Masters Level-Child Protective Services Clinical Case Manager

Position Summary and Job Duties

Under the direction of CPS and Behavioral Health leadership, the CPS Behavioral Health Resource Worker provides services to children and adults involved in the Rock County CPS system. These services include telephone, mobile, and walk in services to assist with short term voluntary or involuntary hospital care, linkage to ongoing services, and coordination of care. The goals of this position are clinical assessment and therapeutic interventions related to the resolution or management of family conflicts when the client has a mental health crisis and to assist in prevention of out of home placement of the child, the improvement in coping skills and reduction in the risk of self or others, and/or assistance given the child and family in using or obtaining ongoing mental health and other supportive services in the community. Additionally, the CPS Behavioral Health Resource Worker will provide direct therapy services as indicated by need until linkage to ongoing care can be established. Services are provided in collaboration with an inter-disciplinary child protection and behavioral health team. Most services will be provided to clients in their home and in the community; however, telehealth may be appropriate in certain instances. Supports and promotes the Mission, Vision, and Guiding Principles of the Human Services Department. Performs in a manner consistent with the HSD Professional Standards and "Commitment to My Coworkers."

60%- Provide direct support services.

1.Partner with CPS staff to identify clients in need of short term services while being linked to long term services.

2.Clinical assessment of client and family needs and risks with a focus on supports required to prevent hospitalization and out of home placements for children with mental health needs.

3.Implement therapeutic interventions and clinical case management services based on the assessment of client needs and risks. These services may include but are not limited to: Supportive short term clinical intervention, therapy, psycho-education to clients and families, facilitation of family meetings and agency staffings, providing referrals to and coordinating services among community agencies, providing transportation to facilitate accessing needed resources, assisting clients with applications for public assistance programs and basic needs obtainment.

4.Work in collaboration with CPS staff, treatment team, other HSD employees, families and collateral agencies. Actively participate in appropriate case planning meetings as needed.

5.Perform other direct services as assigned

25%- Engage in professional communication through documentation, consultation, and supervision.

1.Accurately document all client contacts according to agency and program standards.

2.Participate in supervision and collaboration meetings as assigned.

10%- Complete administrative tasks necessary to allow for optimal functioning of the program, department, and agency as a whole.

1.Follow all HSD policies/procedures and support program compliance monitoring in collaboration with crisis services supervisory team.

2.Attend program or departmental meetings as required.

3.Attend trainings as required.4. Perform other administrative duties as assigned.

5%- Other duties as assigned

Success Factors (KSA's)

• Professional expertise in the following areas preferred. Training and ongoing professional development will be provided.

• Knowledge of the principles and practices of behavioral health care and its application, including person-centered recovery plans, trauma-informed care, co-occurring disorders, and stages of change.

• Knowledge of the principles and practices of child welfare and its application including Chapter 48, Access, Initial Assessment, Ongoing, and Family First Legislation.

• Knowledge of laws, regulations, and practices pertaining to federal and state human service and behavioral health care programs

• Knowledge of assessment and treatment of mental illness and substance use disorders

• Knowledge of psychotropic medications, their main effects, side effects, and abuse potential.

• Knowledge of psycho-social rehabilitation services

• Ability to maintain accurate records and prepare clear and concise reports

• Ability to establish and maintain effective working relationships within the agency and community.

• Ability to understand and carry out verbal and written instructions

• Ability to take initiative, work independently, and seek out supervision as needed

• Ability to manage one's time and emotions in an environment of rapidly changing priorities

• Computer skills related to electronic record keeping, email, and internet

Job Requirements, Education, Training & Experience

• Masters degree from an accredited college or university in human services field.

• Current Wisconsin LPC, LCSW, or LMFT, preferred. Training licensing will be considered. This position will allow the ability to gain 3,000 supervised clinical hours to work towards clinical licensing.

• Ability to work flexible hours, including evenings.

Essential Job Functions (physical elements, equipment and working conditions)

Physical elements:

• Ability to stand, walk and sit. Physical movement occurs a majority of the day.

• Ability to enter client homes without assistance, including the ability to navigate stairs.

• Inside and outside work with exposure to weather conditions.

• Potential for contact with unpredictable and aggressive persons.

• Potential for interactions with animals including but not limited to household pets.

• Must be willing to transport clients and be exposed to challenging and unpredictable environments.

• Participate in disaster evacuations and fire drills when circumstances warrant. Maintain safety procedures.

• Lifting and carrying up to 25lbs. on occasion.

Equipment use:

• Ability to use a computer and keyboard.

• Must become efficient at using a computerized documentation within 2 months of hire including the use of Microsoft Office products, an electronic medical record system, and other web based systems.

• Ability to use a copy and fax machine as well as a cellphone.

Working conditions:

• Able to work in multiple locations including the office, consumer's homes, and a variety of community locations.

• Available to work a flexible schedule including working evenings when needed to meet client needs.

• Ability to flex time when needed to coordinate consumer emergencies, care and recovery plan services.

Rock County Employee

Facts and Benefits Highlights

• Rock County historic and cultural attractions:Rock County is in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.

Rock County's many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville's Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850's).

The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State's geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.

• Salary:

Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee's bank account. There is a two-week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check, which is a live paper check. Direct deposit is a requirement of employment.

• Holidays (Ordinance 18.501):

The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work:

(a) New Year's Day

(b) Martin Luther King Jr. Day

(c) Spring Holiday to be observed the Friday immediately preceding Easter

(d) Memorial Day

(f) July 4th

(g) Labor Day

(h) Thanksgiving Day

(i) Friday following Thanksgiving

(j) Day before Christmas

(k) Christmas Day

(l) One Floating Holiday

(m) Any additional holiday granted by the County Board.

(n) The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair.

For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.

For employees not working the standard work schedule see the HR Policies and Procedures.

• Vacation (Policy & Procedure Manual 5.47):

Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:

• Health Insurance including our Wellness component:

Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.

• Sick Leave (Policy 5.39):

Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.

All full-time employees shall earn one sick leave day per month of continuous employment. All part-time employees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in relation to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.

• Dental Plan:

The County offers a dental plan through Delta Dental and will pay 60% of the applicable

premium for the lowest cost plan. Employees can enroll within the first 30 days of

employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Vision Plan:

The County offers a vision plan which employees can enroll in at their own cost. Employees

can enroll within the first 30 days of employment, after that there is an annual open enrollment

period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made.

Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Life Insurance:

The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee's salary. Employees can also purchase coverage for their spouse and/or children.

• Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)
• Voluntary Benefits:

The County offers voluntary benefits which employees can enroll in at their own cost. Employees

can enroll within the first 30 days of employment, after that there is an annual open enrollment

period in the fall. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.

• Deferred Compensation:

Employees can participate in one of the identified deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.

• Flexible Spending Account (Medical and Dependent Care):

Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts.

If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.

• Retirement:

Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several factors - age, length of service, salary.

Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.

Employees in protective status have the percentage contributions defined in their respective collective bargaining units.

Employees who have questions about their retirement benefits should contact WRS.

• Bereavement Leave (Policy 5.04):

In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a person's wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person's death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.

No more than (32) hours can be used for the same decedent.

If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday, or comp-time. Sick leave can be used for a parent, spouse, or child only.

Bereavement leave cannot be accrued from one year to the next.

Bereavement leave can be used in increments of quarter hours.

A second or third shift employee may be excused from work the scheduled shift before or after the event, provided the shift begins or ends on the same calendar date of the event.

All leaves under this section shall be prorated based upon the employee's FTE.

• EAP:

The County provides an Employee Assistance Program (EAP) for employees to use for all kinds of personal and professional assistance. In the case of counseling, professional counselors are available 24 hours a day, 7 days a week. An employee can establish a relationship with a counselor over the phone or set up an in-person appointment with a counselor in the area. As of March 1, 2022, the EAP program will pay for up to six visits.

• Parking:

The County provides free parking at all its facilities.

• Workplace Attire (Policy & Procedures 5.53):

All Rock County employees are expected to present a professional, businesslike image to clients, visitors, customers, and the public. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with the County. Supervisors should communicate any department-specific workplace attire and grooming guidelines to staff members during new-hire orientation and evaluation periods. Any questions about the department's guidelines for attire should be discussed with the immediate supervisor.

• Employee Identification Badge (Policy & Procedure 5.08)

All Rock County employees shall have and display, an identification badge while conducting official County business. Minimal exceptions, for safety reasons, may be approved by Department Heads.

• Smoking:

All County buildings are smoke free. By County Ordinance anyone visiting or working in any County building is prohibited from smoking closer than 30 feet from any building entrance. The Ordinance also makes the entire Rock Haven Nursing Home a smoke free "campus."

Prior to new hire orientation, please access policy documents here: https://www.co.rock.wi.us/hr

Active Employees: For full policy documents, please visit the Human Resources Intranet page, "Personnel Ordinance" and "Policy & Procedure Manual". https://www.co.rock.wi.us/rchr/

Please note, you may also be subject to department specific work rules.

Still have questions? Call us! Human Resources: 608-757-5520

Agency Rock County

Address 51 S.Main Street

Janesville, Wisconsin, 53545

Phone (608) 757-5520