You are an HIM Coordinator and work in a department that has a temporary contracted HIM Director, whose name is Lolly. She is working with Human Resources to fill all vacant positions in the departmen

You are an Health Information Management (HIM) Coordinator and work in a department that has a temporary contracted HIM Director, whose name is Lolly. She is working with Human Resources to fill all vacant positions in the department – including the HIM Director, Document Management Specialist (DMS) and 2 coding positions.  

On Thursday morning, Lolly follows you into your office and says "For crying out loud, I have already completed more interviews this week than I did in all of last year. I'm sick of all the time in HR, and I can't get anyone to take a damn job here. You take over interviewing for the DMS slot because the job reports to you anyway!"  

She heads towards your office door and adds "Don't hire any churchgoers because weekends are packed with old-timer sickies, and we need somebody here for the Sunday shift" – and in a flash, she is gone. 

You take a deep breath, shut your door and gently slide into your chair. Did you just hear what you think you heard? Take a damn job here….sickies….churchgoers…old-timers! Right then your phone rings and it's Suzanne, the director of HR. She explains that she is gathering up applicants for your upcoming interview for the DMS based on instruction she got from Lolly. You interrupt her, explain that you are happy to help with interviews but also confide in her - you decide to share Lolly's offensive rant in your office.

A series of events follow and after your promotion to Interim Director of HIM, you undertake the very much needed job of preparing an Interview Tool and Developing a Hiring Policy to ensure that you are promoting a diverse staff in the HIM department. The tool and policy will be used by you and the department supervisors.  

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