Physician Practice Operations Director jobs in Connecticut

MAIN FUNCTION:

The Practice Director is responsible for providing strategic direction and management oversight for their practices and supporting teams within Griffin Faculty Physicians. Responsible for meeting organization standards and ensuring targets are met organizationally and in their practices. Partner with managers and staff to provide a high level of administrative and data management support to help ensure efficient workflow, performance and overall management of the Griffin Faculty Practice Plan.

• Accountable for analyzing, reporting, and monitoring reports/data to monitor practice targets, goals & objectives to implement improvements. Prepare Divisional Budgets.

• In charge of Division Management, Communication & Responsibilities

• Maintains responsibility for attendance/reliability to ensure that the Hospital is operated in an efficient and cost-effective manner.

• Oversees integration of new providers and practice locations as needed.

• Contributes to the mission of the organization by supporting the Employee Philosophy, Planetree Model of Care, and Organizational Goals.
• Reviews monthly financial performance. Identifies opportunities for improvement and works with practice managers and physicians to develop action plans.
• Ensures compliance to fiscal standards with focus on volume, payer mix, fees, customer service initiatives, productivity, coding and documentation, non-provider labor, building occupancy expenses, and clinical supply costs.
• Participates in annual budget development, and is accountable for practice adherence to budget and/or other fiscal goals.
• Ensures subordinate managers and staff are trained, capable and held accountable to provide high quality care in a caring manner, as well as for all other tasks within practice.
• Provides ongoing performance appraisal of all subordinate managers and supervisors, with the assistance and input of the Assistant Vice President and appropriate physicians.
• Ensures that all staff members maintain appropriate licensure and certifications as required, as well as coordinating yearly competency evaluations.
• Ensures that all locations comply with regulatory requirements and applicable safety standards.
• Ensures accuracy of payroll and approves weekly submission. Ensures overtime and/or temporary personnel are within budget.
• Maintains communication with Assistant Vice President on weekly basis to review priorities, action plans, and assigned projects.
• Conducts weekly meetings with practice managers and other stakeholders.
• Organizes and sets agenda for monthly division meeting for providers and staff.
• Makes recommendations to Executive Director on provider recruitment, staffing and operational aspects of the practice.
• Analyze downstream revenue and referral patterns, and provide recommendations on how to minimize leakage from the network.

EDUCATION: Bachelor’s degree in business management or healthcare administration required. Master’s degree in related field preferred.

EXPERIENCE: Minimum of 5 years’ experience in a healthcare management setting, preferably in a medical office. Experience with computerized practice managements systems and electronic health record is strongly required. Excellent management and verbal/written communication skills. Ability to analyze data and to incorporate results of that analysis into practice operations.

KNOWLEDGE/SKILLS: Excellent management and verbal/written communication skills. Ability to analyze data and to incorporate results of that analysis into practice operations.
Detailed knowledge of medical office operations, billing and finance. Understanding of hospital operations and finance. Travel to and from local offices is required.

EOE/Minorities/Females/Vet/Disabled

Experience

• 5 year(s): Healthcare Management

Education

• Bachelors or better in Health Administration or related field

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)