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How to train your own coders

HIM Connection, November 21, 2006

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In many regions of the United States there is a severe shortage of coding professionals. The growth in coding-certificate programs reflects the academic response to meet this need. Faced with an insufficient pool of certified coders, many organizations have instituted measures to grow their own.

There have been numerous approaches taken to training in-house coders. Here are some of those methods:

• 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 were educated on the job, in a classroom setting, part time over a period of about two months and paid their regular salary during the training. 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. Available to those who have completed a basic coding-education programs, these trainees are assigned to one or more experienced coders who check the trainees' work for a period and serve as mentors. The organization pays for the trainees and any supplemental staff until the trainees are allowed to code on their own.

• Some organizations provide access to computer-based training modules, such as those available from the American Health Information Managment Association (AHIMA). 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 and may then be considered for opportunities 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. But tailoring your program to best fit the needs of both your employees and your organization will help you avoid that risk.

Editor's note: The above article was adapted from the book More With Less: Best Practices for HIM Directors, written by Rose T. Dunn, RHIA, CPA, FACHE, FHFMA. For more information or to order, call 877/727-1728 or go to www.hcmarketplace.com/prod-2507.html.

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