that is the case study

this is the information I have came up with so far. only pionys need and budget was not stated, only that the CFO could make resources available. there are no financial resources in the current budget (which is unknown and not stated) to cover trainings but the CFO could make something work.

only points*. please help!! I am on a deadline please

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 RHIT credentials, 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 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 Catatandaal that madalacattare 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: 1. A method for assessing the needs and knowledge gaps for all HIM employees, including management positions. Design the assessment instrument. 2. Develop a six-month training and development program for each of the employee categories listed previously. The plan should consist of the following: 3. Identify at least two training topics that all employees have in common and a different training model to use for each of the two training topics. 4. Be mindful of budgetary constraints. 5. A template is provided in figure 10.2 for guidance. A different template may be created 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: 1. A method for assessing the needs and knowledge gaps for all HIM employees, including management positions. Design the assessment instrument 2. Develop a six-month training and development program for each of the employee categories listed previously. The plan should consist of the following: 3. Identify at least two training topics that all employees have in common and a different training model to use for each of the two training topics. 4. Be mindful of budgetary constraints. 5. A template is provided in figure 10.2 for guidance. A different template may be created. Budget Impact Training and Development Plan Department Health Information Management Date: 10/30/2020 Position Training Needs Continuing Method of education needs delivery Transcriptionist Release-of- information (ROD) coordinators Coders HIM Supervisor Document Imaging Specialist Chart Completion Clerk Data Quality Specialist The previous director had been in place for over 25 years and her last two evaluations noted that she Two release of information (ROV) coordinator on registered health andormation technician (R) and one Five code of which to hold a credentials, two with the certified coding specialist (CCS) credential only 216 Chapter Develoment es normation Management kening pace with industry standards. The Hill department has the following employees The transists with no credentials trained on the job and one with the certified coding associate (CCA) credential only One Min supervisor who is AHIT-elit, newly hired, with less than a year el maruagement experience Four document maging specialists with no credentials . Two chart completion clerks with no credential One data quality specialist which is an open position, RHIT credential required Saman has been directed by her bons, the CFO, to plan tor specific positions in the department to be converted to unding the department she has realized that there are serious knowtedige caps for many of the employees and me to sending many of these individuals home to work because of the identified performance issues. She has decidesa of them are not meeting monthly productivity or quality performance standards. Susan knows that there is a realis training and development plan will be necessary to prepare the majority of the workforce to work remotely Assumptions It is evident that the HIM amployees 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: 1. A method for assessing the needs and knowledge gaps for all HIM employees, including management positions. Design the assessment instrument 2. A plan for identifying the sensory learning styles of the HIM department employees. 3. Develop a six-month training and development program for each of the employee categories listed previously The plan should consist of the following a. Identity at least two training topics that all employees have in common and a different training model 10 use for each of the two training topics b. 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 c. Be mindful of budgetary constraints. d. A template is provided in figure 10.2 for guidance. A different template may be created 217 Training and Development Plan Template D Positio Continuing education Metody Budgeting Figure 10.2. Training and development template Department Health Information Management 2. A hospital system in Oregon has recently purchased several small hospitals scattered throughout Alaska Training needs OM Review Questions a. Auditory b. Kinesthetic 6. Tactile d. Visual 1. Jason reads the annual coding updates and records them onto his MP3 player and listens to them while driving to work. He feels this additional step makes him a more successful coder, Jason is most likely what type of sensory learner? In raylew and discuss coding updates for CPT and ICD-10-CM/PCS, the best delivery Style Budget Impact None Requirement from employee faragtaph Training and Development Plan Department Health Information Management Date: 10/30/2020 Position Training Needs Continuing Method of education needs delivery Transcriptionist Medical Requirements of L-year terminology 30 credits of certification diagnoses and continuing program procedures, education over Laboratory three years in Workshop procedures order to maintain pharmacology certification medicolegal ethics, HIPAA guidelines, etc. Registered health documentation specialist exam to be certified Release of information (ROD) coordinators Coders HIM Supervisor Document Imaging Specialist Docu 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 RHIT credentials, 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 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 Catatandaal that madalacattare 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: 1. A method for assessing the needs and knowledge gaps for all HIM employees, including management positions. Design the assessment instrument. 2. Develop a six-month training and development program for each of the employee categories listed previously. The plan should consist of the following: 3. Identify at least two training topics that all employees have in common and a different training model to use for each of the two training topics. 4. Be mindful of budgetary constraints. 5. A template is provided in figure 10.2 for guidance. A different template may be created 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: 1. A method for assessing the needs and knowledge gaps for all HIM employees, including management positions. Design the assessment instrument 2. Develop a six-month training and development program for each of the employee categories listed previously. The plan should consist of the following: 3. Identify at least two training topics that all employees have in common and a different training model to use for each of the two training topics. 4. Be mindful of budgetary constraints. 5. A template is provided in figure 10.2 for guidance. A different template may be created. Budget Impact Training and Development Plan Department Health Information Management Date: 10/30/2020 Position Training Needs Continuing Method of education needs delivery Transcriptionist Release-of- information (ROD) coordinators Coders HIM Supervisor Document Imaging Specialist Chart Completion Clerk Data Quality Specialist The previous director had been in place for over 25 years and her last two evaluations noted that she Two release of information (ROV) coordinator on registered health andormation technician (R) and one Five code of which to hold a credentials, two with the certified coding specialist (CCS) credential only 216 Chapter Develoment es normation Management kening pace with industry standards. The Hill department has the following employees The transists with no credentials trained on the job and one with the certified coding associate (CCA) credential only One Min supervisor who is AHIT-elit, newly hired, with less than a year el maruagement experience Four document maging specialists with no credentials . Two chart completion clerks with no credential One data quality specialist which is an open position, RHIT credential required Saman has been directed by her bons, the CFO, to plan tor specific positions in the department to be converted to unding the department she has realized that there are serious knowtedige caps for many of the employees and me to sending many of these individuals home to work because of the identified performance issues. She has decidesa of them are not meeting monthly productivity or quality performance standards. Susan knows that there is a realis training and development plan will be necessary to prepare the majority of the workforce to work remotely Assumptions It is evident that the HIM amployees 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: 1. A method for assessing the needs and knowledge gaps for all HIM employees, including management positions. Design the assessment instrument 2. A plan for identifying the sensory learning styles of the HIM department employees. 3. Develop a six-month training and development program for each of the employee categories listed previously The plan should consist of the following a. Identity at least two training topics that all employees have in common and a different training model 10 use for each of the two training topics b. 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 c. Be mindful of budgetary constraints. d. A template is provided in figure 10.2 for guidance. A different template may be created 217 Training and Development Plan Template D Positio Continuing education Metody Budgeting Figure 10.2. Training and development template Department Health Information Management 2. A hospital system in Oregon has recently purchased several small hospitals scattered throughout Alaska Training needs OM Review Questions a. Auditory b. Kinesthetic 6. Tactile d. Visual 1. Jason reads the annual coding updates and records them onto his MP3 player and listens to them while driving to work. He feels this additional step makes him a more successful coder, Jason is most likely what type of sensory learner? In raylew and discuss coding updates for CPT and ICD-10-CM/PCS, the best delivery Style Budget Impact None Requirement from employee faragtaph Training and Development Plan Department Health Information Management Date: 10/30/2020 Position Training Needs Continuing Method of education needs delivery Transcriptionist Medical Requirements of L-year terminology 30 credits of certification diagnoses and continuing program procedures, education over Laboratory three years in Workshop procedures order to maintain pharmacology certification medicolegal ethics, HIPAA guidelines, etc. Registered health documentation specialist exam to be certified Release of information (ROD) coordinators Coders HIM Supervisor Document Imaging Specialist Docu