What are the responsibilities and job description for the PRN Activity Coordinator position at Covington Behavioral Health?
ESSENTIAL FUNCTIONS:
Obtain information from medical records, medical staff, family members or patients themselves to assess patient capabilities, needs and interests.
Plan, organize, direct and participate in treatment programs and activities to facility patient rehabilitation.
Plan and implement expressive therapy, leisure and social activities for patients to ensure that their needs are addressed.
Conduct sessions to improve patient mental and physical well-being, instruct patients in activities and techniques, such are sports, dance, music, art or relaxation techniques designed to meet their specific needs.
Assess patient needs through observations, medical records, tests and discussions with other healthcare professionals, patient family and patient.
Create treatment plans and programs that meet patient needs and interests.
Plan and implement interventions to prevent harm to a patient.
Engage patients in therapeutic activities, such as exercise, games and community outings.
Help patients learn social skills needed to become or remain independent.
OTHER FUNCTIONS:
Perform other functions and tasks as assigned.
EDUCATION/EXPERIENCE/SKILL REQUIREMENTS:
Bachelor's degree in Recreational Therapy or other recreation-based field which may be approved for national certification in their area of expertise. Master's degree preferred in some facilities, based on state requirements. Previous experience in recreation in a healthcare setting is preferred.
LICENSES/DESIGNATIONS/CERTIFICATIONS:
First Aid, CPR, de-escalation and restraint certification required (training available upon hire and offered by facility).
CMS regulated facility so you must be able to show proof of Covid vaccination or get a medical or religious exemption approved.
Licenses & Certifications
Preferred- Cert Recreational Thera
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)
