IIH Case Manager

Description

Summary

Participate in implementation and delivery of time-limited intensive family preservation intervention intended to stabilize the living arrangement, promote reunification, or prevent the utilization of out-of-home therapeutic resources (i.e. psychiatric hospital, therapeutic foster care, residential treatment facility) for the identified youth as directed by the team leader and overseen by CBS Director.

Principal Duties and Responsibilities

Specific Duties and responsibilities:

• Defuse current crisis, evaluate its nature, and intervene to reduce the likelihood of a recurrence.
• Ensure linkage to needed community services and resources.
• Provide interventions to assist with rehabilitation related to mental health diagnosis such as self-help, social skills and basic living skills training for youth.
• Monitor and manage the presenting psychiatric and/or addiction symptoms.
• Work with caregivers in the implementation of home-based behavioral supports.
• Services may include crisis management, intensive case management, individual and/or family therapy, skills training, and other rehabilitative supports to prevent the need for an out-of-home placement or more restrictive services.
• Provide 24/7 crisis response to the consumers on caseload.
• Provide direct and indirect interventions which may include arranging, monitoring, and coordinating services in a range of community settings such as recipient’s home, school, homeless shelter, libraries, etc.

Documentation

• Intake paperwork
• Complete Person-Centered Plans
• Authorization reports
• Incident Reports
• Service Note completion
• Discharge summaries
• Maintain Electronic Health Record

Case Management

• Actively participate in weekly case staffing and monthly individual supervision.  
• Conduct Treatment Team Meetings as needed
• Link and coordinate necessary ancillary services for clients.

Core Competency: Cultural Awareness

Staff understands the impact of his/her personal belief system on delivery of services and appropriately adjusts personal performance to ensure cultural sensitivity in interactions with others.

• How will competency be evaluated? Completion of agency Cultural Competency training with an evaluation score of 80% or better at end of pre-service and annually.

Supervision Responsibilities:

None

All employees have the following expectations:

• Mission: Contribute to and enhance company mission
• Organization: Prioritize and plan work responsibilities appropriately
• Professional Development: Attend and/or successfully complete all required trainings and meetings
• Timeliness and Accuracy: Perform quality work within given deadlines and expectations with or without direct supervision
• Professionalism: Comply with all applicable policies, practices, and procedures; report all out-of-compliance and unsafe activities to supervisor; interact professionally with other employees, volunteers, families, children, and the community
• Teamwork: Serve effectively as a team contributor on all assignments
• Communication: Utilize effective communication skills both verbally and in writing; provide effective feedback and is receptive to feedback
• Leadership: Work independently while understanding the necessity for communicating and coordinating work efforts with other appropriate individuals
• Cultural Competence: Is sensitive to the cultural, ethnic and religious views of the children and families served, and in community and public contact.

Children’s Hope Alliance is an Equal Opportunity Employer

Requirements

Education and Experience Requirements

• Bachelor’s Degree plus a minimum of 1-year post degree experience working with same or similar client population required. 
• Requires knowledge and the ability to practically implement mental health regulations and clinical services.
• Must have basic computer (Microsoft Office and Database) and math skills.
• Must be culturally sensitive to children and families and support cultural diversity throughout the program.
• Requires effective communication, decision making, interpersonal, leadership and professionalism skills and abilities. 
• Must have a valid North Carolina’s Driver’s License.’
• Must submit to and pass pre-employment drug screening, criminal, HCPR and driving checks. 

Physical Requirements

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this job, the employee is regularly required to sit, use hands and fingers, handle or feel objects, tools, or controls, talk, and hear. The employee is frequently required to reach with hands or arms, stand, walk, climb or balance, stoop, kneel, crouch, or crawl. 
• The employee must occasionally lift and/or move up to 30 pounds.  
• Specifics vision abilities required by this position include close, distance, color, and peripheral vision, depth perception, and the ability to adjust focus.
• Physical functions which are considered essential to the satisfactory performance of the job include the following: reading, typing, writing, speaking, and using the telephone and prolonged sitting at a desk and working on a computer.  
• Employee must be able to operate a vehicle for job duties, and keep a valid NC drivers license with insurance.
• The work environment will contain slight to moderate office-related noises. The employee is not exposed to extreme weather conditions, toxic fumes, or airborne particles. 
• The employee must occasionally travel to different locations in the course of work.
• Physical functions which are considered essential to the satisfactory performance of the job include the following: public speaking, reading, typing, writing, using the telephone, driving, therapeutically restraining children and adolescents in crisis situations.

Salary expectations 

• New employees are generally hired at the midpoint of the posted salary range. However, the exact salary may vary depending on factors such as qualifications, internal equity, and the budget allocated for the role. 

Children’s Hope Alliance is committed to fostering, maintaining, and promoting equal employment opportunities. We recruit, hire, train, and promote employees without discrimination of race, religion, color, marital status, veteran status, physical or mental disability, national origin, sex, or age.