Patient Access Coordinator

Kids Are Our Everything. Department 10113 Patient Access UMC Pay Range $57,969.60 - $96,616.00 Responsible for coordination of business operations of the Patient Access Department. Supervise, train, mentor, and develop staff to ensure departmental objectives are met. Responsible to coordinate the business and administrative operations of the 24/7 Patient Access Department. Perform supervisory duties which include hire, train, and evaluate the Patient Access team. (Admissions, Emergency Department, Laboratory and Radiology Registration and Scheduling, and Financial Clearance). Emphasis is placed on customer service, patient satisfaction, staff development, and fiscal goals. Responsible to assist in managing the financial aspects of the department and the quality assurance activities. Work with medical, nursing, and accounting staff to ensure appropriate patient placement. This position will rotate call, weekend and shift coverage as needed. In addition, will float between the different locations within Patient Access (SZ Campus, United Medical Center and Off-site Ancillary locations), as needed. Minimum Education Bachelor's Degree (Preferred) Associate's Degree Business Administration or health care preferred (Required) Minimum Work Experience 4 years Related and progressive experience (Required) 7 years Without degree; related and progressive experience, preferably in healthcare field (Required) 1 year Supervisory or leadership experience in healthcare operations (Required) Required Skills/Knowledge Computer literacy Demonstrated problem solving, root-cause analysis, and critical thinking skills High energy, self starter with the ability to work independently Ability to set and accomplish goals and project deadlines timely Ability to handle the public and hospital staff professionally in all encounters Ability to type 35-40 WPM. Must be able to successfully pass typing and Microsoft proficiency assessment. Knowledge of insurances, medical terminology, and CPT-4/ICD-10 coding required. CHAA Certification within first year of hire Functional Accountabilities Staff Development Under the direction of management, supervise, train, mentor and develop all Patient Access staff. Conduct performance evaluations and manage staff performance goals. Establish work schedules for the staff; ensure proper coverage; work to develop a float pool; rotate call schedule as needed/weekends and holidays. Quality Control Run and analyze standard reports and ensure mistakes are corrected. Monitor and supervise quality control of staff in registration process; well versed in all Patient Access functions; maintain and monitor billing system and review monthly reports; required to work at least 2 shifts a month on a different site or different shift. Maintain and monitor billing system and review monthly reports. Complete on line registration with parents/guardian via telephone or in person, as a backup to staff. Verify insurance eligibility and coverage. Enter charges and diagnostic codes into appropriate systems. Manage work list to ensure they are addressed in a timely manner; fax order queues and email requests; review patient portal work list continuously throughout the day and address inquiries immediately. Coordinate Coordinate communication with other CNMC departments, such as Human Resources, IT , Purchasing and Engineering. Coordinate general office support for the clinic. Respond to inquiries and complaints in a timely manner. Administrative Assistant Perform administrative tasks such as payroll, time records, and petty cash and check requests. Monitor the ordering of office supply. Create/develop reports as needed. Attend and Conduct staff meetings. Safety Speak up when team members appear to exhibit unsafe behavior or performance Continuously validate and verify information needed for decision making or documentation Stop in the face of uncertainty and takes time to resolve the situation Demonstrate accurate, clear and timely verbal and written communication Actively promote safety for patients, families, visitors and co-workers Attend carefully to important details - practicing Stop, Think, Act and Review in order to self-check behavior and performance The disclosed salary range includes the minimum and maximum rates within which Children’s National believes an individual’s base pay rate will fall for this position. It is not typical for an individual to be hired at or near the maximum of the pay range. The exact pay rate for this position will be based on a variety of factors in alignment with the Children’s National compensation philosophy. These factors are legitimate and non-discriminatory including, but not limited to, the current market conditions; organizational needs; the individual’s combination of prior work experience, level of education, knowledge, skills, and other qualifications. Children’s National is committed to providing a fair and competitive total rewards package to each of our employees. This base salary range does not include our comprehensive benefits package or any additional compensation for which this position may be eligible. Childrens National Hospital is an equal opportunity employer that evaluates qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender, identity, or other characteristics protected by law. The “Know Your Rights” poster is available here: and the pay transparency policy is available here: Know Your RightsPay Transparency Nondiscrimination Poster. Please note that it is the policy of Children's National Hospital to ensure a “drug-free” work environment: a workplace free from the illegal use, possession or distribution of controlled substances (as defined in the Controlled Substances Act), or the misuse of legal substances, by all staff (management, employees and contractors). Though recreational and medical marijuana are now legal in the District of Columbia, Children's National and its affiliates maintain the right, in accordance with our policy, to enforce a drug-free workplace, including prohibiting recreational or prescribed marijuana. #J-18808-Ljbffr