Position Status:

Shift:

Hours per week:

Job Information
Exemption Status: Non-Exempt

A Brief Overview
Reviews medical record documentation and assigns accurate ICD-9-CM/ICD-10-CM and CPT codes for services provided by physicians and other qualified healthcare professionals. Position may qualify as hybrid or fully remote. If within 60 miles of Topeka Campus may be required to appear on site in the event of a system-wide downtime. Both hybrid and fully remote will be required to fulfill all organizational mandated requirements (i.e. influenza vaccines).

Experience Qualifications

• 2 years Coding experience. Preferred

Skills and Abilities

• Knowledge of medical terminology. (Preferred proficiency)
• Knowledge of reimbursement processes and regulatory guidelines and ability to process claims through application and understanding of these guidelines. (Preferred proficiency)

Licenses and Certifications

• Registered Health Information Administrator (RHIA) - AHIMA Required or
• Registered Health Information Technician (RHIT) - AHIMA Required or
• Certified Coding Specialist-Physician-Based (CCS-P) - AHIMA Certified Coding Specialist (CCS) is also accepted. Required or
• Certified Professional Coder - AAPC Required

What you will do

• Selects and enters appropriate ICD-9-CM/ICD-10-CM and CPT codes utilizing encoding system and application of appropriate coding guidelines and resources.
• Utilizes Electronic Medical Record applications to process claims electronically and/or manually on clinic encounter charge tickets when appropriate.
• Routes completed charge tickets to business office for timely charge entry.
• Proficient with assignment of evaluation and management codes and medical necessity documentation guidelines.
• Complies with all payer specific guidelines for appropriate code assignment.
• Provides proper date and accident information on charge claims.
• Works in collaboration with clinic and hospital staff towards claim resolution.
• Continually monitors and works assigned coding queues as assigned by Director.
• Works professionally and in a timely manner to resolve all claim issues or business office inquiries.
• Attends monthly department meetings and provides feedback on coding topics when appropriate.
• Contacts physician or other qualified healthcare professionals when deemed necessary to clarify ambiguous or missing documentation for services rendered.
• Notifies Director of all documentation/billing practices that do not meet facility or regulatory guidelines.
• Continually educates self to stay current with coding guidelines and regulatory changes through use of educational materials.
• May be required to converse and educate physicians or other qualified healthcare professionals on coding/billing practices when appropriate.

Required for All Jobs

• Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
• Performs other duties as assigned

Patient Facing Options

• Position is Not Patient Facing

Remote Work Guidelines

• Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
• Stable access to electricity and a minimum of 25mb upload and internet speed.
• Dedicate full attention to the job duties and communication with others during working hours.
• Adhere to break and attendance schedules agreed upon with supervisor.
• Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability

• Hybrid

Scope

• No Supervisory Responsibility
• 
  
• No Budget Responsibility No Budget Responsibility

Physical Demands

• Balancing: Occasionally 1-3 Hours
• Carrying: Occasionally 1-3 Hours
• Climbing (Ladders): Rarely less than 1 hour
• Climbing (Stairs): Rarely less than 1 hour
• Crawling: Rarely less than 1 hour
• Crouching: Rarely less than 1 hour
• Driving (Automatic): Rarely less than 1 hour
• Driving (Standard): Rarely less than 1 hour
• Eye/Hand/Foot Coordination: Frequently 3-5 Hours
• Feeling: Occasionally 1-3 Hours
• Grasping (Fine Motor): Frequently 3-5 Hours
• Grasping (Gross Hand): Frequently 3-5 Hours
• Handling: Frequently 3-5 Hours
• Hearing: Occasionally 1-3 Hours
• Kneeling: Rarely less than 1 hour
• Lifting: Occasionally 1-3 Hours up to 25 lbs
• Operate Foot Controls: Rarely less than 1 hour
• Pulling: Occasionally 1-3 Hours up to 10 lbs
• Pushing: Occasionally 1-3 Hours up to 10 lbs
• Reaching (Forward): Occasionally 1-3 Hours up to 10 lbs
• Reaching (Overhead): Occasionally 1-3 Hours up to 10 lbs
• Repetitive Motions: Frequently 3-5 Hours
• Sitting: Frequently 3-5 Hours
• Standing: Occasionally 1-3 Hours
• Stooping: Occasionally 1-3 Hours
• Talking: Occasionally 1-3 Hours
• Walking: Occasionally 1-3 Hours

Physical Demand Comments:
The vision requirements include: close vision and ability to adjust focus.

Working Conditions

• Burn: Rarely less than 1 hour
• Chemical: Rarely less than 1 hour
• Combative Patients: Rarely less than 1 hour
• Dusts: Rarely less than 1 hour
• Electrical: Rarely less than 1 hour
• Explosive: Rarely less than 1 hour
• Extreme Temperatures: Rarely less than 1 hour
• Infectious Diseases: Rarely less than 1 hour
• Mechanical: Rarely less than 1 hour
• Needle Stick: Rarely less than 1 hour
• Noise/Sounds: Rarely less than 1 hour
• Other Atmospheric Conditions: Rarely less than 1 hour
• Poor Ventilation, Fumes and/or Gases: Rarely less than 1 hour
• Radiant Energy: Rarely less than 1 hour
• Risk of Exposure to Blood and Body Fluids: Rarely less than 1 hour
• Risk of Exposure to Hazardous Drugs: Rarely less than 1 hour
• Hazards (other): Rarely less than 1 hour
• Vibration: Rarely less than 1 hour
• Wet and/or Humid: Rarely less than 1 hour

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.

Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.