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DescriptionWe have an immediate opening for a Care Coordinator. Rate of pay is $21-23 per hour.Be the change you wish to see in the world! Come join our team to empower children and families in our communities to transform their lives and develop to their full potential.Pressley Ridge Benefits The well-being of our employees and their families is important to us. At Pressley Ridge, we strive to provide the most competitive and comprehensive employee benefit programs that are affordable and help you and your family achieve and maintain your best possible health.
Medical coverage available with a Health Savings Account (HSA) with 50% employer match
Prescription coverage
Dental and vision plans
Patient advocate and Medicare specialists available at no cost
Dependent Care Flexible Savings Account
Wellness incentive (up to $250)
403b with up to 9% employer give/match
Free life insurance and AD&D
Paid Time Off (PTO)
9 paid holidays (7 recognized holidays plus a floating and birthday holiday per year)
Tuition reimbursement (if applicable)
Employee Assistance Program (EAP)
The Care Coordinator provides care coordination carefully calibrated to the level of need of the individual/family being served. The Care Coordinator will be responsible for the performance of Care Coordination duties as well as the specific duties as assigned to each level of service. Care Coordination includes Information gathering & Referral, Service Coordination (Moderate Care Coordination within OhioRISE) and High Fidelity Wraparound (Intensive Care Coordination within OhioRISE).Essential Responsibilities
Engagement/Developing Enduring Relationships
Assessment
Service Planning
Evaluation
Resource Expert
Convener/Facilitator
Essential Competencies
Interpersonal Skills: Builds positive and productive relationships with a diverse population; establishes and maintains appropriate rapport with supervisors, consumer family members and colleagues inside and outside the organizationTime Management: Uses time efficiently and plans well; concentrates efforts on important priorities while attending to broad range of activities. Consumer/Stakeholder Focus: Commitment to satisfy the needs and service expectations of consumer families while meeting the requirements of other stakeholders.Decision Quality/Problem Solving: Solves problems effectively; makes decisions based on a mixture of analysis of facts, experience and good judgment. Clearances
Valid driver’s license with acceptable driving record and vehicle insurance. and proof of insurance.
State Police, FBI, and Child Abuse Clearances; CPSL Mandated Reporter-Recognizing and Reporting Child Abuse training per state regulation.
Working Conditions
Physical Demands: Requires vision, speech, and hearing.
Environmental Factors: Community, home, school, daily access to private insured vehicle during work hours.
Working Hours: A non-traditional work schedule as defined by service needs.
QualificationsEducationRequired
Associates or better in Human Services
ExperienceRequired
3 years: experience working with children’s mental health, child welfare, developmental disabilities, juvenile justice or a related behavioral health care field, providing community-based services to children and youth and their family/caregivers.
1 year: Experience working with children and/or families in one or more of the following areas of expertise: family systems, community systems and resources, case management, child and family counseling/therapy, child protection or child development; and Also, the ability to manage complex cases and the ability to navigate state and local child serving systems.
Equal 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)
Vacancy expired!