Steven J. Morris MD JD FACP Atlanta Gastroenterology Associates, LLC October, 2013
Transparency February 8, 2011 Cost Per Procedure – Greater SF Bay Area MSA Diagnostic Colonoscopy Providers
* Safeway Health 2011
Hernia Repair: $3500:16,700 4:1 Gallbladder: $4200:21,500 5:1 Cardiac Cath: $3500:25,000 7:1 Arthroscopy: $3400:32,000 9:1 Colonoscopy: $887: :1
Hospital NameOperating ProfitCEO Compensation U of Pittsburgh M.C.$769,000,000$6,000,000 Cleveland Clinic$572,000,000$2,600,000 Barnes Jewish Hospital$489,000,000$2,335,000 N.Y. Presbyterian/Weill Cornell M.C. $383,000,000$4,360,000 Indiana U. Health- Methodist Hospital $360,000,000$2,100,000 Florida Hospital -Orlando$352,000,000$3,000,000 Montefiore M.C.- Bronx$196,000,000$4,000,000 Methodist U. Hospital - Memphis $151,000,000$2,200,000 Norton Hospital- Louisville, Ky. $118,000,000$2,200,000 ** Brill, Steven Time Magazine 3/4/2013
Traditional Relationship Hospital Based Service Agreements Professional Service Agreements Employment
Co-management service agreements between health systems and physician groups Variety of services: Medical director services Strategic planning Human resource duties Scheduling and staffing
Stark Law Structure to meet FMV or Personal Service exceptions Anti-Kickback Statutes (AKS) Never tie compensation to volume/value False Claims Act CMS requirements Tax Exempt status
National trend towards hospital employment Reasons: Scarcity of Primary Care Physicians Mantra of “work-life” balance Quality Initiatives Pay-for Performance, PQRI Healthcare Reform Accountable Care Act
Direct Hospital Employment Simplest model if no state statutory prohibitions Foundation Model States with corporate practice of medicine laws Hospital controls board and obtains tax exempt status Physician leasing model Subsidiary/Affiliated Entity Models Transitional models
Employment Lite Independent Contractor Agreement - usually with a group Physicians remain within their corporate structure Physicians reassign their right to payment to the hospitals Hospital bills all payers for their services
EMPLOYMENTPSA W2 Employee More favorable reimbursement Less Overhead No Complex Regulation Lifestyle Safer Legal Model Fear Remain Independent Maintain group dynamics Easier to unwind Avoid employment stigma Collaboration with hospital on quality and other initiatives
Global Payment PSA Hospital K with practice for global payment rate Practice Management Arrangements Hospital employs physicians Practice entity is retained and enters into another K with hospital for management services Traditional PSA Hospital K with physicians via practice Hospital employs the practice staff Hybrid Arrangements
Parties calculate wRVU based compensation and conversion factor Combination of historical productivity and payer mix Length of conversion factor Length of agreement/renewal Usually all parties do separate valuations and negotiate the final number
SpecialtyMedian Physician work RVU Median Compensation to work RVU Ratio Median Physician Compensation Cardiology- Invasive 9,406$57.03$521,454 Dermatology7,840$55.46$428,382 Gastroenterology8,492$56.44$481,347 Internal Medicine4,795$46.35$215,689 Orthopedic Surgery 7,981$63.54$520,1119 Source: MGMA Physician Compensation and Production Survey: 2012 Report Based on 2011 Data. Used with permission from the Medical Group Management Association, 104 Inverness Terrace East, Englewood, Colorado,
Stark Law Anti-kickback Statute IRS Rules on Employment/Independent contractor 501(c) (3) principles Antitrust Monopolization Concerted Action
Evaluate your group Size Geography Community Goals of Transaction Stabilization Future Growth Bundling ASC’s; Pathology; Imaging
What strengths does your group have Size, geography, quality initiatives, service lines, centers of excellence What can you add to your partner? What needs do you have: ? EMR ? Capital Transaction timing Earnings and growth New ASC’s Market place consolidation: early movers do better!!
Yes: Combine PSA with other transactions Use PSA as an employment segue Use PSA to adapt to a changing marketplace No Unrealistic compensation expectations Unwillingness to truly “partner” Strategic planning Increase market share Quality initiatives Align hospital and practice goals
Vision Open to PSA v Employment Model Alignment Geography Inpatient v Outpatient Size and Financial Strength Bigger not always better Local v National
‘Crossing the Rubicon’ Maintain employees, office space, EMR, Equipment Five Year Term with Renewal Reevaluate wRVU Bilateral renewal options Bundled Sales Pathology Research division Existing ASC’s Coverage Agreements Hospitals Geographic regions
Service Lines Governance Committees : Practice, Ancillaries o Composition o Dispute resolution Growth Practice – organic, acquisition Research ASC
Advantages Accounts Receivable Growth Financial & Strategic Partner Maintain Independence Disadvantages Complex regulatory environment Financial risk mitigated but still present “Backlash” Obligations of partnership