CLTS-Children's Long-Term Support Analyst

Position Summary And Job Duties

This position within the Children's Long-Term Support (CLTS) Program has analyst responsibilities in the areas of program compliance and project management. The Analyst assists with key responsibilities including coordinating quality assurance efforts, compliance monitoring, policy management, and continuous quality improvement activities. This also includes monitoring program compliance with county, state, and federal requirements; conducting record reviews and audit activities; coordinating policy development and implementation; managing Notices of Adverse Action and appeals processes; facilitating high-cost project reviews and outlier rate requests; and supporting program performance measurement through data analysis and reporting.

Supports and promotes the Mission, Vision, and Guiding Principles of the Human Services Department. Performs duties in a manner consistent with departmental professional standards, "Commitment to Co-Workers", and organizational values.

30%- Program Systems, Compliance, and Quality Assurance

• Track participant compliance requirements including recertifications, functional screens, assessments, ISP reviews, enrollment timelines, and other required documentation.
• Review participant records and data systems to ensure accuracy, completeness, and compliance with county, state, and federal requirements.
• Facilitate audit activities, including MetaStar record reviews, and coordinate remediation efforts.
• Serve as a liaison with state agencies and technical support entities regarding program operations, systems, and compliance requirements.
• Assist with local requirements in regard to Medicaid Compliance
  
  

30%-Project Management and Operational Support

• Review referrals for adverse actions, analyze participant records and supporting documentation, and determine compliance with CLTS policy and Deciding Together requirements. Draft, issue, and track Notices of Adverse Action (NOAs), ensure adherence to regulatory timelines and notice requirements, and provide support and coordination related to participant appeals.
• Coordinate the review, development, revision, and implementation of program policies and procedures to ensure alignment with state requirements and program operations. Facilitate the CLTS Policy Workgroup by scheduling meetings, preparing materials, documenting discussions and decisions, tracking action items, and communicating approved changes to staff and leadership.
• Coordinate the High-Cost Review Panel process, including scheduling and facilitating meetings, preparing and collecting required documentation, documenting recommendations and decisions, tracking action items, and providing technical assistance to staff. Manage high-cost project tracking and complete required submissions, notifications, and supporting documentation within state systems to ensure compliance with waiver requirements and established timelines.
• Assist staff and providers with outlier rate applications and renewals, including gathering documentation, submitting required materials, and serving as the primary point of contact throughout the review process.
• Track dual CLTS/CCS enrollments and referrals to support program collaboration and coordination.
• Coordinate other special projects and initiatives that support program goals and operational effectiveness.
  
  

10%- Data Analysis, Reporting, and Program Performance

• Collect, analyze, and maintain program data to evaluate performance, identify trends, and support decision-making.
• Prepare reports, dashboards, and recommendations for supervisors, management, and stakeholders.
• Monitor key performance indicators and quality measures to assess program effectiveness and identify opportunities for improvement.
• Develop and administer surveys and other feedback tools to evaluate participant experiences and program outcomes.
• Track and analyze enrollment, eligibility, and performance data and prepare reports to support program oversight, quality assurance, and operational decision-making.
  
  

10%- Training, Resource Management, and Continuous Improvement

• Develop and maintain program resources, forms, guides, policies, and training materials.
• Coordinate staff communication and training related to policy updates, process changes, and system enhancements.
• Maintain shared program resources and reference materials in Teams to ensure staff have access to current information.
• Support continuous quality improvement efforts through process evaluation, project management, and implementation of operational enhancements.
• Provide cross-functional support and coverage for analyst responsibilities to ensure continuity of program operations during staffing shortages, vacancies, workload fluctuations, and special initiatives.
  
  

10% - Medicaid Fraud, Waste, and Abuse Monitoring

• Review as requested participant, provider, and billing activities to identify potential fraud, waste, abuse, or misuse of Medicaid-funded services.
• Review service utilization, provider billing, and authorization information to ensure services are delivered as approved and in accordance with CLTS policy and Medicaid requirements.
• Investigate compliance concerns, implement corrective administrative actions when appropriate, and coordinate referrals to DHS, OIG, or other authorized entities for suspected fraud or abuse.
• Support program integrity initiatives through ongoing monitoring, education, and collaboration with staff, providers, and fiscal partners.
  
  

10% - Analyst Coverage, Program Support, and Special Projects

• Assist with Notices of Adverse Action, policy and procedure development, data analysis, compliance monitoring, and other analyst functions as assigned.
• Participate in program workgroups, operational improvement initiatives, and special projects that support program goals and regulatory compliance.
• Provide cross-functional support and coverage for analyst responsibilities to ensure continuity of program operations during staffing shortages, vacancies, workload fluctuations, and special initiatives.
• Provide temporary case management coverage, including completion of required contacts, documentation, assessments, authorizations, and other service coordination activities, as needed to support program operations.
  
  

Success Factors (KSA's)

• Knowledge of Human Services Programs & Medicaid
• Ability to prepare and organize documents and to present facts clearly and concisely, orally and in writing
• Attention to detail and accuracy
• Ability to problem solve, quantitatively or qualitatively define problems and find solutions
• Ability to effectively communicate in writing to a wide variety of audiences
• Ability to work with others, prioritize duties, multi-task, work under deadlines, and be flexible and adaptive
• Ability to establish and maintain effective working relationships with co-workers, officials, providers, and the general public
• Experience utilizing computer software tools, such as spreadsheets and databases
  
  

Job Requirements, Education, Training & Experience

• Bachelors Degree from an accredited college or university with major coursework in social work, public administration, or a human services related field.
  
  

Physical Elements

Essential Job Functions (physical elements, equipment and working conditions)

• Ability to stand, walk and sit.
• Ability to exert up to 20 lbs of force occasionally or up to 10 lbs of force frequently
  
  

Equipment Use

• Ability to use computer and computer keyboard.
• Ability to use standard office equipment.
  
  

Working Conditions

• Almost all indoor work in an office setting
  
  

Rock County Employee

Facts And Benefits Highlights

• Rock County historic and cultural attractions:Rock County is in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.
  
  

Rock County’s many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville’s Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850’s).

The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State’s geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.

• Salary:
  
  

Rock County has updated their pay grid in 2023 and it has 14 steps for every classification. Below is the link to locate the compensation grid and see each of the classifications that Rock County has to offer.

https://www.co.rock.wi.us/departments/human-resources/compens

Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee’s bank account. There is a two-week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check, which is a live paper check. Direct deposit is a requirement of employment.

• Holidays (Ordinance 18.501):
  
  

Required

The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work:

• New Year's Day
• Martin Luther King Jr. Day
• Spring Holiday to be observed the Friday immediately preceding Easter
• Memorial Day
• July 4th
• Labor Day
• Thanksgiving Day
• Friday following Thanksgiving
• Day before Christmas
• Christmas Day
• One Floating Holiday
• Any additional holiday granted by the County Board.
• The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair.
  
  

For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.

For employees not working the standard work schedule see the HR Policies and Procedures.

• Vacation (Policy & Procedure Manual 5.47):
  
  

Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:

• Health Insurance including our Wellness component:
  
  

Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.

• Sick Leave (Policy 5.39):
  
  

Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.

All full-time employees shall earn one sick leave day per month of continuous employment. All part-time em­ployees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in rela­tion to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.

• Dental Plan:
  
  

The County offers a dental plan through Delta Dental and will pay 60% of the applicable

premium for the lowest cost plan. Employees can enroll within the first 30 days of

employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Vision Plan:
  
  

The County offers a vision plan which employees can enroll in at their own cost. Employees

can enroll within the first 30 days of employment, after that there is an annual open enrollment

period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made.

Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Life Insurance:
  
  

The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee’s salary. Employees can also purchase coverage for their spouse and/or children.

• Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)
• Voluntary Benefits:
  
  

The County offers voluntary benefits which employees can enroll in at their own cost. Employees

can enroll within the first 30 days of employment, after that there is an annual open enrollment

period in the fall. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.

• Deferred Compensation:
  
  

Employees can participate in one of the identified deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.

• Flexible Spending Account (Medical and Dependent Care):
  
  

Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts.

If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.

• Retirement:
  
  

Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several factors – age, length of service, salary.

Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.

Employees in protective status have the percentage contributions defined in their respective collective bargaining units.

Employees who have questions about their retirement benefits should contact WRS.

• Bereavement Leave (Policy 5.04):
  
  

In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a person’s wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person’s death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.

No more than (32) hours can be used for the same decedent.

If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday, or comp-time. Sick leave can be used for a parent, spouse, or child only.

Bereavement leave cannot be accrued from one year to the next.

Bereavement leave can be used in increments of quarter hours.

A second or third shift employee may be excused from work the scheduled shift before or after the event, provided the shift begins or ends on the same calendar date of the event.

All leaves under this section shall be prorated based upon the employee’s FTE.

• EAP:
  
  

The County provides an Employee Assistance Program (EAP) for employees to use for all kinds of personal and professional assistance. In the case of counseling, professional counselors are available 24 hours a day, 7 days a week. An employee can establish a relationship with a counselor over the phone or set up an in-person appointment with a counselor in the area. As of March 1, 2022, the EAP program will pay for up to six visits.

• Parking:
  
  

The County provides free parking at all its facilities.

• Workplace Attire (Policy & Procedures 5.53):
  
  

All Rock County employees are expected to present a professional, businesslike image to clients, visitors, customers, and the public. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with the County. Supervisors should communicate any department-specific workplace attire and grooming guidelines to staff members during new-hire orientation and evaluation periods. Any questions about the department’s guidelines for attire should be discussed with the immediate supervisor.

• Employee Identification Badge (Policy & Procedure 5.08)
  
  

All Rock County employees shall have and display, an identification badge while conducting official County business. Minimal exceptions, for safety reasons, may be approved by Department Heads.

• Smoking:
  
  

All County buildings are smoke free. By County Ordinance anyone visiting or working in any County building is prohibited from smoking closer than 30 feet from any building entrance. The Ordinance also makes the entire Rock Haven Nursing Home a smoke free “campus.”

Prior to new hire orientation, please access policy documents here: https://www.co.rock.wi.us/hr

Active Employees: For full policy documents, please visit the Human Resources Intranet page, “Personnel Ordinance” and “Policy & Procedure Manual”. https://www.co.rock.wi.us/rchr/

Please note, you may also be subject to department specific work rules.

Still have questions? Call us! Human Resources: 608-757-5520