Q&A: How to use metric-based incentives for accuracy

August 11, 2022

CDI Strategies - Volume 16, Issue 32

Q: I am considering metric-based incentives for accuracy. How would you suggest these be structured? Also, what are the impacts of implementing incentives for CDI specialists?

A: One way you can do this is to set goals for compliant queries. When goals are met on performance, it is tied to the performance rating and the raise received. CDI leaders could audit for context, missed opportunities, leading, validity, quality, etc. The expectation is that the audit results in an accuracy rate that can determine the raise rate. Here’s an example:

Less than 95%: Does not meet (no raise)
95-96%: Meets (1%)
97-98%: Exceeds Expectations (1.5%)
99-100%: Exceptional (2.5%)

The raise amounts can change from year to year depending on what your program is allowed, of course. Productivity and team engagement are also goals you can set in conjunction to accuracy.

Editor’s note: This question was answered by members of the ACDIS CDI Leadership Council. If you’d like to apply for the 2022/2023 Leadership Council term, click here.

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