When asked about the value of AHIMA credentials, many of the respondents were not aware of the credentials. Others were aware of them but were not able to say if they were influential or not. Those who had an opinion of the value of various AHIMA credentials said that the RHIA was valuable because individuals who have this certification have a well- rounded content expertise. The majority of panelists reported that credentials are more valuable in traditional healthcare settings such as hospitals than they are in non-traditional settings because of quality improvement efforts required under hospital oversight and accreditation programs. In fact, jobs that are focused on EHR system design and
implementation do not require certification, nor do jobs that are similar to traditional IT jobs. It is thought that in a large hospital, employers are knowledgeable about various certifications, but smaller providers or consulting companies are less likely to be able to differentiate between them. Still, in general, the RHIA is seen to be “incredibly valuable” as it carries a lot of weight in the HIM profession.
Despite having less advanced computer training, respondents felt that someone with a HIM education is more likely to be hired to fill a HIM job than someone with an IT or computer science education because the HIM professional‟s knowledge of the healthcare industry is an advantage over IT professionals. This is especially true if the candidate is credentialed.
Respondents who disagreed said that experience is paramount, and other factors such as writing ability and critical thinking should play a role in the hiring decision.
Exhibit 8
Most Desired Qualifications
Knowledge:
o Of the Healthcare Industry
o Of HIPAA and Other Regulations Skills: o Computer Use o Data Analysis o Leadership Abilities: o Critical Thinking o Flexibility o Writing Other: o Credentials (RHIT, RHIA, CCA) o Experience in HIM o Management Experience
AHIMA SME Interview Findings
Among other skills thought to be needed by employers represented on the panel were basic computer skills and coding and billing knowledge. Several panelists argued that credentials should be developed to address the direct needs of employers who need HIM professionals who meet a basic standard of competency in these domains. Many of our experts agree that
technology and basic computer skills are essential to obtaining employment in the HIM profession. In general, the healthcare industry needs professionals who can manage EMR systems and databases, deal with issues of compliance, and ensure the quality of medical data. HIM professionals do not need direct IT experience, but they do need basic computer skills and the ability to learn new programs quickly. In addition to computer skill, HIM professionals need coding and billing knowledge. In order to code, HIM professionals need to understand physician documentation for various diagnoses, treatments, and medications. In particular, they need to know how to extract the highest legal diagnosis code in order to maximize payment to the healthcare facility. This requires that the HIM professional knows enough medical terminology so that he or she can effectively communicate with Doctors to clarify ambiguous medical documentation. Respondents also said that HIM practitioners must understand HIPAA
regulations and compliance issues. Employers expect that someone with a RHIA certification or HIM Bachelor‟s degree will have a good understanding of this and other relevant regulations.
As mentioned above, traditional employers are likely to view HIM credentials as essential to the job. Many large providers require an applicant to earn his or her certification within a certain time period of his or her hire date (e.g., 6 months). As traditional employers implement non- traditional systems (e.g., EMR), they will likely continue to require certifications. Because non- traditional employers (i.e., EHR and information systems jobs) do not usually require AHIMA certifications, there is likely to be some confusion among HIM practitioners who may be seeking credentials and certifications for employment purposes. Experts said that employers are
sometimes confused by the array of credentials available. Search firms often have to explain the value of various credentials to their corporate clients.
HIM practitioners with the RHIA certification are seen as possessing a well-rounded knowledge base of the HIM field. It shows a dedication to the field, a higher level of professionalism, a basic understanding of the healthcare system, and an understanding of communication within the healthcare system. The RHIT credential, on the other hand, is seen by some as a certification for coding positions. Other respondents thought the RHIT was more important than the Certified Coding Specialist (CCS) or Certified Coding Associate (CCA) because it includes coding, and also covers a broader knowledge of HIM. Some respondents did not distinguish between RHIA and RHIT, and one respondent confused the two. Companies that outsource HIM work typically want individuals with either the RHIT or RHIA certification plus experience. Most respondents felt that it was too soon to evaluate the CCA credential given its relatively new status. The preferred combination of credentials is either a RHIA or a RHIT plus a coding certification (with CCS being preferred) because it shows an overall knowledge of HIM plus a specific knowledge of coding. An HIM degree without credentials shows a strong grasp of the entire healthcare system and is an impressive educational background in and of itself.
Employers ideally want someone who has a solid knowledge of the HIM profession as well as leadership and management skills. This can be demonstrated with the RHIA credential, or with the RHIT in combination with a Master‟s degree. Someone with a RHIA credential and a
AHIMA SME Interview Findings
American Institutes for Research 18
Master‟s degree is also qualified to lead a HIM department in a hospital, consult for multiple organizations, or work in academia.
Utilization
Respondents were asked to identify trends in HIM practitioner utilization across industries. Specifically, the goal was to establish how current employers use their HIM staff to fill roles.
The key questions asked of these individuals were:
How do employers currently utilize HIM practitioners with a HIM degree? How do employers utilize HIM practitioners with non-HIM graduate degrees? Do employers utilize personnel to carry out HIM functions who do not have HIM
training?
In what circumstances are non-HIM personnel utilized to carry out HIM duties? What is the supporting rationale?
Respondents provided information about the way employers currently use HIM professionals. Four general themes emerged, including data analysis, patient information security, healthcare information systems, and billing accuracy and efficiency. Traditional HIM tasks identified included medical coding, billing, HIM systems administration, routine troubleshooting, and medical records oversight.
It was suggested that someone with a background in clinical practice, such as a Nurse or Physician, can be taught to do many of the HIM job duties. Similarly, in the absence of qualified HIM professionals, traditional IT professionals can be hired and then trained to do HIM work. Employers are increasingly likely to use this strategy (i.e., training non-HIM IT professionals to fill HIM roles).