Unit5 Assignment 2.docx MHA5016 Executive Summary and HIM Job Description Capella Unive

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Unit5 Assignment 2.docx MHA5016 Executive Summary and HIM Job Description Capella University Introduction to Health Information Systems MHA 5016 Executive Summary Organizations Need of a HIM Pr... ofessional Currently Independence Medical Center electronic health record (EHR) system is not fully compliant with existing regulations and Meaningful Use guidelines set forth by the Centers for Medicare and Medicaid Services (CMS). At present, Independence Medical Center is experiencing billing and coding issues due to shortcuts and the improper use of the Opus system by employees. A proposed recommendation for the organization, is the need for a HIM professional to ensure long-term Merit-Based Incentive Payment (MIPS) and current incentive program compliance. The Merit-based Incentive Payment System (MIPS) is a major Medicare value-based payment program aimed at improving quality and reducing costs (Khuller et al., 2020). The hiring of an HIM professional will ensure proper training and exchange of health information that will reflect an improvement in the quality of care. It is predicted, that a reduction of errors and interface issue will increase compliance for Independence Medical Center . To ensure that the desirable outcomes are being met, quantifiable metrics will be tracked and measured. Financial Impact of Hiring an HIM Professional A comparison of cost to hire and HIM professional versus potential cost incurred by failing meaningful use compliance or failing to achiev. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]

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