About this opportunity
Numotion lists this Revenue Validation Coordinator opportunity in salem, New Hampshire. Review the employer’s description below for duties, qualifications and application requirements.
Job description
Summary:
The Lead Scheduling Specialist performs centralized scheduling duties in order to determine and provide
a cost-effective number and mix of nursing personnel for patient care needs. The Lead Scheduling Specialist oversees the resource consumption of nursing by planning for prudent allocation of resources, providing data for analysis of that allocation, and, with the director of nursing, continually evaluates the results of staff utilization. The Lead will also provide support and training to those in the Scheduling Specialist II position and lead
scheduling for all hospital locations.
Job Duties & Responsibilities:
Create a schedule that provides a daily complement of staff, according to the staffing grid requirements for the budgeted average census.
Create a master schedule and post at least two (2) weeks prior to the start of the schedule.
Incorporate full-time, part-time, and float pool staff to provide adequate nursing resources.
Produce a master schedule balanced over the seven-day week.
Respond proactively to scheduling requests to provide for prudent use of replacement staff resources.
Be continually mindful of overtime considerations when preparing master schedules.
Prepare an accurate, daily schedule of staff, with assignments identified based upon core staff
assignments and skill mix.
Effectively use scheduling software.
Create and distribute a list of open shifts at least ten (10) days before the start of the schedule.
Create schedule being mindful to stay within each programs budget.
Monitor resource consumption through creation of a Microsoft® Excel-based staffing variance report.
Identify staff predictions based upon current census.
Identify staff utilization based upon daily verification of personnel used.
Identify variance from expected targets and justification for same.
Document justification for variance from grid thoroughly. Seek additional information as needed.
Maintain this information accurately and completely for daily regular review by administrative
and management staff.
Anticipate current staffing needs based upon updated census and patient activity information. Employ
cost-effective ways to provide for patient care, in collaboration with the clinical managers or the house
supervisors.
Respond to unexpected staff absences by providing alternate coverage in a cost-effective manner.
Prepare and post assignments for staff in collaboration with immediate supervisors.
Verify that all staff is in assigned areas, as anticipated.
Maintain an immediate and long-range focus on staff needs for all patient care areas by cultivating
ways to provide for patient care by working with staff to flex scheduling availability.
Keep master schedule updated and accurate.
Prepare information and reports related to the staffing effectiveness for review by the clinical services
manager.
Document calls made to fill staffing needs.
Submit agency utilization data including the number of agency shifts worked by day of the week, shift,
census, and percentage of overall worked shifts.
Compile staffing-to-grid ratios on a monthly basis.
Collate documented reasons for not staffing to the grid.
Create and Maintain schedule of scheduling staff.
Ensure scheduling coverage for first and second shifts and weekends (1 shift).
As requested and as authorized by the COO contact supplemental agency staff when all other
resources (float pool; internal, regular, part-time staff, etc.) have been exhausted.
Discuss any use of agency with immediate supervisor first, including all other alternatives considered.
Identify the most cost-effective use for outside agency staff.
Provide narrative justification for use of outside agency on the staff variance report.
Insure agency utilization is controlled, including by accurate verification of invoices received.
Validate all invoices for accurate amounts and hours billed.
Negotiate discrepancies with vendor, as errors are discovered.
Prepare a final, verified invoice for the approval of the vice-president of Patient Care.
Identify opportunities to negotiate improved rates with vendors; i.e., when consistent staff is needed
for a long period of time.
Continually coach nursing staff of the need to avoid agency and utilize internal resources for staffing.
Verify time and attendance for all nursing staff by verifying hours worked, as noted on daily assignment sheets, with hours posted via Kronos time clock verification.
Verify regular hours worked.
Identify and implement payment for other non-worked hours; i.e., paid time off (PTO), seminar
attendance, etc.
In collaboration with the clinical managers, note problems with tardiness, overtime, or other time
and attendance issues.
Present the verified time and attendance materials to the manager/director for payroll.
Maintain confidentiality of sensitive payroll information.
Work with the clinical managers to understand and implement annual budgeting plans, as defined
through unit staffing grids.
Identify the current staffing grid pattern, based upon census, through the annual budgeting process.
Identify factors that allow the scheduler to adjust staffing numbers (i.e., 1:1 assignment) and those
that require management approval (acuity adjustment analysis).
Seek clinical managers’ approval for any planned overtime, in order to meet patient care needs.
Bring to the attention of the clinical manager any staffing variances as they are noted.
Facilitate successful communication with residential counselor pool staff scheduling and utilization.
Create pool availability schedules, highlighting needs of Rogers’ residential programs, on a four-week
Ensure all residential counselor pool staff is meeting their required shifts per month.
Communicate with residential managers about concerns of pool staff.
Inform all residential counselor staff of required training and job-specific tests that must be completed.
Communicate with the residential managers to help evaluate pool staff on a yearly basis.
In conjunction with the pool manager, ensure that all communications, scheduling and utilization are
done in a timely and effective manner.
Create pool availability schedules, highlighting needs of Rogers’ inpatient programs on a four-week
Identify and report to manager when pool staff is not meeting their required shifts per month.
Communicate with department managers on issues involving pool staff, and ensure the pool manager
is current and aware of all information/issues regarding pool staff.
Coordinate Rogers-Oconomowoc and –Milwaukee social work pool staff scheduling and utilization
monitoring.
Create pool availability schedules, highlighting needs of Rogers Social Services for all four campuses,
on a four-week basis.
Ensure all social work pool staff is meeting their required shifts per month.
Communicate with manager about concerns of pool staff
Inform all social work staff of required training and job-specific tests that must be completed.
Communicate with manager to support annual performance appraisals.
Oversee the scheduling of the float pool staff through maintaining communication about staff needs
and staff availability.
Work to assure the Hospital needs are met through use of available internal float pool staff where possible.
Monitor adherence to policy for availability by all float pool staff and bring discrepancies to the attention
of the appropriate pool supervisor.
Work sensitively to balance the needs of the float pool employees and the needs for patient care, in order to carefully balance communication and productivity for both.
Education/Training Requirements:
High School Diploma, and at least 1 year of undergraduate coursework, or status of “Sophomore” or higher in a 4-year degree program.
Exceptional written communication skills, attention to detail and ability to follow precise instructions.
Knowledge of Microsoft Office.
Position may require COVID vaccination or medical/religious exemption based on future CMS mandate.
Must pass pre-employment background and drug screen.
Benefits:
Comprehensive benefits package (medical, dental, vision, etc.) for positions of 30 hours or more per week.
Childcare reimbursement offered for positions of 20 hours or more per week.
Gainshare bonus based on company goals.
401k with matching contribution that is fully vested from day 1.
Loan relief, tuition reimbursement and scholarship opportunities.
ABOUT ROGERS BEHAVIORAL HEALTH
Rogers Behavioral Health is a nationally recognized, not-for-profit provider of highly specialized psychiatric care. Rogers offers evidence-based treatment for children, teens, and adults with OCD and anxiety, addiction, depression and other mood disorders, eating disorders, trauma, and PTSD. Backed by more than a century of experience, Rogers is leading the way on measurement-based care and use of clinical outcomes. Rogers provides residential care and has three inpatient facilities located in southeastern Wisconsin. Rogers also offers outpatient services in a growing network of communities across the U.S.
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The System also includes Rogers Behavioral Health Foundation , which supports patient care, programs, and research; and Rogers InHealth , an initiative that works to eliminate the stigma of mental health challenges. For more information, visit rogersbh.org .
EOE/MFDV
Equal Employment Opportunity and Affirmative Action – Rogers Behavioral Health (rogersbh.org)
Required Skills
Required Experience
Qualifications:
Strong computer skills with emphasis on Excel and Website navigation
Excellent Customer Service skills
PHYSICAL REQUIREMENTS:
The person in this position will frequently lift and/or move up to 70lbs using manual and PIT Equipment.
Worksite address
salem, NH, 03079, US
Who can apply
Review the original listing for work authorization, qualifications and employer requirements.