Orientation -- Katy

don.cdi.rn@gmail.comdon.cdi.rn@gmail.com
edited May 2016 in CDI Talk Archive
Katy --

In a recent post (3/22, on internal audits), you'd mentioned rapid expansion:
"But, we only have one seasoned CDI. The other started this fall and we recently hired (not trained) 3 with plans to hire two more. Because of this rapid expansion ..."

Extremely curious how you might be planning on orientation, training, education & precepting/mentoring -- at first glance, seems like an impossible challenge if relying on internal resources.

Are you bringing in a consultant? Using the CDI Bootcamp? Other resources?

How would you describe the planned orientation process?

Though I'm not in this kind of situation, I am finalizing a hiring process for two new FTE's and we've been doing work on updating and expanding orientation materials, etc. Seriously considering sending them to the CDI Bootcamp ...

Don

Donald A. Butler, RN, BSN
Manager, Clinical Documentation
Vidant Medical Center, Greenville NC
DButler@vidanthealth.com ( mailto:mDButler@vidanthealth.com )

Comments

  • katysuegood@gmail.comkatysuegood@gmail.com
    edited May 2016
    Don,

    I'm a little scared myself! We are bringing the HcPro Bootcamp onsite for training in May. Hopefully we have hired everyone by then. Other than that, I have been scrambling to put together an orientation plan. I have developed a massive Powerpoint that explains much of the relevant information about our program. I will be going over that with them in detail. I am setting them up individually with our most experienced CDS and we are working out what is the best format for the actual job orientation. It is looking like they will probably spend the morning reviewing records together (or individually and then comparing) and then afternoons they will get a few cases to review alone. I will review those cases the next morning and provide feedback daily. Additionally, they will each have time with one of our coders and some of our quality staff to go over our impact with those roles and learn a little about what they do. I am compiling a resource list for them to read over including many ACDIS journal articles and such. They will also be provided time to read the CDI handbook.

    I'm sure I am forgetting something? We are still putting things together.

    Oh, and our 3 new members that have been hired already will all be attending the ACDIS Conference!! :)

    Katy Good, RN, BSN, CCDS, CCS
    Clinical Documentation Program Coordinator
    AHIMA Approved ICD-10CM/PCS Trainer
    Flagstaff Medical Center
    Kathryn.Good@nahealth.com
    Cell: 928.814.9404
  • lprescottlprescott
    Don, Katy I know you were not speaking spcifically to me but if I can interject. I was a lone CDS for five years- we hired a second one about 18 months ago. In planning her orientation I worked from my experience. I really had no clue what CDI was when I started. My first day was overwhelming. The consultants hired to train me and the inpatient coders started the education- I had no clue what a cc or mcc was, how a chart is coded, how a DRG is created etc.I almost quit.

    I read your note Don, that you were considering CDI bootcamp. My one suggestion would be to spend some time on the concepts before this happens or a consultant is brought in. Our second CDS worked with me in my orientation process for almost three months before our new consultant company came in to train with new software and CDI process. This allowed her to get her feet on the ground and begin to understand the concepts. I think this got us more bang for the buck when we had the consultant training.

    With me she had one on one. she also had much assigned reading. worked with the inpatient coder a few days etc. This allowed her to understand her role before she had the "classroom" training.
    Laurie L. Prescott RN, MSN, CCDS
    lprescott@morehead.org
  • Unknown
    edited May 2016
    Your organization is very generous to send your 3 new CDI specialist to
    conference! Will your whole team be attending? How did you manage that?
    You must have a really big budget. The boot camp was excellent, but I
    think that there should be some time spent in Faye Brown and other
    resources first so they get the best benefit from it! It makes a lot
    more sense once you have your "feet wet a bit.'
    Thanks,
    Jamie Dugan RN
    Baptist Health System
    Jacksonville, Florida
    Phone 904-202-4345
    Cellular 904-237-7253
  • katysuegood@gmail.comkatysuegood@gmail.com
    edited May 2016
    We are sending 9 from our hospital!! WE just moved from CCDM under nursing to Quality under Med-staff and let's just say there is an entirely different idea about budgeting now. We are very lucky. Before, we literally didn't have a budget to buy treats for CDI Week. Nothing. There is a lot of momentum due to ICD-10.

    I agree, I think it's best for them to have some time prior. We have 3 new ones hired, so the timing should be right for them but some of the newer ones it may not be perfect. its hard though because of the timing of the bootcamps. We had to just pick something.

    Katy Good, RN, BSN, CCDS, CCS
    Clinical Documentation Program Coordinator
    AHIMA Approved ICD-10CM/PCS Trainer
    Flagstaff Medical Center
    Kathryn.Good@nahealth.com
    Cell: 928.814.9404
  • don.cdi.rn@gmail.comdon.cdi.rn@gmail.com
    edited May 2016
    Katy & Laurie

    Absolutely agree as far as time getting feet wet prior to any formal training.
    In the past, I've always preferred 4 weeks, though have been forced to do as little as 2 weeks, before having formal didatic training for new CDS's.

    I reference back to an older on-line poll question with each interview, with the context that even though 2/3's of current CDS's have 20+ years of professional experience, it is still 6-12 months to get up to speed. I also let each candidate know that every member of our team came to tears at one point or another (...will never get the coding... kind of tears) and we'll be there to let them know they CAN do it.
    I plan on 6 months of combined precepting/mentoring orientation process.
    (http://www.hcpro.com/acdis/view_readerpoll_results.cfm?quiz_id=1811)

    Happy to hear about your program's improved fortunes!!
    Have to make sure to meet this spring.

    Don
  • testestestes
    We, at UNC have a complete homegrown trainng process. We have trained over 10 CDS with this method. It was also featured in the ACDIS journal as well. If you have any questions as to how or what- I have no problem sharing. Please, just let me know.
    Tiffany
    Supervisor- UNCH CDI
  • ddouthitddouthit
    edited May 2016
    Tiffany,

    Good Morning! It was a great journal article. Will you please email me to possibly schedule a time to discuss your training program? We are in the process of hiring a new CDS and would love to discuss ideas with you.

    Dorie Douthit, RHIT,CCS
    ddouthit@stmarysathens.org
  • CLINDOCSPECLISTCLINDOCSPECLIST
    Hello Tiffany,

    I am working for a hospital that has 4 full-time CDS and one part time and we are going to be expanding out 3 more full time positions plus we need to train a new part time person. We all went thru a program when we started up our program almost 2 years ago, but I am definitely looking for more information on a good orientation process since we won't have the luxury of the training from the startup company who trained us. Would you be willing to share your process with me? Thanks so much for all of your help!

    Rebekah Foster RN, CDS
    Kaweah Delta Medical Center
    Visalia, CA
    rfoster@kdhcd.org
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