Description

POSITION TITLE: Pathway of Hope Case Manager

UNIT: Bremerton Corps

DEPARTMENT: Social Services

STATUS: Part-Time, Non-Exempt

REPORTS TO: Social Service Director / Divisional Pathway of Hope Coordinator

COMPENSATION: $21.50 per hour

General Statement:

The Salvation Army is a branch of the Christian Church, and the ultimate goal of all programs is the spiritual regeneration of all people. The Salvation Army is an equal opportunity employer.

Mission Statement:

The 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.

Scope of Position:

The Pathway of Hope initiative aims to break the cycle of generational poverty within families. The POH Case Manager will provide ongoing support and expertise through comprehensive assessment, planning, implementation, and evaluation of client needs. The POH Case Manager will assess the housing, health, financial, and psychological needs of program participants, as well as collaborate with the Salvation Army Corps and community partners for a holistic and wrap-around approach. The POH Case Manager will develop individualized action plans to meet identified goals that work towards moving the client from crisis to self-sufficiency by increasing hope. This position is accountable to the Social Service Director and the Divisional POH Coordinator. The overall goal of the position is to enhance the quality of client management and satisfaction, to promote continuity of care and cost effectiveness through the integration and functions of case management through Strength’s Perspective and Motivational Interviewing.

Essential Functions:

• Conduct intake assessments with new clients.

• Participate in all trainings for Pathway of Hope & WellSky Community Services, including but not limited to Strength-Based Perspective, Motivational Interviewing, Trauma Informed Care/De-Escalation, and Stages of Change Model

• Gain and maintain a comprehensive knowledge of WellSky Community Services.

• Complete all data entry requirements for WellSky Community Services.

• Development of an individualized action plan and set of goals for each client.

• Provide ongoing assessments for clients at 30, 60, 90 days, and 12 months.

• Provide on-going Case Management

• Provide referrals to clients on housing, health benefits, financial support, and available community and public services.

• Maintain a current file of appropriate community resources for staff use.

• Network with outside appropriate agencies and build relationships with community partners.

• Compile monthly statistical reports as required by the Division.

• Attend monthly case management meetings to update the team concerning service plan progress and emerging needs.

• Maintain positive working relations with all agencies providing services to clients.

• Participate in meetings with the Divisional Pathway of Hope Coordinator

• Other duties as assigned by the management team.

Minimum Qualifications:

• Bachelor of Arts in Social Work preferred or related field and/or minimum of 2-3 years of Case Management experience.

• Minimum of one year of experience working with low-income and/or homeless individuals and families.

• Must be able to pass a criminal background check.

• If working in the vicinity of children, a criminal background check is required with certification for Protect the Mission policies and procedures.

Knowledge, Skills, and Abilities:

• Knowledge of the unique issues of homelessness.

• Ability to work with diverse populations in a caring, sensitive, and non-judgmental manner.

• Basic understanding of mental health disorders

• Knowledge of Strengths Perspective, Stages of Change Model, and Motivational Interviewing

• Ability to read, write, speak, and understand English.

• Proficient in Microsoft Windows and use of Word and Excel.

Physical Requirements:The candidate must be able to sit, walk, stand, bend, squat, climb, kneel, and twist intermittently or continuously. The candidate must also be able to grasp, push, and pull objects such as files and file cabinet drawers and reach overhead. The candidate must also be able to lift up to 35 lbs.

Qualified individuals must be able to perform the position's essential duties with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment to meet the position's physical requirements. The Salvation Army will attempt to satisfy requests as long as the accommodation is reasonable and causes no undue hardship.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. The Salvation Army is committed to providing reasonable accommodation for qualified job applicants, job candidates, and employees with disabilities to ensure they enjoy equal access to all employment opportunities and benefits of employment as required by the Americans with Disabilities Act. EEO is the Law.

The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff, if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds.

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)