What are the responsibilities and job description for the Practice Manager II position at Cooley Dickinson Hospital?
Site: Cooley Dickinson Hospital, Inc.
At Mass General Brigham, we know it takes a surprising range of talented professionals to advance our mission—from doctors, nurses, business people and tech experts, to dedicated researchers and systems analysts. As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community. We place great value on being a diverse, equitable and inclusive organization as we aim to reflect the diversity of the patients we serve.
At Mass General Brigham, we believe a diverse set of backgrounds and lived experiences makes us stronger by challenging our assumptions with new perspectives that can drive revolutionary discoveries in medical innovations in research and patient care. Therefore, we invite and welcome applicants from traditionally underrepresented groups in healthcare — people of color, people with disabilities, LGBTQ community, and/or gender expansive, first and second-generation immigrants, veterans, and people from different socioeconomic backgrounds – to apply.
With energy and purpose, Cooley Dickinson Health Care, a member of the Mass General Brigham system, is advancing health care in western Massachusetts, and has been since 1886. Our network employs more than 2,000 medical professionals and support staff, at our main Hospital campus in Northampton and additional locations in twelve towns throughout the Pioneer Valley. Cooley Dickinson’s VNA & Hospice is also a vital part of our network, providing home-based services throughout Hampshire and Franklin counties.
Job Summary
Cooley Dickinson is the hospital where Practice Mangers can grow and accelerate their careers. We are seeking professionals who are committed to the highest quality patient care and will contribute to our on-going pursuit of excellence.
Our Staff Has Been Consistently Recognized For The Quality Of Care And Commitment To Patient Safety Provided On a Daily Basis. Some Of These Awards Include
Centers for Medicare and Medicaid Services (CMS)
5-star rating
The American Association of Critical Care Nurses (AACN)
Beacon Award for Excellence
Human Rights Campaign Foundation
LGBTQ Healthcare Equality Leader designation
The American College of Emergency Physicians (ACEP) awarded a Level 3
Geriatric Emergency Department Accreditation (GEDA)
Baby-Friendly USA designated
Baby-Friendly Hospital
Newsweek Magazine and Statista named us one of the country’s
Best Maternity Hospitals
Cooley Dickinson has earned six consecutive ‘A’ Leapfrog Hospital Safety Grade and the Top General Hospital award
Our Benefits
Benefits
In addition to competitive pay, all Cooley Dickinson employees who work 20 hours or more per week have access to the following benefits with no waiting period:
a range of health, dental, vision, prescription and life insurance benefits
a generous and flexible Earned Time Off program starting at six weeks accrual per year
403(b) retirement plan with various investment options
opportunities and support for continued education including tuition reimbursement
Qualifications
The Practice Manager works closely with the Director, Operations or Director, Clinical Services regarding implementation of strategic planning, program development, clinical and operational quality improvement, and financial/budget reporting and monitoring. As a member of a dynamic team, the Practice Manager assists in developing and implementing administrative direction and organizational policies, procedures, and programs.
Manages Day-to-Day Operations
Onsite
Work Location
30 Locust Street
Scheduled Weekly Hours
40
Employee Type
Regular
Work Shift
Day (United States of America)
EEO Statement
Cooley Dickinson Hospital, Inc. is an Affirmative Action Employer. By embracing diverse skills, perspectives and ideas, we choose to lead. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.
Mass General Brigham Competency Framework
At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.
At Mass General Brigham, we know it takes a surprising range of talented professionals to advance our mission—from doctors, nurses, business people and tech experts, to dedicated researchers and systems analysts. As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community. We place great value on being a diverse, equitable and inclusive organization as we aim to reflect the diversity of the patients we serve.
At Mass General Brigham, we believe a diverse set of backgrounds and lived experiences makes us stronger by challenging our assumptions with new perspectives that can drive revolutionary discoveries in medical innovations in research and patient care. Therefore, we invite and welcome applicants from traditionally underrepresented groups in healthcare — people of color, people with disabilities, LGBTQ community, and/or gender expansive, first and second-generation immigrants, veterans, and people from different socioeconomic backgrounds – to apply.
With energy and purpose, Cooley Dickinson Health Care, a member of the Mass General Brigham system, is advancing health care in western Massachusetts, and has been since 1886. Our network employs more than 2,000 medical professionals and support staff, at our main Hospital campus in Northampton and additional locations in twelve towns throughout the Pioneer Valley. Cooley Dickinson’s VNA & Hospice is also a vital part of our network, providing home-based services throughout Hampshire and Franklin counties.
Job Summary
Cooley Dickinson is the hospital where Practice Mangers can grow and accelerate their careers. We are seeking professionals who are committed to the highest quality patient care and will contribute to our on-going pursuit of excellence.
Our Staff Has Been Consistently Recognized For The Quality Of Care And Commitment To Patient Safety Provided On a Daily Basis. Some Of These Awards Include
Centers for Medicare and Medicaid Services (CMS)
5-star rating
The American Association of Critical Care Nurses (AACN)
Beacon Award for Excellence
Human Rights Campaign Foundation
LGBTQ Healthcare Equality Leader designation
The American College of Emergency Physicians (ACEP) awarded a Level 3
Geriatric Emergency Department Accreditation (GEDA)
Baby-Friendly USA designated
Baby-Friendly Hospital
Newsweek Magazine and Statista named us one of the country’s
Best Maternity Hospitals
Cooley Dickinson has earned six consecutive ‘A’ Leapfrog Hospital Safety Grade and the Top General Hospital award
Our Benefits
Benefits
In addition to competitive pay, all Cooley Dickinson employees who work 20 hours or more per week have access to the following benefits with no waiting period:
a range of health, dental, vision, prescription and life insurance benefits
a generous and flexible Earned Time Off program starting at six weeks accrual per year
403(b) retirement plan with various investment options
opportunities and support for continued education including tuition reimbursement
Qualifications
The Practice Manager works closely with the Director, Operations or Director, Clinical Services regarding implementation of strategic planning, program development, clinical and operational quality improvement, and financial/budget reporting and monitoring. As a member of a dynamic team, the Practice Manager assists in developing and implementing administrative direction and organizational policies, procedures, and programs.
Manages Day-to-Day Operations
- Assists in establishing Center policies and procedures. Evaluates, initiates, and implements various Center systems and procedures and revises them as necessary to maximize efficiency.
- Responsible for the efficiency of the financial aspects of the centers’ front desk operations: reception; phone systems; patient flow; appointment scheduling.
- Addresses practice access issues with clinicians and support staff.
- Ensures Cancer Center Level Scheduling guidelines are implemented, maintained and routinely monitored.
- Oversees EHR utilization and monitors clinician notes and billing.
- Services as a point person for Division environmental issues related to repairs, cleaning, directories, signage, security, etc. Establishes and enforces fire and safety regulations for the center, following established protocols, and ensuring compliance with JC, OSHA, and Hospital guidelines.
- Coordinates with Partners Information Systems Department to arrange for hardware/software installation, troubleshooting, system access, etc.
- Monitors monthly center statistics, including volume and room utilization and facilitates strategies for improvement in utilization.
- Collaborates with Clinical Directors, MD’s and NP’s of the Center to achieve a seamless continuum of care
- Demonstrated strong interpersonal and communication skills
- Demonstrated ability to be flexible, highly organized and thoughtful, in a fast-paced complex environment
- Demonstrated effective analytical skills and creative problem solver which will support sound decision-making.
- Demonstrated good working knowledge of computer skills and practice applications.
- Familiarity with Microsoft office Applications/ EPIC
- Desired extremely strong organizational skills and the ability to multitask at a higher level.
- Demonstrated high degree of initiative and independent judgment.
- High school diploma required
- Skills and knowledge acquired through the completion of a bachelor’s degree in public health care management, business, or a clinical degree and/or relevant experience in successfully managing an ambulatory care practice required; Masters degree preferred
- Knowledge of medical office procedures, protocols, coding, reimbursement from insurance companies, and electronic medical records required
- Management level experience in a hospital or medical group setting required
- Ability to work independently and to be accurate, efficient, and organized required
- Ability to respond to emergent or stressful situation in a calm and professional manner required
- Ability to maintain harmonious working relationships with physicians, non-physician providers, and staff while addressing complex and sensitive administrative, operational, and finance issues required
Onsite
Work Location
30 Locust Street
Scheduled Weekly Hours
40
Employee Type
Regular
Work Shift
Day (United States of America)
EEO Statement
Cooley Dickinson Hospital, Inc. is an Affirmative Action Employer. By embracing diverse skills, perspectives and ideas, we choose to lead. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.
Mass General Brigham Competency Framework
At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.
