Hospital stocks sink after HCA’s earnings stumble

http://www.beckershospitalreview.com/finance/hospital-stocks-sink-after-hca-s-earnings-stumble.html

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Major for-profit hospital operators saw their share prices fall Tuesday after Nashville, Tenn.-based HCA Healthcare released its earnings for the second quarter, which fell below analysts’ estimates, according to Bloomberg.

HCA’s revenues increased 4 percent year over year to $10.73 billion in the second quarter of 2017, which fell below analysts’ estimate of $10.85 billion. The company ended the second quarter of this year with net income of $657 million, which was down slightly from $658 million in the same period of 2016.

After releasing its earnings, HCA shares fell 2.5 percent to $83.93. Dallas-based Tenet Healthcare shares dropped 7.3 percent to $19.57 and Franklin, Tenn.-based Community Health Systems shares fell 7.4 percent to $8.96, according to Bloomberg.

Geisinger Lowers Turnover for Healthcare Revenue Cycle Success

https://revcycleintelligence.com/news/geisinger-lowers-turnover-for-healthcare-revenue-cycle-success?elqTrackId=5227b177373e418b94776cd695a1a8d5&elq=05abae043fb74ca7960337f1423dd0bd&elqaid=3062&elqat=1&elqCampaignId=2853

Geisinger earned a healthcare revenue cycle excellence award after reducing staff turnover rates and engaging employees

Geisinger Health System’s VP of revenue management attributed healthcare revenue cycle excellence to lower staff turnover rates and an engaged workforce.

MAP Award for High Performance in Revenue Cycle from the Healthcare Financial Management Association (HFMA) indicates that a health system achieved outstanding healthcare revenue cycle performance on metrics such as net days in accounts receivable and cost to collect.

However, the award also signifies healthcare employment improvements for Pennsylvania-based Geisinger Health System, one of four winning integrated delivery systems.

Barbara Tapscott, CHFP, CPAM, Geisinger’s Vice President of Revenue Management, attributed the system’s healthcare revenue cycle performance to staff and physician engagement strategies as well as the system’s collaborative workflows.

“It’s more the cohesiveness of the team that brings Geisinger the good performance,” she recently shared with RevCycleIntelligence.com. “We have a very engaged executive senior executive team here with CFOs and our System CFO. We have great employees and they’re all engaged. Geisinger provides professional development opportunities. We do additional education. We do executive coaching. We have certification for all to promote careers at Geisinger so that we get to retain our talent.”

But establishing an engaged healthcare workforce at the physician-led system of about 30,000 employees, 12 hospital campuses, and two research centers did not happen overnight. Geisinger Health System recently struggled to retain staff like many other healthcare organizations across the country.

Average turnover rates among healthcare employers reached 19.2 percent in 2015, representing a 1.5 percent increase from the previous year, a Compdata survey revealed.

Healthcare organizations also faced greater turnover rates for a wide range of positions. The Missouri Hospital Association found that the roles with the highest turnover rates in 2016 included housekeeper (29.6 percent), registered behavioral health nurse (29.2 percent), unlicensed assistive personnel (25.9 percent), licensed practice nurse (21.8 percent), certified occupational therapy assistant (20.8 percent), and registered staff nurse (17.9 percent).

High turnover rates can put significant financial strain on hospitals and health systems and negatively impact healthcare revenue cycle performance. An NSI Nursing Solutions report stated that the average cost of a turnover for a bedside registered nurse can be up to $58,400, which could result in average losses of $5.2 million to $8.1 million annually.

“It’s difficult when we have high turnover…That does take a lot of time and diminishes results.”

In light of healthcare employment challenges, Geisinger Health System targeted rising turnover rates to achieve excellent healthcare revenue cycle performance. The most recent HFMA recognition represented the system’s success with lowering turnover rates, Tapscott explained.

“One of the key performance indicators where we improved this year was in our turnover rate,” she said. “It’s difficult when we have high turnover and have to engage recruitment to get people onboard. That does take a lot of time and diminishes results.”

The integrated delivery system aimed to boost employee and physician engagement to reduce turnover rates by investing in health IT systems to support employees.

“We have significant investment in technology to manage administrative costs and routine transactions,” she stated. “We want people to be engaged and not necessarily be doing transactions that are routine. We can engage technology for that. These best practices and this focus on providing education and retention strategies for our staff have paid off.”

A major technological investment Geisinger recently made was in Fast Healthcare Interoperability Resources, or FHIR. The health IT innovation is a standard for electronic health information exchange.

Geisinger worked with Cerner Corporation in 2016 to implement FHIR to move beyond the EHR system for workflow improvements. By linking an application to the EHR system, the healthcare data standard resource stopped providers and other staff from going to multiple health IT systems to gather information on the same patient.

In addition to health IT support, a centralized business office also helped the large integrated delivery system improve its workforce engagement across several hospitals and two states.

“We are here to take care of people. That culture permeates through all of our employees regardless of where they sit.”

“Even when I have employees at different hospitals and they’re in different teams, there is centralized management so that we have standardization in our processes,” Tapscott pointed out. “We work very closely with our leadership at the various facilities to make sure that we’re still there to take care of our patients.”

“At the base of what we do is our mission. We are here to take care of people. That culture permeates through all of our employees regardless of where they sit,” she added.

With an engaged healthcare workforce, Geisinger realized healthcare revenue cycle performance improvements.

“We keep extreme focus on the cycle itself, such as how long does it take for us to gather the right information for billing once a patient has received care and then making sure that we have an environment that is free of billing errors,” she said.

“Once we have that, we can point to the metric that everyone loves, which is how much of your accounts receivable is older than let’s say 60 days or 90 days,” she continued. “If it’s that old it wasn’t collected quickly. We look at making improvements in those areas. We always look at using lean techniques. What’s my root cause? How can I fix it?”

An example of how Geisinger’s healthcare workforce demonstrates cohesiveness from patient access members to clinical teams and the patient starts with the pre-service unit.

“They are the first stop for engaging a clinical team to ensure that what the clinical team has ordered is verified according to insurance coverage,” Tapscott remarked. “If the insurance requires an authorization or it requires a referral, all those administrative transactions are handled before the patient arrives. There’s a lot of coordination with the clinical team to make sure that our clinicians and our patients and then the administrative part are all on the same page.”

The coordinated workflows for pre-service units and clinical teams also earned the integrated delivery system recognition from HFMA MAP for its patient financial responsibilityinitiatives, she added. HFMA awards hospitals, health systems, and physician practices the High Performance in Revenue Cycle award partly based on the organization’s use of best practices for patient financial communications.

“At the same time, we use the tools available to us before a service is rendered,” she said. “We provide financial estimates to our patients. We’ve verified their insurance.”

With a patient financial responsibility workflow in place, Geisinger staff notify patients of the portion their insurance is expected to pay and the estimated out-of-pocket expenses they can anticipate owing.

“Then, we go into the discussion as to what options are there for our patients, from paying in full to making monthly payments,” she stated. “We offer interest-free installment payments to our patients. For those patients that don’t qualify, we have a very generous financial assistance policy.”

“All of that is done in conjunction with communicating with our clinicians and with our patients,” she continued. “We want the patient experience when that patient arrives for care to be totally 100 percent focused on clinical care.”

To evaluate patient experience, the integrated delivery system implemented the ProvenExperience program. Under the program, patients provide feedback on a mobile application and if the patient experience was positive, system leaders recognize providers and staff involved in the experience, increasing employee engagement.

“Your definition of value and my definition of value is probably not the same.”

However, if the patient reports a negative experience, he can request a refund.

“Simply, they didn’t feel that the encounter was as valuable as it should have been,” Tapscott elaborated. “That ProvenExperience program has been in place now for the better part of two years. It’s been very successful. People would think that it would cost any company a lot of money. In actuality, it has not.”

“We have learned a lot about what we could do differently for our patients,” she continued. “Your definition of value and my definition of value is probably not the same. Again, it’s treating people with kindness at a time when they may be overwhelmed by an unexpected event or a bad diagnosis or just the uncertainty of medical care.”

As in other areas within the integrated delivery system, the ProvenExperience team charged with improving patient experience draws on experts from a range of departments to ensure cohesiveness and engagement from all aspects of the patient experience. The team consists of physicians, nurses, and administrative staff.

While Geisinger’s recent HFMA MAP award shows how system leaders effectively reduced days in accounts receivable and implemented patient financial communication best practices, it also speaks to the system’s dedicated workforce.

“It’s all about hiring the right people with the right skills,” Tapscott stated. “At the end of the day, it’s people with the right training that are helping us look for the root cause of a problem so that we can then engage to find a solution.”

ER staffing companies can lead to increased surprise bills

http://www.healthcaredive.com/news/er-staffing-companies-can-lead-to-increased-surprise-bills/447751/

Dive Brief:

  • The New York Times reported that hospitals are turning more to companies like EmCare, which is one of the country’s largest physician-staffing companies for emergency rooms (ERs), to find ER doctors. Having outside doctors is causing patients to receive more expensive hospital bills because the ER doctors are considered out-of-network.
  • The Center for Public Priorities released a study earlier this year that found surprise billing is a problem that goes well beyond one company, but is an issue across the healthcare system.
  • Also, a new National Bureau of Economic Research study on out-of-network billing for emergency care found that patients who visited in-network hospitals for emergency care received out-of-network physician care 22% of the time. The study authors said: “Because patients cannot avoid out-of-network physicians during an emergency, physicians have an incentive to remain out-of-network and receive higher payment rates.”

Dive Insight:

Part of the issue with surprise billing, also known as balance billing, is thatmost states don’t have laws that protect consumers. Only six states have a “comprehensive” laws that protect against surprise billing, and there are no federal protections against the practice, according to The Commonwealth Fund.

The issue of surprise billing is another example of how the U.S. healthcare system confuses people. Patients who visit in-network hospitals often aren’t able to make sure each doctor working on them is in-network. So, they’re stuck with larger than expected hospital bills later.

Patients don’t like it for obvious reasons, and payors aren’t happy with the higher bills either. The hospital CEO the Times interviewed, Tom Wilbur of Newport Hospital in Spokane, Wash., said switching to EmCare turned out to be a fiasco as confused and angry patients started calling in. “Hindsight being 20/20, we never would have done that,” he told the paper.

A recent Commonwealth Fund study found that 14% of ER visits and 9% of hospital stays were likely to produce a surprise bill. Patients who were admitted to the hospital via the ER were more likely (20%)  to receive a surprise bill.

As health systems look to outside agencies more to fill gaps in coverage, surprise billing is not going away and could even intensify. What’s the solution? The Commonwealth Fund suggested it likely won’t come from Washington given the current toxic political climate — especially when it comes to healthcare. Instead, states will need to take up the issue in an attempt to protect consumers from getting large, unexpected hospital bills that are out of their control.

In Appalachia, Two Hospital Giants Seek State-Sanctioned Monopoly

http://khn.org/news/in-appalachia-two-hospital-giants-seek-state-sanctioned-monopoly/

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Looking out a fourth-floor window of his hospital system’s headquarters, Alan Levine can see the Appalachian Mountains that have defined this hardscrabble region for generations.

What gets the CEO’s attention, though, is neither the steep hills in the distance nor one of his Mountain States Health Alliance hospitals across the parking lot. Rather, it’s a nearby shopping center where his main rival ­— Wellmont Health System, which owns seven area hospitals — runs an urgent care and outpatient cancer center. Mountain States offers the same services just up the road.

“Money is being wasted,” Levine said, noting that duplication of medical services is common throughout northeastern Tennessee and southwestern Virginia where Mountain States and Wellmont have been in a health care “arms race” for years, each trying to outduel the other for the doctors and services that will bring in business.

The companies now want to merge, which would create a monopoly on hospital care in a 13-county region that studieshave placed among the nation’s least healthy places. The merger’s savings would pay for a range of public health services that they can’t afford now, the companies project. And they are trying to pull it off without Washington regulators’ approval, breaking with hospitals’ usual path to consolidation.

In a typical case, a plan that eliminates so much competition in a market would almost certainly provoke a court battle with the Federal Trade Commission, which enforces antitrust laws and challenges anti-competitive behavior in the health industry.

To avert such a fight, the hospitals are using an obscure legal maneuver available in Tennessee and Virginia and some other states.

Generally known as a Certificate of Public Agreement (COPA), the process works like this: If regulators in Virginia and Tennessee agree that the merger is in the public interest, Wellmont and Mountain States would operate as one company under a state-supervised agreement governing key parts of their operations, including setting prices. The states’ approval would prevent the FTC from challenging the merger under federal antitrust law.

Their decisions could come as soon as this month.

In exchange for approval, Mountain States and Wellmont promise to use money saved from the merger to offer mental health and addiction treatment services and attack public health concerns, such as obesity and smoking — areas previously neglected by the systems that don’t increase hospital admissions and bring in big revenue, hospital officials said

“The question that needs to be asked is whether tight state oversight of a monopoly is better than failed competition,” said Robert Berenson, a health policy expert at the Urban Institute.

Little-Used And Rarely Challenged Mechanism

The federal antitrust exemption made possible under a COPA dates to a Supreme Court ruling in the 1940s used only about a dozen times to allow hospital mergers. One was an hour away from here, in Asheville, N.C.

There’s little scholarly research on COPAs’ results.

Last summer, the FTC dropped its challenge to a merger of two West Virginia hospitals after the state adopted a COPA law and permitted the deal.

In recent years, hospital mergers and acquisitions have created behemoth health systems that have used their status to demand high payments from insurers and patients. Studies by health economists have repeatedly found that consolidation means higher prices.

But the same calculus may not apply here and in other regions where a preponderance of patients are poor or uninsured, officials from both Mountain States and Wellmont say.

While President Donald Trump and Republicans in Congress stress the value of free-market principles in health care, both hospitals argue that in their part of Appalachia the market has led to unnecessary spending, driven up health costs and forced them to focus on services that produce the highest profits rather than meet the community’s most pressing health needs. In this deeply conservative region where death rates from cancer and heart disease are among the nation’s highest, the hospitals say only a state-sanctioned monopoly can help them control rising prices and improve their population’s health.

Without their proposed merger, Levine said, both hospital systems would likely have to sell to an out-of-market chain. That would likely eliminate local control of the facilities and could lead to massive layoffs and the closure of hospitals and services, he said. Together, the two hospital systems employ about 17,000 people.

The FTC, which is urging the states to reject the hospitals’ plan, contends the hospitals could form an alliance or take other steps short of a merger to accomplish the benefits they say one will bring. The agency says the hospitals’ market probably would be no worse off if one chain merged with a company outside the area.

Feds Wary Of Promises

The hospitals are making big promises to sell their deal. They say no hospitals would close for at least five years, although some could be converted to specialized health facilities to treat problems such as mental health or drug addiction. After the merger, all qualified doctors would have staff privileges at all hospitals to treat patients. No insurer would pay lower rates than others. The new hospital system would spend at least $160 million over 10 years to improve public health, expand medical research and support graduate medical education for work in rural areas.

The FTC maintains the hospitals’ pledges are unreliable and dismissed them as having “significant shortcomings, gaps and ambiguities” in an analysis filed with state regulators in January.

Levine said the plan is the best deal for the community given the factors that handicap the hospitals. Those include declining populations and Medicare reimbursement rates that are lower here than other parts of the country because of lower average wages. Another concern is the cost of caring for uninsured people — neither Virginia nor Tennessee expanded Medicaid under the health law, which would have lowered uninsured rates.

“Competition is and should be the first choice, but in an area where competition becomes irrational and there are limited choices, there has to be a Plan B. If not this, then what?” he said.

Blue Cross and Blue Shield of Tennessee, the state’s largest health insurer, is not opposing the hospitals’ combination, a spokesman said. But its counterpart in Virginia, Anthem, hasn’t been persuaded.

“Anthem does not believe that there are any commitments that will protect Southwest Virginia and Northeast Tennessee health care consumers from the negative impact of a state-sanctioned monopoly,” the company said in a statement.

Wanted: Better Job Prospects

The proposed COPA has strong support among large employers in the region, including Eastman, a Kingsport, Tenn., chemical company with $9 billion in annual revenue that employs more than 7,000 people locally. “We get local governance, input and control … and that’s a lot better situation for us,” said David Golden, a senior vice president at Eastman.

Still, walking around Johnson City — the region’s largest city with almost 67,000 people — it’s easy to feel an unease among small employers and residents about a merger. Many worry about possible job cuts.

“Eliminating duplication of services means eliminating people,” said Dick Nelson, 60, who runs a coffee and art shop downtown and has lived here for 27 years. “I don’t care how much health care costs because my insurance will pay it,” he said.

In Kingsport, where Wellmont and Mountain States each has a hospital, Thorp is leery about a merger, too. “It’s an economic move, not an enhancement of medical care,” said Thorp, who runs a newsstand downtown. “We pride ourselves here for having good education and health care. They say there won’t be any services or jobs cut, but if that’s the case then what’s the point of the merger?”

Levine said no place better supports the case for a hospital merger than Wise County in southwestern Virginia, a scenic area with about 40,000 people whose three hospitals all operate below half their capacity. Mountain States and Wellmont each own a hospital in Norton, the county seat with 4,000 residents. Despite few patients, the hospitals still bear hard-to-cut costs for buildings, equipment and adequate staffing levels, Levine said.

On a recent weekday morning, Lonesome Pine Hospital, a Wellmont facility in Big Stone Gap, Va., looked nearly deserted. No volunteers or staffers were visible inside its main entrance and fewer than a fifth of its 70 acute-care beds were being used.

A five-minute drive away, Mountain States’ Norton Community Hospital’s 129 beds are about a quarter filled. Its maternity unit delivers fewer than five babies a week. The hospital offers hyperbaric oxygen therapy — a treatment that pays well under Medicare’s reimbursement rates — to help diabetics heal their wounds. But it has no endocrinologists to help diabetics manage their disease to avoid such complications. Despite a high rate of heart disease in the community, there’s no cardiologist on staff.

Whether a state-sanctioned merger will resolve the incongruities — here or in other poor regions — depends on how firmly regulators hold the hospitals to their pre-merger commitments. If the merger plan gets rejected, Mountain States and Wellmont will resume arch-competitive business practices that do not always put community interests first, said Bart Hove, Wellmont’s CEO.

“It’s about competing for the dollar in any way you can and extracting a dollar from your competition,” Hove said. “You do what you can to drive patients to your hospital.”

12 US cities ranked by cost per square foot to build a hospital

http://www.beckershospitalreview.com/facilities-management/12-us-cities-ranked-by-cost-per-square-foot-to-build-a-hospital.html?utm_source=Sailthru&utm_medium=email&utm_campaign=Issue:%202017-07-25%20Healthcare%20Dive%20%5Bissue:11297%5D&utm_term=Healthcare%20Dive

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The most expensive U.S. city to build a hospital in is Honolulu, according to a report by Rider Levett Bucknall. In fact, the cost per square foot to build a hospital in Honolulu is about 60 percent higher than in Las Vegas, which has the lowest per square foot hospital construction costs of any city on the list.

For the report, values were based on hard construction costs per square foot of gross floor area.

Here is the range of costs to build a hospital per square foot in 12 large U.S. cities, ranked from most to least expensive.

Please note that some of the costs are equal so there are more than 11 cities listed.

1. Honolulu: $475 to $760 per square foot
2. New York City: $475 to $700
3. Los Angeles: $470 to $700
4. San Francisco: $450 to $650
5. Boston: $400 to $650
5. Washington. D.C.: $400 to $650
6. Chicago: $360 to $630
7. Portland, Ore.: $380 to $525
8. Seattle: $385 to $530
9. Phoenix: $350 to $500
10. Denver: $370 to $455
11. Las Vegas: $285 to $455

Healthcare CEO pay climbs steadily since ACA passage

http://www.healthcaredive.com/news/healthcare-ceo-pay-climbs-steadily-since-aca-passage/447772/

Dive Brief:

  • Earnings of healthcare CEOs have continued to grow under the Affordable Care Act (ACA) and the pay packages give them little incentive to rein in spending, a new Axios analysis concludes.
  • Since the ACA was passed in 2010, CEOs of the 70 largest healthcare companies have cumulatively earned a whopping $9.8 billion — or almost 11% more money on average each year. However, because most of the pay is in vested stock, CEOs often base decisionmaking on what boosts stock prices (e.g., bigger sales, more tests and procedures) and not the ACA goals of patient-centered, value-based care.
  • The analysis was based on financial reports from 70 publicly traded U.S. healthcare companies comprising more than $2 trillion in annual revenues. Not-for-profit hospital CEOs were not included.

Dive Insight:

The biggest payout — $863 million — went to John Martin, CEO of biotechnology company Gilead Sciences, according to the analysis. Other takeaways include:

  • Just four of the 113 healthcare CEOs in the analysis were women
  • 11 of the top 20 top earners were CEOs of pharma and drug-related companies;
  • CEOs earned a little less as a whole last year versus 2015 due to market uncertainty over the presidential election.

Rising salaries are drawing increased scrutiny and some pushback. In April, North Carolina lawmakers approved a bill that would bar compensation for CEOs of behavioral health managed care organizations from exceeding by more than 30% the average salary of other behavioral health managed care businesses in the state. The bill seemed targeted at Cardinal Healthcare Innovations CEO Richard Topping, whose salary was $435,000 more than the average salary for a managed care organization in the state.

Salaries of executives at nonprofit organizations have also been growing. According to a Wall Street Journal report in March, many nonprofits are embracing salary strategies used in the for-profit world and offering packages totaling more than $1 million, with possibility of bonuses and deferred payments. In 2014, about 75% of nonprofit pay packages totaling $1 million or more went to healthcare executives.

In Massachusetts, in fact, pay for hospital CEOs outpaced state health spending. The largest compensation package went to Elizabeth Nabel, president of Brigham and Women’s Hospital, who received $5.4 million in 2014, up 119% from the previous year. By contrast, overall healthcare spending in Massachusetts rose 4.8% that year.

In an analysis earlier this year, Axios found that Sutter Health CEO Patrick Fry gets paid the most per patient stay ($6.88 a day) among the 20 largest hospital systems. Greenwich Hospital CEO Norman Roth earned the most ($56.40 a day) among other studied hospitals.

https://www.axios.com/the-sky-high-pay-of-health-care-ceos-2442398819.html

 

7 recent hospital, health system outlook and credit rating actions

http://www.beckershospitalreview.com/finance/7-recent-hospital-health-system-outlook-and-credit-rating-actions.html

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The following hospital and health system rating and outlook changes and affirmations took place in the last week, beginning with the most recent.

1. Moody’s affirms ‘A1’ rating on Munson Healthcare
Moody’s Investors Service affirmed the “A1” rating on Traverse City, Mich.-based Munson Healthcare’s revenue bonds issued by the Grand Traverse County Hospital Authority, affecting $155 million of debt.

2. S&P downgrades North Broward Hospital District’s bond rating to ‘BBB+’
S&P Global Ratings downgraded the rating on Fort Lauderdale, Fla.-based Broward Hospital District’s series 2005A, 2007 and 2008A variable-rate revenue bonds to “BBB+” from “A-.”

3. Fitch affirms ‘AA-‘ on SCL Health’s revenue bonds
Fitch Ratings affirmed the “AA-” rating on Broomfield, Colo.-based SCL Health’s revenue bonds issued by the Colorado Health Facilities Authority, Kansas Development Finance Authority and Montana Facility Finance Authority, affecting $1.3 billion of outstanding debt.

4. Moody’s revises Agnesian HealthCare’s outlook to negative
Moody’s Investors Service assigned its “A2” rating to Fond du Lac, Wis.-based Agnesian HealthCare’s proposed $58 million series 2017 revenue bonds to be issued by the Wisconsin Health and Educational Facilities Authority. The expected sale date is July 27.

5. Fitch affirms ‘BBB’ rating on Methodist Hospitals’ revenue bonds
Fitch Ratings affirmed its “BBB” rating on Gary, Ind.-based The Methodist Hospitals’ series 2014A revenue refunding bonds issued by the Indiana Finance Authority.

6Fitch affirms ‘AA’ rating on Texas Children’s Hospital’s
Fitch Ratings affirmed the “AA” rating on a number of Houston-based Texas Children’s Hospital’s revenue bonds, including series 2015-1, series 2015-3, series 2015-4, series 2010, series 2009 and series 2008-2, all issued by the Harris County Cultural Education Facilities Finance Corp. These rating actions affect a total of $683 million of debt.

7. Moody’s affirms ‘Baa1’ rating on Cooper Health System
Moody’s Investors Service affirmed its “Baa1” rating on Camden, N.J.-based Cooper Health System’s revenue bonds issued by the Camden County Improvement Authority and New Jersey Economic Development Authority, affecting $240 million of outstanding debt.