HM 408

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Management for the
Health Information
Professional
Second Edition
Chapter 9
Performance Management in Health
Information Management

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Objectives
• Interpret healthcare organization policies and
procedures in relation to performance outcomes
• Describe the role performance appraisals play in
the oversight of HIM functions
• Demonstrate the use of performance improvement
plans in relation to performance appraisals
• Demonstrate completion of self-evaluations in the
performance appraisal process
• Conduct effective performance appraisal interviews

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Performance Improvement Terminology
• Define performance improvement
• Define job performance
• Define job performance standards
• Define performance management

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Human Resources and Performance Management
• Standardized performance management plan and
process for evaluating employee performance
• Major components of a performance management
plan
• Updated job descriptions
• Performance standards

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Performance Appraisal Life Cycle

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Performance Management Tools
• Job descriptions
• Probationary performance reviews
• Multisource feedback (360 forms)
• Performance appraisal forms
• Performance improvement plans

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Performance Standards
• Measure work performance
• State expectations for acceptable quality and
productivity associated with a job or job function
• Sources of performance data
• Work sampling
• Benchmarks

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Examples of Job Performance Standards for
HIM Tasks
• ROI: Processing requests for health information—
medical
• 98 percent accuracy
• Average request turnaround time: 4 days
• Requests completed per hour: 4

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Creating Job Performance Standards
• SMART Goals
• Specific
• Measurable
• Attainable
• Realistic
• Timely

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Assessment of Performance
• Variances in job performance
• Early intervention for variances in job performance
• Relationship between job performance and job
satisfaction

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Physical Working Environment
• Personal space: Privacy and noise
• Spatial density or crowding
• Workplace personalization and identity
• Task or workflow interdependence

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Other Items Impacting the Work
Environment and Job Performance
• Working from home (remote workers)
• Job experience
• Job complexity

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Completion of the Performance Appraisal
Document
• Define qualitative and quantitative performance
data
• Measuring performance with qualitative and
quantitative data
• Evaluating job-specific responsibilities
• Individual employee goals

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Pay for Performance
• Define pay for performance
• Contingent reward leadership style and pay for
performance
• Ways that impact pay for performance
• Incentive effect
• Sorting effect

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Performance Appraisal Process
• Performance appraisal methods
• Critical incident method
• Graphic rating scales
• Essay evaluation method
• 360 performance appraisal

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Performance Appraisal Process (concluded)
• Forced raking
• Management by objectives
• Self-evaluation of performance
• Be proud
• Be concise
• Be honest
• Be professional

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Communicating Performance Appraisal
Results
• Allow enough time to discuss a performance
appraisal
• Provide feedback to the employee on the self-
assessment prior to the meeting
• Solicit suggestions on how the manager can assist
the employee in reaching performance goals

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Communicating Performance Appraisal
Results (concluded)
• Develop new performance goals for the next
performance appraisal cycle
• Solicit feedback on the manager’s performance
• Wrap up the performance appraisal by thanking the
employee for contributing to the workgroup,
department, and healthcare organization

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Employee Performance Improvement Plans
• Document performance issues
• Develop an action plan utilizing SMART goals
• Review the performance plan with human
resources and department director
• Meet with the employee to review the PIP
• Follow up with the employee periodically
• Provide a PIP conclusion timeframe

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Case Study
• Review information provided for case study
• Provide report that outlines the deliverables within
the case study
• Utilize information provided within the chapter to
back your responses or perform additional research