Medical practice manager job description

This post includes 3 parts: duties list, job qualification and job description writing tips for Medical practice manager in details. A complete job description concludes Medical practice manager key duties/responsibilities, Medical practice manager job qualifications (knowledge, education, skills, abilities, experience…KSA model) and other ones such as daily tasks, key activities, key/core competencies, job functions/purpose…

I. List of Medical practice manager duties:

1. Assists in establishing and implementing goals, objectives, policies, procedures and systems for the assigned administrative areas.
2. Participates in the development and implementation of long range plans and budgets.
3. Oversees the recruiting, hiring and interviewing of staff.
4. Oversees the coding, charge capture, and charge entry process to assure that billing is current and accurate.
5. Evaluates local business conditions as they relate to practice operations and advises Medical Director of such.
6. Develops and implements policies and procedures specific to the operation of the local practice. Ensures compliance within the practice of the policies and procedures.
7. Delegates responsibilities to staff and department supervisors as necessary.
8. Maintains a working relationship with external contacts such as managed care representatives and hospital administrators.
9. Ensures that all practice activities are in compliance with corporate, practice, local, state and federal laws and regulations.
10. Oversees the management of staffing needs for the practice by ensuring the availability of properly trained personnel.
11. Ensures practice compliance with legal requirements related to OSHA, EEO, TEFRA, ERISA, and Wage and Hour. Directs the preparation of information required by the Compliance Department and ensures that all staff is properly educated as directed by the Compliance Department.
12. Responsible for monitoring, analyzing, assessing and communicating practice progress.
13. Oversees the preparation of management reports as requested by the Medical Director or corporate personnel.
14. Conducts appropriate performance evaluations and recommends merit increases, promotions, and disciplinary actions.
15. Attends practice administrative meetings with physicians and Medical Director as required by the Medical Director.
16. Oversees the development and coordination of new office locations and their needs as required.
17. Ensures the coordination of payroll functions and personnel records. Assists with benefits, personnel issues, and special projects as assigned.
18. Oversees the management of petty cash.
19. Attends meetings and participates on committees as requested.
20. Maintains a working relationship with the Managed Care Specialists to assist as needed in local contract negotiations.
21. Maintains a working relationship with the Regional Patient Accounts Director to assure that coding, charge capture, and charge entry is current and accurate.

II. List of Medical practice manager qualifications

1.      Bachelor's Degree in Accounting, Finance, Nursing or other related field. Minimum seven (5) years experience in healthcare management. Minimum two (2) years experience in a supervisory capacity. Minimum of (3) Years experience within a Maternal Fetal Medicine or OBGYN Setting.

2.      Knowledge of the local community health care environment sufficient to interact with other health care providers and administrators.

3.      Understanding of medical office operations sufficient to oversee its operations and provide support to the Medical Director and physicians.

4.      Skill in exercising a high degree of judgment, discretion and decision making necessary to achieve organizational objectives.

5.      Must possess analytical skill sufficient to organize and prepare comprehensive reports.

6.      Ability to organize and integrate organizational objectives in order to meet deadlines.

7.      Demonstrated ability to effectively communicate in verbal and written forms.

III. Tips to write job description

1. Too-long job description:

Looking at a too-long job description can frighten the candidates off and drive the away. A job description, no matter how important the job is, should not be included in more than 3 pages. If one focuses on too many things at a time, he shall definitely lose focus on the main items and get overwhelmed by the remaining; So, keep it concisely.

2. Too-short job description:

While too-long can be a problem, too-short is more a problem. It will ruin the meaning of the job description. A too-short one means it lacks necessary details and therefore, the candidate will not be able to understand while reading it.

3. Listing unnecessary functions or job duties:

Just classifying these into the “others” category will save you a lot of effort and space. On the other hand, the job description will become more dilute and easy to be neglected.

4. Key functions

Not listing key functions as required for the job can be a fatal mistake to a job description.

5. Grammar and spelling

Poor grammar and having spelling errors can ruin the job description, too. Never think that as you are the employer, you may have the right to make grammar or spelling errors while requires other not to. A job description with such errors is easily to be mistaken as a fake or ghost ads; as a result, the candidate will turn away from it.

6. Not specific enough:

Be specific and concise; if you don’t address the specific, then what the job description is for. It is for the candidate to understand just exactly what he needs to do or needs to have. Lacking details can confuse the candidates very well.

7. Not having the job description reviewed by others:

This is also a common mistake. One may be subject to bias, but more than one, especially with the help of those external advisor, the job description can be more perfect.

8. Using buzzwords or abbreviations:

In fact, it is not necessary at all to use such in a job description.

9. Using slang or legal words:

Just use common wording to communicate with others and don’t do anything extraordinarily.

10. Not updating the job description:

The same job may require different duties and responsibilities in different times, so, you cannot use the same job description for 2 different times.

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