JOB TITLE: Clerk/Typist Medical Records Assistant II
Founded in 1965, Telecare is a rapidly growing mental health care company dedicated to making a difference for our clients, the community, and our employees. We offer an array of mental health services to adults with serious mental illness. We partner with public sector entities and behavioral health organizations and have over 130 programs and over 4,000 employees across the country. And we 're growing all the time! When you work at Telecare, you help to empower thousands of individuals every day in their journeys of recovery.
Telecare is proud to have been recognized by The Bay Area Business Times as the 9thBest Place To Work In the Bay Area for 2020! This is the 18th time we have made the list!
As part of the Telecare family, MHUCC 's serves more than 3000 clients per year, providing immediate relief to people in distress and to help them maintain stability in their lives. This is a voluntary program serving adults aged 18-59.
Employment Status: Part-Time .5
Shift:PM, 1:00 pm - 5:00 pm
Days:Monday - Friday
The Clerk Typist works closely with the Administrator on a variety of administrative and personnel tasks and projects, including but not limited to medical records tasks and assisting with billing duties.
Three (3) years of general office or Medical Records experience is required. Some experience in medical Records preferred. High School graduation or a G.E.D. equivalent is also required. Necessary skills include good public relations techniques, excellent communications skills, and basic math skills. Necessary skills include the ability to work with minimal directions and supervision, effectively organize work, paying attention to detail and ability to prioritize. Basic computer skills using Word and Excel, and the ability to type 45 words per minute are required. Accuracy in typing is essential. Must function independently, work effectively with a wide variety of individuals and maintain confidentiality of materials and information. The ability to read, write and speak English is crucial, as is the willingness to work with mentally impaired adults.
MISSION, VALUES AND BELIEFS
QUALITY AND QUANTITY OF WORK
JUDGEMENT, DECISION MAKING AND INITIATIVE
RELATIONSHIPS WITH OTHERS
CUSTOMER AND COMMUNITY RELATIONS
PLANNING AND TIME UTILIZATION
ATTENDANCE AND RELIABILITY
See below for requirements.
Duties and responsibilities may be added, deleted and/or changed at the discretion of management.
POSITION PHYSICAL REQUIREMENTS
(Hours per day)
up to 3 hours
3 - 6 HOURS
6 - 8+ HOURS
Repetitive Hand Use
Simple Grasping (right hand)
Simple Grasping (left hand)
Power Grasping (right hand)
Power Grasping (left hand)
Fine Manipulation (right hand)
Fine Manipulation (left hand)
Pushing & Pulling (right hand)
Pushing and Pulling (left hand)
Reaching (above shoulder level)
Reaching (below shoulder level)
Lifting – up to 10 lbs.
Lifting – 11--25 lbs.
Lifting – 26 – 50 lbs.
Lifting – 51--75 lbs.
Lifting – 76 -- 100 lbs.
Lifting – 100+ lbs.
Carrying 0-10 lbs.
Carrying 11-25 lbs.
Carrying 26-50 lbs.
Carrying 51-75 lbs.
Carrying 76-100 lbs.
OTHER JOB REQUIREMENTS
(If yes, briefly describe)
Driving cars, trucks, forklifts, and other equipment?
Working around equipment and machinery?
Servers, routers, switches
Walking on uneven ground?
Exposure to excessive noise?
Exposure to extremes of temperature, humidity or wetness?
Exposure to dust, gas, fumes, or chemicals?
Working at heights?
To install devises above
Operation of foot controls or repetitive foot movement?
Use of special visual or auditory protective equipment?
Working with bio-hazards such as: blood borne pathogens,
sewage, hospital waste, etc.
EOE AA M/F/V/Disability
Equal Opportunity Employer Description
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
Pay Transparency Policy Statement
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)
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.