Perinatal Mental Health Program Manager (Maps3/Cqct)

• Participate in, and incorporate new knowledge from, state and national initiatives, webinars, trainings, and other opportunities involving perinatal/maternal mental health system development.
• Public facing and contact person for perinatal mental health within the Medicaid landscape. This role includes working to promote, educate and communicate effectively with various audiences (from state employees and Tribes/tribal partners to rural providers and community/families) about Medicaid benefits and services, our current goals, and initiatives. This also includes strengthening how and to whom we communicate, identifying and addressing gaps, such as. maintaining HCA communication tools (e.g., Pregnancy Services webpage) to reflect information on perinatal mental health, resources, and links.
• Perform liaison activities with other HCA divisions, DOH, DCYF, DSHS, federal agencies, provider groups, community-based organizations, philanthropy, and other partners/stakeholders using clinical knowledge and expertise on perinatal/maternal mental health. Examples of opportunities here are participating in the Bree Maternal Mental Health Workgroup and engagement and contribution to the ongoing Prenatal to Age Five Relational Health subgroup of The Children and Youth Behavioral Health Work Group.
• Manage clinical policy and related programs for perinatal mental health services.
• Conduct bill analysis and provide justification for decision packages and fiscal analyses based on clinical judgement and expertise in perinatal/maternal mental health.
• Serve as clinical program manager for perinatal mental health programs, focused on implementing clinical policies and programs in our role as a healthcare purchaser. Align our program goals and objectives for Medicaid covered services with current evidence and best practices, implementing policies and procedures, clinical criteria, Washington Administrative Code (WAC), billing instructions and guidance for providers and other relevant utilization management and quality assurance activities.
• Be our embedded resource on evidence-based mental health promotion, prevention, and intervention activities and delivery system best practices for the perinatal population, including care with their infants, young children, and their families. This role is a critical link between our Clinical Quality Care Transformation (CQCT) and our Division of Behavioral Health and Recovery (DBHR) for collaboration and coordination in our delivery system across the continuum of services and care settings. Additionally, this person will advance the HCA’s capacity to address dyadic needs of parents and children through close partnership with the Infant-Early Childhood Mental Health team and consult with the Prenatal through Five team working on implementing a family preservation model into the SUD/co-occurring community behavioral health continuum of care, recognizing that parent mental health and infant mental health are not separate, but are inextricably linked. This person will advance the Health Care Authority’s capacity to serve the mental health needs of the perinatal population through pregnancy through twelve months postpartum and promote dual generation approaches to care.
• Key member of our HCA project teams for planning, implementing, and evaluating new maternity care initiatives aimed at driving higher value care for pregnant and postpartum Medicaid clients, defined by initiation of prenatal care through 12mo postpartum. This position will provide critical consultation for addressing and integrating mental health promotion, prevention, and outpatient services within care models. Projects include 12 months of comprehensive postpartum coverage, one short-term (< 2 years) and one long-term (3-5 years) project to be identified by July 2023 that will drive higher value care/better outcomes and address disparities, increasing access to midwifery led care, and a Medicaid benefit for doulas/doula care.
• Give educational, factual, and information-sharing testimony to the legislature/legislative staff on bills that involve perinatal/maternal mental health.
• Collaborate with other state partners in establishing goals and strategies for a more integrated, effective, and sustainable mental health system.

• Have strong working knowledge of current and ongoing research and recommendations in the perinatal mental health field.
• Be passionate about contributing to a healthier Washington through evidence-informed policy and innovative efforts to make a scalable difference.
• Share a commitment for Washington State developing our perinatal mental health capacity, services, and integrated care system with a focus on equity and addressing health disparities.
• Have knowledge of perinatal and family mental health frameworks and associated assessment/intervention strategies.
• Possess excellent oral and written communication skills and strong interpersonal skills.
• Be experienced in trauma-informed and/or healing-centered approaches, practices, and policies.
• Knowledge and ability to conduct literature reviews and apply evidence-based practice principles in critical thinking and decision making.
• Have experience with clinical practice and billing in the mental health/behavioral health space.

• Prior experience working with people with co-occurring (mental health and substance abuse disorders).
• Prior experience working with pregnant, postpartum persons and families who have experienced trauma.
• Knowledge of billing and coding principles for perinatal mental health services
• Experience or working knowledge of Medicaid, Medicaid State Plan Amendments, Washington Administrative Codes, Medicaid provider guides/billing guides, Service Encounter Reporting Instructions (SERI)

Only candidates who reflect the minimum qualifications on their NEOGOV profile will be considered. Failure to follow the application instructions below may lead to disqualification. To apply for this position, you will need to complete your profile which includes three professional references and attach:

• A cover letter that specifically addresses how you meet the qualifications for this position.
• Current resume.

• Please black out any PII (personally identifiable information) data such as social security numbers. Include your name as it appears on your application in careers.wa.gov.
• Attach a copy of your DD214 (Member 4 long-form copy), NGB 22, or USDVA signed verification of service letter.

• And free parking!
• Meaningful work with friendly co-workers who care about those we serve Voices of HCA
• A safe, pleasant workplace in a convenient location with restaurants, and shopping nearby.
• A clear agency mission that drives our work and is person-centered HCA's Mission, Vision & Values
• A great total compensation and benefit package WA State Government Benefits
• Tuition reimbursement
• A healthy work/life balance, including alternative/flexible schedules and mobile work options.

More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.

We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.

Read about our benefits:
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.

Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.

Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.

Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.

To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.

Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.

Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.

The Washington State Employee Assistance Program promotes the health and well-being of employees.

Retirement and Deferred Compensation
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.

Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.

Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.

Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.

Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.

Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.

Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.

Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.

Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.

Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.

Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.

Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.

Pay status includes hours worked, time on paid leave and paid holiday.

As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.

Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.

Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.

Bereavement Leave
Most employees whose family member or household member dies, are entitled to three (3) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.

Additional Leave
Leave Sharing
Parental Leave
Family and Medical Leave Act (FMLA)
Leave Without Pay

Please visit the State HR Website for more detailed information regarding benefits.

Updated 12-31-2022