POSITION DESCRIPTION FORM

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1 New Position Existing Position, Currently Filled Existing Position, Vacant Position Number: Present Classification Title of Position: Usual Working Title of Position: MH/SA Care Coordination Supervisor Requested Classification of Position: Current Department: MH/SA Care Coordination Location: Fayetteville, NC Work Schedule: Name of Immediate Supervisor: Supervisor s Position: Name of Employee: I. PRIMARY PURPOSE OF DEPARTMENT This department provides overall coordination and oversight of teams of clinicians focused on a specified consumers of MH and SA services. The department is the primary contact for other community systems who work in partnership to support the identified population. Position will assist with program development, consultation, resource management, coordination of other services and agencies to best meet the needs of the persons served. The department is responsible for linking individuals and families with special health care needs to services and supports in an effort to maximize potential outcomes, decrease the unnecessary use of emergency services and ensure quality care. II. PRIMARY PURPOSE OF POSITION The primary purpose of this position is to provide for the supervision of Mental Health/Substance Abuse (MH/SA) Care Coordination services throughout the Managed Care Organization (MCO) catchment area including the supervision of MH/SA care coordinators and other personnel as assigned by higher authority. Position acts as the primary contact for other community systems who work in partnership to support the identified population. Position will assist with program development, consultation, resource management, coordination of other services and agencies to best meet the needs of the persons served. Page 1 of 5

2 III. DESCRIPTION OF RESPONSIBILITIES AND DUTIES Assure that the activities of the MH/SA Care Coordination Department are properly and professionally documented; Assure adherence to agency and departmental policies and procedures to facilitate the functioning of the MH/SA Care Coordination Unit and compliance with agency, state and federal regulations; Participate in local, regional, and state meetings as required Assure care coordination activities are focused towards special health care populations as identified in the NC DMA/DMH contract; Promote efficient and person-centered care coordination in compliance with all waiver requirements; Maintain working relationships with providers, community agencies, professionals and other stakeholders; Monitor trends and identify opportunities for enhancements in service utilization and implementation throughout the MCO catchment area; Provide oversight of case record reviews required by the Quality Management department; Participate in recruiting and the hiring of departmental staff; Participate in all related management and clinical team meetings as required; Develop and/or assist in the development of policies and procedures pertaining to the implementation and sustainability of the MH/SA system of services; Maintain accessible and close working relationships with all applicable department heads and decision makers to develop a more coordinated and streamlined service delivery system for individuals and families throughout the service area; Analyze and monitor community capacity for service needs, service gaps, and the implementation of evidence based/best practices. Provide supervision to assigned MH/SA employees by observing and monitoring their work activities and reviewing documentation. Provide coaching to improve employee performance (as necessary) and assist in the hiring, training, motivating, evaluating, and disciplining of employees. Oversee the establishment of a system-wide approach to improving the quality and accessibility of services and supports for high risk citizens throughout the catchment area. Page 2 of 5

3 Duties, continued: Partnership with community stakeholders to assess opportunities and barriers and achieve a seamless and coordinated service delivery system; Interview, make hiring recommendations, and provide disciplinary and termination recommendations for MH/SA Department employees; Assure that care coordination employees are efficient and effective in delivering services and supports to consumers and families. IV. KNOWLEDGES, SKILLS, AND ABILITIES A high level of diplomacy and discretion is required to effectively negotiate and resolve issues with minimal assistance. This will require exceptional interpersonal skills, highly effective communication ability, and the ability to make prompt independent decisions based upon relevant facts. Problem solving, negotiation, arbitration, and conflict resolution skills are essential to balance the needs of both internal and external customers. Must be highly skilled at assuring that both long and short range goals and needs of the individual are addressed and updated, while also assuring through monitoring activities that service implementation is occurring appropriately. The Manager of MH/SA Care Coordination must exhibit an extensive understanding of the Diagnostic and Statistical Manual of Mental Disorders (current version) and have considerable knowledge of the MH/SA/DD service array provided through the network of the Applicant s providers. Additional knowledge in the Applicant s implementation of the 1915 (b/c) waivers and national accreditation is essential. The supervisor must be detail-oriented, able to organize extensive amounts of clinical data, multiple tasks and priorities, and to effectively manage projects from start to finish. Work activities quickly change according to mandated changes and changing priorities within the department. The Manager must be able to change the focus of his/her activities to meet changing priorities. Employee must exercise initiative in accessing information, sound judgment in the interpretation of the information as well as demonstrate extensive analytical and evaluative skills to interpret, adapt, apply and propose solutions to address issues and specific consumer needs and situations. Employee must stay current with research and best practice development in clinical practice, UM/UR and other related areas The employee must have knowledge of, but not limited to, the following materials and have the ability to access appropriate materials and information needed to perform duties. LME standards or procedures, NC Division IPRS Target populations and Service Array Medicaid and Innovations Service Array Page 3 of 5

4 Knowledge, Skills and Abilities, continued: Federal laws, including Substance Abuse and the HIPAA Privacy laws, and ICD-9-CM and DSM-IV Coding Manual. 1915(b) and Innovations Waivers URAC standards and regulations V. LICENSE OR CERTIFICATION REQUIRED BY STATUTE OR REGULATION: Licensure as a Licensed Clinical Social Worker; Licensed Professional Counselor; Licensed Psychological Associate; Licensed Psychologist; Licensed Marriage and Family Therapist nor Licensed Addictions Specialist is required VI. MINIMUM EDUCATION AND EXPERIENCE REQUIRED Is the minimum Education and Experience set by statute, regulation, or contract? Yes No Requires a Master s Degree in a psychology, social work, counseling, or related field and valid professional licensure with a minimum of three years post licensure experience, one of which was in a supervisory, administrative, lead or management position. VII. OTHER POSITION CHARACTERISTICS Driver License required for position? Yes No What parts of the job are hazardous, uncomfortable, or disagreeable? Travel over a state wide area may be required. Employee must be able to work flexible hours if needed and to respond to consumers or staff after hours. Frequent deadlines sometimes unexpected are sources of stress. This position is subject to inside environmental conditions, except when traveling employee may be subject to various traffic conditions. What authority does this position have to represent or make decision on behalf of Alliance Behavioral Healthcare? The manager represents the agency in various settings with providers, service recipients and family members. In addition to supervisor decisions, clinical decisions are made based on sound clinical judgment and experience. VIII. SUPERVISORY POSITIONS What is the total number of employees that report to this position? 12 FTE List the positions that report DIRECTLY to this position: Page 4 of 5

5 Hospital Liaison (1) MH/SA Care Coordinator CCNC (1) MH/SA Care Coordinators (10) Are you responsible for more than one work shift? Yes No Explain the nature and staffing patterns of these shifts: While shifts are not scheduled, nature of work may require supervisor to be available after routine office hours. What type of decisions can this supervisor make? After completing interviews, supervisor makes recommendations for employment of applicants. Approve staff training, leave, and flexed work schedule. Performance reviews, work plan (development and monitoring); corrective actions plans and disciplinary action decisions are made as needed. Request purchases for the department Assignment of equipment or requests for equipment. Office space assignments (within department) Approval of time sheets, travel reimbursement requests Please note that this job description should not be construed as an implied employment contract. It is not all inclusive and does not preclude management from altering duties to meet agency needs. Any questions regarding this job description should be forwarded to your immediate supervisor. IX. Supervisor s Certification of Completion: I certify that this position description provides a complete and accurate description of duties and responsibilities associated with the position. Supervisor s Signature X. Department Head s Certification: I certify that this position description is complete and accurate except as noted, and that such differences have been clarified with the supervisor: Department Head Signature XI. Area Director Certification: I certify that this is an authorized, official job description of the subject position. Area Director Signature Page 5 of 5