Sr. Health Policy Analyst

The American College of Radiology, a professional association for radiologists located in Reston, Virginia, seeks a Sr. Health Policy Analyst for their Economics & Health Policy department. This position will be primarily responsible for preparing surveys to collect time and value data for new and revised Radiology Current Procedural Terminology (CPT) codes. The Analyst will analyze the data and work with ACR physicians to prepare materials that will be presented to the American Medical Association's Relative Value Scale Update Committee (RUC) three times a year. Travel is required. This position will serve as a point of contact for members with questions related to Radiology reimbursement. Assisting in the annual review and summary of Radiology-pertinent sections of the Medicare Physician Fee Schedule (MPFS) is required.

Responsibilities

• Craft and administer surveys to the ACR membership to collect data on the time, value, and complexity of a new or revised Radiology service.
• Perform basic statistical analysis on collected survey data.
• Work closely with a team of volunteer physician advisors to submit recommendations to the American Medical Association's (AMA) Relative Value Scale Update Committee (RUC).
• Assist in the annual review of the Medicare Physician Fee Schedule (MPFS).
• Write articles, reports, and summaries, as needed. This includes Committee reports, weekly Advocacy in Action articles, and quarterly reports.
• Staff ACR committee(s) and serve as a liaison to internal and external sources.
• Act as backup to the manager for RUC valuation and reimbursement issues.

Requirements & Qualifications

• Bachelor's Degree (preferred, not required)
• 7+ years of related experience
  
  • Knowledge of medical terminology and CPT codes
  • Knowledge of the MPFS
  • Previous experience/attendance at RUC Meetings preferred
  • Background in health policy preferred
• Proficiency in MS Office 365, especially Excel and Access
• Excellent verbal, written, and analytical skills
• Attention to detail and multitasking skills required
• Ability to work both independently and collaboratively
• Ability to uphold confidentiality requirements required
• Familiarity with Survey Monkey and/or Qualtrics
• Must be available for business travel a minimum of 3 times per year

This position will work on a Remote Primary basis, therefore we seek candidates that are located within a commutable distance to our Reston, VA headquarters. We seek a candidate located in the Eastern time zone so that they will be able to maintain our standard operating hours. Remote workers must be self-motivated, possess excellent time management, and be highly organized. Reliable internet connection is a must!

ACR is committed to a total rewards compensation philosophy that includes base salary in addition to our full suite of comprehensive benefits (https://www.acr.org/-/media/ACR/NOINDEX/HR/ACR-Benefits-Overview.pdf). ACR's goal is to pay competitively and equitably. It is typical for individuals to be hired in the entry to middle of the range for their role, and compensation decisions depend on each case's circumstances. A reasonable estimate of the range is $76,000 - $101,300.

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ACR offers a rewarding employee experience: innovative culture, professional growth potential, competitive compensation and an exceptional benefits package, including a defined contribution pension plan, 403(b); generous paid time off package; insurance plans with the leading providers; flexible spending; tuition reimbursement; training opportunities; and wellness reimbursement.

To learn more about ACR's rewarding employee experience, culture, and benefits,

visit https://www.acr.org/About-ACR/Work-With-Us

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)