What are the responsibilities and job description for the CLINICAL CASE MANAGER (CCM) position at Eisenhower Center?
Job Description
The Clinical Case Management Coordinator will be licensed as an LLBSW, LBSW, LLMSW, LMSW, LPC or MLP. (S)he will be responsible for ensuring that our residents and their external team are informed of programming, status and progress in habilitation at Eisenhower Center. In addition, will assist in disseminating feedback from the resident and external team to Eisenhower Center while developing and implementing action plans to address concerns. The Clinical Case Management Coordinator will also serve as a counselor, where necessary, for residents not on their clinical case management caseload.
Role and Responsibilities
Case Coordination :
- Schedule, facilitate and lead blue print meetings, IPOS meetings, team conferences and other clinical meetings
- Training of habilitation staff on IPOS goals and any changes that may occur
- Make weekly contact with residents to ensure that habilitation needs are being addressed.
- Ensure compliance with documentation for all assigned residents
- Ensure that all PCE requirements are met for service authorization
- Facilitate appointments for residents for external medical needs
- Maintain communication for all external and internal members of the resident's team (i.e. guardians, external case managers, conservators, etc..)
- Discharge planning / coordination
- Participate in the Lethality on Call (LOC) phone rotation
Counseling :
Service Requirements :
Documentation and Reporting :
Ethics :
Other Duties as Assigned :
Qualifications and Education Requirements
Preferred Skills
Additional Notes
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)
