Florida Gulf Coast University Employee Appraisal Paper

Transcript

Capstone Video: Employee Counseling

[ Music ]

>> You wanted to see me, Ms. Gonzales?

>> Yes, Amanda. Take a seat.

>> Thank you.

>> Yes.

>> You want me to close the door?

>> Please do. Have a seat. Thank you for coming in. I know it’s a busy afternoon. Do you know why I wanted you to come in?

>> My three-month evaluation?

>> Right. Everyone’s first three months is usually probationary, so this is where we look back and see how well things have been working out for both you and the hospital.

>> Right. Right.

>> Okay. So we have some concerns that I wanted to bring up with you. Now, we know that you’re still getting used to the job and that you’re a very hard worker. We also know that you’ve had to get used to some new functions that you might not have thought came with the job. So bearing all that in mind, we do have some questions over instances where information wasn’t released appropriately. That’s an issue of great importance here, as you know.

>> I know. What sort of instances are you referring to?

>> Well, there have been some breaches of privacy, some instances where subpoenas didn’t arrive at court on time, information being released inappropriately, and occasionally less than satisfactory customer service.

>> I’m surprised, and a little disappointed to hear that.

>> Is there anything you want to tell me about those instances?

>> Well, first of all, I certainly haven’t intentionally failed to carry out anything that anyone’s asked me to do.

>> I’m sure.

>> Sometimes I do think, though, that what’s asked of me reaches an unreasonable level. I mean, there is always the job in my department and then there’s people — walk-in requests from other departments, and then the doctors come in wanting their records to be pulled immediately, and it all really adds up to an almost unmanageable level of stress. I say almost unmanageable, but I really thought I was keeping up. As far as the instances are concerned, I can’t speak to them because I don’t know what specific events you have in mind.

>> Well, fair enough. One instance refers to information that was copied and released to someone who claimed to be the spouse of a patient, but this was done without the patient’s consent, as required.

>> I’m sorry. I don’t know when that happened.

>> Okay. There’s an instance where an attorney gave you valid consent for copying certain documents in a patient’s record, but you ended up giving them the entire record.

>> I don’t know what to say.

>> In another instance you used the system to directly fax a patient’s records to a physician’s office, but since you didn’t follow the correct procedure, the wrong physician got the record. You get the picture. These are just representative of the problem areas that we’ve identified that we need to work on with you. Do you understand? Okay. Amanda, so moving forward, this is what I’d like to do. First, I’d like you to review the policy and procedure manual section on all the various ROR requesters. I really think a lot of these problems can be lessened if you have a more thorough understanding of exactly what constitutes a valid consent depending on the requester.

>> Right. I’m glad to do that.

>> And there are two other things I’m going to have you do also. One is I want you to meet with Jessica, the assistant director. She’s going to be taking you through some additional training over the next month. I really think that will help you.

>> Fine. I agree.

>> Also, I think you’re a candidate for a workshop being held next month. The topic is Release of Information and HIPAA Compliance. It should cover some interesting material on confidentiality and privacy of patient information.

>> Great.

>> Yes.

>> I’m glad to go.

>> Okay. And I think I’ll send you on that. Okay. Lastly, I would like to follow up with you in the next four weeks just to see how your job performance is going. I really think that with some additional training and time you’re going to be fine.

>> Good. I’m sure I’ll be able to smooth out my rough edges with all the help you’re offering me.

>> If you ever have any questions when something ROR related comes up, please don’t hesitate to ask the ROR supervisor or me for help. It’s much better than being unsure and making a decision anyway that turns out to be wrong.

>> I will. Thank you.

>> Thank you, Amanda.

Watch the video entitled, “Employee Counseling”, and answer the following questions.

1.Was the new employee evaluation handled appropriately and in a timely manner? How soon should the HIM director follow up with her?

2.What could the HIM director have done differently during Amanda’s probationary period that would have contributed to a better overall job performance?

3.Why should there be a probationary evaluation?