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Explain each step in the SMART method used for setting job performance standards and developing personal performance goals.

Karen, the HIM coding manager, has evaluated the need for cross-training between the inpatient and outpatient coders in her facility. She is developing a training plan to develop each of the coders in the areas for which they need additional skills. She has introduced the following change management building blocks: awareness, desire, knowledge, ability, and reinforcement to help the coders move through the change. Which of the following models is Karen utilizing?

Eleanor is a release of information clerk in the HIM department. Once a quarter she meets with her supervisor to review her productivity and progress toward her annual goals. This represents which phase in the performance appraisal life cycle?

Describe the five performance management tools that can be utilized during a performance appraisal life cycle.

Explain how job redesign differs from job analysis.

Differentiate between a mission and vision statement.

Jane is responsible for developing the positions needed for scanning inactive records in anticipation of EHR implementation. Since she has no scanning experience, Jane called the supervisors of the scanning function at three different facilities to pick their brains in regards to scanning jobs. This method of data collection for job analysis is the:

Discuss at least three different uses for job descriptions in the HIM department.

Explain the steps in the progressive discipline process.

University Hospital made the decision to allow coders to code remotely from home. As preparations are made, some of the coders who were originally in favor of the idea are now reluctant to leave their workstations. This change phase is called: