Page 3 - COPR- January2018

System Performance Report

EXECUTIVE SUMMARY

Amazing patient care

Clostridium Difficile (C-Diff) instances were lower in December. As discussed during our most recent SLT Webinar, it is
incumbent upon all of us to maintain our commitment to and focus on protecting our patients from potentially life-
threatening infections. Our quality and infection control leads and our KPI leaders have answered the call by increasing
notifications among physicians and nurses about accountability in reducing C-Diff rates for better outcomes. Because
handwashing directly impacts infection rates, we’ve conducted education sessions and discussed best practices across the
ministry throughout 2017. Handwashing reminders were conducted in November and December to ensure awareness
around this important patient safety issue. As we move into 2018, C-Diff will continue to be highlighted in the Patient Safety
Strategic Initiative.

Operational excellence
Mercy Health Physicians had a great year in 2017 thanks to your excellent leadership and clinical care provided throughout
our care sites. Because of this, we were able to share in our Medicare Shared Savings Program success with a distribution to
our physicians who transitioned onto the Prime Model in 2017. After adjusting for unbudgeted CPC+ Care Management
Fees and accounting for providers who did not start in 2017, three regions (Kentucky, Lima, and Toledo) remained favorable
to the flex budget.
The Mercy Health consolidated operating income for December was $784K, unfavorable to the budget by $1.5M. Year-to-
date operating income is $157.8M, favorable to the budgeted operating income of $95.8M.

Creating the future

Primary Care Provider recruitment continued to improve in December thanks to outstanding work by our recruiters and
specialized tools introduced last year. Utilizing a common database system called Kontact Intelligence, our recruiters are
able to better manage leads while coordinating and collaborating with other regions’ recruiters. Also supporting our
recruitment efforts is the Prime compensation model. It is fair, easy to understand and has proven to be an asset as
physicians consider joining our organization. We are well positioned as we introduce our refined recruitment KPI for 2018:
expand Mercy Health Select PCPs as a percentage of all PCPs in a service area.

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