About CHIMA. Agenda 10/3/2012. HIM Workforce Transformation Where are the Leaders? HRABC Langley, BC Sept 29, 2012

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1 HIM Workforce Transformation Where are the Leaders? Candace Gibson, PhD, CHIM Board Chair, CHIMA HRABC Langley, BC Sept 29, 2012 As the voice for the HIM professional, CHIMA is redefining an essential role for the organization and HIM Professionals into the future. Agenda About CHIMA New CHIMA The way forward New roles 3 About CHIMA Original charter in 1928 with NAMRL Canadian letters patent 1949: CAMRL Established to represent (HIM) professionals in Canada Evolution to CHRA in 1976; CHIMA in 2003 Each represents a change in scope of practice CCHIM - College and National Certification Exam 36 CPEs / 3 year cycle Certifying body for HIM education programs College Programs 2 years (11) 3 years (4) Degree Programs 4 years (3) 4 1

2 New CHIMA Strategic Directions 1. Strengthen Member Relations 2. Evolve the College Recap of Important Events Long Range Scenario Planning LOHIM Membership Survey 3. Focus on Knowledge, Research and Business Development 4. Strengthen Capability in Marketing and Communications Membership Survey Sector Study Board Strategic Planning 5 6 CHIMA s Transition Roadmap NEW CHIMA IS ALSO: HIM Workforce Transformation Defining Future Roles HI/HIM Human Resources Report ICTC Competency Profiles (NOCs) Workforce Transformation (AHS-HIM) (HIMs currently working in field/members) Evolve the College LOHIM Document Task Force 2010 Evolve the College Advisory Committee recommendations (Future Graduates/New Members) 7 8 2

3 HI/HIM Human Resource Sector Study Report HI-HIM Human Resources Study 1. Forecast of HI/HIM human resource requirements supported by expert consultations, strengthened data sources, and systematic industry validation 2. Strategies to address skills shortages through education, professional development, co-op and internship and the integration of international HI/HIM professionals 9 CONCLUSION Electronic Health Information System technologies will reshape virtually all aspects of health information management EHIS technologies will increase the need for standard terminologies, privacy controls & compliance with policies and regulations 12 3

4 ICTC Competency Profile Clusters Develop national occupation codes (NOCs) for HIM professionals Architecture and Development Health Systems Integration and Deployment Clinical Informatics Decision Support ehealth Business Analysis ehealth Change & Transition Management ehealth Privacy Management ehealth Project Management ehealth Standards Management Health Application Implementation Health Information Management Alberta Health Services (AHS): Workforce Transformation Human Resources: Transformation of Epic Proportions Health Information Management (HIM) Workforce Transformation The portfolio has identified a strategic program of business transformation initiatives The HIM Business Transformation Program includes: Initiative 1 - AHS Information Management Governance AHS IM Governance AHS IM Governance Business Unit Terminology Management Services Initiative 2 - HIM Workforce Transformation HIM Workforce Transformation Framework and Transition Plan Professional Development Framework C-Suite Level 14 Source: AHS Report, March 2010 Alberta Health Services (AHS) (moving beyond the traditional ) Data Collection and Mining concurrent and supporting Clinical Decision Support Data Quality in Source Systems; EHR, Registries Standards demonstrate adoption of standards through audit and interoperability Clinical Content Knowledge capture mechanisms, structured/semistructured sources, natural language processing, mapping between terminologies, use of taxonomies Data Repositories and Dictionaries metadata management; enterprise data dictionary maintenance/management Terminologies and Classifications understanding language, classification and terminology frameworks by specialty, i.e. mapping between multiple document taxonomies (EMR, EHR, PHR, ECM); code mapping between SNOWMED-CT, LOINC, ICD10-CD Information Technology Business support for applications, business analysts, business process workflow, organizational change management, ongoing operational support of new systems Privacy, Access and Security - enterprise web-based education; supporting team-based breach investigations. 15 HIM New Roles 16 4

5 Future roles will be defined based on the requirements and functions that are necessary to accomplish comprehensive and meaningful information management within a health care organization... in an electronic environment Future Career Opportunities Data and Integrity Management - Clinical Data Specialist - Code Mapping specialist - Data Profiler, etc. Identity Management - Identity Management Coordinators as Registry business owners Integrity, maintenance and management Client, Provider, Location - Registry Data Quality Specialist, etc. Access, Disclosure and Retention - Privacy Specialist - Information Steward - Consent Management Specialist, etc. 18 Future Career Opportunities Information Management Governance - Standards Specialists - Policy Analysts Content Compliance - Information Brokers - Compliance Specialists Knowledge Asset Management - Semantics Content Experts (Terminology Services) - Data Modeler Customer Support - Registry Agents - Portal Agents - Information Reconciliation Specialists 19 Data Capture Service Scope: The data capture service performs all tasks associated with the capture of health data. This includes data coded directly from clinical documentation or auto-coded using systems for that purpose, voice and speech recognition systems and scanning or creating a digital image of text based documents. This service will perform audits of the service functions to ensure that best practice and current standards are implemented. Service Roles: - Clinical Data Specialist - Data Profiler - Medical Text Editor - Research Associate - Concurrent Coding Specialist - Imaging Clerk - Code Mapping Specialist - Data Mapping Specialist - Administrative Decision Support Analyst - Business Intelligence Analyst - Central Intake Coordinator - Clinical Decision Support Analyst 5

6 Curriculum Revision 2010 LOHIM document undergoes major revision Evolve the College Change of focus from acute care to all levels of care data to information records life cycle to information life cycle HIM as part of the healthcare team Increase in emphasis on technology, business intelligence / decision support, management (project, risk, change) 29 HIM Competencies 2010 and beyond Biomedical Sciences Health Care System in Canada Health Information Health Information Management Data Collection and Grouping Information and Data Standards Data Quality Records / Information Management Health Information Analysis and Business Intelligence Statistics Research Design and Methodology Epidemiology Decision Support and Data Analytics Health Information: Privacy, Confidentiality and Access Privacy Legal Basis and Requirements (Access, Collection, Use, Disclosure, Retention & Disposal); Management of Obligations Information Systems and Technology Management Ethics and Practice Evolve the College Provide for the future generation of HIM professionals Describe the new roles and responsibilities of the College including new areas of focus and/or divestment Identify future certification requirements and opportunities Define certification levels within HIM and create specialty designations Provide input into the College governance structure 31 6

7 KEY OBSERVATIONS AND FOCUS FOR THE FUTURE Vision for the profession: Health information management transformed, adding unique value in an electronic world with one patient, one record. Vision for the organization: CHIMA as a leader in the evolution, organization, and adoption of standards for information lifecycle governance. WHAT ARE THE OVER-ARCHING TRENDS? EHR repositories to inform clinical decisions data standards, data quality & information governance becoming more critical Electronic medical records in MD offices Introduction of SNOMED CT coding into point of service systems such as EMRs & the need for maintaining reference sets, maps, provider education, monitoring data quality, coding, etc. Health system use of data (information to change care ) will continue to expand & become core critical Increasing use of mobile applications & cloud computing Change in Professional practice practitioners and new health graduates Continuing Trends to 2022 Increasing involvement of consumers in entering and using their health information Clinical devices connected to electronic health records for direct input of information Increasingly diverse range of data inputs, adding complexity to life cycle management of health information Continuing convergence of health informatics and health information, with need to manage organizational change NEW OPPORTUNITIES HIM and ehealth coming together - data analysis, project management, system development Privacy: Includes monitoring and auditing; enterprise-wide web-based education; supporting team-based breach investigations Standards: Expertise in taxonomies; terminologies; interoperability Data Quality Management: Data quality & integrity in source systems, EHRs, registries Decision Support: More clinical decisions at the point of care Health Record Management: Less doing & more oversight; less records and more information Coding, Terminology and Classifications: Shift in focus of coding activity to working with professionals to improve quality of documentation and information. Auditing, helping & supporting others at the point of care. Data Repositories & Dictionaries: Metadata management; enterprise data dictionary maintenance & management Business support for applications, business analysts, business process workflow, organizational change management, ongoing operational support of new systems 35 7

8 New Roles How it all fits together NEW HIM ROLES AHS Changing education of health professionals New ICTC role profiles and HRSDC NOC NEW HIM ROLES Across Canada Workforce shortages HIM New Roles EHIS technologies will alter the skill requirements for virtually all professionals in the HIM occupational group MOVING FORWARD Gap Analysis Moving from current to future roles We need to define the gaps in skills and knowledge We need to identify how those skills can be achieved With current workshops, CPEs, courses, programs To work with educational institutions, industry, government to develop new training tools We need to develop an individual gap analysis tool for self-assessment How do we transition HIMs to new roles? Over the short term - skills training on the job; workshops for skills development (CPE); short training programs (2-3 days to one week) Over the medium term longer training programs (online courses 6 months to a year); one-off courses ; advanced diplomas/certificates Over the long term Evolve the College activities new learning outcomes for e-health; specializations 38 8

9 Who needs to be involved? HIM leadership HR leadership Professional Associations (CHIMA, CCHL) Employers (CEOs, Managers) Guarantee time for training & assistance in change management Industry Vendors, product specific training opportunities Other agencies, i.e. Infoway, CIHI Educators Colleges, universities, continuing professional education HIMs What skill sets do I need to develop? Determine via gap analysis what skills do I need? Where can I get them? Where is the Leadership? The plans are laid! Critical Juncture Turn innovation into implementation! How do we engage Senior HIM Leadership? How do we engage Senior Healthcare Leadership? 41 Where is the leadership? QUESTIONS Here! You are the leaders!

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