This is a Per Diem (as needed) position working at Northwest Medical Center.
Summary:
Interviews clients and their families and coordinates and plans programs and activities to meet their social and emotional needs.
Provides crisis intervention and assists families in understanding the implications and complexities of the medical situation and its impact on lifestyle.
Relies on experience and judgment to plan and accomplish goals.
Performs a variety of tasks.
Works under general supervision.
A certain degree of creativity and latitude is required.
Typically reports to a senior case manager.
Master's degree in social work and 2-4 years of experience in the field or in a related area.
Familiar with standard concepts, practices, and procedures within a particular field.
Northwest Medical Center is comprised of a 300-bed hospital, three urgent care facilities, a freestanding emergency center and a large physician group, offering you a variety of settings in which to work.
Every location is dedicated to providing safe, quality patient care, but more than that is the commitment to employees.
It strives to provide a culture of teamwork, respect and appreciation for all staff, whether they care for patients directly or work in a support role.
With employee appreciation celebrations throughout the year, opportunities for growth and the satisfaction that you are part of a hospital leading the way with accessible, convenient healthcare in Tucson, Northwest is a great place to work.
NMC is accredited by The Joint Commission and is an equal opportunity employer: race, gender, disability and Veteran status, and VEVRAA Federal Contractor – priority referral Protected Veterans requested.
Education
Required
Masters or better in Social Work
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)
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