an open-end (not home-secured) consumer credit plan, or increase any credit limit applicable to such account, unless the card...

  12. 78 FR 21418 - Notice of Lodging of Proposed Consent Decree Under the Comprehensive Environmental Response...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-04-10

    .... Attachment A to the Decree is the St. Lawrence River Environment Natural Resource Damage Assessment: Restoration and Compensation Determination Plan and Environmental Assessment (``RCDP''). The RCDP describes... York. The Decree provides for the Defendants to pay assessment costs, pay for natural resource...

  13. An Accounting Program Merit Pay Survey

    ERIC Educational Resources Information Center

    Lindsay, David H.; Campbell, Annhenrie; Tan, Kim B.; Wagner, Andrew

    2010-01-01

    Basing the compensation of accounting professors on merit pay in order to encourage better teaching, research and service is controversial. Before the effectiveness of merit-based salary plans can be examined empirically, it must be determined which accounting programs use such a system. In this study, the 852 accounting programs in the United…

  14. 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...

  15. Assessment of transport performance index for urban transport development strategies — Incorporating residents' preferences

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

    Ambarwati, Lasmini, E-mail: L.Ambarwati@tudelft.nl; Department of Civil Engineering, Brawijaya University; Verhaeghe, Robert, E-mail: R.Verhaeghe@tudelft.nl

    The performance of urban transport depends on a variety of factors related to metropolitan structure; in particular, the patterns of commuting, roads and public transport (PT) systems. To evaluate urban transport planning efforts, there is a need for a metric expressing the aggregate performance of the city's transport systems which should relate to residents' preferences. The existing metrics have typically focused on a measure to express the proximity of job locations to residences. A Transport Performance Index (TPI) is proposed in which the total cost of transportation system (operational and environmental costs) is divided by willingness to pay (WTP) formore » transport plus the willingness to accept (WTA) the environmental effects on residents. Transport operational as well as the environmental costs are derived from a simulation of all transport systems, to particular designs of spatial development. Willingness to pay for transport and willingness to accept the environmental effects are derived from surveys among residents. Simulations were modelled of Surabaya's spatial structure and public transport expansion. The results indicate that the current TPI is high, which will double by 2030. With a hypothetical polycentric city structure and adjusted job housing balance, a lower index occurs because of the improvements in urban transport performance. A low index means that the residents obtain much benefit from the alternative proposed. This illustrates the importance of residents' preferences in urban spatial planning in order to achieve efficient urban transport. Applying the index suggests that city authorities should provide fair and equitable public transport systems for suburban residents in the effort to control the phenomenon of urban sprawl. This index is certainly a good tool and prospective benchmark for measuring sustainability in relation to urban development.« less

  16. 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.…

  17. Who should set CEO pay? The press? Congress? Shareholders?

    PubMed

    Brownstein, A R; Panner, M J

    1992-01-01

    Populist fervor in an election year has transformed executive compensation from a business issue into a political one. Critics, led by Graef Crystal, author of In Search of Excess: The Overcompensation of American Executives, charge that CEOs are ripping off shareholders with their outrageous salaries while running U.S. corporations into the ground. Politicians claim overpaid CEOs are the root cause of the U.S. competitiveness problem. Add a recessionary business climate to the fact that some CEOs earn 130 times more than their lowest paid employees, and you have the makings of a populist rebellion. In a bid to appease voters, Congress is considering several bills that would limit the deductibility of "excessive executive salaries," the SEC has opened the issue to shareholder comment, and the Financial Accounting Standards Board is looking at new accounting standards for granting stock options to executives as part of company compensation schemes. Andrew R. Brownstein and Morris J. Panner say it's time to put the debate back where it belongs--in a business context. The real question is not are executives paid too much, but are shareholders getting their money's worth. Most U.S. corporations use stock compensation to link company long-term performance to executive salaries. And because of the staggering market performance of U.S. corporations in the 1980s, an overwhelming majority of CEOs are actually paid in line with their performance. Rather than cut executive pay, Brownstein and Panner suggest that corporations extend incentive-based compensation plans to all employees, thus narrowing the salary gap and establishing pay for performance at every level of the organization.

  18. An Application of a Management Performance Audit Program.

    DTIC Science & Technology

    1980-12-01

    the s state. The francise granted the company permission to oper- ate on a public thoroughfare. A monopoly was created as no Ibid., p. 13. 5 George M...disputed. Why should commuters pay more for the same ride on a crowded bus when they could enjoy the privacy and independence of their own automobile...comprehensive transportation plan was to be formulated prior to disburse- ment of funds. Yet, the Act failed to provide additional funding to support

  19. 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…

  20. 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.

  1. 20 CFR 418.2010 - Definitions.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... All-inclusive Care for the Elderly plan offering qualified prescription drug coverage, or a cost plan...) Tax-exempt interest income; (ii) Income from United States savings bonds used to pay higher education... Program of All-Inclusive Care for the Elderly Plan offering qualified prescription drug coverage, or a...

  2. 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.

  3. 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.…

  4. Trouble Brewing: The Disaster of California State Pensions. State Research

    ERIC Educational Resources Information Center

    Buck, Stuart

    2010-01-01

    California has promised its public employees lavish pensions and retiree health benefits without setting aside nearly enough money to pay for those benefits. As a result, California already admits to a $75.5 billion shortfall in paying for these promises to public employees--$40.5 billion for the teachers' retirement plan (California State…

  5. Merit Pay for Teachers. ERS Report.

    ERIC Educational Resources Information Center

    Educational Research Service, Arlington, VA.

    This report is one of three companion reports of the results of a study on merit pay and incentive plans for teachers, and for administrators and support personnel as well. The data in these studies are reported separately by four school system enrollment groups (large, medium, small, and very small) and, in many tables, by eight geographic…

  6. Pay As You Go: A Better Way of Funding School Construction.

    ERIC Educational Resources Information Center

    Carey, Kelley D.

    2000-01-01

    Pay-as-you-go funding (via local option sales taxes or earmarked property taxes) is superior to floating expensive bond issues to resolve school construction crises. Districts can plan projects more thoughtfully, focus on project priorities, avoid arbitrage problems and high insurance costs, and address socioeconomic considerations more equitably.…

  7. Using contingent choice methods to assess consumer preferences about health plan design.

    PubMed

    Marquis, M Susan; Buntin, Melinda Beeuwkes; Kapur, Kanika; Yegian, Jill M

    2005-01-01

    American insurers are designing products to contain health care costs by making consumers financially responsible for their choices. Little is known about how consumers will view these new designs. Our objective is to examine consumer preferences for selected benefit designs. We used the contingent choice method to assess willingness to pay for six health plan attributes. Our sample included subscribers to individual health insurance products in California, US. We used fitted logistic regression models to explore how preferences for the more generous attributes varied with the additional premium and with the characteristics of the subscriber. High quality was the most highly valued attribute based on the amounts consumers report they are willing to pay. They were also willing to pay substantial monthly premiums to reduce their overall financial risk. Individuals in lower health were willing to pay more to reduce their financial risk than individuals in better health. Consumers may prefer tiered-benefit designs to those that involve overall increases in cost sharing. More consumer information is needed to help consumers better evaluate the costs and benefits of their insurance choices.

  8. 26 CFR 1.401(a)(5)-1 - Special rules relating to nondiscrimination requirements.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... compensation for A's final 5 plan years is as follows: 1995 plan year $10,500 1994 plan year $20,000 1993 plan... this section, an employee's final pay from the employer as of a plan year is the employee's compensation (as defined in section 414(q)(7)) for the year (ending with or within the 5-plan-year period...

  9. Attention Demands of Spoken Word Planning: A Review

    PubMed Central

    Roelofs, Ardi; Piai, Vitória

    2011-01-01

    Attention and language are among the most intensively researched abilities in the cognitive neurosciences, but the relation between these abilities has largely been neglected. There is increasing evidence, however, that linguistic processes, such as those underlying the planning of words, cannot proceed without paying some form of attention. Here, we review evidence that word planning requires some but not full attention. The evidence comes from chronometric studies of word planning in picture naming and word reading under divided attention conditions. It is generally assumed that the central attention demands of a process are indexed by the extent that the process delays the performance of a concurrent unrelated task. The studies measured the speed and accuracy of linguistic and non-linguistic responding as well as eye gaze durations reflecting the allocation of attention. First, empirical evidence indicates that in several task situations, processes up to and including phonological encoding in word planning delay, or are delayed by, the performance of concurrent unrelated non-linguistic tasks. These findings suggest that word planning requires central attention. Second, empirical evidence indicates that conflicts in word planning may be resolved while concurrently performing an unrelated non-linguistic task, making a task decision, or making a go/no-go decision. These findings suggest that word planning does not require full central attention. We outline a computationally implemented theory of attention and word planning, and describe at various points the outcomes of computer simulations that demonstrate the utility of the theory in accounting for the key findings. Finally, we indicate how attention deficits may contribute to impaired language performance, such as in individuals with specific language impairment. PMID:22069393

  10. 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…

  11. End State: The Fallacy of Modern Military Planning

    DTIC Science & Technology

    2017-04-06

    operational planning for non -linear, complex scenarios requires application of non -linear, advanced planning techniques such as design methodology ...cannot be approached in a linear, mechanistic manner by a universal planning methodology . Theater/global campaign plans and theater strategies offer no...strategic environments, and instead prescribes a universal linear methodology that pays no mind to strategic complexity. This universal application

  12. Association of Employee Attributes and Exceptional Performance Rating at a National Center of the US Centers for Disease Control and Prevention, 2011.

    PubMed

    Roberts, Henry; Myles, Ranell L; Truman, Benedict I; Dean, Hazel D

    2015-01-01

    Employee performance evaluation motivates and rewards exceptional individual performance that advances the achievement of organizational goals. The Centers for Disease Control and Prevention (CDC) and its operating units evaluate employee performance annually and reward exceptional performance with a cash award or quality step increase in pay. A summary performance rating (SPR) of "exceptional" indicated personal achievements in 2011 that were beyond expectations described in the employee's performance plan. To determine whether personal attributes and job setting of civil service employees were associated with an exceptional SPR in National Center for HIV/AIDS, Viral Hepatitis, STD, and TB Prevention (NCHHSTP) in 2011. Data from the CDC 2011 performance management database collected in 2012 were analyzed in 2013 to identify SPR, personal attributes, and job settings of full-time civil service employees. Multivariate logistic regression controlled for confounding and stratified analysis detected effect modifiers of the association between receiving an exceptional SPR in 2011 and gender, race/ethnicity, education, job location, job series, grade level, years in grade, years of federal service, supervisory role, and NCHHSTP division. Among the 1037 employees, exceptional SPR was independently associated with: female gender (adjusted odds ratio: 1.7 [1.3, 2.3]), advanced degrees (doctorate: 1.7 [1.1, 2.5] master's: [1.1, 2.0]), headquarters location (2.8 [1.9, 4.1]), higher pay grade (3.3 [2.4, 4.5]) and years in grade (0-1 years: 1.7 [1.3, 2.4]; 2-4 years: 1.5 [1.1, 2.0]), division level (Division A: 5.0 [2.5, 9.9]; Division B: 5.5 [3.5, 8.8]), and supervisory status (at a lower-pay grade) (odds ratio: 3.7 [1.1, 11.3]). Exceptional SPR is independently associated with personal employee attributes and job settings that are not modifiable by interventions designed to improve employee performance based on accomplishments.

  13. Association of Employee Attributes and Exceptional Performance Rating at a National Center of the U.S. Centers for Disease Control and Prevention, 2011

    PubMed Central

    Roberts, Henry; Myles, Ranell L.; Truman, Benedict I.; Dean, Hazel D.

    2015-01-01

    Context Employee performance evaluation motivates and rewards exceptional individual performance that advances the achievement of organizational goals. CDC and its operating units evaluate employee performance annually and reward exceptional performance with a cash award or quality step increase in pay. A summary performance rating (SPR) of “exceptional” indicated personal achievements in 2011 that were beyond expectations described in the employee's performance plan. Objective To determine if personal attributes and job setting of civil service employees were associated with an exceptional SPR in NCHHSTP in 2011. Design Data from the CDC 2011 performance management database collected in 2012 were analyzed in 2013 to identify SPR, personal attributes, job-settings of full-time civil service employees. Multivariate logistic regression controlled for confounding and stratified analysis detected effect modifiers of the association between receiving an exceptional SPR in 2011 and gender, race/ethnicity, education, job location, job series, grade level, years in grade, years of federal service, supervisory role, and NCHHSTP division. Results Among the 1,037 employees, exceptional SPR was independently associated with: female gender (aOR: 1.7 [1.3,2.3]), advanced degrees (Doctorate: 1.7 [1.1,2.5]) Master's: 1.1, 2.0]), headquarters location (2.8 [1.9, 4.1]), higher pay grade (3.3 [2.4,4.5]) and years in grade (0-1yrs: 1.7 [1.3,2.4]; 2-4yrs: 1.5 [1.1,2.0]), division level (Division A: 5.0 [2.5,9.9]; Division B: 5.5 [3.5, 8.8]), and supervisory status (at a lower pay grade) (OR: 3.7 [1.1, 11.3]). Conclusions Exceptional SPR is independently associated with personal employee attributes and job-settings that are not modifiable by interventions designed to improve employee performance based on accomplishments. PMID:25271386

  14. Planned Giving Debate: Whose Interest Comes First? Side 1: It's Simple. Your Institution Pays You; The Donor Doesn't.

    ERIC Educational Resources Information Center

    White, Douglas E.

    1990-01-01

    Every planned giving administrator's ultimate responsibility is to serve the institution of higher education and not the donor. Planned giving administrators should instruct donors to consult a financial adviser because they cannot fill that role. (MLW)

  15. 11 CFR 114.11 - Employee participation plans.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... participation plan (i.e. a trustee plan) which is a political giving program in which a corporation pays the..., over contributions by participants in the program to any candidate, group of candidates, political... including members of a labor organization who are employees of the corporation. Communications about...

  16. 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…

  17. 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...

  18. 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…

  19. 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…

  20. 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...

  1. 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…

  2. 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…

  3. Pension Plans at Risk: A Potential Hazard of Deficit Reduction and Tax Reform.

    ERIC Educational Resources Information Center

    Logue, Dennis E.

    The most widely used pension plans in the United States are defined-benefit plans under which employers pay workers a fixed pension, usually a percentage of their final salaries. Defined-contribution pension plans, under which employers and employees set aside funds that are invested for the employees, are growing in popularity and are…

  4. 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...

  5. 20 CFR 617.19 - Requirement for participation in training.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... available at a reasonable cost, (D) Funds are not available to pay the total costs of training, or (E... which the individual was separated plans to recall the individual within the reasonably foreseeable future (State agencies must verify planned recalls with the employer), (2) Planned recall. For the...

  6. 31 CFR 29.105 - Computation of time.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... annuity computation purposes— (i) The service of a participant under the Police and Firefighters Plan who... pay (LWOP) that is creditable service. (1) Under the Police and Firefighters Plan, credit is allowed...'s credit under a formal leave system; and (ii) The service of a participant under the Teachers Plan...

  7. 31 CFR 29.105 - Computation of time.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... annuity computation purposes— (i) The service of a participant under the Police and Firefighters Plan who... pay (LWOP) that is creditable service. (1) Under the Police and Firefighters Plan, credit is allowed...'s credit under a formal leave system; and (ii) The service of a participant under the Teachers Plan...

  8. 31 CFR 29.105 - Computation of time.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... annuity computation purposes— (i) The service of a participant under the Police and Firefighters Plan who... pay (LWOP) that is creditable service. (1) Under the Police and Firefighters Plan, credit is allowed...'s credit under a formal leave system; and (ii) The service of a participant under the Teachers Plan...

  9. 31 CFR 29.105 - Computation of time.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... annuity computation purposes— (i) The service of a participant under the Police and Firefighters Plan who... pay (LWOP) that is creditable service. (1) Under the Police and Firefighters Plan, credit is allowed...'s credit under a formal leave system; and (ii) The service of a participant under the Teachers Plan...

  10. 76 FR 77900 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-12-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final...

  11. 76 FR 13883 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-03-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final...

  12. 78 FR 16401 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-03-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final...

  13. 78 FR 35754 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-06-14

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final...

  14. 77 FR 56770 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-09-14

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final...

  15. 75 FR 33688 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-06-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: Pension...

  16. 75 FR 12121 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-03-15

    ... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: Pension...

  17. Institutions Devise New Ways to Help Families Meet College Costs.

    ERIC Educational Resources Information Center

    Klinger, Donna J.

    1986-01-01

    Colleges are offering innovative financing plans, some risky, that allow families to pay college costs in a rational manner and in turn keep enrollment up. They include tuition futures plans, electronic funds transfer, gift certificates, credit card payments, megaloans, tuition stabilization plans, institutional loans, tuition matching, and…

  18. 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

  19. 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.

  20. Carrots and sticks: impact of an incentive/disincentive employee flexible credit benefit plan on health status and medical costs.

    PubMed

    Stein, A D; Karel, T; Zuidema, R

    1999-01-01

    Employee wellness programs aim to assist in controlling employer costs by improving the health status and fitness of employees, potentially increasing productivity, decreasing absenteeism, and reducing medical claims. Most such programs offer no disincentive for nonparticipation. We evaluated an incentive/disincentive program initiated by a large teaching hospital in western Michigan. The HealthPlus Health Quotient program is an incentive/disincentive approach to health promotion. The employer's contribution to the cafeteria plan benefit package is adjusted based on results of an annual appraisal of serum cholesterol, blood pressure, tobacco use, body fat, physical fitness, motor vehicle safety, nutrition, and alcohol consumption. The adjustment (health quotient [HQ]) can range from -$25 to +$25 per pay period. We examined whether appraised health improved between 1993 and 1996 and whether the HQ predicted medical claims. Mean HQ increased slightly (+$0.47 per pay period in 1993 to +$0.89 per pay period in 1996). Individuals with HQs of less than -$10 per pay period incurred approximately twice the medical claims of the other groups (test for linear trend, p = .003). After adjustment, medical claims of employees in the worst category (HQ < -$10 per pay period) were $1078 (95% confidence interval $429-$1728) greater than those for the neutral (HQ between -$2 and +$2 per pay period) category. A decrease in HQ of at least $6 per pay period from 1993 to 1995 was associated with $956 (95% confidence interval $264-$1647) greater costs in 1996 than was a stable HQ. The HealthPlus Health Quotient program is starting to yield benefits. Most employees are impacted minimally, but savings are accruing to the employer from reductions in medical claims paid and in days lost to illness and disability.

  1. How America Pays for College, 2014: Sallie Mae's National Study of College Students and Parents

    ERIC Educational Resources Information Center

    Sallie Mae, Inc., 2014

    2014-01-01

    Sallie Mae has conducted "How America Pays for College" annually since 2008, providing information about the resources American families invest in an undergraduate college education. This study focuses particularly on the planning and payment behaviors in a given academic year. Now in its seventh year, the study provides a compelling…

  2. College Board Delegates Argue Controversies of the Day: Productivity and Paying for College.

    ERIC Educational Resources Information Center

    Evangelauf, Jean

    1987-01-01

    The annual meeting of the College Board focused on some of the most controversial issues facing higher education including: productivity, accountability, prepaid tuition plans, Guaranteed Student Loan (GSL) program, and one alternative to the G.S.L.--students could borrow from the government and then pay a higher Social Security tax. (MLW)

  3. 32 CFR 48.404 - Ages to be used.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 32 National Defense 1 2010-07-01 2010-07-01 false Ages to be used. 48.404 Section 48.404 National... SERVICEMAN'S FAMILY PROTECTION PLAN Reduction of Retired Pay § 48.404 Ages to be used. Ages to be used for calculating reductions of retired pay will be the ages of the member and his eligible dependents on their...

  4. 32 CFR 48.404 - Ages to be used.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 32 National Defense 1 2013-07-01 2013-07-01 false Ages to be used. 48.404 Section 48.404 National... SERVICEMAN'S FAMILY PROTECTION PLAN Reduction of Retired Pay § 48.404 Ages to be used. Ages to be used for calculating reductions of retired pay will be the ages of the member and his eligible dependents on their...

  5. 32 CFR 48.404 - Ages to be used.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 32 National Defense 1 2012-07-01 2012-07-01 false Ages to be used. 48.404 Section 48.404 National... SERVICEMAN'S FAMILY PROTECTION PLAN Reduction of Retired Pay § 48.404 Ages to be used. Ages to be used for calculating reductions of retired pay will be the ages of the member and his eligible dependents on their...

  6. 32 CFR 48.404 - Ages to be used.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 32 National Defense 1 2011-07-01 2011-07-01 false Ages to be used. 48.404 Section 48.404 National... SERVICEMAN'S FAMILY PROTECTION PLAN Reduction of Retired Pay § 48.404 Ages to be used. Ages to be used for calculating reductions of retired pay will be the ages of the member and his eligible dependents on their...

  7. 32 CFR 48.404 - Ages to be used.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 32 National Defense 1 2014-07-01 2014-07-01 false Ages to be used. 48.404 Section 48.404 National... SERVICEMAN'S FAMILY PROTECTION PLAN Reduction of Retired Pay § 48.404 Ages to be used. Ages to be used for calculating reductions of retired pay will be the ages of the member and his eligible dependents on their...

  8. Beyond Measurement and Reward: Methods of Motivating Quality Improvement and Accountability.

    PubMed

    Berenson, Robert A; Rice, Thomas

    2015-12-01

    The article examines public policies designed to improve quality and accountability that do not rely on financial incentives and public reporting of provider performance. Payment policy should help temper the current "more is better" attitude of physicians and provider organizations. Incentive neutrality would better support health professionals' intrinsic motivation to act in their patients' best interests to improve overall quality than would pay-for-performance plans targeted to specific areas of clinical care. Public policy can support clinicians' intrinsic motivation through approaches that support systematic feedback to clinicians and provide concrete opportunities to collaborate to improve care. Some programs administered by the Centers for Medicare & Medicaid Services, including Partnership for Patients and Conditions of Participation, deserve more attention; they represent available, but largely ignored, approaches to support providers to improve quality and protect beneficiaries against substandard care. Public policies related to quality improvement should focus more on methods of enhancing professional intrinsic motivation, while recognizing the potential role of organizations to actively promote and facilitate that motivation. Actually achieving improvement, however, will require a reexamination of the role played by financial incentives embedded in payments and the unrealistic expectations placed on marginal incentives in pay-for-performance schemes. © Health Research and Educational Trust.

  9. Trends and Issues in U.S. Navy Manpower

    DTIC Science & Technology

    1985-01-01

    Planning (ADSTAP) system7, consists of several subsystems and models for planning and managing enlisted manpower, personnel, and training. It was... models to provide information for formulating goals and planning the transition from current inventory to estab- lished objectives 9 Operational...planning models to provide information for formulating operating plans to control the size and quality (ratings or skills and pay grades) of the active-duty

  10. 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…

  11. 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…

  12. 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…

  13. 29 CFR 4047.5 - Repayment of PBGC payments of guaranteed benefits.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... from its single-employer insurance fund (the fund established pursuant to ERISA section 4005(a)) to pay... owed to the plan, the liquidity of plan assets, the interests of the single-employer insurance program...

  14. A family planning program that pays for itself.

    PubMed

    1987-07-01

    In Japan, the condom is the method of choice of 82% of all contraceptive users. The Japan Family Planning Association covers about 3% of the total condom market through a well-organized social marketing scheme. Mobile guidance teams, equipped with a vehicle, supply contraceptives to health centers, independent midwives, and maternity hospitals in 17 prefectures and collect payment for condoms distributed after their previous visit. As an incentive, organizations and health institutions receive a commission for the condoms they supply. Japan's largest condom manufacturer provides supplies to the Family Planning Association at a very low price. The contraceptive social marketing program pays for its own promotion, and the Family Planning Association is able to support its other activities from the income it earns. The program was designed to complement rather than compete with commercial marketing channels such as pharmacies, which supply 60% of the 660 million condoms purchased in Japan each year.

  15. 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...

  16. 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…

  17. 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…

  18. 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…

  19. 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…

  20. 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

  1. 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...

  2. 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.

  3. 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…

  4. Paying for College: Prepaid Tuition and College Savings Plans. ERIC Digest.

    ERIC Educational Resources Information Center

    Loane, Shannon

    To cover the costs of college, students and their families are using loans, grants, savings, and, increasingly, a specific type of college savings plan known as a "529." These planned are named after a Section of the Internal Revenue Code that confers tax exemption to qualified state tuition programs. There are two types of 529 plans:…

  5. 78 FR 21648 - Consolidated Tape Association; Notice of Filing and Immediate Effectiveness of the Seventeenth...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-04-11

    ... subscribers pay for Network B last sale information under the CTA Plan and for Network B quotation information under the CQ Plan into one monthly fee of $24.00 per device for both last sale information and quotation... both Plans was in 1995. The CTA Plan, pursuant to which markets collect and disseminate last sale price...

  6. 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…

  7. 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…

  8. 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…

  9. 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…

  10. 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…

  11. 14 CFR 151.113 - Advance planning proposals: Sponsor eligibility.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... Engineering Proposals § 151.113 Advance planning proposals: Sponsor eligibility. The sponsor of an advance planning and engineering proposal must be a public agency, as defined in § 151.37(a), and must be legally... agreement; (c) Provide enough funds to pay all estimated proposal costs not borne by the United States; and...

  12. 14 CFR 151.113 - Advance planning proposals: Sponsor eligibility.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Engineering Proposals § 151.113 Advance planning proposals: Sponsor eligibility. The sponsor of an advance planning and engineering proposal must be a public agency, as defined in § 151.37(a), and must be legally... agreement; (c) Provide enough funds to pay all estimated proposal costs not borne by the United States; and...

  13. Consumer-directed health plans: what happened?

    PubMed

    Goldsmith, Jeff

    2007-08-01

    CDHPs can stabilize growth in health costs, but the health plan-subscriber relationship should be more transparent. CFOs should ensure that increased cost exposure in CDHPs is paired with broad, deep disease management and employee assistance support. Hospitals should plan for the likelihood that, one way or another, consumers will be paying more of their healthcare bill.

  14. Differences in Career and Life Planning between African American and Caucasian Undergraduate Women

    ERIC Educational Resources Information Center

    Booth, Caroline S.; Myers, Jane E.

    2011-01-01

    Women, especially African American women, have traditionally been in low-paying careers. This exploratory study examined how career aspirations are affected by future career and family plans. Results revealed that African American undergraduate women had higher career aspirations than Caucasian undergraduate women and also planned for multiple…

  15. Politics Pulls Teacher Pay to Forefront: Surging Revenues Cited by Governors in Plans

    ERIC Educational Resources Information Center

    Hoff, David J.

    2006-01-01

    Teachers may reap rewards on payday during the upcoming school year, thanks to increasingly flush state coffers and the political dynamics of an election year. Governors from both political parties, in many of the 36 states holding gubernatorial elections in the fall of 2006, are urging their legislatures to raise pay for teachers or give them…

  16. Clinton plan takes shape, but financing still big unknown.

    PubMed

    Kakaviatos, P

    1993-06-14

    Global budgets...managed competition...price controls. Many of their features have filled in as Hillary Rodham Clinton's health care reform task force wraps up its work--six weeks late and counting. Based on the numerous details that have come out in the past few months, Health Care Reform Week has assembled the following round-up of provisions likely to be included in the coming reform plan. The information in based on HCR Week's interviews with government officials and industry representatives plus recent news accounts and statements by Clinton administration and congressional officials. One certainty is that whatever is in the plan President Clinton sends to Congress, legislators' approval will be heavily influenced by the proposals' cost feasibility. Advocates of the largest possible range of benefits in the health care package, for example [HCRW Special Report, 5/17/93], already are hearing from skeptical lawmakers. New benefits are "fine so long as we are willing to do one thing: pay for them. And pay for them now," says House Ways & Means Committee Chairman Dan Rostenkowski (D-Ill.). "There's been a long, unhappy record in this town of paying for today's benefits with tomorrow's dollars." Here's a wrap up of what's come out to date.

  17. 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

  18. 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.

  19. 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…

  20. 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…

  1. 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…

  2. Effect of pay for performance on the management and outcomes of hypertension in the United Kingdom: interrupted time series study

    PubMed Central

    Serumaga, Brian; Ross-Degnan, Dennis; Avery, Anthony J; Elliott, Rachel A; Majumdar, Sumit R; Zhang, Fang

    2011-01-01

    Objective To assess the impact of a pay for performance incentive on quality of care and outcomes among UK patients with hypertension in primary care. Design Interrupted time series. Setting The Health Improvement Network (THIN) database, United Kingdom. Participants 470 725 patients with hypertension diagnosed between January 2000 and August 2007. Intervention The UK pay for performance incentive (the Quality and Outcomes Framework), which was implemented in April 2004 and included specific targets for general practitioners to show high quality care for patients with hypertension (and other diseases). Main outcome measures Centiles of systolic and diastolic blood pressures over time, rates of blood pressure monitoring, blood pressure control, and treatment intensity at monthly intervals for baseline (48 months) and 36 months after the implementation of pay for performance. Cumulative incidence of major hypertension related outcomes and all cause mortality for subgroups of newly treated (treatment started six months before pay for performance) and treatment experienced (started treatment in year before January 2001) patients to examine different stages of illness. Results After accounting for secular trends, no changes in blood pressure monitoring (level change 0.85, 95% confidence interval −3.04 to 4.74, P=0.669 and trend change −0.01, −0.24 to 0.21, P=0.615), control (−1.19, −2.06 to 1.09, P=0.109 and −0.01, −0.06 to 0.03, P=0.569), or treatment intensity (0.67, −1.27 to 2.81, P=0.412 and 0.02, −0.23 to 0.19, P=0.706) were attributable to pay for performance. Pay for performance had no effect on the cumulative incidence of stroke, myocardial infarction, renal failure, heart failure, or all cause mortality in both treatment experienced and newly treated subgroups. Conclusions Good quality of care for hypertension was stable or improving before pay for performance was introduced. Pay for performance had no discernible effects on processes of care or on hypertension related clinical outcomes. Generous financial incentives, as designed in the UK pay for performance policy, may not be sufficient to improve quality of care and outcomes for hypertension and other common chronic conditions. PMID:21266440

  3. 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.

  4. 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.

  5. 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.

  6. Calculations of financial incentives for providers in a pay-for-performance program: Manual review versus data from structured fields in electronic health records

    PubMed Central

    Urech, Tracy H.; Woodard, LeChauncy D.; Virani, Salim S.; Dudley, R. Adams; Lutschg, Meghan Z.; Petersen, Laura A.

    2015-01-01

    Background Hospital report cards and financial incentives linked to performance require clinical data that are reliable, appropriate, timely, and cost-effective to process. Pay-for-performance plans are transitioning to automated electronic health record (EHR) data as an efficient method to generate data needed for these programs. Objective To determine how well data from automated processing of structured EHR fields (AP-EHR) reflect data from manual chart review and the impact of these data on performance rewards. Research Design Cross-sectional analysis of performance measures used in a cluster randomized trial assessing the impact of financial incentives on guideline-recommended care for hypertension. Subjects A total of 2,840 patients with hypertension assigned to participating physicians at 12 Veterans Affairs hospital-based outpatient clinics. Fifty-two physicians and 33 primary care personnel received incentive payments. Measures Overall, positive and negative agreement indices and Cohen's kappa were calculated for assessments of guideline-recommended antihypertensive medication use, blood pressure (BP) control, and appropriate response to uncontrolled BP. Pearson's correlation coefficient was used to assess how similar participants’ calculated earnings were between the data sources. Results By manual chart review data, 72.3% of patients were considered to have received guideline-recommended antihypertensive medications compared to 65.0% by AP-EHR review (k=0.51). Manual review indicated 69.5% of patients had controlled BP compared to 66.8% by AP-EHR review (k=0.87). Compared to 52.2% of patients per the manual review, 39.8% received an appropriate response by AP-EHR review (k=0.28). Participants’ incentive payments calculated using the two methods were highly correlated (r≥0.98). Using the AP-EHR data to calculate earnings, participants’ payment changes ranged from a decrease of $91.00 (−30.3%) to an increase of $18.20 (+7.4%) for medication use (IQR, −14.4% to 0%) and a decrease of $100.10 (−31.4%) to an increase of $36.40 (+15.4%) for BP control or appropriate response to uncontrolled BP (IQR, −11.9% to −6.1%). Conclusions Pay-for-performance plans that use only EHR data should carefully consider the measures and the structure of the EHR before data collection and financial incentive disbursement. For this study, we feel that a 10% difference in the total amount of incentive earnings disbursed based on AP-EHR data compared to manual review is acceptable given the time and resources required to abstract data from medical records. PMID:26340661

  7. 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…

  8. 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...

  9. Relief Plans Spurring Debate over Vouchers

    ERIC Educational Resources Information Center

    Robelen, Erik W.

    2005-01-01

    Washington is a safe distance from the powerful winds that have wreaked havoc on the Gulf Coast, but a political storm continued to brew in the capital over President Bush's plan to help pay the costs of private school tuition for students displaced by Hurricane Katrina. As voucher opponents decried the president's plan, Louisiana's two U.S.…

  10. 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...

  11. 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…

  12. 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...

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. 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.

  18. 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

  19. 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…

  20. 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…

  1. Swift Trust in Hastily Formed Networks

    DTIC Science & Technology

    2002-01-01

    in the Engineering School. 1983 Grand Prix Award, Sales Promotion Association of Australia A national award received for the best promotion of the...deposit of over $500. The average deposit was over $2,000. 1983 Best Small Budget Award, Sales Promotion Association of Australia A national award...Australian Sales Promotion Awards. Implemented the introduction of new financial services such as automatic bill paying and telephone bill paying. Planned

  2. Findings from the most recent Medical Library Association salary survey.

    PubMed

    Wallace, Marc; McMullen, Thomas D; Corcoran, Kate

    2004-10-01

    The objective is to provide information on basic issues in library management identified by the Medical Library Association's (MLA's) seventh triennial salary survey. The survey was a Web-based questionnaire. A nonrandom sample of persons was obtained by posting messages to MLA's membership and to the MEDLIB-L e-mail discussion list. Employed MLA members and nonmembers employed in medical library settings filled out a Web-based form designed using common gateway interface (CGI) programming. Six hundred forty-five usable responses were analyzed by the Hay Group and presented in the MLA publication, Hay Group/MLA 2001 Compensation and Benefits Survey. Results from the 2001 survey in this article focus on pay and job satisfaction. Salary survey results since 1983 were analyzed to review trends in seniority, diversity, and pay equity. Given the age progression of respondents from 1983 to 2001, it is clear that succession planning is a core issue for medical libraries. Although efforts to create more diversity in medical libraries in member organizations have started to yield results, pay for white respondents has increased at a higher rate than for other racial categories. The authors found that the pay-for-performance system in the organizations of approximately two-thirds of the respondents is suboptimized and that most of the reasons medical librarians cite for leaving their organization can be addressed and potentially changed by management. Results from the eighth salary survey, slated to be conducted in the fall of 2004, will further track these trends and issues.

  3. Evaluating the Impact of Policies to Regulate Involuntary Out-of-Network Charges on New Jersey Hospitals.

    PubMed

    Mattke, Soeren; White, Chapin; Hanson, Mark; Kotzias, Virginia I

    2017-01-01

    Policymakers must balance the complex and sometimes conflicting objectives of ensuring access to care, limiting the financial burden on patients, and controlling overall costs. States differ in how they handle involuntary out-of-network charges-i.e., payment for care when a patient does not have the option of selecting a hospital in his or her health plan's network. New Jersey's current regulations emphasize patient protection, in that patients are only responsible for the portion of the cost that they would have incurred for in-network care, and health plans must pay the remainder of the provider's charges. This policy is seen as contentious by health plans, who argue that they have been made responsible for paying whatever charges a hospital submits, and proposals to limit payments for involuntary out-of-network care are being debated in the state legislature. This study seeks to inform the current debate (as of October 2016) by analyzing the role of out-of-network payments in New Jersey hospitals' financial performance and simulating the effect of policies to limit charges for involuntary out-of-network care. The authors' estimates suggest that implementing New Jersey Bill A1952, which proposes a limit of between 90 and 200 percent of Medicare rates for involuntary out-of-network hospital care, would have reduced payments for hospital care by commercial plans by between 6 and 10 percent during 2010 through 2014. Assuming no change in operating expenses and no recoupment of lost out-of-network revenues, the cap would have led to an operating loss at between 48 and 70 percent of hospitals.

  4. 12 CFR 5.20 - Organizing a bank.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... the following three core banking functions: receiving deposits; paying checks; or lending money. The.... Organizers should not bill excessive charges to the bank for professional and consulting services or unduly..., nonprofit, and government sectors. The business plan or operating plan must demonstrate how the proposed...

  5. 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...

  6. 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,…

  7. 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…

  8. 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…

  9. Performance Related Pay in Australian Universities: The Case of Swinburne University

    ERIC Educational Resources Information Center

    Harkness, Peter; Schier, Mark

    2011-01-01

    Performance related pay is not common in Australian universities. A number of Australian universities have begun to show interest in implementing more individualised pay arrangements. Swinburne University of Technology, in Melbourne, has chosen, contrary to the wishes of many of its staff, to be a path-breaker and has introduced a performance…

  10. 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…

  11. 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.

  12. 26 CFR 1.401(a)(5)-1 - Special rules relating to nondiscrimination requirements.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... employees. (d) Certain disparity permitted. Under section 401(a)(5)(C), a plan does not discriminate in... compensation within the meaning of section 3231(e). For this purpose, a plan maintained for a self-employed... deemed to be a plan maintained by an employer that pays wages within the meaning of section 3121(a). (iii...

  13. 75 FR 56564 - Prohibited Transaction Exemptions and Grant of Individual Exemptions Involving: 2010-26, PNC...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-09-16

    ... all of its operational expenses; and (g) The Plan does not pay any fees or other expenses in... Applicant), D-11456; and 2010-27, The Finishing Trades Institute of the Mid-Atlantic Region (the Plan), L..., effective December 31, 1978, section 102 of Reorganization Plan No. 4 of 1978, 5 U.S.C. App. 1 (1996...

  14. Financial Improvement and Audit Readiness (FIAR) Plan Status Report

    DTIC Science & Technology

    2011-05-01

    integrated personnel and pay system that will consolidate Guard, Reserve, and Active Duty Military into a single system for personnel and pay...Inventory The DLA is the integrated material manager for assigned federal supply classes. The DLA holds materiel based on military and...Monitoring DoD Component progress and holding them accountable is essential to success and to achieving the Department’s commitment to audit readiness by

  15. 78 FR 49359 - Pay Under the General Schedule and Recruitment, Relocation, and Retention Incentives

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-08-14

    .... Agencies may, in their agency retention incentive plans, require documentation of private-sector job offers... Schedule and Recruitment, Relocation, and Retention Incentives AGENCY: U.S. Office of Personnel Management... to improve oversight of recruitment and retention incentive determinations; add succession planning...

  16. Workshop by Design: Planning a Workshop.

    ERIC Educational Resources Information Center

    Spencer, Dorothy; Parsons, A. Chapman

    In an Ohio Library Association guide for planning workshops, detailed instructions are given for forming a committee, holding meetings, selecting and paying the speaker, and developing the program. Budgets and fees are discussed along with information on federal funding. Practical guidance is also provided about equipment, table arrangements,…

  17. Providing a Home for Start-Ups.

    ERIC Educational Resources Information Center

    Hoffman, Carl

    2001-01-01

    Shoals Entrepreneurial Center, in two Alabama locations, supports would-be entrepreneurs with extensive planning advice, rental space, loans, business training, and back-office infrastructure. The center favors business plans with the potential to create fairly high-paying jobs, a different focus from other businesses in the region, and an…

  18. Experiments of opportunity pay loads revisited

    NASA Technical Reports Server (NTRS)

    Shrewsberry, D. J.; Cruddace, R. G.

    1986-01-01

    The design and operation of the Spartan program are discussed. The objective of the Spartan program is to utilize the Space Shuttle for conducting exoatmospheric science research. The Spartan 1 data storage and handling, attitude control, power, and thermal control systems and structure are described. The Spartan 1 was to study the structure of two prominent cosmic X-ray sources, the Perseus cluster of galaxies, and the center of the Milky Way. Spartan 1 was launched on June 17, 1985, deployed on June 20, and retrieved on June 22. The performance of the Spartan's system, and the collected data are analyzed; it was observed that the systems performed as planned. The methods used to minimize the Spartan program costs are considered.

  19. Current and future directions in Medi-Cal chronic disease care management: a view from the top.

    PubMed

    Goldman, L Elizabeth; Handley, Margaret; Rundall, Thomas G; Schillinger, Dean

    2007-05-01

    To determine the extent to which Medicaid managed care (MMC) organizations are engaged in chronic disease care management (CDCM), tailor CDCM for diverse populations, or plan to expand CDCM. Web-based survey of 23 eligible California MMC health plan executives in fall 2005. Frequency distributions of survey responses. Nineteen (83%) of 23 executives responded, representing 2.5 million beneficiaries. Eighteen (95%) MMC plans reported implementing 1 or more elements of CDCM. Although plans used a wide range of CDCM strategies to reach performance goals, most implemented provider awareness activities such as offering guidelines or disease-specific feedback to physician groups. More than half of the plans reported interest in expanding CDCM to include more active interventions such as disease registries, pay for performance, telephone counseling to patients, and other self-management support programs. Few plans reported tailoring their CDCM to vulnerable member populations such as those with limited literacy or limited English proficiency. Executives reported that insufficient financial resources at the plan level, lack of organizational leadership and commitment in physician organizations, and limited information technology in physician offices were barriers to CDCM expansion. California MMC health plans reported substantial interest in CDCM and a desire to increase CDCM. Representatives reported intentions to expand to strategies that more directly engage providers and patients. To ensure that the growing number of vulnerable enrollees with chronic disease receive high-quality care, policy efforts should focus on enabling MMC health plans to more consistently implement and target population-based strategies such as CDCM.

  20. Willingness to pay for methadone maintenance treatment in Vietnamese epicentres of injection-drug-driven HIV infection.

    PubMed

    Tran, Bach Xuan

    2013-07-01

    Willingness to pay for methadone maintenance treatment (MMT) in three Vietnamese epicentres of injection-drug-driven human immunodeficiency virus (HIV) infection was assessed. A convenience sample of 1016 patients receiving HIV treatment in seven clinics was enrolled during 2012. Contingent valuation was used to assess willingness to pay. Interviewers reviewed adverse consequences of injection drug use and the benefits of MMT. Interviewers then described the government's plan to scale up MMT and the financial barriers to scale-up. Willingness to pay was assessed using double-bounded binary questions and a follow-up open-ended question. Point and interval data models were used to estimate maximum willingness to pay. A total of 548 non-drug-users and 468 injection drug users were enrolled; 988 were willing to pay for MMT. Monthly mean willingness to pay among non-drug-users, 347 drug users not receiving MMT and 121 drug users receiving MMT was 10.7 United States dollars [US$] (35.7% of treatment costs), US$ 21.1 (70.3%) and US$ 26.2 (87.3%), respectively (mean: US$ 15.9; 95% confidence interval, CI: 13.6-18.1). Fifty per cent of drug users were willing to pay 50% of MMT costs. Residence in households with low monthly per capita income and poor health status predicted willingness to pay less among drug users; educational level, employment status, health status and current antiretroviral therapy receipt predicted willingness to pay less among non-drug-users. Willingness to pay for MMT was very high, supporting implementation of a co-payment programme.

  1. 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…

  2. 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…

  3. Preliminary data suggesting the efficacy of attention training for school-aged children with ADHD.

    PubMed

    Tamm, Leanne; Epstein, Jeffery N; Peugh, James L; Nakonezny, Paul A; Hughes, Carroll W

    2013-04-01

    A pilot randomized clinical trial was conducted to examine the initial efficacy of Pay Attention!, an intervention training sustained, selective, alternating, and divided attention, in children diagnosed with Attention-Deficit/Hyperactivity Disorder (ADHD). After a diagnostic and baseline evaluation, school-aged children with ADHD were randomized to receive 16 bi-weekly sessions of Pay Attention! (n=54) or to a waitlist control group (n=51). Participants completed an outcome evaluation approximately 12 weeks after their baseline evaluation. Results showed significant treatment effects for parent and clinician ratings of ADHD symptoms, child self-report of ability to focus, and parent ratings of executive functioning. Child performance on neuropsychological tests showed significant treatment-related improvement on strategic planning efficiency, but no treatment effects were observed on other neuropsychological outcomes. Treatment effects were also not observed for teacher ratings of ADHD. These data add to a growing body of literature supporting effects of cognitive training on attention and behavior, however, additional research is warranted. Copyright © 2012 Elsevier Ltd. All rights reserved.

  4. Preliminary data suggesting the efficacy of attention training for school-aged children with ADHD

    PubMed Central

    Tamm, Leanne; Epstein, Jeffery N.; Peugh, James L.; Nakonezny, Paul A.; Hughes, Carroll W.

    2013-01-01

    A pilot randomized clinical trial was conducted to examine the initial efficacy of Pay Attention!, an intervention training sustained, selective, alternating, and divided attention, in children diagnosed with Attention-Deficit/Hyperactivity Disorder (ADHD). After a diagnostic and baseline evaluation, school-aged children with ADHD were randomized to receive 16 bi-weekly sessions of Pay Attention! (n = 54) or to a waitlist control group (n = 51). Participants completed an outcome evaluation approximately 12 weeks after their baseline evaluation. Results showed significant treatment effects for parent and clinician ratings of ADHD symptoms, child self-report of ability to focus, and parent ratings of executive functioning. Child performance on neuropsychological tests showed significant treatment-related improvement on strategic planning efficiency, but no treatment effects were observed on other neuropsychological outcomes. Treatment effects were also not observed for teacher ratings of ADHD. These data add to a growing body of literature supporting effects of cognitive training on attention and behavior, however, additional research is warranted. PMID:23219490

  5. 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…

  6. 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...

  7. Planned Programming Pays Dividends

    ERIC Educational Resources Information Center

    Geraldi, Kevin M.

    2008-01-01

    In this article, the author explains that before beginning to create concert programs, it is important that ensemble conductors first develop a long-term curricular plan to which each individual program will contribute. He continues that if an ensemble curriculum is devised so that students make progress over the long term, dynamic growth can take…

  8. 42 CFR 422.102 - Supplemental benefits.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... Supplemental benefits. (a) Mandatory supplemental benefits. (1) Subject to CMS approval, an MA organization may require Medicare enrollees of an MA plan (other than an MSA plan) to accept or pay for services in addition to Medicare-covered services described in § 422.101. (2) If the MA organization imposes mandatory...

  9. 29 CFR 4281.14 - Mortality assumptions.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... annuitant, then the plan administrator shall value the death benefit using— (1) The mortality rates that are.... Subject to paragraph (b) of this section (regarding certain death benefits), the plan administrator shall... benefits under § 4281.13. (b) Certain death benefits. If an annuity for one person is in pay status on the...

  10. 29 CFR 4281.14 - Mortality assumptions.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... annuitant, then the plan administrator shall value the death benefit using— (1) The mortality rates that are.... Subject to paragraph (b) of this section (regarding certain death benefits), the plan administrator shall... benefits under § 4281.13. (b) Certain death benefits. If an annuity for one person is in pay status on the...

  11. 29 CFR 4281.14 - Mortality assumptions.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... annuitant, then the plan administrator shall value the death benefit using— (1) The mortality rates that are.... Subject to paragraph (b) of this section (regarding certain death benefits), the plan administrator shall... benefits under § 4281.13. (b) Certain death benefits. If an annuity for one person is in pay status on the...

  12. 29 CFR 4281.14 - Mortality assumptions.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... annuitant, then the plan administrator shall value the death benefit using— (1) The mortality rates that are.... Subject to paragraph (b) of this section (regarding certain death benefits), the plan administrator shall... benefits under § 4281.13. (b) Certain death benefits. If an annuity for one person is in pay status on the...

  13. 29 CFR 4281.14 - Mortality assumptions.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... annuitant, then the plan administrator shall value the death benefit using— (1) The mortality rates that are.... Subject to paragraph (b) of this section (regarding certain death benefits), the plan administrator shall... benefits under § 4281.13. (b) Certain death benefits. If an annuity for one person is in pay status on the...

  14. 26 CFR 1.409A-3 - Permissible payments.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... schedule of periodic payments on a dollar-for-dollar basis by the amount of bona fide disability pay..., objective formula limitation, if the disability payments are made pursuant to a plan sponsored by the... other change in the benefit payable under, such bona fide disability plan results in an acceleration of...

  15. Consultants Help Families Pay Less for College

    ERIC Educational Resources Information Center

    Farrell, Elizabeth F.

    2007-01-01

    Five years ago, the National Institute of Certified College Planners, an organization that licenses college-planning professionals, did not exist. This year the organization has 1,200 registered members. Professionals in college financial planning say business is booming, and the bulk of demand for their services is coming from families with…

  16. 77 FR 32672 - Exemptions From Certain Prohibited Transaction Restrictions

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-06-01

    ... (Principal Trust), 2012-11; D-11677, Weyerhaeuser Company (Weyerhaeuser) and Federalway Asset Management LP... interest in a Collective Fund and the receipt by Principal, thereby, of any investment management fee, any...; or (ii) Pays to Principal a Plan-Level Management Fee, based on total assets of such Client Plan...

  17. 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...

  18. 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…

  19. 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.

  20. 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)

  1. 26 CFR 1.453A-2 - Treatment of revolving credit plans; taxable years beginning on or before December 31, 1986.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ..., and other similar plans or arrangements for the sale of personal property under which the customer agrees to pay each billing-month (as defined in paragraph (c)(6)(iii) of this section) a part of the outstanding balance of the customer's account. Sales under a revolving credit plan do not constitute sales on...

  2. Creating a Better Future through Teamwork: Using Advisers to Develop a Plan for the Future of Your Child with Special Needs

    ERIC Educational Resources Information Center

    Finn, Brian

    2006-01-01

    For most families, financial planning involves paying the monthly bills while putting money aside for the children's college funds and the parents' retirement. However, for parents of children with special needs, planning often takes on a very different meaning. Ensuring that children will have the resources to meet their financial, educational,…

  3. Choices & Careers; Free to Choose: Women Today and Tomorrow.

    ERIC Educational Resources Information Center

    Finley, Cathaleen

    Nine out of 10 girls can expect to work for pay; six of them will be part of the labor force for 30 years. Today five out of ten women between the ages of 18 and 64 are working outside the home. A young woman must plan to be a worker as well as wife and mother. One fourth of all American Indian women who work for pay are clerical workers,…

  4. 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

  5. Legally speaking: Federal Trade Commission issues positive advisory opinions on antitrust implications of clinical integration.

    PubMed

    Wright, Robert

    2009-10-01

    From time to time, groups of physicians in an area may determine that they would benefit from "integrating" their practices into an IPA, PHO, or other joint venture. The anticipated benefits may include economies of scale, the ability to coordinate care between primary care physicians and specialists, providing disease management services for patients with certain conditions, or a myriad of other reasons. A key characteristic of these proposed integrated models is the ability for the group as a whole to negotiate with insurance companies and self-funded health care plans. When a group reaches the point of negotiating collectively for the fees that a pay- or is going to pay for various services throughout the plan, possible antitrust implications arise.

  6. 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…

  7. 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...

  8. 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…

  9. 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...

  10. 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...

  11. Findings from the most recent Medical Library Association salary survey

    PubMed Central

    Wallace, Marc; McMullen, Thomas D.; Corcoran, Kate

    2004-01-01

    Objective: The objective is to provide information on basic issues in library management identified by the Medical Library Association's (MLA's) seventh triennial salary survey. Methods: The survey was a Web-based questionnaire. A nonrandom sample of persons was obtained by posting messages to MLA's membership and to the MEDLIB-L email discussion list. Employed MLA members and nonmembers employed in medical library settings filled out a Web-based form designed using common gateway interface (CGI) programming. Results: Six hundred forty-five usable responses were analyzed by the Hay Group and presented in the MLA publication, Hay Group/MLA 2001 Compensation and Benefits Survey. Results from the 2001 survey in this article focus on pay and job satisfaction. Salary survey results since 1983 were analyzed to review trends in seniority, diversity, and pay equity. Conclusions: Given the age progression of respondents from 1983 to 2001, it is clear that succession planning is a core issue for medical libraries. Although efforts to create more diversity in medical libraries in member organizations have started to yield results, pay for white respondents has increased at a higher rate than for other racial categories. The authors found that the pay-for-performance system in the organizations of approximately two-thirds of the respondents is suboptimized and that most of the reasons medical librarians cite for leaving their organization can be addressed and potentially changed by management. Results from the eighth salary survey, slated to be conducted in the fall of 2004, will further track these trends and issues. PMID:15494762

  12. Willingness to pay for methadone maintenance treatment in Vietnamese epicentres of injection-drug-driven HIV infection

    PubMed Central

    2013-01-01

    Abstract Objective Willingness to pay for methadone maintenance treatment (MMT) in three Vietnamese epicentres of injection-drug-driven human immunodeficiency virus (HIV) infection was assessed. Methods A convenience sample of 1016 patients receiving HIV treatment in seven clinics was enrolled during 2012. Contingent valuation was used to assess willingness to pay. Interviewers reviewed adverse consequences of injection drug use and the benefits of MMT. Interviewers then described the government’s plan to scale up MMT and the financial barriers to scale-up. Willingness to pay was assessed using double-bounded binary questions and a follow-up open-ended question. Point and interval data models were used to estimate maximum willingness to pay. Findings A total of 548 non-drug-users and 468 injection drug users were enrolled; 988 were willing to pay for MMT. Monthly mean willingness to pay among non-drug-users, 347 drug users not receiving MMT and 121 drug users receiving MMT was 10.7 United States dollars [US$] (35.7% of treatment costs), US$ 21.1 (70.3%) and US$ 26.2 (87.3%), respectively (mean: US$ 15.9; 95% confidence interval, CI: 13.6–18.1). Fifty per cent of drug users were willing to pay 50% of MMT costs. Residence in households with low monthly per capita income and poor health status predicted willingness to pay less among drug users; educational level, employment status, health status and current antiretroviral therapy receipt predicted willingness to pay less among non-drug-users. Conclusion Willingness to pay for MMT was very high, supporting implementation of a co-payment programme. PMID:23825874

  13. Paying for reproductive health services in Bangladesh: intersections between cost, quality and culture.

    PubMed

    Schuler, Sidney Ruth; Bates, Lisa M; Islam, Md Khairul

    2002-09-01

    In 1997 a consortium of non-governmental organizations (NGOs) in Bangladesh began to implement health sector reform measures intended to expand access to and improve the quality of family planning and other basic health services. The new service delivery model entails higher costs for clients and requires that they take greater initiative. Clients have to travel further to get certain services, and they have to pay more for them than they did under the previous door-to-door family planning model. This paper is based on findings from a qualitative study looking at client and community reactions to the programme changes. It examines a number of barriers to access and constraints to cost recovery, including gender, class and ideas about entitlements, the role of government and obligations among people. The NGOs want to maximize cost recovery while making the basic services they offer accessible to most people. The findings suggest that this requires more than the establishment of an appropriate pricing structure. Attitudes related to charging and paying for services must also change, along with the institutional policies and practices that support them.

  14. 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...

  15. 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...

  16. 42 CFR 413.100 - Special treatment of certain accrued costs.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... off benefit replaces other vacation and sick pay plans. It is a formal plan under which, based on... combination of types of leave, such as illness, medical appointments, holidays, and vacations. (2) Self... in which the liability is incurred. (B) If, within the 1-year time limit, the provider furnishes to...

  17. 29 CFR 4022.5 - Determination of nonforfeitable benefits.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... beneficiary is not considered to be forfeitable solely because the plan provides that the benefit will cease... other provision in a plan that the right to a benefit in pay status will cease or be suspended upon the... the PBGC will determine whether the benefit is forfeitable. (c) A benefit guaranteed under § 4022.6...

  18. On My Mind: Pay It Forward with Professional Development, Not High-Stakes Testing.

    ERIC Educational Resources Information Center

    Warlick, David

    2001-01-01

    Suggests that professional planning, not high-stakes testing, "an Industrial Age solution to an Information Age problem," is the key to education's future. Proposes that the day for school library media specialists and teachers should be equally divided between teaching and professional planning-four hours of instructional supervision and four…

  19. 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…

  20. For Sale: Your Lesson Plans

    ERIC Educational Resources Information Center

    Greene, Kim

    2016-01-01

    The last several years has seen an increasingly popular trend of teachers buying and selling their lesson plans and other self-created classroom materials in online marketplaces. The leader in this space is a website called Teachers Pay Teachers, which boasts 3.8 million active users. In this article, the author examines why these sites became…

  1. 20 CFR 416.1225 - An approved plan to achieve self-support; general.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false An approved plan to achieve self-support; general. 416.1225 Section 416.1225 Employees' Benefits SOCIAL SECURITY ADMINISTRATION SUPPLEMENTAL... achieve self-support; general. If you are blind or disabled, we will pay you SSI benefits and will not...

  2. 20 CFR 416.1225 - An approved plan to achieve self-support; general.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false An approved plan to achieve self-support; general. 416.1225 Section 416.1225 Employees' Benefits SOCIAL SECURITY ADMINISTRATION SUPPLEMENTAL... achieve self-support; general. If you are blind or disabled, we will pay you SSI benefits and will not...

  3. Integrated Planning for Education and Development

    ERIC Educational Resources Information Center

    Persaud, Amlata

    2017-01-01

    This article addresses the issue of integrated planning for education in a post-2015 international development paradigm. It argues that there has been a growth in the opportunity space for education stakeholders at both global and local levels to pay greater attention to the links between education and other development sectors. It uses a…

  4. 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

  5. 20 CFR 411.725 - If an alternate participant becomes an EN and it has signed employment plans, both as an...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false If an alternate participant becomes an EN and it has signed employment plans, both as an alternate participant and an EN, how will SSA pay for... participant becomes an EN and it has signed employment plans, both as an alternate participant and an EN, how...

  6. 20 CFR 411.725 - If an alternate participant becomes an EN and it has signed employment plans, both as an...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false If an alternate participant becomes an EN and it has signed employment plans, both as an alternate participant and an EN, how will SSA pay for... participant becomes an EN and it has signed employment plans, both as an alternate participant and an EN, how...

  7. 20 CFR 411.725 - If an alternate participant becomes an EN and it has signed employment plans, both as an...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false If an alternate participant becomes an EN and it has signed employment plans, both as an alternate participant and an EN, how will SSA pay for... participant becomes an EN and it has signed employment plans, both as an alternate participant and an EN, how...

  8. 20 CFR 411.725 - If an alternate participant becomes an EN and it has signed employment plans, both as an...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false If an alternate participant becomes an EN and it has signed employment plans, both as an alternate participant and an EN, how will SSA pay for... participant becomes an EN and it has signed employment plans, both as an alternate participant and an EN, how...

  9. 20 CFR 411.725 - If an alternate participant becomes an EN and it has signed employment plans, both as an...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false If an alternate participant becomes an EN and it has signed employment plans, both as an alternate participant and an EN, how will SSA pay for... participant becomes an EN and it has signed employment plans, both as an alternate participant and an EN, how...

  10. 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

  11. 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.

  12. 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.

  13. 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...

  14. Research on Evaluation of Conservation Planning Implementation of Nanshe Historic Village in Dongguan City

    NASA Astrophysics Data System (ADS)

    Yubin, Luo

    2017-10-01

    Conservation planning plays an important role in the protection and development of historic villages. The evaluation of conservation planning is helpful to find out the problems existing in the village protection work which helps to improve the conservation planning system. The paper briefly summarizes the conservation planning background of Nanshe historic village in Dongguan city, Guangdong province, China. The conservation planning guided the protection work of Nanshe village since 2002. It evaluates four aspects of the conservation planning implementation and effect such as protection and utilization of the ancient buildings, roadway repair, landscape and basic sanitation facilities improvement by ways of field research and questionnaire survey. There are only nineteen ancient buildings repaired and the rest of them are part of repaired or not repaired. Most of the roadways are well preserved. Only four of them are partly repaired or not repaired. Most of the villagers like to chat under the ancient banyan trees. Conservation Planning pays not much attention to the needs of the residents. Although conservation planning of Nanshe village developed the near, middle and long term target it actually took 14 years to carry out the near target. It enhances the social awareness of Nanshe village and the sense of belongings of the villagers. Most of the villagers are satisfied with the implementation of the conservation planning. Meanwhile, the paper exposes the conservation planning is too idealistic. It lacks of implementation details and the three phases of the investment funds and pays not much attention to the needs of residents.

  15. 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...

  16. 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...

  17. 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...

  18. 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...

  19. 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...

  20. Payment policy and the growth of Medicare Advantage.

    PubMed

    Zarabozo, Carlos; Harrison, Scott

    2009-01-01

    This paper reviews recent trends in Medicare Advantage, examining program costs, access to plans, enrollment, plan bids, and benchmarks. We find that current policy has favored the growth of particular types of plans. Bid data show that plans are paid, on average, 113 percent of what expenditures would have been under the traditional Medicare program. Although some of the plan payments are used to finance extra benefits for enrollees, paying plans at higher than fee-for-service levels could affect the sustainability of the Medicare program and result in increased costs for all taxpayers and beneficiaries.

  1. 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…

  2. The link between past informal payments and willingness of the Hungarian population to pay formal fees for health care services: results from a contingent valuation study.

    PubMed

    Baji, Petra; Pavlova, Milena; Gulácsi, László; Farkas, Miklós; Groot, Wim

    2014-11-01

    We examine the willingness of health care consumers to pay formal fees for health care use and how this willingness to pay is associated with past informal payments. We use data from a survey carried out in Hungary in 2010 among a representative sample of 1,037 respondents. The contingent valuation method is used to elicit the willingness to pay official charges for health care services covered by the social health insurance if certain quality attributes (regarding the health care facility, access to the services and health care personnel) are guaranteed. A bivariate probit model is applied to examine the relationship between willingness to pay and past informal payments. We find that 66% of the respondents are willing to pay formal fees for specialist examinations and 56% are willing to pay for planned hospitalizations if these services are provided with certain quality and access attributes. The act of making past informal payments for health care services is positively associated with the willingness to pay formal charges. The probability that a respondent is willing to pay official charges for health care services is 22% points higher for specialist examinations and 45% points higher for hospitalization if the respondent paid informally during the last 12 months. The introduction of formal fees should be accompanied by adequate service provision to assure acceptance of the fees. Furthermore, our results suggest that the problem of informal patient payments may remain even after the implementation of user fees.

  3. Paying for Complementary Health Approaches

    MedlinePlus

    ... you, not an employer, establish this kind of account. For more information, see Internal Revenue Service (IRS) Publication 969, Health Savings Accounts and Other Tax-Favored Health Plans (2.1MB ...

  4. 46 CFR 349.5 - Reemployment rights and benefits.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... and there was not at the time of leaving such employment any reasonable expectation that such... plan, insurance coverage and awards, bonuses, severance pay, supplemental unemployment and benefits...

  5. Paying for what was free: lessons from the New York Times paywall.

    PubMed

    Cook, Jonathan E; Attari, Shahzeen Z

    2012-12-01

    In a national online longitudinal survey, participants reported their attitudes and behaviors in response to the recently implemented metered paywall by the New York Times. Previously free online content now requires a digital subscription to access beyond a small free monthly allotment. Participants were surveyed shortly after the paywall was announced and again 11 weeks after it was implemented to understand how they would react and adapt to this change. Most readers planned not to pay and ultimately did not. Instead, they devalued the newspaper, visited its Web site less frequently, and used loopholes, particularly those who thought the paywall would lead to inequality. Results of an experimental justification manipulation revealed that framing the paywall in terms of financial necessity moderately increased support and willingness to pay. Framing the paywall in terms of a profit motive proved to be a noncompelling justification, sharply decreasing both support and willingness to pay. Results suggest that people react negatively to paying for previously free content, but change can be facilitated with compelling justifications that emphasize fairness.

  6. Building Resilient Warriors: Taking the Canadian Army’s Resilience Training Beyond the Classroom

    DTIC Science & Technology

    2012-05-17

    Germany , (June 2009). 7 will be more agile and more proactive, and more able to react positively to unexpected or drastic changes.11 Imagine the... Insurance to Pay for Service-Related Health Care,” 17 March 2009, online: http://www.foxnews.com/politics/2009/03/17/veterans-groups- blast-obama-plan...private- insurance -pay-service-related-health/#ixzz1dss4fbGy (accessed 16 November 2011). 23 Don McCeary, PhD, and Deniz Fikretoglu, PhD, Defence Research

  7. Forecasting Traditional vs Blended Retirement System for Individual Service Members

    DTIC Science & Technology

    2017-03-23

    Service (IRS) puts retirement plan options offered to employees into four categories: profit-sharing plans, defined benefit plans, money purchase...Retirement System to allow the continuation pay to be offered at no less than eight years of service and no more than 12 years of service . The acceptance... Service Members Kevin M. Dwyer Follow this and additional works at: https://scholar.afit.edu/etd Part of the Business Administration, Management, and

  8. 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.

  9. 26 CFR 1.401(l)-1 - Permitted disparity in employer-provided contributions or benefits.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... discriminate in favor of highly compensated employees merely because of disparities in employer-provided... compensation within the meaning of section 3231(e). For this purpose, a plan maintained for a self-employed... deemed to be a plan maintained by an employer that pays wages within the meaning of section 3121(a). (ii...

  10. 42 CFR 435.1015 - FFP for premium assistance for plans in the individual market.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... insurer is obligated to pay primary to Medicaid for all health care items and services for which the... 42 Public Health 4 2014-10-01 2014-10-01 false FFP for premium assistance for plans in the individual market. 435.1015 Section 435.1015 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES...

  11. Clinton's Child Care Plan: Helping Families to Secure and Pay for Child Care. Family Review.

    ERIC Educational Resources Information Center

    Lindjord, Denise

    1998-01-01

    Reviews features of President Bill Clinton's proposed $22 billion child care plan, a set of spending measures and tax credits designed to make child care more affordable, available, and safe for low- and middle-income families. Features noted include Head Start and after-school programs, and business tax credits. (HTH)

  12. Paying for Retirement: Sex Differences in Inclusion in Employer-Provided Retirement Plans

    ERIC Educational Resources Information Center

    Wright, Rosemary

    2012-01-01

    Purpose: This study examines sex differences among Baby Boom workers in the likelihood of coverage by an employer-provided retirement plan. Design and Methods: This study used a sample of Baby Boom workers drawn from the 2009 Current Population Survey. Independent variables were selected to replicate as closely as possible those in two 1995…

  13. Labor Market Effects of Pensions and Implications for Teachers

    ERIC Educational Resources Information Center

    Friedberg, Leora; Turner, Sarah

    2010-01-01

    While the retirement security landscape has changed drastically for most workers over the last twenty years, traditional defined benefit (DB) pension plans remain the overwhelming norm for K-12 teachers. Because DB plans pay off fully with a fixed income after retirement only if a teacher stays in the profession for decades and yield little or…

  14. Fixed-Tuition Pricing: A Solution that May Be Worse than the Problem

    ERIC Educational Resources Information Center

    Morphew, Christopher C.

    2007-01-01

    Fixed-tuition plans, which vary in specifics from institution to institution, rely on a common principle: Students pay the same annual tuition costs over a pre-determined length of time, ostensibly the time required to earn an undergraduate degree. Students, parents, and policymakers are demonstrating growing interest in such plans. At face value,…

  15. 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.

  16. 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.

  17. 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...

  18. 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...

  19. 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...

  20. 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...

  1. 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.

  2. Paying for retirement: sex differences in inclusion in employer-provided retirement plans.

    PubMed

    Wright, Rosemary

    2012-04-01

    This study examines sex differences among Baby Boom workers in the likelihood of coverage by an employer-provided retirement plan. This study used a sample of Baby Boom workers drawn from the 2009 Current Population Survey. Independent variables were selected to replicate as closely as possible those in two 1995 studies of retired workers and pension plans. Three new variables were added to reflect major social and economic shifts since 1995. Logistic regression was performed to analyze the effect of the independent variables on the likelihood of retirement plan coverage. In this cohort, the proportions of men and women included in employer-provided retirement plans were almost the same. The overall odds of women being included in a plan were only slightly less than even and in certain cases were significantly higher than the odds for men. Predictors of inclusion that were most important for both women and men were minority status, employment in a core industry or in a government position, educational level, and marital status. Although a much larger group of workers is included in retirement plans than in previous studies, and Baby Boom women are less disadvantaged in this regard than women in earlier studies, minority and immigrant workers continue to be disadvantaged, and the security of government retirement plans may be weakening with current economic difficulties.

  3. 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.

  4. Sustainable business models: systematic approach toward successful ambulatory care pharmacy practice.

    PubMed

    Sachdev, Gloria

    2014-08-15

    This article discusses considerations for making ambulatory care pharmacist services at least cost neutral and, ideally, generate a margin that allows for service expansion. The four pillars of business sustainability are leadership, staffing, information technology, and compensation. A key facet of leadership in ambulatory care pharmacy practice is creating and expressing a clear vision for pharmacists' services. Staffing considerations include establishing training needs, maximizing efficiencies, and minimizing costs. Information technology is essential for efficiency in patient care delivery and outcomes assessment. The three domains of compensation are cost savings, pay for performance, and revenue generation. The following eight steps for designing and implementing an ambulatory care pharmacist service are discussed: (1) prepare a needs assessment, (2) analyze existing strengths, weaknesses, opportunities, and threats, (3) analyze service gaps and feasibility, (4) consider financial opportunities, (5) consider stakeholders' interests, (6) develop a business plan, (7) implement the service, and (8) measure outcomes. Potential future changes in national healthcare policy (such as pharmacist provider status and expanded pay for performance) could enhance the opportunities for sustainable ambulatory care pharmacy practice. The key challenges facing ambulatory care pharmacists are developing sustainable business models, determining which services yield a positive return on investment, and demanding payment for value-added services. Copyright © 2014 by the American Society of Health-System Pharmacists, Inc. All rights reserved.

  5. 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...

  6. Potential Impact on Spatial Access to Surgery Under a Low Volume Pledge: A Population-Level Analysis of Patients Undergoing Pancreatectomy

    PubMed Central

    Fong, Zhi Ven; Loehrer, Andrew P; Castillo, Carlos Fernández-del; Bababekov, Yanik J; Jin, Ginger; Ferrone, Cristina R; Warshaw, Andrew L; Traeger, Lara N; Hutter, Matthew M; Lillemoe, Keith D; Chang, David C

    2018-01-01

    Background A minimum-volume policy restricting hospitals not meeting the threshold from performing complex surgery may increase travel burden and decrease spatial access to surgery. We aim to identify vulnerable populations that would be sensitive to an added travel burden. Methods We performed a retrospective analysis of the California Office of Statewide Health Planning and Development database for patients undergoing pancreatectomy from 2005 to 2014. Number of hospitals bypassed was used as a metric for travel. Patients bypassing fewer hospitals were deemed to be more sensitive to an added travel burden. Results There were 13,374 patients who underwent a pancreatectomy, of which 2,368 (17.7%) were non-bypassers. On unadjusted analysis, patients >80 year old travelled less than their younger counterparts, bypassing a mean of 10.9 ± 9.5 hospitals compared to 14.2 ± 21.3 hospitals bypassed by the 35–49 year old age group (p<0.001). Racial minorities travelled less when compared to Non-Hispanic Whites (p<0.001). Patients identifying their payer status as self-pay (8.9 ± 15.6 hospitals bypassed) and Medicaid (10.1 ± 17.2 hospitals bypassed) also travelled less when compared to patients with private insurance (13.8 ± 20.4 hospitals bypassed, p<0.001). On multivariate analysis, advanced age, racial minority and patients with self-pay or Medicaid payer status were independently associated with increased sensitivity to an added travel burden. Conclusion In patients undergoing pancreatectomy, the elderly, racial minorities and patients with self-pay or Medicaid payer status were associated with an increased sensitivity to an added travel burden. This vulnerable cohort may be disproportionately affected by a minimum-volume policy. PMID:28504112

  7. 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)…

  8. 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…

  9. 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…

  10. Motivating salespeople: what really works.

    PubMed

    Steenburgh, Thomas; Ahearne, Michael

    2012-01-01

    No sales force consists entirely of stars; sales staffs are usually made up mainly of solid perfomers, with smaller groups of laggards and rainmakers. Though most compensation plans approach these three groups as if they were the same, research shows that each is motivated by something different. By accounting for those differences in their incentive programs, companies can coax better performance from all their salespeople. As the largest cadre, core performers typically represent the greatest opportunity, but they're often ignored by incentive plans. Contests with prizes that vary in nature and value (and don't all go to stars) will inspire them to ramp up their efforts, and tiered targets will guide them up the performance curve. Laggards need quarterly bonuses to stay on track; when they have only annual bonuses, their revenues will drop 10%, studies show. This group is also motivated by social pressure-especially from new talent on the sales bench. Stars tend to get the most attention in comp plans, but companies often go astray by capping their commissions to control costs. If firms instead remove commission ceilings and pay extra for overachievement, they'll see the sales needle really jump. The key is to treat sales compensation not as an expense to rein in but as a portfolio of investments to manage. Companies that do this will be rewarded with much higher returns.

  11. Prescriptions and Insurance Plans

    MedlinePlus

    ... drugs $ Level 2 Preferred $$ Level 3 Non-preferred brand-name drugs $$$ The more dollar signs in the ... co-pay amount. What’s the difference between a brand-name drug and a generic drug? When a ...

  12. Paying Medicare Advantage Plans: To Level or Tilt the Playing Field

    PubMed Central

    Glazer, Jacob; McGuire, Thomas G.

    2017-01-01

    Medicare beneficiaries are eligible for health insurance through the public option of traditional Medicare (TM) or may join a private Medicare Advantage (MA) plan. Both are highly subsidized but in different ways. Medicare pays for most of costs directly in TM, and makes a subsidy payment to an MA plan based on a “benchmark” for each beneficiary choosing a private plan. The level of this benchmark is arguably the most important policy decision Medicare makes about the MA program. Presently, about 30% of beneficiaries are in MA, and Medicare subsidizes MA plans more on average than TM. Many analysts recommend equalizing Medicare’s subsidy across the options – referred to in policy circles as a “level playing field.” This paper studies the normative question of how to set the level of the benchmark, applying the versatile model of plan choice developed by Einav and Finkelstein (EF) to Medicare. The EF framework implies unequal subsidies to counteract risk selection across plan types. We also study other reasons to tilt the field: the relative efficiency of MA vs. TM, market power of MA plans, and institutional features of the way Medicare determines subsidies and premiums. After review of the empirical and policy literature, we conclude that in areas where the MA market is competitive, the benchmark should be set below average costs in TM, but in areas characterized by imperfect competition in MA, it should be raised in order to offset output (enrollment) restrictions by plans with market power. We also recommend specific modifications of Medicare rules to make demand for MA more price elastic. PMID:28318667

  13. Safety and Environmental Regulation in Industrial Mobilization

    DTIC Science & Technology

    1985-01-01

    shrinking industrial base and a reluctance of many firms to seek out de- fense business? When these "how" questions are answered, plans and programs...stantiated. During this phase, Department of Defense (DOD) offi- cials were interviewed for their plans for addressing the specifics of OSHA and EPA...develop and enforce their own job- safety and health programs. If a State’s plan is approved by OSHA, OSHA pays the State up to 50 percent of the

  14. Health plans keeping drug cost increases in check with programs that promote generics.

    PubMed

    2002-07-01

    To counter the massive amount of drug company detailing and marketing that is partly responsible for driving up pharmaceutical costs, health plans and some independent practice associations are promoting the use of generics to physicians in their networks. While most physicians in capitated contracts don't directly benefit from the movement to encourage generics unless they have pharmacy risk, some health plans are paying physicians financial incentives to increase generic prescribing.

  15. Bright Futures and Florida Prepaid Plans Cover Costs of Tuition Increases for Many Students; the Impact Varies by Institution. Information Brief. Volume 4, Issue 3

    ERIC Educational Resources Information Center

    Florida Board of Governors, State University System, 2007

    2007-01-01

    Bright Futures is a Florida-state-funded scholarship program that pays either 75% or 100%, depending on the scholarship level, for up to 132 credits hours in a 120-credit-hour program. Prepaid plans are purchased for a student prior to their attending college, and usually when the future college student is a young child. The plans guarantee the…

  16. 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).

  17. Department of Defenses 2015 Retirement Plan Cost Analysis

    DTIC Science & Technology

    2016-06-01

    1% 4 % 10% 4 % 10% More than 5% 1% 4 % Your Contribution + 5% 4 % Your Contribution + 5% 2. Continuation Pay Upon reaching 12 YOS , SMs who...DATE June 2016 3. REPORT TYPE AND DATES COVERED MBA professional report 4 . TITLE AND SUBTITLE DEPARTMENT OF DEFENSE’S 2015 RETIREMENT PLAN COST...OF RESEARCH ....................................................... 4 II. OVERVIEW OF MILITARY RETIREMENT SYSTEM .................................5 A

  18. 42 CFR 457.203 - Administrative and judicial review of action on State plan material.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... determines that his or her original decision was incorrect, CMS will pay the State a lump sum equal to any... with the Administrator's action on State plan material under § 457.150 may, within 60 days after... of hearing. Within 30 days after receipt of the request, the Administrator notifies the State of the...

  19. Paying to Get Paid.

    PubMed

    Sorrel, Amy Lynn

    2015-12-01

    Some health plans and third-party vendors that process plan payments are moving to virtual credit cards, without warning and without much explanation of fees or opt-out procedures. Physician practices don't have to accept the financial and administrative costs associated with virtual cards. TMA officials say doctors have a choice and the right to demand that their payers issue payments via direct deposit.

  20. 77 FR 23325 - Groundfish Fisheries of the Exclusive Economic Zone off Alaska and Pacific Halibut Fisheries...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-04-18

    ... monitoring under the fisheries research plan (deployment plan). NMFS would use the ex-vessel value fee... conservation needs, with funds provided through a system of fees based on the ex- vessel value of groundfish... category would pay to NMFS an observer fee based upon the ex-vessel value of fish landed (ex-vessel value...

  1. 75 FR 15457 - Notice of Availability of Final Elk Management Plan and Environmental Impact Statement for...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-03-29

    ...://parkplanning.nps.gov/THRO ); click on the link to Elk Management Plan/ EIS. You may also obtain a copy of the.... The Park would not pay private contractors or outside individuals to shoot elk. The initial reduction..., by removing approximately 275 elk per year. Following the initial reduction phase, the Park would...

  2. Paying for individual health insurance through tax-sheltered cafeteria plans.

    PubMed

    Hall, Mark A; Monahan, Amy B

    2010-01-01

    When employees without group health insurance buy individual coverage, they do so using after-tax income--costing them from 20% to 50% more than others pay for equivalent coverage. Prior to the passage of the Patient Protection and Affordable Care Act (PPACA), several states promoted a potential solution that would allow employees to buy individual insurance through tax-sheltered payroll deduction. This technical but creative approach would allow insurers to combine what is known as "list-billing" with a Section 125 "cafeteria plan." However, these state-level reform attempts have failed to gain significant traction because state small-group reform laws and federal restrictions on medical underwriting cloud the legality of tax-sheltered list-billing. Several authorities have taken the position that insurance paid for through a cafeteria plan must meet the nondiscrimination requirements of the Health Insurance Portability and Accountability Act with respect to eligibility, premiums, and benefits. The recently enacted Patient Protection and Affordable Care Act addresses some of the legal uncertainty in this area, but much remains. For health reform to have its greatest effect, federal regulators must clarify whether individual health insurance can be purchased on a pre-tax basis through a cafeteria plan.

  3. 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)

  4. 5 CFR 892.302 - Will the Government contribution continue?

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS... employer will still pay the same share of your premium as provided in the Federal Employees Health Benefits...

  5. 5 CFR 892.302 - Will the Government contribution continue?

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS... employer will still pay the same share of your premium as provided in the Federal Employees Health Benefits...

  6. 5 CFR 892.302 - Will the Government contribution continue?

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS... employer will still pay the same share of your premium as provided in the Federal Employees Health Benefits...

  7. 5 CFR 892.302 - Will the Government contribution continue?

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... SERVICE REGULATIONS (CONTINUED) FEDERAL FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS... employer will still pay the same share of your premium as provided in the Federal Employees Health Benefits...

  8. Measuring utilization and impact of home care services: a systems model approach for cost effectiveness.

    PubMed

    Day, S R

    1984-01-01

    The relevance of home care research to policy questions is discussed as framework for study on "effects" (precursors and sequelae) of home care. This study used a large, multi-service agency's longitudinal (8-year) case records (N = 2436) to examine a system model for relationships among entry characteristics, utilization of services, and need for services upon discharge from home care. Deducing case-mix from utilization patterns, pay plan at entry was identified as best of the available predictors of both duration and intensity (using multivariate analysis). Duration and intensity, dual contributors to "total visits," were found to vary inversely and were predicted by different entering pay plans. While 1/3 of all cases were discharged to informal or self care, that was the most prevalent exit status of the clients (49%) who entered directly from hospital care. The methods used in disaggregating and analyzing these retrospectively-coded case records suggest that home services research: 1. distinguish type, intensity, and duration as components of "total visits" which combine to account for costs of care; 2. find concomitants of functional level (such as pay plan) which are accessible for designating case mix for purpose of projecting service use; 3. measure effectiveness in terms relevant to stated objectives of the long term care system, which need to acknowledge mortality and to separate service needs at entry room those at exist from the series of formal and informal providers on a continuum of care.

  9. 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.

  10. 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.

  11. Paying for family planning.

    PubMed

    1998-09-12

    Both houses of the US Congress have passed bills to require that all health plans for federal employees which pay for prescription medications also cover prescription contraceptives approved by the US Food and Drug Administration (USFDA). Of these, the five most commonly prescribed are contraceptive pills, implantable levonorgestrel (Norplant), long-acting injectable medroxyprogesterone acetate (Depo-provera), IUDs, and the diaphragm. Differences between the two bills are now being worked out by a joint House-Senate committee and passage seems almost certain. If a compromise joint bill is passed by both houses, it would cover plans which insure more than 1 million reproductive age women. However, the Equity in Prescription and Contraceptive Coverage (EPICC) Act requiring all US private health plans to cover contraceptive prescriptions is less certain to eventually become legislation. Currently, only 49% of traditional indemnity plans and 39% of health maintenance organizations cover the five most commonly prescribed reversible methods of contraception, while many health plans cover no form of contraception, other than sterilization. The passage of EPICC would expand contraceptive choice for another 45 million US women of childbearing age. Opposition to both bills has come mainly from health insurance and business groups, as well as conservative groups which oppose funding for family planning. Supporters of legislation to expand contraceptive choice for US women should understand that the right to reproductive health and contraceptive services extends beyond US borders, and pressure Congress to bolster US financial support for international population control programs.

  12. 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…

  13. Survey results show that adults are willing to pay higher insurance premiums for generous coverage of specialty drugs.

    PubMed

    Romley, John A; Sanchez, Yuri; Penrod, John R; Goldman, Dana P

    2012-04-01

    Generous coverage of specialty drugs for cancer and other diseases may be valuable not only for sick patients currently using these drugs, but also for healthy people who recognize the potential need for them in the future. This study estimated how healthy people value insurance coverage of specialty drugs, defined as high-cost drugs that treat cancer and other serious health conditions like multiple sclerosis, by quantifying willingness to pay via a survey. US adults were estimated to be willing to pay an extra $12.94 on average in insurance premiums per month for generous specialty-drug coverage--in effect, $2.58 for every dollar in out-of-pocket costs that they would expect to pay with a less generous insurance plan. Given the value that people assign to generous coverage of specialty drugs, having high cost sharing on these drugs seemingly runs contrary to what people value in their health insurance.

  14. 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…

  15. 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…

  16. Reflection as a component of formative assessment appears to be instrumental in promoting the use of feedback; an observational study.

    PubMed

    Pelgrim, E A M; Kramer, A W M; Mokkink, H G A; van der Vleuten, C P M

    2013-09-01

    Although the literature suggests that reflection has a positive impact on learning, there is a paucity of evidence to support this notion. We investigated feedback and reflection in relation to the likelihood that feedback will be used to inform action plans. We hypothesised that feedback and reflection present a cumulative sequence (i.e. trainers only pay attention to trainees' reflections when they provided specific feedback) and we hypothesised a supplementary effect of reflection. We analysed copies of assessment forms containing trainees' reflections and trainers' feedback on observed clinical performance. We determined whether the response patterns revealed cumulative sequences in line with the Guttman scale. We further examined the relationship between reflection, feedback and the mean number of specific comments related to an action plan (ANOVA) and we calculated two effect sizes. Both hypotheses were confirmed by the results. The response pattern found showed an almost perfect fit with the Guttman scale (0.99) and reflection seems to have supplementary effect on the variable action plan. Reflection only occurs when a trainer has provided specific feedback; trainees who reflect on their performance are more likely to make use of feedback. These results confirm findings and suggestions reported in the literature.

  17. 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.

  18. Safety and Environmental Regulation in Industrial Mobilization,

    DTIC Science & Technology

    1985-01-01

    a shrinking industrial base and a reluctance of many firms to seek out de- fense business? When these "how" questions are answered, plans and...Defense (DOD) off i- cials were interviewed for their plans for addressing the specifics of OSHA and EPA impact in the event of mobilization. The...health programs. If a State’s plan is approved by OSHA, OSHA pays the State up to 50 percent of the program’s operating cost. As of 1982 21 State

  19. Finance issue brief: prompt payment.

    PubMed

    Stauffer, M

    1999-06-25

    Although under standard business laws withholding prompt payment is considered an unfair trade practice, a number of states are enacting new laws or clarifying existing language to ensure that health plans are paying providers in a timely fashion.

  20. Finance issue brief: prompt payment.

    PubMed

    Stauffer, M

    1999-10-22

    Although under standard business laws withholding prompt payment is considered an unfair trade practice, a number of states are enacting new laws or clarifying existing language to ensure that health plans are paying providers in a timely fashion.

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