The Manager of the Care Coordinator team is responsible for the management of the team of Care Coordinators who are working with clients challenged by addiction(s). He/She is responsible for supporting, guiding, coaching and leading the Care Coordinators to perform their role as care coordinator to the best of their ability. Knowledge and experience with holistic, integrative wellness and practices is required. Previous leadership/management experience is required. A spirit of inclusivity is required.
Integrated Healthcare Director
Duties & Responsibilities:
- Supervision of all Care Coordinators
- Assign and track nurse assignments
- Review week end assessments with Clinical Director, weekly
- Review documentation of new nurses
- Look at all atypical (flagged) ASAM assessments to Clinical Director for further review
- Work with Clinical Director to compile case review list
- Moderate/facilitate Case Review
- Facilitate weekly Care Coordinator meeting
- Identify training needs and discuss with Training Team
- Attend SWAT meetings and assist with complicated cases
- Participation in clinical discussions, utilizing all clinical resources as appropriate.
- Exemplary motivational interviewing and deep listening skills as well as the practice of therapeutic presence
- Maintain up-to-date education on current addiction treatment trends, including knowledge of Internet resources for those with substance abuse
- Identification of client and family needs for services or other community resources and referral for same when appropriate, including crisis intervention
- Participation in self-evaluation and professional development
- Participation in on-going self-care practices to maintain solid work/life balance
- Registered Nurse with an active license to practice in the state.
- A minimum of two (2) years of home or community based health care experience within the past 5 years and a minimum of one (1) year psychiatric experience.
- Strong assessment skills and holistic health knowledge regarding addiction.
- Strong interpersonal and group communication skills.
Timekeeping & Punching:
- All non-exempt employees are required to use the timekeeping system to record their hours worked. Non-exempt employees are required to clock in/out for time off and other leave tracking purposes.
- Employees should clock in no sooner than five minutes before their schedule shift and clock out no later than five minutes after their scheduled shift. Additionally, employees are required to clock in/out for their designated lunch periods. The length of the lunch period should have the agreement of the employee’s manager. Lunch periods are unpaid time when employees are relieved of all duties.
- Waiver of the lunch period requires prior approval of the employee’s manager. Under no circumstance may the waiver of the lunch period result in overtime work.
- Should an employee miss an entry into the timekeeping system, the employee will notify their manager as soon possible for correction. Employees may not ask another employee to clock in/out for them.
- Accurate time reporting is a federal and state wage and hour requirement, and employees are required to comply. Failing to enter time into the timekeeping system in an accurate and timely manner is unacceptable job performance.
- Non-exempt employees are not permitted to work overtime or unscheduled time without prior authorization from their manager. This includes clocking in early, clocking out late, or working through the scheduled lunch period.