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Now that there is sufficient data to convince most people (including Congress and major purchasers of health benefits) that there is a quality problem in the US health care system, it will be hard to resist the widespread urge to use that same information to reform an obviously imperfect payment system. Used effectively, pay-for-performance could remove some of the well-known distortions that are generated by the underlying structure of current payment systems and help refocus delivery on critical aspects of population health. If it is to succeed in promoting patient health and value for the health care dollar, pay-for-performance will require careful design and effective safeguards against potential unintended consequences including those associated with patient selection incentives (and the associated fairness concerns) and “teaching to the test” to ensure that these positive objectives are not achieved at too great a cost (Rosenthal,
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The Healthcare Worker Shortage: Retention and Recruiting The Healthcare Worker Shortage: Retention and Recruiting Our healthcare system is currently, and has been for some time, experiencing a worker shortage. This shortage has risen due to various challenges imposed by the industry growth and demands for reform. The biggest challenge our healthcare system is faced with is meeting the demand of a rapidly aging population and a population of people who are gaining access to healthcare through governmental healthcare reform. Healthcare systems are now posed with the obstacle of going outside the realms of the typical recruiting platforms of outsourcing to other recruiting organizations, relying on employee referrals or using online advertisements.
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