The Status of Performance Based Payment System Viewpoint of Healthcare providers and Mianeh managers

Abstract

Background and Aim: motivating the employees of an organization is one of the crucial factors to achieve success. The Deputy for Health Services of Iranian Ministry of Health and Medical Education has used different payment methods to create motivation among working staff. Among them one is p4q's method. The p4q payment method is a quality-based approach and has been implemented since 2016. Based on this, the research was conducted to assess payment status by this method from the perspectives of working medical staff of health centers in city of Mianeh, East Azerbaijan province; Iran . Materials and methods: in this research, a total of 286 fieldwork staff (including social workers, caregivers and health officers) who were providing health services in health centers and also their supervisors were selected to be the sample size. Payment system evaluation abstracts were used as questionnaire. The obtained data were illustrated in the form of descriptive cross-sectional information and were analyzed using SPSS software (version 16.). Finding: based on the results obtained from the questionnaires, it became clear that 75.7% of participants were female, 93.5% were married and 68.9% had under-diploma. The average of participants' perceptions about the implementation of baseline ratio, individual performance, team performance, organizational performance, and management assessment in pay-as-yougo were 49, 59.44, 52.99, and 57%, respectively. From the managers’ point of view on-time presence and working staff’s appearance were important factors in their evaluation. Injustice, physician-oriented system, and the significant difference of payments between employees with equal rankings were participants’ suggestions in the study. On the basis of factor analysis, the value was cfi8 / which indicate the statistical significance of evaluated items. Conclusion: Considering that being motivated and satisfied from payments is the most important executive goal in p4q method and following justice in payments is considered to be the basis of this method, thus a high percentage of employees must be satisfied with its implementation and thy must emphasize on its impact on doing high quality works. But practically, this method has only acquired 56.7% of satisfaction by employees that despite its importance itwas not in satisfactory level. Therefore, it is necessary for program administrators to revise the ways of program implementation, and assessments to achieve better levels of satisfaction