Job Description:

Essential Duties and Responsibilities:

• Consistent and effective communication with IPA providers and operations


• Ability to effectively utilize reports and tools to communicate IPA provider schedules to the providers and to communicate and escalate information and trends to VAO


• Proactively communicate issues/concerns with IPA provider schedules proactively to VAO leadership teams as necessary


• Ability to coordinate with regional utilization manager (RUM) on IPA utilization issues


• Responsible for building and adjusting provider’s schedules


• Constantly evaluates the utilization of dedicated IPA providers


• Prevention of gaps and overbooking in provider’s electronic schedules


• Time slot capitalization which includes communication with operations scheduling staff


• Effective management of electronic confirmation systems (i.e. eMessenger, Pega communicator, ACD) in order to minimize no show rates


• Efficiently utilizes electronic tools and workflows in order to manage resources such as: ECW, UCM, eProcess and other tools as necessary


• Ability to prioritize operations and provider’s requests when and if necessary


• Any other duties as assigned

Competencies:

• Ability to follow and adhere to standardized process workflow on a daily basis


• Highly skilled in multi-tasking while managing multiple priorities


• Able to work various shifts and hours to cover multiple times zones


• Strong knowledge of administrative and clerical processes

Education and/or Experience:

• High School diploma, or equivalent (GED)


• 0 to 1 years of experience in a high volume healthcare setting with daily utilization of electronic scheduling software


• Experience utilizing EMR or case management software


• Must be able to successfully pass National Agency Check with Inquiries (NACI) background investigation

Typical Day:

• Mon – Fri: 8:30am – 5pm EST (Must reside in EST)

Pay and Benefits:

• $17.63 - $22.58  depending on your geographical location 


• Eligible for a quarterly bonus up to 6% and annual merit increases

Pay and benefits are fundamental to any career decision. That's why we craft compensation packages that reflect the importance of the work we do for our customers. As a result, we offer meaningful and engaging careers to support you and your career goals, all while nurturing a healthy work-life balance. Employment benefits include competitive compensation, Health and Wellness programs, Income Protection, Paid Leave and Retirement. More details are available here.

The Leidos QTC Health Services pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to): geographic location, responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.

This job description supersedes all prior job descriptions and is intended to describe the general content and essential requirements for the position listed above. It is not to be construed as an exhaustive statement of requirements, duties and responsibilities. Management reserves the right to add or change the duties of this position as required at any time.

 Leidos QTC Health Services is a VEVRAA Federal contractor and an Equal Opportunity Employer. The company has an ongoing commitment to affirmative action and the creation of a workplace free of discrimination, harassment and retaliation. The company recruits, hires, trains, and promotes individuals in all job titles without regard to race, color, creed, religion, ancestry, national origin, age, sex, sexual orientation, people with disabilities protected under law, and protected veteran status.

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)

Administrative/Technical

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