Job Information
Acadia Healthcare Director-Clinical Services in Sebastopol, California
Description
Job description
We have an immediate opening for a Clinical Director in small, Sonoma County, residential treatment program for substance use disorders. Applicants must possess: a master’s degree or higher in a mental health field and be certified as an addictions counselor (or be licensed); significant experience with addiction and mental health treatment; polished interpersonal skills; and a desire to work with senior management to drive clinical excellence and accountability. Candidates must also have excellent problem solving abilities, as well as strong verbal/written skills. In addition, they must have a:
Familiarity with common comorbidities and treatments of SUDs.
A working knowledge of 12-step philosophies and traditions.
A strong work ethic, including a willingness to be on-call.
The capacity to multi-task and to work as part of a team.
A willingness to participate in marketing activities.
Strong applicants will also have:
Supervision, consultation and staff evaluation experience.
Understanding of CA DHCS and CARF regulations and auditing processes.
Job Type: Full-time
Pay: $120,000.00 - $150,000.00 per year
Benefits:
401(k)
Dental insurance
Employee assistance program
Employee discount
Flexible schedule
Flexible spending account
Health insurance
Health savings account
Life insurance
Paid time off
Parental leave
Referral program
Vision insurance
Medical Specialty:
Addiction Medicine
Psychiatry
Schedule:
- 8 hour shift
Education:
- Master's (Required)
Experience:
Supervising: 2 years (Required)
Addiction counseling: 4 years (Required)
Ability to Relocate:
- Sebastopol, CA 95472: Relocate before starting work (Required)
Work Location: In person
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)
