Assignment: Performance Improvement Plan (PIP)

Assignment: Performance Improvement Plan (PIP) Essay – Rasmussen Hospital and Clinics case study

PIP Process Steps

Define the problem. Determine if the problem is a performance problem or a behavior problem.

Despite a Manager’s best efforts, sometimes an employee will fail to meet the requirements of their position. This poor performance can be caused by a number of factors including but not limited to personal relationship issues, lack of communication or training, or disengagement with their role in the organization. Performance Improvement Plan (PIP) Essay – Rasmussen Hospital and Clinics case study.

When an employee’s performance consistently does not meet expectations, it is the manager’s job to help get the employee back on track. This is often achieved through the use of a Performance Improvement Plan (PIP).

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Review the scenario below, and complete the first six steps of the PIP process based on the scenario provided. The steps have been provided below for your reference.

Scenario

Rasmussen Hospital and Clinics has recently been concerned about the lag in coding time for the services throughout the enterprise. Your Chief Financial Officer (CFO) has expressed the required coding turnaround time should be four days for inpatient services and a two-day turnaround for clinic services.

You are an HIM Manager and one of your coders that has worked for you for three years recently started coming in late on a regular basis and is not completing his expected coding quota. The problem has been occurring for almost two months now and other employees are starting to complain. The employee is going through a divorce and a bitter custody battle. Assignment: Performance Improvement Plan (PIP).

Write a 3 page paper, completing the first six steps of a PIP for your employee.

Be sure to address the following in your paper:

PIP Process Steps

Define the problem. Determine if the problem is a performance problem or a behavior problem.
Define the duties or behaviors where improvement is required.
Establish the priorities of the duties.
- What are the possible consequences of errors associated with these duties?
- How frequently are these duties performed?
- How do they relate when compared with other duties?
Identify the standards upon which performance will be measured for each of the duties identified.
Establish short-range and long-range goals and timetables for accomplishing change in the performance/behavior with the employee. Assignment: Performance Improvement Plan (PIP).
Develop an action plan.
- What will the manager do to help the employee accomplish the goals within the desired time frame?
- What will the employee do to facilitate improvement of the product or process?

Performance Improvement Plan

Student’s name

Institution of Affiliation

Course

Date

PIP Process Steps

Define the problem. Determine if the problem is a performance problem or a behavior problem.

The problem with the coding system at Rasmussen Hospital and Clinics is a performance-based problem, given the fact that it has led to the lag in coding time for the services throughout the enterprise. Besides, it is a problem that has been experienced in the recent pasts, as opposed to what used to take place in the organization previously before the institutions implemented the coding systems Performance Improvement Plan (PIP) Essay – Rasmussen Hospital and Clinics case study. Besides, the fact that the organization’s Chief Financial Officer (CFO) has expressed concern with the coding system and requested that a coding turnaround time is extended for a period of four days for inpatient services and a two-day turnaround for clinic services is an indicator that the problem is a performance-based and not behavior based. Perhaps the CFO felt that the lag in the coding system was adversely affecting the performance of the inpatient and clinical services at Rasmussen Hospital and Clinics

The coders have also been in the organization for a record three years and have only shown the laxity to their duties in the past two months. They have shown poor performance in their coding duties and sometimes report to work late regularly, even when they report late, they still fail to complete their duties while at work and the coding quota assigned to them for that particular day. Assignment: Performance Improvement Plan (PIP).

The Duties Where Improvement Is Required.

From the performance behavior exhibited by the employee who is responsible for coding at Rasmussen Hospital and Clinics, it is clear that there is need to have certain levels of improvement in the duties of the employee at work. The performance improvements will include subjecting the employee to proper training on how to undertake to code. Besides, there will need to improve the collaboration and linkage between the employee’s role and the expectations, goals, and objective of the Rasmussen Hospital and Clinics to ensure that the employee’s perfume to the expectation of the management (Rothwell & Carolyn, 2013). In general, as manager in charge, it will be the duties and responsibility of the manager to help the employee get back on track using a properly instituted Performance Improvement Plan (PIP) Assignment: Performance Improvement Plan (PIP).

The Priorities of the Duties.
- The possible consequences of errors related to these duties are reduced revenue, increased customer complaints and low level of customer satisfaction.
- These duties are performed on a daily basis to facilitate fast-tracking and review of the outcomes and activities of the employee
- These duties are integral part of the other duties which must be performed together to achieve a good outcome and accomplished the goals of Rasmussen Hospital and Clinics
The Standards Upon Which Performance Will Be Measured For Each Of The Duties Identified.

The standard of measuring the performance will be based on the goals set by the Rasmussen Hospital and Clinics. This will be compared against the results that the employee achieved when discharging the duties at the workplace. Any negative deviation from the goal of the organization will indicate underperformance (Tovey Uren & Sheldon, 2013). On the other hand, if the outcome of the employee’s roles and responsibilities are higher than the goals of the organization, then the performance is above board Assignment: Performance Improvement Plan (PIP). In case the outcome of the employee meets the goals of the organization, then it is an indicator that the employee met the expectations of the management.

Short-Range and Long-Range Goals and Timetables for Accomplishing Change in The Performance With The Employee.

The short-term goal of the change in the performance of the employees is to ensure that the lagging reported among the two coding staff stops immediately. This will be achieved through continuous monitoring of the performance of the employees for a period of three months, three times a day until the management is satisfied that the employees have changed. The other short-term goal of change in performance will be to ensure that the employee stops the tendency of reporting to work late and complete all the tasks and duties assigned to them on every occasion. This short-term goal will be achieved through evaluation of the amount of work performed by the employee on a daily basis (Hohne & King, 2014).

The long-term goals for the performance change will be to ensure that the employee improves in personal relationship issues as well as interpersonal and communication skills within a span of two years. This will be achieved through monthly training organized by the HR department. The attitude of the employee towards the coding responsibilities and lag in coding time for all the services offered by the healthcare facility must also be improved throughout the enterprise. Equally, it would be prudent to increase the coding turnaround time to four days for inpatient services and a two-day turnaround for clinic services as per the recommendations of the CFO.

Goal	Officer In Charge	Duration
Reduce Lagging	Supervisor	3 months
Reduce late reporting to work	HIM Manager	3 months
Completion of all coding assignment	CFO	Daily For Three Months
improves in a personal relationship and communication skills	HIM Manager	2 years
increase the coding turnaround time to four days for inpatient services and a two-day turnaround for clinic services	HIM Manager	2 years

Action plan for the Performance Improvement Plan (PIP).

The manager will play the role of a leader and ensure that the change in performance is monitored from the manager’s office. This will ensure that all the performance improvement process are attacked and implemented form the highest office and other actions directed to the employees. Monitoring and evaluation of the progress of the performance improvement plan will be easy since it has the goodwill of the management. As a result, the employees will be willing and ready to change in their performance to accomplish the goals within the desired time frame Assignment: Performance Improvement Plan (PIP).

For the employee, it will be his sole role and responsibility to adhere to the performance improvement plan and undertake all the performance changes as listed in the action plan. The employee must remain dedicated and committed to the performance change process (Carleton, 2014). This involved giving preference to the interests of the organization as opposed to personal interests. It will also be the responsibility of the employee to seek guidance and assistance in case of any problem. Of great importance is to ensure that the privacy issues such as divorce and a bitter custody battle are kept out of the organization duties and responsibilities. This way, the employee will be able to facilitate improvement change process.

References

Carleton, R. (2014). Implementation and management of performance improvement plans:

Emphasizing group and organizational interventions. Amherst, Mass: HRD Press.

Bottom of Form

Hohne K. & King Stephen B. (2014). Performance Improvement Plan – Sunoco A year to

Celebrate. : Diane Pub Co, 2004. Print.

Rothwell J. & Carolyn T. (2013). Human Performance Improvement Hoboken, NJ: Wiley

The pub, 2010. Internet resource.

Tovey D Michale, Mary-Anne L. Uren, Neroli Ena Sheldon (2013). Managing Performance

Improvement. New York: Riverhead Books/Penguin, 2006. Print. Assignment: Performance Improvement Plan (PIP)

Assignment: Performance Improvement Plan (PIP)