Chpt 8

Question 1

Administrative data

Question 2

Americans with Disabilities Act

Answer 2

A federal law that outlines the legal rights of persons with disabilities

Question 3

Background check

Answer 3

Verification of any arrests or criminal convictions in an applicant’s history
Done at state or federal level
Reviews:
CORI: criminal offender record information
SORI: sexual offender recorder information

Question 4

Clinical duties

Answer 4

Back-office duties, including hands-in patient care
Include taking medical history and recording vital signs

Question 5

Employment firm

Answer 5

An agency that specializes on n matching job applicants with employers
Paid: 1. By the applicant
2. The firm once an employee is offered a position

Question 6

Interview

Answer 6

The process of asking and answering questions of an applicant to determine suitability for hire

Question 7

Litigation

Answer 7

The act of filing a lawsuit against someone.

Question 8

Mentor

Answer 8

An established employee who is assigned to train a new employee

Question 9

Orientation

Answer 9

A period of time for training new employees

Question 10

Resume

Answer 10

Job applicant’s list of educational and work experience, including skills and talent

Question 11

Salary

Question 12

Shadow

Answer 12

To watch a person perform his or her job in order to learn how to do that job

Question 13

Slander

Answer 13

The act of harming another person’s reputation by stating something untruthful.

Question 14

Triage

Answer 14

The process of determining the medical nature and urgency of a patient’s condition

Question 15

Verbal warning

Answer 15

The process of giving notice of disciplinary action to an employee verbally
After first counseling that didn’t help
Must be documented with signed copy of receipt of the warning placed in the employee’s hands
Name and date
Description of infraction
Ramifications of actions
Document employee’s response
Action plan for improvement
Follow-up date to discuss progress

Question 16

Volunteer

Question 17

Written warning

Answer 17

The process of giving notice of disciplinary action to an employee in written form, typically more severe than a verbal warning
Make employee aware of expectations and consequences if not met
Employee signs, gets copy
Date set for follow-up

Question 18

Management of personnel is who’s responsibility

Answer 18

Medical office manager

Question 19

Know state laws

Answer 19

Determine skill each clinical staff member is trained and/or licensed to perform

Question 20

Staffing type and number

Answer 20

Compose a list of services offered
Determine type and number of staff needed to perform each service
Determine number of patients seen on an average day

Question 21

Physician moves quickly

Answer 21

Shouldn’t have to wait for clinical support staff to finish tasks and move on to the next patient

Question 22

Number of administrative staff

Answer 22

Determine number of patients being seen and the administrative duties that need to be performed

Question 23

Administrative duties

Answer 23

Clerical duties, such as answering the phone and scheduling appointments

Question 24

Writing a job description

Answer 24

Comprehensive description including physical requirements of the position as well as the skills needed to perform the job

Question 25

Job description/ disciplinary

Answer 25

Counsel employee on work needed and reference the job description where the tasks are listed

Question 26

Provide applicant with job description

Question 27

Advertising for employees

Answer 27

Local paper, internet- maybe firm website, employment firm Local associations Colleges

Question 28

Employment firm advantage

Answer 28

Don’t need to test or check references

Question 29

Resume red flagd

Answer 29

Short stays of employment Gaps in employment listed- enquire about the gap Volunteer-good High GPA for recent graduates-good Long terms of employment-good

Question 30

Telephone interviews

Answer 30

Good candidates get in person interview Can’t see professionalism or performance under the stress of the interview

Question 31

HR Department to screen applicants in large facilities

Question 32

Interviews done by

Answer 32

Manager or manager plus other medical office staff

Question 33

Note attire and mannerisms Use a preprinted sheet of questions Look at energy level and mood

Question 34

Tour the clinic after interview

Question 35

Ask if the applicant has questions

Answer 35

Beware if they are only about pay, time off and benefits

Question 36

Illegal interview questions

Answer 36

Race, color, ethnicity, country of origin Religion Marital status Birthplace Age Disaby Can be sued for discrimination

Question 37

Calling for references

Answer 37

Speak to the person to whom the applicant reported If applicant worked in healthcare, call employers for the last 5 years at a minimum For recent grads can call former instructors

Question 38

Verify education that is relevant

Question 39

Be aware of processes in the office

Answer 39

How to use the time clock How to request time off How to call in ill What to do in the event of an emergency How to exit the building in the event of a fire

Question 40

Probationary status

Answer 40

Usually 90 days Employer or employee can decide the employee is not a good fit Usually a 90 day evaluation

Question 41

Be clear on the goals of the training

Answer 41

Clear and concise written orientation plan Training checklist

Question 42

Employment at will

Answer 42

State law Terminate employment at any time for any legal reason Not able to terminate for a legally protected reason- ethnicity, marital status, age

Question 43

90 day evaluation

Answer 43

Improvement plans for employee if necessary with time element Then at 6 months Get input from mentors and coworkers 6 months review good for all employees

Question 44

Evaluations

Answer 44

Should never include information new to the employee Give feedback Set goals for next review- specific

Question 45

360 degree evaluation

Answer 45

Gather feedback from coworkers and persons who report to the staff member being evaluated Don’t use direct quotes Gather feedback from the employee also

Question 46

Expectations

Answer 46

Shift time Dress code Use of equipment

Question 47

Employee assistance program (EAP)

Answer 47

Help the employee to take care of the temporary stressor in their life If this doesn’t get the employee to perform well then disciplinary action ensues

Question 48

Immediate termination

Answer 48

Drugs or alcohol during work or arriving at work under the influence Abuse or assault of a patient or coworker Stealing office supplies Intentionally misusing or damaging equipment Breach of patient privacy (HIPAA)

Question 49

Sexual harassment

Answer 49

Federal law protects against this

Question 50

Employee reference

Answer 50

Any information given must be factual May not give out information unless it has been documented. Review the file of the employee to be sure the information given is factual.

Question 51

Letters of recommendation

Answer 51

Should contain only factual information or the recipient may have grounds to sue.

Question 52

Employee personnel file

Answer 52

Copy of SSN, passport or other id Employee’s application or resume All performance evaluations Any disciplinary actions and performance improvement plans Copies of certifications or licenses CEUs if applicable Information about Family Medical Leave Act (FMLA) leaves

Question 53

Personnel files

Answer 53

Confidential Only available to manager After employee leaves, file is moved but not destroyed