Plan Design (plan + design)

Distribution by Scientific Domains

Selected Abstracts

Contextual Determinants of Reward Systems' Success: An Exploratory Study

Charles H. Fay
Data were collected on successful and unsuccessful reward initiatives. The initiatives included new and modified base pay, short- and long-term incentive, benefits, and perquisite/lifestyle rewards. Initiative success was measured on seven factors, and ten conditions were measured for initiative success. Follow-up telephone calls to most respondents provided more detail for examples. Analysis suggests that a common set of criteria can be used to judge the success of different kinds of programs. Surprisingly, success in plan design was not a significant explanatory variable in reaching success on any criterion of rewards initiative success. © 2001 John Wiley & Sons, Inc. [source]

Performance Measure Properties and Incentive System Design

We analyze effects of performance measure properties (controllable and uncontrollable risk, distortion, and manipulation) on incentive plan design, using data from auto dealership manager incentive systems. Dealerships put the most weight on measures that are "better" with respect to these properties. Additional measures are more likely to be used for a second or third bonus if they can mitigate distortion or manipulation in the first performance measure. Implicit incentives are used to provide ex post evaluation, to motivate the employee to use controllable risk on behalf of the firm, and to deter manipulation of performance measures. Overall, our results indicate that firms use incentive systems of multiple performance measures, incentive instruments, and implicit evaluation and rewards as a response to weaknesses in available performance measures. [source]

A framework for compensation plans with incentive value

William J. Liccione
Although Vroom's expectancy theory and its later application to the workplace by Lawler have significant implications for the development of compensation plans with incentive value, they do not consider at least two critical components of incentive plan design: individuals' initial commitment to their goals and the relative value of rewards individuals receive for accomplishing their goals. This article integrates expectancy theory, goal theory, and equity theory into a comprehensive framework for the effective design of compensation plans with incentive value. [source]

A Critique of the Private Health Insurance Regulations

Rhema Vaithianathan
The private health insurance sector is one of the most regulated sectors in Australia. The Private Health Insurance Incentives Scheme, along with community rating, is intended to make private insurance equitable, profitable and popular. We argue that the subsidy to health insurance ought to be a very effective tool for increasing insurance,but it was ineffective because community rating was ineffective. Using data from the Household Expenditure Survey we find that despite community rating rules which prohibit age-adjusted premiums, young adults paid considerably less for their insurance than older adults. We conclude that insurers circumvented community rating through plan design, screening older consumers into more expensive plans. We also find that the penalty of 2 per cent per year for delaying insurance, introduced as part of the lifetime cover plan, is too low to be effective. We reflect on the New Zealand experience, where a completely deregulated insurance industry continues to be profitable and enjoys similar rates of coverage to those of Australia, and we ask whether Australia too could not benefit from complete deregulation. [source]

Evaluation of the Effect of a Consumer-Driven Health Plan on Medical Care Expenditures and Utilization

Stephen T. Parente§
Objective. To compare medical care costs and utilization in a consumer-driven health plan (CDHP) to other health insurance plans. Study Design. We examine claims and employee demographic data from one large employer that adopted a CDHP in 2001. A quasi-experimental pre,post design is used to assign employees to three cohorts: (1) enrolled in a health maintenance organization (HMO) from 2000 to 2002, (2) enrolled in a preferred provider organization (PPO) from 2000 to 2002, or (3) enrolled in a CDHP in 2001 and 2002, after previously enrolling in either an HMO or PPO in 2000. Using this approach we estimate a difference-in-difference regression model for expenditure and utilization measures to identify the impact of CDHP. Principal Findings. By 2002, the CDHP cohort experienced lower total expenditures than the PPO cohort but higher expenditures than the HMO cohort. Physician visits and pharmaceutical use and costs were lower in the CDHP cohort compared to the other groups. Hospital costs and admission rates for CDHP enrollees, as well as total physician expenditures, were significantly higher than for enrollees in the HMO and PPO plans. Conclusions. An early evaluation of CDHP expenditures and utilization reveals that the new health plan is a viable alternative to existing health plan designs. Enrollees in the CDHP have lower total expenditures than PPO enrollees, but higher utilization of resource-intensive hospital admissions after an initially favorable selection. [source]

Compact UWB printed antennas for low frequency applications matched to different transmission lines

S. Tourette
Abstract A rectangular monopole antenna fed by microstrip, stripline, or coplanar waveguide is studied and enhanced to offer the widest bandwidth with minimum size. A particular attention is focused on ground plans design and coupling between patch and transmission line in order to maintain UWB characteristics and low profile whatever transmission line is used. © 2007 Wiley Periodicals, Inc. Microwave Opt Technol Lett 49: 1282,1287, 2007; Published online in Wiley InterScience ( DOI 10.1002/mop.22462 [source]