Professional review guide for the RHIA and RHIT Examination 2011 Edition

100 terms by rcherryhomes 

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Human Resources

The training staff in the Human Resources Department is proposing a computer-based training
program for 200 employees and needs to prepare a budget for the time and cost of the training.
• The training program will be 30 minutes in length.
• The employees can take the training online at any time.
• There are 200 employees to be trained.
• The rate of pay for 50 of the employees is $15.50 per hour.
• The rate of pay for 50 employees is $12.00 per hour.
• The rate of pay for the other 100 employees is $18.00.

How many employee clock hours will be needed to complete the training?
A. 200 hours
B. 150 hours
C. 100 hours
D. 50 hours

C 200 × 30/60 = 100 hours total

When submitting the cost of training, how much should the training staff request in the budget
for doing the computer-based training program?
A. $3,175.00
B. $1,975.00
C. $1,887.50
D. $1,587.50

D 50 employees × $15.50 per hour × ½ hour = 387.50
50 employees × $12.00 per hour × ½ hour = 300.00
100 employees × $18.00 per hour × ½ hour = 900.00
$387.50 + $300.00 + $900.00 = $1,587.50

What would be the average cost for training an employee?
A. $ 7.94
B. $ 9.00
C. $15.50
D. $15.87

A Calculate by time: $1,587.50 total cost for training/100 hours needed to train = $15.88 per hour/2 to get cost for ½ hour of training = 7.938 =$7.94
OR
Calculate by employee: $1,587.50/200 employees = 7.938 =$7.94

At Great Plains Regional Hospital, record processing takes approximately 18 minutes. If there are
15,620 discharges for the month, how many personnel hours are needed for this volume of work?
A. 2,891
B. 4,686
C. 5,496
D. 3,394

B To determine the number of hours needed to perform a volume of work or "service units," in this case discharges (15,620) are multiplied by the "time standard" (18 minutes) and then divided by the number of minutes per hour (60). (15,620 × 18) = 281,160 divided by 60 = 4,686.

Coastal Hospital is a covered entity under HIPAA. In order to comply with the requirements, they must train their workforce on policies and procedures with respect to protected health information (PHI). Which of the following levels of the workforce would be exempt from training?
A. HIM staff because they have already received training in release of information
B. Staff physicians because they have taken the Hippocratic Oath
C. Administrative staff because they do not perform hands-on care
D. None of the above

D All members of the workforce must be trained on policies and procedures with respect to private health information as appropriate for their job function.

Mallory, the coding supervisor, must determine the number of full-time employees (FTEs) needed to code 600 discharges per week. It takes an average of 20 minutes to code each record and each coder will work 40 hours per week. How many coders are needed?
A. 6.0
B. 5.0
C. 12.0
D. 4.5

B To determine the number of employees needed for a specific position, you must first determine how much time is being spent on work currently being done. The "service units," in this case discharges (600), are multiplied by the "time factor," 20 minutes. (600 × 20 = 12,000 minutes) Because this problem's time factor is in minutes, you must also compute the number of available minutes per week. The "actual hours" in this case, 40 hours, is multiplied by 60 (60 minutes per hour) (40 × 60 = 2,400). The earned time, 12,000 minutes, is then divided by the actual minutes, 2,400, to determine the number of employees needed to perform a specific job duty. So, 12,000 divided by 2,400 = 5.

Under the Americans with Disabilities Act (ADA), prior to employment, it is illegal to require a:
A. math aptitude test.
B. typing skill test.
C. coding proficiency test.
D. physical exam.

D

Jason, a 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 issue will he describe?
A. OSHA Act
B. Wagner Act
C. Taft-Hartley Law
D. Labor Management Relations Act

A

Dana, the transcription supervisor, has prepared an evaluation for one of her employees. As the evaluation is reviewed by the HIM director, 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:
A. at the end of the 90 day probationary period.
B. when the employee needs counseling.
C. on a continuous basis.
D. once a year.

C Dana should be assessing employee performance on an ongoing basis. Without proper documentation, an evaluation of "needs improvement" will be difficult to justify.

A local union is conducting an organizing campaign at Atlantic Health Systems. The Human Resources department is providing training to management staff. The training indicates that managers can do which of the following during the union campaign?
A. State that a strike is inevitable if the union wins
B. Promise regular wage increases
C. Question employees about their union activity
D. State opposition to the union

D

The supervisor of the HIM analysts determined that the outpatient surgery center had record analysts who were doing comparable jobs. The outpatient analysts were ranked two job grades above the HIM analysts. What document could the supervisor revise to reflect the actual skills, knowledge, and responsibilities in order to have the HIM analysis position reevaluated?
A. Needs assessment
B. Job description/job specifications
C. Wage and salary survey
D. Department policy and procedures

A

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:
A. waiting for another occurrence to act.
B. referring the action to Human Resources.
C. asking for guidance from Human Resources and then acting.
D. immediately dismissing the employee.

C

What is the least effective way to manage conflict?
A. Acknowledge that creative solutions often come from conflict and do not intervene.
B. Encourage the parties to compromise by each willing to lose part of their position.
C. Limiting or controlling interaction when emotions are intense.
D. Use of an objective third party to seek a constructive outcome for both parties.

A

The HIPAA Privacy and Security Rule requires that training be documented. What methods of documenting training efforts need to be used?
A. Retention of training aids and handouts
B. Meeting handouts and minutes
C. Training content, training dates, and attendee names
D. Signed confidentiality statements

C You are required to document the training content, dates, and attendees.

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. Suni is a transcriptionist who works from 10:00 AM to 7:00 PM which overlaps the day and evening shifts. Suni asked Holly, the day supervisor, if she could leave early for personal reasons. Holly said she could leave early if Kim, the evening supervisor, agrees. Which theory of management does this situation violate?
A. Span of control
B. Formal theory of authority
C. Specialization of labor
D. Unity of command

D

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?
A. Credentials of the employees
B. Objectives of each functional area
C. Cost of training the employees
D. Number of employees to be trained

B

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:
A. ask questions that encourage a "yes" or "no" response.
B. interrupt occasionally to seek clarification.
C. talk down to the applicant.
D. phrase questions so the expected answer is encouraged.

B

Your job description states that as Assistant Director of the Health Information Management Department, you will supervise day-to-day operations for the record processing, transcription, and release of information areas. What principle of management is described?
A. Specialization
B. Centralized authority
C. Span of control
D. Celegation

C

Bonnie's work performance has diminished over the last 2 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 Bonnie to discuss your concerns. She reveals that she is struggling financially. What action should you take?
A. Tell her that as long as she can perform her job acceptably, her personal life is none of your concern.
B. Put her on probation.
C. Refer her to the Employee Assistance Program.
D. Terminate her.

C

Nancy 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. Nancy's schedule is an example of
A. the 8/80 work week.
B. the staggered work hours program.
C. variable work schedule.
D. flextime.

D

Use the following statistics from Utah Home Health to calculate the absenteeism rate.
Month January
Number of employees 20
Number of workdays 22
Total work days lost 25
A. 0.44%
B. 5.68%
C. 5.8%
D. 0.568%

B To calculate the absenteeism rate, use the following formula as suggested by the U.S.
Department of Labor: Worker-days lost during period × 100 (25 × 100) = 5.68%
(Avg. number of workers) (Number of days in period) (20 × 22)

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?
A. Confront the employee and place him on suspension for 1 week.
B. Terminate the employee immediately.
C. Ignore the report because it is hearsay.
D. Handle the situation the same as you would any other disease that affects an employee's work.

D

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?
A. Physiological
B. Self-actualization
C. Esteem
D. Safety

D

Employers may be able to demonstrate that age is a reasonable requirement for a position. Such an exception to the Age Discrimination in Employment Act (ADEA) is called a:
A. job description essential.
B. bona fide occupational qualification.
C. essential element for employment.
D. there is no such exception to ADEA.

B

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 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?
A. ERISA
B. Fair Labor Standards Act
C. National Labor Relations Act
D. Equal Pay Act

B

Puget Sound Health System has set hiring goals and taken steps to guarantee equal employment opportunities for protected groups' members (e.g., American Indians, women, blacks, etc.). It is complying with:
A. Affirmative Action.
B. Equal Pay Act.
C. Minority Hiring Act.
D. Civil Rights Act.

A

Seminole 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?
A. 50 and 75
B. 45 and 99
C. 62 and 85
D. 40 and 70

D

Which of the following HIPAA components would the general New Employee Orientation training most likely cover?
A. Marketing issues
B. Business associate agreements
C. Physical/workstation security
D. Job-specific training (e.g., patient's right to amend record)

C Physical/workstation security training would be appropriate for all employees in general orientation training. Answers A and B are higher level functions that would not be performed by all new employees. Answer D. Job-specific training would be better suited to training in the department in which the employee will work.

Kristen 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:
A. put the complaint aside to see if other employees complain about the same issue.
B. deal with the issue as if it were a bona fide grievance.
C. deal with the complaint only if the employee seldom complains.
D. ignore the complaint until it is in writing.

B

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?
A. Merit of the employee
B. Seniority of the employee
C. Employee gender
D. Personal productivity, such as in a incentive compensation system

C

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?
A. Performance
B. Aptitude
C. Intelligence
D. Stress

A

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 unsatisfactory. This employee is not interested in further education or in learning a new job. What method would most likely prove to be INEFFECTIVE in assisting this employee in improving her performance?
A. Threatening to fire the employee
B. Asking the employee to cross-train with other employees
C. Delegation of special assignments
D. Consulting the employee on various filing problems

A

The HIM clerical supervisor, Debbie, is concerned that some employees are not utilizing their talents and skills effectively. Which of the following should Debbie consider first?
A. Revising job descriptions
B. Performing a job analysis
C. Observing the workers more closely
D. Giving the employees additional responsibilities

B

After receiving completed requisitions to fill positions within the HIM Department, Human
Resources can be most effective in recruiting qualified applicants with the assistance of:
A. a departmental organizational chart.
B. current job descriptions.
C. salary schedules.
D. employee benefits handbook.

B Job descriptions should be reviewed and updated before beginning the hiring process.

You are interviewing a candidate for a position for handling subpoenas in the release of information section. Which of the following is the LEAST appropriate information to ask an interviewee to provide?
A. Do you have transportation for attendance at depositions and court?
B. Please share an experience where you had to determine applicable state law.
C. Please provide a copy of your most recent CE certificate and AHIMA membership.
D. Do you have family responsibilities that would keep you from remaining at a trial?

D

Carlos has noted increased complaints by employees of headaches and fatigue. Which of the following factors should he consider?
A. Room temperature
B. Humidity
C. Lighting
D. Air quality

D Although all of these environmental conditions can contribute to the employees' well-being, air pollution, such as stale or dusty air, is a known contributor to headaches and fatigue.

Which of the following describes the act that requires employers to make reasonable accommodations in the workplace for individuals to perform essential job functions?
A. Age Discrimination Act
B. Americans with Disabilities Act
C. Rehabilitation Act
D. Equal Opportunity Employment Act

B

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 trends. This style of a report is called a(n):
A. Pareto chart.
B. correlation analysis.
C. run or line chart.
D. scatter diagram.

C

Amanda, the Coding Supervisor, wants to increase the problem-solving skills among the coders. Which of the following approaches is likely to have the best and most long-lasting results?
A. Hiring a consultant to assess the coding area
B. Developing a coding work team
C. Taking a field trip to a neighboring facility known for quality coding
D. Request that Human Resources conduct a training session on program solving

B

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?
A. A good orientation program can substitute for a job-specific departmental training.
B. The most meaningful training program includes a "show and tell" format by peers.
C. The orientation assists the employee in learning about the workplace culture.
D. Proper training can enhance employee satisfaction.

A

Gina is the HIPAA Privacy and Security Officer and primary trainer for a regional health system. In determining how a person in a position in a department uses health information, she must certainly review the:
A. past performance evaluations of persons in the position.
B. position or job description.
C. facility policy on protecting health information.
D. facility policy and procedure on documenting training.

B A well-written job description includes what health information and how that 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.

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:
A. accept this explanation and determine that it is probably a temporary situation.
B. issue a verbal warning to Mary Ellen to shape up.
C. issue a written warning with a date to review her progress.
D. refer her to the Employee Assistance Program.

D

At Orientation a new employee receives the Employee Handbook. All of the following information about the Employee Handbook is true, EXCEPT that:
A. it provides a contractual obligation to continued employment.
B. it provides policies and procedures developed by management.
C. a receipt must be documented in writing.
D. it must be reviewed periodically by legal counsel to avoid legal risk.

A

Fareeda's method 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:
A. benchmarking.
B. work distribution.
C. work simplification.
D. data quality improvement.

C

Employee turnover is expensive and stressful on staff. The best defense against employee
dissatisfaction is:
A. the employee handbook.
B. open and honest communication.
C. written policies and procedures.
D. weekly departmental meetings.

B Weekly department meetings, having an employee handbook, and written policies and procedures are all part of the necessary open and honest communication.

Bay Area Home Care utilizes a discipline system that provides for stronger penalties for each successive repeat offense. They are most likely using:
A. corrective discipline.
B. preventive discipline.
C. progressive discipline.
D. terminating discipline.

C

When analyzing discipline problems, which of the following should be considered?
A. The prior performance of the employee in question
B. The frequency of the problem
C. The seriousness of the problem
D. All of the above

D

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:
A. determine the source of the conflict.
B. discretely ask other employees if they are having similar problems with Jane.
C. request assistance from the Human Resources Department.
D. observe Jane's interaction with others.

A

According to Frederick Herzberg, challenging work, recognition of workers and their accomplishments, and employee self-improvement are examples of:
A. maintenance factors.
B. needs.
C. motivators.
D. hygienic factors.

C

Your department's productivity and morale have been steadily deteriorating, while absenteeism and turnover are increasing. As you go through the department, you notice that there are some questionable jokes pinned on the department corkboard. The source of the problems you are experiencing in the department could likely be:
A. cutbacks in staffing.
B. a need for job enrichment.
C. boredom.
D. sexual harassment in the workplace.

D Cutbacks in staffing, the need for job enrichment, and boredom could account for some of the problems in the department, but having potentially offensive jokes would certainly lead to an investigation of possible sexual harassment in the department.

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?
A. All personal health information (PHI)
B. Benefits enrollment
C. Employee Assistance Program contacts
D. OSHA information

A

The management assumption that work and the opportunity to utilize skills, knowledge, and talents are basic human needs was presented in McGregor's
A. Theory X.
B. Theory Y.
C. Delphi Process.
D. Managerial Grid Model.

B Theory "Y" can be recalled as answering "yes" to the question: Do employees fundamentally want to do a good job and contribute to the organization?

Emma Miller, RHIA, interviewed one applicant for the position of inpatient coder 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?
A. Emma asked too many questions during the interview.
B. Emma should not have told the applicant anything about the hospital because that is the responsibility of Human Resources.
C. Emma failed to interview enough applicants.
D. Emma did not allow enough time for the interview.

C

Carrie Ann provides a dynamic and effective orientation to the HIM Department. It includes all of the following EXCEPT:
A. the role and function of the department.
B. facility emergency procedures.
C. department policies, procedures, and rules.
D. the organization of the department.

B In the department orientation, the new employee should also be oriented to the location of various facilities (restrooms, cafeteria) and to the general position tasks to be performed. In addition to the department orientation, there is usually a facility-wide orientation meeting for all new hires. The facility emergency procedures are usually covered at this facility-wide orientation meeting.

One of the most common rater biases that affect an employee's evaluation is the halo effect. The halo effect suggests that the supervisor
A. rates everyone as average.
B. is too lenient or too strict in rating employee performance.
C. rates the employee on the basis of a strong like or dislike of the person.
D. bases the employee evaluation on behavior in the most recent period rather than the entire evaluation period.

C

Elizabeth is the manager of the state cancer registry. In developing a training "to do list," she 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. Gantt chart to show who gets trained when
B. Spreadsheet with grids identifying who needs what type of training
C. A "train-the-trainers" training manual to help in consistency in training
D. Documentation of previous orientation training to see what has already been covered

B A spreadsheet with grids identifying who needs what type of training would help in defining the department privacy and security training plan.

To ensure consistency of coverage among trainers, you may want to develop
A. training manuals.
B. meeting handouts and minutes.
C. signed confidentiality statements acknowledging receipt and understanding of any training attended.
D. ongoing training to keep the issues in front of the workforce.

A Training manuals would help ensure consistency of coverage of the materials among trainers. B and C serve to help in documenting the training that was given. D. In addition to initial training, the security rule requires ongoing training/reminders.

Mark Beck is a new graduate preparing for an interview. In school, he had the opportunity to role-play a technique which 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):
A. audition interview.
B. behavioral interview.
C. structured interview.
D. targeted interview.

B

Which of the following is NOT an advantage of committee meetings?
A. Group judgment improves decision making
B. Group process stimulates creativity
C. Committees enhance acceptance
D. Committees are economical

D Employee salary expense is significant.

All of the following principles are illustrated in an organizational chart EXCEPT:
A. chain of comment
B. unity of command
C. unity of direction
D. span of control

C All three are among Fayol's 14 principles, though unity of direction refers to all workers being aligned toward one single outcome.

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?
A. Nothing, as it would only depress them
B. That no one in the HIM department will be laid off
C. Share with employees the facts as she knows them from the meeting
D. Tell one employee who likes to spread rumors so employees will learn from each other

C 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.

Which appraisal method places the employees into a set of ordered groups (e.g., top 10%, above average 20%, middle 40%) on the basis of a global measure?
A. Critical incident method
B. Behaviorally anchored ranking scales
C. Management by Objectives
D. Forced ranking

D

Ashley supervises a group of very young employees who have low responsibility and little experience. Which leadership style will likely be most effective?
A. Directing
B. Coaching
C. Participating
D. Delegating

A Directing or telling is associated with the low maturity level and/or low experience level of a group.

A union is engaged in an organizing campaign in a hospital facility. Which activity should management personnel AVOID during this time?
A. Telling employees that they are free to join or not to join any organization without threat to their status with the facility
B. Telling employees of the disadvantages that may result from belonging to a union
C. Promising employees a pay increase or promotion if they vote against the union
D. Telling employees the benefits they presently enjoy

C

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. What level of Maslow's hierarchy of needs is she operating at?
A. Esteem
B. Safety
C. Self-actualization
D. Basic physiological

A

Research findings on productivity improvement show all of the following EXCEPT:
A. productivity increases when employees are rewarded for extra output.
B. productivity increases as it becomes the primary goal of management.
C. productivity goes up when it is measured.
D. productivity increases when the office environment is reengineered.

D

In seeking the most reliable reference for a job applicant, which of the following would be preferred?
A. A telephone reference from a personal friend of the applicant
B. A written reference from a former supervisor of the applicant
C. A telephone reference from a former supervisor of the applicant
D. A written reference from the HR Department of the applicant's former employer

C Just be sure to follow appropriate labor practices.

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?
A. Make-up time is allowed only with approval from the director.
B. Sick days can be used in lieu of time missed due to tardiness or absences.
C. No make-up time for absences and tardiness is allowed.
D. Changes in work schedules must be approved in advance and depend upon departmental operations.

D

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?
A. Gather all the facts prior to meeting with the employee.
B. Give the employee a written warning.
C. Terminate the employee immediately for violation of the confidentiality policy.
D. Immediately call a departmental meeting to discuss the importance of maintaining confidentiality.

A 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.

Monique 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. She recognizes all but one of the following characteristics observed that the Health Information Director is a transformational leader. Which of the following characteristics would be least likely to support her decision?
A. Risk taking
B. Mentoring
C. Charisma
D. Dependency

D

Human Resources has recently provided training for and implemented a new performance appraisal system which includes input from managers, peers, and staff. This approach is typically known as:
A. 360-degree evaluation.
B. group appraisal.
C. holistic appraisal.
D. multifactor evaluation.

A

You work in a unionized organization and have filed a grievance. Which of the following will most likely take place?
A. You can be terminated for registering a grievance.
B. The grievance procedure regulations stipulated in the union contract will be followed.
C. Follow facility policies and procedures for prompt and fair action on any grievance.
D. The time from complaint to resolution should be no longer than 90 days.

B 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.

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:
A. job evaluation.
B. job planning.
C. job survey.
D. job ranking.

A

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?
A. Submit a request for merit raises for all scanning clerks.
B. Work with the Human Resources on a job evaluation and current wage and salary survey.
C. Explain to the scanning clerks that health care cost containment means little money for raises.
D. Ignore the complaint.

B 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.

The teaching method selected by an instructor influences the student's ability to understand the material. Instructor-led classrooms work best when:
A. in-depth training and interaction are desired.
B. there are three shifts of employees to train.
C. you want to minimize the cost for training.
D. employees from all departments must be trained.

B In-depth training and interaction are best obtained in an instructor-led classroom style of training. Answers B, C, and D 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.

Which of the following scenarios best describes job enrichment as a motivational technique?
A. Anna is a good clerical worker. In addition to her regular job duties, her supervisor has assigned her to special projects and committee assignments.
B. 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.
C. 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.
D. 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.

A 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.

HIM professionals increasingly participate on project teams. Tuckman has developed a model describing predictable stages. Which of the following reflects the stage where teams may experience disequilibrium?
A. Forming
B. Storming
C. Norming
D. Performing

B

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. A high school graduate who has applied for entry into the 2-year community college RHIT program
B. A recent graduate of a 4-year HIM program, RHIA eligible, who hopes to become a department manager within 1 year
C. A graduate of a 2-year community college HIT program, RHIT eligible, with 1 year of outpatient coding experience
D. A 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

C

Tina, the Coding Supervisor at Highlands Hospital, has heard rumors that the Health Information Department at her facility is starting a coding training program. Rumor also has it that the Department 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." As the Assistant Director, how should you respond?
A. Ignore Tina's statement
B. Refer Tina to the Employee Assistance Program
C. Assist Tina in developing her career goals
D. Guarantee Tina that she will be considered for the position

C

Jon is a recent graduate who has applied for a position as Trauma Registrar at a Tampa General Hospital while he prepares to apply to graduate school. In making the decision, he considers the offer of $15 per hour for a 40-hour week, benefits of 27.5% of his salary, and tuition waivers of 6 credits per year at $145. He calculated that the total compensation would be
A. $40, 650.00.
B. $39,563.25.
C. $38,599.00.
D. $31,030.00.

A Calculation: $15.00 × 2,080 hours per year = $31,200 × 27.5% = $8,580
Tuition waiver = 6 credits at $145 = $870.
Therefore, $31,200, + $8,580 + $870 = $40,650

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 have 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):
A. prepaid benefit plan.
B. cafeteria benefit plan.
C. flexible benefit plan.
D. employee-driven benefit plan.

B

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 2 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?
A. Demotion
B. Suspension
C. Oral reprimand from the evening supervisor
D. Written warning from the director of the department

B

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:
A. rating scales.
B. checklists.
C. critical incident methods.
D. ranking methods.

A

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?
A. Institute progressive discipline.
B. Ignore the situation and hope she will improve because she is a good employee.
C. Counsel her by encouraging self-analysis and problem-solving processes.
D. Suggest that she transfer to another department.

C

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 change management and being a positive change agent. Which of the following approaches would be LEAST likely to support her approach?
A. Being available to listen to staff
B. Holding on to the vision
C. Measuring and celebrating success
D. Easing up on delegating

D

Kari works 40 hours per week at Venice Radiology Associates, which pays time-and-a-half for overtime and double-time for holidays. During the past week, Kari took 6 hours of unpaid personal leave and worked an 8-hour holiday. How many hours will Kari be paid for?
A. 34
B. 50
C. 42
D. 48

C Kari took 6 hours unpaid leave (40 −6 = 34), but worked a holiday at double-time (8 × 2 = 16). Because 8 hours of the holiday are already figured in the work week, add an additional 8
hours for holiday pay. So, 34 + 8 = 42.

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:
A. explaining exactly what needs to be done.
B. agreeing on performance standards.
C. providing necessary resources.
D. retaining authority to make key decisions.

D To be effective, authority needs to be delegated along with responsibility.

Sarah is an RHIA who works at a large academic medical center. Her $37,540 salary is paid 60% from research grants as clinical trial coordinator, and 40% by HIM as a database manager. The hospital's fringe benefit rate is 23%. How much must the HIM director include in the budget (rounded to the nearest dollar) to cover Sarah's database management role?
A. $15,016
B. $18,470
C. $22,524
D. $27.705

B Calculations: $37,540 × 123% = $46,174.20.
HIM pays 40% or $46,174.20 × .40 = $18,469.68, rounded to $18,470

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, login to the corporate Web site 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:
A. flex time.
B. outsourcing.
C. consulting
D. telecommuting.

D

Which of the following employees is exempt under the Fair Labor Standards Act?
A. An RHIA who performs record analysis and coding 90% of the time and who supervises three
employees
B. An RHIT who manages the Health Information Services department and is involved with planning and decision-making activities 90% of the time
C. The department secretary who spends 100% of her time performing clerical duties for the Director of Health Information Services
D. A file clerk who spends 100% of the time on filing activities

B

Charles Jones is employed as a regional coding consultant by a corporate hospital chain. In the organization chart, this position would be
A. shown as a line position.
B. shown as a staff position.
C. not shown, because it is a consulting position.
D. not shown, because this function is outsourced.

B

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:
A. ensuring any job the employee is qualified for upon return.
B. that both men and women qualify under the FMLA.
C. that it covers leave to care for a spouse, child, or parent.
D. that it provides up to 12 weeks of unpaid leave annually.

A

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:
A. explain that off-site events are outside the scope of the HR Department.
B. provide Ty with additional training on resisting unwanted advances.
C. take the complaint seriously and begin a sexual harassment investigation.
D. explain that it is the Director's right to select who attends professional meetings.

C

Which of the following types of members is best for a committee?
A. Individuals of equal rank and authority
B. A diverse group with widely varied rank and authority
C. A blend of managers and entry level staff
D. There is no clear benefit to one form or another.

A

As a new RHIA and coding manager, how likely is it that you will participate on committees?
A. Infrequently until you are promoted to a higher position
B. You should expect committee participation to be a regular part of your job.
C. Occasionally, mostly with your staff
D. It depends on whether your organization chooses to use the committee structure

C

Tallahassee 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)
A. consultant.
B. statutory employee.
C. part-time employee.
D. independent contractor.

D

Under the Immigration Reform and Control Act, all of the following apply EXCEPT
A. undocumented workers may not be hired.
B. U.S. citizens must be given preference.
C. noncitizens may not be discriminated against.
D. applicant must have I-9 documentation.

B

Using Donabedian's framework for quality assessment (structure, process, and outcome), which of the following is an appropriate human resource outcome?
A. Absenteeism rate
B. Organizational climate
C. Salary and benefit compared with competitors
D. None, Donabedian is a clinical framework

A

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:
A. yes, at this stage, she should be asked to participate in evaluating other staff.
B. yes, every employee deserves to know how they are performing and to set goals.
C. no, once no salary increase can be provided, an evaluation is not necessary.
D. maybe, it is typically an optional process at this stage of employment.

B

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:
A. remove the postage meter from the department.
B. keep a watchful eye to see who is using the postage meter improperly.
C. call a department meeting and issue employee warnings.
D. put one person in charge of the meter.

D 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. Answers A and C are too drastic, and answer B is not efficient use of a manager's time.

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