Onboarding Ambassador - COPES

$57K annual salary

Complete benefit package

33 paid days off 1st year!

Position Responsibilities:

1. Become familiar with the NEW CCBHC model of care used throughout FCS clinical programs.

• Certified Community Behavioral Health Clinic (CCBHC) is intended to provide integrated, evidence-based, trauma-informed, recovery-oriented and person-and-family-centered care. The CCBHC offers the full array of CCBHC-required mental health, substance use disorder (SUD) and primary care screening services. At the cornerstone of CCBHC is care coordination and team based service delivery.

1. Assist in screening applicants on open requisitions

• Create a daily routine of checking for new applications.
• Based on supervisor position requirements, Screen resumes to determine which candidates meet the minimum requirements.
• Maintain an applicant tracking system, review applicants attached to open requisitions. Review applicants; schedule qualified applicants for interviews with program hiring staff.
• Work closely with Supervisor and respond timely to applicant inquiries regarding application status
• Conduct initial screening, which are then used to narrow the number of potential candidates who will be interviewed by the hiring manager.
• Set up interview appointments between the chosen candidates and the hiring manager.
• Perform in-person, telehealth, and phone interviews with candidates
• Make recommendations to hiring managers
• After interviews have taken place and the hiring manager expresses an interest to hire a candidate, coordinate the reference and background checks.
• Communicate with hiring supervisor regarding questions/status of job offers as applicable.

1. Serve as new employee mentor

• Serve as a subject matter expert to new hires; be a champion of best practices to aid their development to be a knowledgeable and productive member of the treatment team.

1. Create onboarding schedule for new hires to complete within onboarding timeframe.
2. Create a multi-tiered shadowing program for new hires

• New hire shadows multiple employees
• New hire shadows staff to understand everyone's role to ensure they know how to coordinate with team.
• Schedule multi-tiered Shadowing experience with multi-disciplinary team
• New hire shadows seasoned staff.
• New hire co-facilitates sessions with seasoned staff. New hire leads sessions with seasoned staff reverse shadowing.

1. Create a positive welcoming culture within department for new hires

• Create welcoming culture among current employees to welcome and include new team member in department life
• Make employees feel welcomed
• Help new employee integrate into team and meet all team members.
• Assist new employee with cohesive team integration
• Assist new employee to make connections with team members

1. Create a positive and welcoming new employee experience

• Promote a welcoming and positive new employee experience with welcome signs, lunch, cookies, etc. Let new hires know you are their mentor.
• Build relationships with newly hired employees
• Facilitate onboarding meetings and new hire orientations
• Ensure employees are given the resources and support they need during the onboarding experience
• Mentoring new hires throughout the onboarding process and support the development of resources and tools to enhance their experience.
• Successfully bring them aboard.

1. Immerse new employee in company culture.

• Promote diversity, equity, and inclusion with all new employees
• Attend the agency In-Reach trainings.
• Provide guidance to staff on departmental philosophy and agency culture.
• Work with program leadership to create and support engaging workplace culture and environment for all new department staff
• Solicit feedback from new employee on what our department can do to help new employees thrive.
• Facilitate successful employee engagement

1. Onboarding program: Orient new hires to the nuts and bolts of agency life

• Help new hire organize/calendar for successful completion of the onboarding experience
• Let new employee know the different roles the program ambassador will play in orienting new employees vs the supervisor or program director and chief orientation responsibilities.
• Ensure completion of new employee required paperwork i.e., supervisor check list, safety checklist. Etc.
• Ensure new employee equipment and technology is properly set up and delivered. Assist new hire to integrate into their surroundings, office decorations lamps, furniture issues, etc.
• Schedule a group lunch for new employee.
• Serve as good will program ambassador and share vital information about the ins and outs of the job, workplace norms, facility issues ie, safety, keys, security, office supplies, dress codes, work hours, work behavior, parking issues, elevator issues, organizational hierarchy, what friendly looks like at FCS. Workplace culture and environment for new staff.
• Provide tour of space and other floors. Make sure they know where bathrooms, mail room, copy room, file room, employee mailboxes, and other important places are located.
• Show them where IT help desk is located, and trouble shoot when you can.
• Explain how to use the communication portal if needed

1. Serve as the advisor to the new hire on how to use agency communication vehicles to feel connected and informed.

Communication vehicles

• Provide E tour of FCS Website
• Provide e- tour of staff connections
• Review use of SharePoint
• Review how to setup outlook for emails and schedule
• Review use of Microsoft teams.
• Review how to use agency phone
• Log in to VPN
• IT access person and phone
• Review mileage app
• Provide links to fcs social media channels
• Review newsletters
• Discuss internal email usage, texts, and team chat

1. Serve as new employee pipeline for numerous types of agency information

• Answer any questions about Human Resources matters including benefits and employee handbook
• Explain the organization chart and how functions are organized
• Review important policies and procedures
• Ensure successful completion of new employee electronic health record orientation, other professional training topics, and onboarding related questions
• Respond to general inquiries as they arise.
• Review mission, strategic plan, major goals of FCS and program goals
• Review ODMHSAS certification
• Review credentialing information to ensure new hire is credentialed within onboarding timeframe
• Review National accreditation
• Review risk management and PQI
• Review program specific brochures, videos, COA narratives

1. Serve as new employee pipeline for department and program information

• Review and answer any questions new hires may have about other orientation material received from other departments EHR<>
• Relevant PowerBI and other client data sets, each and mentor informal and formal rules of engagement, and tips on how to be prepared to excel in their job.
• Describe departmental philosophy and agency culture.
• Review information on client demographics, program videos, paperwork, documentation and all other program material.
• Review program specific electronic health record orientation review commonly used forms used in the program.

1. Evaluate and propose process improvements to onboarding and refresh manual biannually with other onboard specialists

• Regularly assess and recommend onboarding enhancements and changes to drive a better onboarding experience, retention, and engagement of new hires.
• Follow up with new employees to evaluate on-boarding experience and recommend ways to enhance the new hire onboarding programs and experience.
• Identify gaps and inefficiencies in the onboarding experience; develop and implement solutions that simplify, modernize, and excite the onboarding experience
• Provide recommendations to the onboarding committee for updates and additions to on-boarders manuals used across the agency

1. Ensure new hires receive all required onboard training from various departments and

• CCBHC orientation, IT, clinical orientation, EHR, DOC U, Clinical Orientation, Assessments, Diagnosis, Care Plans, Progress Notes, Collaborative Documentation, Group Work, and Suicide, Homicide, and Violence Risk Assessment, crisis response and management Primary Care and Behavioral Health Integration, care plans, Person and Family Centered and Evidence-Based/Trauma-Informed Care, Field Based Safety Training, Best Practices in Utilization of Family Support Providers and Peer Recovery, etc.
• Ensure new hires are effectively trained by clinical supervisor in their program models of care and EBT'S.
• Ensure training modules are completed before due dates by reminding and following up with staff.
• Provide support and guidance on implementing core CCBHC service delivery model

1. Instruct new hires how to effectively use Relias online training

• Educate staff on how to access Relias Learning and register for trainings.
• Ensure staff are enrolled and completing trainings and annual update training before due dates and expirations. [JG1]
• Ensure Relias Learning is completed before due dates by emailing and following up with staff.
• Perform compliance reports quarterly and provide results to supervisory personnel.
• Make recommendations to supervisor and training department for additions, changes or revisions to Relias courses for new hires.
• Ensure sufficient course offerings are scheduled to address on-going staff needs and program requirements.

1. Assist supervisors with program specific orientation and how program fits within the larger agency.

• Orient to program specific workflows, EHR forms, and documentation and all other program matters.
• Orient new hire to how program and clients served within program fit within the larger agency structure and continuum of care.
• Direct employee to review agency wide and program specific workflows, policies, and procedures

1. Miscellaneous and other training activities:

• Perform other program related duties and/or special projects as assigned.
• Provide assistance as needed to Director of Clinical Training for quarterly in-service training fairs.

EXPERIENCE:

• 1-3 years related experience preferred.
• Experience working with an applicant tracking system preferred (UltiPro Recruitment experience a plus).

CCBHC Model of Care

Family & Children's Services works to heal hurting and abused children, strengthen families, and provide hope and a path to recovery for those battling mental illness and addiction. You will be working in an innovative and dynamic environment using a new transformative model of care Certified Community Behavioral Health Clinic (CCBHC). This model is characterized by innovative, team-based approach and whole person care for adults and children with a range of complex mental health and substance use challenges.

Utilizing multi-disciplinary teams, staff work collaboratively to provide a coordinated effort to enhance client recovery. Robust CCBHC services often result in better client outcomes and quality of care due to:

1. Increased access to care and crisis services
2. Expanded traditional community mental health and substance use services.
3. Added Care Coordination and physical health screening for mental health clients
4. Greater access to Social Services for clients' economic and social needs
5. Increased specialized services for veterans, those most in need, and those impacted by the opioid crisis.

Drug Free Workplace Policy

This job is classified as a "safety-sensitive" position as defined by the Oklahoma Medical Marijuana and Patient Protection Act. Possession of a medical marijuana license will not exclude any applicant; however, all employees are subject to the Family & Children's Services Drug Free Workplace Policy.