DescriptionMission StatementThe Salvation Army, an international movement, is an evangelical part of the universal Christian church.
Its message is based on the Bible.
Its ministry is motivated by the love of God.
Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.Position SummaryThe Way In Case Manager is responsible for providing direct supervision and case management services to transitional aged youth (TAY) enrolled in the crisis, bridge, enhanced emergency shelter and transitional housing programs, with the ultimate goal of helping participants transition to permanent housing.
The Case Manager’s role is to promote self-sufficiency of participants and provide support in securing gainful employment, increasing and saving income, and securing stable permanent housing.Essential Functions
• Provide individualized case management, advocacy, and referral services to transitional aged youth (TAY) experiencing homelessness
• Support individuals in developing foundational independent living skills, securing full time employment, saving, and transitioning to permanent housing
• Assist individuals in identifying barriers to independent living and ways in which they may overcome them
• Provide support to participants in accessing mainstream benefits and securing permanent housing
• Maintain documentation in accordance with all regulatory and internal policies (in participant’s file and electronically in HMIS)
• Complete Individualized Service Plans for all assigned clients
• Engage clients in individual case management sessions on a weekly basis to discuss progress/regression of service plan goals, identify ongoing service needs, and provide linkage to resources as needed
• Provide referrals for group and/or individual mental health counseling; educational, vocational, and/or employment preparation and placement services; and a variety of social and recreational activities
• Complete client eligibility screenings and intake process
• Ensure that all newly arriving clients participate in a comprehensive needs assessment within 24 hours of program entry
• Facilitate groups, including cooking, basic computer skills, employment preparation, budgeting skills, activities of daily living and others which are relevant to the development of independent living skills
• Participate in continuing education trainings and community based provider meetings as assigned
• Develop resources through outreach and collaboration with community providers
• Collaborate with other staff members to ensure adherence to safety and security measures
• Drive company vehicles & transport clients to appointments, events, and activities as needed
• Perform all other duties as assigned by DirectorWorking ConditionsMust be able to sit, walk, stand, bend, squat, climb, kneel and twist on an intermittent or sometimes continuous basis.
Must be able to grasp, push, pull objects such as files, file cabinet drawers, and reach overhead.
Must be able to lift up to 25 lbs.Minimum Qualifications
– Bachelor’s Degree with one year experience in related field (experience may be substituted in some circumstances)
– Experience working with transitional aged youth experiencing homelessness preferred
– Must be TB cleared prior to employment
– CPR and First Aid Certification
– Knowledge of HMIS preferred
– Must have Class C Driver License
– Clean MVR and ability to drive & transport clientsSkills, Knowledge & Abilities
– Ability to carry out assignments independently and strong time management skills
– Strong verbal and written communication skills
– Computer literate in Microsoft Office Applications and ability to type a minimum of 45 WPM
– Knowledge of mainstream benefits, homeless assistance, employment, housing, medical and mental health resources in the communityQualificationsEducationPreferred+ Bachelors or better in Social WorkExperiencePreferred+ 1 year: Experience in related fieldEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)