be sustained in the long run hence unreliable. Often, P4Psystems have been known to have shortperformance durations hence demoralizing to the provider who put substantial effort toimplement the program. After their use has leveled up, they add o value to the user due toreduced efficiency. Since not everyone is not motivated through pay, P4P operation becomesirrelevant to non-users forcing employers to offer other incentives to attract performance. • Discuss the impacts of P4P on provider payment reform.
3P4PThe initial goal of P4P is to reimburse for success and effectiveness of reduced costs in healthcare. Providers are being encouraged to promote excellency since effective performance willalways give financial gains. Providers are rewarded financially whenever there is animprovement in health care. Physicians’ measure of performance may vary with regard to thenumber of diseases and not just P4P performance on individual measures. Therefore, there is theinsufficient reward for money spent. High baseline performance rewards are paid for physiciansdespite there being P4P system hence not a reliable measure of effectiveness in their target tophysicians. The question of evaluating physicians as individuals or as a group raises concernsover the best criteria to use for evaluation (Buetow, 2008). In order to promote quality healthcare, providers are motivated by individual health plans and agencies to use P4P methods. This