Mobile Assessment Manager

5 months ago

Memphis, United States Acadia Healthcare Full time
ESSENTIAL FUNCTIONS:

  • Collects and analyzes quality and operational metrics. Develops and oversees performance improvement plan.
  • Oversee the daily referral, intake, admissions and preauthorization process for incoming patients.
  • Organize, plan and direct work assignments for mobile assessment staff.
  • Provide staff management to including hiring, development, training, performance management and communication to ensure effective and efficient department operation.
  • Supervise and monitor personnel adherence to established service line processes and ensures appropriate patient care and placements.
  • Act as an intermediary on difficult cases, keep leadership team informed of the status of problematic situations.
  • Maintain knowledge of client account requirements.
  • Ensure that FTE utilization in mobile assessment falls within fiscal guidelines, but also ensures patient safety and mobile assessment efficiencies.
  • Provide staff management to include hiring, development, training, performance management and communication to ensure effective and efficient department operation.
  • Demonstrate a positive, empathetic and professional attitude towards customers always.When patient needs are not met, acknowledge and work to resolve complaints.Recognize that patient safety is a top priority.
  • Actively manages schedules and dispatches staff accordingly.
EDUCATION/EXPERIENCE/SKILL REQUIREMENTS:
  • Master's degree in a related behavioral health field required. Licensure required, LPC LCSW
  • Experience in management and crisis intervention preferred.
LICENSES/DESIGNATIONS/CERTIFICATIONS:
  • CPR and de-escalation/restraint certification required (training available upon hire and offered by facility).
  • First aid may be required based on state or facility.
  • Maintain all other certifications as required by client.


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)

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