SLIDE 1
Abstract Session F4: Organization of Care and Chronic Disease Management Moderator: Karin M. Nelson, MD, MSHS
PATIENT-CENTERED MEDICAL HOME IMPLEMENTATION AND PROVIDER JOB TURNOVER Philip W. Sylling1; Edwin Wong1,4; Chuan-Fen Liu1,4; Susan Hernandez1,4; Adam Batten1; Christian Helfrich1,4; Karin M. Nelson1,2; Stephan D. Fihn3,5; Paul Hebert1,4. 1VA Puget Sound Healthcare System, Seattle, WA; 2VA Puget Sound Healthcare System, Seattle, WA; 3University of Washington, Seattle, WA; 4University of Washington, Seattle, WA; 5Veterans Health Administration, Seattle, WA. (Tracking ID #1938371) BACKGROUND: The aim of this study was to examine the relationship between the implementation of a patient-centered medical home (PCMH) model and primary care provider (PCP) job turnover. The Veterans Health Administration (VHA) began implementing a PCMH through its Patient Aligned Care Team (PACT) initiative in April 2010. Although elements of PACT have been individually associated with greater PCP job satisfaction, the magnitude of organizational change required by PACT's restructuring of primary care may result in higher provider turnover, at least in the short-term. Existing literature has not specifically examined the effect of PCMH on PCP turnover. METHODS: We applied an interrupted time series model using VHA administrative data. PCP turnover was defined by providers' dropping out of the primary care workforce for two or more consecutive quarters. We constructed discrete-time longitudinal data from PCPs employed by the VHA anytime from 2003 to 2012 with the unit of analysis at the PCP-quarter level. PCPs included physicians, nurse practitioners, and physician
- assistants. We estimated the association between PACT and provider turnover using logistic regression and
adjusted for seasonality and secular trend, provider and job characteristics, and the local area unemployment
- rate. For adjusted analysis, we calculated average marginal effects (AMEs), which reflected the change in PCP
turnover probability associated with unit increases in the explanatory variables. To examine differential effects
- f PACT across providers, we interacted a PACT indicator variable with PCP demographics.
RESULTS: The unadjusted quarterly rate of PCP turnover was 3.06% prior to PACT and 3.38% after PACT. In adjusted analysis, PACT was associated with higher provider turnover (AME=0.004, p=0.004). The association between PACT and PCP turnover was significantly different across age groups and experience
- levels. PACT was associated with a -0.0008 (p=0.711), 0.0046 (p=0.011), and 0.0069 (p=0.002) percentage
point increase in turnover probability for providers under age 45, age 45 to 55, and over age 55, respectively. Compared to PCPs with 5 years of experience (AME=0.0019, p=0.239), the estimated effect of PACT on turnover was higher for PCPs with 20 years of experience (AME=0.0106, p<0.001). Provider type was also associated with baseline provider turnover. Nurse practitioners (AME=0.0055, p<0.001) and physician assistants (AME=0.0084, p<0.001) had higher baseline turnover than physicians. CONCLUSIONS: PCMH implementation in VHA primary care required providers to adopt a team-based model of care as well as utilize new patient-centered forms of care delivery. This transition represented substantial organizational change which may have increased job stress among some providers. Our results suggest that PCMH implementation was associated with higher initial provider job turnover, particularly among
- lder and more experienced providers. From a policy perspective, health system decision makers should