Position Summary
The role of the Case Manager is to oversee the service planning and transitional process for youth entering and exiting the program and to perform the duties of the role while providing a safe and successful learning environment for youth and encouraging social and emotional development through the achievement of academic and personal goals.
Essential Job Duties
Active participant in the Multidisciplinary Treatment Team (MDT),
Complete an intake needs assessment on youth as they enter the Program, and complete re-assessments within established contractual guidelines,
Evaluate, develop and document an individual service/care plan for the youth based on the needs assessment, and complete updates within established contractual guidelines,
Ensure youth receives academic, vocational, and behavioral assessments within the required timeframe of enrollment and that this data is used in development of the individual service/care plan,
Ensure timely delivery of the appropriate Program services to meet the needs of the youth within the established guidelines of the Personal Growth Model and building youth’s ability to function productively in interpersonal relationships
Attend and represent the program at court hearings, meetings and youths’ legal proceedings,
Deliver Evidence Base Treatment models adopted by the Program, adhere to fidelity requirements of evidence based treatment model fidelity and documentation per contract
Facilitate youth progress meetings, with members of the MDT monthly, or more frequently if needed,
Schedule transitional meetings 60 days prior to release date and assist in the development of a Transition Plan 30 days prior to the youth’s termination from the Program,
Ensure each youth has a post-needs assessment and has a completed transitional plan before release date,
Complete administrative tasks related to the role:
Disbursement of comprehensive, monthly reports to the parent/guardian, judge and DJJ Probation Officer, or other applicable individuals, within required timeframe from date of the MDT meeting,
Ensure advisors are completing weekly behavioral up-dates and weekly goal progressions,
Conduct monthly audits to ensure all pertinent information is recorded,
Maintain case management and service notes,
Conduct and maintain youth exit interview information,
Schedule off-site appointments and transportation for youth,
Transport youth and may drive for other work related tasks,
Operate program vehicles as required in accordance with the transportation policy/guidelines,
Attend required training/professional development events and maintain appropriate certification(s) and license(s),
Assist with special projects and other duties as assigned.
Minimum Education, Training and Experience
Bachelor degree in Psychology, Social work or related field,
Minimum 2 years experience working with youth,
Able to obtain and maintain appropriate crisis intervention and physical restraint training and certification as defined by state requirements,
May be required to obtain and maintain current CPR and First Aid Certification by nationally recognized organization.
What's in it for you?
As well as gain an opportunity to make an exceptional difference in kids' lives, AMIkids offers a comprehensive benefits package including:
Growth opportunities – we pride ourselves on developing our leaders from within
Health Benefits – Medical, Dental, Vision, & Prescription Drug plan options; Health Spending Account, Company paid Life Insurance and AD&D
PTO & Paid Holidays
Wellness Benefits – EAP, Health Coaching, Stress Management Programs, etc.
Employer Funded Pension Plan, Voluntary 403(B) Retirement Plan, Student Loan Forgiveness Program
Pet Insurance, World Travel Assistance, Car Rental discounts, Gym Membership discounts, and more.
Education
Required
Bachelors or better in Psychology or related field
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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