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Care Manager job in Tucson at Sierra Tucson

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Care Manager at Sierra Tucson

Care Manager

Sierra Tucson Tucson, AZ Full Time
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PURPOSE STATEMENT:

Manage the client's/patient's/resident’s cases with a solid background of clinical knowledge and expertise and may be responsible for providing some therapeutic services to clients/patients/residents.

ESSENTIAL FUNCTIONS:

  • Provide case management and care coordination services for clients/patients/residents in the facility.
  • Responsible for coordinating continuum of care activities for assigned clients and ensuring optimum utilization of resources, service delivery, and compliance with external agencies and referral sources requirements.
  • Conduct various duties related to coordinating treatment and discharge activities, as needed.
  • Provide quality care through developing, implementing, managing and evaluating client/patient care plans.
  • Collect, correlate and provide clinical data to the treatment team.
  • May also correlate clinical data for business office as required.
  • Coordinate in a timely manner, issues or activities relevant to the treatment team.

OTHER FUNCTIONS:

  • Perform other functions and tasks as assigned.

EDUCATION/EXPERIENCE/SKILL REQUIREMENTS:

  • Bachelor’s degree in Social Work, Counseling or related human service field required.
  • One or more years’ experience working in a behavioral health setting preferred.
  • Previous experience with the patient population served by the facility preferred.
  • Previous experience in case management and/or utilization review preferred.

LICENSES/DESIGNATIONS/CERTIFICATIONS:

  • Current license required within the state the facility is operating in if required.
  • 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.

ADDITIONAL REGULATORY REQUIREMENTS:

Click here to enter text.

While this job description is intended to be an accurate reflection of the requirements of the job, management reserves the right to add or remove duties from particular jobs when circumstances
(e.g. emergencies, changes in workload, rush jobs or technological developments) dictate.

PHYSICAL REQUIREMENTS

 

 

 

Never/

Rarely

0%

Occas.

33%    of time

Freq.

45-66% of time

Contin.

67-100% of time

 LIFT/CARRY

1 to 10 lbs.

 11 to 20 lbs.

21 to 50 lbs.

51 to 75 lbs.

76 to 100 lbs.

 

PUSH/PULL

1 to 10 lbs.

 11 to 20 lbs.

21 to 50 lbs.

51 to 75 lbs.

76 to 100 lbs.

 

MOVEMENT

Bend/Stoop/Twist

Crouch/Squat

Kneel/Crawl

Reach Above Shoulders

Reach Below Shoulders

Repetitive Arm Use

Repetitive Wrist Use

Repetitive Hand Use

 

a)        Grasping

b)       Squeezing

Climb Stairs/Ladder

Uneven Walking Surface

Even Walking Surface

 

 

Never/

Rarely

0%

Occas.

33%    of time

Freq.

45-66% of time

Contin.

67-100% of time

EQUIPMENT USE & OPERATION

Motor Vehicles

Operate Foot Pedals

 

WORK WITH/NEAR

Machinery

Electricity

Power Tools

Impact Tools

Chemicals

Fumes

Heights

 

ENVIRONMENT

Indoors

Outdoors

Extreme Heat

Extreme Cold

Dusty

Excessive Noise

Other (explain)

Sit

Stand

Walk

 

 

 

 

 

VISION REQUIREMENTS

Depth Perception

Less than 20 Inches

Color Vision

Peripheral Vision

 

ADDITIONAL CONSIDERATIONS (including clarification of any of the above)

 

 

 

 

 

 

___________________________________________________________________________________________________________________

Disclaimer

The above statements are intended to describe the general nature and level of work being performed by people assigned to this position.  Additional duties and responsibilities may be required of the job holder based upon business needs and at the request of Facility.

 

 



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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