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Grading Criteria:
Full: Key points addressed. Requirements for content area are met or exceeded.
Adequate: Most key points are addressed. Most of the requirements for content are met.
Partial: Some key points addressed. Some of the requirements for content are partially met.
Minimal: Content lacks key points. No thought was put into this section of assignment.
Content area
Item that might affect
employee’s
performance
throughout the year 1:
Explain in detail why
you think this would
cause the employee’s
job performance to vary
from the previous year
Item that might affect
employee’s
performance
throughout the year 2:
Explain in detail why
you think this would
cause the employee’s
job performance to vary
from the previous year
Identified three
inappropriate
occurrences (behaviors)
that happened during
the actual performance
review meeting and
how the meeting could
have been handled
more appropriately
Identify three negative
performance appraisal
events and identify
preventive methods.
Resources (optional):
Reference provided in
required format
Grammar, typos, and
errors
Comments
Full
Adequate
Partial
Minimal
Did not
complete
It is that time a
Chapter 9 Performance Management in Health Information Management
196
performance e
review, Friday
has to sit outsi
Check Your Understanding
1. Discuss three ways performance appraisals are perceived as positive and three ways performance appraisals are
perceived as negative.
2. Identify the six performance appraisal methods commonly used by HIM departments and explain the advantages and
disadvantages of each.
3. Discuss best practices for performing a self-assessment appraisal.
4. Discuss best practices for giving a performance appraisal review.
5. Identify one reason why an employee might be placed on a performance improvement plan (PIP) and outline the six
steps for initiating an employee PIP.
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Case Study
TWO ,
facility a
Assum
Objectives
• Assess the factors that impact a long-term employee’s job performance
• Evaluate a performance appraisal review meeting
• Identify methods for improving performance appraisal review outcomes
Instructions
Review the following case study and create a document that provides responses that correlate to the questions in
terms of assessing an HIM coder’s job performance.
Del
Scenario
Margie has been a coder in the HIM department of a large acute care facility for the past 10 years and prior to working
at this organization, she coded for 15 years at a similarly sized acute-care facility. Throughout her coding tenure,
Margie mostly coded outpatient encounters such as outpatient observations, outpatient surgeries, and Emergency
Room Department visits. Two years ago, Margie was cross-trained to code inpatient discharges as well. At last
year’s performance appraisal, Margie received an overall score of 3.8 out of 5, which denotes that she “exceeds
job performance expectations.” This past performance appraisal cycle, the HIM coding area and Margie personally
experienced the following changes:
• The hospital implemented a new EHR that required extensive training for all hospital employees.
• The coding area had some management turnover with the long-term coding manager retiring and the coding
lead promoted to the coding manager position.
• The HIM department’s coding productivity was updated to include computer-assisted coding and all coders
went from using one monitor to dual monitors.
Margie used to sit in a quiet office area with one other individual but the department was reconfigured and
all coders were moved to a central location. The coding office is a large room with each coder occupying a
“cubby-type” area with dividers between each desk. The noise in the open concept office tends to magnify even
with the dividers.
Margie’s husband had some health issues as well, which caused Margie to be on family medical leave for
six weeks.
Review Questions
197
performance evaluation will be similar to last year’s. Margie’s coding manager set up a time to go over Margie’s
review, Friday afternoon at 3:00 pm in the manager’s office. Margie arrives promptly at the manager’s office but
has to sit outside the office for 10 minutes waiting for the coding manager to finish up a personal phone call Margie
enters the room and the coding manager has music playing from her iPhone and her computer is open with the email
notification on. Margie sits down at the chair on the other side of the manager’s desk and the coding manager hands
Margie the evaluation and says, “review this please and let me know if you have any questions, I have to answer a few
emails because it is Friday afternoon.”
Margie reviews the evaluation and she is stunned by the final evaluation score that she is receiving this year.
Her final score is a 2.8 out of 5 and she is being put on a PIP with no pay raise. There are items included in the
evaluation that Margie had no idea had been a problem throughout the year. Margie’s productivity and quality
were marked below average and the statistics included in the review were ones that Margie had not seen all year.
As Margie read the evaluation, the coding manager’s phone kept ringing and the manager kept answering her
emails. Margie was very upset and tried to address the evaluation with the coding manager, which in turn made
the coding manager defensive. The coding manager was not open to discussing any of incidences noted in the
evaluation and she stated that she did not have time to review Margie’s monthly productivity and quality scores
with her. As Margie typically does not like conflict, she signed the evaluation and PIP but she was very upset
leaving the room. The coding manager did not seem to notice that Margie was upset and continued answering
her emails.
Two months later: Margie accepted another job at a specialty hospital within the same geographic region of her
facility and she resigned with a two-week notification.
Assumptions
• All performance appraisal reviews for the organization are performed at the end of the fiscal year.
• The healthcare facility requires periodic reviews of performance throughout the performance cycle but Margie
did not receive any periodic feedback throughout the performance cycle.
Margie did not get a chance to perform a self-evaluation or request 360 performance review from her peers.
Deliverables
1. Discuss two distinct items that might affect Margie’s work performance. Explain in detail why you think these
might cause Margie’s job performance to vary from the previous year.
2. Identify three inappropriate occurrences that happened during the actual performance appraisal review
meeting and how this meeting could be improved.
3. Identify three negative performance appraisal events that occurred throughout Margie’s performance appraisal
cycle and identify preventive methods so the same negative events do not occur next year.
Review Questions
1. Eleanor is a
ew
ce of information clerk in the HIM department. Once a quarter she meets with her supervisor
uctivity and progress toward her annual goals. This represents which phase in the
sal life cycle?

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