What are the responsibilities and job description for the Practice Manager position at Community Memorial Hospital?
- Directs day to day operations of assigned practice(s) to include ongoing review and evaluation of operational issues. Recommends measures to improve performance and increase efficiency in the office including policy, budget and other practice related issues.
- Financial management includes collaborating with the SDO and the Patient Access & Coding Supervisor regarding budgeting, net revenue growth, expense management, billing, coding and contract negotiation.
- Human Resource management includes collaborating with the SDO, Director of Human Resources regarding hiring, orientation, compensation, benefits, employee relations and compliance.
- Strategic planning and marketing management includes collaborating with the SDO, CMO and Marketing Coordinator- to include promoting practice and physicians in an effective manner to the public and referral sources and identifying new revenue streams.
- Information management includes collaborating with the Information Technology Dept. on computer hardware & software, server administration, data management, database design & implementation, network security, contract information technology services, telephone systems and contract transcription services.
- Risk management includes collaborating with the SDO, CMO and Corporate Compliance Coordinator, to include corporate liability protection, physician malpractice, OSHA & CLIA compliance issues, patient safety, HIPAA compliance and patient satisfaction.
- Professional responsibility to include knowledge & leadership skills, ethical standards, staff motivation, staff & continuing education. Initiates and facilitates staff meetings. Attends educational seminars and activities, which benefit the practices.
- Oversees clinical nursing care in collaboration with CMO and PHM Nurse, ensuring compliance with established regulations and standards including quality assurance, confidentiality, and medical record documentation.
- Provides direct supervision to nurses and subordinate staff in conjunction with CMO and SDO, ensuring appropriate assessment and treatment of patient health. Serves as key problem-solving resource for staff on patient issues. Studies patient needs/trends and suggests solutions to ongoing patient care problems.
- Oversees with CMO and PHM Nurse on development and implementation of nursing department’s mission, goals, policies, procedures, budget quality assurance plan, and work standards.
- Collaborates with Quality to compiles/analyzes data on patient outcomes, quality assurance results, budget/goal achievement, and performance/productivity and prepares reports for administration.
- Collaborates with SDO and Emergency Management Director to participate in planning related to emergency/disaster responses.
- Works with clinical point of care nurse in each department/site to accurately monitor all clinical logs for accuracy.
- Studies patient needs/trends, analyzes patient flow problems, and suggests solutions to patient care problems.
- Works collaboratively with other departments that impact family health center operations.
- Completes reception and call center staff competencies and updates.
- Participates in medical practice planning related to clinic and emergency/disaster response system.
- Ensures that offices/departments are staffed appropriately.
- Performs other duties as assigned.
Experience
Required- Five years of medical office experience including three years in a supervisor/management capacity, in the healthcare industry preferred
Education
Preferred- Bachelors or better in Health Services Administration or related field
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
