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IDD Continuity of Care Coordinator

Company: Tri - County Behavioural Healthcare
Location: Conroe
Posted on: January 15, 2021

Job Description:

The IDD Continuity of Care Service Coordinator--works with families and individuals in transition from Intermediate Care Facilities (ICF) or placement to an alternate placement which may be a large or small Intermediate Care Facility or HCS group homes or host home. The COC Coordinator facilitates in; the enrollment to waiver programs, application of financial benefits, required state and agency documentation, data entry into the appropriate state database (TMHP or CARE), ensuring communication from families and agencies in the development of permanency planning for those under the age of 18 or 22 and meeting the timelines in meeting state compliance, facilitates in PASRR evaluations for those residing in or admitting into a nursing facility who may be diagnosed with an intellectual disability or mental illness, facilitates when needed in the intake process for those seeking non waiver services, and all duties as assigned.Minimum Requirements:* Requires a Bachelor's Degree from an accredited college or university with a major in Social, Behavioral, Criminal Justice, or Human Services.* Experience working with individuals diagnosed with a mental illness preferred. * Bilingual preferred.* Applicants must have a valid drivers license and be insurable through Tri-County.Effective January 1, 2016, all Tri-County Behavioral Healthcare campuses are smoke free. Payscale:$41,121/YrEmployee Benefits:http://www.tricountyservices.org/employee-benefitsNOTICE TO PROSPECTIVE EMPLOYEESTri-County is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. Tri-County is committed to Affirmative Action and has an Affirmative Action Plan.The Texas Health and Safety Code, Section 533.007, allows Tri-County to check conviction records on applicants. Tri-County completes background checks in accordance with Texas State Health and Safety Code, Chapters 250-253: Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud. Tri-County will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation.The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment: criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section 250.001, Local Government Code. Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process. Tri-County will also complete a driver's license check. All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals. All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation.Applicants who are selected for a position in the Criminal Justice/Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter.Applicants who have lived out of state for two or more years from the date of submission of this application must have a Federal background check by fingerprinting through the FBI if they are selected for a position.TRI-COUNTY'S POLICY OF DISPUTE RESOLUTIONConsistent with the laws of the State of Texas, and notwithstanding any provision in an Arbitration Agreement, Tri-County's personnel rules, or any other writing that does not expressly purport to modify this specific Employee's employment at-will status, Employee's employment with Tri-County, regardless of specific job assignment, is, and shall remain, employment at-will. Accordingly, Employee has, and will have, the right to resign from Center's employment at any time, with or without notice, and with or without cause. Similarly, Tri-County may terminate Employee's employment at any time, with or without notice, and with or without cause.An Arbitration Agreement is not intended to, and does not alter Employee's at-will employment status with Tri-County. Employee's at-will employment with Tri-County may only be modified by a separate written agreement that specifically states intent to make that specific change and is signed by Employee and Tri-County's Chief Executive Officer. Any controversy or dispute between Employee and Tri-County or any of its constituent members, employees, officers, agents, affiliates, or benefit plans, arising from or in any way related to Employee's employment by Tri-County, or the termination thereof, including but not limited to the construction or application of this Agreement, shall be resolved exclusively by final and binding single-person arbitration administered by the American Arbitration ("AAA") under its Employment Rules then applicable to the dispute as modified to limit any arbitration to 120 days and to limit discovery to two depositions per side, each no longer than three hours, and to preclude any written discovery beyond fifteen requests for production. Class and/or collective actions are waived and not permitted.Each Applicant must agree to arbitrate and to waive class and collective action participation and each Employee, without exception, must sign and agree to the termsof the Arbitration Agreement as a condition of employment with Tri-County.*Please print this page for a copy of this policy.POLICY ACKNOWLEDGEMENTI understand that, as a condition of my request that Tri-County consider my application and possibly hire me, I must agree to Tri-County's Policy of Dispute Resolution, which I understand requires that all disputes between applicants or employees and Tri-County, its constituent member entities, and/or its officials and/or employees must be resolved solely by arbitration, in accordance with Tri-County's Dispute Resolution Policy, a copy of which I have been provided with in this application and that such policy further requires I waive any right to participate in any class or collective action, either as representative or member and that, instead, I must resolve any dispute, as an applicant or employee, through a single-party arbitration under the specific terms and conditions set forth in Tri-County's Dispute Resolution Policy. I hereby acknowledge receipt of that Policy and agree to be bound by all of its terms in connection with the consideration of my application for employment and throughout my employment, including termination thereof, if I am hired.

Keywords: Tri - County Behavioural Healthcare, Conroe , IDD Continuity of Care Coordinator, Other , Conroe, Texas

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