Director of Psychology ICF/IID

• Provides administrative supervision, leadership, guidance and feedback to subordinate staff to facilitate smooth operations.
• Ensures active treatment programs are completed in a timely manner.
• Review available records prior to pre-admission/admission interviews with individual and guardian to determine assessment needs.

• Administer, score, and interpret intellectual, adaptive, personality and achievement assessments according to particular assessment guidelines.
• Assures current files of all clients are maintained for receiving services from ICF/IID.

• Train professional and paraprofessional staff in relevant areas as well as participate in psychology-related orientation training for new employees as required.
• Attend psychiatric staffings, provide input, and follow recommendations as assigned.

• Attend annual and quarterly review meetings, provide narrative summary of residents' current status, and assist in the development of treatment plan.
• Attend treatment team meetings and provide input regarding the resident.
• Present behavior modification programs at Human Rights Committee meeting and follow recommendations as assigned.

• Supervise and actively participate in the collection of data for assessment purposes (i.e., monthly progress notes, etc.)
• Document monthly progress notes.
• Devise and implement individualized behavior modification programs for residents who require more intensive treatment.
• Ensure that direct care staff members are inserviced when a behavior modification plan is implemented.
• Prepare discharge summaries in a timely manner.
• Be available on a rotating schedule for weekend call involving Risk Management issues.
• Provide care and/or conduct patient/resident interactions in a manner appropriate for the age, culture, and population being served.
• Follows all safety policies and adheres to all worker's compensation program guidelines.
• Other duties as assigned

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)