Senior Case Manager
 The Salvation Army USA Western Territory | |
26.00
| |
 United States, Idaho, Nampa | |
| 403 12th Avenue Road (Show on map) | |
 Nov 14, 2024 | |
|
Description
Recruiting Opportunity Closes: 11.19.2024 The Salvation Army Mission Statement: Application Instructions: Complete the online job application, upload a resume. To apply online go to: Senior Case Manager To apply in person go to 403 12th Ave S, Nampa, ID 83651. Bring a resume and complete the job application provided to you. Incomplete applications will not be accepted. Questions, contact Capt. Allison Struck at allison.struck@usw.salvationarmy.org or call (208) 586-9681. Capt. Struck is the sole point of contact for questions regarding this position. Recruiting Accommodation Statement: --------------------------------------------------------------------------------------------------------------------------- Education and Work Experience:
Education:
A Bachelor's degree in Human Services/Social Work/Psychology preferred, or equivalent work experience, with knowledge of housing resources, community re-entry, and an understanding of the issues impacting the Treasure Valley's homeless population.
Work/Professional Experience:
1 year in Salvation Army Social Services or equivalent social work experience required.
Scope of Position:
The Senior Case Manager under the direction of the Business and Grants Manager, is responsible for the screening, intake and case management assignment of eligible clients seeking services at the Community Family Shelter. The Case Manager will maintain a personal caseload of the Rapid Re-Housing and Residential Shelter clients. The Senior Case Manager will provide oversight for proper Case Management practices for all case management, including file reviews, data input review, case note review and reporting, as directed by the Business and Grants Manager. The Senior Case Manager is responsible for promoting an atmosphere where Social Work Values and missional values are demonstrated and abiding by the Code of Ethics. The following duties are outlined, but they are not a comprehensive list.
Knowledge, Skills and Abilities:
1.
The Senior Case manager must understand and support the work and the mission of The Salvation Army reflected in character, values and beliefs.
2.
Basic knowledge of The Salvation Army Mission Statement.
3.
Ability to work with a diverse population, remaining calm in times of pressure created by working with vulnerable clients.
4.
A knowledge of community housing resources preferred.
5.
Bi-lingual (Spanish Speaking) preferred.
6.
Must have a current Driver's License.
7.
Ability to build a team environment, developing rapport with clients and staff.
8.
Detail oriented and attention to detail
9.
Ability to type at least 25 words per minute.
10.
Familiarity with Microsoft Office Computer software.
11.
Ability to learn new software programs, including HMIS, Wellsky, and other Salvation Army collaborative programs.
12.
Good interpersonal and communication skills.
13.
Ability to operate email on computer systems.
14.
Ability to operate standard office equipment such as photocopy machine, fax machine voice mail, and others as required.
15.
Strong writing skills.
16.
Ability and willingness to keep information confidential.
17.
The Sr. Case Manager will write case notes and case plans and collect and enter client data into identified social services management systems, such as the HMIS and WellSky.
18.
The Sr. Case Manager provides services according to the standards of The Salvation Army, is culturally competent and is able to draw upon values that promote a healthy, balanced lifestyle.
Licenses and Certifications:
1.
Must pass criminal records check.
2.
Obtain CPR/First Aid Certification.
3.
Valid ID driver license.
Essential Duties and Responsibilities:
Administrative Responsibilities:
1.
Receive referrals from partner agencies including the coordinated entry system, Rapid Rehousing program, day resource participant and emergency shelter residents.
2.
As needed, work with Corps Officers and Business and Grant Manager to do outreach to secure more clients for program.
3.
Qualify and determine client eligibility for services within Salvation Army and/or grant-funded case management programs and assign cases based on client needs and eligibility.
4.
Serve as Wellsky and HMIS point person for Nampa Social Services, serving as liaison between agencies, DHQ and other Nampa staff when questions arise.
5.
Complete regular (monthly) file review of both digital and paper files; ensuring compliance with TSA and grant requirements for files.
6.
Create agenda and complete Minutes for weekly Case Conference meeting.
7.
Provide daily oversight of interns, working with Licensed Supervisor, on appropriate tasks.
8.
Complete and submit monthly statistics as needed.
9.
Complete monthly, quarterly and annual performance reports for The Salvation Army, COC, ESG, CDBG, EFSP, United Way and other funding sources.
10.
Follow all grant requirements and policies including LEP, Section 504, ADA, and Fair Housing.
11.
Serve as the section 504 and LAP coordinator.
12.
Represent The Salvation Army at: Region 3 Housing Coalitions and IHHC committee as assigned by Corps Officer or Director of Social Services. Provide reports to these groups, as needed.
13.
Work with Corps Officers and Business and Grants Manager to provide Life Skills classes for clients on an on-going basis.
14.
As needed, do site visits for housing clients.
Case Management Essential Duties:
15.
Serve as primary case manager for Rapid Rehousing and Residential Shelter clients.
16.
Conduct intake and client assessments as appropriate which may include the Vulnerability Index and tools such as URICA assessment, Client Sufficiency Matrix, and Heart Hope Index.
17.
Meet with client and/or maintain client contact on a regular (usually weekly) basis to review the agreed upon Action Plan and update the plan as needed. Assist clients in identifying barriers to success. Conduct motivational interviews to support clients in moving toward self-sufficiency. Provide crisis intervention as needed.
18.
Provide one-on-one goal setting. With client input, recommend a reasonable action plan for each case using best practices.
19.
Assist clients in obtaining and appropriately utilizing community resources, particularly those related to housing, employment, recovery support programs, educational opportunities, and other relevant services.
20.
Ensure clients are informed of relevant policies.
21.
Complete administrative tasks for processing material assistance to families and other clients/families who meet criteria for related assistance. This includes but is not limited to screenings, application forms, collecting proper documents (i.e. identification (ID), income or bank statements, lease, proof of financial hardship, documentation of homelessness or risk of homelessness, etc.), completing check requests, tracking funding drawdowns, accounting for assistances on hand, etc.
22.
Record and maintain accurate client information, with thorough data entry, utilizing the WellSky database.
23.
Maintain client notes and documentation that are clear, thorough, complete and up-to date.
24.
Respect and adhere to client privacy guidelines (HIPAA, 42 CFR)
25.
Establish a professional working rapport with other community program staff.
26.
Collaborate with Salvation Army staff and Corps Officer, as well as teams of community case workers to maximize client resources and opportunities. Attend Case Conferences through the Region III housing coalition, The Salvation Army Nampa and Divisional meetings.
Miscellaneous:
27.
Flexibility to adjust work schedule as necessary to meet work requirement.
28.
Always interact in a professional and courteous manner with clients, TSA staff, community groups, vendors, landlords, partners and stakeholders.
29.
Attend required staff meetings, including Case Conference.
30.
Be accountable regarding following TSA guidelines on documenting financial and material assistance to clients.
31.
Attend trainings in the community, as needed, for professional development.
32.
Attend and complete trainings as required by The Salvation Army policies.
33.
Nights, weekends, and holidays required.
Physical Requirements: See Checklist for Physical Activities & Requirements, Visual Acuity, and Working Conditions of the Position
Working Conditions: See Checklist for Physical Activities & Requirements, Visual Acuity, and Working Conditions of the Position
MISCELLANEOUS:
The candidate chosen for this position will be required to pass a criminal history information check. Conviction of a crime will not automatically preclude employment. The circumstances involved in the conviction(s) will be considered.
Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue hardship would result.
Supervisor:
Business and Grants Manager
Checklist for Physical Activities & Requirements, Visual Acuity, and Working Conditions of the Position
Position Title:
Job Code:
1. The physical activity of this position. (Please check all blocks that apply)
X
A.
Climbing. Ascending or descending ladders, stairs, scaffolding, ramps, poles and the like, using feet and legs and/or hands and arms.
B. Balancing. Maintaining body equilibrium to prevent falling and walking, standing or crouching on narrow, slippery, or erratically moving surfaces.
C. Stooping. Bending body downward and forward by bending spine at the waist. This factor is important if it occurs to a considerable degree and requires full motion of the lower extremities and back muscles.
X
D.
Kneeling. Bending legs at knee to come to a rest on knee or knees.
X
E.
Crouching. Bending the body downward and forward by bending leg and spine.
F. Crawling. Moving about on hands and knees or hands and feet.
X
G.
Reaching. Extending hand(s) and arm(s) in any direction.
X
H.
Standing. Particularly for sustained periods of time.
X
I.
Walking. Moving about on foot to accomplish tasks.
X
J.
Pushing. Using upper extremities to press against something with steady force to thrust forward, downward or outward.
X
K.
Pulling. Using upper extremities to exert force to draw, haul or tug objects in a sustained motion.
X
L.
Lifting. Raising objects from a lower to a higher position or moving objects horizontally from position-to-position.
X
M.
Fingering. Picking, pinching, typing or otherwise working, primarily with fingers rather than with the whole hand as in handling.
X
N.
Grasping. Applying pressure to an object with the fingers and palm.
O. Feeling. Perceiving attributes of objects, such as size, shape, temperature or texture by touching with skin, particularly that of fingertips.
X
P.
Talking. Expressing or exchanging ideas by means of the spoken word. Those activities in which they must convey detailed or important spoken instructions to others accurately, loudly, or quickly.
X
Q.
Hearing. Perceiving the nature of sounds at normal speaking levels with or without correction.
X
R.
Repetitive motion. Substantial movements (motions) of the wrists, hands, and/or fingers.
2. The physical requirements of this position. (Please check all blocks that apply)
X
A.
Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
X
B.
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 to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the worker sits most of the time, the job is rated for light work.
C. Medium work. Exerting up to 50 pounds of force occasionally, and/or up to 30 pounds of force frequently, and/or up to 10 pounds of force constantly to move objects.
D. Heavy work. Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of force frequently, and/or up to 20 pounds of force constantly to move objects.
E. Very heavy work. Exerting more than 100 pounds of force occasionally, and/or more than 50 pounds of force frequently, and/or more than 20 pounds of force constantly to move objects.
3. The visual acuity requirements including color, depth perception, and field vision (Please check only one block)
X
A.
The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading; visual inspection involving small defects, small parts, and/or operation of machines (including inspection); using measurement devices; and/or assembly or fabrication parts at distances close to the eyes.
B. The worker is required to have visual acuity to perform an activity such as: operates machines, such as lathes, drill presses, power saws, and mills where the seeing job is at or within arm's reach; performs mechanical or skilled trades tasks of a non-repetitive nature, such as carpenter, technicians, service people, plumbers, painters, mechanics, etc.
C. The worker is required to have visual acuity to operate motor vehicles and/or heavy equipment.
X
D.
The worker is required to have visual acuity to determine the accuracy, neatness, and thoroughness of the work assigned (i.e., custodial, food services, general laborer, etc.) or to make general observations of facilities or structures (i.e., security guard, inspection, etc.)
4. The conditions the worker will be subject to in this position (Please check all blocks that apply)
X
A.
The worker is subject to environmental conditions. Protection from weather conditions but not necessarily from temperature changes.
B. The worker is subject to outside environmental conditions. No effective protection from the weather.
C. The worker is subject to both environmental conditions. Activities occur inside and outside.
D. The worker is subject to extreme cold. Temperatures typically below 32 for periods of more than one hour. Consideration should be given to the effect of other environmental conditions, such as wind and humidity.
E. The worker is subject to extreme heat. Temperatures above 100 for periods of more than one hour. Consideration should be given to the effect of other environmental conditions, such as wind and humidity.
F. The worker is subject to noise. There is sufficient noise to cause the worker to shout to be heard above ambient noise level.
G. The worker is subject to vibration. Exposure to oscillating movements of the extremities or whole body.
H. The worker is subject to hazards. Includes a variety of physical conditions, such as proximity to moving mechanical parts, moving vehicles, electrical current, working on scaffolding and high places, exposure to high heat or exposure to chemicals.
I. The worker is subject to atmospheric conditions. One or more of the following conditions that affect the respiratory system of the skin: fumes, odors, dust, mists, gases, or poor ventilation.
J. The worker is frequently in close quarters, crawl spaces, shafts, man holes, small enclosed rooms, small sewage and line pipes, and other areas that could cause claustrophobia.
K. The worker is required to function in narrow aisles or passageways.
X
L.
None. The worker is not substantially exposed to adverse environmental conditions (such as in typical office or administrative work.) Education
Bachelors of Social Work (preferred)
Experience
A Bachelor's degree in Human Services/Social Work/Psychology preferred, or equivalent work experience, with knowledge of housing resources, community re-entry, and an understanding of the issues impacting the Treasure Valley's homeless population. (preferred)
Licenses & Certifications
Driver's License (required)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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