Ocupational Therapist - SAL

Company: Acadia-Healthcare ( Learn More )

General Information
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Job Description
  • Completes occupational therapy evaluations for all new patients as prescribed/indicated. Re-evaluations for all current patients will be completed every six months for patients younger than two years of age and annually for all patients aged two years and above. In addition, all patients discharged from occupational therapy services will be re-evaluated six months following discharge to assess for possible regression.

  • Completes a formal written report of findings within one week of completion of testing. This report will be submitted to the CSC or clinic designee.

  • If the patient qualifies for occupational therapy services, the OT will develop an individualized occupational therapy treatment plan.

  • Reviews and updates each patient’s treatment plan on a quarterly basis. The OT will document these reviews and update the current Master Treatment Plan (MTP) located in the patient’s medical chart.

  • Conducts occupational therapy services, as appropriate. The number and length of these sessions will be determined by the OT in accordance with Medicaid therapy guidelines, and Ascent standards.

  • Supervises COTA in accordance to the Arkansas Medical Board regulations.

  • For every service billed, the OT will provide progress notes in the appropriate format which contains all information as required by company policy, CHMS and/or RSPMI guidelines, and/or other applicable regulations. The OT will keep detailed records of all work with all patients he/she serves. All billing and required supporting documentation must be done in compliance with company standards.

  • The productivity expectation of an OT is defined as delivering all of the prescribed therapy units on your caseload. Expectations are that a therapist will spend approximately 6 ½ (26 units) hours out of an 8 hour day providing direct care to patients. Productivity will be assessed as part of the employee’s performance evaluation.

  • Ensures that Credible visits are completed for each patient served on a daily basis.

  • Assists with completion of other documentation related to occupational therapy evaluations and therapy, as appropriate.

  • Refers patients for additional clinical services, as needed.

  • Attends and actively participates in job-related center functions such as parent meetings, transition conferences, peer reviews, conferences with supervisors, staff workshops, and job orientations, as indicated.

  • Represents the program to parents, visitors, and the public in a positive way.

  • Maintains familiarity with health and safety guidelines, including universal precautions and daily operating procedures, as implemented by the clinic nurse.

  • Immediately reports any information regarding health and safety concerns to supervisor or clinic nurse.

  • Completes relevant and approved continuing professional education each year as required to maintain professional licensure.

  • Provides supervisor/HR with renewed license.

  • Is familiar with the company’s policies and procedures and guidelines, as well as those requirements set forth by regulatory agencies, including CHMS, AR Child Care Licensing, and the AR Health Department.

  • Displays concern for the rights of patients and families served by the clinic.

  • May perform other related and non-related duties, as assigned and agreed upon by both parties.

  • Must be able to lift up to 50 pounds.

  • Must be physically able to walk, stand, and stoop for several hours each day.

  • Must be willing and able to sit on the floor and get up without assistance.

  • 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.

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