September 9, 2016 | Peter Corless
September 9, 2016 | Peter Corless
The first Payroll-Based Journal deadline is approaching and CMS is taking some time to clarify their expectations for providers as they prepare their first submission files.
In a recent Skilled Nursing Facility Open Door Forum, CMS addressed providers’ questions regarding the upcoming deadline of November 14, 2016 (by 11:59pm). This is when providers must submit all staffing data for the period between July 1 to September 30.
According to a McKnight article about the forum, providers who submit data by the deadline will not be penalized. CMS said that they don’t expect the data to be perfect, but they do expect all providers to submit data.
And for those that submit data late, or don’t submit data at all? CMS says they will face consequences. The McKnight’s article reported, “Nursing homes that fail to submit electronic staffing data by the first required deadline may face sanctions and could see their Five-Star rating suffer as a result.”
So how can you make sure you’re ready for November 14th?
Ideally, your first data submission should be done well before Nov. 14th so you can take advantage of the time between now and then to work out any kinks. You should also establish a regular workflow and cadence for your submissions that will set you up to successfully meet the deadline.
Over the past few months we’ve offered many PBJ best practices and answered many of your PBJ questions to help you get prepared. But as I’ve spoken with various groups across the country regarding PBJ, and I’ve continued to follow the news and updates from CMS, I’ve identified a few more lessons learned that can help as you navigate your first PBJ submission.
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About Peter Corless
Peter Corless is Executive Vice President of Enterprise Development for OnShift. Peter is a recognized HR leader in post-acute care and is well-known for his achievements at some of the country’s largest post-acute care organizations, including Kindred Healthcare and Genesis HealthCare. As an experienced, chief administrative and human resources officer within these organizations, he developed strategies that reduced turnover, improved recruiting and hiring strategies, and reduced labor costs.
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