Improving Handoffs for Departing Care Managers: A Policy Proposal

Abstract

Introduction A lack of a protocol requiring departing care managers to ensure that all caseloads and documentation are in order has led to some care managers feeling frustrated and overwhelmed, as I have witnessed in my role as a social work intern at Bergen's Promise. This places an excessive strain on the remaining care managers who must fill the void, which might have a chilling effect on patient service quality. As a result, I advise enforcing a policy that requires leaving care managers to settle all open cases and complete all necessary documentation. Identify the Proposed Change Before a care manager leaves Bergen's Promise, it is requested that they double-check their caseloads and documentation to ensure everything is in order. According to this regulation, care managers who quit with three weeks' notice must settle any outstanding business with the company. The alterations suggested may be led by the SMART objectives framework since they are specific, reasonable, and doable. Specific, Measurable, Attainable, Relevant, and Time-bound is the guiding principle of the SMART framework. The recommended adjustment is targeted at a particular problem inside the organization. The number of cases successfully transferred to new care managers following a resignation is a quantitative success criterion (Dean, 2017). The suggested shift is practical since it lies within the agency's purview and is pertinent because it would enhance the quality of services provided to customers. Additionally, the proposed transition has a strict deadline of three weeks for the outgoing care manager to submit all required papers. The agency and its customers stand to gain in several ways from implementing this policy. First, it will guarantee patients receive consistent treatment throughout time. A care manager quits without properly turning over their cases can cause service disruption. With this strategy, the organization can guarantee a smooth transition of all cases to new care managers and ensure that clients' care is not interrupted. Second, it will free up time for other care coordinators. When a care manager leaves their position without appropriately handing off their cases, it can stress the remaining care managers more. Care managers will be spared the stress of overwork because of this policy's emphasis on a fair distribution of duties. Finally, it will help the government agency meet its legal obligations. All customers and their treatment programs must be recorded accurately by the agency. A care management organization risks not meeting regulatory standards if a care manager quits without passing up their cases promptly. Before a care manager leaves, they should double-check their caseload and documentation to ensure the organization complies with all laws and regulations. Importance and Impact The proposed project is crucial because it solves a major problem at Bergen's Promise, which has far-reaching consequences for the organization and the people it helps. The project's major objective is to implement a policy requiring a departing care manager to check in on their caseloads and documentation. A care manager who resigns with three weeks' notice would be subject to this policy, which states that they must settle all outstanding business with the company. The potential for this initiative to standardize the handoff between care managers, cut down on client misunderstanding, and lessen the blow of resignation is what makes it so important. With a defined policy in place, a departing care manager will know exactly what to do to ensure their clients' files and documents are in order before leaving the company. This would let the new care manager take over the workload with as little disturbance as possible, lowering the likelihood of clients experiencing problems like missing visits or inaccurate documentation. The suggested strategy may also boost morale in the workplace and relieve pressure on care managers. When a care manager leaves their position, it may cause a lot of havoc in the office since the remaining care managers must pick up a lot more work. The quality of care given to patients may suffer due to increased stress, burnout, and dissatisfaction with work. The agency may assist in minimizing stress levels, maintaining fairness in caseload distribution, and promoting a more positive work atmosphere for all staff by implementing a clear policy dictating that a retiring care manager ensures that caseloads and documentation are in order. The client, Bergen's Promise, helps also gains greatly from the proposed approach, in addition to the agency and its workers. With well-defined procedures for handing off client caseloads, the organization can guarantee continuity of treatment even when personnel shifts occur (Packard, 2021). Disruption in treatment may devastate clients struggling greatly with emotional and behavioral health issues, substance misuse problems, or developmental impairments. The agency may better serve its clients and improve their results and quality of life by adopting transparent procedures for care manager transfers. Several compelling arguments favor the proposed regulation requiring a departing care manager to check in on their caseloads and documentation. When a care manager resigns, this can assist in speeding the transfer process, eliminate misunderstanding, and lessen the patient impact. Care managers...