Pay for Performance Toolkit

Save time, empower your teams and effectively upgrade your processes with access to this practical Pay for Performance Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any Pay for Performance related project.

Download the Toolkit and in Three Steps you will be guided from idea to implementation results.

The Toolkit contains the following practical and powerful enablers with new and updated Pay for Performance specific requirements:

STEP 1: Get your bearings

Start with...


• The latest quick edition of the Pay for Performance Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.


Organized in a data driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…


• Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation


Then find your goals...

STEP 2: Set concrete goals, tasks, dates and numbers you can track

Featuring 996 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which Pay for Performance improvements can be made.

Examples; 10 of the 996 standard requirements:


1. Have departments traded the inherent risk, and along with it potentially big rewards, in the pay for performance system for the siren song of downside protection offered by the pay for labor system?
   
   

2. Should we define most important for the purpose of the selection of the Company-Selected Measure, as well as for the ranking of any other measures, if required?
   
   

3. Can be as strong as intended ones – will pursuing quality related initiatives distract providers from other important clinical activities for the patients?
   
   

4. Does P4P primarily reward providers who are already doing well – can it also stimulate quality improvements for lower performers?
   
   

5. What does your organization do if it wants to improve the relationship between size of base pay increase and performance rating?
   
   

6. Does it take an inordinate amount of time and resources to calculate incentives accurately and on time each performance period?
   
   

7. Should your organization reward the achievement of fixed performance goals, improvement over time, or on a per patient basis?
   
   

8. Are P4P activities and metrics separate from innovation and transformation activities and metrics or will there be overlap?
   
   

9. Does the use of a particular rating distribution approach alter the percentage of employees deemed top performers?
   
   

10. Do the needs identified, and the development planned support the strategic business goals of your organization?
    
    


Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:


• The workbook is the latest in-depth complete edition of the Pay for Performance book in PDF containing 996 requirements, which criteria correspond to the criteria in...


Your Pay for Performance self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:


• The Self-Assessment Excel Dashboard; with the Pay for Performance Self-Assessment and Scorecard you will develop a clear picture of which Pay for Performance areas need attention, which requirements you should focus on and who will be responsible for them:
  
  


• Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix

• Gives you a professional Dashboard to guide and perform a thorough Pay for Performance Self-Assessment

• Is secure: Ensures offline data protection of your Self-Assessment results

• Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:



STEP 3: Implement, Track, follow up and revise strategy

The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Pay for Performance projects with the 62 implementation resources:


• 62 step-by-step Pay for Performance Project Management Form Templates covering over 1500 Pay for Performance project requirements and success criteria:


Examples; 10 of the check box criteria:


1. Probability and Impact Matrix: How do risks change during the Pay for Performance projects life cycle?
   
   

2. Procurement Audit: What are your procurement processes with contractors?
   
   

3. Procurement Audit: Does the department evaluate and benchmark the performance of the procurement function/ unit against other comparable procurement functions/units?
   
   

4. Initiating Process Group: Do you know all the stakeholders impacted by the Pay for Performance project and what needs are?
   
   

5. Roles and Responsibilities: Are governance roles and responsibilities documented?
   
   

6. Probability and Impact Matrix: How carefully have the potential competitors been identified?
   
   

7. WBS Dictionary: Are records maintained to show full accountability for all material purchased for the contract, including the residual inventory?
   
   

8. Initiating Process Group: Just how important is your work to the overall success of the Pay for Performance project?
   
   

9. Closing Process Group: Mitigate. what will you do to minimize the impact should a risk event occur?
   
   

10. Assumption and Constraint Log: Has the approach and development strategy of the Pay for Performance project been defined, documented and accepted by the appropriate stakeholders?


 
Step-by-step and complete Pay for Performance Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:


• 1.1 Pay for Performance project Charter

• 1.2 Stakeholder Register

• 1.3 Stakeholder Analysis Matrix


2.0 Planning Process Group:


• 2.1 Pay for Performance project Management Plan

• 2.2 Scope Management Plan

• 2.3 Requirements Management Plan

• 2.4 Requirements Documentation

• 2.5 Requirements Traceability Matrix

• 2.6 Pay for Performance project Scope Statement

• 2.7 Assumption and Constraint Log

• 2.8 Work Breakdown Structure

• 2.9 WBS Dictionary

• 2.10 Schedule Management Plan

• 2.11 Activity List

• 2.12 Activity Attributes

• 2.13 Milestone List

• 2.14 Network Diagram

• 2.15 Activity Resource Requirements

• 2.16 Resource Breakdown Structure

• 2.17 Activity Duration Estimates

• 2.18 Duration Estimating Worksheet

• 2.19 Pay for Performance project Schedule

• 2.20 Cost Management Plan

• 2.21 Activity Cost Estimates

• 2.22 Cost Estimating Worksheet

• 2.23 Cost Baseline

• 2.24 Quality Management Plan

• 2.25 Quality Metrics

• 2.26 Process Improvement Plan

• 2.27 Responsibility Assignment Matrix

• 2.28 Roles and Responsibilities

• 2.29 Human Resource Management Plan

• 2.30 Communications Management Plan

• 2.31 Risk Management Plan

• 2.32 Risk Register

• 2.33 Probability and Impact Assessment

• 2.34 Probability and Impact Matrix

• 2.35 Risk Data Sheet

• 2.36 Procurement Management Plan

• 2.37 Source Selection Criteria

• 2.38 Stakeholder Management Plan

• 2.39 Change Management Plan


3.0 Executing Process Group:


• 3.1 Team Member Status Report

• 3.2 Change Request

• 3.3 Change Log

• 3.4 Decision Log

• 3.5 Quality Audit

• 3.6 Team Directory

• 3.7 Team Operating Agreement

• 3.8 Team Performance Assessment

• 3.9 Team Member Performance Assessment

• 3.10 Issue Log


4.0 Monitoring and Controlling Process Group:


• 4.1 Pay for Performance project Performance Report

• 4.2 Variance Analysis

• 4.3 Earned Value Status

• 4.4 Risk Audit

• 4.5 Contractor Status Report

• 4.6 Formal Acceptance


5.0 Closing Process Group:


• 5.1 Procurement Audit

• 5.2 Contract Close-Out

• 5.3 Pay for Performance project or Phase Close-Out

• 5.4 Lessons Learned


Results

With this Three Step process you will have all the tools you need for any Pay for Performance project with this in-depth Pay for Performance Toolkit.

In using the Toolkit you will be better able to:


• Diagnose Pay for Performance projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices

• Implement evidence-based best practice strategies aligned with overall goals

• Integrate recent advances in Pay for Performance and put process design strategies into practice according to best practice guidelines


Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'

This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Pay for Performance investments work better.

This Pay for Performance All-Inclusive Toolkit enables You to be that person.

Includes lifetime updates

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.