If you’re managing, directing or governing provider compensation on a daily basis, you know the complexities are growing exponentially. Traditional provider compensation systems are struggling to keep up with the shift towards value-based care, the complexity of organizational changes, the increasing demand for data-driven insights, and the intricacies of team-based compensation models. 

It is important buyers and users of systems understand the difference between custom configured versus custom-built solutions. 

A custom-configured solution provides efficiencies that streamline processes and methodologies, but do not cost you the ability to drive strategy or force changes that affect your ability to incentivize your workforce. End users can modify custom-configured solutions without the need for developers, and should be addressing all the needs of your processes.  

Is your current provider compensation system up to the challenge? Or is it leaving you with fragmented data, manual processes, and a lack of strategic flexibility?

The Unseen Costs of Outdated Compensation Systems

Download a full list of compensation components ProCARE’s automation can manage for you:

The image above illustrates just a glimpse of the myriad factors that go into modern provider compensation. Each of these categories and plan components interacts with the others, creating a web of dependencies that can quickly become overwhelming.  

When you look at your process considering the above-listed categories, the macro-level types of plan components, types and drivers totals 100+ compensation plan components. 

How many are relevant to your organization? Every system has unique needs and methodologies.

What are the unique category elements that make your organization different? Your provider compensation system should be addressing all of these in an automated process that doesn’t require you manually working outside the system.

Here’s what’s at stake when your compensation system falls short:

• Missed Opportunities: Difficulty in modeling new incentive structures can hinder your ability to attract and retain top talent.
• Financial Risk: Inaccurate calculations and reporting can lead to overpayments, compliance issues, and budget overruns.
• Operational Inefficiency: Manual processes consume valuable staff time and increase the risk of errors. Dual entry and systems that lack the ability to handle complex workflow.
• Strategic Blind Spots: Lack of integrated data prevents you from gaining the insights needed to drive performance and align compensation with organizational goals.

Time for a Reality Check: Questions for Proposed or Existing Systems 

If any of the above risks sound familiar, it’s time to have a candid conversation with your current compensation vendor.

Here are some key questions to ask:

• How can you link Operations, Finance, and Human Resources to automate all organizational data? This should include provider profiles, organizational hierarchy, assignment to plans/components, and system and data access permissions.
• How can you bridge the timing gap between payroll periods, GL periods, and comp periods? What about processing timing nuances such as Rolling 12, Year to Date, Contract To Date, Annualized, etc? 
• Can your system seamlessly integrate all plan components and categories illustrated in the image above? If not, where are the gaps?
• How easily can your system adapt to new compensation models, such as team-based incentives or value-based care metrics? Can these be implemented without extensive customization or manual intervention?
• What reporting and analytics capabilities does your system offer? Can it provide the insights needed to evaluate the effectiveness of compensation plans, benchmarks and identify areas for improvement?
• How does your system handle data integrity and accuracy? What measures are in place to prevent errors and ensure compliance with regulatory requirements?
• What is your roadmap for future development? How are you planning to address the evolving needs of the healthcare industry?
• How do you manage data feeds to automate all sources from organizational data to transactional data? How do those processes give us visibility and control? How will you reset and manage retro changes? What will your processing task list look like post-deployment?
• What capabilities exist for us to have visibility into complex calculations and control them ongoing?  
• Beyond production, what capabilities exist to manage and automate the full rewards program? This includes value, guardrails, shift, leadership, exceptions, loans, eligibility, guarantees, plan progression, components that rebaseline, team based components, etc
• How will the system communicate data to other systems? For example, pay rate changes, payment files, accruals, alerts, fair market value assistance, budget data, and more
• How will providers and end users access and receive data? Will we/they receive dashboards, emailed summaries, notifications, etc?

ProCARE: The Next Generation of Compensation Automation

ProCARE isn’t just another compensation software; it’s a comprehensive solution designed to tackle the full spectrum of challenges facing healthcare organizations today.

What sets ProCARE apart? We’re Custom-Configured!

To provide a completely customizable compensation automation solution that provides clients with the flexibility for any variance or rule required within their compensation models, ProCARE created the industry’s first and only rules-based, completely custom-configured compensation automation solution.

• Holistic Approach: ProCARE seamlessly integrates all aspects of provider compensation, from data ingestion and contract management to complex incentive calculations and reporting. The platform is built to handle the full range of categories and plan components shown in the image, and more. 
• Flexibility and Scalability: ProCARE’s rules-based engine can be easily configured to accommodate your unique compensation models, ensuring you have the agility to adapt to changing market conditions and strategic priorities.
• Data-Driven Insights: ProCARE transforms your compensation data into actionable intelligence, empowering you to make informed decisions about compensation design, performance management, and resource allocation.
• Team-Based and Value-Based Excellence: ProCARE is specifically designed to support the transition to team-based and value-based care models, enabling you to create incentive structures that foster collaboration, quality improvement, and patient-centered outcomes.

Take the Next Step: Implement a Fully-Automated Provider Compensation System

If you’re not confident that your current compensation system can handle the component complexities, it’s time to explore the ProCARE advantage.

We invite you to reach out to us for a personalized demonstration and discover how ProCARE can empower your organization to streamline processes, mitigate risks, and unlock the full potential of your provider compensation strategy.The future of healthcare compensation is here. Is your organization ready? Start today with an Introductory Call with our team.