RESUMO
In Spain, the compensation model for statutory health personnel is complex, heterogeneous, and more oriented to rewarding complementary functions and activities, than to paying for the actual performance in the position of employee. The various attempts to incorporate incentives have been distorted by a civil service egalitarianist culture, and weak systemic governance. External attractors (private practice, etc.) for healthcare professionals are becoming more important and neutralize many intramural incentives. There are few prospects of relevant or general changes, since the main actors involved are reforms-averse; but some environmental factors can lead to incremental improvements in employment contracts, in the information available to improve benchmarking, and in the creation of islands of good clinical governance and management. The economic scenario, increasingly concerned about inflationary trends and sustainability risks, may have a revitalizing effect of some governance and management reforms.
RESUMO
Assessing and compensating performance in professional organizations is extremely difficult in direct public management settings of health services. Performance assessment is technically complex and, more so, with multiplicity of principals influencing goal setting. Incentives are a lever to generate directionality and motivation, both structural (for attracting and retaining workers) and specific ones (rewarding performance and directing behavior towards institutional goals). Incentives influence the behavior of workers in various ways, and their effectiveness seams weak and controversial in publicly run health services. To overcome the problems of deciding and evaluating performance, both good governance models and the revitalization of contractual management are required. To improve the effectiveness of incentive models, it is convenient to: 1) widen the conceptual framework of incentives, to incorporate the structural aspects of employment contract and payment; 2) improve the designs from a greater understanding of the determinants of motivation; and 3) broaden the lens to survey the extra-mural factors that alter the behavior of workers, trying to counter them.
Assuntos
Motivação , Reembolso de Incentivo , Humanos , Atenção à SaúdeRESUMO
BACKGROUND: In this study, the authors provide a better understanding of enrollment trends associated with dental plans embedded in private-sector, employer-sponsored insurance health plans for the years 2005, 2010, 2015, and 2018. METHODS: Data used were from the insurance component of the Medical Expenditure Panel Survey. The authors present the number of employees enrolled in employer-sponsored insurance health plans and the percentage of these employees enrolled in health plans that include dental benefits. The authors present yearly estimates for 2005, 2010, 2015, and 2018, according to employer characteristics and state. RESULTS: While the number of embedded dental benefit plans has decreased from approximately 14.1 million plans to slightly more than 9.3 million plans in 2018 since 2005, the percentage of enrollees in employer-sponsored insurance health plans with dental coverage has decreased from approximately 23.2% of enrollees to slightly more than 15.0%. CONCLUSIONS: Although the percentage of embedded dental plans is decreasing, they are still an important component of the dental insurance market and are especially important to those employees who are enrolled. PRACTICAL IMPLICATIONS: Information will provide a better understanding of the source and extent of embedded dental plans provided via private-sector employers. These plans are often less generous than stand-alone plans.
Assuntos
Planos de Assistência de Saúde para Empregados , Gastos em Saúde , Humanos , Cobertura do Seguro , Estados UnidosRESUMO
Ante los diferentes sistemas de salud propuestos en cada país surge la necesidad de analizar la participación de cada uno de los elementos que lo componen. Este análisis se realiza con el fin de identificar y analizar los actores que intervienen en los sistemas de salud, especialmente, el uso de incentivos y la relación intersectorial que entre estos existe. Para ello, se llevó a cabo un estudio cualitativo descriptivo, mediante una revisión bibliográfica de los sistemas implementados en Costa Rica, Estados Unidos, Canadá, Chile y Ecuador. Se tuvieron en cuenta dos factores: el sistema de salud, definido por la Organización Mundial de la Salud como la suma de todas las organizaciones, instituciones y recursos empleados, cuyo objetivo consiste en mejorar la salud. El segundo, los incentivos, que brindan una motivación a los trabajadores, mejorando sus expectativas frente al trabajo y la manera de ejecutarlo, favoreciendo el cumplimiento de metas establecidas por las empresas. Como resultado, se encontró que en los sistemas de salud expuestos, si bien existen similitudes en relación con su desarrollo e implementación, también hay profundas diferencias, en especial, en la participación de actores públicos y privados. Conclusión: los incentivos existentes en los sistemas de salud estudiados no tienen un enfoque estratégico que articule a los actores en pro de la salud y el bienestar de la población.
Before the different systems of health proposed in every country there arises the need to analyze the participation of each one of the elements that compose it. This analysis is realized in order identify and to analyze the actors who intervene in the systems of health, especially, the use of incentives and the intersectorial relation that between these exists. For it, there was carried out a qualitative descriptive study, by means of a bibliographical review of the systems implemented in Costa Rica, The United States, Canada, Chile and Ecuador. Two factors were born in mind: the system of health, defined by the World Health Organization (WHO) like the sum of all the organizations, institutions and used resources, which aim consists of improving the health. The second one, the incentives, that offer a motivation to the workers, improving his expectations opposite to the work and the way of executing it, favoring the fulfillment of goals established by the companies. As result, one found that, in the systems of health exposed, though similarities exist in relation with his development and implementation, also there are deep differences, especially, in the participation of public and private actors. Conclusion, incentives in health care systems do not have strategic perspective so that there are many problems to obtain wellbeing for all citizens.
Assuntos
Apoio Financeiro , Sistemas de Saúde , Motivação , Custos de Cuidados de SaúdeRESUMO
PURPOSE: To evaluate changes in employees' biometrics over time relative to outcome-based incentive thresholds. DESIGN: Retrospective cohort analysis of biometric screening participants (n = 26 388). SETTING: Large employer primarily in Western United States. PARTICIPANTS: Office, retail, and distribution workforce. INTERVENTION: A voluntary outcome-based biometric screening program, incentivized with health insurance premium discounts. MEASURES: Body mass index (BMI), cholesterol, blood glucose, blood pressure, and nicotine. ANALYSIS: Followed were participants from their first year of participation, evaluating changes in measures. RESULTS: On average, participants who did not meet the incentive threshold at baseline decreased their BMI (1%), glucose (8%), blood pressure (systolic 9%, diastolic 8%), and total cholesterol (8%) by year 2 with improvements generally sustained or continued during each additional year of participation. CONCLUSION: On average, individuals at high health risk who participated in a financially incentivized biometric assessment program improved their health indices over time. Further research is needed to understand key determinants that drive health improvement indicated here.
