Inpatient Coder Essay

When analyzing an inpatient coder, you should look at the purpose of the job, the job function, and the qualifications needed for the job. An inpatient coder is “a medical coder that work to assign codes to medical diagnoses and treatments for inpatient facilities.” The purpose of an inpatient coder is to execute audits in agreeing with “ABC’s Health System’s annual compliance work plan” and arrange a draft or verbal conveyance to the “Coding Compliance Manager and/or Corporate Compliance Officer. “To become an inpatient coder there are certain qualifications needed. Most if not all inpatient coders most have a high school diploma. Several hospitals and healthcare facilities require inpatient coders to at the least an associate’s degree in …show more content…
With being an inpatient coder there are several responsibilities and duties they should be able to perform. Inpatient coders should be able to analyze a patient’s medical chart and physician’s notes. Another responsibility for an inpatient coder is that should be able to assign the appropriate code for a patient’s diagnosis. All inpatient coders most be as precise as possible. To make sure the coder is precise they may need to speak with the physician or the nurse to get accurate information. Also an inpatient coder uses the comprehension of ICD-9-CM, CPT-4, and other coding rules. And lastly an inpatient coder should have the understanding of subjects like anatomy medical terminology, and be able to identify abbreviations, and recognize diseases to be able to code precisely. (Latour, …show more content…
Recruiting is basically finding reliable employees and keeping them from going out find somewhere else to work is called retention. Each position has a description as to what they look for in a candidate before they recruit them. Before a manager begins to recruit, they should be fully aware of the organizations guidelines and look for help from the human resources department before the space is advertised. When it comes down to recruiting someone for the job, the recruiter has to make sure do they want to hire someone that’s already employed in the facility or do they want to venture out and find a candidate. Say for instance if management haven’t filled the job, they go about posting the position in many ways like the internet, “recruitment sites,” or even go back and contact someone who has applied for the position before. Also when applying for a job, a candidate may even submit a resume, to show the recruiter their work experience and educational upbringing. After potential employees have submitted their applications, the manager and HR will find the candidate who is most suited for the job. The manager will most of the time conduct an interview with the candidate. Also the manager and HR may administer test to find out the reliability, validity, ability, and honesty of the candidate they are interviewing. When HR is interviewing the