Supervisor, CDES & Ambulatory CDI

Schedule Weekly Hours:

The Mid-Revenue Cycle Coding Documentation Education Specialist (CDES) and Ambulatory CDI team is seeking a Supervisor to oversee the day to day operations, monitor production, and lead process improvement projects! This person should have vast knowledge of coding in different areas as well as experience leading projects and/or people. Epic experience is a plus!

What you'll get:

• Benefits: In addition to medical and dental, we have pet insurance and a substantial contribution to retirement

• Work/life balance:24/7 Employee Assistance Program for employees and their families, generous PTO and paid holidays

• Health/Wellness:GunderZen Relaxation Room including massage chairs, corporate gym and yoga, local gym discounts

• Professional Development:Tuition Invest Program totaling up to $3k per year, access to a catalogue of hundreds of internal courses, corporate incubator, Career Development Center

• DEI:12 months of Celebration to include monthly educational events, DEI Committee

• Other:18% discount on data plan through Verizon, 20% discount at Gundersen locations for services not covered by insurance

If you are looking to be a part of a stable and growing mission-driven organization, this may be the right opportunity for you!

The Supervisor for Mid-Revenue Cycle Coding Documentation Education Specialist (CDES) and Ambulatory CDI Services Supervisor works under the direction of the Manager to effectively accomplish the duties and responsibilities outlined in Gundersen Health System's Supervisor Job Charter. The Supervisor directly oversees the day-to-day operations which include but are not limited to effectively planning, directing, performing, and managing the daily operations of including but not limited to coding guidelines, clinical documentation, ambulatory CDI, risk adjustment, use and interpretation of CPT and ICD codes, and optimizing HCC capture.

The Supervisor will lead process improvement projects within the Mid-Revenue Cycle or interdepartmentally system wide to problem solve or proactively address efficiencies and regulatory standards. The Supervisor will direct and assign projects and problem-solving tasks to appropriate coding documentation education specialist and/or CDI staff, giving leadership, designing implementation strategies, and evaluating task completion.

The Supervisor recruits and develops CDES and CDI specialists to achieve and sustain compliance with all CMS, AMA, AHA, ICD-10 CM and CPT coding and billing guidelines. Competently uses regulatory and payer policies as well as published coverage determinations to research and address coding questions specific to ambulatory specialties and services. The Supervisor implements a multi-dimensional quality control and productivity measurement program that assures compliance with national coding guidelines, regulations, and policies. Identifies and prepares reports for leadership including quality, productivity, efficiency, and financial goals being met by CDES and CDI operations. The Supervisor assists with the evaluation of clinical documentation in support of code selection and resulting HCC capture and payment.

The Supervisor will foster positive working relationships and promote collaborative practice within the team and with other health system departments. Partners with leaders of the Revenue Cycle, Quality Division and Clinical Documentation Improvement program to prepare the organization for health care reform and changing reimbursement.

Other Responsibilities:
1. Understanding market trends and the impact on their area of responsibility (AOR), contributing to AOR strategic and operational plans. Implement the department's quality control and assurance program. Perform internal audits to ensure staff compliance with coding and reimbursement guidelines. Assess each CDES' and ambulatory RN CDS's adherence to ICD-10 CM and/or CPT coding conventions, the AHIMA Standards of Ethical Coding and the ACDIS Code of Ethics.

2. Effectively using established processes to ensure accountability for effective operations and resource management.

3. Communicates with staff in ways that offer job satisfaction, performance recognition, and stimulates innovative thinking. Creates a workplace climate that ensures respect, teamwork, open communication, and professional recognition among a diverse workforce.

4. Ensures that staff understand their role in accomplishing GHS, Team/Division, and AOR objectives. Establishes expectations for performance and holds individuals responsible for achieving them. Provide individual employee feedback and coaching to achieve and sustain individual, department, and organizational goals. Summarize employee performance regularly and ensure staff has accessibility and understanding of tools and resources in order to effectively perform their work and achieve goals.

5. In collaboration with Manager and HR, uses organizational systems/processes to recruit, retain, and develop a high-performance team.

6. Ensures staff productivity by maximizing efficiency and workflow patterns as well as monitoring staff compliance with provider query polices to acquire documentation which supports appropriate procedure and diagnosis codes. Assess the adequacy of documentation to support code assignment. Escalate documentation issues according to departmental policy.

7. Implements and actively supports the integration of change and conflict management.

8. Providing leadership and accomplishing objectives by supporting the integration of processes and initiatives while modeling collaboration.

STRATEGIC RELEVANCE -- SUMMARY

To advance its position as an innovator and leading health care system, Gundersen Health System (GHS) must continue to demonstrate superior outcomes, provide seamless delivery of care, and ensure competitive cost structures. It must also stay at the cutting edge of emerging technologies and new delivery models that will transform healthcare. The System must anticipate and respond effectively to evolving market and environmental trends, (e.g., shifts in payment models, value-based purchasing, transparency of outcomes and information technology) that will impact the delivery of health care services.

The Supervisor is responsible for understanding the impact of these forces and trends. The Supervisor collaborates with others to achieve GHS' strategic mission and goals by being a guide at the side, managing daily operations of their AOR (area-of-responsibility) and are expected to: 1) demonstrate superior quality and safety through the eyes of patients and caregivers; 2) demonstrate superior service through the eyes of patients and colleagues; 3) attract, develop and retain a talented and engaged workforce; 4) demonstrate affordability of care; and 5) achieve programmatic growth. The Supervisor supports the transition of System strategy into staff commitment, action, and accomplishment in their AOR.

POSITION DUTIES AND RESPONSIBILITIES

The Supervisor is specifically responsible for:

1.0 Organizational Strategy and Implementation -- Understanding market trends and the impact on their AOR, contributing to AOR strategic and operational plans.

2.0 Fiscal Management -- Effectively using established processes to ensure accountability for effective operations and resource management.

3.0 Human Resource Management -- Effectively using established processes to: select, align, engage, develop, manage, and retain a team of highly skilled staff.

4.0 Excellence in Service and Clinical Quality -- Achieving seamless delivery of quality patient care and safety, excellence in patient experience and customer service.

5.0 Organizational Leadership -- Providing leadership and accomplishing objectives by supporting the integration of processes and initiatives while modeling collaboration.

KEY ACCOUNTABILITIES

Organizational Strategy and Implementation

1.1 Collaborates with Team leadership to understand external market financial, economic, and industry data, identifying market opportunities as it applies to daily departmental operations.

1.2. Collaborates with management to ensure that resources are prioritized and in place (i.e., staff, equipment, supplies, technology, and processes, etc.) and properly utilized to achieve AOR objectives through the most effective and efficient operations.

1.3 In conjunction with AOR leadership, makes recommendations for the improvement of AOR key processes, leading to elimination of variability in cost and quality.

Fiscal Management

2.1 Manages AOR to meet fiscal targets, ensuring the daily operations of delivering cost-effective, quality services.

2.2 Evaluates AOR for potential cost-effective change and makes recommendations for the implementation of approved changes.

2.3 Ensures staff compliance with financial decisions.

Human Resources Management

3.1 Communicates vision and leadership to staff in a collaborative environment that offers job satisfaction, performance recognition, and stimulates innovative thinking to accomplish objectives.

3.2 Ensures that AOR staff understand their roles in accomplishing GHS, Team/Division, and AOR strategic objectives. Establishes expectations for high level of performance and holds individuals accountable for achieving them.

3.3 In collaboration with other AOR leadership and the Human Resources Department, uses organizational systems/processes to recruit, retain, and develop a high-performance team that meets patient, regulatory, and fiscal requirements for their AOR.

3.4 In conjunction with Team/Division leadership, ensures staff productivity by maximizing staffing efficiency and workflow patterns as well as monitoring and controlling turnover.

3.5 Implements and actively supports the integration of change and conflict management while working side by side with management.

3.6 Creates a climate that ensures respect, teamwork, open communication, and professional recognition among a diverse workforce.

Excellence in Service and Clinical Quality

4.1 Ensures the implementation of service, quality and safety standards consistent with System policy for patient experience and internal and external customers in collaboration with AOR leadership.

4.2 Identifies and communicates trends across services in customer satisfaction and patient experience, clinical quality outcomes and patient safety to AOR leadership.

4.3 Models and ensures that AOR staff effectively uphold a customer service orientation to meet legitimate needs of patients and internal and external customers.

4.4 Ensures that confidentiality of patient, staff, and appropriate management data is maintained, and delivers immediate and certain consequences when confidentiality is compromised.

Organizational Leadership

5.1 Promotes the organization to all constituencies by interpreting and communicating GHS' mission and values, acting as a loyal, supportive, and informed spokesperson for AOR, Team/Division and the System.

5.2 Collaborates with other internal professionals to identify, reduce, and eliminate barriers within the system which may negatively impact cost and quality of services.

5.4 Takes responsibility for providing a positive learning environment for students, interns, and residents working within their AOR, collaborating with academic programs, while ensuring patient safety.

5.5 Takes responsibility for identifying areas for self-development and actively seeks opportunities and resources to meet developmental objectives.

KEY INTERFACES

The Supervisor interacts primarily with the following external interfaces:

• Patients
• Families

The Supervisor interacts secondarily with the following external interfaces:

• Vendors/Suppliers* scope dependent
• Educational and Regulatory Organizations
• Non-GHS clinicians, hospitals, and facilities

The Supervisor interacts primarily with the following internal interfaces:

• AOR staff
• Other AOR supervisors, managers and directors
• Clinicians

The Supervisor interacts secondarily with the following internal interfaces:

• Other Functional Managers and Supervisors
• Other System Staff

DECISION MAKING AUTHORITY & RESPONSIBILITY

The Supervisor has the authority to carry out the AOR vision, objectives, and strategies consistent with the System's mission, vision and goals. This person assists the leadership team in determining which resources are needed and recommends the acquisition of additional resources where indicated.

The Supervisor has the responsibility to advocate change in AOR processes and systems to ensure optimal, cost effective health care delivery. This individual facilitates the resolution of clinical, staff, and policy issues. The Supervisor oversees the adherence to policy, as well as makes recommendations for changes to AOR staff and leadership. The Supervisor coaches, monitors, and documents staff performance, makes recommendations for compensation strategy and promotion for their AOR.

The Supervisor represents Gundersen Health System and their AOR within the System and in the external community.

Education and Learning:

REQUIRED

Bachelor's degree in Business or a health-related field

Work Experience:

REQUIRED

3-4 years of experience in a healthcare or associated field with coding and HCC diagnosis experience and demonstration of increasing responsibilities involving leadership, project management, training, or audit experience.

DESIRED

5-7 years of varied experience in coding and HCC diagnoses with demonstrated competency in ICD-10 CM and AHA Coding Clinic Guidelines.

License and Certifications:

REQUIRED

Valid Driver's License (DL)

Certified Professional Coder (CPC) or Certified Coding Specialist (CCS) or Certified Coding Specialist - Physician Based (CCS-P) or Certified Clinical Documentation Specialist (CCDS) or Registered Health Information Technician (RHIT) or Registered Health Information Administrator (RHIA)

Age Specific Population:

N/A

Osha Category:

Category 3 - Employees in this job title have no reasonably anticipated risk of occupational exposure to blood and/or other potentially infectious materials.

Environmental Conditions:

Not substantially exposed to adverse environmental conditions (as in typical office work)

Physical Requirements/Demands of The Position:

Sitting Continually (67-100% or 8 hours)

Static Standing Frequently (34-66% or 5.5 hours)

Walking/Standing Frequently (34-66% or 5.5 hours)

Driving Occasionally (6-33% or 3 hours)

Stooping/Bending Occasionally (6-33% or 3 hours)

Repetitive Actions - Fine manipulation Frequently (34-66% or 5.5 hours)

Lifting - Other Occasionally (6-33% or 3 hours) 0-25lbs

If you need assistance with any portion of the application or have questions about the position, please contact HR-Recruitment@gundersenhealth.org or call 608-775-0267

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Equal Opportunity Employer