Job Descriptions & Performance Appraisals - Who Needs 'Em?! (Part 1) Print
Written by M. Alexandra Johnson, FACHE and Wilma N. Torres, CPC   
Sunday, 15 July 2012 00:00

Our experience has shown that sometimes smaller organizations don't follow established conventions in the human resources arena. One such item is the job description, and its cousin, the performance evaluation.  In this four-part series, we will explore the need for each and share tips to make your work easier, or at least less tedious.  Job descriptions are useful and critical for many reasons.  Keep in mind that employment is an unofficial contract.  You will exchange payment for the performance of certain functions.  After all, you wouldn't sign on with an insurance company if you didn't understand the coverage, right?  Similarly, employees need a good understanding of the position, their tasks and accountabilities; and you, as the employer, need to convey the expectations for which you will exchange a salary and benefits. In addition, as a manager, you need to know that all the critical functions in your department or business are covered and have the ability to measure whether they are being met to your satisfaction.

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About the authors: M. Alexandra Johnson, FACHE and Wilma N. Torres, CPC are principals at Coleman Consulting Group. The firm's services include:   
·          Risk Adjusted Reimbursement (MRA) 
·          Coding & Billing
·          ICD-10-CM Consulting & Training 
·          EMR/Meaningful Use Attestation
·          Credentialing & Contracting 
For additional information about the firm or to request a complimentary no-obligation consultation, please call 954.578.3331 or email info@askccg.com.

Last Updated on Monday, 13 August 2012 07:26