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Role Description

This is an hourly contract position. The Provider Data Entry Specialist works with Crestline’s Health Plan clients to conduct Medicaid provider recruitment in a designated geographic area. This position conducts and facilitates, on an ongoing basis, telephonic, email, and faxed outreach to identified medical and specialty health providers.

• Establishment of positive relationships with the provider.
• Collecting and entering provider data into the health plan's core systems and databases to support claims processing, provider directories, and network management.
• Gathering and verifying provider demographic data, inputting new provider records, updating existing provider information, and ensuring data quality through quality assurance checks.
• Proficiency in the health plan's provider data management applications and databases may be required.

Qualifications

• Customer service and PC skills including use of EXCEL or other database tools are required.
• Prior work with Quickbase is a plus.
• Knowledge of healthcare terminology, provider types, and administrative provider functions preferred.
• Strong verbal and written communication skills.
• Strong attention to detail and ability to meet productivity expectations.
• Comfort level interacting with providers via telephone.
• Ability to work in a virtual production environment within business hours of differing time zones.

Requirements

• Hours may vary and are not guaranteed.
• This is a consultant position without benefits.
• Consultants are onboarded as 1099 and required to pay their own taxes.
• Consultants may need to provide their own equipment for project use – telephone and laptop.
• An educational background in healthcare administration or information technology is generally preferred.

Benefits

• Rate: $38-40 per hour based on background and experience.

References

• Must be available upon request.

EEO

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)