Quality Incentive Payments Sample Clauses

Quality Incentive Payments. Beginning on the Effective Date, DCE shall pay Provider, if Provider is in good standing, thirty dollars ($30) annually for each unique Beneficiary that completes an in person or telehealth Health Status and Risk Assessment Data Collection Form. The Encounter data must be submitted through DCEs Population Health Platform for the annual performance year.
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
Quality Incentive Payments. In addition to the PMPM, the CMO may earn incentive payments for achieving certain quality improvement targets as specified in its contract with the state. Any revisions to the CMS-approved methodology must be submitted to CMS for review and approval. The state must not implement unapproved incentive payment methodologies. The approved quality incentive payment methodology can be found in Attachment B.
Sample 1
Quality Incentive Payments. ‌ Contractor may be eligible to receive a Quality Incentive Payment, consistent with Section 5.3 of the RFA and the following: A. EOHHS shall determine the list of Quality Measures to be used for purposes of calculating the Quality Incentive Payment, including Pay-for-Reporting (P4R) and Pay-for-Quality (P4Q), and to modify the Shared Savings / Risk Payments. Attachment A to this Contract Addendum provides a preliminary list of Quality Measures to be used for such purposes. 1. EOHHS shall determine, prior to the start of each PCPRI program year, which Quality Measures will be used for P4R and P4Q or to modify Shared Savings / Risk Payments. 2. Only Quality Measures reported by Contractor shall be eligible for P4R. 3. In Year 1, all Quality Measures reported by Contractor shall be eligible for P4R and no Quality Measures shall be eligible for P4Q. 4. In Years 2 and 3, EOHHS may opt to assign Quality Measures to P4Q if the prior year has demonstrated that the majority of Contractors are able to accomplish satisfactory reporting. 5. EOHHS reserves the right to amend the list of Quality Measures with 90 days’ advance notice to Contractor. B. In implementing Quality Incentive Payments, EOHHS shall: 1. Calculate the P4R Total Performance Score by determining for each Quality Measure, on a quarterly basis or as otherwise specified by EOHHS, whether Contractor’s reporting has been satisfactory as defined by completeness, timeliness and accuracy of the data submitted to EOHHS. EOHHS reserves the right to audit Contractor. The P4R Total Performance Score is equal to the percentage of P4R Quality Measures reported successfully. 2. Determine a plan to improve Contractor’s reporting, together with Contractor, if Contractor’s reporting is determined by EOHHS to be inadequate. Contractor shall implement such plan as directed by EOHHS.‌ 3. Calculate, for Contractor, on an annual basis or as otherwise specified by EOHHS, an aggregated P4Q Total Performance Score based on performance of the Quality Measures as described in Section 3.2.F of this Contract Addendum. 4. Prior to the start of each PCPRI program year, EOHHS shall determine a base payment for P4R and a base payment for P4Q. In Year 1, the base payment for P4R will be equal to 5% of the annual CPCP paid by EOHHS to the Contractor, and there will be no base payment for P4Q as there will be no P4Q measures. C. EOHHS shall pay Contractor the Quality Incentive Payment as the sum of the following two amounts: 1. Base pa...
Sample 1
Quality Incentive Payments. The payment structure for Year 4 provides financial incentives based on threshold attainment, top performance, and significant improvement.
Sample 1

Related to Quality Incentive Payments

  • Annual Incentive Payment The Executive shall participate in the Company's Management Incentive Plan (or such alternative, successor, or replacement plan or program in which the Company's principal operating executives, other than the Chief Executive Officer, generally participate) and shall have a targeted incentive thereunder of not less than $240,000 per year; provided, however, that the Executive's actual incentive payment for any year shall be measured by the Company's performance against goals established for that year and that such performance may produce an incentive payment ranging from none to 200% of the targeted amount. The Executive's incentive payment for any year will be appropriately pro-rated to reflect a partial year of employment.

  • Performance and Salary Review Company will periodically review Executive’s performance on no less than an annual basis. Adjustments to salary or other compensation, if any, will be made by Company in its sole and absolute discretion.

  • Incentive Payments The Settlement Fund Administrator will treat incentive payments under Section IV.F on a State-specific basis. Incentive payments for which a Settling State is eligible under Section IV.F will be allocated fifteen percent (15%) to its State Fund, seventy percent (70%) to its Abatement Accounts Fund, and fifteen percent (15%) to its Subdivision Fund. Amounts may be reallocated and will be distributed as provided in Section V.D.

  • Incentive Payment 11.3.1 An employer may offer and an employee may accept an early retirement incentive based on the age at retirement to be paid in the following amounts Age at Retirement % of Annual Salary at Time of Retirement 11.3.2 An employer may opt to pay the early retirement incentive in three equal annual payments over a thirty-six (36) month period. 11.3.3 Eligible bargaining unit members may opt for a partial early retirement with a pro- rated incentive.

  • Annual Performance Bonus During the Employment Term, the Executive shall be entitled to participate in the STIP, with such opportunities as may be determined by the Chief Executive Officer in his sole discretion (“Target Bonuses”), and as may be increased (but not decreased, except for across-the-board reductions generally applicable to the Company’s senior executives) from time to time, and the Executive shall be entitled to receive full payment of any award under the STIP, determined pursuant to the STIP (a “Bonus Award”).

  • Annual Incentive Bonus The Company shall, in addition to Executive’s Base Salary, pay Executive an Annual Incentive Bonus, which shall be payable within 120 days of the end of each fiscal year in accordance with the formula set forth on Exhibit A, attached hereto and made a part hereof.

  • Incentive Pay (1) For any calendar year: in which twenty-five percent (25%) of the number of members employed as of January 1 of each year are rated as either Level II or Level III in every phase of the PFT then (a) Members who are rated at Level II in all phases of the PFT will receive three hundred dollars ($300.00) in a one-time lump sum payment. (b) Members who are rated at Level III in all phases of the PFT will receive six hundred dollars ($600.00) in a one-time lump sum payment. (2) For any calendar year in which fifty percent (50%) of the number of members employed as of January 1 of each year are rated as either Level II or Level III in every phase of the PFT then: (a) Members who are rated at Level II in all phases of the PFT will receive six hundred dollars ($600.00) in a one-time lump sum payment. (b) Members who are rated at Level III in all phases of the PFT will receive nine hundred dollars ($900.00) in a one-time lump sum payment. (3) All lump sum payments referenced herein will be paid in February of the following year.

  • Annual Incentive Compensation Executive shall be eligible to receive an annual bonus (“Annual Bonus”) with respect to each fiscal year ending during the Employment Period. The Annual Bonus shall be determined under the 2006 Omnibus Incentive Plan (the “Omnibus Plan”) or such other annual incentive plan maintained by the Company for similarly situated employees that the Company designates, in its sole discretion (any such plan, the “Bonus Plan”), in accordance with the terms of such plan as in effect from time to time. For each such fiscal year, Executive shall be eligible to earn a target Annual Bonus equal to seventy percent (70%) of Executive’s Base Salary for such fiscal year, if the Company achieves the target performance goals established by the Board for such fiscal year in accordance with the terms of the Bonus Plan. If the Company does not achieve the threshold performance goals established by the Board for a fiscal year, Executive shall not be entitled to receive an Annual Bonus for such fiscal year. If the Company exceeds the target performance goals established by the Board for a fiscal year, Executive may be entitled to earn an additional Annual Bonus for such year in accordance with the terms of the applicable Bonus Plan. The Annual Bonus for each year shall be payable at the same time as bonuses are paid to other senior executives of the Company in accordance with the terms of the applicable Bonus Plan, but in no event later than two and a half (21/2) months following the end of the applicable fiscal year in which such Annual Bonus was earned. Executive shall be entitled to receive any Annual Bonus that becomes payable in a lump-sum cash payment, or, at his election, (A) up to fifty percent (50%) of the Annual Bonus in the form of a grant of restricted stock units of Common Stock (as defined below) or (B) in any form that the Board generally makes available to the Company’s executive management team, provided that any such election is made by Executive in compliance with Section 409A of the Code and the regulations promulgated thereunder.

  • Annual Bonus Compensation Executive shall be eligible to receive a bonus each Contract Year (“Annual Bonus”) as the Compensation Committee of the Board of Directors shall determine. Executive’s Annual Bonus shall be determined in accordance with the Company’s executive compensation policies as in effect from time to time during the Term and shall be based, in part, on his achieving his individual performance goals for the year and, in part, on the Company’s achieving its performance goals for the year.

  • Performance Bonus The Executive shall be eligible to receive an annual performance bonus, payable within sixty (60) days after the end of the fiscal year of the Employer, in an amount not to exceed twenty-five percent (25%) of the Executive's Base Salary for the applicable year. The amount, if any, shall be determined by the Board, or the appropriate committee thereof, and shall generally be based on a combination of organization-wide and individual performance criteria.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!