Resource Development Coordinator - Higher Ed. jobs in Hatfield, MA

The Care Coordinator works in collaboration with the multidisciplinary members of the care team to assist the assigned enrollee to achieve the goals outlined in the care plan. The Care Coordinator functions as an advocate and coach for enrollees who require additional support to meaningfully address social, psychological and medical needs.

Responsibilities:

• Collaborates with the care team (registered nurse, medical director, behavioral health specialists, social workers, etc.) to support enrollees; works with enrollees to identify and achieve shared treatment goals

• Assists enrollees to follow treatment recommendations, practice healthy behaviors and access necessary social and medical support services and programs (AA meetings, support groups, etc.)

• Links enrollees with resources and empowers them to use them to their advantage • Uses recovery strategies such as motivational interviewing, harm reduction and strength based approaches to support enrollees in attaining stated goals • Conducts visits in the home or in other locations in the community, either alone or with other members of the care team, to provide guidance, support, education and coaching. Follows up by telephone as necessary.

• Accompanies enrollees to medical appointments as requested; facilitates effective navigation of the health care system • Escorts enrollees to pharmacy, grocery store, food pantry and other community locations as needed to meet care plan goals • Arranges for translation services as needed and helps tailor information to literacy level on topics such as medication adherence, nutrition, exercise, fall prevention, home safety, substance abuse, advance directives

• Ability to make visits in a home-based setting

• Must have a vehicle available for work purposes

• Bilingual - English/Spanish preferred

Pay Range

$20/ hour

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)