: Performance Management Health Information Management

360 Performance Appraisal - answer-A methodology most often used in conjunction with other more traditional methods such as graphic rating scales and critical incident methods. It measures the manner and capacity of work performance and concentrates on the more subjective areas of work such as teamwork, character, and leadership. Benchmarking - answer-A measurement that takes into account the quality aspect of completing a job task from start to finish. It can be developed internally with an HIM department or can be solicited externally from professional organizations or other similar healthcare organizations. Contingent Reward Leadership Style - answer-An active and positive exchange between employees and managers whereby employees are rewarded or recognized for accomplishing agreed-upon performance objectives. Critical Incident Method - answer-Involves maintaining a log or documentation of critical incidences, both positive and negative, throughout each employee's performance cycle. Each incident will be described in detail at the time the incident occurs. Essay Evaluation Method - answer-This method requires that the manager develop an employee appraisal by qualitatively identifying the strong and weak points of each employee's behavior and documenting each of these items in a written essay. The information the manager may use when assessing the employee's behavior includes job knowledge, application of the organization's policies and procedures, working relationships with peers and management, attitude, and organizational abilities. Forced Ranking or Forced Distribution - answer-This methodology ranks employees in terms of forced allocations, meaning that only 10 to 20 percent of the employees' performance will fall into the higher levels of job performance, 70 to 80 percent will fall into the middle ranges of job performance, and the rest will fall into the lowest levels of job performance. The high, middle, or low levels of performance ratings are based on the aggregate performance standard scores calculated within annual performance appraisals. Graphic Rating Scales - answer-The most common methodology employees in HIM department. Checking or monitoring are conducted on an employee's performance throughout the performance cycle. The content of the performance monitoring includes quantity of work, quality of work, dependability, judgement and critical thinking, cooperation, and initiative or motivation. Incentive Effect - answer-Relates to how pay influences the level or intensity of individual motivation toward job performance. Job Complexity - answer-The quality or condition of being difficult to understand or lacking simplicity. The greater the level of complexity, the more difficult it is for an employee to acquire the skills necessary to perform the job. Job Experience - answer-The accumulation of job knowledge from action and practice and is linked to the tasks and duties associated with a particular job. It leads to the amassing of relevant knowledge, skills, and abilities that should positively impact job performance. Job Performance - answer-Work-related activities expected of an employee and how well the activities were executed during a set time frame. Job Performance Standards - answer-Measures work performance and the stated expectations for acceptable quality and productivity associated within a job or job function. These standards form the basis for annual performance reviews. Merit Pay - answer-An increase to base salary (often annually) that is based on performance appraisal rating by an employee's manager. Meritocracy - answer-Where employees are evaluated by positions and rewarded based on individual merits and contributions. Noise - answer-Any sound that is undesired or interferes with one's hearing of something or concentration.