KENDRA JACKSON

• Receives and appropriately documents new referrals in a timely manner.
• Send new referrals to insurance to verify benefits.
• Send new referrals to be clinically approved.
• Contact the referral source with an update on the decline or approval of the referral.
• Participates in coordinating care with Operations, patients/clients, and the area executive team.
• Provides effective communication to patients, clients, staff members, other health care professionals, and referral sources.
• Responds to Agency and patient/.client needs in a professional and creative manner
• Demonstrates commitment, professional growth, and competency.
• Participates in agency-sponsored in-service training.
• Participates in the agencies' L10 meetings daily.
• Answer incoming calls and triage messages from patients, families, and care teams.
• Manage inbound faxes and emails professionally and efficiently.
• Attend Quarterly meetings.
• Monitor Epic Portals and Forcura for new referrals.

Set up the patient's chart in WellSky.

• Find qualified candidates for a job opening and worked to meet the demands of both the employer and the employee throughout the hiring process.
• Explained job duties, compensation and benefits to potential candidates.
• Advertised and promoted open positions using social media and digital marketing procedures.
• Communicated with applicants to maintain engagement during recruiting.
• Returned all phone calls and emails in a timely manner.
• Oversaw necessary onboarding activities, addressing questions to speed up process.
• Planned and presented training and mentoring to new team members.
• Organized and maintained confidential records for office employee files, health records and protected information.
• Assisted with pre-screening interviews and presenting candidate recommendations to management.
• Aided communication between candidate and hiring manager, reaching out to candidates directly.
• Developed employee orientation and training programs for new hires.
• Suggested promotions and wage increases according to employee performance.

• Intake process: Gathered demographic information about the client, identify immediate needs, establish trust, and build a relationship.
• If client was determined to benefit from the services the organization offered. Clients Case manager then completed a needs assessment.
• Needs Assessment: Build from information collected during the intake process. Case Manager identifies clients problems and interests. Then the services planning phased begins.
• Service Planning: Case Manager established goals for clients and the actions that would be taken to meet those goals. Then the Monitoring and evaluation phased begins.
• Monitoring and evaluation: Case manager continued to monitor and evaluate a clients progress via the output and outcome metrics defined in the service planning stage.
• Matched qualified candidates with open positions.
• Recruited and Interviewed potential candidates.
• Reviewed employment applications, candidate backgrounds, skills, compensation needs and other qualifications.
• Explained job duties, compensation and benefits to potential candidates.
• Updated management of potential candidates and interview schedules.
• Participated in local job fairs and recruitment events for prospective hiring.
• Searched for qualified job candidates using computer databases.

• Provided case management services including intake, assessment, crisis intervention, advocacy, referral and monitoring of families.
• Maintained up-to-date case records with case activity status.
• Linked clients with social services, health care providers and governmental agencies to help claim or reclaim individual autonomy.
• Developed trusting relationships with social services, health care providers and governmental agencies.
• Assisted individuals with eligibility for available benefits.
• Advocated for clients by obtaining information regarding treatment options and clinical status.
• Reviewed treatment plans against individual goals and healthcare standards.
• Consulted with staff on resolution of complex service issues.
• Assessed new hires for compliance with company, state and federal requirements.
• Created orientation checklist and reviewed with new hires.
• Interviewed job applicants to obtain information on work history, education or job skills.
• Informed job applicants of duties and responsibilities, compensation and benefits.
• Contacted job applicants to inform of application status.
• Hired employees and processed hiring-related paperwork.
• Scheduled or conducted new employee orientations.
• Conducted exit interviews and completed employment termination paperwork.