Program Manager II, Clinical Partnerships

Program Manager II, Clinical Partnerships

Job Category

:

Quality & Performance Management Requisition Number

:

PROGR002373 Apply now Posted : May 10, 2024 Full-Time Hybrid Salary Range :

$70,830 USD

to

$109,790 USD Locations

Showing 1 location Hybrid Washington Seattle, WA 98101, USA

Travel Required : Yes Description

This position is a hybrid remote from home and travel position. Travel across the state to clinics will be required. Candidates from all areas of Washington state are welcome to apply. Who we are Community Health Plan of Washington is an equal opportunity employer committed to a diverse and inclusive workforce. All qualified applicants will receive consideration for employment without regard to any actual or perceived protected characteristic or other unlawful consideration. Our commitment is to: Strive to a pply an equity lens to all our work. Become an anti-racist organization. Create an equitable work environment. About the Role The Program Manager II, Clinical Partnerships position is responsible for deploying risk adjustment improvement initiatives and facilitating best practice sharing for Community Health Plan of Washington’s network of integrated primary care clinics. The incumbent is part of a team that provides structured risk adjustment improvement support (practice coaching and analytics) and facilitates network learning opportunities (webinars, newsletters, roundtables, and review of performance registries and reports), in support of CHPW’s risk adjustment improvement efforts. To be successful in this role, you: Have a bachelor’s degree (in health administration, nursing, public administration, public health, or closely related field) or an equivalent combination of education and highly relevant experience required. Have 3-5 years of direct experience working with physicians, care teams and senior leadership across the healthcare setting. Have experience in health care, preferably in an ambulatory or outpatient care setting desired. Essential functions and Roles and Responsibilities: Design an annual work plan for risk adjustment improvement in collaboration with each clinic in the incumbent’s portfolio and facilitate achievement within the collaborative work plan. Act as primary point of contact for risk-related issues, including connecting clinics and CHPW contacts on risk issues; serve as liaison to other CHPW teams, including Population Analytics, Quality and Clinical Data Integration and Operations; Marketing; as an example. Build meaningful relationships with key contacts at clinics. This includes effectively managing regular site visits and phone calls, providing data and information related to specific performance metrics, and regularly promoting CHPW initiatives. Schedule and attend in-person meetings with clinic representatives for continued support of CHPW’s risk adjustment initiatives. Identify opportunities for shared learning of best practices, including special interest groups focused on specific risk adjustment improvement strategies and initiatives. Collaborate with CHPW departments and CHNW clinics on development of webinars, newsletters, incentive programs and other communications. Collaborate with the Quality team for content inclusion for the bi-annual in-person Regional Quality Roundtables. Conduct clinic trainings on risk adjustment functionality within the population health management platform. Produce training materials and other collateral in support of clinic risk adjustment activities. Assists in centralizing, consolidating and monitoring policy and procedure manuals related to performance improvement. Requires 25%-30% in-state travel. Some overnight travel may be required. Other duties as assigned. Essential functions listed are not necessarily exhaustive and may be revised by the employer, at its sole discretion. Knowledge, Skills, and Abilities: Knowledge of medical coding for risk adjustment preferred. Technical familiarity with clinic electronic health record (EHR) systems and population health management platforms preferred. Knowledge of the primary care and behavioral health practice coaching model. Experience in staff development and training for healthcare providers. Effective oral and written communication skills, including presentation of data and reports to executive teams. Effective process improvement and project management skills. Effective interpersonal skills that enable relationship building with all levels and functions of a health care organization. Effective analytic and problem-solving skills. Ability to work independently and is self-motivated to complete deliverables and meet assigned deadlines. Note: If you think you do not qualify, please reconsider. Studies have shown that women and people of color are less likely to apply to jobs unless they feel they meet every qualification. However, everyone brings different strengths to the table for a job, and people can be successful in a role in a variety of ways. If you are excited about this job but your experience doesn’t perfectly check every box in the job description, we encourage you to apply anyway. As part of our hiring process, the following criteria must be met: Complete and successfully pass a criminal background check. Criminal History: includes review of criminal convictions and probation. CHPW does not automatically or categorically exclude persons with a criminal background from employment. The applicant’s criminal history will be reviewed on a case-by-case basis considering the risk to the business, members, and/employees. Has not been sanctioned or excluded from participation in federal or state healthcare programs by a federal or state law enforcement, regulatory, or licensing agency. Vaccination requirement (CHPW offers a process for medical or religious exemptions) Candidates whose disabilities make them unable to meet these requirements are considered fully qualified if they can perform the essential functions of the job with reasonable accommodation. Compensation and Benefits: The position is FLSA Exempt and is not eligible for overtime and has a 10% annual incentive target based on company, department, and individual performance goals. The base pay actually offered will take into account internal equity and also may vary depending on the candidate’s job-related knowledge, skills, and experience among other factors. CHPW offers the following benefits for Full and Part-time employees and their dependents: Medical, Prescription, Dental, and Vision Telehealth app Flexible Spending Accounts, Health Savings Accounts Basic Life AD&D, Short and Long-Term Disability Voluntary Life, Critical Care, and Long-Term Care Insurance 401(k) Retirement and generous employer match Employee Assistance Program and Mental Fitness app Financial Coaching, Identity Theft Protection Time off including PTO accrual starting at 17 days per year. 10 standard holidays, 2 floating holidays Compassion time off, jury duty Sensory/Physical/Mental Requirements: Sensory* : Speaking, hearing, near vision, far vision, depth perception, peripheral vision, touch, smell, and balance. Physical* : Extended periods of sitting, computer use, talking and possibly standing Frequent torso/back static position; occasional stooping, bending, and twisting. Some kneeling, pushing, pulling, lifting, and carrying (not over 25 pounds), twisting, and reaching. Mental : Must have the ability to learn and prioritize multiple tasks within the scope and guidelines of the position and its applicable licensure requirements, many requiring extremely complex cognitive capabilities. Must be able to manage conflict, communicate effectively and meet time-sensitive deadlines. Office environment Employees who frequently work in front of computer monitors are at risk for environmental exposure to low-grade radiation. Travel Required

Yes . Travel across the state of Washington 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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