Blog and Helpful Articles

Coding E/M Services – Part 1

Few things cause as much provider confusion – even frustration and angst – than medical coding.  But coding is intricately linked to payment so the importance of doing it correctly has significant repercussions.  The Centers for Medicare and Medicaid Services (CMS) commissions random audits each year in its quest to find overpaid claims or those paid in error.  The 2019 results show a national error rate of 7.3%.  While that may not sound like a large number, the associated improper payments are projected to be $28.9 billion.  With a B!

Over $1B of the improper payments in 2019 were for established patient office visits, and another $400,000 for new patient office visits. The errors in evaluation and management (E/M) services include over- and under-coding, which are two sides of the mistake coin.  E/M services include office visits for new patients and established patients. The five levels of codes for each patient category are differentiated by their complexity, which is reflected by various documented factors. Over-coding occurs when providers select a higher level office visit code than what was warranted by the documented summary of the visit; over-coding also results in higher payments to providers because the payments correlate to visit complexity.  Under-coding occurs when the provider selects a lesser complex visit level code than what is supported by the visit summary.  Under-coding results in a lower payment, and many providers believe that under-coding keeps them under CMS’s radar.  This is not true.

The complete guidelines for documenting E/M visits can be found in the 1995 or 1997 Documentation Guidelines for Evaluation and Management Services, depending on which one your practice uses.  Remember that your practice must select one set of guidelines and use them solely and consistently.

Here – in two parts – is a brief overview of E/M codes.

There are seven key components of an E/M service, and the first one we’ll review is the patient’s chief complaint (CC) or reason for the visit, which is the biggest support of medical necessity.  The CC is usually in the patient’s words, but this is not a requirement as long as there is a statement that supports why the patient is having a medical visit.  A CC that reads “follow up” is not correct and also doesn’t support medical necessity.  A better CC would be “follow up of diabetes after my medication change.”

The history (formerly called history of present illness or HPI) should be a short narrative about all the conditions being assessed at the visit, and briefly summarize the course of the condition(s).  This will further solidify the medical necessity of the visit and convey the complexity of the patient’s condition. Histories, which include the Review of Systems (ROS) and pertinent Past, Family & Social History (PFSH), are usually either brief or extended, and this distinction factors into the E/M code selection.

The CC will guide the breadth of the provider’s examination of the patient, the next element in E/M coding.  Exams range from problem-focused – in the case of a visit devoted solely to the CC – to expanded problem-focused, detailed and comprehensive.  The differences among these examinations has to do with the number of organ systems reviewed and the number of elements assessed for each system. Providers should be alert for exams that don’t match the CC.  For example, if the patient has a cold, a prostate exam wouldn’t be considered medically necessary under the circumstances, although it may seem to justify a higher level visit.

This blog continues here.

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A Simple Guide to Employee Appraisals

In today’s world of Human Resources, ensuring your appraisals are and on time way is paramount to a successful workforce. Performance reviews are necessary for a productive and accountable work environment.  Can you make appraisals a pain free and simple exercise? Absolutely you can! The process boils down to documenting throughout the year.

Step 1.  Set expectations and metrics with measurable goals. The expectations begin when you provide employees with a job description that details their duties upon hiring. Once the employee has been trained, he or she should be given clear expectations and measurable goals for the job. It is helpful at this point to even share a copy of your appraisal template so that your new hire understands the company’s performance standards, expectations and scoring systems, and can work toward meeting them.

Step 2. Start an early feedback process. Many HR professionals recommend a 30-, 60- and 90-day appraisal at the start of employment. This allows you to provide regular feedback on positive performance and address any areas where improvement is needed. Keep in mind that the 90-day introductory period works both ways. It gives the employer a chance to see how employees work and how they fit into the culture of the company, and gives the employee an opportunity to learn his/her job and to feel confident that the company has a professional and productive environment.

Step 3. Document any and all aspects of performance. Once employees have successfully completed the introductory period, document any and all aspects of their performance throughout the balance of the set appraisal period. This includes achievements and performance issues. Always keep your company’s appraisal template in mind so you are able to effectively address each area and provide an accurate, meaningful and comprehensive review. For example, some areas could be quantity and quality of work (using metrics when at all possible), initiative, teamwork and attendance.

Step 4. Do not rush the appraisal process. Companies typically use an annual appraisal at the end of each calendar year or on the anniversary of the employee’s hire date. We personally recommend using hire date anniversaries, which are easier to manage, and working one month ahead of the due date on either appraisal cycle. Use all the documentation gathered throughout the year to score each area and give an explanation to support your score for each category. Your explanation should include the reason behind the score and if necessary, suggestions to improve in that area.

The process can be simple and stress-free by planning throughout the year and as the saying goes: Document, document, document! Successful appraisals and your investment in guiding your employees with regular feedback and positive reinforcement will improve employee retention, which is the goal of every company.

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What We’re Reading – More Than 1 in 5 Patients Perceived Mistakes in their Medical Visit Notes

More than one in five patients perceived mistakes in their notes, judging more than 40% of them as serious. Such is the conclusion of a study published in the June 9, 2020 issue of JAMA.

With the proliferation of electronic health records (EHRs) and the requirement to provide patient access to health information through portals, this mind-blowing article reviewed a study of patient-reported errors.  The study revealed that, of the 4,830 patients surveyed, 21% reported a perceived mistake; of those mistakes, 42.3% were considered by the patient to be serious.  Of the errors, 32.4% believed them to be somewhat serious, and 9.9% considered them very serious.

The classification of very serious errors included specific errors in current or past diagnoses, inaccurate medical history, medication or allergy mistakes, erroneous reporting of tests, procedures or results. Of the very serious errors, almost 60% of patients perceived at least one mistake potentially associated with the diagnostic process (e.g., history, physical exam, tests, referral and communication). About 14% of respondents reported documented elements of the physical examination that were not done, and documented items such as informed consent and counseling which were not done.  A relatively small number of patients reported reading notes on the wrong patient and errors in laterality of reported information (left vs. right).

The researchers reported that at least half of EHRs may contain an error, mostly related to medications, and that 26% of PCPs anticipated that patients would find errors. However, “systems for checking the accuracy of notes are almost nonexistent.” The authors believe that creating a system for routine review of notes by patients could contribute to EHR accuracy and also more fully engage the patient in his or her health care. They believe that sharing patient notes could be a “scalable first step” especially since EHR transparency is sure to increase patient access.  Of course, this means that providers will need a systematic mechanism for responding to patient-reported errors.

It is prudent to keep in mind that patients have the right under the Health Insurance Portability & Accountability Act (HIPAA) to request an amendment of their health information, and that Covered Entities (meaning providers) are required to review and respond to those requests to amend or deny amendment to the record, as stated in their Notice of Privacy Practices (NPP).  It’s doubtful that patients or providers fully read or recall what is contained in the NPP, or have a mechanism to carry out their responsibilities, but they need to.

Coleman Consulting Group can help your healthcare business establish the proper policies, procedures and processes to successfully harness an important stakeholder’s help in improving the accuracy of your patient records.

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Did You Know…Medicare pays for Activities Related to Home Health?

In order for a home health agency to deliver physician-ordered home health services, the agency must prepare a Plan of Care (POC) for the patient that conveys the physician’s orders for the care.  The POC must be signed by the clinician, thereby approving the plan for the episode of care.  In addition, during the time the patient is receiving home health care, there may be occasions for the clinician to oversee the care provided, communicate with the agency, respond to changes in the patient’s condition, and/or make therapeutic changes to the care regimen.

Physicians can bill and be paid for signing the initial or re-certification POC.  If they provide  oversight of the home care services on a monthly basis, and document at least 30 minutes of coordination activities, they can also be paid for Care Plan Oversight (CPO).

Patients receive home health services in 60-day episodes of care as medically necessary.  There is no limit to the number of episodes of care a patient have as long as Medicare guidelines are met. There is also no limit to CPO services as long as they are reasonable and medically necessary, well documented, and correspond to the time the patient has a POC.

Feel free to request our free bulletin on billing this service.

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What We’re Reading – Dealing with The Stress and Fear of Returning to Work During Covid19

The coronavirus (COVID-19) pandemic has been an unexpected and unprecedented event, and it has caused increased stress and anxiety for employees everywhere. Our lives, so to speak, have been disrupted, and support resources to help employees cope with returning to work should be a priority.  Just when we thought the pandemic was on the decline, statistics show the numbers are increasing, which increases the fear once again. This article addresses the employee and how to cope in general and in the workplace, as well as employer responsibilities and accountability.

The author starts by acknowledging the fear that has infiltrated our lives and urges us all to manage what we can.  This means we should all take precautions regarding Covid like we do for everything else.  Knowing that we have control over our own actions can lower some of the stress we feel about the uncertainty in our world.

He also summarizes the key points from the landmark book, Feel the Fear and Do it Anyway.  The main take-away is that we all experience fear.  Fear from a pandemic. Fear of car accidents or cancer – even actors and singers face fear when they perform!  But they do it anyway.  They move past the fear by controlling what they can and facing it head-on.

What does that mean, you ask?  The author reminds us to do what we know:  Hygiene (wash or hands frequently), Screenings (if we have symptoms), Social distancing (wherever we are, even in the workplace), and Masks.  As he says, if these work in hospitals where the potential for Covid is worse, these can work at home and at work.

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What We’re Reading – Predicting COVID-19’s Long-Term Impact on the Home Health Care Market

It was expected that 2020 would bring some staggering changes to the home health industry as a result of the Patient-Driven Groupings Model (PDGM) and phasing out of the Requests for Anticipated Payment (RAP), resulting in the exit of smaller agencies and much consolidation.  The COVID-19 outbreak took things to a whole new level and not all of them appear to be negative. Obviously, our healthcare system was hard-hit by the pandemic, and our system’s most vulnerable – the aged & infirm, the primary patient population of the home care business – were the most affected.

However, the pandemic threw a lifeline to the home care arena, as summarized in this excellent article from Home Health Care News.  First, the federal government provided for financial relief to providers, which stalled the mergers & acquisitions fever prompted by new regulations.  But the crisis made changes to the industry that many believe will not be so temporary, the largest of which is the push away from institutional care and toward home-based services. Finally, right?

The article’s author believes that, given the large number of deaths of institutionalized patients, a SNF-to-home diversion wave will sweep the long-term care industry, bringing patients with higher acuity levels and greater co-morbidities into home-based care.  A concomitant hospital-to-home model that bypasses SNF care for all but the most acute, could be devastating if the industry is not well-prepared.

Most home care agencies we work with are not versed in the monitoring and reporting of outcomes, measurements that reinforce the benefits of home care, which is traditionally less expensive than hospital or SNF care.  In addition, long-term care businesses experience higher turnover than general businesses, and in 2019, home health aides and LPNs experienced 25.36% and 22.50 turnover, respectively.  [See our blog post.]  If the author’s predictions come true – and how can they not, with the Medicare Part A Trust Fund now projected to be insolvent in 2024 – the home care industry needs to meet the challenge by having a stable supply of personnel with the proper training and expertise.

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The Comprehensive Emergency Management Plan

It’s probably a good idea for all businesses to have a plan to handle emergencies, but for health care businesses, emergency plans are a requirement.  For home health agencies and nurse registries, the requirement is for a Comprehensive Emergency Management Plan (CEMP) that covers very specific aspects of patient care and business operations before, during and after an emergency.

Some important areas of the CEMP are:

  • Specific individuals are designated as being responsible for carrying out the emergency management plan.
  • Because each locale faces different challenges, the CEMP must analyze the risks of various potential emergencies faced by that particular business. In Florida, we tend to think primarily about hurricanes, but wildfires and other potential threats also exist and must be addressed.
  • The business’s monitoring process for emergencies, and the event(s) that triggers the activation of the CEMP.
  • The process for educating staff on their responsibilities before, during and after the emergency to assure a well-trained workforce capable of responding in a crisis.
  • The process for providing care to patients before, during and after the emergency. It’s important to keep in mind that no one expects a business to risk the lives of its workers.  However, every healthcare business should have a process for determining which patients need continued services and how their needs will be met in a crisis.
  • Patients need to be well-informed of the business’s emergency plans, and the CEMP must address when and how that communication will occur.
  • If patients evacuate to a shelter, a healthcare business has responsibilities to prepare relevant health related information to accompany the patient. The CEMP must explain how this will be accomplished.
  • Notification is a key aspect of the CEMP and must include how patients and staff will be notified of the emergency and how staff will be dispatched to provide needed care.
  • Sometimes businesses cannot serve a patient during or after an emergency, and the CEMP must describe the “buddy-business” relationship with another company who can help out, and the process for coordinating care with that entity.
  • Interactions with local emergency management personnel must be covered in the CEMP; this includes when and how these communications will be affected.
  • Once the emergency is over, the CEMP must explain the steps the business will take to re-establish normal operations and patient care.

It is mandatory for any healthcare business required to complete a CEMP to submit the plan to the Florida Department of Health for approval.  In the past, it was sufficient to show proof of having submitted the CEMP; however, an actual letter of approval of the completed CEMP is now required.

Coleman Consulting Group’s experienced consultants can handle your healthcare business’s CEMP from its preparation to its approval and implementation.

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What We’re Reading – Trump Signs New Law Relaxing PPP Rules: What You Need to Know

The recent Paycheck Protection Program Flexibility Act (PPPFA) brings good news to small businesses who borrowed funds under the PPP.  In response to concerns from business owners, the new law corrects or simplifies some of the original CARES Act’s provisions, which impact a PPP loan’s forgiveness.  Forgiveness means the loan proceeds don’t need to be repaid by the employer; they are essentially a grant. This article contains an excellent summary of the major points of the PPFA.

60% of the funds must be used for payroll

To achieve forgiveness of the loan, the original law required 75% of the proceeds be used for payroll while the remaining 25% could be used to pay expenses such as rent, health insurance and utilities. An earlier revision to the law allowed for prorated forgiveness if an employer spent less than the 75/25 ratio on allowed expenses.  It’s important to keep in mind that the list of expenses eligible for forgiveness has not changed and any loan funds not used for approved expenses must be repaid.

24 weeks to use the funds

A PPPFA provision extends the period for employers to use the funds to 24 weeks, from the original time frame of eight weeks.  Many businesses had been in a bind because once they received the proceeds, the clock started ticking toward the original eight-week period to use them.  Since some businesses may not have been to fully open when they received the loan, the prospects for loan forgiveness were dim.

Can rehire workers by 12/31/20

In order for the salaries of furloughed or laid off workers to count toward forgiveness, the original law required businesses to rehire these employees by June 30th.  This deadline was extended until the end of the year, which increases the likelihood that more of the proceeds will be used for payroll expenses over the longer period and thus, more of the loan will be eligible for forgiveness.

Extended repayment term

Any portion of the loan requires repayment at a one-percent interest rate.  The original repayment period was two years but the PPPFA extended it to five years.  The other good news is that repayment doesn’t begin until the bank and SBA assess the loan for forgiveness and make a determination.  So conceivably, a business might not start repaying PPP loan proceeds until Fall 2021.

You can read another of our blogs on PPP Forgiveness here.

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What We’re Reading – It’s Time to Come Up with a Long-Term Plan for Remote Work

This short opinion piece seems to contradict the comments in another article we read on remote working that was summarized on our blog.  This columnist raises the point that while businesses are eager to get everyone “back to work,” this really means back to the office.  The author contends that work has been occurring, albeit not in the brick & mortar facilities of the employer.

He goes further to say that more than half of workers prefer to work remotely on a full-time basis and don’t necessarily want to return to the office environment.  What’s an employer to do?

As an employer, we can understand that a completely disconnected workforce is not the answer, but we admit we can make changes in how we interact and support remote workers.  Perhaps a percentage of remote work is an option coupled with some in-office time.

Whatever the decision, the topic of remote work needs exploration in light of the employer (and employee’s) goals.  Is it possible to create a win-win for all parties?

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What We’re Reading – Why We Won’t Be Keeping Working from Home

The coronavirus pandemic has reshaped how most American workers do their jobs; however, will the temporary fix of working from home become an unexpected way to save money and increase productivity? This article explores the perceived benefits of working from home and rejects the idea of remote work becoming the “new normal.”

In support of his comments, the columnist provides a few instances when people were forced to work from home due to other health emergencies but eventually came back to their offices. Even though telecommunication has evolved along with the Internet, there are no sufficient reasons to believe that the cycle won’t repeat itself.

The author bases his conclusion on the following ideas: managers don’t always trust their employees to work from home; not all tasks can be done without close supervision or face to face interaction; managers have a hard time providing clear directions on what needs to be done; remote work is more effective for “self-contained tasks;” and “remote teams” require frequent interaction to be successful in normal circumstances. Additionally, the increase in productivity might be a misperception produced by a reduced workload during the pandemic.

Finally, the author comments about the frustration that HR managers would feel if they found out that all the guidelines they have followed to increase employee satisfaction and productivity are now obsolete. Ultimately, employees might be forced to become independent contractors by employers that are trying to save money, which would erase work benefits and affect employees. Based on this article, the possibilities of making remote work the norm are slim; frequent real-life interaction is vital for better work results in most fields.

A different perspective is explored in another of our blogs, which summarized an article in favor of making remote work permanent.

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