Organization Overview
Recovery Network of Programs, Inc. (RNP) is a private, non-profit community behavioral health, housing, and social support agency serving the Greater Bridgeport community and Fairfield County since 1972. RNP is dedicated to helping individuals and families affected by substance use, mental health disorders, gambling addiction, and homelessness. Our mission is to restore hope, health, and wellbeing in a recovery environment that embraces compassion, dignity, and respect. RNP is accredited by CARF, licensed by the Department of Public Health, and is a trusted provider of services on contracts with varies local, state, and federal organizations.
FLSA Status: Exempt (Full-Time)
Location: Shelton, CT (in-office 5 days/week) with regular travel to program sites (e.g., Bridgeport, Stratford) and, less frequently, stakeholder meetings within the state.
Schedule: Monday–Friday, typically 9:00am–5:00pm; occasional evening/weekend, on-call for consultation, high level program operation decisions.
Position Summary
In accordance with RNP’s Mission Statement, Philosophy of Client Care, and Code of Ethics, and under the supervision of the CEO, the Chief Program Officer (CPO) provides executive clinical and administrative leadership across RNP’s comprehensive continuum of care. The CPO is a key member of the Executive Team and collaborates closely with senior leadership in Finance, Human Resources, Operations, Compliance, Quality, Information Technology, and Strategic Planning. Under direction of the CEO, the CPO is responsible for organization-wide program implementation, performance, and strategy to ensure high-quality, evidence-based, trauma-informed, and culturally responsive services; strong utilization and access; staff development and accountability; financial stewardship, and sustained compliance with an array of applicable regulations and payer requirements (e.g. CARF, DPH, OTP, DMHAS, Judicial Branch, DSS). The CPO builds cohesion across programs, strengthens internal integration across levels of care, and represents RNP in partnership with external stakeholders.
Core Functions and Responsibilities
Agency-wide Program Leadership
- Provide clinical and administrative oversight of a comprehensive, coordinated system of behavioral health treatment, recovery support, and housing services across the agency.
- Translate organizational strategy into effective operational plans, evidence-based practices, performance targets, and consistent implementation across service lines and sites.
- Identify emerging community needs and develop, implement, and operationalize new or enhanced program models to meet identified needs.
Quality, Outcomes, and Continuous Improvement
- Monitor program performance metrics (e.g., access/timeliness, engagement and retention, capacity/utilization, outcomes, client satisfaction, and quality indicators).
- Lead program quality improvement initiatives aligned with agency goals; ensure corrective actions are implemented, tracked, and sustained.
- Promote consistent clinical/program standards, documentation expectations, and service delivery practices across programs.
Compliance, Licensing, and Risk Management
- Provide strong leadership to ensure program compliance with federal and state regulations and agency policies, including confidentiality requirements (e.g., HIPAA and 42 CFR Part 2) and licensing/regulatory standards as applicable.
- Support audit readiness through strong program development, documentation standards, staff training, internal monitoring, and timely resolution of findings.
- Oversee program-level risk management processes, including incident review, escalation, and implementation of mitigation strategies.
Financial Stewardship and Utilization Management
- Partner with Finance to develop and manage program budgets; monitor productivity, staffing patterns, and resource allocation.
- Ensure programs meet utilization and capacity expectations and support efficient and clinically responsive progression through levels of care and continuity of care.
- Collaborate with Operational/Revenue Cycle leaders to support billing integrity through compliant service delivery workflows and documentation.
People Leadership and Culture
- Provide strategic and day-to-day leadership for direct reports; build a high-performing culture of transparency, collaboration, accountability, and staff development.
- Support recruitment, onboarding, training, performance management, and succession planning for program direct care and leadership positions.
- Model and reinforce RNP’s commitment to diversity, equity, inclusion, and empowerment in service delivery and workforce practices.
- Model and reinforce RNP’s commitment to trauma-sensitive, gender-responsive, and culturally informed leadership and supervision practices by leading with humility, transparency, and accountability.
- Provide clear, consistent professional communication; Provide regular individual and group supervision; utilize data, client input, and equity-informed decision-making to guide continuous growth in professional relationships within the leadership team and across programs.
Partnerships, Integration, and Representation
- Strengthen coordination and integration across program sites and service lines to support seamless client transitions and continuity of care.
- Build and sustain collaborative relationships with external stakeholders (e.g., referral partners, community organizations, government entities) to advance access and service coordination.
- Prepare and present program reports and updates to the CEO, Executive Team, Community Stakeholders and Board of Directors, as requested.
- Cultivate and maintain strong, trust-based relationships with key state agencies and partners—including DMHAS, DOC, DPH, DSS, DPH, and other regulatory and system partners—as well as public and private funders, by ensuring consistent communication, responsiveness, transparency, and follow-through.
- Serve as executive representative for RNP in meetings, monitoring visits, and collaborative initiatives with regulators and funders; anticipate partner needs, address concerns proactively, and align program performance and reporting with shared system goals to advance access, quality, and equity.
- Advance RNP’s mission through partnership leadership by demonstrating credibility, diplomacy, solution-focused problem solving, and a “no surprises” approach—bringing timely updates, accurate data, and clearly articulated improvement plans that build confidence and support long-term collaboration.
- Strengthening RNP’s standing as a reliable safety-net provider by ensuring commitments to partners and funders are met (deliverables, metrics, fiscal stewardship, and compliance requirements), and by elevating innovations and outcomes that improve care for underserved and justice-involved populations.
Other
- Participate in strategic planning and support grant development and proposal writing to expand and enhance RNP’s continuum of care.
- Perform other duties as assigned by the CEO.
Skills, Qualifications, and Experience
- Demonstrated commitment to RNP’s mission and the individuals and communities served.
- Minimum of eight (8) years of progressive senior leadership experience, preferably within a complex or multi-service behavioral health organization. Executive leadership preferred.
- Experience managing programs with multiple funding sources (local, state, federal) and performance/accountability requirements.
- Strong knowledge of behavioral health systems, community-based services, and best practices across levels of care (substance use, mental health, homelessness, and recovery supports).
- Knowledge of regulatory and confidentiality requirements relevant to behavioral health services (including DPH, DSS, and HIPAA and 42 CFR Part 2).
- Strong budgeting and financial management skills; ability to make sound operational decisions aligned with fiscal stewardship.
- Valid Connecticut driver’s license and ability to travel regularly to program sites.
Education and Licensure
- Master’s degree required.
- Active, independent clinical license in a behavioral health field required (e.g., LCSW, LMFT, LPC) in good standing.
Key Performance Indicators (KPIs) and Performance Targets
The CPO is accountable for agency-wide performance across quality, access, utilization, fiscal stewardship, workforce stability, and regulatory compliance.
A. Access, Engagement, and Service Continuity: Timely access from first contact to first appointment/admission (by program). Reduced no-show rates; consistent engagement protocols. Strong continuity of care and documented follow-up during transitions across levels of care.
B. Utilization, Capacity, and Client Flow: Programs meet capacity/census and utilization targets (e.g., residential occupancy, OTP active caseload, outpatient/IOP schedule utilization). Appropriate length-of-stay/client movement aligned with
individualized plans; active waitlist/referral management. Productivity meets role-based expectations while maintaining quality and compliance.
C. Clinical Quality and Outcomes: Improvement on defined outcome measures (engagement/retention, symptom/substance-use measures where applicable, housing stability, client goals). Client satisfaction meets targets, timely grievance resolution and feedback loops. Evidence-based practice implementation and fidelity monitoring.
D. Regulatory Compliance, Licensing, and Audit Readiness: On-time license/certification renewals; no avoidable lapses. Strong audit/monitoring results; corrective actions closed on time. Documentation compliance (medical necessity, plans, notes, signatures, timeliness, confidentiality). Timely incident reporting/review and trend-based improvement. Confidentiality compliance (HIPAA/42 CFR Part 2) and training completion; no preventable breaches.
E. Fiscal Management and Revenue Integrity: Budget performance within approved parameters; timely variance review and corrective action. Reduced denials and improved billing integrity through compliant documentation/authorization workflows. Staffing/overtime within targets; efficient resource use. All contract/grant deliverables and reporting submitted accurately and on time.
F. Workforce Stability and Leadership Effectiveness: Improved retention; vacancy and time-to-fill within targets for key roles. Training and supervision requirements met and documented. Leadership development, performance evaluations, and succession planning completed on schedule.
Benefits (for full time employees):
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Medical, Dental and Vision
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Flexible Healthcare or Dependent Care accounts or Health Savings Account
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Generous employer contribution provided for annual healthcare expenses
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Basic Life insurance at no cost to employee
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Generous Paid Time Off as well as 14 Holidays and Birthday off
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Retirement plan- 403b with discretionary employer contribution
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Tuition, License and Certification Reimbursement
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Employee Assistance Program
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Optional voluntary insurance for short-term and long-term disability
All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, disability, veteran status or any other characteristic protected by law.
