CQI Manager

The Continuous Quality Improvement Manager is a professional who actively supports the philosophy and mission of the agency and maintains a high level of commitment to program staff and consumers. They support and lead the CQI team in data entry, tracking and reporting for multi-faceted community-based programs serving mental health, chemically addicted, co-occurring adults in need of residential services.

The CQI Manager is in charge of developing, implementing, coordinating and administering all quality assurance and quality improvement functions. This is to ensure contractual compliance, regulations, policies, standards, and the provision of accessible, quality, and cost-effective services. The CQI Manager has oversight of the Client Information System - NetSmart, as well as oversight and coordination of CARF accreditation. Performs outcome measurement functions to ensure agency meets stated goals. Will work closely along side the Organizational Excellence/Compliance department at the Corporate office.

Requirements:

• Bachelor's degree required
• MPH degree preferred
• Minimum one year supervisory experience required
• 3 years (or more) experience in a health services agency conducting quality assurance and improvement functions
• Thorough knowledge of quality assurance and improvement practices and familiarity with outcome measurement and IT systems
• Excellent data analysis skills with excel, access or any other statistical package to analyze data
• Adequate computer, organizational, systems planning and management skills
• Basic knowledge of data management and systems preferred

Salary:

Starting at $65,000 annually

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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