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Team Leader Quality Assurance

2 months ago

Chicago, United States Thresholds Full time

The Team Leader, CCMTP Quality Assurance & Care Coordination (QACC) is a part of the management structure of the Thresholds Comprehensive Class Member Transition Program as a part of the Illinois Williams and Colbert Consent Decrees. The CCMTP QACC Team Leader reports to the Program Director, CCMTP and is responsible for the direct supervision of the QACC Team in order to ensure quality service delivery to members and quality support to Thresholds treatment teams, functioning as the senior clinician or "player coach" of the team.

The Thresholds Quality Assurance and Care Coordination Team serves as the point of accountability, data collection and quality management for Thresholds. Utilizing CCMTP transition checklists, the team tracks and coordinates all facets of Class Member care and navigation throughout the CCMTP. The QACC team provides ongoing internal oversight and support to Intake and Access, Transition Teams, Nurse Care Coordination and Community Support Treatment teams before, during and after the transition of members from Specialized Mental Health Rehabilitation Facilities (SMHRFs), and skilled nursing facilities to the community. The focus of the QACC team is on service delivery, service efficacy, and member satisfaction and outcomes. The QACC team ensures that funder expectations are being met in service delivery and are available to identify areas of need and offer support, guidance and deliver hands-on training for improvement.

The QACC serves as the liaison between the agency, Illinois Department of Human Services (IDHS) and subsidy administrators within the CCMTP. The QACC spearheads the development of the class member's transition plan (Comprehensive Service Plan) and coordinates with all internal and external parties involved in the member's transition from the institutional setting and into the community setting. The QACC monitors service delivery and outcomes by maintaining frequent contact with the community service providers, the Thresholds treatment teams, subsidy administrators and direct contact with the members. The QACC team is responsible for the reporting of class member transition status and outcomes to all parties involved.

In addition to these tasks of the QACC, the Team Leader trains and supervises the QACC Team. The QACC Team Leader guides the QACC Team in the creation of trainings and materials as policies, procedures and best practices change within the CCMTP. The Team Leader is responsible for ensuring that this information is distributed agency-wide. The Team Leader facilitates regular and ongoing CCMTP trainings to the QACC team, intake team, transition teams and community support teams. The Team Leader works in close collaboration with the Program Director and Vice President to oversee CCMTP processes and reporting to IDHS.

ESSENTIAL DUTIES & RESPONSIBILITIES
•Responsible for the supervision, productivity and coaching of the QACC team.
•Ensures that the QACC team functions optimally in order to meet expectations of the Comprehensive Class Member Transition Program and Front Door Diversion Program.
•Manages the caseload of the QACC team.
•Reviews the clinical documentation and IDHS document submissions of the QACC team.
•Responds and follows up on various weekly CCMTP compliance reports and team deadlines.
•Leads the weekly CCMTP Pipeline meetings with the QACC team and CCMTP transition teams.
•Identifies CCMTP areas for improvement and in collaboration with the Program Director and Senior Director and develops actions plans.
•Makes recommendations regarding additional training needed for staff. Provides direct hands-on training.
•Attends leadership trainings and works with the Program Director to enhance leadership skills to best support and guide the team.
•Advises direct service staff regarding appropriate responses to members' needs.
•Provides accurate and timely information to superiors on all topics and issues related to the operation of the agency and the wellbeing of its staff and members.
•Helps to establish and implement best practice protocols in the CCMTP.
•Develops and updates needed templates/forms in collaboration with CCMTP Program Director.
•Keeps all forms and documents updated on the company J drive.
•Works to maintain the CCMTP training manuals for Transition Teams and the QACC team in collaboration with Program Director.
•Plans, organizes and leads quarterly refresher trainings for teams and Team Leaders.
•Plans, organizes and leads monthly refresher trainings for the CCMTP Teams.
•Responsible for sending out weekly emails with CCMTP Implementation tips and reminders to implementation team.
•Participates in pipeline and projection calls with the state and completes needed follow up in collaboration with the Program Director.
•Participates in Critical Case Review Panel calls with the state and completes needed follow up in collaboration with the Program Director.
•Model effective communication within the team for a multi-disciplinary approach to member care.
•Assist with building positive rapport and effective communication with facility staff, Managed Care Organizations, subsidy providers, UIC-College of Nursing, and Illinois Department of Human Services to support comprehensive, quality care.
•Assess team's morale and continue to work towards keeping employee and team culture positive.
•Assist with onboarding new employees and ongoing training to provide quality services to clients. Assist in program and organizational trainings as needed
•Other duties as assigned.

MARGINAL DUTIES & RESPONSIBILITIES
•May be required to participate in crisis intervention when necessary.
•May be required to attend various trainings developed by funders.
•May be required to supervise graduate students at the request of Program Directors or other supervisors as appropriate.
•May be required to provide other clinical services as needed to facilitate the quality of services across programs.

EDUCATION
•Must meet Office of Mental Health standards as a Licensed Practitioner of the Healing Arts (LPHA).
•Licensed clinical social worker, licensed clinical professional counselor, a licensed physician or registered nurse with one year of mental health experience, or a registered occupational therapist.

EXPERIENCE
•Five (5) years of prior direct clinical experience preferred.
•Demonstrated management experience at an appropriate senior level, including establishing, leading and managing large teams and resources.
•Excellent planning, organizing and team-building skills.
•Ability to work effectively with staff at all levels of the organization.
•Ability to function in a computer oriented office, including working knowledge of pertinent software.
•Experience at working both independently and in a team-oriented, collaborative environment.

•Ability to adapt and be efficient to a hybrid remote/office model. May need to travel to various office locations.
•Demonstrated proficiency in the use of e-mail, data reporting, record keeping and MS Office applications.
•Experience with Microsoft Excel strongly preferred.
•Experience with Microsoft Access strongly preferred.

SKILLS/CERTIFICATIONS
•LSCW, LCPC required

What Sets Us Apart

  • Competitive pay:
    • Base Rate - $70,900.00 Annual Salary
    • Subject to increase based on experience.
  • Generous PTO (9 federal holidays, 8 days of sick leave, 15 vacation, 3 personal days)
  • 4 medical insurance plans, dental insurance, vision insurance
  • 403(b) retirement plan with 3% employer match
  • Robust employee assistance program (EAP)
  • Mileage reimbursement
  • Cell phone reimbursement (up to $50 per month)
  • Public service loan forgiveness
  • Supervision for clinical licensure at no cost (LSW, LCSW, LPC, LCPC)
  • Reimbursement for professional licensure and license renewal
  • Free CEUs


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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)