# Professional review guide for the RHIA and RHIT Examination 2011 Edition

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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.

D

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.

D

A

C

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.

D

B

B

C

C

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)

D

D

B

B

A

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.

B

C

A

A

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.

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.

B

C

B

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.

D

A

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.

C

D

A

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.

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?

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.

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.

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.

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.

C

A

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.

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.

D

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.

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.

B

C

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

B

B

A

C

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

D

B

B

A

C

A

C

D

B

A

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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