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1 month ago
The CCBHC Data and Admin Specialist will become knowledgeable of the CCBHC model of care and assist with capturing, extracting, and reporting on data. The CCBHC Data and Admin Specialist will ensure data quality, accuracy, timeliness, integrity, completeness, and the efficiency and effectiveness of data collection and reporting processes. The CCBHC Data and Admin Specialist will work closely with the BI group, and CCBHC team Supervisor. Will attend and participate in team meetings, optimize all revenue/trigger service opportunities, and provide some administrative support to the CCBHC Team.
QUALIFICATIONS: Minimum of high school diploma or general education development (GED).Plus Minimum of 3 years of experience working with data entry, retrieval, and monitoring/reporting. – OR - (Preferred) An associate degree, preferably in a research-oriented social science, science, or business. Minimum of 2 year of experience in data entry, management and/or analysis. Experience with research and evaluation in behavioral health or as a research assistant is preferred. Knowledge is preferred of behavioral or primary healthcare.
This job is classified as a “safety-sensitive” position as defined by the Oklahoma Medical Marijuana and Patient Protection Act. Due to the “safety-sensitive” classification, an employee in this position would be subject to drug and alcohol testing, including random testing. Marijuana is one of the substances included in the drug panel screening. Possession of a medical marijuana license will not excuse you from the testing process or the consequences of testing positive for marijuana per the Family & Children’s Services Drug Free Workplace Policy, including possible revocation of a job offer or dismissal from employment.
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)
