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92 Cards in this Set
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Amanda, an EHR project manager, wants to increase her implementation staff's problem-solving skills. Which of the following approaches is likely to have the best and most long-lasting results? - request that Human resources provide an online module teaching program-solving skills - provide training to develop an EHR implementation work team - take a field trip to a neighboring facility known for project management - hire a consultant to assess the EHR implementation strategies |
provide training to develop an EHR implementation work team |
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LaToya Evans has accepted a new position and has given her current manager one month’s notice. Human Resources has made an appointment with LaToya to discuss her benefits, investment plan, and an exit interview. The primary value of an exit interview is - changing the employee's mind - compliance with labor laws - improving the organization - finding out more about the competition |
improving the organization |
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Tina, the coding supervisor at Highlands Hospital, has heard rumors that her facility is starting a coding training program. Rumor also has it that the HIM director is trying to recruit the coding supervisor from a neighboring hospital to head up the training position. Tina makes the following statement to the assistant director: "I'm obviously not good enough for the training position. Perhaps I should resign." How should the assistant director respond? - assist Tina in developing her career goals - ignore Tina's statement - guarantee Tina that she will be considered for the position - refer Tina to the Employee Assistance Program |
assist Tina in developing her career goals |
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Jason, an HIM educator, plans to lecture on department design and the legislative act or agency that was created to ensure that workers have a safe and healthy work environment. Which of the following legal issues will he describe? - Taft-Hartley Law - Labor Management Relations Act - OSHA - Wagner Act |
OSHA
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Rachel's work performance has diminished over the last two weeks. In addition, she has uncharacteristic mood swings and has exhibited difficulty concentrating. She is also having difficulties with tardiness and attendance. As her supervisor, you meet with Rachel to discuss your concerns. She reveals that she is struggling financially. What action should you take? - refer her to the Employee Assistance Program - terminate her - put her on probation - assure her that as long as she can perform her job acceptably, her personal life is none of your concern |
refer her to the Employee Assistance Program |
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Fareeda's methods improvement objectives are to use an organized approach to determine how to accomplish a task with less effort in less time or at a lower cost while maintaining or improving the quality of the outcome. Frequently, methods improvement is referred to as - work simplification - benchmarking - data quality improvement - work distribution |
work simplification
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Dana has prepared a performance appraisal for one of her employees. As the HIM director reviews the evaluation, he notes that the employee received an overall rating of "needs improvement." After reading the comments, the director asks Dana to document specific performance improvement recommendations. Dana is unable to do so because she is basing her assessment on her memory of incidents that have occurred over the past year. The director suggests that Dana reassess the employee's evaluation because, ideally, performance appraisals should occur - be signed off by 2 supervisors - document specific performance levels - praise all staff workers to avoid a lawsuit - contain a day-by-day assessment |
document specific performance levels - without proper documentation, an evaluation of "needs improvement" will be difficult to justify |
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You are preparing a training program for specific functional areas of the department (e.g., coding, transcription, etc.). Which of the following is the primary factor to consider in developing an effective training program? - number of employees to be trained - objectives of each functional area - cost of training the employees - credentials of the employees |
objectives of each functional area |
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Chris and Amy, two coders on your team, have come to you complaining that Jane, the discharge clerk, is deliberately holding back charts, causing a coding backlog. You are not sure Jane is really the cause of this problem because Chris and Amy have a history of blaming others for their work-related delays. To determine if Jane is truly a "problem employee" it would be best to first - discretely ask other employees if they are having similar problems with Jane - request assistance from the Human Resources Department - determine the source of the conflict - observe Jane's interaction with others |
determine the source of the conflict |
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In your new position as director of Health Information Services, you have noticed that department supervisors arbitrarily allow employees to make up missed time due to absences. You decide that you need a policy to reinforce the attendance policy and cut down on tardiness and absences. Which policy statement would support your overall departmental goals? - advance approval is required for changes in work schedule and depend on department operations - changes in work schedules must be approved in advance and depend on departmental operations - sick days can be used in lieu of time missed due to tardiness or absences - no makeup time for absences and tardiness is allowed |
changes in work schedules must be approved in advance and depend on departmental operations |
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Selena works 40 hours per week at Rio Grande Radiology, which pays time-and-a-half for overtime and double-time for holidays. During the past week, Selena took six hours of unpaid personal leave and worked an eight-hour holiday. How many hours will Selena be paid? - 50 - 42 - 48 - 34 |
42 |
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Hannah arrives for work Monday through Friday any time between 7:00 and 9:00 AM, is on the job until at least 3:00 PM, and then may leave any time between 3:00 and 6:00 PM. Hanna's schedule is an example of - the staggered work hours program - variable work schedule - the 8/80 workweek - flextime |
flextime |
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There are a variety of approaches to career development. Which of the following is not one of the recognized strategies? - coaches focus on the learning process, guiding the employee in developing knowledge and skills - mentors have a formal relationship with the proteges, providing expert advice based on personal career experience - HR recruiters refer employees for new opportunities within the organization - supervisors may identify employee potential and set goals, particularly in performance evaluations |
HR recruiters refer employees for new opportunities within the organization |
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Krista combined her HIM and legal education and is now a risk manager. An employee has a complaint that may be considered a grievance. She should listen to the employee and then
- deal with the issue as if it were a bona fide grievance - ignore the complaint until it is in writing - put the complaint aside to see if other employees complain about the same issue - deal with the complaint only if the employee seldom complains |
deal with the issue as if it were a bona fide grievance |
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Niagara Falls Health Center needs occasional help in coding to remain current. Rena, the coding manager, is seeking an individual who is available evenings and weekends and will be responsible for his or her own actions. At a regional HIM meeting, Rena announces that she is looking for a(n) - consultant - part-time employee - statutory employee - independent contractor |
independent contractor |
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All of the following principles are illustrated in an organization chart except - chain of authority - unity of direction - span of control - unity of command |
unity of direction all three are among Fayol's 14 principles, though unity of direction refers to all workers being aligned toward one single outcome |
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Christina is a pharmacy tech who recently earned her RHIA. She is interviewing to become a representative of an international pharmaceutical firm. She would work from home, log in to the corporate website several times a day, and make calls on various pharmacies in her territory. She would visit headquarters about once a quarter. This proposed work arrangement can best be described as - flextime - consulting - outsourcing - telecommuting |
telecommuting |
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Federal legislation has a significant impact on the workplace. Which of the following requires employers to make reasonable accommodations for individuals to perform essential job functions? - Americans with Disabilities Act - Equal Opportunity Employment Act - Rehabilitation Act - Age Discrimination Act |
Americans with Disabilities Act |
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One of your new employees has just completed orientation, receiving basic HIPAA training. You are now providing more specific training related to her job. She asks whether the information she provided during the hiring process, as well as benefits claims, are also protected under HIPAA. Which of the following can you assure her that the Human Resources Department protects? - all personal health information (PHI) - OSHA information - benefits enrollment - Employee Assistance Program contacts |
all personal health information (PHI) |
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The transcription area has an opening for a transcriptionist with demonstrated skill in medical and surgical reports. Which of the following types of tests should be administered? - stress - skill - personality - intelligence |
skill |
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Miranda has decided to accept a position as a manager in a large health system. A key factor was the opportunity to work for a transformational leader. In determining whether the Health Information director is a transformational leader, which of the following characteristics would concern her? - dependency - mentoring - risk taking - charisma |
dependency |
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Mission Health Systems has contracted with an agency to conduct recruitment and screening of potential candidates. This approach is called - decentralized hiring - consulting - partnership - outsourcing |
outsourcing |
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Employers may be able to demonstrate that age is a reasonable requirement for a position. What is an exception to the Age Discrimination Employment Act (ADEA) called? - job description essential - there is no such exception to ADEA - bona fide occupational qualification - essential element for employment |
bona fide occupational qualification |
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Health care is known for rapid change. Melissa, an RHIA who has just been hired as a systems analyst in Information Technology, understands the importance of being a positive change agent. Which of the following approaches would be LEAST likely to support her approach? - holding on to the vision - easing up on delegating - being available to listen to staff - measuring and celebrating success |
easing up on delegation |
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According to Frederick Herzberg, challenging work, recognition of workers and their accomplishments, and employee self-improvement are examples of - hygienic factors - motivators - needs - maintenance factors |
motivators
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When analyzing discipline problems, which of the following should be considered? - the seriousness of the problem - the prior performance of the employee in question - the frequency of the problem - all answers apply |
all answers apply |
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Samantha is the evening discharge analysis clerk. As the evening supervisor, you personally trained her regarding the correct job procedures and policies. Within the last two months, Samantha has received an oral and written warning for failure to follow job procedures. Your facility utilizes a progressive discipline system. What is the next appropriate step? - oral reprimand from the evening supervisor - demotion - written warning from the director of the department - suspension |
suspension |
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Your job description states that as assistant director of the HIM Department, you will supervise day-to-day operations for the record processing, transcription, and release of information areas. What principle of management is described? - specialization - span of control - centralized authority - delegation |
span of control |
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Trevor is a new scanning technician. To fulfill your responsibility as a supervisor and to help him learn and complete his work correctly, the best raining resource to use would be a - job procedure - service level agreement - organization policies and procedures manual - job description |
job procedure |
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job procedure |
a step-by-step description of how to proceed, from start to finish, in performing a task properly |
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job description |
a formal account of an employee's responsibilities |
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As an HIM supervisor, one of your employees reports that a coworker has returned from lunch on numerous occasions with the smell of alcohol on his breath. What is the best approach in handling this problem? - terminate the employee immediately - handle the work situation as you would any other disease that affects an employee's work - confront the employee and place him on suspension for 1 week - ignore the report because it is hearsay |
handle the situation as you would any other disease that affects an employee's work |
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Mary Ellen Smith has been an excellent biller for the past 5 years. Lately, you have noticed that she has the highest error rate and the lowest productivity rate of the entire billing section. She also seems to be distracted and unhappy. You have a conversation with her and she confides that she is having many "personal problems" that are causing her enormous stress. As her supervisor, you - accept this explanation and determine that is is probably a temporary situation - refer her to the Employee Assistance Program - issue a written warning with a date to review her progress - issue a verbal warning to Mary Ellen to shape up |
refer her to the Employee Assistance Program |
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Mark Beck is a new graduate preparing for an interview. In school, he had the opportunity to role-play a technique that requires applicants to give specific examples of how they have performed a specific task or handled a specific problem in the past. This technique is becoming more popular and is known as a(n) - targeted interview - audition interview - structured interview - behavioral interview |
behavioral interview |
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Which of the following is not an advantage of teams? - team-based decisions are generally more widely accepted than managerial decisions - teams can develop new leaders - teamwork can enrich jobs and provide a variety in work assignments - successful teams have a dominating leader |
successful teams have a dominating leader |
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Southwest Health System has numerous semiretired staff. The Human Resources Department has provided training regarding the Age Discrimination in Employment Act (ADEA). They emphasized that it protects employees and applicants between what ages? - 62 and 85 - 40 and 70 - 50 and 75 - 45 and 99 |
40 and 70 |
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One of the most common rater biases that affect an employee's evaluation is the "halo effect," which suggests that the supervisor - is too lenient or too strict in rating employee performance - bases the employee evaluation on behavior in the most recent period rather than the entire evaluation period - rates everyone as average - rates the employee on the basis of a strong like or dislike of the person |
rates the employee on the basis of a strong like or dislike of the person |
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Using Donabedian's framework for quality assessment (structure, process, and outcome), which of the following is an appropriate human resource outcome? - salary and benefits are comparable to competitors - organizational climate is improved - turnover rate is reduced - none; Donabedian is a clinical framework |
turnover rate is reduced |
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A union is engaged in an organizing campaign in a hospital facility. Which activity should management personnel AVOID during this time? - promising employees a pay increase or promotion if they vote against the union - telling employees of the disadvantages that may result from belonging to a union - telling employees the benefits they currently enjoy - telling employees that they are free to join or not join any organization without threat to their status with the facility |
promising employees a pay increase or promotion if they vote against the union |
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At Orientation a new employee receives the Employee Handbook. All of the following information about the Employee Handbook is true, EXCEPT that - it must be reviewed periodically by legal counsel to avoid legal risk - a receipt must be documented in writing - it provides policies and procedures developed by management - it provides a contractual obligation to continued employment |
it provides a contractual obligation to continued employement |
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Postage charges for Health Information Services have increased over the last quarter. As the director, you have seen mail envelopes that have been meter-stamped that did not appear to be official hospital business. The best course of action is to - remove the postage meter from the department - keep a watchful eye to see who is using the postage meter improperly - call a department meeting and issue employee warnings - put one person in charge of the meter |
put one person in charge of the meter - although putting one person in charge of the meter may not stop the abuse of the postage meter, it is the best first course of action to take. Removing the postage meter from the department or calling a department meeting and issuing employee warnings would be too drastic, and keeping a watchful eye to see who is using the postage meter improperly is not efficient use of a manager’s time. |
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Rita Mizner, MBA, RHIA, is director of Information Services for Mt. Sinai Medical Center. She is well respected for a management style that empowers her staff. All of the following are characteristics of effective delegation, EXCEPT - agreeing on performance standards - providing necessary resources - retaining authority to make key decisions - explaining exactly what needs to be done |
retaining authority to make key decisions - to be effective, authority needs to be delegated along with responsibility |
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The teaching method selected by an instructor influences the student's ability to understand the material. Instructor-led classrooms work best when - you want to minimize the cost for training - employees from all departments must be trained - in-depth training and interaction are desired - there are three shifts of employees to train |
in-depth training and interaction are desired - in-depth training and interaction are best obtained in an instructor-led classroom style of training. "There are three shifts of employees to train," "you want to minimize the cost for training," and "employees from all departments must be trained" are disadvantages of instructor-led training. Instructor-led training becomes expensive and time intensive when scheduling and training many shifts of employees from all departments. |
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You work in a unionized organization and have filed a grievance. Which of the following will most likely take place? - the facility policies and procedures for prompt and fair action on any grievance will be followed - you can be terminated for registering a grievance - the grievance procedure regulations stipulated in the union contract will be followed - the time from complaint to resolution should be no longer than 90 days |
the grievance procedure regulations stipulated in the union contract will be followed - it is illegal for an organization to fire an employee for filing a grievance. The union contract stipulates the policy and procedures for resolving grievances. You would need to refer to the union contract for any specific time boundaries. |
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As telecommuting becomes more common, HIM supervisors will increasingly need to evaluate employees for these virtual office opportunities. Typical criteria include all the following EXCEPT that the employee - checks in frequently with the supervisor - is computer literate - successfully plans a work production schedule - independently identifies work products |
independently identifies required work products |
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absenteeism rate |
absenteeism rate: worker days lost during period X 100 / (avg. number of workers) (number of days in period) |
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Which of the following HIPAA components would the general New Employee Orientation training most likely cover? - job-specific training (e.g. patient's right to amend record) - marketing issues - physical/workstation security - business associate agreements |
physical/workstation security - "Physical/workstation security" training would be appropriate for all employees in general orientation training. - "Marketing issues" and "business associate agreements" are higher level functions that would not be performed by all new employees. -"Job-specific training (e.g., patient's right to amend record)" would be better suited to training in the department in which the employee will work. |
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Grace Holt, RHIA, is the HIM Department Manager. She is reviewing interviewing techniques with Maria Hernandez, RHIT, as she prepares to interview for a new analyst. Grace recommends that Maria should - phrase questions so the expected answer is encouraged - talk down to the applicant to show authority - politely interrupt as necessary to seek clarification - ask questions that encourage a yes or no response |
politely interrupt as necessary to seek clarification |
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Kimberly Wolf wants a Mercedes and the position of vice president of Information Services. She feels that achieving these goals will provide her with a sense of achievement, prestige, and reputation in the eyes of others. At what level of Maslow's hierarchy of needs is she operating? - esteem - safety - basic physiological - self-actualization |
esteem |
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Holly is the day supervisor who works from 7:00 AM to 4:00 PM. Kim is the evening supervisor who works from 2:00 PM to 11:00 PM. Sarah is a transcriptionist who works from 10:00 AM to 7:00 PM, which overlaps the day and evening shifts. Sarah asked Holly, the day supervisor, if she could leave early for personal reasons. Holly said Sarah could leave early if Kim, the evening supervisor, agrees. Which theory of management does this situation violate? - unity of command - specialization of labor - formal theory of authority - span of control |
unity of command |
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To ensure consistency of coverage among trainers, you may want to develop - meeting handouts and minutes - training manuals - ongoing training to keep the issues in front of the workforce - signed confidentiality statements acknowledging receipt and understanding of any training attended |
training manuals - Training manuals would help ensure consistency of coverage of the materials among trainers. - "Meeting handouts and minutes" and "signed confidentiality statements acknowledging receipt and understanding of any training attended" serve to help in documenting the training that was given. - "Ongoing training to keep the issues in front of the workforce" - in addition to initial training, the security rule requires ongoing training/reminders. |
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Under the Immigration Reform and Control Act, all of the following apply except - applicant must have I-9 documentation - undocumented workers may not be hired - noncitizens may not be discriminated against - US citizens must be given preference |
US citizens must be given preference |
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Emma Miller, RHIA, interviewed one applicant for the new position of data analyst and subsequently hired the applicant. During the 20-minute interview, she told the applicant about the department and hospital and what the job entailed. Much to Emma's disappointment, this newly hired employee did not work out. What went wrong? - Emma did not allow enough time for the interview - Emma failed to interview enough applicants - Emma should not have told the applicant anything about the hospital because that is the responsibility of Human Resources - Emma asked too many questions during the interview |
Emma failed to interview enough applicants |
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Under the Americans with Disabilities Act (ADA), prior to employment, it is illegal to require a - typing skill test - math aptitude test - coding proficiency test - physical exam |
physical exam |
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As the manager of the billing department, Jessica has heard from her employees that rumors have been circulating throughout the hospital concerning centralization and layoffs. At a meeting with the CFO, all departments were asked to cut back 15%. What should Jessica tell her employees? - tell one employee who likes to spread rumors so employees will learn from each other - share with employees the facts because she knows them from the meeting - no one in the HIM department will be laid off - nothing; it would only depress them |
share with employees the facts because she knows them from the meeting - managers should not attempt to "water down" information, even if it is bad news. Fueling the grapevine can also lead to additional misinformation. Managers should make every effort to communicate factual information to their employees in a calm and timely manner. |
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Your organization's employees consist of a mixture of women and men. The women are of all ages, some are single mothers, others are married women with no children, and still others are women who care for older parents at home. The men also have varying personal lifestyles. Human Resources has designed a new benefit program that allows employees to choose from an array of benefits based on their own needs or lifestyle. The new benefit program is called a(n) - cafeteria benefit plan - prepaid benefit plan - employee-driven benefit plan - flexible benefit plan |
cafeteria plan |
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Puget Sound Health System has set hiring goals and taken steps to guarantee equal employment opportunities for members of protected groups (e.g., American Indians, veterans, etc.). It is complying with - Minority Hiring Act - Affirmative Action - Equal Pay Act - Civil Rights Act |
Civil Rights Act |
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Gary's primary concern is job continuity and adequate health insurance for his large family. What level of Maslow's hierarchy of needs does Gary operate from? - safety - physiological - esteem - self-actualization |
safety |
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Human Resources use a systematic procedure to determine the relative worth of a position to the organization. When this approach is used, compensation for the position is most likely based on - job planning - job survey - job ranking - job evaluation |
job evaluation |
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Employers are required to report the status of employees to the federal government. You plan to hire an ICD-10 trainer for six months with the skills to perform the training. This employee would likely be reported as - a full-time employee - a part-time employee - a project-based independent contractor - a leased employee |
a project-based independent contractor |
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Human Resources provide training for new supervisors. It includes discussion of the Equal Pay Act, which was passed to eliminate discrimination based on which of the following? - personal productivity, such as an incentive compensation system - seniority of the employee - employee gender - merit of the employee |
employee of the gender |
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Employee turnover is expensive and stressful on staff and reflects poorly on managers. The best defense against employee dissatisfaction is - weekly departmental meetings - the employee handbook - open and honest communication - written policies and procedures |
open and honest communication - weekly department meetings, having an employee handbook, and written policies and procedures are all part of the necessary open and honest communication. |
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Yanique is a new supervisor at a mental health facility. She discovers that one of her employees has shared her password with a coworker. This action violates policies and procedures and is the first occasion of difficulty with this employee. Disciplinary action should be taken by - immediately dismissing the employee - waiting for another occurrence to act - asking for guidance from Human Resources and then acting - referring the action to Human Resources |
asking for guidance from Human Resources and then acting |
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Charles Jones is employed as a regional coding consultant by a corporate hospital chain. In the organization chart, this position would be - not shown, because it is a consulting position - shown as a line position - shown as a staff position - not shown, because this function is outsourced |
shown as a staff position |
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In developing a training "to-do list," Susan is reviewing the staff and what general training and specialized training topics would be necessary. What tool would be most helpful in organizing this information? - a "train-the-trainers" training manual to help in consistency in training - documentation of previous orientation training to see what has already been covered - spreadsheet with grids identifying who needs what type of training - Gantt chart to show who gets trained when |
spreadsheet with grids identifying who needs what type of training |
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University Health Systems is focusing on fostering a learning environment in the organization. Which of the following characteristics is NOT required? - formal and on-the-job training - reflection on learning - academic organization - intentional career development |
academic organization |
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Eva Pulaski supervises the electronic document management (EDM) section. She is preparing a report that includes a graphic that displays data over time and provides an excellent visualization of quality and quantity trends. This style of a report is called a(n) - run or control chart - correlation analysis - scatter diagram - Pareto chart |
run or control chart |
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Summer is the document imaging manager. She has had a meeting with the scanning clerks. They are complaining that the pay rate for their position is too low in their facility. What would be the best way to deal with this complaint? - Work with HR on a job evaluation and current wage and salary survey - submit a request for merit raises for all scanning clerks - listen to the complaint and recommend applying for a higher position - explain that health care cost containment means little money for raises |
work with HR on a job evaluation and current wage and salary survey - a common and easy solution to this problem is to ignore the complaint, although this will not solve the problem; it will only prolong it. If the clerks complain that their job rate is too low, a job evaluation seeks to determine the position's relative worth to maintain pay equity within the organization, and a wage and salary survey helps in determining the market value of the position. |
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Virginia is the Record Processing Coordinator, which is a lead position. She has an excellent work record and is able to assist in most work areas of the department. She knows that she could easily get another job within the hospital for the asking. Recently, she has been arriving late and has been uncooperative in dealing with others. As her immediate supervisor, what is the BEST first step in dealing with this situation? - suggest that she transfer to another department - counsel her by encouraging self-analysis and problem-solving processes - ignore the situation and hope she will return to being a good employee - institute progressive discipline |
counsel her by encouraging self-analysis and problem-solving processes |
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As manager of release of information, you supervise an employee who has been a correspondence clerk for many years. Her performance has gradually diminished and has become substandard. What method would most likely prove to be INEFFECTIVE in assisting this employee in improving her performance? - delegating special assignments - threatening to fire the employees - asking the employee to cross-train with other employees - creating an action plan with the employee |
threatening to fire the employee |
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Which of the following employees is exempt under the Fair Labor Standards Act? - an RHIA who performs record analysis and coding 90% of the time and who supervises three employees - the department secretary who spends 100% of her time performing clerical duties for the Director of Health Information Services - an RHIT who manages the Health Information Services department and is involved with planning and decision-making activities 90% of the time - a file clerk who spends 100% of the time on filing activities |
an RHIT who manages the Health Information Services department and is involved with planning and decision-making activities 90% of the time |
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Research has shown that productivity increases with all of the following actions except when - employees are rewarded for extra output - it is measured - the office environment is re-engineered - it becomes the primary goal of management |
the office environment is re-engineered |
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Human Resource managers increasingly advise which of the following as the best approach for obtaining a legally sound and reliable reference? - a telephone reference from a personal friend of the applicant - a telephone reference from a former supervisor of the applicant - a written reference from a former supervisor of the applicant - a written reference from the HR department of the applicant's former employer |
a telephone reference from a former supervisor of the applicant |
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Keith is director at a medical center that includes a daycare center and has several employees who have young children. He knows that it is important to be familiar with the provisions of the Family Medical Leave Act (FMLA), which includes all the following provisions EXCEPT - ensuring any job the employee is qualified for upon return - that it provides up to 12 weeks of unpaid leave annually - that it covers leave to care for a spouse, child, or parent - that both men and women qualify under the FMLA |
ensuring any job the employee is qualified for upon return |
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You are interviewing a candidate for a subpoena clerk position in the release of information section. Which of the following is the LEAST appropriate information to ask an interviewee to provide? - do you have family responsibilities that would keep you from remaining at a trial? - do you have transportation for attendance at depositions and court? - please share an experience where you had to determine applicable state law - please provide a copy of your most recent CE certificate and AHIMA membership |
do you have family responsibilities that would keep you from remaining at a trial? |
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There is an opening for a coder in a 150-bed acute care hospital. The position requires someone who can code from a wide variety of medical records using both ICD and CPT. Of the following candidates interviewing for this position, which would be the most appropriate to hire? - a graduate of a 2-year community college HIT program, RHIT eligible, with 1 year of outpatient coding experience - an RHIA with 5 years of supervisory experience in medical records who recently moved to this city and can find no other available position as a supervisor at this time - a high-school graduate who has applied for entry into the 2-year college RHIT program - a recent graduate of a 4-year HIM program, RHIA eligible, who hopes to become a department manager within 1 year |
a graduate of a 2-year community college HIT program, RHIT eligible, with 1 year of outpatient coding experience |
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The employee selection process increasingly involves a background check. All of the following are true EXCEPT - that the extent depends on the level of the employee's authority - that it requires the employee's consent - it is most useful in selecting the best candidate - it may include criminal and credit checks |
that the extent depends on the level of the employee's authority |
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The advantages of teams or committees over individuals in complex situations include all of the following EXCEPT: - authority can be counterbalanced - complex problems can be better assessed - decision making is accomplished more quickly - coordination and cooperation can be increased |
decision making is accomplished more quickly |
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Conflict is inevitable. What is the LEAST effective way to manage conflict? - do not intervene: creative solutions often come from conflict - limit or control interaction when emotions are intense - encourage the parties to compromise by each willing to lose part of their position - use an objective third party to seek a constructive outcome for both parties |
do not intervene: creative solutions often come from conflict |
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The HIPAA Privacy and Security Rule requires that training be documented. What methods of documenting training efforts need to be used? - training content, training dates, and attendee names - retention of training aids and handouts - signed confidentiality statements - meeting handouts and minutes |
training content, training dates, and attendee names |
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In your department, employee performance is rated using a continuous scale range of unsatisfactory through average to outstanding. Some other departments use a discrete system in which the supervisor assigns "fails to meet standards," "meets standards," and "exceeds standards." Both systems being used are - checklists - ranking methods - critical incident methods - rating scales |
rating scales |
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Rebecca, the revenue cycle manager, has received permission to check references for the candidate she would like to add to her team. Which of the following questions is the candidate's previous employer least likely to answer? - what was the reason for her leaving her previous position - what was her manager's personal impressions of her - what was her previous salary - what was her previous poistion |
what was her manager's personal impressions of her |
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Part of the employment application process is completing documentation required by the IRC. This compliance requirement is related to - HIPAA - immigration - criminal background check - disabilities |
HIPAA |
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Julian supervises the department's coding section. He notices that the coding technician is working 30 additional minutes each day before clocking in at her scheduled starting time. After discussing her timecard with her, he discovers that she is starting work early in order to check the unbilled account report. Under which act are you required to pay her for all hours worked? - Equal Pay Act - ERISA - Fair Labor Standards Act - National Labor Relations Act |
Fair Labor Standards Act |
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Nina is participating in Human Resources training for new supervisors and has a question for the presenter. "I have an employee who is at the top of the pay scale for her position. Do I still need to do a performance evaluation?" The presenter most likely answers, - "Yes, every employee deserves to know how he or she is performing and to set goals." - "No, once no salary increase can be provided, an evaluation is not necessary." - "Yes, at this stage, she should be asked to participate in evaluating other staff." - "Maybe, it is typically an optional process at this stage of employment." |
"Yes, every employee deserves to know how he or she is performing and to set goals." |
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Which of the following scenarios best describes job enrichment as a motivational technique? - Becky prefers to work where she can be active and have personal contacts. The supervisor rotates her through all clerical jobs in the department so that she can have variety in her work. - Cheryl's job keeps her fully occupied all day. In fact, she frequently has to rush to get the work completed daily. Cheryl's supervisor decides to remove some responsibility from her job so she has less stress. - Derek has worked in the department for several years. His supervisor decided to combine several jobs and add other tasks to enable Derek to use his knowledge and skills gained in school. With these increased responsibilities he is increasing his chances of being promoted. - Anna is an effective data analyst. In addition to her regular job duties, her supervisor has assigned her to special projects and committee assignments |
Anna is an effective data analyst. In addition to her regular job duties, her supervisor has assigned her to special projects and committee assignments. - Job enrichment involves assigning more challenging tasks and responsibilities without combining jobs, which is called job enlargement. Switching job tasks among employees is called job rotation. All of these are attempts to diversify work and motivate employees. Redesigning a job by removing responsibility, however, would probably not be a motivational factor. |
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As HIM director, you receive a call from the CEO informing you that she has received a complaint from a patient. The patient reported that one of the coders in your department revealed his diagnosis to his neighbor. What action is recommended? - Gather all the facts prior to meeting with the employee. - Terminate the employee immediately for violation of the confidentiality policy. - Immediately call a departmental meeting to discuss the importance of maintaining confidentiality. - Give the employee a written warning. |
Gather all the facts prior to meeting with the employee. - Even though a serious incident such as this could result in termination of an employee, it is important to gather all the facts prior to meeting with the employee to substantiate any claims. |
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Human Resources has recently provided training for and implemented a new performance appraisal system that includes input from managers, peers, and staff. This approach is typically known as - holistic appraisal - multifactor evaluation - 360-degree evaluation - group appraisal. |
360-degree evaluation |
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Natalie was an orientation counselor in college and knows that a well-designed program can help those new to a setting feel comfortable. As a new manager, she continues her commitment and contributes to new employee orientation. Which of the following statements about orientation programs is NOT true? - Proper training can enhance employee satisfaction. - The orientation assists the employee in learning about the workplace culture. - The most meaningful training program includes a peer "show and tell" format. - A good orientation program can substitute for a job-specific departmental training. |
A good orientation program can substitute for a job-specific departmental training. |
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Gina is the HIPAA Privacy and Security Officer and primary trainer for a regional health system. In determining how a certain department staff position uses health information, she must certainly review the - past performance evaluations of persons in the position - position or job description - facility policy and procedure on documenting training - facility policy on protecting health information. |
position or job description - A well-written job description includes what and how health information is used in a position. The job description would be the document Gina would review for choosing appropriate training levels for staff members in different positions. |
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Ty Ngynn is assistant director in Information Services. He has made an appointment with the director of Human Resources to discuss his recent trip to the state HIM meeting with his director, Wendy Richards. During the trip, Wendy repeatedly asked Ty to her room, suggesting they work on new plans for the department. When Ty declined, Wendy suggested it might not be worthwhile for him to attend future state meetings. The HR director should - provide Ty with additional training on resisting unwanted advances - take the complaint seriously and begin a sexual harassment investigation - explain that off-site events are outside the scope of the HR Department - explain that it is the Director's right to select who attends professional meetings. |
take the complaint seriously and begin a sexual harassment investigation |
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After receiving a completed requisitions to fill positions within the HIM Department, Human Resources can be most effective in recruiting qualified applicants with the assistance of a - current job description - departmental organizational chart - employee benefits handbook - salary schedule. |
current job description - job descriptions should be reviewed and updated before beginning the hiring process |
