Community Health Systems Med Staff Credentialing Spec in TUCSON, Arizona
This is a full time position working days.
Processes credentialing and re-credentialing applications of health care providers. Reviews applications, prepares verification letters and maintains database. Contacts medical office staff, licensing agencies, and insurance carriers to complete credentialing and re-credentialing applications. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Typically reports to a supervisor or manager. High school diploma or equivalent and preferred 2 years of related experience in the field of Credentialing. Has knowledge of commonly-used concepts, practices, and procedures within a particular field.
Northwest Medical Center is comprised of a 300-bed hospital, three urgent care facilities, a freestanding emergency center and a large physician group, offering you a variety of settings in which to work. Every location is dedicated to providing safe, quality patient care, but more than that is the commitment to employees. It strives to provide a culture of teamwork, respect and appreciation for all staff, whether they care for patients directly or work in a support role. With employee appreciation celebrations throughout the year, opportunities for growth and the satisfaction that you are part of a hospital leading the way with accessible, convenient healthcare in Tucson, Northwest is a great place to work. NMC is accredited by The Joint Commission and is an equal opportunity employer: race, gender, disability and Veteran status, and VEVRAA Federal Contractor – priority referral Protected Veterans requested.
Team Player: Works well as a member of a group
Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
- Self-Starter: Inspired to perform without outside help
- High School or better
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)