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Hiring a psychologist for rehabilitation centre
Submitted By Shikha Pandey
Job Description:
Title
Clinical psychologist (for Rehabilitation Centre)
Job overview
XYZ rehabilitation centre, Siliguri is seeking a full-time clinical psychologist to join our team. As a rehabilitation psychologist you're concerned with helping individuals with a chronic disease or disability address the mental and physical strain that their disabilities present. In our organisation you were expected to provide psychological services to clients like conducting diagnostic evaluation, and providing therapeutic intervention, education and referral. You’d even be facilitating collaboration between clients and also the interdisciplinary team to reply to the identified treatment needs.
Role overview
In this role, you'd be carrying out the subsequent principle responsibilities:
i. Assessment:
a. Performs evaluation/assessment and diagnosis. b. Creates team treatment plan and utilize various treatment modalities. c. Performs evaluation/assessment and diagnosis. d. Creates team treatment plan. e. Engages family when appropriate within the development of treatment plans. f. Re-assess and recommend changes to treatment plan when necessary. g. May ask medical care providers for on-going management of behavioural health needs of their patients. h. Communicate/notify attending, supervising or referring provider of assessment and suggestions. i. Engages family when appropriate within the development of treatment plans. j. Re-assess and utilize various treatment modalities in plan. k. May visit medical aid providers for on-going management of behavioural health needs of their patients.
ii. Treatment:
a. Meet requirements of third party payers. b. Provide individual, family and group therapy as identified in treatment plan. c. Coordinate treatment with other providers and community agencies.
d. Complete treatment plan per department policy/procedure. e. Reassess patient needs and progress per department policy/procedure. iii. May provide crisis management in partnership with team. iv. May have supervisory role in department. v. Other duties as assigned.
Job specifications
Educational Qualification RCI certified MPhil degree in clinical psychology is required 2 to 6 years in patient treatment in clinical setting Doctoral/Ph.D. degree in clinical psychology is additionally preferable
You must have the following leadership capabilities and values for the job:
Keep the main vision in mind: Know where we're going as an establishment. Use perspicacity and critical thinking to form good decisions that support our mission.
Inspire Excellence: inspire others by linking their purpose to a broader mission. Leading others through amendments and gain success. o I help my team connect with the broader mission o I see and fulfil my role in motivating the team around me o I celebrate success and help my partners see what's possible with change o I call out and address unexpected roadblocks or problems
Foster Learning and Growth: role model growth, on-going development and self-care. Embolden, guide and promote others to be at their best. o I role-model self-care and on-going development o I share my knowledge and coach others to foster growth and success o I demonstrate enthusiasm for learning o I candidly advocate for the resources I need o I support my colleagues in their development and growth
Deliver Professionalism: Set and align clear goals, measure results, and continually improve safety, quality, experience, and innovation. o I take ownership of outcomes and fulfilment of goals o I facilitate adjustments to assure positive results o I work with a sense of urgency, concern and determination o I use well-grounded approaches to form sustainable solutions repeatedly o I engage and foster improvements to impact safety, quality, and efficiency
Succeed Together: Connect with others authentically. Recognize the worth of every individual and seek diverse points of view. Collaborate to succeed together.
ii. Screening Applications
After procuring a significant, qualified applicant base or talent pool through recruitment, we need to locate the applicants with the greatest potential for effective organizational performance. Candidates may be chosen on distinctive attributes like credentials, job experience and so forth. Once vetted, the structured and specific regulatory authorities could very well pick candidates from the applications for the job interview.
iii. Employment Tests
However before a management determines on to an available position for the prospective employee, they have to quantify their skills and talents. This goal can be attained through various standardised psychometric tests, such as personality tests, aptitude tests, intelligence tests, proficiency tests, etc.
iv. Employment Interview
Interview with the applicants is the next step of the process. Job interviews are designed to determine the accurate depth of skill set of the candidate as well as their ability to work in an organization. The purpose of the job interview is to find out the suitability of the candidate and to give them an idea of the job specifications and what is required of the prospective employee. A job interview is critical to selecting the right candidate for the right role.
v. Checking References
The individual who provides a reference to a prospective employee is another very valuable source of information. A referee would provide relevant data on the individual's ability, experience in former organisation and organizational and management skills. The information supplied by a referee should be treated as an encrypted data.
vi. Medical Examination
A medical assessment is a crucial part of the selection process. Medical examinations ultimately help the decision makers to recognize whether the potential candidates are physically and mentally fit to carry out their duties in their role. Additionally regular check-ups ensure the adequate health standards of the staff; this also reduces the cases of absenteeism, fatalities and employee turnover rate.
vii. Final Selection and Appointment Letter
This is the last phase in the screening procedure. After the applicant passes written exams, interviews and health checks, the candidate shall be sent an e-mailed or a letter of appointment announcing that they have been chosen for the position. The letter of appointment includes all the information of job role, such as pay roll, working hours, leave allowance, and as such. Frequently workers are employed on a contingency basis, later on after the observation
period or after the supervisors are satisfied with their performance the workers are recruited on a permanent basis.
Job evaluation:
The method of job evaluation point factor can be used. The point-factor method is a widely used quantitative job evaluation technique. This technique disintegrates work into compensable factors identified throughout a job analysis. Points are added to the factors as well as the pay scale for the identified role.
Rehabilitation counsellors hired by government agencies or private corporations typically receive paid holidays, vacation time, retirement benefits and healthcare coverage.
