Residential Supervisor/Medical Assistant

Residential Supervisor/Medical Assistant

Under the general supervision of the Clinical Program Director, this role will be responsible for overseeing and managing day to day residential operations and providing medical needs for a 24-bed neurorehabilitation program. This role will directly supervise direct care staff and ensure adherence to facility and corporate protocols and ensuring the implementation of medical and clinical plans of care. Duties will also encompass medication administration, accompanying residents to physician appointments, oversee medication cart organization, managing medical supply inventory, fulfilling documentation, and completing other duties assigned.

Medical Role and Responsibilities:

• Medication Passing
• Staff Training
• Schedule and attend medical appointments.
• Ensure Vitals are documented/available to Treatment Team
• Documentation management
• H.R. Fax Queue Management
• Weekly Cart Count
• Collaborate with other medical and clinical team members and other functional leadership to manage appropriate medical care.

Supervision/Management Role and Responsibilities:

• Directly oversee, supervise, and help train residential staff on residential patient care.
• Assist on the floor as needed with residential patient care.
• Leads monthly residential council meetings to provide residents with a platform to express their preferences and concerns.
• Oversees assigned duties and responsibilities of staff members and monitoring performance.
• Develop a monthly recreation calendar for residents for community-based outings and on campus activities.
• Participate in weekly clinical meetings and collaborates with a multi-disciplinary team.
• Assist in running monthly staff meetings.
• Conduct performance evaluations alongside the Clinical Program Director and provide feedback to staff members.

Residential Supervisor Education Requirements:

• High School Diploma
• Graduate/Certificate from Medical Assistant Program
• Certified Medical Assistant (CMA) or Registered Medical Assistant (RMA)

Residential Supervisor Qualification Requirements:

• Working knowledge of patient care
• EMR Data Entry skills and computer knowledge
  • years of management experience preferred.
  • Valid Driver’s license
  • Basic Life Support (BLS)

Residential Supervisor Schedule:

• Days
• Tuesday - Saturday

Residential Supervisor pay rate:

$20-$23 an hour paid bi-weekly

Eisenhower Center is 100% employee owned and offers an excellent benefit package including:

• PTO
• Employee Stock Ownership Plan
• 401(k) plan eligible to participate after 1 year & 1,000 hours of employment
• Medical, Dental, & Vision Insurance
• Flexible Spending Account for Medical and Dependent Care
• Employer Paid Life Insurance and Long Term Disability
• Voluntary Life Insurance and Short Term Disability available
• Student Stipend
• Employee Discount Program
• Continuing professional development opportunities

Eisenhower Center is an EEO employer – Veterans/Disabled and other protected categories – and is a 2019 Bronze Veteran-Friendly Employer, Michigan Veterans Affairs Agency. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.

Eisenhower Center endeavors to make this website accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact us at (734) 677-0070. This contact information is for accommodation requests only and cannot be used to inquire about the status of applications.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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)

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)