Building a ‘nimble’ multi-state health system: 5 questions with Ascension CEO Dr. Anthony Tersigni

http://www.beckershospitalreview.com/hospital-management-administration/building-a-nimble-multi-state-health-system-5-questions-with-ascension-ceo-dr-anthony-tersigni.html

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With 2,500 sites of care — including 141 hospitals and 30 senior living facilities that sprawl across 23 states and Washington, D.C. — St. Louis-based Ascension may not seem well-suited to make sudden business changes. But Ascension President and CEO Anthony Tersigni, EdD, aims to make the nation’s largest nonprofit health system into one of America’s most agile hospital networks.

Here, Dr. Tersigni discusses the system’s recent national rebrand, how he instills a spirit of risk-taking and innovation and the issues he is focusing on over the next five years, despite uncertainty on Capitol Hill.

Question: What prompted the decision to rebrand Ascension’s healthcare facilities? What effect has the rebranding had within the organization and outside in the communities it serves since being implemented in 2016?

Dr. Anthony Tersigni: In 1999 we decided not to brand Ascension because the brand equity was in the local entities. But since then, we believe we’ve made enough inroads in safety, quality and high-reliability that we felt Ascension has developed a reputation of its own. How do we combine the national reputation with the local reputation? Since co-branding the Ascension name with the names of our hospitals in our communities in advertising and on the web, the results have been outstanding. It’s about making it easier for the people we serve to navigate our system within a particular community because they now understand we’re all connected. We’re going to roll this out throughout the country, but we’re doing it in a sequential way because it’s very costly. But we believe now is the time to position ourselves as the national system that we are.

Q: What are your primary goals for the organization for the next five years?

AT: We want to continue to grow our primary care, expand access and continue to move toward value-based care. We want to be able to take on risk in a way where we can move into first-dollar coverage so we can move the patient through the continuum of care. We promise healthcare that works, that is safe and that leaves no one behind — for life. For us to do that, we need to be able to put patients in the right setting for the right care at the right time. If we can take on risk and walk with our patients and their families through our clinically integrated systems of care, we believe we can keep them well.

When it comes to population health management, the mindset is we need to change the way we look at our current business. We are moving from fee-for-service, where we get paid for doing things, to fee-for-value, or how to keep people well. We’ve been so successful as a hospital company under fee-for-service, and now we have to change the mindset and culture of all of these stakeholders. We have to go in a different direction. It’s like changing a flat tire on a car while it’s moving. No one has figured out yet how to do it, but you’re going to have to figure it out.

Another priority is mental and behavioral health. That’s very important to us. It’s a core part of our mission, and we want to be partners with whoever else sees that as a key component.

Q: What are the most important management practices when leading such a vast system with thousands of employees?

AT: In the 18 years since we created Ascension, we’ve been trying to have a culture that’s transparent, candid and nonpunitive. That’s a dramatic departure from the healthcare industry of old. I like to think I surround myself with really bright individuals and subject matter experts, and I try to empower everyone to do what’s in the best interest of those we serve. That’s what this is really all about. I like to think I hire people who are brighter than I am and give them the resources to do their jobs. Then I get out of the way.

That’s one of the principles we try to instill in our Leadership Academy — a program where we take high-potential employees for two to three years and help them develop. They focus on spiritual health to better understand their inner self. The second thing is leadership development. Everyone comes to us with certain gifts. We want them to hone those gifts and develop other skills. And the other piece, which people don’t talk about often, is personal health and vitality management. We expect our executives to work eight, 10 or 12 hours per day at optimal performance level. That’s virtually impossible unless you understand the physiology of your body.

Q: How would people describe you personally as a boss?

AT: My job is to allow leaders across the country to do what they are capable of doing. I like to think I am the supporting cast to what they do, and therefore I want to give them as much leeway and support as possible, and I want them to take risks. I am a risk-taker. As long as you don’t hurt people, that’s how we learn — through making mistakes. So take that risk.

Q: How do you plan for the future amid the current uncertainty surrounding healthcare policy?

AT: We need to be the highest-quality, lowest-cost, best-outcome provider in every market that we’re in. Then regardless of what happens in Washington D.C., we are going to be there for our patients and they’re going to want to seek us out.

We are working to do our part to reduce costs and cut waste in healthcare. But at the other end of what we do are human beings whose lives can either be helped or ruined by our actions or inactions. We are constantly advocating as a voice for the voiceless because many of those folks don’t get a chance to have this kind of conversation. I feel compelled to represent them because we are at ground zero in terms of healthcare. We see the pain and suffering that’s happening in society. They are in our clinics; they’re in our emergency rooms; they’re in our hospitals; they’re in our nursing homes.

I spent a couple weeks on Capitol Hill meeting with every senator I could meet and say, “Look, we want to be a resource. If you have a policy idea, let us know what that is and we will tell you the practical implications of that policy on the people we serve.”

We will continue to advocate for the poor and vulnerable. Last year we provided $1.8 billion of community care, community benefit and charity care. Given where this is going, I believe that number is going to go up next year. Because we are a faith-based, Catholic organization, we are going to continue to serve those people. If it ends up being over $2 billion, we’re going to figure out a way to serve them. We have to do so until we find a national solution here.

Palomar Health sticks with medical group it created despite $82 million loss

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Palomar Health in Escondido will continue to support the medical group it helped to created seven years ago despite mounting losses that have reached $82 million.

While it might seem intuitive for the North County hospital operator to pull the plug on a relationship that has run in the red for seven years now, experts said market forces that require doctors and hospitals to work together more closely are keeping partnerships like this one intact — even if they bleed cash.

At its meeting Monday, Palomar’s elected governing board is set to forgive a line of credit that was extended to Arch Health Partners Medical Group for $76 million in principal and $6 million in interest. In exchange, the public health district and the medical group would agree to share responsibility for Palomar’s present and future debts, which currently exceed $500 million, according to the district’s most recent financial statements.

Big players such as Kaiser Permanente, Scripps Health and Sharp HealthCare have been creating special doctor groups for decades as a way of feeding patients to the hospitals they operate. California law forbids them from requiring physicians to send their patients to any specific location for care, but these arrangements nonetheless, make it more likely that patients seen in an affiliated medical office will end up in a facility of the same name when they need hospitalization.

The Affordable Care Act only accelerated this trend when it started penalizing hospitals for patients who are readmitted shortly after being sent home.

New payment programs established by the government and private insurers have also started offering better reimbursement to organizations that can deliver high-quality care at a lower cost. Being able to pull off that feat means now is not the time to walk away from a partner like Arch, even though that medical group estimates a $14 million operating loss this year and an $11 million loss for next year, said Della Shaw, Palomar’s executive vice president of strategy.

“The reality today is that it’s nearly impossible for a system to operate without an aligned physician group,” Shaw said.

Though it has not operated in the black and currently cannot say when — or if — it will be able to do so in the future, Shaw said Arch has been crucial in helping Palomar turn around a financial mess that had it operating at a $22.2 million deficit in 2013, one year after opening the $956 million Palomar Medical Center in Escondido.

Today, according to Palomar chief financial officer Diane Hansen, the health district is expected to post a $20 million profit on its operations and will have increased its savings for four years in a row.

Palomar’s willingness to sink cash into Arch year after year has not been without opposition.

Graybill Medical Group, one of the largest independent health operators in North County and an entity that has supported Palomar for decades, has regularly objected to the ever-growing subsidy for Arch. Its doctors have occasionally raised questions about Arch’s management decisions and financial strategies at public meetings of Palomar’s elected governing board. Graybill has even successfully backed slates of candidates for the board in the past two elections.

The group did not comment Thursday on Palomar’s impending decision to wipe out the debt that it has questioned for years. However, Alan Smith, a San Diego attorney who has served as Graybill’s public affairs adviser, said the group has generally questioned whether creating Arch, which was built from pre-existing specialty and primary care practices that already existed in inland North County, was truly necessary.

“The fear has been, ‘My gosh, if we don’t subsidize these specialists, they’re going to pick up and leave. We don’t think they were going any place, and we just thought there were better places for Palomar to spend its money,” Smith said.

This is not suggesting that Graybill lacks respect for Arch’s doctors, Smith added.

“We love these guys as physicians. The doctors themselves get along famously. They send patients back and forth all the time. It’s just the business model that Palomar created that’s the point of contention,” Smith said.

It does seem that Arch has been able to deliver quality care. Medicare rates the group 4.5 out of five stars from the Centers for Medicare and Medicaid Services, and Arch has twice won the Integrated Healthcare Association’s “Excellence in Healthcare” award.

As to the “why bother?” question that Graybill raises, Deanna Kyrimis, Arch’s chief executive, said in an email that bringing together previously separate groups of doctors under one organizing structure has allowed creation of services that are hard to do on an ad-hoc basis. Sharing electronic infrastructure, for example, is a very important activity that the federal government is increasingly requiring in its payment structures for Medicare.

Shaw, the Palomar strategy executive, added that while private doctor groups — Graybill chief among them — have been great allies, creating Arch has allowed the health care district to open offices in areas such as Ramona, Rancho Peñasquitos and Rancho Bernardo, where there is either fierce competition with larger health operators or where demographics are more financially challenging. Subsidizing Arch has allowed Palomar to request that certain services, such as mental health, be bolstered even though doing so would not make financial sense to an independent group, she added.

“There is no margin in that service. However, Arch Health Partners was able to fill that gap that needed filling in the safety net,” Shaw said. “That’s an example of where I would say the subsidy we have provided has been effective for the public.”

But it is also clear that Arch’s business model has required some refinement.

Kyrimis, who was hired in late 2014 during a major management shake-up, said the group previously provided an average subsidy of $415,000 per doctor in 2015. The number has been reduced to $261,000 this year and is expected to fall further to $192,000 in 2018.

The executive said she has been able to bring costs down by reducing employee benefits and salaries after a financial review in 2015 showed they were above industry averages.

“Fortunately, the staff overages were in administrative areas — furthest away from the patient, if you will,” Kyrimis said. “We have reduced our administrative management and administrative support staff to the appropriate level.”

The cost-cutting process has not been without protest. A well-known cardiologist spoke up at a recent board meeting about being forced out of the group for no good reason, and those remarks were immediately followed by a rebuttal statement from Arch’s lawyer.

It is hard to say exactly how the Arch experience compares to other, often much larger relationships between medical groups and hospitals. Most of those tie-ups — such as the ones for Sharp HealthCare, Scripps Health and Kaiser Permanente — involve privately run nonprofits and thus do not have to report their year-end results publicly.

Penny Stroud, founder of Cattaneo & Stroud, a health care consultancy that collects and publishes a California medical group inventory list for the California Healthcare Foundation, said it is very difficult to create a new medical group these days, especially in San Diego County.

“The investments are so high for everything from electronic medical records to recruiting and retaining physicians. Especially in primary care, it’s a high-overhead, low-margin business, and the San Diego marked is so consolidated among a small handful of very large players that it’s a very challenging environment for a smaller group,” Stroud said.

She added that it is not uncommon for hospital operators to regularly subsidize the medical groups they affiliate with, though that cash flow is generally not shared publicly.

Typically, she said, medical groups that operate in areas with high concentrations of Medicare and Medicaid patients generally tend to need more support than those in areas with lots of people who are privately insured. In addition, offering ancillary services — from X-ray suites to private labs — can make the difference between those that are profitable and those that aren’t.

Setting up multi-specialty groups, especially cobbling them together from existing practices as Arch has done, is always expensive. But an $82 million loss over seven years? Isn’t that a lot of cash?

“It would certainly cost as much for Palomar to develop its own foundation-model medical group from scratch anywhere where you have a highly competitive market like you have in San Diego,” Stroud said.

Why Geisinger’s health plan stays on the ACA exchange

http://www.beckershospitalreview.com/payer-issues/why-geisinger-s-health-plan-stays-on-the-aca-exchange.html

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Danville, Pa.-based Geisinger Health Plan has maintained a steady presence in Pennsylvania’s individual ACA exchange, despite other insurers leaving the state’s marketplace.

Over the last two years, a number of U.S. insurers decided to exit states’ ACA exchanges, citing financial losses as well as concerns regarding future stability of the individual market. Pennsylvania’s individual ACA exchange is no exception. Hartford, Conn.-based Aetna, for instance, pulled out of ACA exchanges for 2017 in 11 states, including Pennsylvania. Additionally, Minnetonka, Minn.-based UnitedHealthcare left ACA exchanges in Pennsylvania and nearly 30 other states for 2017.

Ultimately five insurers remained on Pennsylvania’s individual ACA exchange for 2017 and will remain in the market for 2018 — Geisinger Health Plan, Pittsburgh-based UPMC Health Plan, Harrisburg, Pa.-based Capital BlueCross, Philadelphia-based Independence Blue Cross and Pittsburgh-based Highmark.

Because some insurers left the state’s individual ACA exchange, Geisinger Health Plan experienced an increase in membership, says Kurt Wrobel, the plan’s CFO and chief actuary. The plan currently has 47,000 members, up from more than 30,000 in 2016. About 60 percent of the plan’s enrollment is individuals with Medicaid, Medicare or plans on the state’s individual ACA exchange.

Geisinger Health Plan also requested a rate increase for 2018 that it says is consistent with other insurers in the state. According to the Pennsylvania Department of Insurance, the five insurers that will continue selling on Pennsylvania’s individual ACA exchange for 2018 requested average statewide rate increases of 8.8 percent for individual plans.

Regarding Geisinger Health Plan’s choice to stay on the ACA exchange in Pennsylvania, Mr. Wrobel says it comes down to Geisinger’s commitment to the people of central Pennsylvania. “As a nonprofit, our primary stakeholders are the people, so with that we’re going to have a different calculation as far as our interest in staying in a program. While policy improvements are still needed, we’ve stayed in the program and we believe it’s workable as it stands now.”

One significant advantage Geisinger Health Plan has is its connection with Geisinger Health System. Geisinger Health Plan representatives said that connection allows it to develop programs such as care management programs for members, and many of the plan’s case managers work directly with physicians’ offices to provide more support and connectivity to members’ physicians.

“We think that’s a really clear differentiator. Within that, we have more robust care management systems and programs that allow us to control costs and improve outcomes, especially relative to traditional insurance companies,” Mr. Wrobel says.

As far as the future, the health plan will remain on Pennsylvania’s individual ACA exchange as long as it has a workable program.

Mr. Wrobel says Geisinger Health Plan wouldn’t rule out expanding to ACA marketplaces in other states at some point, but it’s not a high priority right now.

Overall, without the elimination of cost-sharing reductions, which help insurers subsidize the cost of coverage for low-income Americans, Mr. Wrobel believes Geisinger Health Plan could see greater stability moving forward.

“It’s our hope we can move beyond discussions, beyond all the financial issues with the program and really get to the meat of what we try to do as a health plan, which is provide cost-effective quality care,” he says. “I think we all look forward to the day when there’s sufficient stability — and that’s what we have in the Medicare and Medicaid program as well as the employer group program — where the focus is on that operational excellence of providing cost-effective quality care and we can move beyond these discussions about financial issues.”

 

84% of Execs: Artificial Intelligence Will Transform Healthcare

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Artificial intelligence in healthcare

Artificial intelligence has the potential to completely revolutionize the way healthcare systems interact with their patients.

More than 80 percent of healthcare executives polled by Accenture believe that artificial intelligence is on track to completely revolutionize healthcare, and a similar number believe that the advent of machine learning and digital healthcare is driving a significant restructuring of industry economics.

“AI is the new UI,” proclaims the report. “It’s a new world where artificial intelligence is moving beyond a back-end tool for the healthcare enterprise to the forefront of the consumer and clinician experience.”

“AI is taking on more sophisticated roles, with the potential to make every technology interface both simple and smart – setting a high bar for how future interactions work.”

The report envisions a healthcare environment where AI can take over the majority of processes currently overseen by humans.  Consumer relations and patient engagement are likely to be among the first tasks to undergo the shift.

Eighty-four percent of executives believe that AI will fundamentally alter how they gain information from patients and interact with consumers.  A similar number have prioritized the implementation of centralized platforms that take advantage of messaging bots and other services.

More than three-quarters believe that these decisions will make or break their ability to develop a competitive advantage over their peers in the near future.  Eighty-two percent agree that industry leadership will be defined by how well healthcare organizations architect comprehensive, seamless digital ecosystems that truly understand what motivates the choices of their patients.

“The new frontier of digital experience is technology specifically designed for individual human behavior,” the report asserts. “Healthcare leaders recognize that as technology shrinks the gap between effective human and machine cooperation, accounting for unique human behavior expands not only the quality of the experience, but also the effectiveness of technology solutions.”

 

Market power matters

Market power matters

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It’s the clash of titans.

In January the Massachusetts the Group Insurance Commission (GIC) — the state agency that provides health insurance to nearly a half-million public employees, retirees, and their families — voted to cap provider payments at 160% of Medicare rates. Ignoring Medicare (~1M enrollees) and Medicaid (~1.6M enrollees), the GIC is the largest insurance group in the state.  According to reporting from The Boston Globe, the cap would be binding on a small number of concentrated providers, including Partners HealthCare, one of the largest hospital systems in the state.

David Anderson summed the development up perfectly.

The core of the fight is a big payer (the state employee plan) wants to use its market power to get a better rate from a set of powerfully concentrated providers who have used their market power to get very high rates historically.

Anderson also pointed to a relevant, recent study that illustrates how a specific payer’s and provider’s market power jointly affect prices. In Health Affairs, Eric Roberts, Michael Chernew, and J. Michael McWilliams studied the phenomenon directly, which has rarely been done. Most prior work aggregate market power or prices across providers or payers in markets.

Their source of price data was FAIR Health, which includes claims data from about 60 insurers across all states and D.C. In a county-level analysis, the authors crunched 2014 data for just ten of those insurers that offered PPO and POS plans and that did not have solely capitated contracts. These ten insurers represent 15% of commercial market enrollment. They then looked at prices paid by these insurers to providers in independent office settings for evaluation and management CPT codes 99213, 99214, and 99215. These span moderate length visits to longer visits for more complex patients and collectively represent 21% of FAIR Health captured claims.

They computed insurer market share based on within-county enrollment. They computed a provider group’s market share as the county proportion of provider taxpayer identification numbers (TIN) associated with that group’s National Provider Identifier (NPI) — basically the size of group in terms of number of physicians.

Some of the findings are illustrated in the charts below and are largely consistent with expectations. For all three CPT codes, insurers with greater market shares tend to pay lower prices. That’s shown just below. The biggest price drop occurs when moving from <5% to 5-15% market share. Greater market share than that is associated with still lower prices, but not by as much. For example, insurers with <5% market share pay an average of $86 for CPT code 99213; insurers with 5-15% market share pay 18% less and insurers with ≥15% just a few percent less than that. It’s roughly the same story for other CPT codes.

As Healthcare Changes, So Must its CEOs, CFOs, COOs…

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To keep up with big changes in how healthcare is administered, financed, and organized, top leaders are finding a need for new talents and organizational structures.

To keep up with big changes in how healthcare is administered, financed, and organized, top leaders are finding a need for new talents and organizational structures.

Healthcare reform as a term has become so ubiquitous that it is almost indefinable. At first, and broadly, it meant removing the waste in an excessively expensive healthcare system that too often added to the problems of the people whose health it aimed to improve. Then it became legislative and regulatory, in the form of the Patient Protection and Affordable Care Act and its incentives aimed at improving the continuum of care and expanding the pool of those covered by health insurance.

Now, for many in the industry, healthcare reform has matured into a business imperative: the process of ingraining tactics, strategies, and reimbursement changes so that health systems improve quality and efficiency with the parallel goal of weaning us all off a system in which incentives have been so misaligned that neither quality nor efficiency was rewarded.

That leaders finally are able to translate healthcare reform into action is welcome, but to many health systems trying to survive and thrive in a rapidly changing business environment, the old maxim that all healthcare is local is being proved true. Making sense of healthcare reform is up to individual organizations and their unique local circumstances. Fortunately, there are some broad themes and organizational principles that are helpful for all that are trying to make this transition. What works in one place won’t necessarily work in another, but the innovation level is off the charts as healthcare organization leaders reshape what being a leading healthcare organization means as well as what it requires.

5 steps to get your hospital’s MACRA strategy off and running

http://www.beckershospitalreview.com/finance/5-steps-to-get-your-hospital-s-macra-strategy-off-and-running.html

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Anand Krishnaswamy, vice president of Kaufman Hall’s strategic and financial planning practice, makes the case that MACRA readiness should be a priority not only for physicians, but also for hospital boards and executives.

The first performance year of the Medicare Access and CHIP Reauthorization Act is now underway, which will determine Medicare Part B payments in 2019. Although 2017 is designed to be a transition year, providers who dive in now have the opportunity to maximize financial rewards and set themselves up for success down the line.

“The biggest underlying issue is the lack of awareness and engagement by health systems and physician groups,” Mr. Krishnaswamy tells Becker’s. Though many providers are distracted by the uncertainty on Capitol Hill, MACRA and value-based care are likely here to stay — and it’s time for hospitals to craft a strategy.

Mr. Krishnaswamy suggested providers take the following five steps to prepare for MACRA.

4 Specific Areas of Focus and Responsibility

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Every organization has vision, which requires focus in order to achieve. The focused pursuit of vision is what truly sets apart a successful organization from another. In today’s featured segment, Mark Solazzo, EVP & COO of Northwell Health, discusses his focused pursuit of Northwell’s vision and mission.

According to the bio referenced in this clip, Mark Solazzo is “responsible for integrating the strategic plan of the organization through its operations and maintaining an organizational culture that recognizes the importance of strategic change leadership, excellence in execution, accountability and the ongoing commitment to long-term growth and innovation.”

In reference to this, Dan Nielsen asks Solazzo:

“What are the actions that you take or the decisions that you make to make sure that those are embedded in your organization on a daily basis?”

Solazzo answers by discussing how strategic change leadership and long-term growth and innovation go hand in hand. “It starts with the team you select.”  Solazzo emphasizes the importance of picking a diverse team and then trusting them to get the job done.

In regard to “excellence in execution and accountability,” Solazzo states: “We have a very well-developed system of metrics and accountability reporting.” This is system wide and monitored closely.

To view the full segment and hear the rest of Solazzo’s response, click below.