Practice Manager

About the role

The Practice Manager provides strategic operational leadership, supervision, and direction in regards to all administrative, financial, regulatory, quality, human resources, patient/employee satisfaction, and clinical aspects for the practice.

Responsibilities

• Internal Relationships: Regularly meets with employees to improve communication and build productive relationships; solicits feedback on how to improve performance and provides constructive feedback; continuously communicates to physicians and staff the importance of patient satisfaction, quality of care, and sound financial performance; champions successes and priorities for improving performance in meeting and exceeding patient and customer expectations; works with leadership, clinical leadership, affiliates, and suppliers in developing programs, services, and initiatives to anticipate future customer needs, build customer loyalty, and generate profitable growth; participates in operational integration of programs by ensuring alignment of communication with department, entity, and practice leadership.
• External Relationships: Personally spends time with staff, physicians, patients, and patient families to understand their respective needs and expectations, build relationships, and gauge patient/customer satisfaction; ensures patient and customer satisfaction through comprehensive and continuous measurement of customer satisfaction for all key customer groups; develops positive relationships with building owner, construction, township, and other personnel, as needed; supports leadership in partnering with affiliates to develop mutually beneficial clinical, operational, and marketing programs; interfaces with relative industry associations as a representative of the organization and identifies benchmarks; participates in development activities as appropriate.
• Facility Management: Develops positive relationships with building owner, construction, township, and other personnel, as needed.
• Clinical Service Groups & Product Service Lines: Supports leadership in partnering with affiliates to develop mutually beneficial clinical, operational, and marketing programs.
• Professional Associations & Benchmarking: Interfaces with relative industry associations as a representative of the organization and identifies benchmarks.
• Development: Identifies and participates in development activities as appropriate.
• Strategic Planning Processes: Collaborates with department and entity leadership team in implementing department/entity strategic plan and budget including prescribed strategic imperatives and measures of success at the practice; participates in program development efforts at the practice; includes analysis, resource planning, and space/facility management.
• Quality Improvement: Supports the creation of clinical effectiveness targets, improvement plans, and reporting systems to ensure the delivery of high quality, effective, and efficient patient care; provides leadership to attain clinical effectiveness targets and strategies annually (part of budget process).
• Regulatory Compliance: Ensures all areas of accountability are compliant with all federal, state, and local regulatory standards and requirements, including DOH, TJC, FDA, HIPAA, HCFA, DPW, OSHA, and others for practices under their leadership; complies with yearly education requirements including HIPAA, OSHA, Safety, and CLIA; manages the audit/survey process for the practice(s).
• Change Management: Provides support to entity and practice leadership to proactively develop change management strategies for major organizational and practice activities and events; implements change management strategy within the practice in alignment with entity/UPHS objectives; ensures appropriate follow-up of major issues; manages routine and crisis communications throughout the practice/community as they arise; demonstrates recognition of the systemic impact of employee communication and/or policy changes and solicits proactive feedback prior to implementation.
• Financial Management: Reviews, edits, approves all timecards bi-weekly; manages employee and physician schedules and time off requests; ensures practice financials are understood and find root causes for variances; ensures regional/practice operations fully utilize appropriate financial controls and are in compliance with Federal, State, Professional, and local financial requirements; provides practice revenue cycle management/oversight; ensures practice alignment with all standards; supports the Operational and Finance Leadership teams in developing and implementing common financial systems and standards in a coordinated and efficient manner; assists in the development and implementation of capital and operating budgets using system-wide standards and processes; partners with department, practice leadership, and entity leadership team in developing performance targets, reporting variances, and creating remediation plans.
• Recruitment & Retention: Selects practice staff who can demonstrate both the professional requirements and UPHS core values; creates a work environment that is aligned with UPHS Core Values; ensures new hires are provided adequate orientation and training to display competence.
• Performance Management: Clearly defines work expectations; recognizes and rewards individuals for a job well done; addresses performance issues immediately and directly; conducts performance appraisals annually; ensures self and staff are compliant in mandatory trainings (KL) and competency assessments (if applicable); assists staff in addressing challenges and skill deficits; assigns work that uses staff skills and talents, provides responsibility and challenge, allows for creativity, and offers leadership opportunities; continually provides guidance and support to team members; encourages continuous growth and helps staff to realize full potential by identifying stretch objectives and creating learning plans.
• Development: Assists staff in addressing challenges and skill deficits; assigns work that uses staff skills and talents, provides responsibility and challenge, allows for creativity, and offers leadership opportunities; continually provides guidance and support to team members; encourages continuous growth and helps staff to realize full potential by identifying stretch objectives and creating learning plans.
• Organization Health: Is easily accessible to physicians and staff members; establishes and ensures effective and ongoing communication.
• Workforce Planning: When requested and appropriate, develops talent management and succession plans for current and future staffing needs.

Qualifications

• H.S. Diploma/GED (Required)
• Associate of Arts or Science (Preferred)
• Education Specialization: Equivalent Experience: And 4+ years Relevant experience, including at least 1 year prior management experience in a healthcare setting (Required)