2) improving the health of populations; and
3) lowering per capita costs.
Grow Midwives have over 50 years of combined experience in working with private physician models as well as collaborative models with private OB groups. We can provide proforma data related to cost of scaling up with midwives, as well as target/market employment arrangements and work schedules. Some Physicians are interested in owning their own birth center, led and staffed by Midwives. Our services include expert guidance on how to take concept to reality. Develop your practice from the ground up instead of struggling with every issue as it arises.
How can Midwives Design a Successful Physician/Midwife Practice
One of the challenging questions that the midwifery profession is still trying to figure out is, “How do we look attractive in a collaborative relationship?” Perhaps it is with a privately owned obstetric group. Maybe it’s 5 obstetricians and 4 midwives. Maybe it’s a hospital based service where physicians are collaborating through mutual employment models. There are many possibilities to fit a variety of situations.
How do you figure out your income and expenses in a collaboration? How do you ensure that all parties make some profit margin that’s respective to the body of work that each has done and to their degree of training? How do you measure the level of acuity of services each provides?
Midwives aren’t surgeons. Midwives primary scope of care is in working with normal, healthy people. One of the important things few midwives have thought about, or accounted for in any kind of data collection, is “How much money are they generating based on the services they provide in a given period of time?” Creating this kind of pro forma is incredibly important for Midwives, yet almost never happens today.
How to Start a Hospital-Owned Midwifery Service
When starting a hospital-based midwifery service, the assumption is that you will be an employee of the hospital. Has the hospital ever employed midwives before? A hospital may be starting a service for the first time, having never employed midwives on their staff before, which, again, means looking at hospital bylaws and assisting in designing the credentialing process.
What kind of privileges can you ask for to render care in that hospital environment? Such as, can you admit and discharge in your own name? Or do you have to admit and discharge under a physician’s name? Again, staffing questions need to be answered. Is it just a maternity care service or is it full scope? Are you providing care through the lifespan from young girls through aging women?
Who are the collaborating physicians going to be? It’s unlikely that collaborating physician is going to be a family care doctor, because what if the patient needs a cesarean section and they don’t have privileges to do surgery. However, some family physicians have additional training and perform c-sections. If midwives are working in rural health in a hospital team that is primarily family physicians, internists and surgeons’ how can a midwife bring additional assistance to this team?
You need to think about where the hospital is located in terms of resources they have and levels of care that they provide. What does the target market population look like? What is the case mix of the potential caseload? What will insurers cover as a licensed provider?
How to Introduce EBP in Maternity Care Product Line
There are many Evidence Based Practice (EBP) clinical options that deserve more attention by the healthcare community.
Take Nitrous Oxide, it’s slowly emerging across the country as a pain management tool in labor. It is widely used in Europe and contributes to positive outcomes while providing safe care for mothers without risk to the baby.
There are also a number of practices that are non-pharmacologic that hospitals may just not know how to effectively implement, train, orient or evaluate yet. Some of these may be best practices that lead to reducing the number of cesarean sections in a hospital, incorporating doulas into a hospital, providing the option of water in labor in birth, and a variety of other practices that are evidence based.
How Do We Address Burnout and Attrition in the Workplace
Burnout and attrition are significant issues for all health professionals, especially for people whose careers require call time. Physicians and Midwives face this challenge of having to cover 24/7 every day. In addition to a shortage of providers caring for women’s health, there is an overabundance of patients.
Grow Midwives has learned over the last few years that there is an exhaustion factor that comes with working really long shifts. Sometimes for 24, 48 or even 72 hour shifts Midwives are literally on the entire time.
They may have short, little breaks that are built in, but early in 2017 ACNM released a Position Statement suggesting Midwives should not work longer than 16 continuous hours without 4-hours of uninterrupted rest, as well as additional recommendations.
The question then becomes, “Are we not staffing the units properly?” Are we so committed to continuity of care that we don’t realize that a specific Midwife doesn’t have to be the one attending the birth. It could just as easily be one of the other partners. It could be another person in the hospital who doesn’t know the patient at all. What is an appropriate level of personal sacrifice and safety in care delivery versus patient expectation?
Hiring raises its own needs and questions. Are you hiring people with similar philosophies? In that case, does it really matter which of us is there if we are all going to provide the same style and quality of care?
Burnout and attrition in midwifery is high. People are leaving the profession every year or considering leaving. Some feel that they aren’t being paid enough, some don’t feel like they are being acknowledged for the importance of the job they do, some can not take earned vacation time, so simply are exhausted from poor staffing.
Taking care to structure a balanced and supportive collaborative practice will keep both Midwives and Physicians from feeling overworked, underpaid and under-appreciated.
How to Maximize Reimbursement for Services
When negotiating reimbursement, you first have to be credentialed by both commercial and public payers. If you are not able to be credentialed on a payer panel as an independent provider, you will not be visible to patients and you will not be able to negotiate what your reimbursement rates are.
Medicaid negotiates reimbursement rates on a state by state basis. Midwives often have to partner with physicians who speak on their behalf to payer panels trying to convince them that Midwives deserve the same reimbursement as Physicians for a normal, healthy birth.
Common questions to answer in a hospital setting include: Is a midwife going to bill under their name or under a physician’s name? Who is going to be reimbursed and how much? Whose name is on the birth certificate? There are many strategies that can be employed to navigate all of these questions and more.
Sign Up For Email Updates
Meet the Grow Midwives team!