0922 Manager I-Admissions and Patient Access Manager-Laguna Honda

Recruitment #PBT-0922-097890

Introduction

0922 Manager I - Admissions and Patient Access Manager - Laguna Honda Hospital

San Francisco Department of Public Health

This is a Position Based Test (PBT) conducted in accordance with Civil Service Rule 111A.

Under administrative direction of the Patient Financial Services Director of Admissions, the 0922 Manager I Admissions and Patient Access Manager - Laguna Honda, manages admissions, eligibility, and patient access in the Admitting and Eligibility Department at Laguna Honda Hospital (LHH), a 700-bed skilled nursing and acute rehabilitation facility, and Department of Public Health (DPH) Home Health Services. As an integral member of the LHH administrative team, maintains positive working relationships with executive leadership, medical staff, nursing, social workers, billing, finance, medical records and other departments to provide quality, patient-centered services.  Essential duties include but are not limited to: 

  • Develops and monitors policies and procedures and ensures quality, patient-centered services and optimal revenue capture in the areas of Admissions, Financial Clearance, Registration, Authorizations, Financial Assistance, Patient Accounts and Resident Trust Accounts;
  • Ensures policies and procedures are in compliance with Title 22, CDPH, and CMS (Medicare and Medi-Cal, and Social Security Administration Regulations);
  • Provides operational oversight of Inpatient Admission Screening and Referrals, Outpatient Scheduling and Registration, Eligibility, Hospital Census, Transportation, Morgue and Death Registry activities;
  • Acts as a resource regarding regulations and policies of Medicare, Medi-Cal, and other Federal and State programs especially as related to skilled nursing, long-term care and home health eligibility and benefits;
  • Ensures compliance with the determination of eligibility coverage under the terms of various public and private healthcare programs including Medi-Cal, Medicare, and other third party payors;
  • Responds to internal and external audits and ensures development and implementation of any corrective actions as needed;
  • Provides Admission, Referral Waitlist, and Homeless data for internal and external reporting;  
  • Represents department on hospital committees related to Hospital Utilization, Hospital Information Management, Lower Level of Care, Annual Policy and Procedure Reviews,  Annual Budget Reviews and Hospital Compliance;
  • Responsible for performance improvement activities in alignment with the department’s mission;
  • Manages operations to meet performance targets, monitors and analyzes performance, and identifies opportunities for continuous improvement;
  • Works closely with the DPH Director of Rehabilitation and Health at Home to ensure timely and accurate patient access functions, including registration, financial clearance, financial counseling and authorizations for outpatient rehabilitation therapy at LHH and home health front desk functions;
  • Reviews, revises, and updates policies and procedures, keeps the department consistently accountable; 
  • Meets budgetary and revenue cycle objectives, negotiates letters of agreement with health insurance carriers;
  • Collaborates with Patient Accounting, Health Information, Utilization Management, Accounting, Social Services, and Nursing by providing complete and accurate admissions/eligibility information;
  • Effectively motivates and directs the department in developing and achieving goals and objectives that are congruous with the values, mission and strategic plan of Laguna Honda Hospital and the Department of Public Health; and
  • Promotes high standard in the performance of timely and accurate patient access, admission, and eligibility functions, promotes fair and ethical work.

The 0922 Manager I Admitting and Patient Access Manager - Laguna Honda Hospital performs other related duties as assigned/required.

The hospitals operate on a 24-hour, 7 day per week basis; therefore, days, evenings, nights, overnights, weekends, and/or holiday shifts may be required.

Minimum Qualifications

  1. Possession of a Bachelor's degree from an accredited college or university; AND
  2. Three (3) years of verifiable, increasingly responsible work experience determining Medi-Cal/Medi-Care eligibility and/or other sources of hospital reimbursement in an acute care hospital setting.

SUBSTITUTION: Additional qualifying experience may be substituted for the required degree on a year-for-year basis (up to a maximum of 4 years). Thirty (30) semester units or forty five (45) quarter units equal one year.

One year of full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40 hour work week). Any overtime hours that you work above 40 hours per week are not included in the calculation to determine full-time employment

Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.

Desirable Qualifications: The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.

  • Two (2) years or more of supervision of staff engaged in registration, admissions and financial screening activities including those of government and non-government programs, qualifying patients according to criteria determined by programs (e.g. Medi-Cal application process, applications to the Human Services Medi-Cal, Public Guardian, and/or Public Administrator programs.)
  • Knowledge of systems related to registration and eligibility programs
  • Experience developing policy and procedures for the administration of eligibility programs in accordance with federal, state, and local regulations.

Verification of Experience: http://sfdhr.org/getting-job#verification Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process.  

Verification of Education: If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at http://sfdhr.org/how-verify-education-requirements  

Verification: Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found here.

Verification of qualifying experience, when requested, must be documented on the employer's business letterhead and must include the name of the applicant, job title(s), dates of employment, description of job duties performed, and signature of the employer or the employer’s authorized representative.

City employees will receive credit for the duties of the class to which appointed. Credit for experience obtained outside of the employee's class will be allowed only if recorded in accordance with the provisions of Civil Service Commission Rules. Employees of the City and County of San Francisco may submit performance evaluations showing duties performed to verify qualifying City experience. Failure to provide the required verification requested may result in rejection of application.

Note: Falsifying one’s education, training, or work experience or attempted deception on the application may result in disqualification for this and future job opportunities with the City and County of San Francisco.

How To Apply

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit www.jobaps.com/sf to register an account (if you have not already done so) and begin the application process.

  • Select the desired job announcement
  • Select “Apply” and read and acknowledge the information
  • Select either “I am a New User” if you have not previously registered, or “I have Registered Previously”
  • Follow instructions on the screen

Computers are available for the public (from 8:00 a.m. to 5:00 p.m. Monday through Friday) to file online applications in the lobby of the Dept. of Human Resources at 1 South Van Ness Avenue, 4th Floor, San Francisco.

Applicants may be contacted by email about this announcement and, therefore, it is their responsibility to ensure that their registered email address is accurate and kept up-to-date.  Also, applicants must ensure that email from CCSF is not blocked on their computer by a spam filter.  To prevent blocking, applicants should set up their email to accept CCSF mail from the following addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com, @sfpl.org, @dcyf.org, @first5sf.org).

Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they file.  Applicants should retain this confirmation email for their records.  Failure to receive this email means that the online application was not submitted or received.

All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline.  Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications. Resumes will not be reviewed in determining whether you meet the minimum qualifications. All information must be included on your application.  Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

If you have any questions regarding this recruitment or application process, please contact the exam analyst, Jennifer Magnusson, by telephone at 415-554-2522, or by email at Jennifer.Magnusson@sfdph.org.

Selection Procedures

Minimum Qualification Supplemental Questionnaire (Weight: Qualifying): Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application. This Minimum Qualification Supplemental Questionnaire is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications for this position. Applicants must also complete the official application. It is essential that applicants provide complete information in identifying their education, experience and training. The Minimum Qualification Supplemental Questionnaire will be used to evaluate if the applicant possesses the required minimum qualifications.

Supervisory Test Battery (Weight: 40%):

Candidates will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication & Conflict Management. For more information about this Supervisory Test (and a suggested reading list) please visit: http://www.sfdhr.org/index.aspx?page=325

A passing score must be achieved on the Supervisory Test Battery in order to continue in the selection process.

This is a standardized examination, and, therefore, test questions and answers are not available for public inspection or review.

Scores attained on the Supervisory Test Battery will be valid and 'banked' for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take the Supervisory Test Battery. The Supervisory Test Battery may be used for many other classes; therefore your test score may be applied to one or more of these classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes the Supervisory Test Battery, your score will be automatically applied to that announcement, However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the Supervisory Test Battery. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the Supervisory Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.

Supplemental Questionnaire Evaluation (Weight: 60%): Candidates who achieve a passing score on the Supervisory Test Battery (STB) will be emailed a Supplemental Questionnaire (SQ) that is designed to measure the knowledge, skills, and abilities in job related areas which may include, but not be limited to: Knowledge of eligibility rules, regulations, and procedures for Medicare, Medi-Cal and other Federal State and Local programs; Ability to interpret and apply complex regulations; Knowledge of business and management principles; Strategic planning; Ability to plan, coordinate, and direct the work of subordinates; Organization and prioritization of work to maximize productivity; Decision Making; Problem Solving; Ability to establish and maintain effective working relationships; Interpersonal Skills; Technology Skills; Written Communication skills

The Supplemental Questionnaire (SQ) Evaluation will be emailed to the email address listed on the candidate's online job application. Candidates will be required to respond to the SQ in the time frame indicated and must submit the completed questionnaire as directed in order to have it evaluated. Responses cannot be changed once submitted. Candidates will be evaluated based on their SQ responses. Candidates must achieve a passing score on the SQ in order to continue in the selection process and will be placed on the confidential eligible list/score report in rank order according to their final score.

The supplemental questionnaire must be complete and accurate. All relevant experience, education, and/or training must be on the supplemental questionnaire in order to be reviewed in the rating process. All statements made on the application and supplemental questionnaire are subject to verification and must be consistent. After the confidential eligible list/score report is adopted, the department may administer additional selection procedures to make a final hiring decision.

A minimum passing score must be attained on each of the above-described tests in order to pass the overall, civil service examination process and be included on a confidential eligible list and be considered for possible certification. Following certification from the eligible list, the department may administer additional position-specific selection procedures to make final hiring decisions.

Certification: The certification rule for the eligible list resulting from this examination will be Rule of the List.  Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.

Eligible List/Score Report:
A confidential eligible list of applicant names that have passed the civil service examination process will be created, and used for certification purposes only. An examination score report will be established, so applicants can view the ranks, final scores and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from this civil service examination process is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.

The duration of the eligible list resulting from this examination process will be Six (6) months, and may be extended with the approval of the Human Resources Director.

Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the eligible list/score report resulting from this announcement may be used by other departments that also use this classification or a similar classification. To find other Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Count-by-Job-Codes.pdf.

Conviction History

As a selected candidate for a job, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the job for which you are a selected candidate. If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances, such as:

  • Candidates for positions with the Unified School District and the Community College District may be disqualified from consideration should their conviction history not meet the standards established under the California Education Code.
  • Candidates for positions with the Recreation and Park Department may be disqualified from consideration should their conviction history not meet the standards established under California Public Resources Code 5164.

Having a conviction history does not automatically preclude you from a job with the City.

If you are a selected candidate, the hiring department will contact you to schedule a fingerprinting appointment.

Disaster Service Workers

All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.

Conclusion

Statement on Equity, Diversity, and Inclusion: At the City and County of San Francisco, we share a commitment to a diverse, inclusive and equitable community. Each member of our organization is responsible and accountable for what they say and do to make San Francisco an inclusive and equitable place to live and work by employing fair and just practices to and for all.

Licensure/Certification/Registration: Valid licensure/certification/registration as a requirement to perform the job must be kept current throughout length of employment. Failure to demonstrate/show proof of possession of required valid licensure/certification/registration may result in dismissal and/or termination of employment. 

Note on ICARE:  Willingness to uphold/abide by ZSFG’s ICARE (I-Introduce, C-Connect, A-Ask, R-Respond, E-Exit) philosophy for employee and patient interactions. 

Note on Electronic Health Record (EHR): The Department of Public Health (DPH) is implementing a unified Electronic Health Record (EHR) system and DPH employees must demonstrate competency in the use of the system that is appropriate for their classification as a condition of employment.

Note on Personal Protective Equipment (PPE): Some positions in the Department of Public Health will require the use of personal protective equipment (PPE), including but not limited to gloves, gowns, eye and face protection, and face-fitting respirators. The requirement for the use of PPE may come on short or no notice. Facial hair or any condition that interferes with a face-fitting respirator’s seal (i.e. comes between the sealing surfaces of the respirator and the wearer’s bare skin) is not permitted when face-fitting respirators are worn, including during initial or periodic respirator fit-testing. Employees who choose not to shave and do not have either American Disabilities Act (ADA) or Equal Employment Opportunity (EEO) Accommodations do not have the right to alternate work assignments or the option of using a loose-fitting Powered Air Purifying Respirator (PAPR) in place of a FaceFitting Respirator.  

Medical Examination/Drug Testing: Prior to appointment, at the Department's expense, applicants may be required to take a tuberculosis (TB) screening test, a medical examination and/or drug test. 

Terms of Announcement: Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations.  Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at www.jobaps.com/sf. The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule.  Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director.  Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date. 

General Information concerning City and County of San Francisco Employment Policies and Procedures: Important Employment Information for the City and County of San Francisco can be obtained at http://sfdhr.org/information-about-hiring-process or hard copy at 1 South Van Ness Avenue, 4th Floor.

Copies of Application Documents: Applicants should keep copies of all documents submitted, as these will not be returned.

Right to Work: All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States.

Information on requesting a reasonable ADA Accommodation: Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: http://sfdhr.org/information-about-hiring-process#applicantswithdisabilities

Information regarding requests for Veterans Preference can be found at:  http://sfdhr.org/information-about-hiring-process#veteranspreference

Seniority Credit in Promotional Exams:  Information regarding seniority credit can be found at: http://www.sfdhr.org/index.aspx?page=20#senioritycredit  

Exam Type:  CPE
Issued:  January 16, 2020
Micki  Callahan
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-0922-097890
DPH/ JM / 415-554-2522/Pos #01108480

Benefits

All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, ranging from 7.5%-13.25% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency.

For more information about benefits, please click here.

 



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