from looking into different systems I think the best way is to have a fixed base salary and on top of this 30% on targets.
First the basic should be on specific jobs an responsibilities.
second, you can divide the targets for the bonus on the personal. departmental and strategic targets.
Ho to eat an elephant? one bite at a time. I think you should start implementation on a small scale, starting by one clinic or one specialty, make it your pilot, learn from it and then scale up.
some of the solutions we invested in on a national level is the patients’ hotline number. Where patients can call if they have any urgent or non-critical need and a family physician will respond and give the necessary advice. the other thing is the urgent care centers or clinics, it may work but depends on many factors. Your population demographics, admission rate, number of healthcare facilities in the region and other factors, so don’t take this solution as the magic one for all ed crowding problems.
I think you are responding to another post.
It is great to hear you have this new strategy. Any new strategy requires an excellent change management piece with it and without this, the risk of failure will be high. my advice to you based on my experience is, establish a new team to manage the strategic planning and implementation but the team should work very closely with the business as usual team (this is very important) because if the later didn’t feel they own the change the resistance will be a risk. The other advice is to engage staff early on and communicate the new strategy with them carefully.
best of luck