TELECARE CORPORATION
LVN/LPT SUPERVISOR- LA CASA PHF
Founded in 1965, Telecare is a rapidly growing mental health care company dedicated to making a difference for our clients, the community, and our employees. We offer an array of mental health services to adults with serious mental illness. We partner with public sector entities and behavioral health organizations and have over 155 programs and over 4,300 employees across the country. And we 're growing all the time! When you work at Telecare, you help to empower thousands of individuals every day in their journeys of recovery.
As part of the Telecare Family, La Casa Psychiatric Health Facility (PHF) is a 16-bed facility providing acute psychiatric treatment to adults 18 and older.
Employment Status: On-Call
Shift: Varies as needed
Days: Varies as needed
STATEMENT OF PURPOSE
We exist to help people with mental impairments realize their full potential.
MISSION STATEMENT
Telecare will deliver and manage excellent services and systems of care for persons
with serious mental illness.
POSITION OBJECTIVE
The LVN/LPT Supervisor provides supervision to Mental Health Workers in the assigned area; including: hiring, evaluating, scheduling, assigning duties, and overall coordination of resident care.
QUALIFICATIONS
Two (2) years of experience in psychiatric nursing in a skilled nursing facility or acute care setting is preferred. leadership experience is preferred. Graduation from a Vocational Nursing/Psychiatric Technician program, current licensure and a valid CPR Certificate are also required. Necessary skills include an understanding of psychiatric illness and treatment, knowledge of psychotropic medications, an understanding of behavior management and knowledge of the laws and regulations governing the delivery of long term (and short term when appropriate) mental health services in the State of California. Applicant must be finger printed and receive clearance from Criminal Justice Department.
KEY RESULT AREAS
MISSION, VALUES AND BELIEFS
QUALITY AND QUANTITY OF WORK
TEAM MEMBER PARTICIPATION
ASSESSMENT
JUDGMENT, DECISION MAKING AND INITIATIVE
RELATIONSHIPS WITH OTHERS
QUALITY IMPROVEMENT
CUSTOMER AND COMMUNITY RELATIONS
PLANNING AND TIME UTILIZATION
ATTENDANCE AND RELIABILITY
PROFESSIONAL DEVELOPMENT
PHYSICAL REQUIREMENTS
Duties and responsibilities may be added, deleted and/or changed at the discretion of management.
POSITION PHYSICAL REQUIREMENTS
ACTIVITY
(Hours per day)
NEVER
0 hours
OCCASIONALLY
up to 3 hours
FREQUENTLY 3-6 HOURS
CONSTANTLY 6-8+ HOURS
Sitting
X
Walking
X
Standing
X
Bending (neck)
X
Bending (waist)
X
Squatting
X
Climbing
X
Kneeling
X
Crawling
X
Twisting (neck)
X
Twisting (waist)
X
Hand Use: Dominant hand Right--- Left---
Is repetitive use of hand required?
X
Simple Grasping (right hand)
X
Simple Grasping (left hand)
X
Power Grasping (right hand)
X
Power Grasping (left hand)
X
Fine Manipulation (right hand)
X
Fine Manipulation (left hand)
X
Pushing & Pulling (right hand)
X
Pushing and Pulling (left hand)
X
Reaching (above shoulder level)
X
Reaching (below shoulder level)
X
LIFTING
CARRYING
Never 0 hrs.
Occasionally unto 3 hrs.
Frequently 3-6hrs.
Constantly 6 - 8+ hrs.
Never
0 hrs.
Occasionally up to 3 hrs.
Frequently 3 -6 hrs.
Constantly 6-8+ hrs.
0-10 lbs.
X
X
11-25 lbs.
X
X
26-50 lbs.
X
X
51-75 lbs.
X
X
76-100 lbs.
X
X
100+ lbs.
X
X
OTHER JOB REQUIREMENTS:
YES
NO
a.
Driving cars, trucks, forklifts, and other equipment?
X
b.
Working around equipment and machinery?
X
C.
Walking on uneven ground?
X
d.
Exposure to excessive noise?
X
e.
Exposure to extremes of temperature, humidity or wetness?
X
f.
Exposure to dust, gas, fumes, or chemicals?
X
g.
Working at heights?
X
h.
Operation of foot controls or repetitive foot movement?
X
I.
Use of special visual or auditory protective equipment?
X
j.
Working with bio-hazards such as: blood borne pathogens, sewage, hospital waste, etc.
X
EOE AA M/F/V/Disability
Equal Opportunity Employer Description
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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. 41 CFR 60-1.35(c)
Thank you
Thank you
Thank you
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.
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