The Journal of ambulatory care management
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In the final analysis, implementing the ED funding model will not generate additional dollars for hospitals; rather the funding model will function as a tool for reallocating existing health care dollars. This function is particularly important as government funding for health care is subjected to increasing financial restraint. As such, the ED funding model will serve to further the Acute Care Funding Plan principles of fairness and equity, a recognition of the unique funding requirements for ambulatory care, and the need to develop cost-effective service delivery. Adherence to these principles is integral to maintaining the affordable, publicly administered national health care system Canadians have come to expect and cherish.
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J Ambul Care Manage · Apr 1993
Ambulatory care prospective payment: the effect on clinical practice patterns.
Prospective payment for ambulatory surgical services offers the opportunity to achieve a number of operational efficiencies in the health care delivery system by incorporating incentives for both physicians and facilities to reorganize care. The risk associated with this opportunity is the creation of additional bureaucratic infrastructure.
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J Ambul Care Manage · Apr 1992
Compensating and providing incentives for academic physicians: balancing earning, clinical, research, teaching, and administrative responsibilities.
Providing a comprehensive compensation and incentive plan for a group of faculty members in a department with multiple goals provides a challenge that few administrators may take. Many academic departments have given up on implementing a comprehensive compensation and incentive plan since department goals generate competing uses of a faculty member's time. Whatever the plan design your department adopts, you can be sure that it will generate controversy. ⋯ In addition, this strategy does not work well on an individual basis for young, beginning faculty members but does work well in the collective--to promote the goals of the department. Be prepared, however, to modify your plan after a trial period of perhaps two years. You must allow time to monitor the effects of your compensation plan and its impact on the goals and direction of the department.