Medical biller and coder job description template: pro-fee or facility, CPC, CCS and CPB lines, and accuracy targets

A medical biller and coder job description should say which side of the revenue cycle the seat works (professional fee or facility, inpatient or outpatient, coding or billing and follow-up), which specialties and code sets, which credentials you accept, and the accuracy and productivity standards the person will be measured on. As of October 2026, the common credentials are AAPC's CPC for outpatient and physician services, AHIMA's CCS for coders experienced with inpatient and outpatient records, AHIMA's entry-level CCA and AAPC's CPB for billers. BLS counts coders in its medical records specialists occupation, with a national median wage of $51,140 in May 2025.

Below are the seat types, a copy-ready template, the credential, exclusion-check and overtime lines with sources, screening questions and scorecard rows, and the mistakes that bring in the wrong applicants. For the call itself, use the medical billing and coding screening questions.

Name the seat: coder, biller or both?

Then settle the numbers with the revenue cycle manager: specialties and their share of the work, the EHR and encoder, charts or claims per day expected once trained, the accuracy target and how it is audited, and whether the seat is remote. "About 70% orthopedics office visits and procedures, accuracy audited quarterly" (an invented example) tells a coder more than "fast-paced environment."

The medical biller and coder job description template

Medical [Coder / Biller / Biller and Coder] — [Pro-Fee / Outpatient
Facility / Inpatient / AR Follow-Up], [specialties]
[Organization], [city, state] — [On-site / Hybrid / Remote within:
states]
Pay: $[min]–$[max] per [hour / year], plus [credential
differential $N, incentive with how it is calculated].
[Benefits summary, if required.] [Nonexempt / Exempt, after review.]

SUMMARY
You will [code (specialties) encounters for N providers / submit
and follow up claims for (payers)] in [EHR] and [encoder /
clearinghouse]. Once trained, the standard is about [N charts or
claims] a day at [N]% accuracy on our [quarterly] audit. You will
report to [coding manager / billing supervisor].

WHAT YOU WILL DO
- [Coder: assign ICD-10-CM, CPT and HCPCS Level II codes and
  modifiers from the documentation, following official guidelines
  and payer policy.]
- [Inpatient: assign ICD-10-CM and ICD-10-PCS codes and DRGs.]
- Send compliant, non-leading queries when documentation is
  unclear.
- [Biller: submit clean claims, work clearinghouse rejections and
  payer denials, file appeals, post payments.]
- Track denial reasons and share patterns with [team / providers].
- Protect patient information under our privacy and security
  policies, including when working remotely.

YOU MUST HAVE
- [Coder: CPC, CCS, CCS-P or CCA, or one of them within N months
  of hire.] [Biller: CPB, or N years of billing experience.]
- [N] [months / years] coding [specialty / setting], or a training
  plan we provide for apprentices.
- [Remote: a private workspace and reliable internet that meet our
  security policy.]
- Ability to work at a computer for most of the day, with or
  without reasonable accommodation.

NICE TO HAVE
- Specialty credentials for [specialty]; experience with [EHR],
  [encoder], [payers].
If you meet the must-haves and none of these, please apply.

FIXED CONDITIONS
- Offer subject to credential verification and a check of the
  HHS-OIG exclusion list [and a background check as permitted by
  law].
- [Coding assessment on de-identified charts before the final
  interview.]

[EEO STATEMENT]
If you need an adjustment to apply or interview, email [address].

Credentials, exclusion checks and classification

What the work is. BLS describes medical coders as assigning the diagnosis and procedure codes for patient care, used for population health statistics and billing, and notes that employers may prefer certification (BLS Occupational Outlook Handbook, medical records specialists, last modified August 27, 2026).

AAPC credentials. The CPC validates coding knowledge across outpatient and physician services, covering ICD-10-CM, CPT and HCPCS Level II; holders keep an active AAPC membership and earn 36 continuing education units every two years (AAPC CPC). New CPCs start as apprentices (CPC-A); AAPC removes the A with, for example, two years of employer-verified coding experience, or one year plus an 80-contact-hour coding course or its Practicode program (AAPC apprentice removal). The CPB validates expertise in the medical billing process, including claim submission, payer rules, denials and appeals (AAPC CPB).

AHIMA credentials. The CCS is for professionals experienced in coding inpatient and outpatient records; AHIMA recommends, but does not require, experience such as two years of directly applying codes (AHIMA CCS). The CCA requires a high school diploma and is aimed at early-career coders (AHIMA CCA). AHIMA also offers the physician-based CCS-P and the academic RHIT and RHIA credentials (AHIMA certifications). Write the set you accept, and say whether a new hire can certify within a set period.

Exclusion list. The HHS Office of Inspector General keeps the List of Excluded Individuals/Entities (LEIE); excluded people can receive no payment from federal health care programs for items or services they furnish, anyone who hires someone on the list may face civil monetary penalties, and OIG says health care entities should routinely check it (HHS-OIG exclusions). Put the check in the conditions of the offer.

Exempt or nonexempt. The administrative exemption requires a salary at no less than the standard level, office work directly related to the management or general business operations of the employer or its customers, and a primary duty that includes discretion and independent judgment on matters of significance; the Department of Labor says that discretion means more than skill in applying well-established techniques, procedures or specific standards described in manuals (DOL Fact Sheet 17C). Coding to official guidelines and billing to payer rules usually look like the second, so most coder and biller seats are classified nonexempt. Coding auditor, educator or manager seats are the ones to review. The standard salary level is $684 a week (DOL salary levels).

Physical requirements. BLS notes that medical records specialists typically work at a computer and have no direct hands-on patient care. Write "work at a computer for most of the day," name any on-site days, and add an accommodation line.

Pay. The medical records specialists occupation (SOC 29-2072), whose direct-match titles include medical bill coder and health information coder, had a national median annual wage of $51,140 in May 2025 (BLS pay tab). BLS does not list medical billers separately; billing and posting clerks in all industries had a national median of $48,500 in May 2025 (BLS financial clerks). Post your own range, show any credential differential separately, and check pay transparency laws by state, which also covers how several states treat remote roles.

From must-haves to screening questions and scorecard rows

A short test on de-identified charts from your specialty, scored by your own auditor, shows more than any answer; the screening questions page explains how to set one up. For sourcing, see Boolean search strings for medical coders, and for remote seats add remote candidate screening questions. Clinic roles that mix rooming patients with insurance verification belong in the medical assistant job description template.

Common mistakes in medical biller and coder job descriptions

One posting for every revenue cycle job

A pro-fee dermatology coder, an inpatient DRG coder and an AR follow-up biller are different hires. Name the seat.

"CPC required" when you would accept a CCS

Naming one brand turns away qualified coders, especially for facility work. List every credential you accept.

No productivity or accuracy standard

Experienced coders compare standards before applying. State the daily volume after training and the accuracy target.

Silence on apprentices

If a CPC-A can apply, say so and say how you help remove the A. If not, say production experience is required.

Remote without the conditions

Say which states you hire in, the equipment you provide and the security rules for a home workspace.

Before you publish

• Seat, setting, specialties and systems are in the title and summary.
• Every accepted credential is listed, with the apprentice policy and any grace period.
• Volume and accuracy standards and the audit method are stated.
• The exclusion-list check and credential verification are conditions of the offer.
• Classification has been reviewed; the pay range, EEO statement and accommodation contact close the posting.