AMR Coordinator

Description

This role will also simultaneously support Quality goals, successful attestation and

reporting; and work directly with staff and clinicians to monitor performance and to ensure AMR competence

and adherence to utilization of best practice workflows and policies. This role will be heavily involved in the

on-boarding process of all clinicians and ensure preparedness for go-lives in conjunction with all market

leaders and corporate teams. This includes, but is not limited to, the analysis of any and all clinical workflows

expected in the clinic (for example labs and imaging, etc.) for efficiency and standards. This role also organizes

and conducts ad hoc training for new and existing users of AMR clinical systems in a classroom setting and in

the clinical setting. This role works collaboratively with all market teams, corporate teams, and vendors in the

maintenance and continued education as the AMR application changes. The AMR Coordinator Clinics is also

responsible for working with Clinic Leadership and the DPO to maintain network labels in the AMR (Athena,

Cerner, etc.) to support Network Integrity (Care Coordination) across the enterprise; as well as all other duties

as assigned by leadership.

Essential Duties and Responsibilities:

1. Teaches and promotes standard utilization and standard workflows that are in alignment with the

enterprise expectations and policy.

2. Performs preliminary assessment of new physician practices (including urgent care and walk-in clinics)

prior to Go-Live.

3. Monitors/ensures adherence to AMR standard workflows (both clinical and non-clinical; loops in PPSI

and market leadership as appropriate for non-clinical).

4. Accountable for ongoing assessments of end-user competencies. This includes regular rounding and

assessments to identify training gaps; defines action plans to improve deficiencies; and works with

market leadership to ensure accountability and improvement.

5. Prepares and uses reports to assess, monitor and improve utilization. This includes, when appropriate,

reviewing monthly provider utilization data and working with the Corporate Optimization Director to

schedule onsite optimization visits.

At Merit Health Wesley and Merit Health Medical Group, our people provide great care. We are more than 250 physicians strong, while employing more than 1,000 healthcare professionals who have been nationally recognized for patient safety and quality care. We are a dynamic entity, continually changing and growing in size, service and scope to meet the needs of South Mississippi. Even with these changes, one thing has—and always will—remain the same: our team of professional caregivers strives to uphold the principles upon which this facility was founded more than 100 years ago: Loving God, Serving Others, and Excelling in Healthcare.

An Equal Opportunity Employer – including disability and protected veteran status.

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)

Equal Employment Opportunity

This organization does not discriminate in any way to deprive any person of employment opportunities or otherwise adversely affect the status of any employee because of race, color, religion, sex, sexual orientation, genetic information, gender identity, national origin, age, disability, citizenship, veteran status, or military or uniformed services, in accordance with all applicable governmental laws and regulations. In addition, the facility complies with all applicable federal, state and local laws governing nondiscrimination in employment. This applies to all terms and conditions of employment including, but not limited to: hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. If you are an applicant with a mental or physical disability who needs a reasonable accommodation for any part of the application or hiring process, contact the director of Human Resources at the facility to which you are seeking employment; Simply go to http://www.chs.net/serving-communities/locations/ to obtain the main telephone number of the facility and ask for Human Resources.