The American Hospital Association (AHA) is a national organization that represents and serves all types of hospitals, health care networks, and their patients and communities.
We are currently seeking aICD-10-CM/PCS Coding Expert for our Chicago office.This is a remote opportunity.Starting base salary $74k
– $92k (commensurate with related experience).For nearly fifty years, the American Hospital Association (AHA) has served the nation’s hospitals, physicians, and other health professionals as the official U.S.
Clearinghouse on coding ICD-9-CM, ICD-10-CM/PCS, and HCPCS level II codes.
The AHA’s Central Office team advises on proper medical coding principles and offers guidance on emerging issues.The ICD-10-CM/PCS Coding Consultant is a core member of the Central Office team, responsible for identifying, researching, and developing materials for International Classification of Diseases10th Revision (ICD-10-CM) and International Classification of Diseases, 10th Revision, Procedure Classification System (ICD-10-PCS) that inform the U.S.
coding profession, as well as responses to requests for assistance from coders in the field.In this role, the Coding Consultant will become a national expert in the field of medical coding and part of a globally-recognized body that is the national authority on coding issues and the publisher of AHA Coding Clinic for ICD-10-CM and ICD-10-PCS, the only official source of ICD-10-CM and ICD-10-PCS coding advice.While strong medical coding experience, technical writing skills, and team orientation are a must for a Coding Consultant, the ideal candidate will thrive on giving and receiving critiques and advice to continue the mission of the Central Office as the recognized authority for coders across the nation.Research and draft responses to requests for ICD-10-CM and ICD-10-PCS coding advice received by the Central Office, so that consistent and meaningful data is reported in all health care settings in accordance with established coding guidelines.Review and analyze comments on drafts of coding responses to ensure accuracy and consistency of Central Office advice.Maintain a database of coding responses, retrievable by text or numerical search to ensure consistency in drafting responses to similar questions previously answered.Contribute to the quarterly newsletter published by the Central Office on ICD-10, the official clearinghouse for ICD-10-CM and ICD-10-PCS coding questions.Identify potential agenda items for the Editorial Advisory board from responses drafted, and develop agenda materials to address these issues.
This process includes clinical research, discussions with clinical specialists, and use of other sources to provide sufficient background information for the board’s deliberations.Serve as the AHA ICD-9-CM, ICD-10-CM and ICD-10-PCS expert and maintains the integrity of the office by continually providing reliable and accurate coding advice.BENEFITSWe offer an excellent total compensation package, which includes medical/dental coverage (PPO/HMO), vision care, life insurance, short and long-term disability plans, 401(k), tuition reimbursement, paid vacation/holidays/sick days, wellness programs and moreThe American Hospital Association (AHA) is anEqual Opportunity Employer.
We evaluate qualified applicants without regard to race, color, religion, sex, national origin, disability, veteran status, and other legally protected characteristics.
We will provide reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990.
If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please call (312) 422-3000 and ask for the Director, Human Resources and let us know the nature of your request and your contact information.The AHA participates in the E-Verify Program.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)