Clinical Practice Specialist Rating Guide
Check all items that most accurately describe the employee’s typical performance over the course of the review period. Use this as a guide to
determining the most accurate overall rating.
OVERALL RATING
Unsatisfactory (<5%)
Did not meet key objectives
established. Performance
was below expectations in
essential areas of
responsibility, with goals
and objectives missed.
Contribution is typically
below that of peers of
incumbents in comparable
positions.
Needs Improvement
(<10%)
Job performance
sometimes met though
sometimes fell short of
expectations and
contribution.
Performance was less than
that of many other
employees at peer levels.
Improvement is needed.
Met/Exceeded Expectations (70% to 80%)
Fully met or exceeded all key objectives. Individuals who
achieve this rating are widely recognized as strong and
valued contributors.
1. To what extent does the Clinical Practice Specialist help the Department maximize reimbursements for services?
 Doesn't know, understand
or correctly apply
knowledge of coding,
billing, or contracts with
payors.
 Errors lead to financial
loss.
 Lacks sufficient technical
knowledge to consistently
perform with expected
accuracy or analyze data.
 Solid knowledge of
coding, billing, medical
terminology and contracts
with payors
 Ability to analyze
contracted fees versus
actual reimbursements
leads to improved
reimbursement rates.
 Investigates, resolves
difficult billing problems.
 Develops procedures to
improve systems, work
processes and policies.
 Regularly uncovers areas
to optimize reimbursement
that others have missed.
2. How does the Clinical Practice Specialist know and support the Department’s billing compliance?
 Doesn't know, understand
or apply legal requirements,
policies and procedures
correctly.
 Compliance/audit records
are incomplete, inaccurate,
nonexistent.
 Not current with
compliance issues.
 Inconsistently applies
legal requirements, policies
and procedures.
 Records are often
incomplete or inaccurate.
 Solid understanding of
legal requirements, policies
and procedures in area of
responsibility.
 Keeps Department
informed about changes.
 Audits medical charts to
ensure that records match
coding.
 Works with physicians
and staff on issues that
affect current reporting
procedures.
 Develops training
programs, manuals &
communications on
procedural guidelines, new
regulations and changes in
contracts.
3. Describe the amount of work that the Clinical Practice Specialist has accomplished over the review period.
 Cannot be counted on to
get work done.
 Does not understand
what are priorities or
understands them and still
does not work on them.
 Inconsistently gets work
done.
 Not seen as someone
who does fair share of the
work.
 Sets work priorities and
completes appropriate
volume of work; takes on a
fair share of the work.
 Tracks progress and
makes necessary
adjustments.
 Does more than fair share
of the work.
 Looks for more effective
and efficient processes to
complete tasks.
4. Describe the quality of the work that the Clinical Practice Specialist has accomplished over the review period.
 Work is almost always
found to have errors.
 Lack of knowledge
creates more work.
 Work is frequently found
to have errors.
 Work is often incomplete
or inaccurate.
 Work is occasionally
found to have errors.
 Work is rarely found to
have errors.
 Occasionally misses
deadlines.
 Meets almost all
deadlines.
 Has rarely or never
missed a deadline.
2/12/2016
 Unintentionally misses
problems.
 Sometimes fails to inform
effected parties.
RATING
1 2 3 4
 Researches and analyzes
market trends and their
impact on reimbursement.
 Recognized for
professional knowledge of
coding and billing the
School and within
department.
RATING
1 2 3 4
 Creates procedures to
help ensure 100%
compliance within the
Department.
 Considered the "go-to"
person in department for
information on legal
requirements, policies and
procedures.
RATING
1 2 3 4
 Knows what results are
important & achieves those
results.
 Highly organized and
efficient; is known as
someone who “gets things
done.”
RATING
1 2 3 4
 Work is never found to
have errors.
 Has never missed a
deadline.
RATING
1 2 3 4
6. Describe how the Clinical Practice Specialist deals with problems.
 Does not recognize a
problem or sees the
problem and does nothing
about it.
 Does not inform others of
problems.
Achieved breakthrough
results against challenging
goals; made a unique
contribution to university,
school or dept objectives;
recognized by all as “stand
out” performers.
RATING
1 2 3 4
5. To what extent does does the Clinical Practice Specialist meet deadlines?
 Doesn't anticipate,
confuses or misses
deadlines completely.
 Does not understand the
importance of deadlines.
Exceptional (<20%)
 Knows where to go to
resolve problems.
 Deals with existing
problems and offers
solutions
 Alerts people to potential
problems..
1
 Anticipates problems and
quickly acts on them.
 Anticipates problems and
creates solutions to avoid
future problems.
Unsatisfactory (<5%)
Did not meet key objectives
established. Performance
was below expectations in
essential areas of
responsibility, with goals
and objectives missed.
Contribution is typically
below that of peers of
incumbents in comparable
positions.
Needs Improvement
(<10%)
Job performance
sometimes met though
sometimes fell short of
expectations and
contribution.
Performance was less than
that of many other
employees at peer levels.
Improvement is needed.
Met/Exceeded Expectations (70% to 80%)
Fully met or exceeded all key objectives. Individuals who
achieve this rating are widely recognized as strong and
valued contributors.
Exceptional (<20%)
Achieved breakthrough
results against challenging
goals; made a unique
contribution to university,
school or dept objectives;
recognized by all as “stand
out” performers.
7. To what extent has the Clinical Practice Specialist established credibility and trusting relationships with faculty and
staff?
 Faculty and staff refuse to
work with individual;
complains to supervisor or
Chair.
 Faculty and staff go to
supervisor rather than
individual with questions
because of worry about
accuracy.
 Works closely with faculty
and staff to understand their
concerns and perspective.
 Goes directly to
physicians when there's a
problem.
 Develops trusting
relationships.
 Educates Department on
policies and procedures.
 Requires continual
oversight.
 Rigorous training is
required for most new
situations. Frequently
requires retraining.
 Requires normal review
and follow-up from
supervisor.
 Requires normal amount of
training to develop skills,
ability.
 Little oversight, comes to
supervisor is needed.
 Regularly takes training to
develop new, higher level
skills.
9. To what extent does the Clinical Practice Specialist have a positive impact on the Department?
 Performance and/or
attitude disrupts work
environment.
 Creates more work for
unit.
2/12/2016
 Inconsistent work habits
sometimes disrupt work
environment
 Fosters cooperation and
teamwork.
 Enables unit to perform at
proper level.
2
 Establishes strong
partnerships with others.
 People trust and value
advice and opinions.
RATING
1 2 3 4
8. How much supervision does the Clinical Practice Specialist require?
 Requires excessive
oversight. All work must be
reviewed and corrected.
 Training often protracted,
unsuccessful.
RATING
1 2 3 4
 Easily identified as a high
contributor.
 Sought for assistance or
advice in getting work done.
 Little or no follow-up is
required.
 Recognized for
leadership potential.
RATING
1 2 3 4
 Develops new ideas
which reduce expenses or
improve unit effectiveness.