Clinical Social Work Supervisor II - Behavioral Health Quality Assurance Coordinator (Personal Services)

Salary Range: $86,869.08 - $112,450.80 annually

SUMMARY

Housing for Health (HFH) is a program office within Health Services Administration, a division under the Los Angeles County Department of Health Services (DHS).  HFH was created and put into implementation in support of the Los Angeles County Homeless Initiative recommendations in response to and in support of the County's effort to address and combat homelessness in the communities residing within Los Angeles County.  Our organization follows a hybrid work structure where employees work both remotely and from the office, as needed.  

The Housing for Health (HFH) Behavioral Health (BH) Quality Assurance Coordinator (QAC) under the direction of the HFH Social Work Chief will lead efforts to ensure the practice of high-quality, evidence-based behavioral health programming across HFH and design/implement/evaluation continuous quality improvement (CQI) initiatives to ensure that key performance metrics for the HFH BH program are met. The HFH BH QAC will engage with HFH DHS employees and contracted staff in various HFH programs, including the street-based outreach and engagement teams, the mobile clinics, the interim housing teams, the permanent supportive housing teams, the enriched residential care teams, and the STAR clinic. This role will include research and implementation of best practices within behavioral programs for front-line and contracted staff. The BH Quality Assurance Coordinator will help lead efforts to design, test and implement BH-focused interventions that are trauma-informed, patient-centered, and support client resilience and functional recovery.   

The BH Quality Assurance Coordinator will help train staff in how to deliver these best practice interventions and then oversee the evaluation of these interventions to ensure quality. 

ESSENTIAL FUNCTIONS

• Identify best practices for HFH programming to PEH with behavioral health issues  
• Develop policies and protocols to enact best practices among staff delivering behavioral health interventions to PEH  
• Develop trainings and work force development standards for staff delivering BH services to PEH and participate in training efforts among HFH staff 
• Assist in the development of key performance indicators for BH services  
• Develop and implement data collection and analytic plans to determine if KPIs are being achieved  
• Use data to inform continuous quality improvement initiatives to enhance process and outcomes metrics in the BH program 
• Assist in development of strategies and trainings to address gaps in performance and improve services.  
• Keep updated and informed on internal and external policies, evidence-based practices, and requirements and regulations that impact delivery of high quality- behavioral health services to PEH. 
• Advise BH staff regarding program, procedural, and legislative changes, the availability and effectiveness of community resources, and publications and research in the field. 
• Work closely with internal and external key stakeholders (e.g. other county agencies, DHS behavioral health leaders, HFH medical teams, community partners) to ensure an integrated and mutually beneficial BH program 
• Confer and consult with these stakeholders and other dept to maximize delivery of high quality BH services to patients and clients.   
• Assist with developing systematic solutions to challenges identified by front line staff and other key stakeholders. 

NON-ESSENTIAL FUNCTIONS

• Participate in team huddles, case conferences, and multidisciplinary team meetings, as needed.
• Participate in performance/quality improvement (PI/QI) activities.
• Share knowledge and effective practices with HFH staff 

JOB QUALIFICATIONS

Education/Experience

• A Master's Degree in Social Work from a graduate school accredited by the Council on Social Work Education followed by four years of clinical social work experience, including at least one year providing professional clinical social work services to patients and families in a hospital, clinic or community based health care setting.

Certificates/Licenses/Clearances

•  An active and valid license as a Licensed Clinical Social Worker issued by the California Board of Behavioral Sciences.  

• A valid California Class C Driver License or the ability to utilize an alternative method of transportation when needed to carry out job-related essential functions.
• Successful clearing through the Live Scan process with the County of Los Angeles.

Other Skills, Knowledge, and Abilities

• Excellent interpersonal and customer service skills. 
• Excellent verbal and written communication skills. 
• Excellent organizational skills and attention to detail. 
• Excellent time management skills with a proven ability to meet deadlines. 
• Strong analytical and problem-solving skills. 
• Strong supervisory and leadership skills. 
• Proficient with Microsoft Office Suite or related software

PHYSICAL DEMANDS

Stand: Frequently

Walk: Frequently

Sit: Frequently

Reach Outward: Occasionally

Reach Above Shoulder: Occasionally

Climb, Crawl, Kneel, Bend: Occasionally

Lift / Carry: Occasionally - Up to 15 lbs

Push/Pull: Occasionally - Up to 15 lbs

See: Constantly

Taste/ Smell: Not Applicable

Not Applicable = Not required for essential functions

Occasionally = (0 - 2 hrs/day)

Frequently = (2 - 5 hrs/day)

Constantly = (5+ hrs/day)

WORK ENVIRONMENT

General Office Setting, Indoors Temperature Controlled

EEOC STATEMENT

It is the policy of Heluna Health to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information or any other protected characteristic under applicable law.

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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