Monday, June 18, 2012

Adverse Events: The Patient Matters Most


Last year my daughter became suddenly ill.  Really sick.  She was in a coma without a clue as to why.  After tons of tests the doctor said it was viral encephalitis; she was unresponsive for a couple of days.  While she was in the hospital I watched everything like a hawk.  I took notes about every medication she received and every conversation we had with the intensive care staff.  I wanted to be an advocate for her care.  It was a horrible, frightening time. Three days later we were blessed.  She awoke but became restless and unreasonable.  After long hours at her bedside, we went to the cafeteria for dinner while she rested in bed.  In her delirium, she got out of bed, ripped out her central IV line and her catheter, and decided she was going home.  She was irrational and didn’t know what she was doing, but could have really caused herself physical harm. The nurses caught her and put her back in bed and got control of the situation.  We were informed about all this when we got back from dinner; it had all happened in an hour.  I was glad we were told about the incident and that they rectified the situation quickly and appropriately.  We were accepting of the situation and grateful for her care even after we were told of all that had taken place.  It was scary, but we were glad she was okay.  The nursing team did the right thing by keeping us informed and explaining everything that occurred.  It actually helped us trust them more.  

Adverse events in a hospital are considered those injuries that affect a patient due to the medical intervention.  These events are not planned.  They aren’t supposed to happen.  They are errors.  The tricky part about medical adverse events is that the patient is often ignorant to the procedures and medications that are used to treat the condition.  The patient puts his entire trust in the hands of the caregivers, assuming that the right care will be given.  He is totally vulnerable.  

As a hospital leader I consider patient safety one of the most important aspects of my job.  My work requires me to review all errors that are reported by staff members in my department.  There are about 300 per month.  Some are really minor: a word spelled wrong in a report with no impact on the meaning, a wrong sample collection time recorded in the computer that gets corrected within the shift, or a biopsy sent through the tube system instead of by courier.  These represent a deviation from our standard operating procedure and are recorded so that we can track and trend the problem and address those that float to the top.  Other errors are more serious.  They are an adverse event.  When I am informed of these serious errors they make my heart sink.  I worry for the patient and I investigate the issue inside and out.  One thing that really bothers me is mislabeled samples.  I fear that the wrong results will be reported on a patient just because a sample had the wrong label.  The treatment provided may really belong to someone else.  There’s a big potential for harm.  I worry and I struggle to prevent it again. 

This leads to the question about whose perspective is the most important when determining whether an adverse event has occurred.  It would be easy to say that I, the healthcare provider, am the most important because of the broad and deep knowledge required to even understand that an error in treatment has occurred.  Some would argue that the view of the doctor, nurse, administrator or risk manager will matter the most since they know best about optimal medical interventions. Others will contend that regulators, judges, or lawyers are the ones that matter most since they will be the ones to take legal action against the offender.

I disagree.  If I, as a patient, am ignorant to the details of my medical care, I won’t know whether my treatment is appropriate or whether it is totally off-base.  I won’t know that my sample was mislabeled until it’s too late.  Even if the patient is not a healthcare professional, and his understanding of medical treatment protocols is negligible, his perspective is most important.  It may be that the patient discovers the error himself and informs his caregiver of the problem (such as wrong medicines or wrong operations).  This would certainly validate that his perspective is most important.  It could be that the hospital staff must reveal the adverse event to the patient (as when our daughter jumped out of bed and ripped out the lines).  When this is exposed, the patient’s response becomes most important.  If the patient is not understanding and forgiving, he may decide to take legal action, therefore, managing the conversation and the patient’s reaction is vital to reducing the risk of litigation.  The reason for admitting the error is not only for regulatory reasons or for mitigating legal action, but also because it is the right thing to do.  The patient will decide whether the event is tolerable (and forgivable) or whether restitution is more acceptable.  The patient has the most important point of view when considering adverse events.  It’s the healthcare provider’s obligation to review the facts, address the problem, and compensate the patient properly.

Monday, June 4, 2012

Will Pay-for-Performance Improve Quality?


In October 2012 Medicare’s Value-Based Purchasing program will begin.  Institutions will be paid based on their scores for the patient satisfaction HCAHPS survey and the core measures for clinical care in certain DRG’s.  This method of payment is meant to positively influence healthcare quality and service levels.  It is a critical phase in our healthcare reform journey.  The impact of this reimbursement method is causing a lot of angst among the healthcare financial community. 

The interesting thing is that there is no proven model to obtain optimum scores.  Everyone is scurrying to figure out the best way to achieve success in each of the HCAHPS subcategories and all of the core measures.  A couple of studies have shown that incentive programs have nominal impact on quality.  A pay for performance project in California showed no improvement in the quality measures after three years.  The CMS demonstration project had some early success with half of the hospitals showing improved quality measures with the incentive program, but it fell apart by the five-year mark.  The hospitals had all reverted back to their original levels.  This shows that there was early enthusiasm for the program, but the gains could not be sustained.  These disappointing results make healthcare administrators skeptical about their own prospects for success with the pay for performance program. 

There are many studies that describe the influence that monetary incentives have on employee performance.  It can be a strong motivator for change, but for large institutions like hospitals this concept gets lost.  There doesn’t seem to be a correlation between the amount of the financial incentive and the amount of attributable improvements.  Small incentives yield the same performance improvements as larger ones. 

The changes needed to impact the scores will take time, but the deadline is approaching.  Large hospitals have had trouble translating the necessity for improved quality measures into processes that actually deliver.  Hospital leaders and staff are aware of the connection between quality scores and the amount of financial incentive, but the steps and workflow changes that must be implemented to improve the scores is mired in bureaucracy and the complexity of the care process.  Smaller hospitals will probably have less difficulty with the change process; large integrated networks will struggle.  Hospitals that already have quality improvement programs embedded in their culture will be able to adjust more quickly.  In hospitals with weak process improvement programs, this will be difficult.  At my hospital we have invested a lot of effort into improving the patient satisfaction HCAHPS scores.  It has been more of a struggle than improving the clinical measures that had already been an integral part of the quality assurance program.  The important point is that we are taking action before the pay for performance program is fully implemented so that we can make improvements ahead of the implementation.