Rewarding Physicians: The Case Of Orlando Family Physicians

The Orlando Family Physicians consists of for family practice physicians and a medical support staff consisting of a practice manager, two receptionists, four nurses, two medical assistants, two billing clerks and one laboratory technician. The practice is organized that allows each physician to have an equal share. The current policy of the practice is to provide equal compensation to physicians. All physicians are paid $12,500 and receive profit from the practice, which is $30,000. They have been following this policy since the practice opened. In order to create a new policy it must reward physicians that are working hard and encourage physicians to be productive through incentives (Gapenski & Pink, 2013, p. 82). To get the appropriate
pay-for-performance plan there must be productivity, financial and quality measures done. Since the form of work relative value units has three components are physician work, practice expense and malpractice expense. The system that should be used for the practice is pay per performance. The productivity measures that should be taken for the new system should be the amount of patients that physicians receive. Since a physician might see a higher amount of patients then that physician should be rewarded for it. A physician might do more procedures, which shows that he is doing more work. The gross amount of all the work a physician does should reflect on the amount they get paid and compensated for. Patients should be satisfied and want to come back if needed and that will provide a consistent amount of patients. The practice shouldn’t use the numbers from billing because everyone has the same amount and should find a different way by seeing what each physician does for the practice.