Neehr Perfect Activity: Assessing Employee Productivity Overview This activity is intended for the intermediate or advanced student user. The activity provides a detailed look at the assessment of employee productivity related to industry suggested standards. Students will review and practice the concept of productivity related to coding based on simulated reports derived from the EHR system. Prerequisites Completion of Scavenger Hunts Levels I – III Completion of Neehr Perfect Activity: Case Study Review Completion of Neehr Perfect Activity: Structured and Unstructured Data Activity (Optional) Student instructions If you have questions about this activity, please contact your instructor for assistance. Document your answers directly on this document as you complete the activity. When you are finished, save this document and upload it to your Learning Management System (LMS). If you have any questions about submitting your work to your LMS, please contact your instructor. Screen displays are provided as a guide and some data (e.g. dates and times) may vary. Objectives Apply concepts of productivity, quality and standards. Analyze staffing levels and productivity. Interpret the collected data. Construct professional feedback regarding performance. Utilize tools and techniques to monitor, report, and improve processes. The activity Production versus productivity: What is the difference? Production is the process in which resources are converted into products or services. Productivity is a measurement between the outputs of a process to the input of resources. It is usually expressed as the ratio of output divided by input For medical coding, productivity is the number of records processed per day by one person. What is a standard? A standard is rule or guideline that provides details on expectations relating to achievement of a specific action or condition. Criteria are listed related to a product or a service that is measured and compared to a benchmark. Many standards are created for application and used within a company for analysis and evaluative purposes. Standards may be used voluntarily or on a mandatory basis as determined by company policy, national or international regulations or as stated in specific laws. Below is an example of a daily productivity standard for medical coding as recommended by the American Health Information Management Association (AHIMA). Do the math! What is the mean/average? The mean is the average of the numbers and is easy to calculate: add up all the numbers, then divide by how many numbers there are. In other words, it is the sum divided by the count. Keep the criteria below in mind when working with calculations: 60 minutes in an hour 8 hours or 480 minutes in one work day (60minutes x 8 hours = 480 min/day) 5 work days in one week 40 hours in one work week How many minutes are in a work week using the criteria above? In this activity, you will be the Health Information Manager and Coding Supervisor responsible for examining the coders in your hospital to determine if they are meeting the given standard set by the hospital policy. You will be using data and reports that have been already extracted from the EHR. Responsibilities of the Health Information Manager and Coding Supervisors Monitoring, at a minimum on a quarterly basis, the accuracy and productivity of the coding staff. Monitoring the accuracy of the coding staff using an appropriate sample size as determined by the policy and standard of the hospital. More frequent reviews may be required for coders that continue to have high error rates in their coding. Provide education opportunities on coding and documentation updates as needed or required based on data findings. Establish policies, standards and procedures related to all coding activities. Recruit, hire and retain experienced qualified coding personnel. Assess and address productivity levels, educational needs and knowledge deficits to each member of the coding staff at a minimum on a quarterly basis. Develop and maintain a documentation process for each employee on staff. Review the standards Based on the Productivity Standards above, what is an acceptable weekly minimum standard for each scope below? Please fill in the table below with your answers. Coder Productivity Standards Scope of Work Minimum Standard per Week Inpatient Coding Ambulatory /Outpatient Coding Emergency Room Coding Ancillary Testing Review reports Calculate the average number of records completed per day for one week in the month of May for each coder listed below based on a report ran from the EHR. Please fill in the table below with your answers. Week of may 3 CoDER Type Day 1 Day 2 Day 3 Day 4 Day 5 Average/Day 1 IN 25 30 20 24 27 126 records/5 days = 25.2records/day 2 ER 124 128 118 134 110 3 IN 24 24 20 18 18 4 OUT 45 40 50 40 42 5 OUT 67 40 45 45 39 6 ER 120 125 115 120 127 Was the daily standard met by each coder? Please fill in the table below with your answers. Insert a comment if applicable. CoDER YES/NO Comment 1 2 3 4 5 6 Now calculate the average number of records completed per week for the month of June (5 weeks) for each coder listed below based on a report ran from the EHR. Please fill in the table below with your answers. mONTH OF JUNE CoDER Type WK#1 WK #2 WK #3 WK#4 WK #5 Average/week 1 IN 170 156 164 163 180 833 records/5 weeks = 166.6 records/week 2 ER 614 600 620 605 611 3 IN 110 120 118 110 119 4 OUT 217 225 220 220 219 5 OUT 224 230 229 241 220 6 ER 602 598 600 599 610 Using the total weekly average you just calculated above, calculate the average number of records completed per day for each coder based on the entire month of June. Please fill in the table below with your answers. CoDER Type weekly Average/Days 1 IN 166.6 records/week divided by 5 days a week = 33.32 records a day 2 ER 3 IN 4 OUT 5 OUT 6 ER Based on the information extracted from the EHR for the month of June, please answer the following questions about your coding staff. Was the weekly standard met by each coder? Please fill in the table below with your answers. CoDER YES/NO Comment – below standard, at standard or above standard 1 2 3 4 5 6 Was the daily standard met by each coder? Please fill in the table below with your answers. CoDER YES/NO 1 2 3 4 5 6 Productivity level Compare the Week of May 3 to the month of June and provide a brief analysis of the comparison. Please fill in the table below with your answers. CoDER May 3 Weekly Rate June Monthly Rate Analysis 1 25.2 records/day 33.32 records/day High productivity coder. June monthly rate higher – audit recommended 2 3 4 5 6 Determine a response as a supervisor to deliver to the coding staff as a whole at the next staff meeting regarding levels of productivity. Are there any coders you might wish to address separate from the group – if so who and why? Apply your knowledge Quality audit As the supervisor, you need to spot check Coder 1 for quality, since her productivity level is very high. To do so, you sign in to the EHR and retrieve a patient chart to review for accuracy. Log in to the Neehr Perfect EHR. Select and open the patient chart of Emily Carey. Click on the Notes tab. Review the notes in Emily’s chart to see if the chart has the following items located in it, and if they are complete and accurate for coding purposes. You need to ensure they are not just checklists, but detailed EHR forms. HIPPA release Release of Information Consent for Treatment. After reviewing the patient record, why do you think that CODER 1 has a higher productivity level? Explain your answer. Employee feedback Draft an appropriate email to provide feedback to Coder 3 regarding productivity level and performance. Make recommendations for improvement, if necessary. Critical thinking questions New coding employees are not expected to perform at the same productivity level as seasoned coders. What strategies could you use to keep the average coding productivity the same when a new coder is hired? How will moving from ICD-9 coding to ICD-10 coding affect the productivity level? What could be done to maintain the average productivity level while a facility moves from ICD-9 to ICD-10? Explain your answer. Research and explain why it is important to have benchmarks and standards in place prior to the move to ICD-10? Submit your work Document your answers directly on this document as you complete the activity. When you are finished, save this document and upload it to your Learning Management System (LMS). If you have any questions about submitting your work to your LMS, please contact your instructor. References DeVault, K. (July 12, 2013). Best Practices for Coding Productivity: Assesssing productivity in ICD-9 to prepare for ICD-10. Journal of AHIMA, 72-74. Greenwood, B. (2014, September 1). Medical Coding Productivity Standards. Retrieved from Houston Chron: http://work.chron.com/medical-coding-productivity-standards-29187.html Petzel, R. A. (2012, September 28). Department of Veterans Affairs Health Information

    Neehr Perfect Motive: Assessing Employee Fruitivity

    Overview

    This motive is investigated ce the included or past tyro authenticationr. The motive agrees a constructive discernm at the trounce of employee fruitivity kindred to assiduity suggested types. Tyros gain resurvey and exercise the concept of fruitivity kindred to coding established on fabricated noises conservative from the EHR arrangement.

    Prerequisites

    1. Completion of Scavenger Hunts Smooths I – III
    2. Completion of Neehr Perfect Motive: Predicament Study Resurvey  
    3. Completion of Neehr Perfect Motive: Structured and Unstructured Postulates Activity (Optional)

    Tyro instructions

    1. If you entertain questions environing this motive, delight touch your preceptor ce coadjutorship.
    2. Instrument your repartees quickly on this instrument as you total the motive. When you are perfect, snatch this instrument and upload it to your Learning Management Arrangement (LMS). If you entertain any questions environing submitting your effect to your LMS, delight touch your preceptor.
    3. Screen displays are granted as a lead and some postulates (e.g. dates and durations) may disagree.   

    Objectives

    1. Apply concepts of fruitivity, disposition and types. 
    2. Analyze staffing smooths and fruitivity.
    3. Interpret the cool postulates.
    4. Construct negotiative feedback touching accomplishment.
    5. Utilize tools and techniques to warner, noise, and rectify modees.

    The motive  

    Genesis versus fruitivity: What is the discord?

    Production is the mode in which instrument are converted into fruits or utilitys.  

    Productivity is a delineation betwixt the outputs of a mode to the input of instrument.  It is usually developed as the association of output disjoined by input

    Ce medical coding, fruitivity is the investigate of chronicles modeed per day by single individual.

    What is a type?

    A standard is administration or leadline that agrees details on expectations relative-to to consummation of a local restraintce or situation. Criteria are listed kindred to a fruit or a utility that is measured and compared to a benchmark. Sundry types are created ce application and authenticationd among a audience ce partition and evaluative purposes. Types may be authenticationd freely or on a mandatory plea as robust by audience prudence, social or intersocial regulations or as lifehodic in local laws. Beneath is an illustration of a daily fruitivity type ce medical coding as recommended by the American Health Counsel Management Association (AHIMA).

    Do the math! What is the balance/average?

    The balance is the average of the investigates and is unconcerned to investigate: add up total the investigates, then divide by how sundry mass there are. In other expression, it is the sum disjoined by the count.

    Binder the criteria beneath in sentiment when effecting with calculations:

    • 60 minutes in an hour
    • 8 hours or 480 minutes in single effect day
      • (60minutes x 8 hours = 480 min/day)
    • 5 effect days in single week
    • 40 hours in single effect week
    1. How sundry minutes are in a effect week using the criteria over?

    480 min/day * 5 days= 2400 minutes per week

    In this motive, you gain be the Health Counsel Manager and Coding Superintendent legal ce examining the coders in your hospital to designate if they are convocation the attached type firm by the hospital prudence. You gain be using postulates and noises that entertain been already extracted from the EHR.  

    Responsibilities of the Health Counsel Manager and Coding Superintendents

    1. Monitoring, at a restriction on a quarterly plea, the restraintesight and fruitivity of the coding staff.
    2. Monitoring the restraintesight of the coding staff using an divert pattern largeness as robust by the prudence and type of the hospital. Past recurrent resurveys may be required ce coders that hold to entertain excellent untruth trounces in their coding.
    3. Agree direction opportunities on coding and instrumentation updates as demanded or required established on postulates findings.
    4. Establish policies, types and procedures kindred to total coding activities.
    5. Recruit, commission and binder skilled competent coding individualnel.
    6. Assess and harangue fruitivity smooths, directional demands and acquaintance deficits to each part of the coding staff at a restriction on a quarterly plea.
    7. Develop and obey a instrumentation mode ce each employee on staff.

    Resurvey the types

    1. Established on the Fruitivity Types over, what is an gratifying weekly restriction type ce each mark beneath? Delight rise in the revolveation beneath with your repartees.
    Coder Fruitivity TypesMark of EffectRestriction Type per Week
    Inunrepining Coding24*5 days=120 Ambulatory /Outunrepining Coding40*5 days= 200Emergency Opportunity Coding120*5 days= 600Ancillary Testing240*5 days= 1200

    Resurvey noises

    1. Investigate the mediocre investigate of chronicles totald per day ce single week in the month of May ce each coder listed beneath established on a noise ran from the EHR. Delight rise in the revolveation beneath with your repartees.







    Week of may 3CoDERTypeDay 1Day 2Day 3Day 4Day 5Average/Day1   IN2530202427126 chronicles/5 days = 25.2records/day 2   ER124128118134110122.8 chronicles/day3   IN242420181820.8 chronicles/day4   OUT454050404243.4 chronicles/day5 OUT674045453947.2 chronicles/day6   ER120125115120127121.4 chronicles/day

    1. Was the daily type life by each coder? Delight rise in the revolveation beneath with your repartees. Insert a criticise if conducive.



    CoDERYES/NOComment1   YES The discord betwixt the remainder and type is marginal2   NOThe discord is indicationificant3   NOThe discord is indicationificant4   NOThe discord is indicationificant5 NOThe discord is indicationificant6   NOThe discord is indicationificant

    1. Now investigate the mediocre investigate of chronicles totald per week ce the month of June (5 weeks) ce each coder listed beneath established on a noise ran from the EHR. Delight rise in the revolveation beneath with your repartees.







    mONTH OF JUNE
    CoDERTypeWK#1WK #2WK #3WK#4WK #5Average/week1   IN170156164163180833 chronicles/5 weeks = 166.6 chronicles/week 2   ER614600620605611610 chronicles/week3   IN110120118110119115.4 chronicles/week4   OUT217225220220219220.2 chronicles/week5   OUT224230229241220228.8 chronicles/week6   ER602598600599610601.8 chronicles/week

    1. Using the aggregate weekly mediocre you right investigated over, investigate the mediocre investigate of chronicles totald per day ce each coder established on the total month of June. Delight rise in the revolveation beneath with your repartees.
    CoDERType   weekly Mediocre/Days1   IN166.6 chronicles/week disjoined by 5 days a week = 33.32 chronicles a day2   ER122 chronicles a day3   IN23.08 chronicles a day4   OUT44.04 chronicles a day5 OUT45.76 chronicles a day6   ER120.36 chronicles a day

    Established on the counsel extracted from the EHR ce the month of June, delight repartee the restraintthcoming questions environing your coding staff.

    1. Was the weekly type life by each coder? Delight rise in the revolveation beneath with your repartees.



    CoDERYES/NOCriticise – beneath type, at type or over type1   NOBeneath type2   NOOver type3   NOBeneath type4   NOBeneath type5 NOBeneath type6   NOBeneath type

    1. Was the daily type life by each coder? Delight rise in the revolveation beneath with your repartees.


    CoDERYES/NO1   NO2   NO3   NO4   NO5 NO6   NO

    Productivity smooth

    1. Compare the Week of May 3 to the month of June and agree a shabby partition of the comparison. Delight rise in the revolveation beneath with your repartees.




    CoDERMay 3 Weekly TrounceJune Monthly TrounceAnalysis1   25.2 chronicles/day33.32 chronicles/dayExcellent fruitivity coder. June monthly trounce excellenter – audit recommended2   122.8122Excellent fruitivity coder. May monthly trounce excellenter3  20.823.08Excellent fruitivity coder. June monthly trounce excellenter4   43.444.04Excellent fruitivity coder. June monthly trounce excellenter5 47.245.76Excellent fruitivity coder. May monthly trounce excellenter6   121.4120.36Excellent fruitivity coder. May monthly trounce excellenter
    1. Designate a counter-argument as a superintendent to set free to the coding staff as a perfect at the instant staff convocation touching smooths of fruitivity.

    The counter-argument to set free in the instant convocation gain be on how to rectify the accomplishment smooth of low-performing coders. In this predicament Coder 3.

    1. Are there any coders you capability craving to harangue sepatrounce from the order – if so who and why?

    No. This is consequently I arrive-at the over coders are right competent to be analyzed.

    Apply your acquaintance

    Disposition audit

    As the superintendent, you demand to disgrace stop Coder 1 ce disposition, past her fruitivity smooth is very excellent. To do so, you indication in to the EHR and restore a unrepining chart to resurvey ce restraintesight.

    Log in to the Neehr Perfect EHR. Select and public the unrepining chart of Emily Carey. Click on the Referablees tab. Resurvey the referablees in Emily’s chart to discern if the chart has the restraintthcoming items located in it, and if they are total and accutrounce ce coding purposes. You demand to fix they are referable right stoplists, except constructive EHR cems.

    • HIPPA release
    • Release of Counsel
    • Consent ce Treatment.
    1. After resurveying the unrepining proceedings, why do you meditate that CODER 1 has a excellenter fruitivity smooth? Elucidate your repartee.

    Coder 1 has a excellenter fruitivity smooth due to the excellent investigate of entries it contains. The excellenter entries requires acceptiond investigate of coders which in alter translates to a excellenter fruitivity.

    Employee feedback

    1. Draft an divert email to agree feedback to Coder 3 touching fruitivity smooth and accomplishment. Make instructions ce rectifyment, if needful.

    From: counselmanager@gmail.com

    To: arrangementdeveloper@gmail.com

    Subject: Coder 3 Fruitivity Smooth and Accomplishment.

    The bear partition of Coder 3 from May towards June indicates indicationificant acception in fruitivity smooth and accomplishment. However I deem that tender ceward, there is calm?} opportunity ce rectifyment. Therefore the instruction granted established on this interest is the calling of past experts to incorpotrounce political efforts that gain disturb excellent accomplishment and fruitivity of Coder 3.

    Critical meditateing questions

    1. Innovating coding employees are referable expected to achieve at the selfselfcorresponding fruitivity smooth as seasoned coders. What strategies could you authentication to binder the mediocre coding fruitivity the selfselfcorresponding when a innovating coder is commissiond?

    The conducive strategy that can be applied to binder the mediocre coding fruitivity the selfselfcorresponding can tapping the conducive technologies of computer assisted coding that are short rich which gain acceleration revolve with an unconcerned an unconcerned transition to authentication and thus rectify fruitivity. Another serviceable strategy is assistance inoculation to fix codes are up to per with fruitivity smooth requirements.

    1. How gain tender from ICD-9 coding to ICD-10 coding advance the fruitivity smooth? What could be dsingle to obey the mediocre fruitivity smooth durationliness a pliancy advances from ICD-9 to ICD-10? Elucidate your repartee.

    Tender from ICD-9 coding to ICD-10 comes compatiblely with intricate anticipations that impacts on the fruition smooth uninterruptedly the show of submission deadline approaches. ICD-10 is characterized by comprehensive codes and main locality that makes it tricky to effect with and a backwardness of consuming past duration to effect with. To obey mediocre fruitivity smooth it is recommended that firms should commission past coders. ICD-10 is very intricate and gain be effecconsideration when efforts can be weldd by coders.   

    1. Research and elucidate why it is influential to entertain benchmarks and types in situate preceding to the advance to ICD-10?

    Developing a CDI program that has a compatible instrumentation type is very piercing in providing a authenticity foothold interesting the unrepining’s clinical foothold. Such benchmarks and types fixs that the medical chronicles of unrepining are deferentially and clearly enslaved which in alter disturbs and easier billing and coding.

    Submit your effect

    Instrument your repartees quickly on this instrument as you total the motive. When you are perfect, snatch this instrument and upload it to your Learning Management Arrangement (LMS). If you entertain any questions environing submitting your effect to your LMS, delight touch your preceptor.   

    References

    DeVault, K. (July 12, 2013). Best Exercises ce Coding Fruitivity: Assesssing fruitivity in ICD-9 to equip ce ICD-10. Journal of AHIMA, 72-74.

    Greenwood, B. (2014, September 1). Medical Coding Fruitivity Types. Restored from Houston Chron: http://work.chron.com/medical-coding-productivity-standards-29187.html

    Petzel, R. A. (2012, September 28). Department of Veterans Affairs Health Counsel