Risk Coordinator

ESSENTIAL FUNCTIONS:

• Facilitate patient/family grievance process to include processing the complaint, forwarding to the appropriate manager and communicating the resolution to the complainant for resolution purposes.
• Collaborate with appropriate staff to develop acceptable resolutions to potential complaints.
• Identify process deficiencies that result in possible threats to patient rights or patient safety.
• Maintain the complaint and grievance logs up to date.
• Collaborate with risk department and department managers to ensure patient concerns are dealt with in a timely and appropriate manner.
• May participate in new hire orientation on educating staff on patient safety and advocacy.
• Identify critical needs with regard to customer service and discuss with supervisor and medical staff.

OTHER FUNCTIONS:

• Perform other functions and tasks as assigned.

Education/Experience/Skill Requirements:

• High school diploma or equivalent required. Associate or Bachelor's degree in a clinical field preferred.
• Experience in customer service or risk management preferred.
• Experience with behavioral health patients preferred.

Licenses/Designations/Certifications:

• CPR and de-escalation/restraint certification required (training available upon hire and offered by facility).
• First aid may be required based on state or facility.

ADDITIONAL REGULATORY REQUIREMENTS:

• AZ DPS Fingerprint Clearance Card

While this job description is intended to be an accurate reflection of the requirements of the job, management reserves the right to add or remove duties from particular jobs when circumstances (e.g. emergencies, changes in workload, rush jobs or technological developments) dictate.

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)