It's unfortunate that you have hired a CPC that does not code well.
Don't take this the wrong way, but just because she has held her CPC credential for years doesn't necessarily mean she has been working as a CPC for years.
Is she out of practice in coding? Is she up to date on guidelines? Does she know where to look to find the answers to questions? I'm going to assume that the answer is yes.
Another thing that is unfortunate, is that when you call for a reference all they can say is yes the person worked here. It's too bad that a real reference can not be done, because sometimes it serves the new potential employer a real injustice to not know the real truth about a persons capability to perform a job.
Maybe coding is not what this person should really be doing.
As far as her training is concerned, does your office have some kind of training program that new coding staff attends? Not knowing how long the person has been employed with you, she might know you're not satisfied with her skills if all of a sudden you throw her into a "newbie" coding class.
But, apparently she needs it.
All offices should have productivity standards - you need a measurable goal for all staff. In my office, we have weekly audits that are weighed as part of our performance evaluation. If we don't obtain a certain accuracy goal, training is required, and the "consequence" deepens if the accuracy is not improved.
We need to have competant coders on our teams. Practices depend on having a staff that knows how to do their jobs well. Too much money is at stake, in many aspects (not just visit recievables) to have coders -and billers for that matter - who can not perform at an acceptable level.
2013 President, Flower City Professional Coders
2012 Vice President, Flower City Coders local Chapter
2011 Member Development Officer, local chapter
"You cannot truly listen to anyone and do anything else at the same time." M. Scott Peck