challenges of sustaining, scaling, and spreading innovations in cardiovascular care ahrq annual...
TRANSCRIPT
Challenges of Sustaining, Scaling, and Spreading Innovations in Cardiovascular Care
AHRQ Annual MeetingSession 34, Track C
Sept. 10, 2012
Session Goals
1. To share two heart health innovations from the Health Care Innovations Exchange
2. To consider how organizations might explore adoption of these and similar innovations
Heart Health Focus
National Quality Strategy– Promoting the most effective prevention
and treatment practices for the leading causes of mortality, starting with cardiovascular disease
Million HeartsTM Campaign– National initiative to prevent 1 million heart
attacks and strokes over five years.– millionhearts.hhs.gov
Agenda
Introduction– Judi Consalvo, AHRQ
Language Concordant Health Coaches Innovation– Hali Hammer, San Francisco General Hospital
Family Health Center Heart360® Innovation
– David Magid, Kaiser Colorado Activity: How Can I Implement This Innovation?
– Veronica Nieva, Westat
What Is the Health Care Innovations Exchange?
Goal:– To accelerate sharing of innovations and online
tools to improve health care services and reduce health care disparities.
Components of the Exchange:1. The Web site: innovations.ahrq.gov2. Learning and Networking Activities
What Is the Health Care Innovations Exchange?
Web site features profiles of successful and attempted innovations and practical tools– Service Delivery– Policy
Learning and Networking– Webinars– Meetings to promote spread– Videos
The Innovations Exchange
Visit our Web site: innovations.ahrq.gov/
Follow us on Twitter: #AHRQIX
Send us email: [email protected]
Health Coaches as Members of the Health Team
Hali HammerSan Francisco General Hospital,
Family Health Center
San Francisco General HospitalFamily Health Center
Hospital-based full scope family medicine clinic
Part of the San Francisco Department of Public Health’s primary care network
Participating in access and quality improvement initiatives as part of the 1115 California Medicaid Waiver (CMS Incentive Program), which ties federal funding to milestones, including PCMH standards (team-based care, clinical outcomes)
10,700 patients served; 1500+ adults with diabetes
50,000+ patient visits per year
Teaching clinic: 41 family practice residents and many medical and nursing students
Diverse patient population
– 42% Latino, 26% Asian, 14% Caucasian,
12% African American
– 51% Medicaid, 33% uninsured (almost all enrolled in Healthy San Francisco), 15% Medicare
– 31 different languages spoken
48% English, 30% Spanish, 9% Cantonese/ Mandarin
Description of health coaching at the SFGH Family Health Center
Health Coaches are members of the health care team who provide self-management support to a stable panel of patients with chronic illness (in our setting, primarily diabetes).
Health Coaches:– are language-concordant with all their patients– are trained in motivational interviewing, panel
management, diabetes basics, and medication adherence– work collaboratively with a patient’s Primary Care Provider,
unlike promotoras or community health workers in other settings
– are primarily in the job classification “Health Worker,” but may also be Medical Assistants, pre-medical students, trained peers.
Description of health coaching at the SFGH Family Health Center
The Health Coach role includes:Self management support
supporting their patients to have the knowledge, skills, and confidence to become active participants in their care
Bridgeclarifying information provided by the provider, pharmacy, or insurance companybridging cultural/ linguistic gaps
Clinical continuityfollowing patients who are in their continuity panel, with a goal to maximize continuity between patient and health coach
Emotional supportlanguage- and often cultural-concordance enhances trust and engagement in learning how to self-manage the chronic illness
Clinical NavigationHealth Coaches may be more accessible because they are in clinic every day and can be the primary clinic contact person for patients throughout the weekhelp with making and keeping appointments, accessing pharmacy and other services
Health outcome measures for a population of patients working with Health Coaches
MeasuresBaseline
Dec. 2009(n=281)
June 2010
(n=268)
Jun. 2011 (n=265)
Dec. 2011 (n=261)
HbA1c at goal (<8) 43% 43% 40% 50%
HbA1c up to date (2 in last year— > 90 days apart) 36% 73% 77% 66%
LDL cholesterol at goal (<100) 51% 51% 64% 63%
LDL up to date 91% 83% 81% 80%
Self-management goal documented
3% 21% 50% no recent data
Costs associated with health coaching
Health Coach program cost considerations– Salary ($58,000 per year in our setting, which is 44%
of an RN)– A full time Health Coach can manage a patient panel
of 200 patients– Physician or Nurse Practitioner supervision
(approximately 5% time)– Training costs (6-8 sessions)– Must consider how Health Coaches are assigned
and interface with other members of the care team (i.e. case managers, social workers)?
Factors to consider in the business case for health coaching
Review of symptoms, diagnosis, medications, addressing urgent problems
Family Community
Patient
Assessment of medication adherence, education, self-management support, phone follow-up (between-visits)
Provider HealthCoach
Communication about medical and psychosocial issues, goals of care, medication problems
VisitPost-visit Pre-visit
Team huddle or other communication
Who provides self-management support and education in a traditional primary care visit? What is the most cost-effective and efficient way to provide this important component of chronic illness care? Health coaching may be the answer.
Factors to consider in the business case for health coaching
The business case for Health Coaching relies on showing that it decreases long-term complications, hospitalizations, and emergency department use.
Self-management support does improve health outcomes in patients with chronic illness.
So, the question for health care organizations is: who should provide the self-management support?
The answer is based on the payer mix for the organization, as well as staffing costs.
In our organization, Health Coach salaries are approximately 36% of physicians and 44% of registered nurses.
Health coaching can be done effectively by a non-licensed, trained member of the staff under appropriate supervision.
Lessons learned in scaling and spreading
Health coach resources should be allocated to patients at highest risk of poor outcomes if they are not able to self-manage their chronic illness. In our setting, we targeted diabetic patients with hgbA1c > 8.
Highest risk patients may also be most in need of emotional support: Health Coaches must be trained to place limits on patients so that coaching is possible.
Communication, a patient’s perception of access, and self-management education are best provided by trained staff who speak the patient’s language.
Other health coaching models which use RNs include the added roles of medication adjustment by protocol and symptom assessment; we prioritize self-management support and medication adherence education, which can be provided by an unlicensed coach.
Plans for scaling and spreading
Capitation (instead of fee-for-service reimbursement) allows providers to prioritize outcomes and satisfaction. As reimbursement is increasingly tied to improved patient outcomes, team-based approaches to chronic illness care will be feasible for more organizations.
Primary care workforce issues have also shed light on the increasing pressures and low job satisfaction among a decreasing pool of primary care providers. Engaging other members of the team to take on time-consuming, non-medical tasks, such as self-management support, may improve satisfaction and make primary care more sustainable.
With funding incentives through the CMS Incentive Program / Medicaid Waiver, we will be able to expand health coaching if we continue to show improvement in patient care and access.
Heart360®
David J. MagidInsitute for Health ResearchKaiser Permanente Colorado
Rates of Hypertension Control in the U.S. are Low
Benefits of hypertension therapy– 25% reduction in heart attack– 40% reduction in strokes– 50% reduction in heart failure
NHANES (2005-2008) – Treatment 70%– Control 46%
Focus Groups Kaiser Colorado Clinics
Controlling my BP is critical
Office visits are inconvenient and time-consuming
Using a home BP cuff is appealing
Provider Meetings Kaiser Colorado Clinics
Providers
Supportive
Home BP Monitoring supported by Pharmacists and Heart360®
For patients with hypertension, is a clinical pharmacy specialist-led Heart360® home BP monitoring program (HBPM) more effective than usual office-based care?
Research Question
Study Setting
Study Population
Uncontrolled HTN
HBPM-Heart360®
Initial visit
Usual Care
six month follow-up visit
Initial visit
Referral To PCP
Home BP monitoring
Monitoring Protocol
Results
HBPM Patients Had Superior 6-month BP Control
RR = 1.5 (1.2-1.9); p < 0.001
Usual Care HBPM
37%
57%
P <0.001
-8
-21
Usual Care
Mea
n B
P
dro
p
(mm
Hg
)
Heart360® HBPM Group Had a Greater Drop in Systolic BP
HBPM
Heart360® HBPM Patients Reported Greater Satisfaction with Care
61%
90%
Very to Extremely SatisfiedP <0.001
What are the cost implications for Heart360® HBPM?
Intervention Costs CV Events Prevented Cost of Events Prevented
Cost Benefit over 10 Years
$0
$5
$10
$15
$20
$25
$30
$35
1 2 3 4 5 6 7 8 9 10
Mill
ion
s o
f $
Year
$ Invested
$ Saved
Implementation Barriers
Cost of BP cuffs Need for computer and internet Capitation vs. Fee for Service
Translation to Routine Practice: A Tale of Two Regions
Kaiser Colorado Kaiser Southern California
KP Colorado Enthusiastic response to presentations to health
plan leaders and stakeholders Initially little movement towards adoption in
routine clinical practice – Turnover in clinical champion– Change in organizational priorities– Limited bandwidth– Lack of sponsorship
Director of Pharmacy Department stepped forward to sponsor rollout – Currently working toward broader
implementation
KP Southern California Enthusiastic response to presentations to
health plan leaders and stakeholders Movement towards adoption
– Stable clinical champion - > 20 years– Organizational priority – improve efficiency – Sponsorship by Associate Medical Director
Current Plans – Pilot at 2 medical centers – Subsidize cost of cuff, consider BP cuff library– Existing infrastructure to support rollout
Lessons Learned
• Clinical champion• Sponsorship• Organizational priorities• Bandwidth
Q&A
Activity
How Can I Implement This Innovation in My
Organization?