Cost Performance Analyst

Job Summary:

The Cost Performance Analyst position in Finance reports directly to the Director of Financial Services and supports all functions of the cost performance activities of Forrest General Hospital. Those functions include, but are not limited to, the development and preparation of financial analyses, projections and targets, as well as financial modeling and reports used by management in the decision-making process. This also includes establishing and following procedures to ensure accurate collection, summarization, reporting and interpretation of targets, costing, benchmarking, statistical, and all other financial data. The Cost Performance Analyst will also be responsible for oversite and maintenance of the decision support operating systems used by the department for the collection and reporting of financial and statistical data. The position also includes training of employees on the operating systems. The position may be required to perform other job duties as assigned.

Qualifications:

Education/Skills:

Bachelor of Science in accounting or business-related field preferred. Master’s Degree preferred.

Work Experience:

• Minimum of ten years' previous experience in a hospital and/or manufacturing accounting environment is preferred.
• Minimum of five years previous experience with hospital decision support systems is preferred.
• Experience in Microsoft Word, Excel, PowerPoint, and other related applications is preferred.
• Previous staff management experience is preferred.

Mental Demands:

Must continuously listen and visualize. Must have strong analytical and reasoning abilities. Must be able to perform as a team member, cooperate with others, follow directions precisely, demonstrate initiative, set priorities, and function under stress. Must be able to multitask. Above average written and verbal communication skills are necessary. Must be able to work with minimal supervision. Must be service-minded and customer focused.

This position includes the following performance expectations:

Professional Knowledge:

Description: Demonstrate a proficient level of professional skill and/or knowledge in accounting and patient revenue cycle matters. Knowledge and ability to use applicable information technology and systems to meet work needs.

Behavioral Criteria:

• Apply in-depth knowledge of accounting theories and principles and systems design relating to patient revenue reporting and cost accounting.
• Recognize complex and unique issues and develop a resolution and/or consult with the Director and/or Decision Support Manager and/or CFO in order to achieve resolution.
• Consistently serve as a technical resource.
• Identify problems and changing requirements regarding management needs.

Financial Monitoring & Analysis:

Description: Monitor and collect data to assess accuracy and integrity; analyze data; ensure compliance with applicable standards; interpret and evaluate results, prepare documentation; create financial reports.

Behavioral Criteria:

• Prepare, disseminate and interpret various patient revenue, target performance, cost accounting and other related reports.
• Recommend actions or alternatives to be taken by management when data discloses unfavorable trends.
• Provide manager training and consultation related to new or existing systems and/or reporting methodology.

Decision-Making:

Description: Ability to understand issues, identify problems and opportunities to determine the appropriate course of action.

Behavioral Criteria:

• Assess and resolve problems that require research and review of policy and procedures and regulations.
• Anticipate problems and develop recommendations for management resolution.

Communication and Interpersonal Skills:

Description: Communicate information to individuals or groups; deliver presentations suited to the characteristics and needs of the audience.

Behavioral Criteria:

• Convey concise, comprehensive, and accurate findings on matters of a complex nature in written form. Conclusions and recommendations are based on professional knowledge and judgment.
• Convey issues of a complex nature in a clear, concise, and organized manner.

Supervision:

Description: Recruit, select, counsel, discipline, establish performance standards and evaluate performance of employees. Monitor and assess work; provide feedback; provide technical supervision; develop knowledge, skills, and abilities of employees.

Behavioral Criteria:

• Make recommendations for selection decisions.
• Develop and implement work plans; establish performance standards and conduct performance reviews; and participate in the disciplinary and grievance processes as needed.
• Ensure employees have access to tools and information for career development opportunities and actively participate in employee growth and development.
• Plan and deliver on-the-job training.