Job Description

Hutchinson Health

Job Title: Social Worker, BSW

Job Code:3709000

Leader Title Level: Supervisor, Hospital Care ManagementLocation: Hutchinson Hospital

Department: Hospital Care Management

Final Approval (Dir. or VP Level)

System Director, Hospital Care Management

Date Approved:

5/21/2026

Date Revised:

6/17/2026

STATEMENT:

The Social Worker provides patient-centered care management services to patients and families in an inpatient hospital setting. This position serves as an integral member of the interdisciplinary healthcare team and is responsible for identifying care coordination needs in collaboration with the inpatient and ambulatory care teams, along with the patient and the patient’s external support systems. Within the context of an interdisciplinary team, the Social Worker participates in progressing patients toward discharge/next level of care by identifying barriers, implementing appropriate interventions, and securing transition plans that are aligned with shared goals of care. The Social Worker will consistently and thoughtfully apply social work values and continuous quality improvement in daily work.

MINIMUM QUALIFICATIONS:

• Education, Experience or Equivalent Combination:
  • BSW- Bachelor’s of Social Work
• Licensure/ Registration/ Certification:
  • Active Licensed Social Worker (LSW) license with the Minnesota Board of Social Work
• Knowledge, Skills, and Abilities:
  • Knowledge of the values, principles, and methodologies of social work
  • Exceptional organizational and time management skills

PREFERRED QUALIFICATIONS:

• Education, Experience or Equivalent Combination:
  • Previous discharge planning in hospital setting, social work experience in long-term care or hospice
• Licensure/ Registration/ Certification:
• Knowledge, Skills, and Abilities:

ESSENTIAL DUTIES:

1. (60%) – Care Coordination

   1. Conducts thorough and accurate psychosocial assessments in a timely manner with a patient-centered approach.
   2. Interviews patients, focusing on relevant issues related to life situation, community supports, medical needs, barriers to care and areas of opportunity/need.
   3. Obtains collateral information from family and community supports as appropriate.
   4. Ensures timely progression of care with proactive identification and elimination of potential delays/barriers in patient care. Escalates barriers to hospital leadership for system resolution.
   5. Ensures all care coordination is patient-focused, incorporating cultural needs and respect for diverse patient populations.
   6. Actively works with interdisciplinary team to develop and implement care plans during hospitalization.
   7. Establishes and implements care plans to ensure safety, continuity of care, appropriate care coordination and support post-hospitalization, working with community providers and resources as appropriate.
   8. Organizes and attends care conferences when appropriate.
   9. Uses knowledge of community resources, healthcare funding, along with county, state, and federal regulations in making appropriate and safe plan.
   10. Communicates promptly, clearly, respectfully and effectively with care team, patient and support system.
   11. Completes assessments and participates in care rounds to ensure critical interventions and procedures occur to achieve optimal patient outcomes.
   12. Documents work clearly, concisely and consistently in a timely manner using appropriate standardized format in the electronic medical record. Submits changes when appropriate.
   13. Maintains confidentiality of information in accordance with department and organization policies.

   14. Utilizes tools and technology to identify and intervene with patients who are at risk for readmission and to ensure medically appropriate length of stay

   15. Facilitate psych-education groups on inpatient mental health

2. (15%) – Participates in education of patients, families, and healthcare team about medical and psychosocial issues that have an impact on the health and welfare of patients and families

   1. Educates patients and families within the context of the psychosocial assessment.
   2. Educates bedside nurses, physicians and healthcare staff informally in the context of patient discussion.
   3. May provide formal education through presentations at conferences, meetings, etc. when applicable.
   4. Content of education includes but is not limited to: medical issues, available post-acute support for follow up needs, health care funding, community resources, barriers to discharge, health care directives, establishment of legal decision-maker, social determinants of health, and psychosocial impact of illness.

3. (15%) – Relationship/ Team Building

   1. Maintains excellent working relationships with interdisciplinary team members, patient care units and community resources.
   2. Functions independently as a part of an interdisciplinary team, working effectively within departmental expectations as well as with patients, patients’ support systems, and the medical team to facilitate quality and efficient patient care.
   3. Works collaboratively with departmental colleagues to best meet patient medical/psychosocial and discharge needs.
   4. Enhances departmental relationships and activities through active participation in staff meetings and proactively identifying problems and solutions in the work environment.
   5. Supports other team members in achieving patient-centered goals.
   6. Participates in and contributes to appropriate departmental and/or organizational meetings.
4. (10%) – Personal Development and Regulatory Compliance
   1. Remains current in social work practices and best practices in the fields of healthcare and care coordination. Shares knowledge gained from attending outside educational opportunities with departmental and hospital teams.
   2. Demonstrates responsiveness to and appreciation of constructive feedback and recommendations for personal growth and development.
   3. Maintains current, active Minnesota licensure.
   4. Maintains regular and timely attendance.
   5. Completes all mandatory education and organization requirements in a timely manner and actively demonstrates self-directed learning and continuing education to enhance professional development.
   6. Assists in identifying educational opportunities for personal and departmental learning and development.
   7. Willingly participates in various committees, task forces, projects, and quality improvement teams, as needed and assigned. Performs other duties as assigned.

*Job description rankings/percentages are intended to reflect normal averages over an extended period of time and are subject to daily variances. Quality and efficiency standards should at no time be compromised to meet the average expectations expressed above. Job descriptions are subject to change to accommodate organization or department needs.

ORGANIZATIONAL EXPECTATIONS:

Values

All colleagues are expected to live our values:

Excellence: We strive for the best results and always look for ways to improve.

Compassion: We care and show empathy and respect for each person.

Partnership: We are strongest when we work together and with those we serve.

Integrity: We are open and honest, and we keep our commitments.

Additional Expectations:

• Complies with safety instructions, observe safe work practices, provides input on safety issues, and promotes a safe work environment.

• Maintains regular and timely attendance.

• Protects confidentiality.

• Demonstrates participation in and support of the organization's Corporate Integrity Program by participating in compliance-related education and training and complying with the organization's policies and procedures.

• Timely completion of all mandatory education and organizational requirements (i.e., licensure/certification, Employee Health and Wellness requirements, annual training, etc.)

POPULATION SPECIFIC COMPETENCIES:

Yes

No

Does this employee have direct patient contact?

x

Departments will need to determine the appropriate competencies in their areas for their specific patient populations documented in the essential duties section.

Examples of items that can be included are:

• Identifies expected outcomes for a plan individualized to the patient or situation specific to the needs of the population served.

• Communicates effectively with patients, families, and team members.

• Integrates practices that supports patient safety, acknowledges variations in populations served.

• Anticipates the needs of the population served as well as the unique characteristics of the communities served.

• Anticipates the needs of the population in providing culturally responsive care and develops an individualized plan for patients and families.

LEADERSHIP RESPONSIBILITY:

No supervisory responsibility of staff, may supervise social work interns .
Critical Job Demands

Section 1: Place an “X’ next to ONE of the terms that best describes the frequency for each of the Critical Demands

Critical Demands

N/A

0%

Rare

1-5% (Up to a ½ hour)

Occa

6-33% (1/2 hour to 3 hours)

Freq

34-66% (3 to 5½ hours)

Cont

67-100% (5½ to 8 hours)

Standing - Remaining on one's feet in an upright position at a work station without moving about.

X

Walking - Moving about on foot.

X

Sitting - Remaining in a seated position.

X

Squatting - Assuming or maintaining a crouching position with the knees bent.

X

Reaching - Stretching out or extending to touch or grasp.

X

Lifting - Raising or lowering an object from one level to another (includes upward pulling).

X

Carrying - Transporting an object, usually holding it in the hands or arms, or on the shoulder.

X

Pushing/Pulling – Exerting force upon an object so that the object moves away/towards from the force.

X

Handling/Fingering – (includes typing, computer work, gripping, grasping, and pinching)

X

Section 2: Place an “X” next to ONE of the terms that best describes the Strength Rating for this job classification whichis expressed by one of five terms: Sedentary, Light, Medium, Heavy, and Very Heavy.

XSedentary Work - Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. Light Work - Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly (Constantly: activity or condition exists 2/3 or more of the time) to move objects. Physical demand requirements are in excess of those for Sedentary Work. Even though the weight lifted may be only a negligible amount, a job should be rated Light Work: (1) when it requires walking or standing to a significant degree; or (2) when it requires sitting most of the time but entails pushing and/or pulling of arm or leg controls; and/or (3) when the job requires working at a production rate pace entailing the constant pushing and/or pulling of materials even though the weight of those materials is negligible. NOTE: The constant stress and strain of maintaining a production rate pace, especially in an industrial setting, can be and is physically demanding of a worker even though the amount of force exerted is negligible. Medium Work - Exerting 20 to 50 pounds of force occasionally, and/or 10 to 25 pounds of force frequently, and/or greater than negligible up to 10 pounds of force constantly to move objects. Physical Demand requirements are in excess of those for Light Work. Heavy Work - Exerting 50 to 100 pounds of force occasionally, and/or 25 to 50 pounds of force frequently, and/or 10 to 20 pounds of force constantly to move objects. Physical Demand requirements are in excess of those for Medium Work. Very Heavy Work - Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force constantly to move objects. Physical Demand requirements are in excess of those for Heavy Work.

Note: During any patient handling task, if any caregiver is required to lift more than 35 lbs. of a patient’s weight, assistive transfer devices should be used for the transfer.

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