Utilization Review Technician conducts utilization reviews to determine if patients are receiving care appropriate to illness or condition. Monitors patient charts and records to evaluate care concurrent with the patients treatment. Being a Utilization Review Technician reviews treatment plans and status of approvals from insurers. Collects and complies data as required and according to applicable policies and regulations. Additionally, Utilization Review Technician consults with nurses and physicians as needed. Position is non-RN. May require an associate degree or its equivalent. Typically reports to a supervisor. May require Registered Health Information Technician (RHIT). The Utilization Review Technician gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. To be a Utilization Review Technician typically requires 2 to 4 years of related experience. (Copyright 2024 Salary.com)
POSITION SUMMARY
Under limited direction of the Chief Risk Officer, the Loan Review position will be the sole FTE dedicated to the bank's independent loan review activity, leveraging experience, analytical tools and specific loan file review techniques to validate the effectiveness of management's loan grading system, process of identifying problem loans. The position will have the responsibilities to quantify the level of risk associated with the commercial loan portfolio and loan grading system.
ESSENTIAL FUNCTIONS
MORE ABOUT THE ROLE
Required Attributes
Education/Experience
Employees are to adhere to all applicable regulatory compliance and personnel policies in the fulfillment of the specific duties of the position including Bank Secrecy Act (BSA), Compliance, Information Security, and Code of Ethics. Employees are required to complete all online compliance and regulatory courses.
SALARY GRADE: 37
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)
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