Overview

Summary

This Supervisory Health System Specialist (Chief of Strategic Growth) position is located in the Office of the Director and provides advisory service to the Director and top-level management on complex management concerns of the hospital.

  • Relocation/Recruitment Incentive may be authorized to a highly qualified candidate **

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Duties

The Chief of Strategic Growth assures the development, organization, and implementation of an organizational structure for ensuring market penetration, unique patient growth, revenue maximization and is recognized as the hospital expert on business development and revenue management and related hospital-wide programs.

This position encompasses Business Development and Revenue Management and is responsible for the management of process consultation, task facilitation, action inquiry, coaching, mentoring, and processing improvements for both clinical and administrative units of the medical center.

Program Management: The Chief of Strategic Growth, as a member of the executive leadership team, applies expertise and knowledge of health care programs, patient marketing programs, high reliability, cultural change initiatives-including customer service programming, and performance improvement initiatives.

Performance Improvement Tracking Systems: The Chief collaborates with Task Forces, Organizational Improvement Teams and monitoring committees to provide guidance and direction to hospital-wide efforts. Monitors overall Business Development and Revenue Management Programs for compliance with policy, patterns and/or trends and ensures the finding of performance improvement activities nd process analysis, including quarterly and annual assessments of the effectiveness to the programs, are used to modify and improve the program and facilitate accomplishment of the hospital’s strategic goals and objectives.

Financial Integrity Management: The Chief supervises the Revenue Manager, assuring analysis and review of revenue capture. Assuring proper guidance or relevant processes (e.g., provider documentation, coding, billing, etc.) is provided throughout the hospital, thereby facilitating appropriate completion required training and cultural transformation. Assurance that revenue management activities re integrated with hospital-wide staff, services, and programs.

Business Development Management: The Chief supervises the Business Development Manager, assuring analysis and review of business development activities. Assuring proper guidance or relevant processes (e.g., customer service, market analysis, market penetration, Veteran outreach, etc.) is provided throughout the hospital, thereby facilitating appropriate completion of required training and cultural transformation. Assurance that business development activities are integrated with hospital-wide staff, services, and programs.

Business and Revenue Performance Improvement Studies: The Chief develops agenda for facility strategic goal and topics to be studied based upon a prioritization of known or suspected areas in need for improvement, including those indicated by Joint Commission, VA Headquarters and VISN. Studies often cover multiple services within the hospital. Recommendations based upon study findings nd analysis will often ultimately affect service or hospital-wide policy, decision making, quality of care provided, and efficiency of clinical and administrative processes.

Staff Development: The Chief is the expert in business development and revenue management requirements and is therefore responsible for providing authoritative advice to top management and all services on requirements and assuring that sufficient information is provided so services may meet requirements. That includes advising and assisting top management in policy review, formulation and communication, implementation and evaluation, and in setting of institutional priorities related to business development and revenue management.

Staff Education: The Chief provides leadership and direction in transitioning to Strategic Growth as an approach to assess and improve the quality of business acumen, organizational growth, fiscal management, staff development, cultural transformation strategies, and innovation.

Staff Supervision: The responsibilities of this position include the oversight and management of administrative responsibilities of Strategic Growth Service. The Chief directly supervises the Business Development Manager (GS-13), Revenue Manager (GS-13), Administrative Officer (GS-9), Facility Planner (GS-12), and Program Analyst (GS-11). This includes evaluation of the workload and productivity of each of the assigned staff, setting priorities and providing necessary guidance in accomplishing programmatic goals. This includes the planning, assignment, review and evaluation of work, development of standards for performance and the ongoing assessment of staff abilities and skills.

Work Schedule:Monday-Friday 8:00 AM to 4:30 PM

Position Description Title/PD#: Supervisory Health System Specialist (Chief of Strategic Growth), PD #22265-O:

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Requirements

Conditions of Employment

  • You must be a U.S. citizen to apply for this job
  • Subject to a background/suitability investigation
  • Designated and/or random drug testing may be required
  • May serve a probationary period
  • Selective Service Registration is required for males born after 12/31/1959
  • A complete application package; Resume, Transcripts, etc.
  • Selected applicants will be required to complete an online onboarding process

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement.

BLACK BELT CERTIFICATION IN LEAN AND/OR SIX SIGMA IS HIGHLY DESIRED BUT NOT REQUIRED

Specialized Experience: One (1) full year of specialized experience that equipped you with the particular knowledge, skills, and abilities to perform the duties of this position successfully and that is equivalent to at least the GS-13 level in the Federal service. Examples of specialized experience would include: Expert knowledge and understanding of management principles, practices, methods and techniques and skills in integrating management plans into the general management of hospital operations; knowledge of employee development and training principles, concepts, techniques and guidelines, and a thorough understanding of management objectives and hospital administration systems; knowledge of budgetary and healthcare management principles and techniques; ability to analyze problems, formulate solutions, and present both written and oral recommendations, taking into consideration the wide range of factors ad requirements which effect the management of the health care delivery system and training/education programs; skill in application of fact finding nd investigative techniques; oral and written communications and development of presentations and reports; and skill in supervision of managing a workforce of subordinates to accomplish the work required to operate multiple significant programs and organizational functions.

There is no educational substitution for the GS-14 level.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Physical Demands: Office as well as field work required. The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking, standing, bending, and carrying of light items like papers, manual, files, or books. No special physical demand is required to perform the work.

Working Conditions: The work environment involves everyday risks or discomforts and requires normal safety precautions typical of such places as meeting and training rooms, libraries, or commercial vehicles. The work area is adequately lighted, heated, and ventilated with office equipment adequately spaced to ensure comfort and work compatibility with fellow employees, when necessary, work will be performed throughout the hospital.

Education

Note: Only education or degrees recognized by the U.S. Department of Education from accredited colleges, universities, schools, or institutions may be used to qualify for Federal employment. You can verify your education here: http://ope.ed.gov/accreditation/.

If you are using foreign education to meet qualification requirements, you must send a Certificate of Foreign Equivalency with your transcript in order to receive credit for that education.

Additional information

The following will be communicated to applicants for VA employment in a testing designated position and will also be included in all VA vacancy announcements for such positions: All applicants tentatively selected for VA employment in a testing designated position are subject to urinalysis to screen for illegal drugs use prior to appointment. Applicants who refuse to be tested will be denied employment with VA.

The Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) provide eligible displaced VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be well-qualified, applicants must possess experience that exceeds the minimum qualifications of the position including all selective factors if applicable, and must be proficient in most of the requirements of the job. Information about ICTAP and CTAP eligibility is on OPM’s Career Transition Resources website which can be found at https://www.opm.gov/.

Receiving Service Credit for Earning Annual (Vacation) Leave: Federal Employees earn annual leave at a rate (4, 6 or 8 hours per pay period) which is based on the number of years they have served as a Federal employee. VA may offer newly-appointed Federal employee’s credit for their job-related non-federal experience or active duty uniformed military service. This credited service can be used in determining the rate at which they earn annual leave. Such credit must be requested and approved prior to the appointment date and is not guaranteed.

This job opportunity announcement may be used to fill additional vacancies.

If you are unable to apply online or need to fax a document you do not have in electronic form, view the following link for information regarding an Alternate Application.

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Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.

Jesse Brown Department of Veterans Affairs Medical Center

820 South Damen Avenue

Chicago, IL 60612

US