Objectives
Outline a plan for performing a needs assessment for training
and development purposes
Identify and create a way to determine the sensory learning styles
of employees
Evaluate training models appropriate for use for department-wide
topics
Evaluate continuing education methods appropriate to use for
specific HIM positions
Instructions
Review the scenario provided and develop a training and development plan to be submitted to the chief financial officer (CFO).
Scenario
Susan is the newly hired director of HIM at a rural 250-bed hospital. She was hired when the previous HIM director retired. During her interview, Susan was identified as being highly qualified and very enthusiastic about the HIM profession. Susan holds an RHIA credential and is working on her master’s degree in organizational leadership. The previous director had been in place for over 25 years and her last two annual evaluations noted that she was not keeping pace with HIM industry standards. The HIM department has the following employees:
Two transcriptionists with no credentials
Two release-of-information (ROI) coordinators, one Registered
Health Information Technician (RHIT) and one trained on the
job
Five coders, of which two hold RHITs, two with the Certified Coding
Specialist (CCS) credential only, and one with the Certified Coding
Associate (CCA) credential only
One HIM supervisor who is RHIT-eligible, newly hired, with less
than a year of management experience
Four document imaging specialists with no credentials
Two chart completion clerks with no credential
One data quality specialist which is an open position, RHIT
credential required
Susan has been directed by her boss, the CFO, to plan for specific
positions in the department to be converted to remote positions
because the hospital needs space to increase cardiac services. In
the four months Susan has been leading the department, she has
realized that there are serious knowledge gaps for many of the
employees and many of them are not meeting monthly productivity or
quality performance standards. Susan knows that there is a real
risk to sending many of these individuals home to work because of
the identified performance issues. She has decided a training and
development plan will be necessary to prepare the majority of the
workforce to work remotely.
Assumptions
It is evident that the HIM employees are in need of training and
development, but there is no departmental education plan in place
and no record of any formal training or development programs
offered in the last two years.
There are acceptable productivity and quality performance standards
in place for all of the positions, including the open
position.
There are no financial resources in the current budget to cover
training and development activities, but the CFO indicated that he
could make resources available on a limited basis.
There is no education department but the HR department is able to
assist with training needs.
The CFO told Susan that she has six months to transition the
employees to work remotely.
The open data quality specialist position is a line item on the HIM
budget that needs to be filled within the next month or the
position is in jeopardy of being eliminated in the next fiscal
year’s budget process.
Deliverables
Create a training and development plan for the HIM department that includes the following items:
A method for assessing the needs and knowledge gaps for all HIM
employees, including management positions. Design the assessment
instrument.
A plan for identifying the sensory learning styles of the HIM
department employees.
Develop a six-month training and development program for each of
the employee categories listed previously. The plan should consist
of the following:
identify at least training topics that all employees have in common
and a different training model to use for each of the two training
topics.
create a CE plan for each credentialed position: ROI Coordinator,
coder, HIM supervisor, and data quality specialist. Include both
on-site and off-site CE opportunities.
be mindful of budgetary constraints
A template is provided in figure 9.2 for guidance. A different
template may be created.
9.2
Training and Development Plan Template Department: Health Information Management Date: |
||||
Position |
Training needs |
Continuing education needs |
Method of delivery |
Budget impact |
Training and development plan template
Department: Health Information management
Identify the business strategic imperatives |
Define Job accomplishments |
Analyze task accomplishments |
Teach Knowledge and skills |
Identify the business goal or strategy targeted by the learning intervention |
Define performance or results necessary to achieve the business strategy |
Analyze the specific tasks or activities that must be successfully completed for job accomplishment |
Teach the learner content and behaviours required to accomplish the task or strategy |
Objectives Outline a plan for performing a needs assessment for training and development purposes Identify and...
Objectives Outline a plan for performing a needs assessment for training and development purposes Identify and create a way to determine the sensory learning styles of employees Evaluate training models appropriate for use for department-wide topics Evaluate continuing education methods appropriate to use for specific HIM positions Instructions Review the scenario provided and develop a training and development plan to be submitted to the chief financial officer (CFO). Scenario Susan is the newly hired director of HIM at a rural...
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It is budget time and hospital administration has allowed $20,000 for yearly salary increases for the following employees. Many of your employees have already had increases during the past year. The salary ranges for each classification, as established by the Human Resources Department, for the coming year are as follows: Messenger $25,000 – 26,500 Filing Supervisor $26,400 – 28,000 Medical Transcription Supervisor $26,800 – 28,800 Filing Clerk $25,300 – 26,800 Transcription Assistant $25,200 – 26,500 ROI Assistant $26,300 – 27,800...