Question: What do you expect the Pharmacy Tech to know when they come to us? Medical terminology? Drug interactions? Able to speak with pharmacists intelligently? Maintain our records? This is exactly what they will know when they come out of this program, plus they are flexible to learn the Magellan way a lot easier than someone who has been in the field for a longer period of time and has to be retrained or taught to break old bad habits. They have the ability to grow with the department if they are newer to the health care experience.
Here is some of the course work listed. There are more subjects covered such as pharmaceutical calculations and measurements but most of what would interest you is on the board.
Average number of externs coming out of the medical billing and coding class and the pharm tech classes are about 5-7 monthly. They are ready to go on a moments notice to fill in while someone is out on leave or during work load peaks. Externs can be brought in when you know someone is leaving (Maternity, surgery, etc.) this gives them time to get through training period and out on the production floor to maintain contractual requirements. Once the extern completes their times (usually 5-6 weeks) they will either become employees or they will leave us and gain employment elsewhere.
First bullet: Externs are put through final quizzing and testing before they are allowed to begin their externship. Second bullet: Think of externs as being similar to temp to hire positions. If a temp doesn’t work out you call the agency and they remove the person from the job and replace them with someone else. This program works the same way except there is no placement fee, no salary to the extern. Third bullet: Example: Medical Billing and Coding If one data entry claims person was hired at $22,000 yearly Their estimated monthly income would be $1,800 times that by how many you hire at one time and you have your total cost of savings. Example: Pharmacy Tech Pharm Tech class of 40 Average hourly salary $14.52 Average yearly salary would be $29.536 Take that divide by 12 you get $2,516 monthly For the hires done in Jan and Feb of 2010 the total average savings in labor would be roughly, $100,672….if externs were used. There have been a few instances where terminations have occurred but we were not able to verify education. Working with externs would take care of that challenge, because every extern we bring will have their high school diploma or GED before walking in the door.
The average cost to hire is roughly $1,000 this would include recruiters time, drug and background, cost of running an ad. This number does not include the cost of the trainers time. There are also extenuating circumstances on the cost factor as well. Depending on the person’s background it can cost more to verify. For example red flags on their criminal check, or social security trace. At times the company may have to have someone verify information in person all of these factors can drive up the cost of the background. Using an extern will save roughly $700 per person with the exception of the background and drug screen cost. As far as continuing education, that is figured into our placement rates. I think one diploma student decided to go back to school to get her degree from Allied. Because this is a career college and the student’s degree is so specific most decide to obtain a job in their chosen field.
Some externs have customer service experience so this experience coupled with the education makes the extern well rounded and able to adapt to our environment quicker than someone who has the customer service experience but no medical or health care experience. They are able to adapt faster and are familiar with terminology. Externs are able to get a bird’s eye view of our company culture, team environments and set up before they except a full time offer of employment. This gives the extern something to look forward to when they finish the required hours.
For a few minutes of commitment you get a large return. The first visit is conducted by the externship counselor. They will visit the extern to make sure they are following all procedures…wearing their badge, showing up on time, etc. The next two evaluations the trainer or immediate supervisor will complete. This tells the counselor how they are doing from the companies stand point and what if any additional counseling is needed. The final verification form is to be filled out and sent to the school as a way of keeping track of who was hired – tracked by the accrediting department.
Allied college is one of many vocational schools we can utilize for externs. Listed above is all the locations where Allied is located. For now we are focusing on St. Louis because of the high volume of Pharm Techs and Data Entry/Claims Processors that are hired. Once we get the ball rolling we can always bring in other vocational schools who offer the same extern programs so we will never be in short supply when your demand for staff is high.
By using externs it’s not only a plus for us and the student but it also makes Magellan the company of choice. Students look into vocational schools not only for their education, but also to see what types of companies participate in externship programs. We can leverage ourselves among students one of the premier companies in St. Louis to work for…..and this is how you can get in.
Magellan Health Services Pharmacy Technician and Data Entry/Claims Processor Externship Program Kathy Ramirez Sharon Butler Kent Nixon
Pharmacy Technician and Medical Billing and Coding Program Upon graduation students can Upon graduation students can perform perform Completion of claim forms Measuring medications Medical billing procedure handling Understanding medication interactions Data entry Verifying prescriptions from doctors Adhering to each insurance carriers policies and procedures Maintaining patient records Interaction with healthcare providers Tracking insurance information Billing work of insurance companies Assisting patients and pharmacists with questions Magellan Health Services, Inc. | 2
Pharmacy Technician and Medical Billing and Coding Coursework Sampling of coursework Sampling of coursework Medical Terminology Anatomy and physiology Label and Prescription Insurance claim procedures/Insurance law Information International classification of diseases/ICD Anatomy/Physiology Medical terminology Poison/Drug Emergencies Various coding workshops Magellan Health Services, Inc. | 3
Why consider an externship? Establish a pipeline of students graduating from medical training programs Medical billing and coding specialists Pharmacy technicians Externs can fill an immediate demand Temporary positions while employee out on leave Temporary positions during high work flow Proactive employment vs. re-active employment Bring in externs ahead of anticipated hiring needs Hire them full time when externship is completed Magellan Health Services, Inc. | 4
What is an externship?Externships are experiential learning opportunities, similarto internships, offered by educational institutions to givestudents short practical experiences in their field of study. Magellan Health Services, Inc. | 5
Department Benefits Externs are trained by experts in their field One week final training before externship starts Detailed final classroom training is given before anyone begins their externship to make sure they are well prepared No commitments If they don’t work out, we can replace them no questions asked. Slow performing, attendance issues, attitude, etc… Cost effective Externs are not allowed to be compensated in any way. Claims externs save basic labor charges of roughly $1,800 per person monthly Pharmacy Tech externs save basic labor charges of $2,516 per person monthly Drug screens and background checks still apply Magellan Health Services, Inc. | 6
Benefits continued…. Placement rate Medical Billing Degree (A.A.): 17-enrollments, 34-graduates 61% of students were placed: 80% retention rate Diploma (certificate): 11-enrollments, 6-graduates 17% of students were placed: 89% retention rate Pharmacy Tech Degree (A.A.): 20 enrollment: 11 graduates 73% of students were placed: retention rate 74% Diploma (Certificate): 14 enrollments: 7 graduates 100% of students were placed: retention rate 75% Cost of direct hiring The average turn over rate for data entry claims processor’s is 21.9% The approximate cost of direct hiring per person is $1,000 (excludes training) Magellan Health Services, Inc. | 7
Benefits to externs Apply classroom knowledge to related jobs They are able to use previous work experience plus their vocational experience within a healthcare setting Learn the company and department in a short period of time First hand view of culture, environment, and teamwork Potential employment Have the reward of a full time job after the end of the externship Magellan Health Services, Inc. | 8
What’s the hitch? One site visit by the college Externship counselor comes to visit the site Two evaluations to be completed by supervisor One is completed in week 2 Second one completed in week 4 Employment verification form Supervisor to fill out when extern is hired Magellan Health Services, Inc. | 9
How do we find these individuals? e.g. Allied College Locations Arizona Phoenix California Wisconsin Sacramento Brookfield Florida Texas Orlando Irving Minnesota Missouri St. Louis Park Kansas City Colorado Maryland Heights Aurora Fenton Oregon Nevada Beaverton Las Vegas New Jersey Tennessee Cherry Hill Memphis Jersey City Nashville North Brunswick Pennsylvania Parsippany Springfield New York New York Magellan Health Services, Inc. | 10
Conclusion Value added service Little commitment for a large return Application of classroom training Potential employment of externs Next steps – form partnerships, review and sign agreements Questions Magellan Health Services, Inc. | 11