Manager - Quality Management

Belmont Behavioral Health System is seeking a dedicated and experienced Quality Manager responsible for regulatory compliance and managing performance improvement activities for the health system. The ideal candidate will have a strong background in quality assurance and project management with a foundational understanding of The Joint Commission accreditation and regulatory audits. This role will report to the Director of Quality and Regulatory Affairs.

ESSENTIAL FUNCTIONS :

• Provide oversight of quality data collection, monitoring, analysis and reporting.
• Monitor and analyze QM data for review by facility management. Submit data to external agencies as required.
• Assist in annual preparation and evaluation of the facility Quality plan.
• Complete QM projects and incorporates the results into patient care improvements.
• Manage facility compliance with policies and applicable standards as required by regulatory / accrediting bodies.
• Submit monthly scorecard data to Acadia corporate office.
• Assist in investigation and root cause analyses into all serious and / or sentinel events.
• Provide staff management to including hiring, development, training, performance management and communication to ensure effective and efficient department operation.
• Manage customer satisfaction surveying.
• Collaborate with Risk Management regarding incidents and complaints including investigation, data gathering and data / situational analyses.
• Collaborate with Risk Management to align and implement strategic goals or the facility with corporate and regulatory goals.
• Prepare monthly and quarterly reports as required.
• Maintain complete confidentiality in all patient / program matters in accordance with facility policy.

EDUCATION / EXPERIENCE / SKILL REQUIREMENTS :

LICENSES / DESIGNATIONS / CERTIFICATIONS :

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)