"Alerted.org

ESSENTIAL DUTIES AND RESPONSIBILITIES.

+ In conjunction with market leadership, ensures credentialing packets are complete and submitted timely for all new clinician adds.

+ In conjunction with the AMR Director, teaches and promotes standard utilization and standard workflows that are in alignment with the enterprise expectations and policy.

+ Perform preliminary assessment of new physician practices prior to Go-Live.

+ Onsite competency assessments of AMR workflows (both clinical and non-clinical) that have been accepted as standard best practice for efficiency on an ad hoc basis, and will assist leadership with any resulting action plans to correct inefficiency.

+ Accountable for staff and clinician AMR use and development -specifically in the on-boarding period to enhance technical acuity and capabilities of the employed clinician or staff member, ensures new staff and clinicians have proper “Super User” preceptors, and complete learning modules.

+ Conducts regular and as needed education sessions for staff in physician practices in a classroom environment. Selects appropriate instructional procedures ormethods such as individual training, group instructions, self-study, lectures, demonstrations, presentations, simulation exercises, role-play, and computer based training.

+ Collaborates with the Corporate AMR Director to organize & maintain training manuals, policies, and procedures as related to training and education of physicians and staff. Works with local leadership and AMR Director to schedule training resources as needed to ensure all MU goals are met and all providers can successfully attest.

+ Performs regularly scheduled AMR utilization assessments of clinicians and clinical staff to identify training needs and promote standard wordflows-- as needed and specifically in the first 90 days of utilization. Communicates hardware, software, and workflow recommendations if noted.

+ Working alongside local market Practice Directors, Managers and Super Users to ensure all items listed on go-live project plans are completed within 90 days of reported or as needed, collaboration with local IT to ensure go-live preparedness.

+ Conducts needs analysis studies and confers with Directors, Managers, Corporate AMR Director to determine training needs.

+ Participates in reviewing AMR specific policies and best practices. Identifies training needs related to non-compliance, organizational goals and processes, business and informatics systems or changes in procedures, regulations or services. Performs AMR related policy audits.

+ Maintains records of change requests and prepares reports and utilizes corporate reports to monitor and enhance performance. Will meet with Division AMR Director monthly to discuss outliers in performance and utilization and to report needs related to the progress of trainees. Reports include but are not limited to the following: Care Check Data, P4P Dashboard, Oversight Progress Report, CHS Medications, etc.

+ Makes system changes in accordance with role/permission access and with applicable policies.

+ Consults with local market leadership, e.g. VP of Physician Practices, Medical Director, and Medical Informatics officer on strategic development of necessary resources to achieve accountability and organizational goals and to ensure interoperability among software applications.

+ Collaborates with the MU teams and local market MU champions to target utilization that promotes meeting all applicable MU measures.

Equal Employment Opportunity

This organization does not discriminate in any way to deprive any person of employment opportunities or otherwise adversely affect the status of any employee because of race, color, religion, sex, sexual orientation, genetic information, gender identity, national origin, age, disability, citizenship, veteran status, or military or uniformed services, in accordance with all applicable governmental laws and regulations. In addition, the facility complies with all applicable federal, state and local laws governing nondiscrimination in employment. This applies to all terms and conditions of employment including, but not limited to: hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. If you are an applicant with a mental or physical disability who needs a reasonable accommodation for any part of the application or hiring process, contact the director of Human Resources at the facility to which you are seeking employment; Simply go to http://www.chs.net/serving-communities/locations/ to obtain the main telephone number of the facility and ask for Human Resources.