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Manager of Patient Financial Services

Recruitment #0115-RM0205-AC

Introduction

This examination is being given to fill one (1) vacancy in the Business Office of San Joaquin General Hospital and to establish an eligible list to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline.

THE POSITION

San Joaquin General Hospital is seeking a dynamic and visionary leader with significant direct acute care Hospital Business Office experience supervising billing and follow-up activities to be the Manager of Patient Financial Services.  The position has significant responsibility for contributing to the overall revenue cycle for San Joaquin General Hospital by assuring that billing, follow-up, collections and other Business Office activities are performed in an efficient, effective and appropriate manner.

The ideal candidate will possess current knowledge of Medicare, Medicaid and insurance billing/collections practices and possess working knowlege of principles and practices of management and a demonstrated ability to manage the revenue cycle activities of a hospital business office.

Please click on the below link to view the Brochure:

Manager of Patient Financial Services

 

 NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail.

Amended Announcement 2/11/15

TYPICAL DUTIES

  • Plans, organizes, coordinates, staffs and directs the clerical, technical and administrative work of the Business Office; through subordinate supervisors, provides appropriate guidance and administrative expertise to staff performing various patient billing, credit/collections, and related services; develops workload and productivity standards; assures that Business Office activities are performed in a manner that meets organizational needs while maintaining positive customer service and patient satisfaction.
  • Assures adequate and appropriate Business Office staffing; selects, assigns, trains and evaluates subordinate personnel; takes appropriate action on disciplinary matters; verifies and assures staff proficiency; ensures that staff development needs are met and directs training and education activities as required; manages Office personnel and policy-related issues.
  • Develops and implements goals, policies, strategies, and procedures for the effective and efficient management of activities in the Business Office and other areas of assignment; develops and implements action plans when changes are needed; coordinates and cooperates with other Health Care Services managers/staff, insurance providers, outside agencies, and others as needed to maximize revenues, cash flow, and billing compliance while minimizing accounts receivable days, bad debts, and write offs.
  • Develops and implements quality control and quality improvement programs for the Business Office and other assigned areas; monitors work in progress as well as completed work to verify accuracy and efficiency; reviews, analyzes and interprets various complex reports and documents to evaluate and improve activities in assigned areas and ensure compliance with federal, state and other regulations; responds to complaints and seeks appropriate remedies.
  • Prepares and administers the Business Office budget(s); monitors, evaluates and authorizes expenditures; oversees procurement of outside services as needed and coordinates with outside vendors as required to facilitate reimbursement; analyzes the cost/benefit of utilizing new procedures, products and/or equipment; plans and estimates future costs, including capital expenditures; justifies requests for equipment and personnel.
  • Assures appropriate utilization of information technology and related tools to support assigned operations; participates in the planning, development and testing of new and/or upgraded computerized revenue cycle systems.
  • Oversees the preparation and maintenance of various records and reports; resolves patient account discrepancies and negotiates settlements within limits of authority; assures that necessary communication of patient information is done appropriately and confidentially.
  • Represents the Health Care Services agency to individuals and groups as assigned; attends meetings and conferences and participates on committees as assigned.
  • MINIMUM QUALIFICATIONS

    Note:  Supplemental application must be submitted with employment application.

    Pattern I

    Experience: Two (2) years as an Assistant Manager of Patient Financial Services in San Joaquin County.

    OR

    Pattern II

    Education: Graduation from an accredited four-year college or university with a major in business or public administration, accounting, economics, finance, mathematics, health science or a closely related field.

    Experience: Four years of supervisory experience in a health care setting within the last five (5) years including at least one year of direct Hospital Business Office experience supervising billing and follow up for at least three of the following payers - Medicare, Medi-Cal, Commercial and Contract Insurance, Third Party Liability and Self Pay collections.

    Substitution #1: Additional qualifying supervisory experience within the last seven (7) years may substitute for the education on a year-for-year basis to a maximum of two (2) years.

    Substitution #2: A master's degree in any of the above academic areas may substitute for one year of the required (non-hospital business office) experience.

    KNOWLEDGE

    Principles and practices of management, supervision and administration; principles and practices of quality control, budgeting and fiscal analysis in a health care business setting; general hospital business practices and procedures; advanced principles, methods, materials, techniques, and terminology related to health care services billing/collections; state and federal regulations related to the health care billing and reimbursement process; current Medicare, Medicaid and insurance billing/collections practices; current standards and requirements for medical bill coding; medical CDM management; medical managed care practices; accreditation standards for hospital business office activities; revenue cycle computer information and reporting systems; data analysis and report writing techniques.

    ABILITY

    Manage the revenue cycle activities of a hospital business office; supervise staff in the performance of supervisory, paraprofessional, technical, and clerical hospital billing, collections and related work; interpret complex health care billing regulations and ensure compliance with such regulations; develop and administer budgets and perform related general management activities; establish and maintain effective working relationships with third party payers, physicians, health care managers, patients, and others; work cooperatively with others; influence positive process changes; utilize complex information technology to maximize the efficiency and quality of revenue cycle activities; analyze and interpret complex data and draw logical conclusions to develop and address revenue cycle operational processes; communicate effectively, orally and in writing.

    PHYSICAL/MENTAL REQUIREMENTS

    Mobility-Frequent operation of a data entry device; frequent sitting, standing, and walking for long periods; occasional driving, climbing stairs, pushing, pulling, bending, and squatting; Lifting-Ability to occasionally lift up to 15 pounds; Vision-Constant reading and close-up work and good overall vision; frequent eye/hand coordination; occasional color/depth perception and peripheral vision; Dexterity-Frequent holding, grasping and writing; occasional reaching and repetitive motion; Hearing/Talking-Constant hearing normal speech, talking in person and on the telephone; occasional hearing faint sounds; Emotional/Psychological-Constant public contact, decision making and concentration; frequent working alone and exposure to trauma, grief and death; Special Requirements-May occasionally work weekends/nights; may be required to travel; Environmental-Occasional exposure to noise, emergency situations.

    BENEFITS

    Health Insurance:  San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit.  The benefits include the option of three medical plans: a Kaiser Plan, a Select Plan, and a Premier Plan.  Employees pay a portion of the cost of the premium. Dependent coverage is also available.

    Dental Insurance:  The County provides employees with a choice of two dental plans:  Delta Dental and Pacific Union Dental.  There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense.

    Vision Insurance:  The County provides vision coverage through Vision Service Plan (VSP).  There is no cost for employee only coverage; dependent coverage is available at the employee’s expense.

    For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits.

    Life Insurance:  The County provides eligible employees with life insurance coverage as follows:

                1 but less than 3 years of continuous service:                $1,000
                3 but less than 5 years of continuous service:                $3,000
                5 but less than 10 years of continuous service:              $5,000
                10 years of continuous service or more:                       $10,000

    Employees may purchase additional term life insurance at the group rate.

    125 Flexible Benefits Plan:  This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2080 annual limit); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit).

    Retirement Plan:  Employees of the County are covered by the County Retirement Act of 1937.  Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information.  NOTE:  If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance.

    Deferred Compensation:  The County maintains a deferred compensation plan under Section 457 of the IRS code.  You may annually contribute $17,000 or 100% of your includible compensation, whichever is less.  Individuals age 50 or older may contribute to their plan, up to $22,500.  For members of this unit, the County shall make a contribution equal to 1% of the employee’s base salary to the deferred compensation plan.

    Vacation:  Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years.

    Holiday:  10 paid holidays per year.

    Administrative Leave:  Each fiscal year, department heads grant 10 days of administrative leave to eligible salaried employees.  Administrative leave may not be carried beyond to the next fiscal year.

    Sick Leave:  12 working days of sick leave annually with unlimited accumulation.  Sick leave incentive: An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue.  The employee must also be on payroll during the entire calendar year.

    Bereavement Leave:  3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child.

    Merit Salary Increase:  New employees will receive the starting salary, which is the first step of the salary range.  After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step.

    Educational Reimbursement Program:  Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year.  Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year.

    Parking Supplemental Downtown Stockton:  The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area.

    School Activities:  Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities.

    Note: County employees who currently receive a cafeteria plan allowance and subsequently transfer, demote or promote from or into the Middle Management represented unit which provides for a capped cafeteria plan contribution amount shall receive the capped amount of the Middle Management unit.

    Selection Procedures

    Applicants who meet the minimum qualifications will go through the following examination process:

    • Written Exam: The civil service written exam is a multiple choice format.  If the written exam is administered alone, it will be 100% of the overall score.  Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list.
       
    • Oral Exam:   The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise.   The oral exam selection process is not a hiring interview.   A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list.  Top candidates from the eligible list are referred for hiring interviews.  If the oral exam is administered alone, it will be 100% of the overall score.  Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. 
       
    • Written & Oral Exam:  If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement.  Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list.
       
    • Rate-out:  A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. 

     Note:  The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points.

    Testing Accommodation:  Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date.   

    Veteran’s Points:  Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service.  Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration.  Note:  A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination.

    Acceptable wartime service dates:

    • September 16, 1940 to December 31, 1946

    • June 27, 1950 to January 31, 1955

    • August 5, 1964 to May 7, 1975

    • Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation.

    Eligible Lists:   Candidates who pass the examination will be placed on an eligible list for that classification.  Eligible lists are effective for one year, but may be extended up to two additional years by the Civil Service Commission.

    Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods.

    • Rule of the Rank: The top three ranks will be referred for hiring interviews.  If there are less than 5 names in the top three ranks the next rank is referred.  This applies only to open competitive recruitments.
    • Rule of Five:  The top five names will be referred for hiring interviews.  This applies only to department or countywide promotional examination.

    Physical Exam:  Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities.

    Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when;

    • They are related to the Appointing Authority or

    • The employment would result in one of them supervising the work of the other.

    Department Head may establish additional limitations on the hiring of relatives by departmental rule.

    Proof of Eligibility:  If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S.

    HOW TO APPLY

    Apply Online:       

    www.sjgov.org/hr

    By mail or in person:  

    San Joaquin County Human Resources

    44 N. San Joaquin Street Suite 330

    Stockton, Ca 95202                                  

     

    Office hours:               
    Monday – Friday 8:00 am to 5:00 pm; excluding holidays.

    Phone:  (209) 468-3370 

     

    Job Line:

    For current employment opportunities please call our 24-hour job line at (209) 468-3377. 

    When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. (The County assumes no responsibility for mailed applications which are not received by the Human Resources Division).  

    San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees.

    Equal Opportunity Employer:  San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation.  For more information go to
    www.sjgov.org/eeo.




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    San Joaquin County
    Human Resources Division  Stockton, CA 95202
    E-mail | Phone: (209) 468-3370 | 8am - 5pm M-F | Powered by JobAps