Administrator of Crisis Services

The Administrator of Crisis Services will oversee Crisis On-Call systems, Mobile Crisis Outreach Team program, Crisis & Access program, Continuity of Care, and Utilization Review programs. This duties for this position duties will include the following:

  • Audit and Monitor Performance Contract Compliance in the areas covered by HHSC contract for crisis services and continuity of care
  • Perform liaison duties as needed for the peace officer contract and the maintenance of positive relationships with other community organizations
  • Serves as court liaison and ensures mental health warrants are complete and submitted within required timeframes for individuals that are imminent risk.
  • Assists with training development and education for CAS, MCOT, and COC staff
  • Assists with monitoring staff documentation and quality of care
  • Responsible for actively monitoring all clients in Tri-County funded beds at psychiatric hospitals, including conducting utilization reviews, approving additional bed-days, requesting peer reviews, and traveling to contract hospitals as needed to assess clients face-to-face
  • Responsible for the duties of the Coordinator of Residential Treatment Center Project
  • Coordinates with Tri-County's Child and Youth program staff to monitor, review and provide services to the youth and family who have been referred to the Residential Treatment Center Project, as needed, to comply with HHS contract compliance.



What's in it for you:

  • Competitive Base Compensation
  • We're a Federal Student Loan Forgiveness qualified employer!
  • Live in Liberty County/Kingwood/New Caney/Porter/Atascocita/Humble areas and avoid commuter traffic.
  • Awesome Benefits
    • Medical, Dental, Vision, Short-Term Disability, Company-paid Life and Disability insurance, HSA/FSA
    • Retirement Options (with Company Match!)
    • Tuition Reimbursement
  • Meaningful work in the mental health and intellectual disabilities community
  • Work-Life Balance
    • 9 Paid Company Holidays 2 Personal Holidays (VIP Days)
    • Paid Time Off begins accruing on your first day!
  • Weekly Payday
  • Mental health and wellness support from our Employee Assistance Program
  • Casual Dress Code

To be considered, you will need:

  • Master's degree in behavioral health field
  • LPC*, LCSW* or LMFT* licensure
  • Associates license will be considered at lower pay and with documentation that full licensure will occur within 6 months from date of hire
  • 2 years of experience in a mental health crisis setting preferred
  • 1 year of supervisory experience preferred


About Tri-County Behavioral Healthcare:

Our mission is to enhance the quality of life for those we serve and our communities by ensuring the provision of quality services for individuals with mental illness, substance use disorders, and intellectual/developmental disabilities.

Effective January 1, 2017 all Tri-County Behavioral Healthcare campuses are smoke free.

Payscale:

LPC- $69,997/yr

LPC-A- $56,992/yr



*Acronyms:
LPC - Licensed Professional Counselor
LMFT - Licensed Marriage and Family Therapist
LCSW - Licensed Clinical Social Worker
LPHA - Licensed Practitioner of the Healing Arts





NOTICE TO PROSPECTIVE EMPLOYEES

Tri-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 RESOLUTION

Consistent 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 terms of the Arbitration Agreement as a condition of employment with Tri-County.

POLICY ACKNOWLEDGEMENT

I 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.

Apply