Center for Health Services and Nursing Research, Katholieke Universiteit Leuven, Kapucijnenvoer 35, 4th floor, 3000 Leuven, Belgium.
Health Policy. 2011 Sep;102(1):8-17. doi: 10.1016/j.healthpol.2010.09.014. Epub 2010 Oct 28.
Pay-for-performance is increasingly used as a system intervention to support quality improvement. Programs are however developed, implemented and evaluated in a heterogeneous way. This is partly due to the broad and disparate theoretical and empirical foundation of P4P practice, which is rapidly evolving. This paper guides the reader through the essential steps which should be taken into consideration when setting up a P4P program. To this end a model called 'Model for Implementing and Monitoring Incentives for Quality' (MIMIQ) is presented.
Literature review was performed with a search of multiple databases, reference screening and expert consultation.
Central to the step-by-step approach is a Plan-Do-Check-Act cycle which incorporates communication, implementation and evaluation as key phases next to program development. In addition, the model explains how the decision making and results of each phase is modified by contextual factors. The model puts emphasis on quality and quality measurement as first items to develop. Only after these are in place, the development of the incentive component can be addressed.
The model presents guidance for designing and implementing P4P programs in a practically structured way. According to future findings the MIMIQ model will continuously evolve as an up to date P4P policy and practice tool.
绩效薪酬制作为一种支持质量改进的系统干预手段，其应用日益广泛。然而，此类方案的开发、实施和评估方式却存在差异，这在一定程度上是由于其理论和实践基础广泛且多样，且还在迅速发展。本文旨在为读者提供一份指南，阐明实施和监测质量激励措施时应考虑的基本步骤，为此引入了一个名为“质量激励措施实施和监测模型”（MIMIQ）的模型。
通过对多个数据库进行检索、参考文献筛选和专家咨询开展文献回顾。
该逐步方法的核心是一个“计划-执行-检查-行动”循环，其中沟通、实施和评估是除方案开发外的关键阶段。此外，该模型还解释了每个阶段的决策和结果如何受到环境因素的影响。该模型强调将质量和质量衡量作为首先要开发的项目。只有在这些项目到位之后，才能解决激励措施的开发问题。
该模型为以实际结构设计和实施绩效薪酬制方案提供了指导。根据未来的研究结果，MIMIQ 模型将作为最新的绩效薪酬制政策和实践工具不断发展。
