Job’s Package Coversheet
(to be kept by applicant)
Position applied for: Clinical Coder - CIS
Reference: No: CN/295/161085
Enquiries: Netta Carmichael 9540 7163 / 9113 2276
Send your application to: Human Resources
The Sutherland Hospital
Locked Bag 21
Taren Point NSW 2229
or email: SUTHR@Sesiahs.Health.nsw.gov.au
1. Guide to Applying for Jobs
2. Job Application Coversheet
3. Position Description
Ensure you have read your copy of the “Guide to Applying for Jobs” and the position description before sending the following to the above address:
? completed and signed “Job Application Coversheet”;
? responses to the selection criteria; and
? an up-to-date copy of your resume
Attention applicants external to South Eastern Sydney Illawarra Health (SESIH). If you are
selected for an interview, you will need to bring proof of the following with you to the interview:
? Your ability to work in Australia e.g. Australian Passport (current), International Passport (current)
and Work Visa (current), Australian Birth Certificate, or Certificate of Australian Citizenship.
? Professional Registration / Certified Qualifications / Fellowship (if applicable);
? Any licences, if included in the selection criteria (e.g. driver’s licence, security licence, etc.);
? Proof of previous service for positions dependant upon service for incremental payment;
? A marriage certificate or deed poll advice if your name has changed since birth;
? Dr’s also need to provide Indemnity Insurance Cover and Provider Number
GUIDE TO APPLYING FOR JOBS GUIDE TO APPLYING FOR JOBS
Thank you for your interest in applying for a position with South Eastern Sydney Illawarra Health
(SESIH). This guide has been established to assist you to prepare your application.
SESIH is responsible for the promotion of the health and wellbeing of people within the region and
ensuring that health services are of a high quality, equitably delivered and regularly reviewed.
THE RECRUITMENT & SELECTION PROCESS:
Involves SESIH identifying a vacancy, advertising it, short listing applicants, calling suitable applicants
for interview, checking referee reports, conducting criminal record checks and offering appointment to
the preferred applicant(s).
APPLYING FOR THE POSITION:
You are required to apply in writing for the position. Appointments to positions with SESIH are made on
the basis of merit. This means that the applicant considered to be the most capable of performing the
duties of the position is selected. Choosing the best person for the position is part of SESIH Equal
Employment Opportunity Policy. Your application must contain:
? your completed Job Application Coversheet;
? your responses to the selection criteria (see below); and
? your resume, including referee contact details.
WRITING YOUR APPLICATION:
You need to write your responses to the selection criteria to show the selection committee that you have
the right mix of skills, knowledge and experience to do the job. Our suggestion to applicants to ensure
that the selection criteria are met adequately is to make a separate heading for each selection criterion.
For each one, describe your skills, knowledge and experience and show how they could be used in the
job. Emphasise your major achievements.
Key Words in Selection Criteria and their meaning:
Demonstrated knowledge: you need to give examples that prove you have this area of knowledge.
Ability to: you do not need to have completed this kind of work before, but your skills, knowledge and experience must show that you are capable of doing the work. Describe things you have done which
prove you could do this kind of work.
Experience in: you have to show when and how you have done this work before. Give examples. Effective, Proven, Highly Developed, Superior: These ask you to show your level of achievement.
Give as much detail as you can, using examples of your achievements to show your skills, knowledge
SESIH requires all employees to have an awareness of the principles and practices related to Equal
Employment Opportunity (EEO), Occupational Health and Safety (OH&S), Ethnic Affairs & Cultural
Diversity and Appropriate Conduct (Ethical Practice) relevant to each job. You should ensure that you
address these aspects as part of your response to the selection criteria.
APPLICATION & RESUME:
You need to complete the Job Application coversheet. You also need to complete a resume which is
clear, concise, up to date and includes: any qualifications, professional registration & affiliations,
employment history and the name, address and contact numbers of two referees. Personal information
such as marital status, number of dependants, etc are not relevant to the requirements of the position
and need not be included in your resume. If you are intending to apply for more than one advertised
position, please submit a separate application for each position.
THE ROLE OF THE SELECTION COMMITTEE:
The selection process will be undertaken by a committee. Each selection committee is convened with
care to ensure that it has the necessary expertise to make a decision in a fair and impartial way.
Collectively, the committee will have an understanding of the vacancy and its role and will be responsible
for the integrity of the final selection recommendation. The panel will usually consist of three members. If called to an interview, you are entitled to ask who is on the panel.
INTERVIEW / ASSESSMENT:
Interviews and selection are conducted by a panel of at least three people. The panel usually includes the manager of the job, an independent (a person not employed by the Department advertising the position) and another person who can contribute to the selection process. Panels will always consist of at least one male and one female member.
If called for an interview, you will be asked questions related to the duties of the position and the advertised selection criteria. You may also be asked to tell the panel more about particular areas of your application. You will be able to ask questions about the position and provide the panel with more information to help your application.
Prior to the interview please read the job advertisement and/or position description again. The criteria for the position have been developed from the position description and the Panel will use the criteria to develop interview questions. You can also do the same. It will assist the Panel if you are able to link experiences and examples of previous work to the position description and selection criteria.
Other methods may be used to decide if you are suitable for the position. For example, the panel will call your referees or may wish to look at samples of your work.
The panel discusses which applicant best meets the selection criteria and writes a detailed report which rates the strengths and weaknesses of each applicant. A recommendation is made to either offer the position to the best applicant or take further action (for example, readvertise the position).
If you are offered an interview and you have any special needs (for example, wheelchair access or an interpreter) you should inform the person who contacted you or ring the enquiries person for the job advertisement.
If you are considered to be one of the suitable applicants, comments will be sought from your nominated referees, as to your demonstrated ability or potential to fulfil the selection criteria. It is important that you nominate referees who are able to discuss your suitability in relation to the selection criteria and comment on your current work performance. You may like to provide them with a copy of the position description so that they are prepared to provide relevant information to the selection committee. * If you
have previously worked in a facility within SESIH, SESAHS or IAHS, your employment history will be checked and your previous managers will be contacted.
It is SESIH policy that a National Criminal Record Check is conducted for sexual offences, serious offences involving threat or injury to another person and serious offences which are directly relevant to the duties of the position for which they have applied.
A criminal record check, for applicants recommended for appointment, is only undertaken following interview and with the signed consent of the recommended appointee. Appointment to a position will be conditional upon a satisfactory criminal record check being returned.
It is also SESIH policy that all recommended applicants for appointment provide appropriate documentation to support their identity.
Working with Children Checks and Aged Care Checks are conducted as required by law for positions that will have unsupervised access to children and young people and for positions caring for aged patients/clients.
In accordance with NSW Health Policy Directive 2009_004, the Services Check Register will be
reviewed for all relevant appointments.
PROOF OF IDENTITY:
SESIH requires all applicants to bring proof of identity to their interview. Proof of identity must include
one of the following: Current NSW health service id, Birth Certificate, Citizenship Certificate or
Passport. Do not send originals with your application.
Employment with South Eastern Sydney Illawarra Health is subject to you having current immunity status that
complies with the NSW Health Occupational Assessment, Screening & Vaccination against Specified
Infectious Diseases - Policy Directive (PD2007_006). Ongoing employment will be subject to continued compliance with the policy directive.
CULTURAL DIVERSITY, EEO, ETHICAL PRACTICE AND OH&S
SESIH is committed to the principles of cultural diversity, equal employment opportunity (EEO), ethical
practice and occupational health & safety (OH&S).
In accepting a position with SESIH the new employees will “agree to support core NSW public sector
values of cultural diversity, equity and ethical practice and a healthy, safe and fair workplace”.
New employees will also receive appropriate mandatory training on the above principles and will receive
regular refresher training particularly in those areas which relate closely to their responsibilities.
POST SELECTION FEEDBACK / NOTIFICATION:
You will be advised in writing of the result of your application after the selection process is completed,
normally within two (2) weeks of interviews being conducted. If your application is unsuccessful, you may
wish to contact the convenor of the panel to discuss your performance in the interview. If your application
is successful a representative of SESIH will contact you and offer the position to you.
Late applications are not normally considered so please ensure your application reaches us by the
“Thankyou for applying for this position & I wish you well for the future”
Manager, Workforce Services
Equal Employment Opportunity and appointment on merit are SESIH Policy
Job Application Coversheet
Position applied for: Clinical Coder - CIS
Reference No.: CN/295/161085
Surname (BLOCK LETTERS) Other names (BLOCK LETTERS)
Contact address: …………………………………………………………………………………………..……..
…………………………………………………… Email address: …………….…………………………...
Telephone numbers: ……………………………………. / ………………………………………………
Private Business / Mobile
A Criminal Record Check and Prohibited Employment Declaration must be completed by all applicants
interviewed for employment.
Permanent appointment to SESIHS is subject to the applicant:
1. being an Australian citizen or having the status of permanent resident in Australia;
2. completing a Health Declaration form; and
3. providing proof of identity (and any other necessary documentation).
Any statement on your application that is found to be deliberately misleading could make you, if
employed, liable to dismissal.
How did you find out about this position* Please tick appropriate box(es) ?
? Local Paper ? Sydney Morning Herald: Thurs ed. ? Sat ed. ? ? The Australian
? Friend /Relative ? Internal Noticeboard ? SESIAHS site ? NSW Healthjobs site
? Justhealthjobs site ? Other
Have you also included your: Claim for the position ?
Signature: ……………………………………………… Date: ………/…………/…………….
Please send your completed application to the address shown on the Job’s Package Coversheet
Budget No./Position No.:
Position Title: Clinical Coder
Facility: St George Hospital - Central Cost Centre: 161085 - CLINICAL INFORMATION SERVICE - SG
Location: St. George
PC PF CG SC SATCC:
Classification: Administration Officer Level 3/4 Vaccination Category: B
Award: 06 - Health Employees Administrative Staff (State) Award
Employment Status: Permanent Full Time Hours:
Manager, Clinical Coding Services
Responsible For (staff)
Ensure accurate, timely and complete classification of diagnosis and procedures using the computerised
Encoder and iPM systems. Ensure that coding deadline requirements set down by NSW Health are met.
Maintain knowledge of the current edition of International Classification of Diseases and Procedures as
adopted by NSW Department of Health. Participate in coding and quality activities to ensure that deadlines
are met and accuracy of data is maintained.
1.Successful completion of a recognised clinical coding course (ICD-10-AM) and medical terminology 2.Demonstrated experience and competence in clinical classification using ICD-10-AM and high level understanding of Australian Coding Standards
3.Computer literacy and excellent keyboard skills
4.Excellent communication skills
5.Demonstrated ability to work in a multidisciplinary team
6.Demonstrated ability to work to and meet strict deadlines
7.Physical ability to file and retrieve records
1.Previous coding experience in a teaching hospital;
2.Experience with 3M Encoder software;
3.Understanding of Patient Administrative Systems (e.g. iPM) and computerised chart tracking. Key Performance Areas/Duties
• Accurate and up-to-date classification and indexing of inpatient discharges for use in research, casemix
activities such as quality improvement projects and episode funding, teaching and management reporting.
• Maintain patient confidentiality.
• Understanding of basic Clinical Information Services functions eg. MRN’s, record retrieval, computerised
chart tracking, and iPM functions.
• Classification of inpatient diseases and procedures using the International Statistical Classification of Diseases and Related Health Problems, Tenth Revision, Australian Modification (ICD-10-AM) books and / or the Australian Coding and Grouping Software Application (eg. 3M Encoder).
• Understand and maintain a good working knowledge of the National, State, Area and local coding standards.
• Comprehensive and accurate completion of morbidity data, including DRG/MDC, into iPM as required for
local and NSW Health Department purposes.
• Respond to enquires from Health Professionals requiring information for patient care.
• Comprehensive and accurate completion of the computerised Cancer Registration System for the NSW
Central Cancer Registry.
• Completion, when appropriate, of Mesothelioma notification forms.
• Maintain required coding output to ensure that clinical records are coded within the timeframe required by
the Area Health Service and the NSW Health Department.
• Liaise effectively with health professionals regarding coding and data queries.
• Request outstanding reports (e.g. operation reports, cardiac catheter reports and post-mortem reports) where necessary.
• Access Patient Details and Inpatient History in iPM, eMR, Diagnostics, PACS (Radiology CentraWeb System),
VARIS (Cancer Administrative System), and chart tracking systems to obtain patient information where applicable.
• Attend and code on wards when required.
• Retrieve and track medical records where necessary.
• Comply with the Occupational Health and Safety Act.
• Attend appropriate meetings / seminars / continuing education sessions for professional development.
• Participate in quality assurance activities when required.
• Participate in staff appraisal activities.
• Other duties appropriate to the level and responsibility of the position as may be requested by the Coding Manager / Medical Record Manager
Area of Core Responsibility of All Staff Core Responsibility of All Managers Responsibility
Occupational Perform delegated SESI OHS policy Perform delegated SESI OHS policy
Health and responsibilities. Cooperate with responsibilities. Implement and maintain
Safety (OH&S) management efforts to implement and OHS and IM processes (within their area of
maintain OHS and IM processes to responsibility) to achieve the OHS policy
achieve the OHS policy goals and goals and objectives (reference:
objectives (reference: Performance Performance Development Handbook,
Development Handbook, Appendix 3). Appendix 3).
Waste Be familiar with waste management As for all staff and in addition be a role
Management policies and take part in waste model for all staff and ensure that all new
minimisation and recycling programmes. staff are given access to the policies and
procedures related to waste management. Policies and Ensure familiarity with and adherence to As for all staff and in addition ensure that
Procedures policies and procedures required for the all staff within your area made aware of
performance of your duties. the policies and procedures. * Regularly
update policies and procedures, within
your responsibility, in line with the
hospital’s standards. Infection Control Be aware of Infection Control Policies As for all staff and in addition ensure that
and Procedures and follow these all staff are aware of the policies and
guidelines in your day-to-day duties. procedures and ensure that they attend
any necessary training and updates. Training / Attend SESIH's orientation programme. As for all staff and in addition ensure that Orientation Attend all annual compulsory and other all employees are provided access to
training programmes as required. appropriate training and development to
assist them in personal development and
the performance of their duties. Performance Participate in Performance Management As for all staff and in addition attend the
Management Programme and annual reviews. annual workshop on Performance
Management and ensure that all of your
employees participate in the programme
and conduct reviews on an annual basis. Quality * Contribute to and participate in quality * As for all staff and in addition initiate and Improvement activities to improve the standard of implement appropriate quality activities. *
care, service delivery and improvement To ensure compliance with requirements of
in all aspects of the organisation. * To the accreditation program of the service. *
be familiar with the accreditation To maintain documentation requirements
program of the service. * Attend as required by the accreditation program.
training sessions as required.
Records To comply with the State Records Act As for all staff and in addition ensure that
Management 1998 and policies and procedures for the all staff are aware of the policies and
creation, filing, handling, protection and procedures and ensure that they attend
disposal of records. any necessary training and updates. EEO and Abide by EEO principles. As for all staff and promote, implement
Affirmative and evaluate EEO and Affirmative Action
Action policies and strategies. Complaint Be aware of the Complaints Policy. Be aware of the Complaints Policy and Handling follow the procedures. Smoke Free SESIH supports a smoke free SESIH supports a smoke free environment
Area of Core Responsibility of All Staff Core Responsibility of All Managers Responsibility
Environment environment therefore you are required therefore you are required to adhere to the
to adhere to the Non-Smoking Policy. Non-Smoking Policy. Confidentiality It is a condition of employment that you will not disclose any confidential information
either during your employment or after its termination, which you many receive or
derive in the course of your employment with SESIH.
Protection of Undertake your legal obligations to Ensure compliance to: * Commission for Children report concerns about the safety, Children and Young People Act 1998; *
welfare and well being of a child where Child Protection (Prohibited Employment)
there are reasonable grounds to suspect Act 1998; and * Ombudsman Amendment
risk of harm from abuse or neglect. (Child Protection and Community Service)
Workplace The provisions of the NSW Workplace The provisions of the NSW Workplace Surveillance Act Surveillance Act 2005 have now been Surveillance Act 2005 have now been
2005 proclaimed and in accordance with the proclaimed and in accordance with the Act,
Act, written notice (14 days) of written notice (14 days) of surveillance,
surveillance, including e-mail and including e-mail and Websites has now
Websites has now been given. been given. Information on the NSW
Information on the NSW Workplace Workplace Surveillance Act 2005 is
Surveillance Act 2005 is available from available from your Manager.
Code of Conduct Read and acknowledged individual In addition to complying with their individual
responsibilities as determined in the Code responsibilities as determined in the Code of
of Conduct Conduct, Managers are required to:
* Provide a copy of the Code of Conduct to
each Member of their Staff upon
appointment or reappointment.
* Provide advice to each employee to ensure
they understand their responsibilities under
the Code of Conduct
* Maintain a record of when this occurred.
Risk Management Staff should be pro-active in the Managers and supervisors need to;
identification, reporting and mitigation of * Understand and apply the principles of risk
risks as they are best placed to identify risks management, as determined in the SESIH Risk
that can adversely affect the effectiveness, Management Policy. * Identify risks which may
efficiency and safe provision of services negatively impact on dependent or associated
services. * Support and develop a risk
conscious work-place. * Actively educate and
support their Staff in the pro-active
identification, reporting and mitigation of risks.
* Contribute to the development and
maintenance of the Service / Department and
Organisational Risk Register.
Immunisation Compliance with the Occupational As for all staff and in addition ensure that all
Assessment, Screening & Vaccination staff within your area are made aware of the
against Specified Infectious Diseases - Policy Occupational Assessment, Screening &
Directive (PD2007_006). Your ongoing Vaccination against Specified Infectious
employment will be subject to your Diseases - Policy Directive (PD2007_006) and
continued compliance with the policy ensure compliance with requirements of the
directive. Policy Directive.