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PFPPartnership For Peace
PFPProfile Picture
PFPPolicía Federal Preventiva (Spanish: Federal Preventive Police, Mexico)
PFPPeople First Party (Taiwan political party)
PFPPlaces for People (various locations)
PFPPastors for Peace (various locations)
PFPPay for Performance
PFPPeace and Freedom Party
PFPPolytechnic Foundation Programme (Singapore)
PFPPersonal Financial Planner
PFPPink Floyd Project (band reproduction)
PFPPlutonium Finishing Plant
PFPProgressive Federal Party (South Africa)
PFPPrivate for-Profit (healthcare)
PFPPhiladelphia Folklore Project (Philadelphia, PA)
PFPPassive Fire Protection
PFPPersonal Fitness Professional (magazine)
PFPPhysical Fitness Program (various organizations)
PFPPrepared for Print (fabrics)
PFPPrearranged Funeral Plans (Iowa)
PFPPatellofemoral Pain
PFPPorno for Pyros (band)
PFPPersonal Fundraising Page (website)
PFPPooled Fund Program (US DOT)
PFPPartners for Progress
PFPPrincipal Fellows Program (North Carolina)
PFPPrimate Freedom Project (various locations)
PFPPicture for Proof
PFPPitcher's Fielding Practice (baseball)
PFPPartnership for Prevention
PFPPartial Factor Productivity
PFPProgram Financial Plan (various organizations)
PFPPennsylvania Farmworker Project (Philadelphia, PA)
PFPPedals for Progress
PFPPhoenix Fight Promotions (mixed martial arts promoter)
PFPPlanned Furniture Promotions
PFPProgrammable Functional Panel (US NASA)
PFPPistols for Pandas (fictitious group)
PFPPeak Firing Pressure (combustion engine)
PFPParis France Paramoteur (French paramotor company)
PFPParticipant Funding Program (Canada)
PFPPacific Flyway Population
PFPPhysicians for Peace Foundation (Norfolk, VA)
PFPProximity Fuze Programmer
PFPParallel Fan Powered (Vav Box)
PFPPrecision Fiber Products (fiber optic products; Milpitas, CA)
PFPPartners for Prosperity (Canada)
PFPProgram Forecast Period
PFPPost Fermentation Process
PFPProtection from Poison (gaming)
PFPPreston Foot Patrol (UK)
References in periodicals archive ?
Establishing performance goals to support pay for performance
The pay for performance program is being implemented using existing dollars which have traditionally funded cost of living increases.
A study of the literature written on pay for performance as well as data from a pay for performance program in practice has shown that for a pay for performance program to be effective the quality measures graded must be understood (Hefner & Hastings, 2008), financial incentives should be high enough to influence physician behavior (Nalli, Scanlon, & Libby, 2007), and the physicians must buy in that the program is worth their time and will make a difference (Rosenthal, et.
Pay for performance -- where shareholders and others link at least part of top executives' compensation with the company's performance -- has been having an impact on many general counsel at Fortune 500 companies.
Unfortunately, a review of the education policy literature suggests that pay for performance is unlikely to play more than a minor supporting role in education reform because it faces a number of unsolved methodological problems.
We investigated five of the most developed Pfp programs in the nation: the Savings By Design (SBD) program shared amongst California utilities, the Energy Design Assistance (EDA) program offered by Xcel Energy, the New Hampshire Pay for Performance Program, the New Jersey Pay for Performance Program, and the NYSERDA Multifamily Performance Program.
Current trends: the future of pay for performance and value-based purchasing
Employees who are subject to variable pay for performance don't passively accept the criteria.
Indeed, with say on pay being discussed for the past few years and implemented in 2011, pay for performance has become a core issue for investors and a priority measurement item for proxy advisory firms such as ISS.
For example, would results differ in hospitals with dedicated hospitalists compared with hospitals with attending physicians, who may not be affected directly by pay for performance? Would results differ outside hospitals, in ambulatory care settings where providers may have less control over patient adherence to medications and instructions?
Yet critics feel that pay for performance is an illusion and that executive pay is disconnected from company performance.
Without these changes, improving organizational performance--or moving to accountability systems, such as pay for performance, which many see as essential to programmatic change--will be very difficult.