The filing supervisor has been working for three years and performs well in crisis situation, it maybe because she is paid less than the range that she does not give her extra best, thus she should be paid $1000 to make her yearly salary $28000
Medical transcriptor is already paid more that the range that she has to be paid and her performance has been good across areas. So her salary is already high, which makes it difficult to raise more.
Evening supervisor clearly needs a raise as she is outstanding in her attendance and can be counted on during crisis situation. She does others work as well and this showcases leadership qualities. Her salary can be raised by $1000
Messengers salary can be increased by $800 as he is diligent but slow, it's only because of the eye sight that he has problems.
Transcription assistant received a raise long back, she could earn more if it motivates her, but her work ethic is bad. The management will have to take a chance to increase her salary to see whether her performance improves or not.. Thus they can increase salary by $800.
ROI assistant has just received a raise but as her performance is excellent she can be paid more $200 to make her salary meet the upper range.
The clerks salary can clearly be increased by $400 as she clearly works hard, may be after the increase she will answer the phones diligently and ensure more performance.
It is budget time and hospital administration has allowed $20,000 for yearly salary increases for the following employe...
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...
What should a could attendance management policy contain? How does the KVP Test apply here? Case Study: Molson's At the Molson's plant, a unionized workplace, management is extremely concerned about employee attendance. The company is suspicious that many employees are calling in sick and then working at other jobs. However, it also recognizes that some employees are truly ill once in a while. Some managers are very proactive in monitoring their employees' attendance and holding discussions with certain employees. Other...
Conflicts within Best Bio-Medical Research Firm Part One Jennifer Smith, a young scientist, is a single parent with two children. Although she finds social interactions with co-workers rewarding, she is concerned about the security of her position and pay. She is an excellent employee who enjoys her work. When a vacancy occurred for the project manager position in her department at Best Bio-Medical Research Firm, she considered the opportunities this presented for professional growth and development, as well as for...
1. Which of the following might be an ineffective notice to an employer that reasonable accommodation is needed for a disabled employee? a casual remark by an employee, in the presence of their supervisor, of the existence of a disability a request for the employer to review the employee's medical records a letter from an employee's physician indicating that an accommodation is appropriate a request for accommodation from the employee 2. If an individual claims associational disability under the ADA,...
Gerri was hired through a welfare-to-work initiative at Memorial Medical Center. The purpose of this work initiative was to offer immediate job placement to a Temporary Assistance for Need Families (TANF) recipient. Memorial Medical Center is getting grant funding from the state to participate in the program by offering employment to TANF recipients. Memorial Medical Center has the responsibility to work with the state to find suitable TANF recipients to fill the entry-level positions that require minimal or on-the-job training....
Part C: Dr. Waring has a solo practice. When she is on vacation, she arranges for Dr. Dumphey to cover her patients. Dr. Dumphey’s medical assistant, Theresa, has just received a call from a patient of Dr. Waring. The patient is an elderly woman, with multiple medical problems, who is possibly having a reaction to a medication that Dr. Waring prescribed two days ago for bronchitis. Her symptoms include nausea, upset stomach, dizziness, headache, rash on her chest, and extreme...
Scenario 1: John is a 21 year veteran worker with a stellar performance record that is well documented by previous performance evaluations. He has missed work an average of 1 day per week for the last 60 days. Velma, his supervisor for 5 years, has not talked to John about the absences because she was waiting for the time to complete annual performance reviews for all 11 employees in her department. You are to analyze this scenario, make comments, and...
Scenario 1:John is a 21 year veteran worker with a stellar performance record that is well documented by previous performance evaluations. He has missed work an average of 1 day per week for the last 60 days. Velma, his supervisor for 5 years, has not talked to John about the absences because she was waiting for the time to complete annual performance reviews for all 11 employees in her department.You are to analyze this scenario, make comments, and present what...
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...
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...