0923 Manager II - Director of Coding

Recruitment #PBT-0923-901289



12/7/15 & 1/7/16: Extended application deadline; 6/24/16 & 11/29/16: Reissued for additional applicants. Previous applicants to this recruitment need not reapply and may contact the exam analyst regarding application updates; 11/29/16 Amended working title and certification rule

Applicants are encouraged to file immediately as this recruitment may close at any time, but no earlier than December 13, 2016  

Zuckerberg San Francisco General Hospital and Trauma Center (ZSFG), an acute care hospital within the San Francisco Health Network, is owned and operated by the City and County of San Francisco’s (CCSF) Department of Public Health (DPH). ZSFG is the only Level 1 Trauma Center and it serves 1.5 million residents of San Francisco and northern San Mateo County. The hospital provides the community with a complete range of emergency, trauma, inpatient, primary care, specialized medical and surgical services, as well as diagnostic and rehabilitation services. The hospital also provides a full complement of mental health care services including psychiatric emergency services, inpatient psychiatric care, rehabilitation, and post-hospitalization care. ZSFG’s mission is to provide quality healthcare and trauma services with compassion and respect.  

Under administrative direction of the ZSFG Director of Health Information Services, the 0923 Manager II – Director of Coding oversees complex coding operational activities/projects; monitors and audits coding quality for both diagnostic and procedural code assignments for all ZSFG patient visits; develops and maintains coding programs; monitors the quality of coding and abstracting to ensure compliance with external regulatory agency requirements such as the California Office of Statewide Health Planning and Development (OSHPD); trains and evaluates the activities of personnel; participates in budget development by providing detailed justification for proposals or initiatives; directs the allocation of resources to achieve timely outcomes and measurable goals within the budget; assists in developing and implementing operational policies for efficient operations; and prepares reports, memoranda, correspondence, and maintains statistical records.  

The 0923 Manager II – Director of Coding performs the following essential job functions:

  • Organizes and prioritizes all work to ensure that records are coded in timeframes that will assure compliance with regulatory requirements, in concert with Utilization Management, Patient Financial Services, and Health Information Management (HIM) Department supervisors and managers;
  • Optimizes hospital payment legitimately and ethically, based on approved coding guidelines, conventions, and practices that meet compliance requirements;
  • Collaborates and communicates with people who have an impact on documentation and patient information outside of the HIM Department;
  • Provides leadership and direction for multiple system-wide functions of the HIM Department;
  • Meets established productivity targets routinely and maintains policies and procedures related to the case mix index, accounts receivable and accumulation, and processing and currency of data;
  • Manages workflow to prevent backlogs and maintains policies and procedures related to coding;
  • Performs regular, scheduled ongoing peer review of select inpatient and outpatient cases to ensure correct reimbursement for hospital coding compliance;
  • Identifies problems, tracks trends, and initiates actions to improve performance towards achieving American Health Information Management Association (A.H.I.M.A.) coding guidelines;
  • Participates in quality improvement peer review for electronic HIS systems for data abstraction (e.g. OSHPD, University Health System Consortium (UHC), etc.);
  • Conducts training and in-service education for assigned staff and serves as an expert on Health Information Services issues and projects, based on assessed and/or identified needs;
  • Supports staff with effective recruitment, hiring, mentoring, and counseling;
  • Provides strategic planning of coding operations to support organizational business development, quality outcome and comparative data analyses, information exchange, resource allocation, and credentialing;
  • Interacts with physicians to clarify and accurately document patient diagnosis and procedural information; and
  • Reviews Diagnosis-related group (DRG) discrepancies from the fiscal intermediary to ensure that appropriate per case DRG assignment; resolves discrepancies by changing the code assignment to reflect the complexity of the case; responds to Recovery Audit Contractor denial and change requests by analyzing the case and writing letters of appeal.

The 0923 Manager II – Director of Coding also performs related duties as required.  

Compensation and Benefits:
The normal annual salary range is $105,456 to $134,576. Appointment above the maximum of the normal range, up to $155,766/year, may be considered based on documented and substantiated recruitment and retention issues or exceptional skills. A special approval process is necessary for appointment above the normal salary range.  

In addition to a competitive salary, the City and County of San Francisco offers flexible benefit plans with pre-tax elections which include: medical and dental insurance; retirement plan; deferred compensation plan; Social Security; long-term disability plan; life insurance; management training program; eleven (11) paid holidays annually; five (5) floating holidays; depending on years of service, ten (10), fifteen (15), or twenty (20) vacation days annually; and may earn up to 100 hours paid administrative leave annually.  


Minimum Qualifications

  1. Possession of a Bachelor’s degree from an accredited college or university; AND
  2. Three (3) years of professional hospital* coding experience; AND
  3. Possession of at least one (1) of the following valid certificates from the American Health Information Management Association (A.H.I.M.A.):
    • Registered Health Information Administrator (R.H.I.A.)
    • Registered Health Information Technician (R.H.I.T.)
    • Certified Coding Specialist (C.C.S.)  

*For the purposes of this recruitment, a hospital provides 24 hour acute/inpatient and outpatient/ambulatory care, including the following basic services:  Medical, Nursing, Surgical, Anesthesia, Laboratory, Radiology, Pharmacy, and Dietary Services.  

Desirable Qualifications:
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.

  • Two (2) to five (5) years of experience supervising or managing coders
  • Demonstrated experience teaching coding principles
  • Experience working in an academic or Level I or II trauma center
  • Acute care coding experience
  • Experience working with Nuance Encoder and abstracting software

How To Apply

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit www.jobaps.com/sf to register an account (if you have not already done so) and begin the application process.

  • Select the desired job announcement
  • Select “Apply” and read and acknowledge the information
  • Select either “I am a New User” if you have not previously registered, or “I have Registered Previously”
  • Follow instructions on the screen

Computers are available for the public (from 8:00 a.m. to 5:00 p.m. Monday through Friday) to file online applications in the lobby of the Dept. of Human Resources at 1 South Van Ness Avenue, 4th Floor, San Francisco.

Applicants may be contacted by email about this announcement and, therefore, it is their responsibility to ensure that their registered email address is accurate and kept up-to-date.  Also, applicants must ensure that email from CCSF is not blocked on their computer by a spam filter.  To prevent blocking, applicants should set up their email to accept CCSF mail from the following addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com, @sfpl.org, @dcyf.org, @first5sf.org).

Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they file.  Applicants should retain this confirmation email for their records.  Failure to receive this email means that the online application was not submitted or received.

All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline.  Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications.

Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.

Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

If you have any questions regarding this recruitment or application process, please contact the exam analyst, Yvette Gamble, by telephone at (415) 554-2911, or by email at yvette.gamble@sfdph.org

Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at http://sfdhr.org/index.aspx?page=456

Falsifying one’s education, training, or work experience or attempted deception on the application may result in disqualification for this and future job opportunities with the City and County of San Francisco.

In accordance with the Civil Service Rules, qualifications, including any required license and/or certificate, must remain current throughout the duration of employment. If required for the position, failure to demonstrate/show proof of a current license and/or certificate may result in dismissal and/or termination from employment.  

Verification of Education, Experience, and/or License/Certificate:
Applicants may be required to submit verification (proof) of qualifying education, experience, and/or license/certificate at any point in the application, examination or departmental selection processes. Verification of work experience typically must be on the employer’s letterhead, and must include the applicant’s name, job title, description of job duties, dates of employment, hours per week, and signature of the employer, supervisor, or appropriate representative.  City and County of San Francisco (CCSF) employees do not need to submit verification of their City employment, but must submit written verification of outside experience. San Francisco City and County employees will not receive credit for experience obtained outside of their classification unless recorded in accordance with the provisions of the Civil Service Rule 110.9.1/111A.11.2.     

When requested, applicants must submit a photocopy of their degree and/or transcript from an accredited college or university as proof of qualifying education.  When requested, applicants must also submit a photocopy of their license/certificate.  Failure to submit verification of education, experience, and/or license/certificate, when requested, may result in the rejection of the application.    

Selection Procedures

Supplemental Questionnaire: 
Applicants will be prompted to complete a Supplemental Questionnaire as part of the online application process.  All applicants must complete the Supplemental Questionnaire and it must be submitted with the application by the final filing deadline.  The information provided on the Supplemental Questionnaire must be consistent with the information on the application and is subject to verification.  Applicant responses to the Supplemental Questionnaire will be used to assist in determining if you meet the minimum qualifications for the position.

Supervisory Test Battery: (Weight: 100%)
Candidates will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication & Conflict Management. For more information about this Supervisory Test (and a suggested reading list) please visit: http://www.sfdhr.org/index.aspx?page=325

A passing score must be achieved on the Supervisory Test Battery in order to continue in the selection process.

This is a standardized examination, and, therefore, test questions and answers are not available for public inspection or review.

Scores attained on the Supervisory Test Battery will be valid and 'banked' for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take the Supervisory Test Battery. The Supervisory Test Battery may be used for many other classes; therefore your test score may be applied to one or more of these classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes the Supervisory Test Battery, your score will be automatically applied to that announcement, However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the Supervisory Test Battery. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the Supervisory Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.

The certification rule for the eligible list resulting from this examination will be Rule of the List.  Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.

Eligible List:
The eligible list resulting from this examination is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.

The duration of the eligible list resulting from this examination process will be six (6) months, and may be extended with the approval of the Human Resources Director. Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the eligible list resulting from this announcement may be used by other departments that also use this classification or a similar classification.  To find other Departments which use this classification, please see http://www.sfdhr.org/Modules/ShowDocument.aspx?documentID=21246. Search that document by title or job code to see which departments use the classification.

Conviction History

As a finalist for a job, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the job for which you are a finalist. If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances, such as:

  • Candidates applying for positions with the Unified School District and the Community College District may be disqualified from consideration should their conviction history not meet the standards established under the California Education Code.
  • Candidates applying for positions with the Recreation and Park Department may be disqualified from consideration should their conviction history not meet the standards established under California Public Resources Code 5164.

Having a conviction history does not automatically preclude you from a job with the City.

If you are selected as a finalist, the hiring department will contact you to schedule a fingerprinting appointment.

Disaster Service Workers

All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.


Valid licensure as a requirement to perform the job must be kept current throughout length of employment. Failure to demonstrate/show proof of possession of required valid licensure may result in dismissal and/or termination of employment. Please refer to the list of issuing agencies below:

Note on Personal Protective Equipment (PPE):
Some positions in the Department of Public Health will require the use of personal protective equipment (PPE), including but not limited to gloves, gowns, eye and face protection, and face-fitting respirators. The requirement for the use of PPE may come on short or no notice. Facial hair or any condition that interferes with a face-fitting respirator’s seal (i.e. comes between the sealing surfaces of the respirator and the wearer’s bare skin) is not permitted when face-fitting respirators are worn, including during initial or periodic respirator fit-testing. Employees who choose not to shave and do not have either American Disabilities Act (ADA) or Equal Employment Opportunity (EEO) Accommodations do not have the right to alternate work assignments or the option of using a loose-fitting Powered Air Purifying Respirator (PAPR) in place of a Face Fitting Respirator.

Terms of Announcement:
Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations.  Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at www.jobaps.com/sf.

The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule.  Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director.  Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.

Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at:

Information regarding requests for Veterans Preference can be found at:

Seniority Credit in Promotional Exams:
Information regarding seniority credit can be found at:

General Information concerning City and County of San Francisco Employment Policies and Procedures:
Important Employment Information for the City and County of San Francisco can be obtained at http://www.sfdhr.org/index.aspx?page=20 or hard copy at 1 South Van Ness Avenue, 4th Floor.

Copies of Application Documents:
Applicants should keep copies of all documents submitted, as these will not be returned.

Right to Work:
All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States.

Medical Examination:
Prior to appointment, at the Department’s expense, applicants may be required to take a TB screening test, and a medical examination.



Exam Type:  CPE
Issued: November 30, 2015; Reissued: June 24, 2016; Reissued: November 29, 2016

Micki  Callahan
Human Resources Director
Department of Human Resources
Recruitment ID Number: PBT-0923-901289
DPH/NS/(415) 554-2918  (#01118441, MCCP #81-199)


All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, ranging from 7.5%-13.25% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency.

For more information about benefits, please click here.


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