In the past 24 months, millions of Americans have had to delay/cancel their hospital visits. Due to the COVID19 pandemic, doctors were prioritizing the health and protection of at-risk patients over others.
These delays were frustrating, but they made sense. Currently, vaccines and safety protocols are helping doctors resume appointments as usual. But, thousands of patients still face delays every day because their doctors face a different type of man-made crisis.
We’re talking about the lengthy and laborious precertification processes that all patients and doctors have to undergo. At Bizdial, we’re focused on providing customized solutions to doctors’ offices & hospitals that want to optimize these lengthy precertification processes.
We believe that digitizing the precertification or preauthorization process is a critical need in the healthcare industry. Let’s explore the challenges patients and doctors face due to archaic and time-consuming precertification processes.
Precertification (also known as preauthorization or prior approval) is a mandatory process that all healthcare service providers have to observe. It’s the process of securing approval from your health insurance company to obtain treatment or a prescription from your doctors.
Unfortunately, the physicians surveyed by the AMA are not alone. Another survey revealed that 84% of healthcare professionals believe the burden of precertification processes is extremely high. 86% of surveyed physicians also said that the liability of precertification processes has worsened over the past five years.
Although healthcare providers have employed prior authorization processes for many decades, little is known about their costs. For many physicians, lengthy precertification processes are taking away the time they spend caring for their patients. According to this survey by the American Medical Association (AMA)
94% of surveyed physicians stated that the precertification process delays patient access to essential care.
79% of surveyed physicians stated that precertification processes could lead to treatment abandonment.
9% of surveyed physicians reported that lengthy precertification processes have led to patients experiencing permanent bodily damage and disability.
On average, physicians and their support staff spend 16 hours per week completing precertification processes.
Failure to obtain proper certifications can have a radical impact on the practice’s income. No certification means no payment from the patient’s insurance agency. Health insurance agents don’t pay for procedures if the correct pre-certifications aren’t received.
Doctors also have to follow strict contracts that restrict them from billing their patients before obtaining pre-certifications from their insurers.
Overall, long and drawn-out precertification processes result in lost revenue for doctors. Doctors are also unable to provide satisfactory care to their patients due to these administrative delays.
The long wait times to complete precertification processes harm patient experiences. The real impacts of manual precertification processes are felt by patients who fail to receive timely medication or treatment. Patients and their family members also feel confused when their precertification processes experience interruptions.
They’re tasked with determining the core reasons behind their rejections. Who made a mistake – the doctor, the pharmacy, or the insurance company? These are the questions patients in desperate need of medical care have to answer.
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Avantage helps small companies (less than 500 employees) that are in need of a Human Resources Professional on a part time basis relieving the overwhelmed owner or office manager of the daily tasks surrounding recruitment, HR, benefits or payroll.
In order to grow any business, you need more people. People management takes time, and if not managed well, you lose people which takes even more time and money. If that’s not enough, the rules of people management is contantly changing. It is almost a full time job keeping up with the latest requirements with attending training and professional groups, and professional reading.
Our experienced HR consultants can respond to the human resource needs that you simply don’t have the time, expertise or resources to address effectively.
Hiring an experienced HR professional on staff is more expensive than hiring a consultant.
According to Businessweek Magazine, employers can save up to 30 percent by hiring an independent contractor because they avoid paying payroll taxes, unemployment insurance, workers’ compensation and disability, as well as benefits that include pensions, sick days, health insurance and vacation time.
No matter how small your company is, there are some federal and state regulations that apply to your company. More than 15 federal regulations apply to businesses with less than 15 employees, and the amount of regulation only increases from there as you add employees. Regulations and legal interpretation change constantly.
Having a seasoned HR professional on your side is a great way to reduce legal risks of regulation violations and lawsuits, especially in society that filing a lawsuit is commonplace.
Frivolous lawsuits are an all-too-common problem for small businesses. There is almost no risk to trial attorneys or their clients for bringing even absurd cases to court. While large companies routinely retain attorneys and have the financial means to protect themselves from frivolous lawsuits, small businesses aren’t quite as prepared. Regardless of whether there is any truth to the claim, the small business owners will have to hire attorneys and will typically incur legal fees even if they win the case.
Finding the right employee to fill a position is vital to the future of your company and is a time consuming process. According to a small business survey, 30% of small business failures are blamed on poor hiring decisions. We get to know your company’s culture, the challenges, and the benefits, so we can be the face of your company and market your job openings as a personal extension of you at a reasonable price.
Recruiters typically charge anywhere from 20 to 35 percent of the starting salary while we charge an hourly rate. Recruiters have competing interests they are trying to please (trying to meet your deadlines, their agency deadlines, working with multiple companies and multiple positions) and the temptation is very real to push through a candidate that may not be right for the role. They don’t have a long term relationship with your company. We are only trying to please you, and get you the best candidate.