Wednesday, December 15, 2010

Critical Success Factors for Accountable Care

As health care reform is seeking to restructure how care is delivered and reimbursed, the Accountable Care Organization (ACO) has come forth as a preferred model. A myriad of articles and conferences have appeared in response to the direction from the federal government in the hopes of educating both providers and insurers of not only what will constitute an ACO, but how they must operate to be successful.

Although many of the articles have little value, one written recently on behalf of the Advisory Board Company provides a wealth of knowledge in a well-organized fashion on this proposed model. Entitled “Health Care’s ‘Accountability Movement,' ” this article identifies and expands upon the 15 imperatives for success under accountable care. These 15 are organized into four categories:
• Physician alignment,
• Clinical transformation,
• Payment transformation and
• Information-powered health care.

As conversations about reforming how care is delivered continue and ACOs receive more and more focus, these considerations will become increasingly important.


S said...

In caring so well for your patients, YOUR treatment of YOUR employees is critically POOR. As of today, YOUR Houston area closed due to YOUR fault and informed EMPLOYEES that they would have to pay for their own time out of their PTO bank; if their PTO balance is zero, then they will NOT be compensated for YOUR lack in excution. I would think if such CHARITY exist for your patients such CHARITY would extend to your employees especially when it was CHRISTUS' fault or should I say, YOUR fault.

What are YOU going to do about that? How are YOU going to rectify this error and ENSURE that YOUR employees are treated justly?

Please note, this is NOT the first time that YOUR company had made such a decision.

Dr. Tom said...

Hi S,
I'm sorry to hear that you are unhappy with your PTO time. All of our Associates accumulate a set amount of PTO hours based on a schedule that we communicate at the time of employment. But we’re always open to suggestions and talking more about this. Please send us an email at communications [at], and I’ll make sure we put you in touch with your HR team, who can help resolve your concerns. Thanks for reading the blog and taking the time to dialogue with me!