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In today’s value-based care environment, WellSky helps providers, payers, health systems, and community organizations solve tough challenges, improve collaboration for growth, harness the power of data analytics, and achieve better outcomes by further connecting clinical and social care.
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OCCUPATIONAL THERAPY ASSISTANT - FULL TIME - THE HEALTHCARE RESORT OF LEAWOOD - Leawood, KSEXPECT TO RECEIVE: Recognition, appreciation, and value from an organization that truly understands and acknowledges the role that therapist has in the long-term care setting.
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Because we value quality care over profit, we pay our Caregivers 25% more than the industry average, and we invest in their continuing education. We also thoughtfully choose each caregiving team based on skill set, experience, and even hobbies and personality.
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Grounded by our belief that outstanding care is best delivered in a team-based environment, our Hospice Certified Nursing Assistants collaborate to provide management and delivery of patient care plans.
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We have pioneered a physician-led, multi-site model of practice solutions that restores physician agency by aligning incentives to support growth and transition to value-based care.
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Carbon Health also focuses on value-based care and other value-add services to employers, health plans, health systems and other ecosystem partners. As an urgent care clinic, we see mostly lower acuity patients but we are a patient centric, modern company focused on providing patients with excellent medical care.
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We are an outcomes-focused, value-based organization and for their panel of patients, the following metrics are regularly measured to help PCP’s become successful and reach partnership status: patient admissions/thousand, using between 18-21 appointment slots per day (each new patient count for 2 slots, follow-up patients 1 slot), CGCAHPS (patient experience), clinical gaps closures, and medical cost measures.
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CareHarmony is a venture-backed start-up; formed to help physicians thrive in the new era of value-based care by combining the latest advancements in population health technology with 24/7 care coordination services.
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With a focus on prevention and value, we aim to make quality care accessible to improve the oral health of all. Our outcomes-based, cost-effective solutions are designed for Medicaid and CHIP, Medicare Advantage, small and large businesses, and individuals.
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Serves as a subject matter expert in quality and value-based care programs such as MIPS, ACOs, and payor pay-for-performance contracts. If you find this opportunity compelling, we encourage you to apply for our RN Care Manager- WFH opening.
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Humana’s Primary Care Organization is one of the largest and fastest growing value-based care, senior-focused primary care providers in the country, operating over 175 centers across eight states under two brands: CenterWell& Conviva.
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Define Marketing approach for the existing fee-for-service and emerging value based care business models in home health, with consideration for how the business fits within the overall care delivery system at Humana.
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Knowledge of the Healthcare industry including physician practices, market access, insurance, managed care, organized delivery systems, STARs/HEDIS, Value based care and risk adjustment models.
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Calculating the Performance settlements in our value-based care contracts. This role requires exceptional analytical skills, as well as a deep understanding of value-based care and risk.
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CareHarmony works comprehensively with providers to deliver value-based care management initiatives for their patients. Our team is driven by their passion for the level of care delivered; experts in assisting patients and caregivers to navigate a sometimes-fractured healthcare system and consistently prioritize a high-quality standard so patients may better manage chronic illnesses and achieve success.
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value based care jobs in Overland Park, KS
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).