MVCC Clinical Coding Integral Part In HIM Coding Job Descriptions Essay

Question Description

Each question should be answered in paragraph form. So A, a1,a2,a3,a4 continued.. fully detailed . please follow the rubric.. workcited page in apa format

A. Analyze the various responsibilities of a coding manager by doing the following:

1. Describe the responsibilities of inpatient and outpatient coders within a healthcare organization.

2. Describe the purpose of a clinical documentation improvement (CDI) program.

3. Explain how you would evaluate the qualifications of potential coding candidates for employment.

4. Explain strategies that focus on staff retention.

B. Explain how the responsibilities of the charge description master (CDM) committee bring coders, billing staff, and CDM staff together to ensure revenue cycle success.

C. Develop strategies for improving both coding accuracy and coding productivity, and explain how a coding manager would use these strategies.

D. Acknowledge sources, using APA-formatted in-text citations and references, for content that is quoted, paraphrased, or summarized.

RUBRIC

A1. INPATIENT AND OUTPATIENT CODERS.:

NOT EVIDENT

A description is not provided.

APPROACHING COMPETENCE

The description does not accurately identify the responsibilities of an inpatient coder or does not accurately identify the responsibilities of an outpatient coder.

COMPETENT

The description accurately describes the responsibilities of an inpatient coder and an outpatient coder.

A2. CDI PROGRAM:

NOT EVIDENT

A description is not provided.

APPROACHING COMPETENCE

The description does not accurately describe the purpose of a clinical documentation improvement (CDI) program.

COMPETENT

The description accurately describes the purpose of a clinical documentation improvement (CDI) program.

A3. APPLICANT EVALUATION:

NOT EVIDENT

An explanation is not provided.

APPROACHING COMPETENCE

The explanation does not describe criteria used to consider potential coding employees or does not logically discuss how criteria for evaluating potential candidates for employment would be used.

COMPETENT

The explanation describes the criteria used to consider potential coding employees and logically discusses how the criteria would be used to evaluate a potential candidate for employment.

A4. RETENTION STRATEGIES:

NOT EVIDENT

An explanation is not provided.

APPROACHING COMPETENCE

The explanation describes inappropriate retention strategies and does not explain how these strategies can be useful in retaining health information management staff.

COMPETENT

The explanation describes appropriate retention strategies and explains how these strategies can be useful in retaining health information management staff.

B. CDM COMMITTEE:

NOT EVIDENT

An explanation is not provided.

APPROACHING COMPETENCE

The explanation does not describe CDM committee responsibilities; does not logically discuss how CDM committee responsibilities bring together coders, billing staff, and CDM staff; or does not justify how bringing together these individuals ensures revenue cycle success.

COMPETENT

The explanation describes the responsibilities of the CDM committee; logically discusses how these responsibilities bring together coders, billing staff, and CDM staff; and justifies how bringing together these individuals ensures revenue cycle success.

C. CODING STRATEGIES:

NOT EVIDENT

An explanation of developed strategies is not provided.

APPROACHING COMPETENCE

The explanation does not describe 35 strategies for improving both coding accuracy and coding productivity, does not justify how each strategy improves both coding accuracy and productivity, or does not explain how each strategy would be used by a coding manager.

COMPETENT

The explanation describes 35 strategies for improving both coding accuracy and coding productivity, justifies how each strategy would improve accuracy and productivity, and explains how each strategy would be used by a coding manager.

D. APA SOURCES:

NOT EVIDENT

The submission does not include in-text citations and references according to APA style for content that is quoted, paraphrased, or summarized.

APPROACHING COMPETENCE

The submission includes in-text citations and references for content that is quoted, paraphrased, or summarized but does not demonstrate a consistent application of APA style.

COMPETENT

The submission includes in-text citations and references for content that is quoted, paraphrased, or summarized and demonstrates a consistent application of APA style.

PROFESSIONAL COMMUNICATION:

NOT EVIDENT

Content is unstructured, is disjointed, or contains pervasive errors in mechanics, usage, or grammar. Vocabulary or tone is unprofessional or distracts from the topic.

APPROACHING COMPETENCE

Content is poorly organized, is difficult to follow, or contains errors in mechanics, usage, or grammar that cause confusion. Terminology is misused or ineffective.

COMPETENT

Content reflects attention to detail, is organized, and focuses on the main ideas as prescribed in the task or chosen by the candidate. Terminology is pertinent, is used correctly, and effectively conveys the intended meaning. Mechanics, usage, and grammar promote accurate interpretation and understanding.

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