Nancy Reid, MHA, DHSc, PA-C, DFAAPA
It is common in health care organizations that employ physician assistants (PAs) to measure their overall value and return on investment based solely on revenue either billed or collected. Some will increase the sensitivity of this data by converting these dollars into work relative value units (wRVUs). Unfortunately, almost one-third of work provided by PAs is non-billable, and as such, is not typically reported. This scholarly project sets out to introduce a total-value approach to overall PA productivity and value that more effectively illustrates the return on investment and that leads to increased PA career satisfaction in a network of community oncology practices.
A novel approach to PA compensation that includes an incentive component was created. In stark contrast to the status-quo incentive plan that rewards simply increased productivity, the author has developed a four-tiered model that rewards both the team and individual productivity but also measures success on a variety of quality metrics. This ensures that the compensation and incentive plan aligns with the behaviors desired to meet practice goals. An added benefit is the positive impact this approach has on PA career satisfaction.
Astrin J. Measuring PA Total Value Beyond Collections Improves Career Satisfaction. Lynchburg Journal of Medical Science. 2020; 2(4).
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