Job Information
The Home for Little Wanderers Case Worker Manager (Youth on Fire) in Cambridge, Massachusetts
Description
Oversee individual and family based Case Workers; provide therapeutic services, crisis intervention and case management for Youth on Fire program.
Essential Functions
Provide individual and team supervision to Case Workers
Provide counseling and therapeutic support to clients
Provide support to families to address a variety of issues which may include, family communication, parenting skills, substance abuse, domestic violence, self abusive behavior and past trauma
Coordinate appropriate resources and services for clients and families. Act as an advocate for the client.
Administer written assessments, summary reports, documentation, treatment planning, and safety planning to appropriate parties in a timely, well written manner. Submit reports, documentation and billing in a timely manner. Ensure that documentation meets utilization review and quality assurance standards
Continuously communicate with client collaterals and providers of supportive services. This may include extensive telephone contact and scheduling and attending case conference meetings. Facilitate communication between various providers.
Plan, assess and provide all treatment and clinical interventions in an active co-therapy partnership w/ collaterals. Work as part of interdisciplinary team to provide quality services.
Attend staff meetings. Present client material, consult with supervisor and team members on challenging and difficult client issues. Participate in regular individual and group supervision. Attend clinical training and safety practice training.
Driving Requirements
May be required to operate a vehicle
May be required to have a valid driver’s license and a “satisfactory” driving record
May be required to have access to a personal vehicle for use during work hours
May be required to use personal vehicle to transport clients on occasion if/when needed
If required to transport clients, must maintain the minimum amounts of liability insurance as required by The Home and/or other regulatory requirements and vehicle registration must be current
Education and Experience
Bachelors Degree
Experience with behavior management systems, treatment planning, crisis intervention, case management and providing individual, group and/or family therapy
Excellent written and verbal communication skills
Knowledge of Department of Children and Families and other local child and family advocate agencies
Computer literate including Microsoft Office and Internet Explorer with the ability to learn new software applications
Valuing Diversity
We are committed to excellence in diversity, equity, and inclusion, while simultaneously creating a culture that supports those values. We believe the differences we bring enhance our ability to provide exceptional service and care to diverse children, families, and communities. Moreover, diversity, equity, inclusion, and belonging align with our values and our mission to help vulnerable children and their families build permanent, positive change.
What The Home Can Offer You
In addition to the chance to make a lasting impact on the lives of the youth we serve, The Home for Little Wanderers offers competitive salaries and a comprehensive benefits package including:
Generous time off including up to 20 days per year for new full-time employees, plus 11 holidays, 5 sick days, and 2 personal days
Health and Dental Insurance that is effective immediately upon hire
Extensive training to new staff
Tuition reimbursement of up to $2,400 per fiscal year
403(b) Retirement Plan with employer match
Employer paid Long-term and Short-term Disability Insurance, plus Basic Life and AD&D Insurance
And more!
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)