Q&A: Measuring and Analyzing Outcomes Data
“We use a formal clinic audit tool, compare compliance to standards.”
“We think of outcome data as a strategy that is part of a larger whole…what do we want to accomplish, what data do we need to gather to get there, and what is realistic.”
“Understand the limits on what you can do. All sorts of data are interesting. Don’t bite off too much, strike a compromise between what you would like to have and what you really need.”
“We use NAOHP program standards….treatment, clinical, product lines, quality assurance, financial.”
Q: How do we use outcome data once we have it?
“We have found that our outcomes are a good marketing tool.”
“Outcome data justifies actions you might take.”
Q: How important are subjective assessments of outcome data? That is, can you ask an employer if they are satisfied with the care outcomes?
“First define what you are doing to quantify how satisfied the employer is, whether his or her feedback would be timely, and if there is enough data in order to implement a return to work plan.”
“Be certain to include scaled responses, such as a one to five scale, rank order results, and then supplement with open-ended questions.”
Q: Do most employers really care about outcome data?
“They do as they become better educated. They care about how we communicate treatment plans, how well we provide modified duty, and tend to review costs per claim.”
“You’ll never know unless you ask. Markets vary. Expect variance within your market as far as expectations and needs…”
“We do group meetings with employers….we see it as an opportunity to help employers define their expectations for the future.”
Q: How do we get out outcome data if we don’t have occupational software?
“It is not always necessary. For Example, you can measure patient time through most EMRs as they indicate when a patient arrives and leaves.”
