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Regulatory Compliance Training

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3 Steps to HIPAA Law Compliance

Make sure your facility implements these 3 steps to ensure HIPAA law compliancy.

3 Steps to HIPAA Law ComplianceAdherence to HIPAA law is imperative for the healthcare industry. If you want to ensure your business is compliant, start here!

Step #1: Run a risk assessment of your electronic record system.

If your facility keeps track of patient care via electronic health records (EHR), it is important to make sure that your system is compliant with HIPAA standards. Therefore, you should periodically run a risk assessment to expose areas where changes are needed. The risk assessment will evaluate your system’s administrative, physical and technical safeguards to identify areas where your protected health information is in jeopardy. On March 28, 2014, HIPAA released a new security risk assessment tool to help guide you through this process. You can download the tool here.

Step #2: Have an ongoing employee training program.

“Any system is only as strong as its weakest link and in most cases untrained employees are the weakest links in healthcare practices.”[1] Unfortunately, providing mandatory compliance training can be time-consuming to develop and expensive to deliver. The easiest way to simplify your compliance training process is to utilize a learning management system. This will allow you to continually train staff on the correct patient security protocols and all HIPAA law updates.

Step #3: Continue quality improvement and ongoing training as new HIPPA law updates are released.

If your electronic health records are secure and your employees are fully trained on HIPAA best practices, you can feel confident that your facility is compliant. However, you need to continue to evaluate your facility and improve workflows as needed to achieve your patient care goals. Keep in mind that your business will require ongoing regulatory compliance training and quality evaluations as new HIPAA law updates are released in addition to annual refresher courses.

Need Assistance with Your Staff’s Compliance Training?

If you are interested in updating your current employee training plan or policies, or you would like more information about using a learning management system for regulatory compliance training, schedule a free demo right now.

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[1] HIPAA.com [Accessed April 15, 2014]

Originally published in 2014.


Compliance Training Online

Compliance Training OnlineKeep your employees safe and your company compliant with CEU360’s compliance training online. We provide high quality, low cost training courses for compliance with HIPAA law, JCAHO Standards, OSHA and more.

CEU360’s Compliance Training Online Courses:

HIPAA Privacy & Security Standards

Course Outline:

Chapter 1: Background of HIPAA
Chapter 2: Security Standards
Chapter 3: Privacy Standards
Chapter 4: Portability Standards
Chapter 5: ARRA
Chapter 6: HIPAA Violations and Complaint Process

 

Hepatitis: Preventative Measures to Halt Transmission

Course Outline:

Chapter 1: Defining the Premise of Hepatitis
Chapter 2: Understanding Transmission Methods of Hepatitis
Chapter 3: Discovering Prevention Methods of Transmission of Hepatitis
Chapter 4: Mitigating Transmission Risks
Chapter 5: Update on Hepatitis Virus Reporting and Researching

 

Bloodborne Pathogens

Course Outline:

Chapter1: Introduction to Bloodborne Pathogens
Chapter 2: OSHA Standards and Requirements
Chapter 3: Risks and Prevention
Chapter 4: Evaluating Exposure and Control Plans
Chapter 5: Methods of Compliance

 

Infection Controls

Course Outline:

Chapter 1: Define the Perimeters of Infection
Chapter 2: Consider Categories of Infectious Diseases
Chapter 3: Evaluating Precautions for Infection Control
Chapter 4: Discuss Methods of Infection Control
Chapter 5: The Control of Emerging Infectious Diseases

 

Patient Rights – Resident Rights

Course Outline:

Chapter1: Considering Resident Rights / Patient Rights
Chapter 2: Rules and Regulations on Resident / Patient Rights
Chapter 3: Specifics of Patient Rights
Chapter 4: Considerations of the Specifics of Resident Rights
Chapter 5: Considerations of the Violations of Resident / Patient Rights

 

Tuberculosis

Course Outline:

Chapter 1: Description of The Causes Tuberculosis
Chapter 2: Explanation of How TB is Spread
Chapter 3: Identification of Groups Most at Risk for TB Transmission
Chapter 4: Evaluation of the Testing and Diagnosing Process for TB
Chapter 5: Description of TB Treatment Adherence Strategies

 

Age Specific Care and the Population We Serve

Course Outline:

Chapter1: Overview of Age Specific Care
Chapter 2: Care for the Young Patient
Chapter 3: Care for the Older Children
Chapter 4: Care for the Young and Middle Age Adult
Chapter 5: Care for the Geriatric Patient

 

Need Assistance with Your Staff’s Regulatory Compliance Training or Establishing an Efficient Employee Training Plan?

Training in the proper performance of a job is time and money well spent, and the employer should regard it as an investment rather than an expense. An effective regulatory compliance training program can result in better morale, fewer work injuries, and lower insurance premiums, among other benefits. If you are interested in updating your current employee training plan or policies, or you would like more information about utilizing CEU360’s compliance training online courses, please sign up for a free demo here. We look forward to assisting with your compliance needs!


ICD-10 Training Online

ICD-10 Training OnlineICD-10 stands for International Classification of Diseases, Tenth Edition. ICD is the international standard tool for classifying medical conditions into codes. This allows for analysis of the general health situation of population groups, including incidence and prevalence of diseases and health problems as well as mortality statistics. It is also utilized for reimbursement and resource allocation.

There is an ongoing revision process for ICD. ICD-10 was endorsed by the 43rd World Health Assembly in May 1990 and came into use in the World Health Organization (WHO) in 1994. According to the United States CDC:

The Tenth Revision (ICD-10) differs from the Ninth Revision (ICD-9) in several ways although the overall content is similar: First, ICD-10 is printed in a three-volume set compared with ICD-9’s two-volume set. Second, ICD-10 has alphanumeric categories rather than numeric categories. Third, some chapters have been rearranged, some titles have changed, and conditions have been regrouped. Fourth, ICD-10 has almost twice as many categories as ICD-9. Fifth, some fairly minor changes have been made in the coding rules for mortality.

ICD-11 is scheduled for release in 2017.

The United States’ Implementation of ICD-10 on October 1, 2015

ICD-10 is currently used in almost every country in the world except the United States. When we hear “ICD-10” in the United States, it usually refers to the U.S. clinical modification of ICD-10: ICD-10-CM. Another designation, ICD-10-PCS, for “procedural coding system,” will also be adopted in the United States. ICD-10-PCS will replace Volume 3 of ICD-9-CM as the inpatient procedural coding system. The final rule stated that CPT® would remain the coding system for physician services.

The U.S. Department of Health and Human Services (HHS) issued a rule on July 31, 2014, that ICD-10-CM and ICD-10-PCS will be implemented into the HIPAA mandated code set on October 1, 2015.

ICD-10 Training Online

If your healthcare program is covered by the Health Insurance Portability and Accountability Act (HIPAA), then transitioning to ICD-10 code sets is mandatory. But, there’s more to ICD-10 than just learning a new code set and upgrading your facility’s software. The transition will affect every aspect of your healthcare practice, especially reimbursement policies and procedures. The transition from ICD-9 to ICD-10 will require a significant effort to implement. Which means… the time for ICD-10 implementation training should begin now!

Compliance Training: HIPAA and Custom ICD-10 Training Online

CEU360’s learning management system houses compliance training including HIPAA, documentation and reimbursement courses. In addition, CEU360 offers the ability to create custom, high-quality training content quickly (within a matter of days – not weeks or months). And, CEU360 will be releasing a new course on ICD-10 training late this summer.

By taking advantage of CEU360’s services, healthcare facilities can disseminate training materials rapidly and cost effectively to their healthcare teams. This affords companies the ability to include ICD-10 training material that includes their facility’s unique software protocols and their overall organizational training goals. Contact CEU360 today to learn more about beginning ICD-10 training online at your healthcare facility.


3 Keys for Effectively Aligning Learning Goals to Business Objectives

When choosing the educational solution for your team it is important for companies to focus on business objectives  you can meet, or challenges that education can empower you to overcome. Many of the challenges large therapy companies face such as disconnection from front line therapy staff, employee turnover, providing visible opportunities for growth, and maintaining current compliance training goals, can all be addressed with the right combination of education and learning management tools.

Internal Communication

Many therapy companies are geographically spread out, and disconnection from front-line therapy staff can occur quickly. Problems that arise from this disconnect include lowered employee engagement, and increased turnover, and a feeling of alienation for these therapists. Such problems are amplified if your company provides home health services, contract therapy services, or outpatient rehab services. because of the simple geographical challenges companies face in uniting their internal brand and communications. An effective new hire and on-boarding process can help to strengthen your organization’s initial brand, and continuous training that reflects consistent attention to detail and company messaging will help maintain the long-term success of the team. A couple of questions to consider as you align your employee training programs to employee engagement are:

  • How do we consistently deliver the same company message and image to our team, year after year, and for each new hire?
  • How can we incorporate the brand into the fabric of the learning system, making it unique to our organization?

An increase in available online tools means companies have more options for providing consistent messaging to teams, including cloud based learning solutions, video based courses, and the development of specialized training programs. Using technology to provide impactful continuous employee training an employeer can strengthen your connection to the team, no matter how geographically disconnected they are.

Employee Performance

Employee engagement and lack of professional development opportunities are at the center of many employee turnover and retention challenges. A disengaged employee is five times more likely to quit an organization than an engaged employee. Five times! This makes access to engaging education, which provides the information they need to successfully do their jobs, while providing opportunities for professional advancement is priceless in the healthcare industry, where the jobs are a-plenty. Many employees site the reasons why they leave as three fold:

  • Lack of Advancement Opportunities
  • Lack of Support / Challenge
  • Lack of Communication / Leadership

So how do you address these challenges head on through education? Give them the information they need to do their jobs well from the start. Strengthen their commitment to succeed by allowing them to  advance their knowledge through challenging educational opportunities. And, develop consistent company level communication.

As we explored above, employee engagement can be increased with effective on-boarding programs, and continuous company training and communication. Providing education is a great start, but without proper alignment between education and the goals of both the individual and overall business strategies and objectives, the potential results crumble. Companies can align their education to company goals by thinking terms of individual employees, and both the soft and hard skills they need to advance to the next level. Understanding what information/education employees at all levels need is the first step to creating and delivering impactful, empowering education. So as you assess your learning needs you must ensure your potential solution:

  •  Allows you to create your own content to meet your business needs/ objectives.
  • Provides a vast array of clinical education opportunities to meet the needs of your team, no matter what their specific specialty may be.

Maintaining Compliance

The negative impacts of not maintaining regulatory compliance training can be costly – lost work, fines and legal actions are just a few of the potential consequences. Even if you have the education available, can you track it? Can you report on the completion of the courses? Better yet, can you mesure the success of the participant’s understanding of the course material? Answering “no” to any one of these questions can be just as costly as not providing any compliance training activities at all! Many organizations have a plethora of policies or procedures concerning regulatory compliance, but few have an effective means of tracking compliance training activities on an ongoing basis. Some companies claim to have a “magic pill” solution for tracking and measuring compliance training through Learning Management Systems (LMS). However, in many cases their LMS is clunky, outdated, and while it can provide thousands of different types of reports, still doesn’t report on the things that matter to your business. Your compliance management tool or LMS should be simple, easy to use, and display just the information that is useful to you:

  • Did my team complete their required training? 
  • Did they understand the training?

In most cases the answers to these questions are all you really need to report on continuing competency activities. Fancy reporting that requires a degree in rocket science is just not necessary, and makes managing the solution more burdensome than useful.

Your Turn…

Now I’m turning it over to you! What are some business challenges you’ve been able to address head on using education as the solution?

Does your current education solution allow you the flexibility to address your business challenges?