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Hospice RN Case Manager
4 months ago
Completes an initial, comprehensive, and ongoing assessment of patient and family to determine hospice needs. Provides a complete physical assessment and history of current and previous illness.
Collaborates with physicians, other health care professionals, clients, and families in developing a comprehensive coordinated plan of care.
Develops plan of care which includes objective goals for patient improvement in health and functional status. Evaluates plan of care on continuous basis, update physician and other therapies of changes in patient status and need for revision of plan of care.
Ensures that physician orders are communicated to the agency's staff with accuracy and thoroughness and understanding.
Initiates case conferences to discuss multidisciplinary team responsibilities, client progress, plans for continued care, new problems, etc.
Promotes personal safety and a safe environment for clients and co-workers.
Other duties as assigned. Registered Nurse Case Manager Minimum Required Qualifications: Graduate of an accredited school of professional nursing.
One to two years nursing experience in post-acute care setting
Must be licensed as a Registered Nurse within the state in which working and must maintain licensure.
CPR certified
Ability to communicate effectively both verbal and written
Ability to follow all safety rules, regulations, policies and procedures of the facility including but not limited to: Vulnerable Adult and Abuse Policy, HIPAA, Resident's Bill of Rights, Universal Precaution, AWAIR, OSHA, Right to know, SDS, ADA, HUD Policy and Procedures, Fair Housing laws and regulations Preferred Qualifications: BSN or RN with CHPN credential
Previous management experience
One to two years in Medicare Hospice experience Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities 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)
