The Manager of Provider Support Services oversees the integrated functioning of various departments and processes within assigned organization. With a strong emphasis on Provider and APP support, onboarding, credentialing, contracting, and hiring, this position ensures a seamless and efficient experience for providers throughout their entire journey. Collaborating closely with departments such as Physician Recruitment, Human Resources, Provider Enrollment, Legal Services, and other WVU Medicine business units, the Manager cultivates strong partnerships and encourages cross-functional cooperation. This proactive approach facilitates the smooth flow of information, resources, and support, ultimately contributing to the successful recruitment, onboarding, and retention of exceptional providers. Additionally, the Manager maintains a vigilant eye on changes in board rules and regulations, ensuring compliance and proactive adaptation to evolving requirements.
MINIMUM QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
1. Associate degree in business or healthcare related field
OR
High school diploma or Equivalent AND Two (2) years of administrative, retail, healthcare, physician office practice or business office experience
2. Maintain a current Driver’s License and Certificate of Insurance
EXPERIENCE:
1. Three (3) years of Experience with privileging/credentialing, physician relations, onboarding, and recruitment
2. Three (3) years of Experience in a healthcare administrative setting
CORE DUTIES AND RESPONSIBILITIES: The statements described here are intended to describe the general nature of work being performed by people assigned to this position. They are not intended to be constructed as an all-inclusive list of all responsibilities and duties. Other duties may be assigned.
1. Manages the successful submission and completion of credentialing packets for all assigned providers.
2. Plans, develops, implements, and coordinates operational and administrative programs, projects and/or services of broad significance to the department/organization.
3. Provides administrative direction to ensure that department facilities planning, development, and management activities are consistent with strategic, operational and fiscal needs and objectives.
4. Ensures coordination of provider contracted start dates and credentialing timelines.
5. Coordinates provider employment agreement process.
6. Maintains matrix of completion status of onboarding process including legal, human resources, and credentialing process.
7. Manages the practice/site startup of new sites with regards to credentialing/privileging.
8. Outlines and manages timelines of all credentialing for assigned organization.
9. Appropriately manages communication with the practice/physicians/providers.
10. Assists in the development of practice improvement/educational credentialing materials.
11. Selects, hires, manages, and evaluates the effectiveness of employees on a continuous basis. Promotes teamwork, contributing to positive employee morale.
12. Proactively manages credentialing projects to identify potential risks and/or escalates appropriately.
13. Performs performance evaluations that provide objective, constructive feedback regarding strengths and opportunities for improvement.
14. Coaches and counsels to correct identified performance deficiencies.
15. Understands providers and their needs. Provides realistic expectations and actively communicates with providers.
16. Ensures provider credentialing status, issues, and completions are clearly communicated to all levels (team, management, stakeholders, etc.).
17. Attends and leads biweekly/monthly credentialing meetings/recruitment meetings.
18. Participates on committees, special projects and other duties assigned.
19. Manages the Accounts Payable needs for license renewal reimbursements, DEA reimbursements, and CME reimbursement for select providers.
20. Manages annual contract renewal process for all providers.
21. Assists in the definition, oversight, and deployment of internal communications and support tools.
22. May be required to manage time off requests and/or position requests for department or providers.
23. Directly oversees assigned administrative staff.
PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Prolonged periods of sitting.
2. Extended periods of computer and telephone usage.
WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Standard office environment.
SKILLS AND ABILITIES:
1. Ability to handle and maintain confidential information.
2. Ability to work well under high stress conditions.
3. Ability to work independently or cooperatively as a team member.
4. Ability to work with multi-disciplinary groups.
5. Ability to work in a fast paced and rapidly changing environment.
6. Must possess basic computer knowledge and ability to operate standard office software.
7. Must possess strong oral and written communication skills.
8. Must have strong organizational skills
9. Ability to type at least 35 wpm preferred.
Additional Job Description:
Scheduled Weekly Hours:
40
Shift:
Exempt/Non-Exempt:
United States of America (Exempt)
Company:
WVUH West Virginia University Hospitals
Cost Center:
8850 UHA Cancer Admin
Address:
1 Medical Center Drive
Morgantown
West Virginia
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Please view Equal Employment Opportunity Posters provided by OFCCP here.
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)
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