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Recruit coders with these approaches

HIM Connection, April 25, 2006

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There is a severe shortage of coding professionals in many regions of the United States. The growth in the coding-certificate programs reflects the academic response to meet this need. How have organizations structured their programs? While there are many possible approaches, here are some suggestions:

• One organization hired an external consultant to develop a comprehensive coding program. This program was open to select employees who had a foundation of knowledge such as medical terminology or anatomy and physiology. The employees trained part-time over a period of two months in a classroom setting at the organization and received regular pay. The program's duration was about 30-35 days, and it consisted of a combination of coding basics and actual practice with 20-25 records. Candidates who lacked the foundation education had an extra 30-35 days built in on the front end to receive this education. The organization also provided course texts and online access to resources.

• Another organization established coding-trainee positions for those who have completed a basic coding-education program. These trainees reported to one or more experienced coders, who checked the trainees' work for a period and served as mentors. The organization paid for the trainees and any supplemental staff until the trainees were allowed to code on their own.

• Some organizations provide access to computer-based training modules, such as those available from the American Health Information Management Association. The training modules are available in the library for employees to use on their own time. Individuals with the initiative and motivation can gain the extra knowledge to grow within the hospital or associated physician offices.

• The traditional approach of providing tuition reimbursement for those employees who choose to pursue coding education is still common. One large medical center established a preferred arrangement with a local community college's health information technology program to provide a coding-certificate program structured for its organization.

Each of these approaches requires the organization to incur some cost, but the benefit is the employment of a loyal employee. Of course, as with any course of action, there is inherent risk that a newly trained individual will leave to seek another position elsewhere.

Editor's Note: This article was excerpted from HCPro, Inc.'s book More with Less: Best Practices for HIM Directors, written by Rose T. Dunn, RHIA, CPA, FACHE, FHFMA. For more information or to order go to www.hcmarketplace.com or call 877/727-1728.

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