Strategic Plan Paper

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Feb 20, 2024

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Strategic Plan Paper Nidhi Vala University of Illinois at Chicago College of Applied Health Sciences, Health Information Management BHIS 480 – Management & Business Practices Prof. Barbara Glondys January 27th, 2024

In recent years, the healthcare industry has undergone a significant shift towards remote work, driven by advancements in technology, changing workforce dynamics, and the need for flexibility. Health Information Management functions, particularly record processing and analysis, are no exception to this trend. It’s important to ensure a three-year strategic plan is prepared for transitioning from onsite to remote performance of the HIM function. Not to mention, general considerations for remote staff and specific considerations for remote staffing of record processing and analysis. As for a rundown for the 3-year plan, the first year would include its own different components starting with assessment and planning. This would require Conducting an assessment of current HIM processes and infrastructure to identify areas suitable for remote work. It would also be worthwhile to develop a detailed plan outlining objectives, timelines, and resources required for the transition. The next step in the first year would be to develop the infrastructure, specifically by investing in remote access technologies, security measures, and communication tools to facilitate the switch to remote work efficiently. It should also be noted that there would be training for staff on using remote tools and complying with potential privacy regulations. During the second year a big focus would be on expansion and integration methods. Expanding remote work opportunities to additional HIM staff based on how the first year went would be helpful. Along with utilizing remote work policies and procedures into guidelines and ensuring alignment with overall regulations. During the second year, it would also be important to implement performance monitoring mechanisms to track productivity, quality, and compliance with remote work policies. This could be done through creating regular checkpoints used to review progress and address any challenges or concerns that arise. Finally, the third year of the plan would emphasize optimizing remote work processes to increase efficiency. It would be

worthwhile to also lead evaluations to identify areas for improvement and implement solutions along the way. In the third year, based on how the transition to remote work is going, we could also implement more flexibility into the remote work space in order to accommodate changing business needs and workforce dynamics. This could include hybrid work that combines onsite and remote work for recording processing and analysis. To have an ideal outcome it's important to acknowledge and implement general considerations for all remote staff. To start off, it’s important to consider data security, remote access and communication. Data security helps ensure compliance with HIPAA regulations and policies regarding the handling and protection of patient health information. When working to switch to a remote setting, it’s equally important to ensure remote access for employees is feasible. This can include having reliable access to electronic health record systems and other necessary software tools required for recording processing and analysis. Going off of that, remote settings also must utilize active communication with colleagues, supervisors, and clients through effective online channels. The next few considerations that are important to note include efficient time management, quality assurance and documentation. Time management helps create a structured work schedule and prioritize tasks to meet deadlines and maintain increased productivity. Quality assurance keeps track of quality control measures and accuracy standards to ensure the reliability of recorded data and its analysis outcomes. Documentation helps maintain the recording processing and analysis activities and is also used to keep track of data sources and findings. The final considerations for remote staff include professionalism, continuing education courses, collaboration and work life balance. As in all fields, it’s important to uphold professionalism in all interactions whether remote or in person along with upholding ethical standards in HIM practice. Continuing education is important to consider as it helps

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employees stay updated on industry trends, regulatory changes, and advancements in recording processing and analysis techniques. Similarly, collaboration among remote HIM professionals is imperative as it helps in sharing knowledge, resources, and best practices to enhance overall performance. Finally, work life balance should be considered as it helps prevent burnout and maintain one's well-being. Some specific considerations to keep in mind for remote record processing and analysis HIM professionals could include, security protocols, compliance monitoring, technology infrastructure, discipline and supervision. Security protocols help protect sensitive patient health information during remote record processing and analysis activities. They can also use encryption, multi-factor authentication, and secure VPN connections to protect data transmission and prevent unauthorized access. Compliance monitoring can ensure regulations are being upheld. This can also be done through conducting regular assessments to check adherence to data privacy and security standards. For remote workers, technology infrastructure is important since there are higher risks of data breaches and IT issues. Discipline amongst remote workers is also relevant to note as it can be easy to procrastinate or lessen the quality of work since it is remote and offers more flexibility. Supervision is also worth considering since it would also implement check-ins and performance evaluations. Transitioning HIM functions such as record processing and analysis from onsite to remote work requires careful planning, infrastructure investment, and employee engagement. By following a strategic plan tailored to the organization's needs and acknowledging key considerations for remote staff, healthcare organizations can effectively leverage remote work to improve efficiency, flexibility, and employee satisfaction in HIM operations.

References Deutscher, D., Hart, D. L., Dickstein, R., Horn, S. D., & Gutvirtz, M. (2008). Implementing an integrated electronic outcomes and electronic health record process to create a foundation for Clinical Practice Improvement. Physical Therapy , 88 (2), 270–285. https://doi.org/10.2522/ptj.20060280 Lee, T., Ghapanchi, A. H., Talaei-Khoei, A., & Ray, P. (n.d.). Strategic information system planning in healthcare organizations. Global Business Expansion , 1048–1077. https://doi.org/10.4018/978-1-5225-5481-3.ch048 The 3 Year plan: How to create one . BetterUp. (n.d.-b). https://www.betterup.com/blog/3- year-plan#:~:text=A%203%20year%20plan%20is,working%20toward%20the%20desired %20outcome. Remote work considerations - NVCA. (n.d.-b). https://nvca.org/wp-content/uploads/2020/04/T3-Remote-Work-Considerations.pdf

Strategic Plan Paper

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