Disaster Recovery Director leads the development of a comprehensive business continuity strategy and programs, plans, and toolsets that support response, develop resiliency, and enable recovery from events that disrupt business operations. Establishes a framework and methodology to manage all business continuity life cycle activities, including risk assessment, business impact analysis, strategy development, implementation, testing and review, plan maintenance and updates. Being a Disaster Recovery Director leads periodic review, validation, and workflow testing of documented business continuity plans. Develops and implements organization-wide training and communications. Additionally, Disaster Recovery Director supports internal audits and regulatory exams of compliance with required regulations. Typically requires a bachelor's degree. May require the Certified Business Continuity Professional (CBCP) or similar BCP certification. Typically reports to top management. The Disaster Recovery Director typically manages through subordinate managers and professionals in larger groups of moderate complexity. Provides input to strategic decisions that affect the functional area of responsibility. May give input into developing the budget. To be a Disaster Recovery Director typically requires 3+ years of managerial experience. Capable of resolving escalated issues arising from operations and requiring coordination with other departments. (Copyright 2024 Salary.com)
COMPENSATION:
Compensation for the Regional Director of Outpatient Services varies depending on a wide array of factors including but not limited to the specific location, role, skill set, and level of experience. As required by local law, The Region Director of Outpatient Services provides a reasonable hourly range of compensation for roles that may be hired in California as set forth below.
Role Location: CALIFORNIA
Calculated Hourly Range for role Regional Director of Outpatient Services
State - California: $125k - 165k yearly depending on experience
This is a Full -Time Salaried Position which supports facilities in and can be located in; Forest Knolls, CA; San Rafael, CA; Scott’s Valley, CA; Sebastopol, CA; or Calistoga, CA. Travel required to all locations.
PURPOSE STATEMENT:
The Regional Director of Outpatient Services is accountable for the development and execution of strategies to achieve and exceed budgeted census and drive increased patient access to outpatient services for assigned region. Responsible for overseeing the hiring, leading, coaching and development of outpatient leadership within the assigned region. Regional Director will be responsible for driving the overall performance, management, and compliance of the assigned region, related to outpatient services including the development and implementation of goals, procedures, and protocols to measure, assess, and improve quality of the outpatient process. The Regional Director will be responsible for training the outpatient leadership to ensure success with volume and referrals by removing barriers to admission in an outpatient program. The Regional Director serves as key liaison between leadership and the assigned regional team to improve the performance of associated facilities. The Regional Director positively represents Acadia in the behavioral health community by cultivating relationships to attract business opportunities to the organization and foster strategic partnerships.
ESSENTIAL FUNCTIONS:
the community.
OTHER FUNCTIONS:
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ADDITIONAL REGULATORY REQUIREMENTS:
While this job description is intended to be an accurate reflection of the requirements of the job, management reserves the right to add or remove duties from particular jobs when circumstances (e.g. emergencies, changes in workload, rush jobs or technological developments) dictate.
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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