Director Care Transition-Fort Worth

Texas Health Resources, Inc.; Fort Worth (TX); On-site; USD 120,000 - 180,000; Full time

Job summary

Texas Health Resources, Inc. seeks a Director of Care Transition to lead the Fort Worth care transition program. Based at Texas Health Fort Worth, you will oversee daily operations, strategic initiatives, and collaboration with clinical partners to improve patient flow and outcomes.

You will manage budgets, develop staffing plans, ensure compliance with program expectations, and drive data-driven improvements across care transitions in a high-performance environment.

Qualifications

• Leads care transition strategy and daily operations.
• Drives performance improvement across clinical partnerships and payors.
• Develops policies and staffing designs to support system goals.

Responsibilities

• Directs Care Transition Managers (RN & SW) activities.
• Oversees care transition policy implementation and standardization.
• Monitors LOS, avoidable days, denials, and outcomes for improvement.
• Manages operating budget and ensures alignment with THR goals.
• Collaborates with nurses, physicians and other departments to enhance care transitions.

Skills

Leadership

Strategy

Operations management

Budget management

Compliance

Data analysis

Stakeholder collaboration

Job description

Director Care Transition-Texas Health Fort Worth

Work location: Texas Health Fort Worth, Fort Worth, TX

Core work hours: Full Time, Monday – Friday, 08:00 AM – 5:00 PM

Key Responsibilities

Strategy / Operations - Responsible for the effective daily operation of the care transition function. Responsible for providing and/or implementing strategies to improve operations and outcomes.

• . Determines proactive strategies and methods necessary for a high performance culture related to care transition management. Supports change management and movement toward interaction with outpatient care management.
• . Directs the activities of the Care Transition Managers (RN & SW).
• . Serves as a content expert on the following: Compliance with program expectations Mitigation activities with all clinical partners / payors as needed. Compliance requirements: Code 44 intervention, HINN letters, Second IMM, Observation letter, etc. Potential denials, avoidable days, alternate level of care days, etc. Medical necessity criteria, patient status, and discharge criteria. All clinical and transition documentation Clinical Review staff requirements and communications Psychosocial issues related to hospitalization and transition planning Child and Adult Protective Care Services cases (neglect, abuse, etc.); as appropriate. Adoptions Complex psychiatric referrals Applications for community resource needs. Guardianship processes Mental Health Treatment Declaration - Order of Protective Custody Mental health court filings Indigent programs as appropriate
• . Develops and oversees the implementation of policies, procedures, and standards that provide structure for care transition management.
• . Participates in the development of new staffing and care designs that support system goals while achieving best in class performance.
• . Supports standards are consistent with hospital, community and nationally recognized evidence based practice.
• . Participates in the data collection and analysis of clinical and financial data (e.g., LOS data, avoidable days, adverse determinations, and denials/appeals) and makes recommendations to improve performance.
• . Achieves and maintains high levels of internal and external customer satisfaction; specifically collaborates with nurses and physicians providing direct patient care and members of other disciplines and departments at all levels in the development, implementation and evaluation of programs and services.
• . Develops and manages the operating budget as required by THR.

Leadership

Leadership - Responsible for providing overall direction and oversight to the care management function to obtain expected outcomes.

• . Directs the activities of the organization related to Care Transition Management.
• . Develops an annual plan including operating metrics for dashboard.
• . Provides input into the strategic planning process for THR and medical staff.
• . Participates in appropriate THR and community forums.
• . Achieves positive results for the organization related to investigations of complaints requiring the Director's direct involvement.
• . Facilitates as lead staff at various organizational level meetings; often represents the organization with respect to third party payors and intermediaries.
• . Available for one-on-one meetings with a wide range of stakeholders for education/development and problem-solving.
• . Provides major educational offerings on new tools, techniques and approaches to a wide variety of audiences as appropriate.
• . Support and promote community health activities among staff and colleagues including through community initiatives.
• . Maintains excellent professional relationship with system and entity leadership teams.
• . Communicates and collaborates with the system (THR) in the areas of data and information management, performance improvement, care coordination, care transition management, medication management, and social services including THR committee participation, as well as direct interactions with leadership and staff at the appropriate THR departments with appropriate communication.

Human Resources

Human Resources - Develops and implements strategy to create a positive employee relations environment. Supports activities to recruit, orient and retain competent staff. Mentors job related growth of managers & staff.

• . Oversees the effectiveness of the department recruitment and retention program, taking action as necessary to provide an adequate level of qualified staff.
• . Promotes professional growth, development and accountability in staff, students and colleagues.
• . Tracks and evaluates staff performance and individual accountability for achieving expectations.
• . Coaches and mentors staff to improve their performance and continue to develop their professional skills.
• . Identifies leadership talent and actively develop leadership skills in staff.
• . Achieves and maintains high levels of employee satisfaction.
• . Establishes and maintains professional relationship with medical staff on related issues.
• . Orients medical staff on care transition management principles.
• . Escalates issues to Physician Advisor as appropriate.

Fiscal Responsibility

Fiscal Responsibility - Develops annual capital and operational budget. Monitors compliance of same. Considers clinical, quality and operational outcomes and financial implications when making recommendations for changes in practices/operations. Evaluates use of newly developed technology or products for cost effectiveness.

• . Reviews budgets and justifications
• . Develop action plans that addresses variances (positive and negative) as needed.
• . Utilizes management reports to evaluate budget and staffing variations.
• . Resolve daily staffing issues as needed.

Customer Satisfaction

Customer Satisfaction - Incorporates customer needs and expectations into daily operations and business planning strategies. Promotes team building strategies and principles of group process in interaction with staff.

• . Reviews customer satisfaction evaluations on a regular basis to determine gaps between actual and expected performance.
• . Takes appropriate action in conjunction to remedy actual vs. expected performance gaps in a timely manner.
• . Discusses patient, staff, physician, and other department complaints.