Piedmont Healthcare reviews

Deceptive Hiring Practices - Request a copy of the job description for which you are being considered. Clarify if staffing resources are budgeted/approved or pending/not approved. Request history of how the position came to be as well as the functional team(s) for which you are responsible. For my role, Revenue Cycle Coding and Analytics Manager, I was not provided an accurate job description to price the role during the offer/acceptance process. I was also told that I would have a Supervisor to support my teams, however, this was not approved for posting for over 6 months. I also learned after I began working that my role was actually a consolidated role (formerly belonging to 2 people for multiple teams) although the job description was not adjusted to reflect consolidated teams and responsibilities. Outsourced A/R - Inquire about the business case to utilize external vendors and consultants for A/R management and other revenue cycle support services and if/when the work will return in house? On the Physician Billing side, the A/R collections are divided between onsite Piedmont employees and an external vendor. Piedmont has also engaged an external consulting practice for "assistance" with a number of the revenue cycle functions across both Physician Billing, Hospital Billing, and Single Billing office. Leadership Turnover – Inquire about front line leader turnover and plans to address based on lessons learned. In the 8 months that I spent in Piedmont's Revenue Cycle for Physician Billing, they experienced the following turnover: 1 Coding Manager, 2 Coding Supervisors, 1 Collections/Follow-Up Manager, 1 Collections/Follow-Up Supervisor, as well as my position - Revenue Cycle Coding and Analytics Manager. Health Insurance - Piedmont has their own health plan which Cigna administers. You will pay more out of pocket to access non-Piedmont physicians or Hospitals outside of wellness benefits; i.e. physical or mammogram, etc. 401K - Piedmont will not match until you've had a full year of service.

Health Insurance: Designed to drive employees to using Piedmont. The downside is that Piedmont Physicians do not have practices in all areas where employees live resulting in employees either having to drive many miles to an in-network doctor or force you to go out-of-network. Prescription Insurance Required to use Express-Scripts for recurring prescriptions. If for some reason Express-Scripts does not send you the medication on time and you need to get it provided through a pharmacy, they will require you to pay the copay for a monthly supply and authorize the pharmacy to provide you with a 14 day supply. Advancement Opportunities: Very little chance to advance your career at Piedmont. In many cases management is hired from outside rather than promoting from within the company. If promotions from within the company do occur, it is more often based on the good-ole-boy system (friends, favors, etc...) which results in many people in management with no leadership ability (and with the lack of any internal training, new managers who have never managed before are ill-prepared to tackle this role leaving the employees very disgruntled since the new manager does not know what they are doing). Human Resources HR does not investigate issues and concerns brought about by employees but rather chat with the manager to get their opinion and use that as the conclusion. The lack of any impartiality from HR results in the employee base not trusting HR. Secondly, HR does not evaluate whether new applicants meet the minimum qualifications for the job. If the person was referred by someone high up in the company, they are rubber stamped and fast-tracked into the position. This results in the team having to make up for the lack of an effective team-mate.