Monday, February 27, 2023

Turning appointment cancellations into revenue

The internet has changed the way all industries do business. It has permitted consumers to give direct and instant online reviews on various products and services.This allows suppliers to learn and improve overall customer satisfaction.


However, despite being one of every six dollars in the US economy1, healthcare has lagged other industries in its focus on customer satisfaction.

Electronic health records (EHRs) have expanded dramatically in the last decade2, starting with hospitals, and now have penetrated to smaller provider practices. Currently, most EHRs focus on billing, clinical care, and legal documentation and not on enhancing the patient’s experience. While a surgery may be assisted by a robot, and an MRI may be read with the assistance of artificial intelligence (AI), making an appointment for either services is still done with a telephone, a pencil, and sometimes a fax machine.This is an opportunity for EHRs to offer a package that would result in the improvement of both patient satisfaction and operational efficiency, in addition to practice revenue and clinical care. Improving the patient experience in an era of medical consumerism is increasingly important going forward.


Current practice


In most traditional practices, a patient calls the office to schedule an appointment and speaks to a paid office scheduler who offers a few available times after reviewing the schedule.

There are three key issues with the current practice:

1) Less efficient for patients.The patient gets a sub-optimal appointment because the scheduler can only see a small portion of the available times.The individual must call the office, wait on hold, and then select from 2 to 3 handpicked times that may not be optimal for the patient or efficient for the physician. Healthcare is notoriously known for having the longest hold times compared to other industries. It may take several appointment times offered before the patient finally selects a time that works; and not getting the best time increases the probability of a cancellation or no-show.

2) Time consuming for staff.There is an individual paid by the practice to schedule appointments on the phone, although an automated system would be much less expensive.Further, people are more likely than systems to make errors.If the process could be automated, time on the phone would be reduced for staff by permitting patients to select times directly. These processes have been accelerated in the COVID-19 era, with enhanced digital adoption and potential for further refinement through machine learning and artificial intelligence. “You can book almost any other type of appointment in other industries by seeing what’s available in a self-scheduling type of platform,” says Gavin Setzen MD, Albany ENT & Allergy Services. “[AI] would also make the process of finding available appointments significantly faster for schedulers.”

3) Same day cancellations are inefficiently backfilled. It reduces practice revenue by not optimizing physician schedules.For a physician, in an 8-hour shift with 20-minute reserved appointments, three unfilled cancellations cause a productivity decline of 12.5%. In a day when only 80% of visits are filled this is a 16% decline.If this happens every day, a practice earning a potential revenue of $1M earns $160,000 less but does not have any fewer costs.


Current cancellation process


Most practices still employ a system to confirm appointments, usually within a 24-hour window. This helps prevent no-shows but does not address the need to backfill cancelled appointments.“One in four patients forget to show up for medical appointments. No-shows and cancellations are an inevitable part of health care scheduling. However, most practices do not realize that this presents a great opportunity for optimization and revenue recovery,” says Adnan Iqbal, CEO of Luma Health, a company founded with the patient-doctor experience in mind. “Long wait times to see a specialist invariably make patients more likely to cancel or no-show, leading patients to shop for earlier availability elsewhere or indefinitely postpone care. As a result, you lose out on revenue, and your patients’ experience and health could be compromised.”


A new scheduling model


An automated scheduling system would require patients to answer a few simple questions to determine location, reason for visit, insurance, and physician preference. It would then provide a list of available appointment times to patients without requiring a scheduler. This can be done via a smartphone. It would also allow for cancellations to be reflected in the schedule in real-time and provide notifications to patients that would like to be seen sooner than their existing appointment. Automating the process of notifying patients that a new appointment is available and allowing them to book it directly without any scheduling staff involvement caters to the patient’s desire to self-serve and drives practice efficiency without investing in human resources, which is often the most expensive line item for practices.

Some practices have adopted more automated solutions. However, due to the fragmented nature of the marketplace, many private practices still have not.ZocDoc, notably, allows patients to book appointments online with participating physicians; although some physicians are wary of being charged a marketing fee for new bookings.3

Finally, some operationally sophisticated practices have considered using patient behavior and characteristics to predict no-shows and cancellations before they occur; and schedule appointments based on these predictions the way same way airlines oversell flights. Based on these prospective predictions, practices can adjust workflow for high-risks no-show patients by double-booking or doing more aggressive pre-appointment outreach.

The technology exists, so why are we making our call centers use judgment that could be automated? Why are we not looking at how cancellations could be turned into revenue opportunities? In our experience, practices have been focused on other priorities: optimizing the billing and revenue cycle and improving the physician’s experience to cut down on burnout. If EMRs can store a patient’s entire medical history and images, as well as identify which providers are in-network and warn about adverse drug interactions, it can be programmed to refresh a new calendar for office staff every time a patient cancellation occurs. It is time to address scheduling.


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Friday, February 24, 2023

Helping patients' health literacy

Physicians can create a treatment plan, but if patients do not understand the what, why and how, they may not be able to adhere, says Natalia Southerland, MD, a family medicine specialist in Waxahachie, Texas. Southerland, who is also a certified personal trainer and health coach, strives to ensure patients are health literate, meaning they can find, understand and use information to make appropriate health decisions.


Addressing health literacy does not necessarily require much of Southerland’s time or effort. For example, she frequently gives patients educational materials and handouts, explaining the information as succinctly as possible. This includes handouts she has created as well as those from organizations like the National Lipid Association.

“I consider myself an educator,” she says. “If I provide information, teach patients how to find credible information and make sure they understand and know how to use that information, they will become independent health care consumers who can take control of their own health.”

Health literacy is also associated with significant cost savings. Improving health literacy for Medicare beneficiaries alone could prevent nearly 1 million hospital visits and save the health care system more than $25 billion annually, according to recent data published by UnitedHealth Group (UHG).

That is because patients who follow treatment plans, take medications correctly, complete needed screenings and receive recommended care are more likely to achieve their best health, says Anne Docimo, MD, chief medical officer at UnitedHealthcare, where she is responsible for the clinical, cost and experience outcomes of more than 50 million members in the company’s commercial, Medicare and Medicaid health plans.

“The extent of limited health literacy is not generally recognized,” says Cindy Brach, M.P.P., senior health care researcher at the Agency for Healthcare Research and Quality’s (AHRQ) Center for Evidence and Practice Improvement and co-chair of the U.S. Department of Health & Human Services Health Literacy Workgroup. “Limited personal health literacy, which affects more than a third of adults in the United States, is associated with lower receipt of preventive services, poorer ability to demonstrate taking medications appropriately, poorer ability to interpret health messages, greater hospital and emergency care use and, among seniors, poorer overall health status and higher mortality.”

What is important for physicians to remember, Docimo says, is that health literacy is not only about a static population, such as individuals for whom English is a second language. Someone with relatively high health literacy could face challenges when trying to understand a new diagnosis, she adds.

It is also important for physicians to realize that unlike other social determinants of health such as food or housing insecurity — solutions that require significant investment and partnership with other organizations — they and their staff can improve health literacy using simple strategies, says Brach.



Telehealth and health literacy


Experts agree that telehealth presents opportunities to improve health literacy. “The access alone can improve it because you don’t have barriers related to transportation and physically getting from your home to the doctor’s office,” says Docimo. Physicians can also use visual aids just as they would in person, she adds.

“In this day and age when everyone wears a mask, it’s almost easier to do a telemedicine appointment because you can see the patient’s facial expression,” says Hydok. “Sometimes you even get a glimpse of the patient’s home — and that can give you more information.” For example, a physician can ask patients to show where they keep their medication. If they see unrefrigerated insulin on the counter next to various pill bottles, they know there has been a communication breakdown.


Health literacy and COVID-19


Populations struggling with health literacy before COVID-19 will struggle during the pandemic, says Southerland, who tries to stave off misinformation by providing patients with links to credible websites such as the Centers for Disease Control and Prevention. She also curates some of that information herself so patients do not become overwhelmed by the volume of content available. For example, she compiles answers to questions her patients ask most frequently (such as “If I’m exposed, do I need to get a test?” or “When can I go back to work after testing positive?”) and then sends mass communications through the portal to educate patients.

“There’s going to be a need for coordinating care, educating patients and staying on it to make sure they complete the series of two vaccines — the initial one and the booster,” says Docimo.

This is especially true for patients with low health literacy who are part of diverse communities, says Ronick. “Many populations in the U.S. today speak different languages at home and have different cultural practices than the dominant White culture,” she says. “As we look at administering the COVID-19 vaccine, we won’t be successful unless we address potential cultural barriers.”


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Thursday, February 23, 2023

Investing in employees today will keep your practice healthy

According to a recent Vivian Health study, 53% of healthcare workers surveyed don’t feel optimistic about the future of healthcare in the U.S. and 27% say they are unsure whether the future holds any promise for their careers. In the same survey, 43% of respondents said they are considering leaving the healthcare profession in 2021, compared to 80% who just one year before said they’d likely continue working in the healthcare field post-COVID-19.


Numbers like these are popping up on surveys across the country and the world as healthcare professionals begin to leave their posts and start their careers over from scratch in different industries. What that means for healthcare employers is that finding licensed professionals to fill vacant roles is about to get even more competitive than it already was.

Employers should start planning their recruitment strategy without further delay and make it a priority to incentivize their existing employees so that they are more inclined to stay, forgoing any plans to change careers or move to competing employers.


Job hunters are setting the rules


Despite government loan and grant programs that encouraged employers to rehire the employees they’d been forced to lay off or furlough at the start of the global pandemic, and despite the expiration of unemployment bonus stipends, the employment market hasn’t evolved as expected.

Many employers believed their HR teams would be inundated with over-qualified candidates so eager for work that they would be willing to settle for more modest salaries than they’d received pre-pandemic. But what has happened instead is that people have learned how to survive on less. They’ve become savvy at outsourcing their services as contractors for hire. Some have re-evaluated their career ambitions and decided to change course.

For an already beleaguered healthcare industry suffering from staffing shortages, layoffs, and high turnover rates, the pandemic exacerbated recruiting issues, making it much more difficult to find and hire qualified healthcare workers. These days, qualified candidates can name their price and probably get what they ask for, too.


Finding the right fit


Finding sufficient numbers of qualified, licensed healthcare employees in the reams of resumes these days can feel a little bit like hunting for needles in a haystack. But there are recruiting strategies employers can use to narrow their search and quickly win the right talent for their open positions, such as:Hire a qualified Recruitment Process Outsourcing (RPO) partner. An RPO service can save busy healthcare providers invaluable amounts of time and energy, reaching markets they might not otherwise know about or consider. A good RPO will partner with its clients to understand their pain points and challenges and will help narrow the search, so all an employer must do is interview the top candidates and make a final hiring decision.

Entice qualified candidates with a higher salary and other monetary incentives. Employers should consider sweetening the pot with a sign-on bonus and relocation package to entice new recruits through the door, and then take a hard look at the salaries they are paying their current employees. The Vivian study found that 66% of the nurses surveyed ranked pay as the most important attribute they are seeking in a job. Nearly a third of the respondents (32%) said they are being compensated less this year than they were last year while 48% claim their hours have increased in 2021. More than a third of those surveyed (36%) said they were “extremely dissatisfied” with their compensation during the COVID-19 crisis.

Streamline the interview process to make it as swift as possible. Once top job candidates are identified and an initial phone conversation proves they are happy with the compensation being offered, it’s time to bring them in for interviews. There is no reason they should interview four or more times. If a decision has not been made by the end of the third interview, then they are probably not the right fit. The immediate supervisor needs to meet with them, and possibly the supervisor’s boss and a team member or two along with corporate HR. Only the immediate supervisor should require an hour of the candidate’s time. Everyone else planning to interview the candidate should take less than half an hour. It’s also important to have a structured interview ready to go and ensure the same questions aren’t being asked by different people.

Vet candidates thoroughly before extending an offer. In the healthcare industry in particular, employers must be careful to choose employees who will extend empathy and care to their patients and who will abide by the regulations and rules governing the profession. While there are no guarantees, this could be accomplished by:Asking behavioral style questions in the interview process i.e., "Tell me about the time you had a difficult patient; What made them difficult and how did you respond?”

Requiring that candidates submit a combination of personal and professional references, and asking questions such as, “What do you consider to be their strengths? What skill are they best at? What area do you think they can improve?”

Checking candidates’ LinkedIn accounts to see what professional associations they might be involved in and reviewing their online references if they have any

Reviewing state board and licensing records on the candidates

Once a decision has been made, communicate quickly. Hiring managers or recruiters should follow up right away with candidates as soon as a decision has been made to offer another interview, extend a job offer, or to cut them loose if they aren’t the right fit. Today’s job market moves fast, and talent is likely to be snatched up quickly, so taking too long to make a decision could cost a company the preferred candidate. Communicate openly and encourage the candidate to be frank about what they want from the job so both parties can make the best decision for the future.


Keep employees happy so they will stay


It’s important to understand that in today’s market, employers must be flexible and accommodating to win talent and retain existing employees. The healthcare business can take a heavy toll on its workers, and the pandemic has made it even more challenging.

Employees are stretched thin and feel overworked, under paid, and under-appreciated according to the polls cited here. The Vivian report showed that 83% of respondents felt their mental health was impacted after working in the healthcare field during COVID-19 over the past year, with 36% feeling “significantly impacted.” An April 2021 Washington Post-Kaiser Family Foundation poll found that roughly three in 10 healthcare workers have weighed leaving their profession. About six in 10 claimed that stress from the pandemic has harmed their mental health.

In this industry in particular, benefits that focus on mental health and wellness should be standard. Providing schedule flexibility and offering ancillary mental-health benefits such as an Employee Assistance Program (EAP) with counseling services can make all the difference to employees without costing a fortune. Consider an investment in your employees and their health an investment in the future health of your organization.


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