1. Determining qualifications/credentials
What important qualifications are needed in reimbursement cycle employees? Based on the position, develop a checklist of what you look for in a coder, payment poster, etc.
Other reimbursement cycle staff members require similar qualifications. Use good judgment in choosing staff members for different positions as not all of the requirements listed here are applicable to every position.
ASC reimbursement staff credentials:
2. Advertising
While all of the above attributes cannot be listed in an ad, describe the position to be filled and stress the need for healthcare experience and computer knowledge.
3. Scheduling the interview
After reviewing resumes and deciding which applicants to interview, call and advise the applicant that the interview will require at least one hour and, in addition to the interview, there will be a test covering generic reimbursement information and specific position information.
4. Interview process
When interviewing potential business office staff personnel, review resumes carefully and always get permission to check references. Check for the type and length of pertinent experience, i.e., billing for a plumbing company does not compare to billing for a surgery center. Don't settle just for experienced; you also need staff members to be well spoken and pleasant. Use a list of pertinent questions:
For example: "Is there a difference between co-pays and deductibles? If so, describe."
You may be surprised at the answers!
5. Interview test
Test applicants on general information, i.e., have them rate their computer skills as well as specific skills for the position. Coding applicants should be asked to code several sample operative notes. Allow them to use CPT, HCPCS, ICD-9 books during the test
Developing a top-notch reimbursement team takes good employees and good leadership. Provide each employee with a detailed job description, outlining their specific duties in the reimbursement process. Audit their work regularly and review the audit findings with the employee. At least monthly, share the increase/decrease in overall reimbursement with your staff and ask for suggestions as to how the process can be improved. Reward increases (lunch, paid time off, gift certificate, etc.) — a motivated staff will work harder and succeed more.
To learn "Guidelines to Assign ASC Reimbursement Cycle Responsibilities to Staff Members," click here.
Learn more about Serbin Surgery Center Billing at www.ascbilling.com.
What important qualifications are needed in reimbursement cycle employees? Based on the position, develop a checklist of what you look for in a coder, payment poster, etc.
Because of the specialized knowledge needed to be a coder, their credentials are somewhat different. It's important to choose your coder wisely; a good coder can optimize your reimbursement while remaining compliant.
Coder credentials:
- Certification (AHIMA, AAPC)
- ASC experience preferred
- Surgical coding experience required
- Knowledge of compliance requirements
- Stays up-to-date on coding changes
- Willing to research
- Able to code accurately without the use of coding software
- Represents ASC in interaction with physicians/offices
Other reimbursement cycle staff members require similar qualifications. Use good judgment in choosing staff members for different positions as not all of the requirements listed here are applicable to every position.
ASC reimbursement staff credentials:
- ASC experience preferred
- Accurate
- Persistent
- Reliable
- Organized
- Basic medical terminology
- MCO, Medicare, Medicaid experience
- Familiarity with codes and modifiers
- Windows/MS Office/ASC software experience
- Ability to prioritize
- Ability to follow instructions
- Ability to meet deadlines
- Ability to communicate well
- Responds positively to management
2. Advertising
While all of the above attributes cannot be listed in an ad, describe the position to be filled and stress the need for healthcare experience and computer knowledge.
3. Scheduling the interview
After reviewing resumes and deciding which applicants to interview, call and advise the applicant that the interview will require at least one hour and, in addition to the interview, there will be a test covering generic reimbursement information and specific position information.
4. Interview process
When interviewing potential business office staff personnel, review resumes carefully and always get permission to check references. Check for the type and length of pertinent experience, i.e., billing for a plumbing company does not compare to billing for a surgery center. Don't settle just for experienced; you also need staff members to be well spoken and pleasant. Use a list of pertinent questions:
For example: "Is there a difference between co-pays and deductibles? If so, describe."
You may be surprised at the answers!
5. Interview test
Test applicants on general information, i.e., have them rate their computer skills as well as specific skills for the position. Coding applicants should be asked to code several sample operative notes. Allow them to use CPT, HCPCS, ICD-9 books during the test
Developing a top-notch reimbursement team takes good employees and good leadership. Provide each employee with a detailed job description, outlining their specific duties in the reimbursement process. Audit their work regularly and review the audit findings with the employee. At least monthly, share the increase/decrease in overall reimbursement with your staff and ask for suggestions as to how the process can be improved. Reward increases (lunch, paid time off, gift certificate, etc.) — a motivated staff will work harder and succeed more.
To learn "Guidelines to Assign ASC Reimbursement Cycle Responsibilities to Staff Members," click here.
Learn more about Serbin Surgery Center Billing at www.ascbilling.com.