NCMGMA News Sponsor

Twice monthly, NCMGMA News will feature a sponsor on our site. Our sponsors are a vital part of our organization, enabling us to provide the high-level of products and services our members have come to enjoy from NCMGMA.

Our sponsor this period is Apex Technology.

Learn more about Apex Technology by viewing their ad on NCMGMA News and on our website. You can also visit their website here.

Salary & Benefits Survey Deadline is Friday, December 3rd

Help Us Compile Data Specific to NC’s Healthcare Industry
75% Completion Grants Free Survey Data Access

NCMGMA is pleased to announce the launch of the Medical Employee Salary & Benefits Online Survey, collecting 2021 data. This comprehensive study is designed to bring our members the information they need to see trends specific to the healthcare industry, and provide comparative information your organization can use to assist in making crucial business decisions.

Participated in 2020’s data entry? Entering in 2021’s data couldn’t be easier with our “Copy Prior Year” data option!

Data collection will remain open through Friday, December 3, 2021. Please retain this email as it contains information on accessing the platform and completing the survey.

Access to the Site

Survey Key Points

  • Have over 500 positions to enter in? NCMGMA can help! Email us at info@ncmgm.org to learn how!
  • If your practice participated last year, use the “Copy Prior Year” option to pull forward last year’s data and make the necessary updates.
  • The Survey Worksheet is a downloadable spreadsheet that can be used to help compile data and can be shared with others, and is found on the Support page, once logged in. Note: this is to be used as a guide and data will need to be inputted into the platform.
  • The User Guide will help answer many of your how-to questions. It can also be found on the Support page in the survey, once logged in.
  • The Survey is divided into sections that contain categories of questions. You can begin in any section and complete the survey questions in any order.
  • The progress bar on the home page will track your overall progress and the icons will help you see any areas not completed.
  • Come back as often as needed to complete the survey. All data is saved as you go.
  • In order to access results when they are released (December), participants must complete all required questions and a minimum 75% of the survey.

Survey Demonstration Video

  • To access the demonstration video, please follow this link.

Presenting Survey Sponsor

Order Your 2020 Data Access

For practice administrators who would like to purchase access to the 2020 Salary & Benefits Survey data or who did not meet the 75% survey completion requirement, the cost is $300 for NCMGMA members and $500 for non-members. To order your data access, please follow the link below.

Questions

If you have any questions about the 2021 Salary & Benefits Survey, please contact the NCMGMA offices at info@ncmgm.org.

Welcome New Members

Our membership continues to grow! Take a look at the list of healthcare professionals who have recently joined NCMGMA (October 29, 2021 through December 2, 2021):

Active

  • Dr. Becky Ayers, Weston MedSurg Center, Charlotte, NC
  • Kim Grabau, Kamm McKenzie OB-GYN, Garner, NC
  • Jeff Greamo, Carolina NeuroSurgery & Spine – CSNA, Charlotte, NC
  • Stephanie Hall, Gastroenterology Associates of the Piedmont, P.A., Winston-Salem, NC
  • Elizabeth Kimbrough, Tree of Life Counseling, PLLC, Greensboro, NC
  • Stacy Richardson, Sound Medical Family Practice, Morehead City, NC
  • Mary Simpson, Carolina Neurosurgery and Spine Associates – CSNA, Matthews, NC
  • Clint Taylor, Thomasville-Archdale Pediatrics, PLLC, Thomasville, NC
  • Lisa Wannemacher, Grand Strand Dermatology, Myrtle Beach, SC

Affiliate

  • Lamarr Cook, Intelligent Office, Raleigh, NC
  • Pete Hastings, HandCraft Services, Richmond, VA

Salary & Benefits Survey Deadline Extended to December 3rd

Help Us Compile Data Specific to NC’s Healthcare Industry
75% Completion Grants Free Survey Data Access

NCMGMA is pleased to announce the launch of the Medical Employee Salary & Benefits Online Survey, collecting 2021 data. This comprehensive study is designed to bring our members the information they need to see trends specific to the healthcare industry, and provide comparative information your organization can use to assist in making crucial business decisions.

Participated in 2020’s data entry? Entering in 2021’s data couldn’t be easier with our “Copy Prior Year” data option!

Data collection will remain open through Friday, December 3, 2021. Please retain this email as it contains information on accessing the platform and completing the survey.

Access to the Site

Survey Key Points

  • Have over 500 positions to enter in? NCMGMA can help! Email us at info@ncmgm.org to learn how!
  • If your practice participated last year, use the “Copy Prior Year” option to pull forward last year’s data and make the necessary updates.
  • The Survey Worksheet is a downloadable spreadsheet that can be used to help compile data and can be shared with others, and is found on the Support page, once logged in. Note: this is to be used as a guide and data will need to be inputted into the platform.
  • The User Guide will help answer many of your how-to questions. It can also be found on the Support page in the survey, once logged in.
  • The Survey is divided into sections that contain categories of questions. You can begin in any section and complete the survey questions in any order.
  • The progress bar on the home page will track your overall progress and the icons will help you see any areas not completed.
  • Come back as often as needed to complete the survey. All data is saved as you go.
  • In order to access results when they are released (December), participants must complete all required questions and a minimum 75% of the survey.

Survey Demonstration Video

  • To access the demonstration video, please follow this link.

Presenting Survey Sponsor

Order Your 2020 Data Access

For practice administrators who would like to purchase access to the 2020 Salary & Benefits Survey data or who did not meet the 75% survey completion requirement, the cost is $300 for NCMGMA members and $500 for non-members. To order your data access, please follow the link below.

Questions

If you have any questions about the 2021 Salary & Benefits Survey, please contact the NCMGMA offices at info@ncmgm.org.

One Week Left to Complete Your Salary & Benefits Survey

Help Us Compile Data Specific to NC’s Healthcare Industry
75% Completion Grants Free Survey Data Access

NCMGMA is pleased to announce the launch of the Medical Employee Salary & Benefits Online Survey, collecting 2021 data. This comprehensive study is designed to bring our members the information they need to see trends specific to the healthcare industry, and provide comparative information your organization can use to assist in making crucial business decisions.

Participated in 2020’s data entry? Entering in 2021’s data couldn’t be easier with our “Copy Prior Year” data option!

Data collection is now open through November 24, 2021. Please retain this email as it contains information on accessing the platform and completing the survey.

Access to the Site

Survey Key Points

  • Have over 500 positions to enter in? NCMGMA can help! Email us at info@ncmgm.org to learn how!
  • If your practice participated last year, use the “Copy Prior Year” option to pull forward last year’s data and make the necessary updates.
  • The Survey Worksheet is a downloadable spreadsheet that can be used to help compile data and can be shared with others, and is found on the Support page, once logged in. Note: this is to be used as a guide and data will need to be inputted into the platform.
  • The User Guide will help answer many of your how-to questions. It can also be found on the Support page in the survey, once logged in.
  • The Survey is divided into sections that contain categories of questions. You can begin in any section and complete the survey questions in any order.
  • The progress bar on the home page will track your overall progress and the icons will help you see any areas not completed.
  • Come back as often as needed to complete the survey. All data is saved as you go.
  • In order to access results when they are released (December), participants must complete all required questions and a minimum 75% of the survey.

Survey Demonstration Video

  • To access the demonstration video, please follow this link.

Presenting Survey Sponsor

Order Your 2020 Data Access

For practice administrators who would like to purchase access to the 2020 Salary & Benefits Survey data or who did not meet the 75% survey completion requirement, the cost is $300 for NCMGMA members and $500 for non-members. To order your data access, please follow the link below.

Questions

If you have any questions about the 2021 Salary & Benefits Survey, please contact the NCMGMA offices at info@ncmgm.org.

Improving Liquidity in Healthcare Risk

By Michael Kopko, CEO and Co-founder, Pearl Health

2021 Alliance Sponsor Feature Article Courtesy of Pearl Health

(Healthcare) Risk Is Opportunity

The slogan for the Society of Actuaries is “Risk is Opportunity.” As providers consider managing healthcare risk through value-based models, they will convert risk into opportunities for themselves—opportunities to increase and stabilize their revenue, be more financially aligned to their patients’ health outcomes and the good work they got into medicine for, and the more elusive advantages of being on the vanguard of important change.

To be successful, they will need tools and information systems designed to manage that risk in real time; but what will also become obvious is that the more liquid — or cost-free — we can make getting access to healthcare risk, the better off we all will be.

A Brief History of Healthcare Risk

In our early modern history, patients predominantly bore their own healthcare risk.

Prior to the creation of religious institutions that bore some of the healthcare risk of their flock, patients were fully exposed to the financial implications of managing their own health conditions. In the 1900s, the emergence of capitation models structured by physicians to support corporations started to formalize the risk of healthcare and quantify it. Large companies offered it as a productivity and safety benefit for their laborers, and physicians priced it. The emergence of the health insurance industry was mostly a tax advantaged way to provide compensation in the form of healthcare to workers and, with scale, do that fairly affordably.

Fast forward to today, we see a complex system with most of the risk borne by large insurance companies — or the taxpayer, in the case of government health programs. This system is no longer cost efficient, but it is massive due mostly to the simple fact that managing risk historically has been done better at scale vs. a decentralized or distributed paradigm.

Expanding Access, Equity & Affordability in Healthcare Calls for Distributed Healthcare Risk

Click to expand. Image Credit: https://blockchainengineer.com/centralized-vs-decentralized-vs-distributed-network/

Centralized systems are inefficient: they’re slower and require greater reliance on monolithic actors than distributed systems.

As we continuously look to expand the access, equity, and affordability of the healthcare system, we will necessarily need to look to more efficient delivery systems. Josh Raskin from Nephron Research, a leading healthcare industry think tank, writes,

“The next era of healthcare will be defined by the trend of physician enablement. We see the management of health, with the physician at the center, as leading to the holy grail of healthcare: better outcomes, lower costs and higher patient and provider satisfaction.”

Josh Raskin, Nephron Research

This shift will see movement of risk from the centralized “big box retailer” of yesteryear to more distributed networks optimized to manage more localized, specific risk (think a single physician responsible for the outcomes of their own patient panel).

A catalyzing force toward this future is a new government model, Global and Professional Direct Contracting (GPDC), also known as “Direct Contracting“.

Not unlike government facilitation of other socially important markets like mortgages and credit, Direct Contracting brings resources, infrastructure and ultimately efficiency to managing healthcare risk and does that on the chassis of standardization and trust. As this standardization becomes more reliable and these types of structures proliferate, a large, liquid market emerges that supports investment in this critical policy area.

Supporting a Distributed Healthcare Delivery System through Primary Care

At Pearl, we see some tremendous opportunities in this transition.

We’re eager to help support a more distributed, mesh-networked healthcare delivery system through our platform—a system that is powered by primary care and allows for greater independence of providers. We see too many of our resources focused on beating the billing, authorization, and denials business of our current system and not enough on root cause analysis and patient need. This shift in focus will result in better quality and higher satisfaction on behalf of patients.

As more providers can participate in the first dollar in healthcare, we forecast that a democratization of access to healthcare risk will ensue. This will not only lead to more financial opportunity for primary care, but will also enable more clinical innovation as models that focus on special needs and situations emerge and can serve patients directly. With these changes a new world aligned around value versus expenditures will emerge.

Click table to expand.

More Primary Care Providers Bearing Risk in Healthcare = Positive Network Effects = More Overall Success in New Paradigm

As we add providers who can effectively bear risk in healthcare, a tremendous network potential will accumulate that ultimately enables more providers, payers, and consumers to adopt and succeed in this new paradigm. This will lead to greater comfort with providers bearing risk, a community of like-minded physicians who can cooperate in these models, focused on patient outcomes and the total cost of care.

We’ll also see primary care providers become more central in the value chain, helping manage complex cases and armed with the information and the authority to guide their patients throughout the system. Over time, this will mitigate unnecessary utilization, whether ER admissions, avoidable surgeries or preventable in-patient care.

Click image to expand.

At Pearl, we’re focused on — and somewhat obsessed with — getting these primary elements working together at increasing speeds and expanding scale. It’s a simple flywheel that starts with providers (or doctors) as our core element. We assist them in participating in risk-based models by providing them data, technology, and support.

As we gain additional providers to Pearl’s model, we expand our network of enabled providers who can cooperate in a value-based network. This enables us to invite more payers to our model who can then offer more risk based models for our physicians. We start with Medicare but, as our network expands and our doctors perform, we can enter different lines of business.

This all combines to create a simple outcome: reducing the cost of accessing healthcare risk and improving liquidity of the system. It breathes oxygen into a financially broken system and implies a structure that pushes toward efficiency and savings instead of volume and expenditures.

For more insights like these, sign up for our newsletter, or follow us on LinkedIn or Twitter.

Two Weeks Left to Complete Your Salary & Benefits Survey

Help Us Compile Data Specific to NC’s Healthcare Industry
75% Completion Grants Free Survey Data Access

NCMGMA is pleased to announce the launch of the Medical Employee Salary & Benefits Online Survey, collecting 2021 data. This comprehensive study is designed to bring our members the information they need to see trends specific to the healthcare industry, and provide comparative information your organization can use to assist in making crucial business decisions.

Participated in 2020’s data entry? Entering in 2021’s data couldn’t be easier with our “Copy Prior Year” data option!

Data collection is now open through November 24, 2021. Please retain this email as it contains information on accessing the platform and completing the survey.

Access to the Site

Survey Key Points

  • Have over 500 positions to enter in? NCMGMA can help! Email us at info@ncmgm.org to learn how!
  • If your practice participated last year, use the “Copy Prior Year” option to pull forward last year’s data and make the necessary updates.
  • The Survey Worksheet is a downloadable spreadsheet that can be used to help compile data and can be shared with others, and is found on the Support page, once logged in. Note: this is to be used as a guide and data will need to be inputted into the platform.
  • The User Guide will help answer many of your how-to questions. It can also be found on the Support page in the survey, once logged in.
  • The Survey is divided into sections that contain categories of questions. You can begin in any section and complete the survey questions in any order.
  • The progress bar on the home page will track your overall progress and the icons will help you see any areas not completed.
  • Come back as often as needed to complete the survey. All data is saved as you go.
  • In order to access results when they are released (December), participants must complete all required questions and a minimum 75% of the survey.

Survey Demonstration Video

  • To access the demonstration video, please follow this link.

Presenting Survey Sponsor

Order Your 2020 Data Access

For practice administrators who would like to purchase access to the 2020 Salary & Benefits Survey data or who did not meet the 75% survey completion requirement, the cost is $300 for NCMGMA members and $500 for non-members. To order your data access, please follow the link below.

Questions

If you have any questions about the 2021 Salary & Benefits Survey, please contact the NCMGMA offices at info@ncmgm.org.

Message from NCMGMA President Matt Johnson

Friends,

After a tumultuous 2020, we had so much hope for a better year in 2021. Little did we know, the pandemic was not finished wreaking its havoc and with 2022 fast approaching, do we dare say, “the worst is behind us?” Being a glass-half-full kind of guy, I’m going out on a limb to say, “Yes! 2022 is going to be a better year!”

I know for sure that without NCMGMA, my work-life would have been much more complicated these past two years. Networking with colleagues on our member listserv alone has been worth the price of our dues, and then some. I have heard repeatedly about how the listserv aided healthcare leaders in our state to make key decisions for their practices through these unprecedented times. There was a comfort in feeling we were not alone facing these extreme challenges.

As your incoming president, I want to take this time to first thank you all for being active participants in this incredible organization. We are comprised of many of the finest minds in healthcare, not only in North Carolina but the nation. Collectively, we can make significant impacts on how healthcare is delivered in our state. There is much strength in numbers, and when we work together on common goals, there is no stopping us. Connecting is the key!

So, what are our common goals? Surely, we are more than just a networking platform to bounce ideas off of when we need some help on the listserv. To help answer this question, let’s reflect on our Vision and Mission statements. Too often, these statements are dismissed as perfunctory relics we brush the dust off of every now and then but never really use for their designed purpose. And, what is that purpose? The vision is what you want to accomplish, and the mission is how you will achieve this vision.

Sounds simple, right? But let’s dig deeper because there is much more. We develop strategies from the vision and mission, and within these strategies, you will find those common goals I mentioned earlier. Under the astute leadership of our immediate past-president, Amanda McKinney, she facilitated the development of a comprehensive Strategic Plan for NCMGMA that included one-year, three-year, and five-year goals with the help of our Leadership Council. While it was a tedious but fun process, Amanda forced us to think and put our thoughts on paper to memorialize the work. Leadership all agree this strategic plan must be a living document and a roadmap for moving NCMGMA forward.

If you have not seen this document yet, let me highlight a few of the goals:

  • Grow our public profile – Maintain connections by enhancing our list of contacts from available resources. Continue to work with NC healthcare thought leaders.
  • Advocacy – Conduct quarterly calls with the Advocacy Committee chairs to maintain and improve this pillar of the organization.
  • Strengthen committees – Engage members through committees that touch on practice pain points.
  • New member engagement – Announce committee meetings on e-news – onboarding/education to new members on strengths of NCMGMA.

I encourage you to reflect on these goals and ask yourself how you can contribute to our successful achievement of them. Join a committee, contribute to the listserv, call your Legislator! There are many ways to help.

Something almost all of you can do now is participate in the 2021 Salary Survey. There may never have been a time when this has been more important. We are all too familiar with the workforce challenges businesses are experiencing across all industries throughout the country. Healthcare is not exempt from these challenges, and we find ourselves competing with one and other for employees and with sectors that were not competitors in the past.

Even if you have completed the survey in the past, please do so again. The market has changed dramatically for many positions, and this survey will give us the data to go to our respective organizations to adjust wages, if necessary, to be competitive. If you have never completed the survey, I implore you to please do so. Don’t wait. Although it can be more time-consuming than your basic survey, the information is extremely valuable. The more data we have, the better. By completing at least 75% of the survey, you qualify to receive your own free copy. I cannot think of a more relevant benchmark than this to assist us with managing our teams. Also, if you know other healthcare leaders who are not NCMGMA members, they too can complete the survey and receive the data. Please get the word out and, please, participate in this important exercise.

And finally, please commit to connecting with other NCMGMA members in 2022. Don’t underestimate the power of connectivity. We can achieve more together. My commitment to you all is to humbly serve in my role as president while following the comprehensive roadmap developed by my predecessors.

I look forward to connecting with you in 2022.


Matt Johnson, MA, MBA
NCMGMA 2021-2022 President

Free November 16 Webinar: Legislative Update

November Lunch & Learn Webinar
Legislative Update

Tuesday, November 16, 2021 | 12:00 PM – 1:00 PM EST | Zoom

Join us as we hear from attorney Dave Horne from Smith Anderson, who will provide a year-end Legislative Update. Tune in to learn about what happened this year and what we’re anticipating for 2022!

Speaker

Dave Horne, JD
Attorney, Smith Anderson

Dave Horne was recently named “Lawyer of the Year” for Raleigh Government Relations by Best Lawyers®. He manages the Government Relations practice at Smith Anderson and leads a team of professionals in the firm’s Corporate Relocation and Expansion practice.

Dave has spent nearly 30 years representing private interests – including many non-profit associations, medical groups and businesses – before the North Carolina General Assembly and other state and federal government entities. For more than a decade, he has rated in the top twenty of more than 700 lobbyists registered in the State by an independent survey of his peers, the press, and legislators, conducted by the North Carolina Center for Public Policy Research Inc.

Registration

This webinar is free but you must be registered to attend. Space is limited so register early! After you register, you will receive an emailed confirmation with webinar and phone-in instructions.

Continuing education credit may be granted through your professional organization (MGMA, PAHCOM, AHIMA, etc.). Please self-submit for these organizations.

Questions

For questions or more information please contact the NC Medical Society Foundation offices at ncmsfoundation@ncmedsoc.org.

Three Weeks Left to Complete Your Salary & Benefits Survey

Help Us Compile Data Specific to NC’s Healthcare Industry
75% Completion Grants Free Survey Data Access

NCMGMA is pleased to announce the launch of the Medical Employee Salary & Benefits Online Survey, collecting 2021 data. This comprehensive study is designed to bring our members the information they need to see trends specific to the healthcare industry, and provide comparative information your organization can use to assist in making crucial business decisions.

Participated in 2020’s data entry? Entering in 2021’s data couldn’t be easier with our “Copy Prior Year” data option!

Data collection is now open through November 24, 2021. Please retain this email as it contains information on accessing the platform and completing the survey.

Access to the Site

Survey Key Points

  • Have over 500 positions to enter in? NCMGMA can help! Email us at info@ncmgm.org to learn how!
  • If your practice participated last year, use the “Copy Prior Year” option to pull forward last year’s data and make the necessary updates.
  • The Survey Worksheet is a downloadable spreadsheet that can be used to help compile data and can be shared with others, and is found on the Support page, once logged in. Note: this is to be used as a guide and data will need to be inputted into the platform.
  • The User Guide will help answer many of your how-to questions. It can also be found on the Support page in the survey, once logged in.
  • The Survey is divided into sections that contain categories of questions. You can begin in any section and complete the survey questions in any order.
  • The progress bar on the home page will track your overall progress and the icons will help you see any areas not completed.
  • Come back as often as needed to complete the survey. All data is saved as you go.
  • In order to access results when they are released (December), participants must complete all required questions and a minimum 75% of the survey.

Survey Demonstration Video

  • To access the demonstration video, please follow this link.

Presenting Survey Sponsor

Order Your 2020 Data Access

For practice administrators who would like to purchase access to the 2020 Salary & Benefits Survey data or who did not meet the 75% survey completion requirement, the cost is $300 for NCMGMA members and $500 for non-members. To order your data access, please follow the link below.

Questions

If you have any questions about the 2021 Salary & Benefits Survey, please contact the NCMGMA offices at info@ncmgm.org.

Direct Contracting Model Strategies that Drive Innovative Healthcare

2021 Alliance sponsor feature article courtesy of Pearl Health

It’s no secret that the U.S. healthcare system could benefit from a healthy dose of creativity and innovation. Over the past several decades, healthcare costs have been rising at an unsustainable rate, while patient outcomes have been less than ideal. Efforts to create a more value-based healthcare system, which have featured an especially concerted effort over the last decade, have thus far not succeeded. In recognition of this reality, the Centers for Medicare/Medicaid Services (CMS) has recently introduced its Direct Contracting model. Specifically designed to encourage innovative healthcare ideas, Direct Contracting will hopefully lead us toward a more value-based healthcare system.

Many healthcare organizations and providers believe the Direct Contracting model has tremendous potential. While the model is currently being used only for Medicare beneficiaries, many hope that its central themes–provider capitation, quality measures with minimal administrative overhead for practices, and global risk sharing–may soon be adopted by private payers and providers furnishing care in the commercial sector. Such proliferation will depend on the model’s initial success in managing costs of the Medicare population and how well providers adapt. If the model works as planned, it will incentivize innovative healthcare strategies, leading to better outcomes and lower costs. With this in mind, it’s essential that healthcare professionals understand ways to innovate in this environment.

Innovative Healthcare Strategy #1 – Enhance Workflow Efficiencies

It is well known that many healthcare systems lack efficient operational workflows. This is especially true in coordinating care among different care settings in and out of various facilities. Therefore, innovative healthcare ideas are needed to streamline many of these more complex care activities. The Direct Contracting model accomplishes this by linking rewards to value-based outcomes. As a result, all stakeholders are motivated to develop more efficient and coordinated processes of care. Healthcare organizations can leverage the Direct Contracting model’s investment capital construct (i.e. the ‘enhanced cap’) to pursue better workflow efficiencies. Likewise, they can encourage the use of standardized workflows that are patient-centric in an effort to reduce care variations. Similar to Lean Six Sigma approaches, these efforts reduce waste while improving the capacity for predictable and reproducible results. This is an area of innovation needed for many healthcare systems today.

Innovative Healthcare Strategy #2 – Advance Digital Integrations

Advancing and streamlining digital integrations across the healthcare system may lead to more efficient healthcare delivery. Interoperability, the ability of different digital healthcare platforms to communicate, has been a barrier for efficient and effective healthcare. Healthcare systems can use the Direct Contracting model to encourage improved connectivity and interoperability by incentivizing such investment through outcomes alignment. This inherently reduces waste by limiting duplication services and increases access to information for better decision-making. Such connectivity can also improve the insight of analytics efforts, providing healthcare systems with better data to drive future changes. By investing in these types of activities, organizations can better thrive under the Direct Contracting model and reap the rewards.

Innovative Healthcare Strategy #3 – Effective Provider Incentives

Under CMS’s Direct Contracting model, Direct Contracting Entities (DCEs) have the ability to structure bespoke risk contracts with the providers that they engage. A DCE may choose different risk tracks, taking on 50% or 100% of the risk and shared savings benefits. While past ACO programs allowed for similar risk-sharing, DCEs are afforded greater freedom to create more targeted risk-based and capitated contracts with providers that incentivize them to develop innovative healthcare solutions. This is one of the major advantages of the Direct Contracting model that did not exist with prior CMS approaches to value-based healthcare.

Innovative Healthcare Strategy #4 – Engage and Involve Patients

The Direct Contracting model places the burden to develop innovative healthcare solutions on DCEs and member providers. Yet the involvement of patients is critical to the success of efforts to achieve performance improvement in value-based care. By empowering and incentivizing patients to engage in this manner, DCEs can make better, more informed choices about which strategies they will invest in and patients can contribute to self-care and self-monitoring. DCEs and providers should therefore invest resources in educating and training patients in these areas. In doing so, they are better able to utilize patient resources that reduce costs and lead to better results. These types of activities also broaden care coordination across additional care settings that include the patient’s home environments.

Embracing a Culture of Innovation in Healthcare

Each of the above strategies can help organizations and providers realize more innovative healthcare practices. The Direct Contracting model simply serves as a framework by which these efforts can be used. Over time, however, DCEs and providers alike can embrace a culture of value-based innovation to achieve healthcare goals.

1. Adams, K. (2021). 6 big ideas in healthcare innovation. Becker Hospital Review. Retrieved from https://www.beckershospitalreview.com/digital-transformation/6-big-ideas-in-healthcare-innovation-4.html

2. Ibid.

3. Ibid.

4. Ibid.