Goals for next year

  • 1.  Goals for next year

    Posted 10-11-2019 11:18 AM
    ​​Many of you, like myself, are ending a fiscal year and starting a new one.  With that usually comes the request for goals for the Compliance Department to come up with for next year.

    I am looking for ideas of what goals others have sought to achieve.  My goals will be incorporated into my annual Performance Appraisal, and I am guessing yours might too.

    I am curious what others have come up with for annual goals.  Thanks for any ideas!

    Ann Dunham
    Compliance Officer
    Hannibal Regional Healthcare System
    Hannibal, MO
    2020 HCCA Compliance Institute

  • 2.  RE: Goals for next year

    Posted 10-30-2019 05:03 PM
    Hi Ann, I found this list on the interweb, maybe its a good place to start?

    Operating an Effective Compliance Program

    • 'Automate' Policies and Procedures
    - Regularly review and update with department managers and Compliance
    - Assess whether they are tailored to the intended audience and their job functions.
    - Ensure they are written clearly.
    - Include "real-life" examples.
    • Measuring Effectiveness
    - Develop compliance program with benchmarks and measurable goals.
    - Set up a system to measure how well you are meeting those goals. (I can help your organization with this)
    - Involve the Board in creating the program and regularly update the Board
    regarding compliance risks, audits, and investigations.
    - If one or more goals are not met, investigate why and how to improve in the
    - Assess whether the compliance program has sufficient funding and support.

    • Training
    - Regularly review and update training programs. Try different approaches. Use
    "real-life" examples.
    - Make training completion a job requirement.
    - Test employees' understanding of training topics.
    - Maintain documentation to show which employees received training.
    - Train yourself and your compliance staff. Attend conferences and webinars,
    subscribe to publications and OIG's email list, monitor OIG's website, and
    network with peers to stay up-to-date and get ideas.

    • Lines of Communication
    - Have open lines of communication between you and employees.
    - Maintain an anonymous "hotline" to report issues to you.
    - Enforce a non-retaliation policy for employees who report potential problems.
    - Establish a direct line of communication between you and the Board.
    - Use surveys or other tools to get feedback on training and on the compliance
    - Use newsletters or internal websites to maintain visibility with employees.
    - Regularly meet with the Board and brief them on the compliance program.

    • Internal Auditing
    - Perform proactive reviews in coding, contracts & quality of care.
    - Create an audit plan and re-evaluate it regularly.
    - Identify your organization's risk areas. Use your networking and compliance
    resources to get ideas and see what others are doing.
    - Don't only focus on the money – also evaluate what caused the problem.
    - Create corrective action plans to fix the problem.
    - Refer to sampling techniques in OIG's Self Disclosure Protocol and in CIAs to
    get ideas.

    • Enforcement of Policies and Procedures and Prompt Response to Compliance Issues
    - Delegate/empower teams closest to the issues to perform reviews, but be careful
    of possible conflicts or personal relationships that may interfere with getting an
    objective review.
    - Act promptly, and take appropriate corrective action.
    - Create a system or process to track resolution of complaints.
    - Enforce your policies consistently through appropriate disciplinary action.

    Mark Burns
    Director of Business Development
    Confident VMS

    2020 HCCA Compliance Institute

  • 3.  RE: Goals for next year

    Posted 10-30-2019 05:06 PM

    Ann Dunham
    Compliance Officer
    Hannibal Regional Healthcare System
    Hannibal, MO

    2020 HCCA Compliance Institute

  • 4.  RE: Goals for next year

    Posted 01-14-2020 10:09 AM
    I've been dying to implement compliance into my clients performance appraisals, but I'm being met with roadblocks. Not just externally, but internally. How does one quantify compliance for an average employee? Does it go beyond completion metrics? Is it up to the operational area to identify when an employee excels in maintaining compliance?

    I run into the old adage of "it's their job to do it right" from external roadblocks and it's frustrating as a consultant.

    I'll be very curious to see how you tackle it!

    Joel Kellner
    Managing Associate

    2020 HCCA Compliance Institute