QualificationsEducation: Master's degree from a program accredited by the Council on Social Work Education or an equivalent organization approved by the Council on Social Work Education. Training as a HBS provided at JHM.
Preferred QualificationsExperience: Minimum of five years of direct relevant clinical experience of which at least eighteen months are at the LCSW-C or comparable level. Three or more years of supervisor experience preferably in the managed care environment. Licensure, Certification, Registration: Current LCSW-C licensure in the state of Maryland and approval by the licensure board as a Social Work Supervisor required and must maintain license throughout duration of employment. Valid Maryland driver's license with less than 2 points. Special Knowledge, Skills, or Abilities / Competencies: Knowledge of mental illness, substance abuse, and community resources. Knowledge of clinical supervision, skills, and techniques in developing and enhancing the skills of CSWs to achieve patient-centered goals and project objectives is required. Must be competent in multiple treatment modalities including motivational interviewing, cognitive behavioral therapy, behavioral activations, and must be able to conduct office based substance use disorder interventions and health behavior interventions. Work requires a high level of interpersonal skills to effectively interact and affect change with all levels of staff and outside business related associates. Work requires the ability to work independently, to work in complex organizational systems, and affect change. Work requires excellent communication and writing skills. Work requires a high level of interpersonal skills and attitude to effectively project a positive image of managed care programs by being professional, courteous, helpful and friendly in relationships with all levels of staff and external business related associates. Must be able to perform data entry and understand patient data reports, utilization reports and measure and assess outcomes. Analyzes complex data sets (i.e. critical path variance analysis, financial/quality population specific reports) to improve member financial/quality care outcomes. Identifies and acts upon impending changes in member condition. Identifies and analyzes staff/member/system issues that impact the plan of care. Develops, recommends, and initiates corrective action. Understands and uses the principles of negotiation. Leadership Competencies The following 12 competencies make up the Johns Hopkins Medicine and University Leadership Competency Model: Establishing Relationships: Builds effective networks, working relationships, and alliances with a broad range of stakeholders (both internal and external) in order to collaborate effectively within divisions and across boundaries. Can relate to all kinds of people regardless of background; finds topics and common interests that they can use to build rapport with others. Developing Talent: Provides guidance and feedback to help others strengthen knowledge/skills needed to accomplish tasks, solve problems, and perform effectively. Guides and supports the professional development of individuals so that they can fulfill future job/role responsibilities, define career goals, and establish development plans to achieve them; gives people constructive, developmental feedback and advice. Invests time and resources into building the capabilities of team members. Inspiring and Motivating Others: Fosters commitment and cohesiveness by motivating, guiding, and facilitating cooperation within the organization toward goal accomplishments. Can persuade others, build consensus, and ensure cooperation from others to gain genuine acceptance for ideas and accomplish "win-win" solutions. Emphasizes the importance of people's contributions; lets staff know why their work is important and how it will benefit themselves and others; ties work activities to people's personal career goals and life interests. Demonstrating Emotional Intelligence: Exercises self-leadership, self-awareness, and self-regulation; manages emotions so that they are expressed appropriately; leads others by showcasing adaptability, empathy, and social skills. Acting with Integrity: Interacts with others in a way that is seen as direct and truthful; ensures confidence in individual and organizational motives and representations. Acts in a way that is consistent with personal and organizational values by keeping confidences, promises, and commitments. Clearly states goals and beliefs; informs people of their true intentions; does what they say they will do; follows through on commitments. Acting Strategically: Makes long-range plans by formulating business objectives and setting priorities which support organizational change in light of internal and external trends. Aligns day to day activities around broader organizational goals and objectives; prioritizes resources based on the strategic objectives of the organization; recognizes and rewards staff based on how their actions support the broader needs of the organization. Managing Risk: Stands alone and speaks out in defense of personal principles; weighs the risk required to accomplish substantially beneficial results while acknowledging the possibility of significant negative consequences. Effectively balances risks and opportunities; thinks through potential positive and negative outcomes; looks for ways to mitigate risks. Navigating Organizations: Understands the capacity, ability, and potential results of internal and external stakeholders as well as politics on organizational functioning and success. Understands the value and ability of internal and external stakeholders, as well as the effect of culture and politics on organizational function. Understands how work gets done in organizations; builds networks that allow them to efficiently drive projects through the organizational structure; maximizes productivity while staying within the constraints of formal organizational policies and rules. Communicating Effectively: Speaks and writes clearly, conveys information in a concise, organized, and logical manner. Is adept at tailoring the message to fit the interests and needs of the audience. Listens attentively and exercises tact, discretion, and diplomacy when interacting with members of the organization and stakeholders. Promoting Diversity and Inclusion: Treats all people with dignity and respect by being fair and consistent. Demonstrates an open-minded approach to understanding people regardless of their gender, age, race, national origin, religion, ethnicity, disability status, or other characteristics. Challenges bias and intolerance. Develops all-inclusive groups in the realms of social interaction and communication. Shows respect for the beliefs and traditions of others; encourages and promotes practices that support cultural diversity; discourages behaviors or practices that may be perceived as unfair, biased, or critical toward people with certain backgrounds. Setting a Strategic Vision: Acts as a catalyst for organizational change by building a shared vision with others which ensures alignment of the organization's vision, strategic plan, mission, and values; influences others to translate vision into action. Identifies and articulates the strategic goals and direction of the organization, division, or group; establishes connections between short-term goals and long-term objectives. Holding Self and Others Accountable: Sets clear performance expectations and objectives for self and others' evaluates work performance and provides feedback to others; recommends proper training and coaching when appropriate; ensures recognition for positive results and takes corrective actions to resolve performance problems as appropriate. Leadership behavior at all levels will be assessed using these competencies. These competencies will be paramount to driving the content of Johns Hopkins' leadership development strategy and align with organizational strategic goals. Physical Requirements: Works in primary care site office or acute hospital inpatient environment - fast paces, requiring flexibility and adaptability. Work is sedentary in nature, however, some standing, stooping, bending and walking is requires. The position requires keyboard activity, pulling, filing, and duplicating. Requires local travel to off-site meetings. Work requires concentration and constant attention to accuracy and detail for extended periods of time. Work requires cross-training and coverage of colleagues. Work requires daily use of a computer. Work requires regularly handling multiple member cases involving a variety of providers, situations, deadlines, and multiple priorities. Work requires visits to provider offices, inpatient facilities, and patient homes