Week 3 Discussion: Quality And Cost Measurements As Nurse Pr

Week 3discussion Quality And Cost Measurementsas Nurse Practitioners

Week 3 Discussion: Quality and Cost Measurements As nurse practitioners continue to expand their role in delivering health care, it is imperative for NPs to provide the data and evidence to demonstrate the impact of NP care on patient outcomes. There are several challenges that advanced practice nurses face to provide quality care and meet productivity goals of an organization. This week it is important to explore the connection of quality care and performance measures. Some questions to consider as we discuss this topic are: · Why are quality measures important? · What is the difference between quality measures and performance indicators? · What performance measures are used for NP productivity? · Why are incentive plans used in clinical organizations? To prepare: · Read the article, An Incentive Plan for Advanced Practice Registered Nurses: Impact on Provider and Organizational Outcomes , by Catherine A. Rhodes, Mavis Bechtle, and Molly McNett (2015) · Explore quality measures and identify at least one clinical performance measure, such as the Agency for Healthcare Research and Quality (AHRQ) By Day 3 Post at least 250 words (no introduction or conclusion) 1. an explanation of the importance of quality measures using the clinical performance measure you identified as an example. 2. Then, identify the performance measures used for NP productivity in Rhodes, Bechtle, and McNett (2015) article. 3. Finally, share your opinion on incentive payment for care, including external motivators and at least one business model.

Paper For Above instruction

Quality measures serve as essential tools for assessing the effectiveness, safety, and efficiency of healthcare services provided by nurse practitioners (NPs). They offer objective data that impact clinical decision-making, inform policy, and enhance accountability. For example, the clinical performance measure of controlling hypertension, as outlined by the Agency for Healthcare Research and Quality (AHRQ), exemplifies how quality measures directly relate to patient outcomes. Blood pressure control is crucial because it reduces the risk of cardiovascular events such as strokes and heart attacks. By monitoring this measure, NPs can identify patients who require intervention and adjust treatment plans accordingly, ultimately improving health outcomes and demonstrating the value of their care.

In the article by Rhodes, Bechtle, and McNett (2015), performance measures used to gauge NP productivity include the number of patient encounters, diagnostic tests ordered, medication management, and patient satisfaction scores. These metrics reflect not only the quantity of services delivered but also the quality and efficiency of care. The article emphasizes the importance of aligning performance measures with organizational goals to foster productivity while ensuring high standards of care. Furthermore, incentive plans are employed in clinical organizations to motivate NPs, improve performance, and align individual goals with overall organizational objectives. These incentive structures can include financial rewards, professional recognition, and opportunities for continuing education.

From my perspective, incentive payments for care can serve as powerful external motivators that encourage healthcare providers to excel in quality and productivity. Financial incentives can help recognize outstanding performance, promote adherence to best practices, and ultimately improve patient outcomes. However, it is essential to balance extrinsic motivators with intrinsic motivation—such as professional pride and commitment to patient care—to foster sustainable improvements. One successful business model that incorporates incentives is pay-for-performance (P4P), which links compensation to specific quality measures, encouraging providers to focus on delivering high-value care. Nonetheless, care must be taken to ensure that incentives do not lead to unintended consequences, such as overemphasis on measurable aspects at the expense of holistic patient care (Stanik-Hutt et al., 2013). Overall, well-structured incentive plans can enhance organizational performance and support NPs in achieving quality care standards.

References

• Buppert, C. (2015). Measuring Nurse Practitioner Performance. In Nurse Practitioner’s Business Practice and Legal Guide (5th ed., pp. 469–478). Jones & Bartlett Learning.
• Hain, D., & Fleck, L. M. (2014). Barriers to NP practice that impact healthcare redesign. OJIN: The Online Journal of Issues in Nursing, 19(2).
• Rhodes, C. A., Bechtle, M., & McNett, M. (2015). An Incentive Plan for Advanced Practice Registered Nurses: Impact on Provider and Organizational Outcomes. Nursing Economics, 33(3).
• Stanik-Hutt, J., Newhouse, R. P., White, K. M., Johantgen, M., Bass, E. B., Zangaro, G., & Weiner, J. P. (2013). The Quality and Effectiveness of Care Provided by Nurse Practitioners. Journal for Nurse Practitioners, 9(8).
• Thomas, A. C., Crabtree, M. K., Delaney, K. R., Dumas, M. A., Kleinpell, R., Logsdon, C., & Nativio, D. G. (2012). Nurse Practitioner Core Competencies. Retrieved from
• Wilkinson, K. (2015). Legal Nuts and Bolts for PNPs in Today’s Healthcare Environment [PowerPoint slides]. Retrieved from
• Agency for Healthcare Research and Quality (AHRQ). (n.d.). Quality Measures and Performance Metrics. Retrieved from https://www.ahrq.gov/
• American Association of Nurse Practitioners (AANP). (2020). Nurse Practitioner Core Competencies. Retrieved from https://www.aanp.org/
• Centers for Medicare & Medicaid Services (CMS). (2021). Quality Payment Program. Retrieved from https://qpp.cms.gov/
• Kirkland, J. (2017). Enhancing value-based care: Incentive models for nurses. Healthcare Management Review, 42(2), 123-131.