Provider Network Performance Manager
for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)
- Use - for lists,
for prose
- Do NOT repeat job title as heading
- Do NOT put Job ID/requisition numbers as headings
- Preserve ALL substantive information
- Remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions)
- Include section ONLY when posting has real, specific content for it
- Never emit heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD")
- Never create Pay/Schedule/Benefits sections unless posting actually states them
- Prefer few substantive sections over many thin ones
- Output ONLY HTML fragment — no /, no markdown code fences
Now, let me parse the job posting:
1. Title: "Network Performance Manager" (but we don't repeat as heading)
2. Location requirement: "MUST BE LOCATED IN WA/OR" - this is important metadata
3. About the role: First paragraph describes the role
4. "Your roles and responsibilities will include:" followed by four subsections with bullet points:
- Drive Provider Performance
- Lead Provider Partnerships
- Turn Data Into Action
- Align Contracts & Network Strategy
5. "Required skills and experience:" with bullet points
6. "Desired skills and experience:" with bullet points
7. "What Success Looks Like" - prose paragraph
8. "Travel: Approximately 30–40% within the assigned market..." - this is schedule/travel info
9. "Salary: $60,000-110,000 / year" with explanation - this is Pay
10. "Our Total Rewards package includes:" with bullet points - this is Benefits
11. Company description about Devoted Health - this is boilerplate/about company, but could be "About the company" section? The rules say to remove boilerplate, but this is company description. However, the rules say "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate". The EEO statement at the end is definitely boilerplate. The company description might be considered boilerplate too. But the rules say "Preserve ALL substantive information". The company description is somewhat substantive but generic. I'll include it as a brief "About the company" section or fold into a paragraph. Actually, the rules say "Prefer a few substantive sections over many thin ones." The company description is not a standard section heading listed (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). "About the company" is not in the list. I could include it as a
at the end or omit. Since it's not a required section and is somewhat boilerplate, I'll omit it. The EEO statement is definitely boilerplate and should be removed.
Now, structure:
- First, a
for location requirement: "Must be located in Washington or Oregon."
- Then "About the role" section with the first paragraph.
- "Responsibilities" section with the four subsections. Should I use subheadings? The rules say use
for section headings. The subsections (Drive Provider Performance, etc.) are sub-responsibilities. I could make them but the rules only mention . However, the rules say "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid other headings, but says use for those. I think we should use for main sections only. For subsections within responsibilities, we could use or just include as within list items. But the content has clear subsections with bullet points. I'll use for those subsections within the Responsibilities section, but the rules didn't specify. However, the output should be semantic HTML. Using is fine. But the instruction says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't say we cannot use other heading levels. I'll use for main sections, and for subsections within responsibilities, I'll use to keep hierarchy.
Alternatively, I could make each subsection a separate with a heading. Let's see: The responsibilities are grouped into four categories. I'll create a "Responsibilities" , then for each category, an and a .
- "Requirements" section for required skills and experience.
- "Qualifications" section for desired skills and experience? The rules list "Qualifications" as a possible heading. "Desired skills and experience" could be "Qualifications" or "Preferred qualifications". I'll use "Qualifications" for desired.
- "What Success Looks Like" could be a section, but it's a single paragraph. Could be part of "About the role" or separate. I'll make it a separate "Success profile" or "What success looks like". The rules don't list that, but we can include if substantive. It's a paragraph, so maybe just a
under "About the role". But it's distinct. I'll include as
"What success looks like".
- "Travel" is schedule information. The rules mention "Schedule" as a possible heading. Travel is part of schedule. I'll create a "Schedule" section with travel info.
- "Pay" section with salary range and explanation.
- "Benefits" section with the list.
Now, remove boilerplate: The EEO statement at the end, the company founding mission statement (maybe keep as brief about company? But rules say remove boilerplate. The company description is marketing boilerplate. I'll omit it. The EEO statement is definitely boilerplate.
Also, the salary explanation includes "The pay range listed for this position is the range the organization reasonably and in good faith expects to pay..." This is substantive pay information, keep.
The benefits list includes "Our total rewards package is for full time employees only. Intern and Contract positions are not eligible." Keep that as part of benefits.
Now, write HTML.
Let's draft:
Must be located in Washington or Oregon.
About the role
As a Network Performance Manager, you will drive provider performance across the Oregon and Washington markets, partnering directly with providers to improve cost, quality, access, and overall network performance. This role combines provider performance management, data analysis, relationship management, and contracting strategy. You will use performance data to identify opportunities, lead provider conversations, develop improvement plans, and influence provider behavior toward measurable results. The ideal candidate understands managed care and provider networks, is comfortable working with both fee-for-service and value-based arrangements, and can turn complex performance data into clear strategies and action.
Responsibilities
Drive provider performance
- Own performance management for assigned providers across cost, quality, access, and key network metrics
- Identify performance gaps, root causes, and opportunities for improvement
- Develop and execute targeted provider performance improvement plans
- Monitor results and adjust strategies to drive sustained improvement
Lead provider partnerships
- Serve as a primary performance partner for assigned physicians, medical groups, health systems, and other providers
- Lead regular provider performance reviews and Joint Operating Committees (JOCs)
- Build strong relationships while creating clear accountability for performance expectations and outcomes
- Partner with providers to resolve performance issues and remove barriers to improvement
Turn data into action
- Analyze financial, operational, quality, and provider performance data to identify trends and opportunities
- Independently leverage reporting systems, dashboards, and AI-enabled tools to generate insights
- Translate complex data into clear recommendations and actionable strategies
- Provide leadership with visibility into performance trends, risks, and opportunities
Align contracts & network strategy
- Support contract negotiations and renegotiations, where applicable, to align provider incentives with performance goals
- Apply fee-for-service, value-based, and risk-based models to support improvements in cost and quality
- Evaluate provider and network opportunities through a performance lens
- Partner cross-functionally to improve network efficiency, quality, access, and regulatory compliance
Requirements
- 5+ years of experience in managed care, a health plan, or a similar healthcare environment
- 5+ years of direct provider-facing experience
- Demonstrated experience improving provider performance across cost and/or quality metrics
- Strong analytical skills with the ability to translate data into action
- Strong provider relationship management, communication, and influencing skills
- Ability to work independently, solve complex problems, and drive results
Qualifications
- Experience negotiating provider contracts, including physician groups and/or health systems
- Experience with value-based or risk-based payment models
- Experience in provider performance, network optimization, or healthcare analytics
What success looks like
You are a performance-minded relationship builder who can move comfortably between data and people. You understand what the numbers are saying, can identify what needs to change, and know how to work with providers and internal partners to turn insights into measurable improvements.
Schedule
Approximately 30–40% travel within the assigned market to support provider meetings, relationship building, and market presence.
Pay
Salary: $60,000–$110,000 per year. The pay range listed is the range the organization reasonably and in good faith expects to pay for this position at the time of posting. The actual base salary offered will depend on a variety of factors, including the qualifications of the individual applicant, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.
Benefits
- Employer-sponsored health, dental, and vision plan with low or no premium
- Generous paid time off
- $100 monthly mobile or internet stipend
- Stock options for all employees
- Bonus eligibility for all roles excluding Director and above; commission eligibility for Sales roles
- Parental leave program
- 401K program
- And more
Total rewards package is for full-time employees only; intern and contract positions are not eligible.
That seems comprehensive. I omitted the company description and EEO statement. The location requirement is included as a paragraph at top. The job title is not repeated. No Job ID. All substantive info preserved.
Check rules: "Do NOT repeat the job title as a heading (the page already shows it)" - good. "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short or drop it." - no Job ID. "Preserve ALL substantive information" - done. "Remove cookie
for prose - Do NOT repeat job title as heading - Do NOT put Job ID/requisition numbers as headings - Preserve ALL substantive information - Remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions) - Include section ONLY when posting has real, specific content for it - Never emit heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") - Never create Pay/Schedule/Benefits sections unless posting actually states them - Prefer few substantive sections over many thin ones - Output ONLY HTML fragment — no /, no markdown code fences Now, let me parse the job posting: 1. Title: "Network Performance Manager" (but we don't repeat as heading) 2. Location requirement: "MUST BE LOCATED IN WA/OR" - this is important metadata 3. About the role: First paragraph describes the role 4. "Your roles and responsibilities will include:" followed by four subsections with bullet points: - Drive Provider Performance - Lead Provider Partnerships - Turn Data Into Action - Align Contracts & Network Strategy 5. "Required skills and experience:" with bullet points 6. "Desired skills and experience:" with bullet points 7. "What Success Looks Like" - prose paragraph 8. "Travel: Approximately 30–40% within the assigned market..." - this is schedule/travel info 9. "Salary: $60,000-110,000 / year" with explanation - this is Pay 10. "Our Total Rewards package includes:" with bullet points - this is Benefits 11. Company description about Devoted Health - this is boilerplate/about company, but could be "About the company" section? The rules say to remove boilerplate, but this is company description. However, the rules say "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate". The EEO statement at the end is definitely boilerplate. The company description might be considered boilerplate too. But the rules say "Preserve ALL substantive information". The company description is somewhat substantive but generic. I'll include it as a brief "About the company" section or fold into a paragraph. Actually, the rules say "Prefer a few substantive sections over many thin ones." The company description is not a standard section heading listed (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). "About the company" is not in the list. I could include it as a
at the end or omit. Since it's not a required section and is somewhat boilerplate, I'll omit it. The EEO statement is definitely boilerplate and should be removed. Now, structure: - First, a
for location requirement: "Must be located in Washington or Oregon." - Then "About the role" section with the first paragraph. - "Responsibilities" section with the four subsections. Should I use subheadings? The rules say use
for section headings. The subsections (Drive Provider Performance, etc.) are sub-responsibilities. I could make them but the rules only mention . However, the rules say "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid other headings, but says use for those. I think we should use for main sections only. For subsections within responsibilities, we could use or just include as within list items. But the content has clear subsections with bullet points. I'll use for those subsections within the Responsibilities section, but the rules didn't specify. However, the output should be semantic HTML. Using is fine. But the instruction says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't say we cannot use other heading levels. I'll use for main sections, and for subsections within responsibilities, I'll use to keep hierarchy.
Alternatively, I could make each subsection a separate with a heading. Let's see: The responsibilities are grouped into four categories. I'll create a "Responsibilities" , then for each category, an and a .
- "Requirements" section for required skills and experience.
- "Qualifications" section for desired skills and experience? The rules list "Qualifications" as a possible heading. "Desired skills and experience" could be "Qualifications" or "Preferred qualifications". I'll use "Qualifications" for desired.
- "What Success Looks Like" could be a section, but it's a single paragraph. Could be part of "About the role" or separate. I'll make it a separate "Success profile" or "What success looks like". The rules don't list that, but we can include if substantive. It's a paragraph, so maybe just a
under "About the role". But it's distinct. I'll include as
"What success looks like".
- "Travel" is schedule information. The rules mention "Schedule" as a possible heading. Travel is part of schedule. I'll create a "Schedule" section with travel info.
- "Pay" section with salary range and explanation.
- "Benefits" section with the list.
Now, remove boilerplate: The EEO statement at the end, the company founding mission statement (maybe keep as brief about company? But rules say remove boilerplate. The company description is marketing boilerplate. I'll omit it. The EEO statement is definitely boilerplate.
Also, the salary explanation includes "The pay range listed for this position is the range the organization reasonably and in good faith expects to pay..." This is substantive pay information, keep.
The benefits list includes "Our total rewards package is for full time employees only. Intern and Contract positions are not eligible." Keep that as part of benefits.
Now, write HTML.
Let's draft:
Must be located in Washington or Oregon.
About the role
As a Network Performance Manager, you will drive provider performance across the Oregon and Washington markets, partnering directly with providers to improve cost, quality, access, and overall network performance. This role combines provider performance management, data analysis, relationship management, and contracting strategy. You will use performance data to identify opportunities, lead provider conversations, develop improvement plans, and influence provider behavior toward measurable results. The ideal candidate understands managed care and provider networks, is comfortable working with both fee-for-service and value-based arrangements, and can turn complex performance data into clear strategies and action.
Responsibilities
Drive provider performance
- Own performance management for assigned providers across cost, quality, access, and key network metrics
- Identify performance gaps, root causes, and opportunities for improvement
- Develop and execute targeted provider performance improvement plans
- Monitor results and adjust strategies to drive sustained improvement
Lead provider partnerships
- Serve as a primary performance partner for assigned physicians, medical groups, health systems, and other providers
- Lead regular provider performance reviews and Joint Operating Committees (JOCs)
- Build strong relationships while creating clear accountability for performance expectations and outcomes
- Partner with providers to resolve performance issues and remove barriers to improvement
Turn data into action
- Analyze financial, operational, quality, and provider performance data to identify trends and opportunities
- Independently leverage reporting systems, dashboards, and AI-enabled tools to generate insights
- Translate complex data into clear recommendations and actionable strategies
- Provide leadership with visibility into performance trends, risks, and opportunities
Align contracts & network strategy
- Support contract negotiations and renegotiations, where applicable, to align provider incentives with performance goals
- Apply fee-for-service, value-based, and risk-based models to support improvements in cost and quality
- Evaluate provider and network opportunities through a performance lens
- Partner cross-functionally to improve network efficiency, quality, access, and regulatory compliance
Requirements
- 5+ years of experience in managed care, a health plan, or a similar healthcare environment
- 5+ years of direct provider-facing experience
- Demonstrated experience improving provider performance across cost and/or quality metrics
- Strong analytical skills with the ability to translate data into action
- Strong provider relationship management, communication, and influencing skills
- Ability to work independently, solve complex problems, and drive results
Qualifications
- Experience negotiating provider contracts, including physician groups and/or health systems
- Experience with value-based or risk-based payment models
- Experience in provider performance, network optimization, or healthcare analytics
What success looks like
You are a performance-minded relationship builder who can move comfortably between data and people. You understand what the numbers are saying, can identify what needs to change, and know how to work with providers and internal partners to turn insights into measurable improvements.
Schedule
Approximately 30–40% travel within the assigned market to support provider meetings, relationship building, and market presence.
Pay
Salary: $60,000–$110,000 per year. The pay range listed is the range the organization reasonably and in good faith expects to pay for this position at the time of posting. The actual base salary offered will depend on a variety of factors, including the qualifications of the individual applicant, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.
Benefits
- Employer-sponsored health, dental, and vision plan with low or no premium
- Generous paid time off
- $100 monthly mobile or internet stipend
- Stock options for all employees
- Bonus eligibility for all roles excluding Director and above; commission eligibility for Sales roles
- Parental leave program
- 401K program
- And more
Total rewards package is for full-time employees only; intern and contract positions are not eligible.
That seems comprehensive. I omitted the company description and EEO statement. The location requirement is included as a paragraph at top. The job title is not repeated. No Job ID. All substantive info preserved.
Check rules: "Do NOT repeat the job title as a heading (the page already shows it)" - good. "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short or drop it." - no Job ID. "Preserve ALL substantive information" - done. "Remove cookie
. However, the rules say "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid other headings, but says use for those. I think we should use for main sections only. For subsections within responsibilities, we could use or just include as within list items. But the content has clear subsections with bullet points. I'll use for those subsections within the Responsibilities section, but the rules didn't specify. However, the output should be semantic HTML. Using is fine. But the instruction says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't say we cannot use other heading levels. I'll use for main sections, and for subsections within responsibilities, I'll use to keep hierarchy.
Alternatively, I could make each subsection a separate with a heading. Let's see: The responsibilities are grouped into four categories. I'll create a "Responsibilities" , then for each category, an and a .
- "Requirements" section for required skills and experience.
- "Qualifications" section for desired skills and experience? The rules list "Qualifications" as a possible heading. "Desired skills and experience" could be "Qualifications" or "Preferred qualifications". I'll use "Qualifications" for desired.
- "What Success Looks Like" could be a section, but it's a single paragraph. Could be part of "About the role" or separate. I'll make it a separate "Success profile" or "What success looks like". The rules don't list that, but we can include if substantive. It's a paragraph, so maybe just a
under "About the role". But it's distinct. I'll include as
"What success looks like".
- "Travel" is schedule information. The rules mention "Schedule" as a possible heading. Travel is part of schedule. I'll create a "Schedule" section with travel info.
- "Pay" section with salary range and explanation.
- "Benefits" section with the list.
Now, remove boilerplate: The EEO statement at the end, the company founding mission statement (maybe keep as brief about company? But rules say remove boilerplate. The company description is marketing boilerplate. I'll omit it. The EEO statement is definitely boilerplate.
Also, the salary explanation includes "The pay range listed for this position is the range the organization reasonably and in good faith expects to pay..." This is substantive pay information, keep.
The benefits list includes "Our total rewards package is for full time employees only. Intern and Contract positions are not eligible." Keep that as part of benefits.
Now, write HTML.
Let's draft:
Must be located in Washington or Oregon.
About the role
As a Network Performance Manager, you will drive provider performance across the Oregon and Washington markets, partnering directly with providers to improve cost, quality, access, and overall network performance. This role combines provider performance management, data analysis, relationship management, and contracting strategy. You will use performance data to identify opportunities, lead provider conversations, develop improvement plans, and influence provider behavior toward measurable results. The ideal candidate understands managed care and provider networks, is comfortable working with both fee-for-service and value-based arrangements, and can turn complex performance data into clear strategies and action.
Responsibilities
Drive provider performance
- Own performance management for assigned providers across cost, quality, access, and key network metrics
- Identify performance gaps, root causes, and opportunities for improvement
- Develop and execute targeted provider performance improvement plans
- Monitor results and adjust strategies to drive sustained improvement
Lead provider partnerships
- Serve as a primary performance partner for assigned physicians, medical groups, health systems, and other providers
- Lead regular provider performance reviews and Joint Operating Committees (JOCs)
- Build strong relationships while creating clear accountability for performance expectations and outcomes
- Partner with providers to resolve performance issues and remove barriers to improvement
Turn data into action
- Analyze financial, operational, quality, and provider performance data to identify trends and opportunities
- Independently leverage reporting systems, dashboards, and AI-enabled tools to generate insights
- Translate complex data into clear recommendations and actionable strategies
- Provide leadership with visibility into performance trends, risks, and opportunities
Align contracts & network strategy
- Support contract negotiations and renegotiations, where applicable, to align provider incentives with performance goals
- Apply fee-for-service, value-based, and risk-based models to support improvements in cost and quality
- Evaluate provider and network opportunities through a performance lens
- Partner cross-functionally to improve network efficiency, quality, access, and regulatory compliance
Requirements
- 5+ years of experience in managed care, a health plan, or a similar healthcare environment
- 5+ years of direct provider-facing experience
- Demonstrated experience improving provider performance across cost and/or quality metrics
- Strong analytical skills with the ability to translate data into action
- Strong provider relationship management, communication, and influencing skills
- Ability to work independently, solve complex problems, and drive results
Qualifications
- Experience negotiating provider contracts, including physician groups and/or health systems
- Experience with value-based or risk-based payment models
- Experience in provider performance, network optimization, or healthcare analytics
What success looks like
You are a performance-minded relationship builder who can move comfortably between data and people. You understand what the numbers are saying, can identify what needs to change, and know how to work with providers and internal partners to turn insights into measurable improvements.
Schedule
Approximately 30–40% travel within the assigned market to support provider meetings, relationship building, and market presence.
Pay
Salary: $60,000–$110,000 per year. The pay range listed is the range the organization reasonably and in good faith expects to pay for this position at the time of posting. The actual base salary offered will depend on a variety of factors, including the qualifications of the individual applicant, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.
Benefits
- Employer-sponsored health, dental, and vision plan with low or no premium
- Generous paid time off
- $100 monthly mobile or internet stipend
- Stock options for all employees
- Bonus eligibility for all roles excluding Director and above; commission eligibility for Sales roles
- Parental leave program
- 401K program
- And more
Total rewards package is for full-time employees only; intern and contract positions are not eligible.
That seems comprehensive. I omitted the company description and EEO statement. The location requirement is included as a paragraph at top. The job title is not repeated. No Job ID. All substantive info preserved.
Check rules: "Do NOT repeat the job title as a heading (the page already shows it)" - good. "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short or drop it." - no Job ID. "Preserve ALL substantive information" - done. "Remove cookie
for those. I think we should use for main sections only. For subsections within responsibilities, we could use or just include as within list items. But the content has clear subsections with bullet points. I'll use for those subsections within the Responsibilities section, but the rules didn't specify. However, the output should be semantic HTML. Using is fine. But the instruction says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't say we cannot use other heading levels. I'll use for main sections, and for subsections within responsibilities, I'll use to keep hierarchy.
Alternatively, I could make each subsection a separate with a heading. Let's see: The responsibilities are grouped into four categories. I'll create a "Responsibilities" , then for each category, an and a .
- "Requirements" section for required skills and experience.
- "Qualifications" section for desired skills and experience? The rules list "Qualifications" as a possible heading. "Desired skills and experience" could be "Qualifications" or "Preferred qualifications". I'll use "Qualifications" for desired.
- "What Success Looks Like" could be a section, but it's a single paragraph. Could be part of "About the role" or separate. I'll make it a separate "Success profile" or "What success looks like". The rules don't list that, but we can include if substantive. It's a paragraph, so maybe just a
under "About the role". But it's distinct. I'll include as
"What success looks like".
- "Travel" is schedule information. The rules mention "Schedule" as a possible heading. Travel is part of schedule. I'll create a "Schedule" section with travel info.
- "Pay" section with salary range and explanation.
- "Benefits" section with the list.
Now, remove boilerplate: The EEO statement at the end, the company founding mission statement (maybe keep as brief about company? But rules say remove boilerplate. The company description is marketing boilerplate. I'll omit it. The EEO statement is definitely boilerplate.
Also, the salary explanation includes "The pay range listed for this position is the range the organization reasonably and in good faith expects to pay..." This is substantive pay information, keep.
The benefits list includes "Our total rewards package is for full time employees only. Intern and Contract positions are not eligible." Keep that as part of benefits.
Now, write HTML.
Let's draft:
Must be located in Washington or Oregon.
About the role
As a Network Performance Manager, you will drive provider performance across the Oregon and Washington markets, partnering directly with providers to improve cost, quality, access, and overall network performance. This role combines provider performance management, data analysis, relationship management, and contracting strategy. You will use performance data to identify opportunities, lead provider conversations, develop improvement plans, and influence provider behavior toward measurable results. The ideal candidate understands managed care and provider networks, is comfortable working with both fee-for-service and value-based arrangements, and can turn complex performance data into clear strategies and action.
Responsibilities
Drive provider performance
- Own performance management for assigned providers across cost, quality, access, and key network metrics
- Identify performance gaps, root causes, and opportunities for improvement
- Develop and execute targeted provider performance improvement plans
- Monitor results and adjust strategies to drive sustained improvement
Lead provider partnerships
- Serve as a primary performance partner for assigned physicians, medical groups, health systems, and other providers
- Lead regular provider performance reviews and Joint Operating Committees (JOCs)
- Build strong relationships while creating clear accountability for performance expectations and outcomes
- Partner with providers to resolve performance issues and remove barriers to improvement
Turn data into action
- Analyze financial, operational, quality, and provider performance data to identify trends and opportunities
- Independently leverage reporting systems, dashboards, and AI-enabled tools to generate insights
- Translate complex data into clear recommendations and actionable strategies
- Provide leadership with visibility into performance trends, risks, and opportunities
Align contracts & network strategy
- Support contract negotiations and renegotiations, where applicable, to align provider incentives with performance goals
- Apply fee-for-service, value-based, and risk-based models to support improvements in cost and quality
- Evaluate provider and network opportunities through a performance lens
- Partner cross-functionally to improve network efficiency, quality, access, and regulatory compliance
Requirements
- 5+ years of experience in managed care, a health plan, or a similar healthcare environment
- 5+ years of direct provider-facing experience
- Demonstrated experience improving provider performance across cost and/or quality metrics
- Strong analytical skills with the ability to translate data into action
- Strong provider relationship management, communication, and influencing skills
- Ability to work independently, solve complex problems, and drive results
Qualifications
- Experience negotiating provider contracts, including physician groups and/or health systems
- Experience with value-based or risk-based payment models
- Experience in provider performance, network optimization, or healthcare analytics
What success looks like
You are a performance-minded relationship builder who can move comfortably between data and people. You understand what the numbers are saying, can identify what needs to change, and know how to work with providers and internal partners to turn insights into measurable improvements.
Schedule
Approximately 30–40% travel within the assigned market to support provider meetings, relationship building, and market presence.
Pay
Salary: $60,000–$110,000 per year. The pay range listed is the range the organization reasonably and in good faith expects to pay for this position at the time of posting. The actual base salary offered will depend on a variety of factors, including the qualifications of the individual applicant, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.
Benefits
- Employer-sponsored health, dental, and vision plan with low or no premium
- Generous paid time off
- $100 monthly mobile or internet stipend
- Stock options for all employees
- Bonus eligibility for all roles excluding Director and above; commission eligibility for Sales roles
- Parental leave program
- 401K program
- And more
Total rewards package is for full-time employees only; intern and contract positions are not eligible.
That seems comprehensive. I omitted the company description and EEO statement. The location requirement is included as a paragraph at top. The job title is not repeated. No Job ID. All substantive info preserved.
Check rules: "Do NOT repeat the job title as a heading (the page already shows it)" - good. "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short or drop it." - no Job ID. "Preserve ALL substantive information" - done. "Remove cookie
or just include as within list items. But the content has clear subsections with bullet points. I'll use for those subsections within the Responsibilities section, but the rules didn't specify. However, the output should be semantic HTML. Using is fine. But the instruction says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't say we cannot use other heading levels. I'll use for main sections, and for subsections within responsibilities, I'll use to keep hierarchy.
Alternatively, I could make each subsection a separate with a heading. Let's see: The responsibilities are grouped into four categories. I'll create a "Responsibilities" , then for each category, an and a .
- "Requirements" section for required skills and experience.
- "Qualifications" section for desired skills and experience? The rules list "Qualifications" as a possible heading. "Desired skills and experience" could be "Qualifications" or "Preferred qualifications". I'll use "Qualifications" for desired.
- "What Success Looks Like" could be a section, but it's a single paragraph. Could be part of "About the role" or separate. I'll make it a separate "Success profile" or "What success looks like". The rules don't list that, but we can include if substantive. It's a paragraph, so maybe just a
under "About the role". But it's distinct. I'll include as
"What success looks like".
- "Travel" is schedule information. The rules mention "Schedule" as a possible heading. Travel is part of schedule. I'll create a "Schedule" section with travel info.
- "Pay" section with salary range and explanation.
- "Benefits" section with the list.
Now, remove boilerplate: The EEO statement at the end, the company founding mission statement (maybe keep as brief about company? But rules say remove boilerplate. The company description is marketing boilerplate. I'll omit it. The EEO statement is definitely boilerplate.
Also, the salary explanation includes "The pay range listed for this position is the range the organization reasonably and in good faith expects to pay..." This is substantive pay information, keep.
The benefits list includes "Our total rewards package is for full time employees only. Intern and Contract positions are not eligible." Keep that as part of benefits.
Now, write HTML.
Let's draft:
Must be located in Washington or Oregon.
About the role
As a Network Performance Manager, you will drive provider performance across the Oregon and Washington markets, partnering directly with providers to improve cost, quality, access, and overall network performance. This role combines provider performance management, data analysis, relationship management, and contracting strategy. You will use performance data to identify opportunities, lead provider conversations, develop improvement plans, and influence provider behavior toward measurable results. The ideal candidate understands managed care and provider networks, is comfortable working with both fee-for-service and value-based arrangements, and can turn complex performance data into clear strategies and action.
Responsibilities
Drive provider performance
- Own performance management for assigned providers across cost, quality, access, and key network metrics
- Identify performance gaps, root causes, and opportunities for improvement
- Develop and execute targeted provider performance improvement plans
- Monitor results and adjust strategies to drive sustained improvement
Lead provider partnerships
- Serve as a primary performance partner for assigned physicians, medical groups, health systems, and other providers
- Lead regular provider performance reviews and Joint Operating Committees (JOCs)
- Build strong relationships while creating clear accountability for performance expectations and outcomes
- Partner with providers to resolve performance issues and remove barriers to improvement
Turn data into action
- Analyze financial, operational, quality, and provider performance data to identify trends and opportunities
- Independently leverage reporting systems, dashboards, and AI-enabled tools to generate insights
- Translate complex data into clear recommendations and actionable strategies
- Provide leadership with visibility into performance trends, risks, and opportunities
Align contracts & network strategy
- Support contract negotiations and renegotiations, where applicable, to align provider incentives with performance goals
- Apply fee-for-service, value-based, and risk-based models to support improvements in cost and quality
- Evaluate provider and network opportunities through a performance lens
- Partner cross-functionally to improve network efficiency, quality, access, and regulatory compliance
Requirements
- 5+ years of experience in managed care, a health plan, or a similar healthcare environment
- 5+ years of direct provider-facing experience
- Demonstrated experience improving provider performance across cost and/or quality metrics
- Strong analytical skills with the ability to translate data into action
- Strong provider relationship management, communication, and influencing skills
- Ability to work independently, solve complex problems, and drive results
Qualifications
- Experience negotiating provider contracts, including physician groups and/or health systems
- Experience with value-based or risk-based payment models
- Experience in provider performance, network optimization, or healthcare analytics
What success looks like
You are a performance-minded relationship builder who can move comfortably between data and people. You understand what the numbers are saying, can identify what needs to change, and know how to work with providers and internal partners to turn insights into measurable improvements.
Schedule
Approximately 30–40% travel within the assigned market to support provider meetings, relationship building, and market presence.
Pay
Salary: $60,000–$110,000 per year. The pay range listed is the range the organization reasonably and in good faith expects to pay for this position at the time of posting. The actual base salary offered will depend on a variety of factors, including the qualifications of the individual applicant, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.
Benefits
- Employer-sponsored health, dental, and vision plan with low or no premium
- Generous paid time off
- $100 monthly mobile or internet stipend
- Stock options for all employees
- Bonus eligibility for all roles excluding Director and above; commission eligibility for Sales roles
- Parental leave program
- 401K program
- And more
Total rewards package is for full-time employees only; intern and contract positions are not eligible.
That seems comprehensive. I omitted the company description and EEO statement. The location requirement is included as a paragraph at top. The job title is not repeated. No Job ID. All substantive info preserved.
Check rules: "Do NOT repeat the job title as a heading (the page already shows it)" - good. "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short or drop it." - no Job ID. "Preserve ALL substantive information" - done. "Remove cookie
is fine. But the instruction says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't say we cannot use other heading levels. I'll use for main sections, and for subsections within responsibilities, I'll use to keep hierarchy.
Alternatively, I could make each subsection a separate with a heading. Let's see: The responsibilities are grouped into four categories. I'll create a "Responsibilities" , then for each category, an and a .
- "Requirements" section for required skills and experience.
- "Qualifications" section for desired skills and experience? The rules list "Qualifications" as a possible heading. "Desired skills and experience" could be "Qualifications" or "Preferred qualifications". I'll use "Qualifications" for desired.
- "What Success Looks Like" could be a section, but it's a single paragraph. Could be part of "About the role" or separate. I'll make it a separate "Success profile" or "What success looks like". The rules don't list that, but we can include if substantive. It's a paragraph, so maybe just a
under "About the role". But it's distinct. I'll include as
"What success looks like".
- "Travel" is schedule information. The rules mention "Schedule" as a possible heading. Travel is part of schedule. I'll create a "Schedule" section with travel info.
- "Pay" section with salary range and explanation.
- "Benefits" section with the list.
Now, remove boilerplate: The EEO statement at the end, the company founding mission statement (maybe keep as brief about company? But rules say remove boilerplate. The company description is marketing boilerplate. I'll omit it. The EEO statement is definitely boilerplate.
Also, the salary explanation includes "The pay range listed for this position is the range the organization reasonably and in good faith expects to pay..." This is substantive pay information, keep.
The benefits list includes "Our total rewards package is for full time employees only. Intern and Contract positions are not eligible." Keep that as part of benefits.
Now, write HTML.
Let's draft:
Must be located in Washington or Oregon.
About the role
As a Network Performance Manager, you will drive provider performance across the Oregon and Washington markets, partnering directly with providers to improve cost, quality, access, and overall network performance. This role combines provider performance management, data analysis, relationship management, and contracting strategy. You will use performance data to identify opportunities, lead provider conversations, develop improvement plans, and influence provider behavior toward measurable results. The ideal candidate understands managed care and provider networks, is comfortable working with both fee-for-service and value-based arrangements, and can turn complex performance data into clear strategies and action.
Responsibilities
Drive provider performance
- Own performance management for assigned providers across cost, quality, access, and key network metrics
- Identify performance gaps, root causes, and opportunities for improvement
- Develop and execute targeted provider performance improvement plans
- Monitor results and adjust strategies to drive sustained improvement
Lead provider partnerships
- Serve as a primary performance partner for assigned physicians, medical groups, health systems, and other providers
- Lead regular provider performance reviews and Joint Operating Committees (JOCs)
- Build strong relationships while creating clear accountability for performance expectations and outcomes
- Partner with providers to resolve performance issues and remove barriers to improvement
Turn data into action
- Analyze financial, operational, quality, and provider performance data to identify trends and opportunities
- Independently leverage reporting systems, dashboards, and AI-enabled tools to generate insights
- Translate complex data into clear recommendations and actionable strategies
- Provide leadership with visibility into performance trends, risks, and opportunities
Align contracts & network strategy
- Support contract negotiations and renegotiations, where applicable, to align provider incentives with performance goals
- Apply fee-for-service, value-based, and risk-based models to support improvements in cost and quality
- Evaluate provider and network opportunities through a performance lens
- Partner cross-functionally to improve network efficiency, quality, access, and regulatory compliance
Requirements
- 5+ years of experience in managed care, a health plan, or a similar healthcare environment
- 5+ years of direct provider-facing experience
- Demonstrated experience improving provider performance across cost and/or quality metrics
- Strong analytical skills with the ability to translate data into action
- Strong provider relationship management, communication, and influencing skills
- Ability to work independently, solve complex problems, and drive results
Qualifications
- Experience negotiating provider contracts, including physician groups and/or health systems
- Experience with value-based or risk-based payment models
- Experience in provider performance, network optimization, or healthcare analytics
What success looks like
You are a performance-minded relationship builder who can move comfortably between data and people. You understand what the numbers are saying, can identify what needs to change, and know how to work with providers and internal partners to turn insights into measurable improvements.
Schedule
Approximately 30–40% travel within the assigned market to support provider meetings, relationship building, and market presence.
Pay
Salary: $60,000–$110,000 per year. The pay range listed is the range the organization reasonably and in good faith expects to pay for this position at the time of posting. The actual base salary offered will depend on a variety of factors, including the qualifications of the individual applicant, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.
Benefits
- Employer-sponsored health, dental, and vision plan with low or no premium
- Generous paid time off
- $100 monthly mobile or internet stipend
- Stock options for all employees
- Bonus eligibility for all roles excluding Director and above; commission eligibility for Sales roles
- Parental leave program
- 401K program
- And more
Total rewards package is for full-time employees only; intern and contract positions are not eligible.
That seems comprehensive. I omitted the company description and EEO statement. The location requirement is included as a paragraph at top. The job title is not repeated. No Job ID. All substantive info preserved.
Check rules: "Do NOT repeat the job title as a heading (the page already shows it)" - good. "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short or drop it." - no Job ID. "Preserve ALL substantive information" - done. "Remove cookie
for main sections, and for subsections within responsibilities, I'll use to keep hierarchy.
Alternatively, I could make each subsection a separate with a heading. Let's see: The responsibilities are grouped into four categories. I'll create a "Responsibilities" , then for each category, an and a .
- "Requirements" section for required skills and experience.
- "Qualifications" section for desired skills and experience? The rules list "Qualifications" as a possible heading. "Desired skills and experience" could be "Qualifications" or "Preferred qualifications". I'll use "Qualifications" for desired.
- "What Success Looks Like" could be a section, but it's a single paragraph. Could be part of "About the role" or separate. I'll make it a separate "Success profile" or "What success looks like". The rules don't list that, but we can include if substantive. It's a paragraph, so maybe just a
under "About the role". But it's distinct. I'll include as
"What success looks like".
- "Travel" is schedule information. The rules mention "Schedule" as a possible heading. Travel is part of schedule. I'll create a "Schedule" section with travel info.
- "Pay" section with salary range and explanation.
- "Benefits" section with the list.
Now, remove boilerplate: The EEO statement at the end, the company founding mission statement (maybe keep as brief about company? But rules say remove boilerplate. The company description is marketing boilerplate. I'll omit it. The EEO statement is definitely boilerplate.
Also, the salary explanation includes "The pay range listed for this position is the range the organization reasonably and in good faith expects to pay..." This is substantive pay information, keep.
The benefits list includes "Our total rewards package is for full time employees only. Intern and Contract positions are not eligible." Keep that as part of benefits.
Now, write HTML.
Let's draft:
Must be located in Washington or Oregon.
About the role
As a Network Performance Manager, you will drive provider performance across the Oregon and Washington markets, partnering directly with providers to improve cost, quality, access, and overall network performance. This role combines provider performance management, data analysis, relationship management, and contracting strategy. You will use performance data to identify opportunities, lead provider conversations, develop improvement plans, and influence provider behavior toward measurable results. The ideal candidate understands managed care and provider networks, is comfortable working with both fee-for-service and value-based arrangements, and can turn complex performance data into clear strategies and action.
Responsibilities
Drive provider performance
- Own performance management for assigned providers across cost, quality, access, and key network metrics
- Identify performance gaps, root causes, and opportunities for improvement
- Develop and execute targeted provider performance improvement plans
- Monitor results and adjust strategies to drive sustained improvement
Lead provider partnerships
- Serve as a primary performance partner for assigned physicians, medical groups, health systems, and other providers
- Lead regular provider performance reviews and Joint Operating Committees (JOCs)
- Build strong relationships while creating clear accountability for performance expectations and outcomes
- Partner with providers to resolve performance issues and remove barriers to improvement
Turn data into action
- Analyze financial, operational, quality, and provider performance data to identify trends and opportunities
- Independently leverage reporting systems, dashboards, and AI-enabled tools to generate insights
- Translate complex data into clear recommendations and actionable strategies
- Provide leadership with visibility into performance trends, risks, and opportunities
Align contracts & network strategy
- Support contract negotiations and renegotiations, where applicable, to align provider incentives with performance goals
- Apply fee-for-service, value-based, and risk-based models to support improvements in cost and quality
- Evaluate provider and network opportunities through a performance lens
- Partner cross-functionally to improve network efficiency, quality, access, and regulatory compliance
Requirements
- 5+ years of experience in managed care, a health plan, or a similar healthcare environment
- 5+ years of direct provider-facing experience
- Demonstrated experience improving provider performance across cost and/or quality metrics
- Strong analytical skills with the ability to translate data into action
- Strong provider relationship management, communication, and influencing skills
- Ability to work independently, solve complex problems, and drive results
Qualifications
- Experience negotiating provider contracts, including physician groups and/or health systems
- Experience with value-based or risk-based payment models
- Experience in provider performance, network optimization, or healthcare analytics
What success looks like
You are a performance-minded relationship builder who can move comfortably between data and people. You understand what the numbers are saying, can identify what needs to change, and know how to work with providers and internal partners to turn insights into measurable improvements.
Schedule
Approximately 30–40% travel within the assigned market to support provider meetings, relationship building, and market presence.
Pay
Salary: $60,000–$110,000 per year. The pay range listed is the range the organization reasonably and in good faith expects to pay for this position at the time of posting. The actual base salary offered will depend on a variety of factors, including the qualifications of the individual applicant, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.
Benefits
- Employer-sponsored health, dental, and vision plan with low or no premium
- Generous paid time off
- $100 monthly mobile or internet stipend
- Stock options for all employees
- Bonus eligibility for all roles excluding Director and above; commission eligibility for Sales roles
- Parental leave program
- 401K program
- And more
Total rewards package is for full-time employees only; intern and contract positions are not eligible.
That seems comprehensive. I omitted the company description and EEO statement. The location requirement is included as a paragraph at top. The job title is not repeated. No Job ID. All substantive info preserved.
Check rules: "Do NOT repeat the job title as a heading (the page already shows it)" - good. "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short or drop it." - no Job ID. "Preserve ALL substantive information" - done. "Remove cookie
- with a heading. Let's see: The responsibilities are grouped into four categories. I'll create a "Responsibilities"
- Own performance management for assigned providers across cost, quality, access, and key network metrics
- Identify performance gaps, root causes, and opportunities for improvement
- Develop and execute targeted provider performance improvement plans
- Monitor results and adjust strategies to drive sustained improvement
- Serve as a primary performance partner for assigned physicians, medical groups, health systems, and other providers
- Lead regular provider performance reviews and Joint Operating Committees (JOCs)
- Build strong relationships while creating clear accountability for performance expectations and outcomes
- Partner with providers to resolve performance issues and remove barriers to improvement
- Analyze financial, operational, quality, and provider performance data to identify trends and opportunities
- Independently leverage reporting systems, dashboards, and AI-enabled tools to generate insights
- Translate complex data into clear recommendations and actionable strategies
- Provide leadership with visibility into performance trends, risks, and opportunities
- Support contract negotiations and renegotiations, where applicable, to align provider incentives with performance goals
- Apply fee-for-service, value-based, and risk-based models to support improvements in cost and quality
- Evaluate provider and network opportunities through a performance lens
- Partner cross-functionally to improve network efficiency, quality, access, and regulatory compliance
- 5+ years of experience in managed care, a health plan, or a similar healthcare environment
- 5+ years of direct provider-facing experience
- Demonstrated experience improving provider performance across cost and/or quality metrics
- Strong analytical skills with the ability to translate data into action
- Strong provider relationship management, communication, and influencing skills
- Ability to work independently, solve complex problems, and drive results
- Experience negotiating provider contracts, including physician groups and/or health systems
- Experience with value-based or risk-based payment models
- Experience in provider performance, network optimization, or healthcare analytics
- Employer-sponsored health, dental, and vision plan with low or no premium
- Generous paid time off
- $100 monthly mobile or internet stipend
- Stock options for all employees
- Bonus eligibility for all roles excluding Director and above; commission eligibility for Sales roles
- Parental leave program
- 401K program
- And more
, then for each category, an and a .
- "Requirements" section for required skills and experience.
- "Qualifications" section for desired skills and experience? The rules list "Qualifications" as a possible heading. "Desired skills and experience" could be "Qualifications" or "Preferred qualifications". I'll use "Qualifications" for desired.
- "What Success Looks Like" could be a section, but it's a single paragraph. Could be part of "About the role" or separate. I'll make it a separate "Success profile" or "What success looks like". The rules don't list that, but we can include if substantive. It's a paragraph, so maybe just a
under "About the role". But it's distinct. I'll include as
"What success looks like".
- "Travel" is schedule information. The rules mention "Schedule" as a possible heading. Travel is part of schedule. I'll create a "Schedule" section with travel info.
- "Pay" section with salary range and explanation.
- "Benefits" section with the list.
Now, remove boilerplate: The EEO statement at the end, the company founding mission statement (maybe keep as brief about company? But rules say remove boilerplate. The company description is marketing boilerplate. I'll omit it. The EEO statement is definitely boilerplate.
Also, the salary explanation includes "The pay range listed for this position is the range the organization reasonably and in good faith expects to pay..." This is substantive pay information, keep.
The benefits list includes "Our total rewards package is for full time employees only. Intern and Contract positions are not eligible." Keep that as part of benefits.
Now, write HTML.
Let's draft:
Must be located in Washington or Oregon.
About the role
As a Network Performance Manager, you will drive provider performance across the Oregon and Washington markets, partnering directly with providers to improve cost, quality, access, and overall network performance. This role combines provider performance management, data analysis, relationship management, and contracting strategy. You will use performance data to identify opportunities, lead provider conversations, develop improvement plans, and influence provider behavior toward measurable results. The ideal candidate understands managed care and provider networks, is comfortable working with both fee-for-service and value-based arrangements, and can turn complex performance data into clear strategies and action.
Responsibilities
Drive provider performance
Lead provider partnerships
Turn data into action
Align contracts & network strategy
Requirements
Qualifications
What success looks like
You are a performance-minded relationship builder who can move comfortably between data and people. You understand what the numbers are saying, can identify what needs to change, and know how to work with providers and internal partners to turn insights into measurable improvements.
Schedule
Approximately 30–40% travel within the assigned market to support provider meetings, relationship building, and market presence.
Pay
Salary: $60,000–$110,000 per year. The pay range listed is the range the organization reasonably and in good faith expects to pay for this position at the time of posting. The actual base salary offered will depend on a variety of factors, including the qualifications of the individual applicant, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.
Benefits
Total rewards package is for full-time employees only; intern and contract positions are not eligible.
That seems comprehensive. I omitted the company description and EEO statement. The location requirement is included as a paragraph at top. The job title is not repeated. No Job ID. All substantive info preserved.
Check rules: "Do NOT repeat the job title as a heading (the page already shows it)" - good. "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short or drop it." - no Job ID. "Preserve ALL substantive information" - done. "Remove cookie
- .
- "Requirements" section for required skills and experience.
- "Qualifications" section for desired skills and experience? The rules list "Qualifications" as a possible heading. "Desired skills and experience" could be "Qualifications" or "Preferred qualifications". I'll use "Qualifications" for desired.
- "What Success Looks Like" could be a section, but it's a single paragraph. Could be part of "About the role" or separate. I'll make it a separate
"Success profile" or "What success looks like". The rules don't list that, but we can include if substantive. It's a paragraph, so maybe just a
under "About the role". But it's distinct. I'll include as
"What success looks like". - "Travel" is schedule information. The rules mention "Schedule" as a possible heading. Travel is part of schedule. I'll create a "Schedule" section with travel info. - "Pay" section with salary range and explanation. - "Benefits" section with the list. Now, remove boilerplate: The EEO statement at the end, the company founding mission statement (maybe keep as brief about company? But rules say remove boilerplate. The company description is marketing boilerplate. I'll omit it. The EEO statement is definitely boilerplate. Also, the salary explanation includes "The pay range listed for this position is the range the organization reasonably and in good faith expects to pay..." This is substantive pay information, keep. The benefits list includes "Our total rewards package is for full time employees only. Intern and Contract positions are not eligible." Keep that as part of benefits. Now, write HTML. Let's draft:
Must be located in Washington or Oregon.
About the role
As a Network Performance Manager, you will drive provider performance across the Oregon and Washington markets, partnering directly with providers to improve cost, quality, access, and overall network performance. This role combines provider performance management, data analysis, relationship management, and contracting strategy. You will use performance data to identify opportunities, lead provider conversations, develop improvement plans, and influence provider behavior toward measurable results. The ideal candidate understands managed care and provider networks, is comfortable working with both fee-for-service and value-based arrangements, and can turn complex performance data into clear strategies and action.
Responsibilities
Drive provider performance
Lead provider partnerships
Turn data into action
Align contracts & network strategy
Requirements
Qualifications
What success looks like
You are a performance-minded relationship builder who can move comfortably between data and people. You understand what the numbers are saying, can identify what needs to change, and know how to work with providers and internal partners to turn insights into measurable improvements.
Schedule
Approximately 30–40% travel within the assigned market to support provider meetings, relationship building, and market presence.
Pay
Salary: $60,000–$110,000 per year. The pay range listed is the range the organization reasonably and in good faith expects to pay for this position at the time of posting. The actual base salary offered will depend on a variety of factors, including the qualifications of the individual applicant, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.
Benefits
Total rewards package is for full-time employees only; intern and contract positions are not eligible.
That seems comprehensive. I omitted the company description and EEO statement. The location requirement is included as a paragraph at top. The job title is not repeated. No Job ID. All substantive info preserved. Check rules: "Do NOT repeat the job title as a heading (the page already shows it)" - good. "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a shortor drop it." - no Job ID. "Preserve ALL substantive information" - done. "Remove cookie