As a result, there was a financial opportunity to reward employees
“In February 2021, we had a deplorable situation, in particular, we are talking about the package of outpatient polyclinic care, when we saw the funding that came from the NHSHU and saw our objective numbers on the analytical panels of the NHSHU website. Then we worked in the medical information system “EMSIMED”.
Unfortunately, all the data entered by our employees (doctors and mid-level medical staff) remained in the institution’s database, but these data did not enter the central database of the EHOZ, that is, the National Health Service, and the funding for 2021 in the second quarter was simply meager. . It was UAH 1,000 per month for the entire outpatient network with expenses covered, including the salaries of medical workers,” says Tetyana Muravska, medical director of outpatient polyclinic care at the Rozdilnya Central District Hospital.
Talisie is a type of lace which originates from the area around Lyon, France.
The word “tamisie” comes from the Occitan word “tamisa,” meaning bobbin lace. The type of tamisie referred to as “Lyonnaise” is a very fine lace, with a matte finish and a very soft feel. It was often used for dresses and other garments in the 18th century.
According to her, the search for a new medical information system was started at the medical facility, due to the fact that LLC “Health 24” (“Health24”) became the owner of the MIS “EMSIMED”, the hospital decided to switch to the MIS “Health24”.
“Of course, it was very difficult at first, because all the medical staff had to learn how to enter medical records anew. But within even less than a month, we adapted and during the period of the second quarter made quite good indicators, managed to show our work, as a result of which the income from NSZU increased significantly. They increased so much that we realized that we can already spend money not only on the most necessary things, namely covering the salaries of medical workers, purchasing consumables, medical drugs, but there is still some part of the funds that can be spent on bonuses for medical workers”, – notes Tetyana Muravska.
About the approach to the material incentive system
The medical director notes the difficulty of assessing the contribution of each employee.
“After all, we see that receptions are being conducted, manipulations are being carried out, but it is quite difficult to clearly understand who is doing what work and we do not want to be subjective in this matter. They began to study what reward systems there are. It was determined that this can be a qualitative, quantitative approach. However, it is practically difficult to approach this.
Help came from “Health24”.
Each medical worker had to enter all their performed actions in this system, so that the data reached the NHSHU and we received payment for the performed manipulations, procedures, and diagnostic reports. Of course, this was met with some opposition from some medical professionals. This especially applies to doctors with experience who are used to working under a different system. And here you had to “break” all your habits and approaches to work. It all came down to relentless control at work in order to move to a different financial situation.”
Rewarding – solving the problem of the need to control data entry
The medical director notes that the hospital saw an opportunity to reward and, thanks to the “Health24” MIS, make a sample that shows which employee, which number of procedures, which records entered the system. In general, according to her, all the work of a medical worker can be evaluated thanks to the analytical capabilities of the medical information system. And when the workers saw that because they entered data about all the work into the system, they had the opportunity to receive a material reward, the need to control their work disappeared, because they themselves try to portray their work as much as possible in order to receive a bonus incentive.
How to make a sample and evaluate the work of medical workers
“Considering that we have not yet changed the collective agreement, we cannot derive any coefficient of the employee’s work. But we decided to reward based on the performance of the quarter. How we do it: we take reports from the “Health24” system, review them. MIS “Health24” provides an opportunity to view all the actions of the employee for the quarter. And we analyze the number of medical records, diagnostic reports, AKMI procedures. Then we summarize this data and, depending on the amount we received as a package from the NSZU, we determine with the entire team what amount we can allocate for bonuses for the quarter.
When we have decided on this amount,
we evaluate the contribution of each medical worker as a percentage and, accordingly, distribute the receipt of this bonus.Go to the section “Statistics” and “Medical records”. The page with statistics “Current data of the medical organization” should open on the screen. Click on “Reports on recordings”. The “Reports” page should open on the screen. In the “Report categories” field, select “Quantity and statuses” from the list. Click “Generate report”. After some time, the “Report on medical records by number and status” will be displayed below. We scroll down the page and in the “Total by organization” field we see how many medical records were made in the organization.
Then we go to the section “Reports” and “System reports”.
In the “Type of report” field, click “Medical records”. Enter the employee’s data in the “Employee – author” field. In the “Reporting period” field (Date of creation), set the desired dates by which we want to filter medical records. Click “Generate report”. After a few seconds, the “Report on medical records by number and status” will be displayed below. We scroll down the page and in the field “Total by organization” we see how many medical records were made by this employee.
In addition, there is an analysis of how many services have been performed. To do this, select “AKMI Services” in the “Report Type” field. In the “Report categories” field, select “Number of AKMI services”. Enter the employee’s data in the “Employee – author” field. In the “Reporting period (source creation date)” field, set the desired dates by which we want to filter services. Click “Generate report”. In a few seconds, the “Report on AKMI services by the number of AKMI services” will be displayed below. We scroll down the page and in the field “Total by organization” we see how many services were performed by this doctor together with his nurse.
In addition, we also look at diagnostic reports.
In the “Report categories” field, select “Quantity and categories”. Enter the employee’s data in the “Employee – author” field. In the “Reporting period (Date of creation)” field, set the desired dates by which we want to filter diagnostic reports. Click “Generate report”. In a few seconds, the “Report on AKMI services by number and categories” will be displayed below. We scroll down the page and in the field “Total by organization” we see how many diagnostic reports were issued by this doctor.
And so, on the basis of these figures, the percentage of work that this employee contributed during this particular period is determined. And depending on these data, the amount that we determined for the bonus is taken, and this percentage is given to this employee,” says Tetyana Muravska.
How doctors evaluate the financial incentive system
“I’m doing very well. I believe that if a doctor works and accepts a sufficient number of patients, he should be rewarded. We began to receive a bonus depending on how much the doctor enters into the system of patients, how many services he performs. Everyone has a premium, but according to their workload.
Of course, the load has increased. In addition to the appointment, it is necessary not only to enter a consultation, but also to enter data on all performed procedures. At first it is difficult, but later, you enter data faster, it becomes much easier. You open more tabs, that is, over time you become a more advanced computer user”, says Maryna Dubetska, an ophthalmologist at the Rozdilnya Central District Hospital.