Quality and Cost Measurement

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Quality and Cost Measurement

Nurse practitioners have a mandate of providing data and evidence to demonstrate the impact of their care on the patient outcomes. It expands their role in delivering care though they face several challenges in fulfilling the mandate and also meeting the productivity goals of the organization. There is a relationship between the quality care and performance measures to clinical care that forms the basis of the discussion. The essay provides an explanation of the importance of quality measures and also identifies the performance measures used for Nurse Practitioner productivity in the selected article.

Quality measurement in health care is a process that uses data to evaluate the performance of the health plans and the health care providers against predetermined quality standards. Quality measures are crucial in assessing the productivity of the incentive plans by the Advanced Practice Registered Nurses. Quality measures help to identify what works in health care and what does not to enhance improvement (Buppert, 2015). The relevant measures of quality help to improve the quality and efficiency of patient care across all the settings. The goal is to develop a system that promotes the best clinical standards as well as ensuring the highest quality of patient care. The measurement of quality is important because it tells how the health system performs thereby leading to improved care.

Quality measures and performance indicators are different in their applications to health care. However, some users have a thin line that merges the separate words into one. A performance indicator helps to evaluate the success of an organization or activity in which it operates. The performance indicators are a set of values against which to measure. The indicators are the objectives to be targeted to add the most value to the business. On the other hand, quality measures use the available data for an organization to assess the success of a health plan and activity against the set standard (Stanik-Hutt, Newhouse, et. al., 2013). Both aspects lead to quality improvement like services.

According to Rhodes, Bechtle, and McNett (2015), the performance measures used for NP productivity include the productivity standards based on MGMA data and quality data from the national measures, patient satisfaction scores, and the professional scholarship incentives. The main indicator for clinical productivity for the incentive plan was the national Medical Group Management Association (MGMA) benchmarks for wRVUs for nonphysician providers. The benchmark used for each of the nurse practitioners depended on the specialty chosen by the department.

The incentive plans used in the clinical organizations are valuable tools in driving productivity and efficiency in service provision. The implementation of the incentive plans help to encourage specific behaviors and outcomes and also to reduce the operational and employee benefit costs. From the selected article, the project was designed to be a quality measure to evaluate the implementation of an incentive plan in a health system (Rhodes, Bechtle & McNett, 2015). The incentive plan has a significant impact on the productivity measures since the practitioner nurses received more pay for additional productivity and quality.

The incentive payment for care is likely to enhance productivity for the healthcare related staff. However, there is a likelihood of compromise on the quality of services offered. Thus, it is important to focus on quality improvement as well as enhanced productivity. The method of performance-based pay increase is an incentive seeks to enhance productivity, but should also focus on patient outcomes and satisfaction. A good organization uses a business model that describes the successful operation of a business and identifies the customer base, products, and the financing details. Thus, the design of an incentive plan should align with the selected business model for the organization.


Buppert, C. (2015). Measuring nurse practitioner performance: In Nurse practitioner’s business    practice and legal guide (5th ed.) (469 – 478) Burlington, MA: Jones & Bartlett.

Rhodes, C. A., Bechtle, M., & McNett, M. (2015) An incentive plan for advanced practice           registered nurses: Impact on provider and organizational outcomes. Nursing Economics,        33(3), 125-131

Stanik-Hutt, J., Newhouse, R. P., White, K. M., Johantgen, M., Bass, E. B., Zangaro, G., .            Weiner, J. P. (2013). The quality and effectiveness of care provided by nurse       practitioners: Journal for Nurse Practitioners, 9(8), 492-500.             doi:10.1016/j.nurpra.2013.07.004

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