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Quality Improvement Managers are responsible for procedures related to the Individual Support Plan process for all participants served by the agency. They review the quality of services provided to individuals served, and documentation for compliance with internal and external standards and regulations.

Primary Duties

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

• Coordinate and participate in person-centered planning processes pertaining to Individual Support Plan (ISP) outcomes and support activities, based on individuals' desires, preferences, and choices; coordinate and monitor the quality and distribution of ISPs and quarterly progress reports. 30%

• Coordinate with program and administrative staff to assure current and accurate documentation of participant funding including SIS scores, entry of Waiver ISPs into WaMS, approval of Waiver services in WaMS, and CSB authorization forms; these responsibilities help to ensure accurate billing and reimbursement. 25%

• Coordinate and facilitate referrals, admissions, transfers, and discharges: participate in agency's outreach events and outreach events of community partners including occasional evening and weekend activities; schedule and conduct tours; schedule and facilitate assessments and participants' transitions; obtain and monitor intake and discharge documents. 20%

• Review, consult with staff, and provide feedback on individuals' progress, strategies, methodologies, and data collection to assure quality of services in the community as well as at program sites; monitor development and implementation of plans and protocols by behavior analysts, nurses, occupational therapists, physical therapists, speech/language pathologists. 15%

• Maintain and monitor the quality of participant records, in compliance with all applicable regulations. Current and closed participant records including ISPs, quarterly progress reviews, and daily documentation will be reviewed regularly for accuracy, completeness and timeliness of entry. Develop and conduct staff trainings on documentation standards. 10%

Additional Responsibilities

• Serve as member of the Records Review Committee.

• Supervise and facilitate preparation of participant records for external reviewers; serve as liaison with external reviewers during on-site reviews.

• Participate in meetings as assigned; represent the agency during outreach and other events.

• Perform site-specific duties as assigned; i.e. ROD completion, IEE reviews.

• Perform other responsibilities as assigned.

Qualifications: Education, Experience, and Certification(s)

• Required: Bachelor's degree in a related field

• Preferred: Master's degree in related field.

• Required: Three years of work experience in the field of developmental disabilities.

• Must obtain training in Root Cause Analysis and maintain any required credentials related to DBHDS Serious Incident Reporting.

• Must pass the State of Virginia Department of Behavioral Health and Developmental Services (DBHDS) fingerprinting and criminal background check.

• Must pass the ODD (Orientation to Developmental Disabilities) assessment and competencies.

Knowledge, Skills, and Abilities

• An individual who can relate well to people at all levels of an organization.

• Proficiency in Microsoft Office skills, and the ability to become familiar with corporate specificprograms and software.

• Ability to solve practical problems andadapt to new information and guidance quickly.

• Excellent verbaland writtencommunication skills.

• Detail-oriented and able to carry out work with the highest levels of accuracy.

• Ability to work independently and as part of a team.

• Knowledge of behavior intervention principles.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is required to sit, talk, and hear. The employee will need to walk within an office setting. The employee may occasionally lift or move office products and supplies, up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet.

What We Offer - for Benefit Eligible Employees May Include:

Because ServiceSource hires the best people, we work hard to provide benefits that make their lives better, so we offer a comprehensive benefit program which features:

• Health coverage for you and your family through Medical, Dental, and Vision plans.

• Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance.

• A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution.

• Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars.

• To help you manage your work and life needs, we offer an Employee Assistance Program, Wellness Program, and Tuition Assistance.

• A generous paid time-off program in which the benefits increase based on your tenure with the company.

We are an Equal Employment Opportunity Employer, making employment decisions without regard to a person's race, color, religion, sex (including pregnancy, sexual orientation, gender identity and transgender status), national origin, age (40 or older), veteran status, disability, or any other protected class. We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

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