title: Physician-hospital partnerships: incentive alignment through shared governance within a performance improvement structure.
abstract: BACKGROUND
  Producing accessible, appropriate, and accountable medical care that improves the health of the populations served requires collaborative physician-organization relationships within which performance measurement across the continuum of care occurs. Governance and shared responsibility for performance improvement (PI) through organizational structure and process have proven to be particularly complex challenges.
  The Health Alliance of Central New York, based in Syracuse, New York, which consists in part of Crouse Hospital; ambulatory medical care sites and physicians; a physician organization, a physician-hospital organization, and an independent practice association; in February 1997 established a plan for a redesign of the PI system.
  In April 1998 the development of joint performance indicators, the Family of Measures, was undertaken. Recommendations for improvements necessary to correct process failures are referred to the medical staff executive committee and/or the appropriate coordinating committee, which then charges the appropriate service-line PI Council(s) with the responsibility for making those improvements.
  
  
  CONCLUSIONS
  Systemwide PI with collaborative decision making by process stakeholders has been a major cultural transition requiring a degree of organizational readiness. Support of the most senior levels of management is critical. Institutional silos do not support shared, participatory decision making and cannot be overcome without strong support from senior management and in many cases the direct support and involvement of the CEO. Integrating information systems represents a considerable challenge: to find hardware and software that will interface properly to produce desired results, to successfully interface computer support personnel into the PI process, and to ensure the commitment to the financial resources to meet the information system requirements. In addition, meaningful and material reengineering requires substantial physician input. Simply reducing length of stay or cost per case is not an outcome that is by and large a strong motivator for physicians. Projects must have meaning at the level of the individual physician to raise interest and create buy-in. Enduring success will be achieved only through achievement of material and salient improvements (for both physicians and the institution) in combination with careful alignment of physician and institutional incentives.
authors.affiliation: Crouse Hospital, Syracuse, New York 13210, USA. Fred_Hosler@mail.hcds.com
authors.forename: F W
authors.initials: FW
authors.lastname: Hosler
authors.forename: P A
authors.initials: PA
authors.lastname: Nadle
mesh_terms: D003299:Cooperative Behavior; D003659:Decision Making, Organizational; D019033:Delivery of Health Care, Integrated / Q000458:organization & administration* / Q000592:standards; D017598:Efficiency, Organizational; D018578:Hospital-Physician Relations; D007902:Length of Stay; D009518:New York; D019982:Organizational Case Studies; D015279:Organizational Culture; D017060:Patient Satisfaction; D010816:Physician Incentive Plans; D019555:Physician-Nurse Relations; D019984:Quality Indicators, Health Care; D017749:Total Quality Management / Q000458:organization & administration*