Medical Social Worker - PRN Status (Multiple Openings) - Bronson Methodist Hospital Up to $500 Sign-on Bonus Available!

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Location

BMH Bronson Methodist Hospital

Title

Medical Social Worker - PRN Status (Multiple Openings) - Bronson Methodist Hospital Up to $500 Sign-on Bonus Available!

Position Details – Bronson Methodist Hospital

• PRN positions available

• Sign‑on bonus up to $500 for PRN roles

• PRN staff support IP (Inpatient) and ED (Emergency Department)

• Variable shifts, which may include weekends and holidays

• ER every‑other‑weekend assignment with opportunities to pick up additional shifts Explore: PRN scheduling

Position Summary

PRN Medical Social Workers provide essential social work services across all medical areas of the hospital, supporting patients from infant to geriatric populations. This role requires strong clinical judgment, crisis intervention skills, and the ability to collaborate effectively with multidisciplinary teams.

Key Responsibilities

• Provide direct intervention in areas such as mental health, suicide risk, domestic violence, sexual assault, child/adult abuse or neglect, grief, crisis intervention, adjustment to illness, advocacy, and substance abuse.

• Partner with the multidisciplinary team to proactively support behavior management and patient safety.

• Conduct assessments, provide clinical interventions, and coordinate care to support safe and timely discharge planning.

• Collaborate with internal and external partners to determine the most appropriate plan of care for each patient.

• Coordinate and manage systems to ensure timely discharge to psychiatric facilities, substance abuse treatment programs, outpatient services, and other community resources. Learn more:

• Crisis intervention

• Discharge coordination

• Multidisciplinary teamwork

Education & Experience

• Master’s Degree in Social Work required.

• 1–2 years of professional experience in healthcare or mental health preferred. Explore: education requirements

Licenses, Registrations, Certifications

• Master’s degree in Social Work and LMSW or LLMSW in good standing with the State of Michigan.

• LMSW preferred. Learn more: LMSW licensure

Work Environment

• Clean, well‑lit, temperature‑controlled hospital setting.

• Possible exposure to infectious diseases and emotionally charged situations, including threatening behavior or violence.

• Moderate noise level. Explore: acute care environment

Physical Demands

• Regular standing, walking, talking, and hearing.

• Occasional sitting and use of hands for documentation.

• Ability to lift/move up to 10 pounds occasionally.

• Requires close and distance vision with the ability to adjust focus. Learn more: clinical physical demands

Interpersonal Requirements

The role requires strong communication and relationship‑building skills, including:

• Verbal and written communication

• Problem‑solving and critical thinking

• Advocacy, crisis intervention, and empathy

• Motivational interviewing

• Negotiation and conflict resolution

Regular communication occurs with:

• Internal teams: physicians, interdisciplinary staff, finance, management

• External stakeholders: patients, families, third‑party payers, community agencies

Essential Duties & Responsibilities

Hospital Operations & Coverage

• Work variable shifts (1st, 2nd, 3rd; 8‑ or 12‑hour), including holidays and weekends.

• Respond to call downs and support acute care codes (trauma, stroke, AMI, Code Blue).

• Cover multiple units (ICU, med/surg, specialty units) and prioritize based on acuity. Explore: acute care workflow

Crisis Intervention & Safety

• Communicate effectively with distressed individuals under adverse conditions.

• Collaborate with security, Risk, nursing, and police to reduce workplace violence.

• Assist with crisis de‑escalation and behavior plans.

• Support cases involving violent injuries to reduce risk to patients, staff, and community. Learn more: crisis intervention

Clinical Assessment & Mental Health Expertise

• Utilize empathy, crisis assessment, and counseling techniques.

• Assess social/emotional needs of patients, families, and staff.

• Demonstrate advanced knowledge of mental health, suicide risk, and DSM‑V criteria.

• Complete mental health assessments and coordinate with Psychiatry Consult services.

• Facilitate psychiatric transfers or develop safe discharge plans. Explore: mental health assessment

Care Coordination & Discharge Planning

• Identify when complex care meetings are needed and escalate appropriately.

• Develop creative interventions when placement options are limited.

• Collaborate with multidisciplinary teams (psych, child life, nursing, PT, etc.).

• Make referrals to community agencies and specialists.

• Ensure safe discharge planning with appropriate follow‑up resources. Learn more: discharge planning

Legal & Ethical Responsibilities

• Complete legal paperwork for involuntary psychiatric hospitalization and guardianship.

• Collaborate with hospital attorneys and testify when required. Explore: legal responsibilities

Documentation & Compliance

• Document all cases in the EMR accurately and promptly.

• Participate in policy, procedure, and protocol development.

• Maintain required competencies, in‑services, and professional development.

• Support departmental quality improvement and a positive team environment.

• Assist with orientation of new MSW hires when assigned. Learn more: clinical documentation

Customer Service

• Demonstrate commitment to Bronson’s mission, values, and customer service standards. Explore: customer service standards

QUALIFYING STATEMENT The above duties and responsibilities are intended to describe the general nature and level of the work being performed by employees assigned to this job.  They are not an exhaustive list of all duties and responsibilities associated it.  To fully perform this job successfully, an individual must meet the minimum qualifications, meet the accompanying physical demands, and be able to work in the described environment.  However, reasonable accommodations will be made to hire and/or retain individuals who are qualified under the Americans with Disabilities Act.

PERFORMANCE STANDARDS

The following are the primary performance categories and competencies, which are used to evaluate each employee in this job.  The specific measurements and records of performance are kept within each department/unit.

I.      DOCUMENTATION: Demonstrates the competencies associated with the paperwork or charting aspect of the job.  For some jobs, e.g., clerical, this is a major function of the job.  For others, e.g., direct patient care jobs, it demonstrates that the employee documents their work appropriately and not how well the work is performed.  Data is gathered from charts, notes, paperwork, completed documents, etc.

II.     JUDGMENT/DECISION MAKING: Demonstrates the ability to evaluate the factors relevant to a situation and make timely decisions that add value to the services provided.  Data is gathered from peer review, observation, customer comments/suggestions, etc.

III.    TECHNICAL SKILLS: Demonstrates competency in the skills or tasks required for the employee’s job.  Data is gathered via peer review, observation, chart review, etc.

IV.   TEAMWORK: Demonstrates the competencies necessary for developing and maintaining cooperative relationships with others at all levels of the organization by sharing information, workload responsibilities, decision-making and recognition of others in pursuit of a common purpose.  Evidence is gathered via peer review, observation, etc.

V.    PRODUCTIVITY: Demonstrates the ability to achieve the desired work result effectively and efficiently with the minimum of time and resources.  Evaluated through peer review, observation, chart review, etc.

VI.   QUALITY IMPROVEMENT: Demonstrates competencies necessary for the integration of quality control into the job, department and/or organization-wide improvements.  Data is gathered through documented improvement processes.

VII.  COMMUNICATION SKILLS: Demonstrates appropriate communication skills with patients, visitors, coworkers, supervision, physicians, and others.  Includes verbal and telephone skills.  Data gathered via observation, workshop/presentation evaluation form, written or verbal feedback from customers.

VIII. PROFESSIONAL GROWTH: Participates in a program of self-development and continuous education.  This is for all employee mandatory in-services, other in-services, educational activity, and community service as required by the job.  Data gathered from sign in sheets and department records.

IX.   EXTENDED ROLES: This itemizes extended roles (if any) the employee performs, i.e., charge, preceptor, etc.  For each advanced role, a separate competency list is required.

X.    CUSTOMER SERVICE: Demonstrates adherence to the standards as provided in the Bronson “Commitment to Customer Service”, i.e., Commitment Statements, Quality Service Standards and the Interaction Process which includes the Service Recovery “AAA Action Plan”.  Data gathered via observations, customer surveys, and other written and verbal feedback from customers.

XI.   AGE SPECIFIC (Direct patient care jobs only.): The employee must be able to demonstrate the competencies necessary to provide services appropriate to the age of the population served.  Data gathered from observation and department records.

Shift

Variable

Time Type

Part time

Scheduled Weekly Hours

10

Cost Center

2450 Case Management/Medical Social Work (BMH)

Agency Use Policy and Agency Submittal Disclaimer

Bronson Healthcare Group and its affiliates (“Bronson”) strictly prohibit the acceptance of unsolicited resumes from individual recruiters or third-party recruiting agencies ("Recruiters") in response to job postings or word of mouth. Unsolicited resumes sent to any employee of Bronson by Recruiters, without both a valid written agreement with Bronson and a direct written request from the Bronson Talent Acquisition Department for a specific job position, will be considered the property of Bronson. Furthermore, no fees will be owed or paid to Recruiters who submit resumes for unsolicited candidates, even if those candidates are hired. This policy applies regardless of whether the Recruiter has a pre-existing agreement with Bronson. Only candidates submitted through a specific written agreement with the Bronson Talent Acquisition Department for a named position are eligible for fee consideration.

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