Category Archives: Jobs

“I promoted the best AR Specialist in our organization to a management position – oops!”

Here is a story from one of our clients that you may find interesting;

Things were in good shape in our revenue cycle management process. Metrics and the Dashboard indicated that we were current in billing, follow-up, and cash application. Denials were under control. Days were low. Patient complaints were handled promptly. You get the picture.

I attributed a lot of this sustained success to one of our team members (let’s call her “Julie”) who had been with us a long time and had worked effectively in patient access, billing and denial management. Julie was very knowledgeable about our system, got along well with coworkers and had good social skills. A model employee!

Passing the Patient Accounts Torch

When our Patient Accounts Manager retired, we were tasked to fill the vacancy. The Patient Accounts Manager had done a great job so this was not a “turnaround.” He was a natural leader, knew the technical side of the business and understood the multidisciplinary processes and relationships that are so important in RCM.

We thought Julie deserved a shot at this position and that she could apply her technical knowledge in a management capacity. Our management team was unanimous that we should offer her the opportunity, so we did not initiate a search nor did we engage an interim manager. It was understood that the management team would all mentor her in the transition. We offered Julie the position and she was flattered and delighted to accept so we introduced the change.

After a short few months, performance began to slip. Morale declined. Julie was stressed and unhappy. Team members and colleagues came to grips that they had made a mistake promoting Julie to a management position.

The result was that they

  1. lost Julie, one of their best technicians
  2. burdened the organization with poor management
  3. are now in the costly process of recovering.

5 Lessons for Filling Vacancies

Here are six learnings that can be applied when vacancies occur:

  • Consider the entire universe of talent that is available to fill the vacancy instead of limiting your search to internal candidates. It is not about who is deserving or qualified – it’s about who is best.
  • Give yourself time to make informed decisions that will serve you well in the long term. It is often advisable to bring in interim management services to get you through the vacancy transition until permanent leadership can be identified and hired or promoted.
  • Recognize that being a great technician is an entirely different skillset than being a great manager but no less important. Other countries have embraced this and redefined culture so that technicians can advance their “status” and compensation on a scale equal to managers.
  • Succession planning is not just for the C-Suite. Every position in the organization is important or you probably would not have it there in the first place. Design a plan that addresses what you would do in the event of vacancy for each position. It is not necessary to name a successor, but it is important to have a plan. For example, would you promote from within, reorganize, engage interim help, rely on internal recruiting or go outside for talent acquisition? The answer may vary from one position to the next.
  • If you have your eye on a candidate for internal promotion, assess training and development needs well ahead of offering the promotion. Let the person know what development goals they would have to accomplish in order to advance and invest in them.
  • If you are in a rural community or a location where the talent pool is limited, you have a “make or buy” decision when filling a vacancy. If you decide to “make”, it is imperative that training resources are prepared and that you have the time to allow an inexperienced person to get up to speed. You must also be prepared to quickly assess the capability of the new hire to absorb the training and be effective in your organization. Hiring inexperienced staff is expensive and can be a distraction to the rest of the team. However if you decide to “buy”, you should expect highly trained candidates with strong experience. The training curve is minimized and you have the opportunity to vet a range of talent. Often, you can introduce interim management resources that strengthen your human capital “gene pool” and elevate overall performance that is sustainable.

Perhaps these ideas will help you avoid losing your best technician while making an ill-advised promotion.

Posted By: nearterm-admin

Remote Medical Coding Auditors

JOB ID : EB-4232662312
Location: United States

Seeking experienced ICD-10-CM Medical Coding Auditors for full and part-time remote positions. Successful candidates will code all chart types including, but not limited to, in-patient, out-patient and clinical service charts. We also welcome interest from candidates with specialized patient type experience.

  • RHIT, RHIA or CCS Certification required
  • 3+ years medical coding and 1+ years medical coding auditing experience required
  • Personal Computer with Internet Connection, Dual Monitors, Microsoft Windows 7 or higher, and Microsoft Office Suites – Word & Excel are required
  • McKesson and 3M Paragon system experience – preferred
  • Must be available to audit a minimum of 20 hours per week
  • Competitive benefit package offered

Full Time and Part Time Positions Available Now

We invite you to call and learn more (888) 646-1330 or APPLY NOW

Please send your resume in Word or PDF format to: [email protected].  Copy and Paste the following job title and EB code and place it in the subject line of your email so we can identify the job: Medical Coding Auditors (EB-4232662312)


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Posted By: nearterm-admin

Revenue Integrity Manager

JOB ID : EB-7311197424
Location:  Texas

Are you a Revenue Integrity Specialist? Are you interested in working in a fast paced, multi-entity, academic teaching organization? Then keep reading! Our client is looking for a hands-on, energetic individual for their interim Revenue Integrity Manager position. They have defined their Revenue Integrity function to include revenue capture, compliance, price modeling, cost analysis and pricing strategy. The successful candidate will have experience engaging stakeholders throughout the organization; will provide guidance, communication and education on correct charge capture, coding and billing processes to clinical department; will oversee the maintenance of the CDM and the payer audit response department; will serve as a key leader in future work flow design and financial management; and will approve and /or develop key language for billing agreements between the hospital and physician entities owned by our client. Strong communication and strategic planning skills are key.

Additional Information:

  • Bachelor’s degree in Nursing from an accredited college or university required
  • 5+ years healthcare financial management that includes revenue cycle or reimbursement
  • Previous director level experience preferred; management experience required
  • Verifiable RCM success in a multi-facility setting

APPLY NOW If you are a highly motivated, proven manager with the experience, skills and knowledge to make a difference for our client……………………

Please send your resume in Word or PDF format to: [email protected].  Copy and Paste the following job title and EB code and place it in the subject line of your email so we can identify the job: Revenue Integrity Manager (EB-7311197424)

If you have any questions or would like additional information please call (888) 646-1330


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Posted By: nearterm-admin

Health Information Management Manager (HIM) – Interim

JOB ID : EB-1141908890
Location:  United States

Nearterm Corporation is looking for a highly skilled Health Information Management Manager to join our Managed Services team. The role of this position is to provide interim leadership and consulting to our national client base of hospitals and health systems. The ideal candidate would have experience in an acute care hospital setting, and will have a complete understanding of the HIM continuum to include the technology, management practices, coding and compliance requirements associated with the job.  We are looking for a dynamic, creative individual who thrives in problem solving situations, is open to travel, and enjoys the challenge of integrating into new situations and making a difference.

Additional Information:

  • Current RHIA certification required
  • Bachelor degree in HIM or RHIT with undergraduate degree in a related field preferred
  • Master’s degree in a related field preferred
  • Demonstrated leadership acumen
  • 5+ years HIM/Medical Records management experience

If you are interested in learning more about this amazing opportunity, APPLY NOW

Please send your resume in Word or PDF format to: [email protected].  Copy and Paste the following job title and EB code and place it in the subject line of your email so we can identify the job: HIM Manager(EB-1141908890)

If you have any questions or would like additional information please call (888) 646-1330


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Posted By: nearterm-admin
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