Description

• Ensures the medical records department is maintained in the manner that meets all licensing and regulatory requirements and according to established policies and procedures.

• Directs the performance of duties and responsibilities of the department.

• Supervises medical records staff, coordinating schedules, delegating work assignments, and solving employee relations issues.

• Supervises functions of the medical records department, including chart assembly, analysis, transcription service and release of medical records.

• Interfaces with outside legal counsel regarding content of medical records.

• Establishes policies and procedures for compliance with all licensing and regulatory requirements.

• Collects and analyzes data in conjunction with Performance Improvement program.

• Oversee and complete coding according to current ICD and CPT coding classifications. Stays abreast of current coding guidelines.

• Perform/assign chart assembly, analysis and abstracting within established time frames.

• Monitor and report deficiencies and delinquencies.

• Pull charts as necessary for staff, physicians, and regulatory agencies.

• Prepare charts for storage and recalls and returns charts from outside storage as needed.

• Perform release of information in a timely manner and according to state and federal regulations.

• Responsible for maintaining inpatient and outpatient medical records.

• Provide management and staff education as needs identified.

Qualifications

Education

Required

• Bachelors or better

Licenses & Certifications

Preferred

• Reg Health Info Admin

Experience

Preferred

• 5 years: HIM Director/Manager/Supervisor Experience

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)