Case Manager - NE at Saint Francis Ministries - Nebraska in Omaha, Nebraska

Job Description:

Completes initial and ongoing assessments by gathering information from, children and their families, and collaterals.

Responsible for initial contact of children and subsequent placement.

Researches and recommends possible relative placements, giving them priority, whenever viable.

Facilitates and coordinates family meetings.

Develops and implements case plans and permanency goals with children and families, ensuring that goals are reached within established time frames.

Determines and recommends which services are needed for the child and family, including mental health, drug and alcohol services, respite care and supervised or unsupervised visitations/interactions.

Assists families to establish a support network of family, kinship, and community.

Preparing families and/or children for moves, reunification or other appropriate permanency goals.

Provides intervention for children and families in crisis situations.

Ability to work with the court system and follow court protocols including appropriate business attire.

Assesses ongoing case plan goals and recommends reunification, termination of parental rights or other permanency options.

Completes reports for court, participates in court participates in court proceedings, including testifying, and makes sure court orders are followed.

Completes and maintains written documentation in child/family's case record accurately and within established time frames.

Supports kinship and foster families to maintain placements and help children work toward permanency.

If child's permanency goal becomes adoption, complete necessary documents to assist in the adoption process.

Participates in supervisory and team meetings, sharing pertinent information about children/families' progress, critical trends, barriers and solutions to achieving outcomes; and relationships with other agencies/communities.

Participates in monthly supervision.

Works collaboratively and provides guidance to family support workers assigned.

Supervises and transports children and families as needed.

Reports critical incidents to DHHS.

Implements Saint Francis policies and follows directives as required. Follows and adheres to all pertinent Standard Operating Procedures (SOP's), rules, personnel policies and procedures; related accreditation and licensure standards; and federal, state and local rules, statutes, regulations, and contractual terms.

Is knowledgeable of and follows all safety procedures.

Reports unusual incidents through appropriate Risk Management, clinical and safety channels.

Ensures clients' rights are protected.

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Qualifications

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Skills

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Required

Sensitive to the needs of the client

Expert

Understands/practices Universal Precautions

Expert

Works effectively in close proximity/teamwork

Expert

Self-motivated

Expert

Provide high level of customer service

Expert

Prioritizing tasks

Expert

Motivating people

Expert

Meeting deadlines

Expert

Manages stress appropriately

Expert

Mandated Reporter

Expert

Manage clients with aggressive behaviors

Expert

Manages emotions - make decision w pressure

Expert

Implementing new policies and procedures

Expert

Following instructions

Expert

Handles multiple priorities

Expert

Flexible to changing situations, staff/client

Expert

Finding answers

Expert

Discretion/decision making abilities

Expert

Effective written and verbal communication

Expert

Customer Service

Expert

Communications with children

Expert

Child and Adolescent Development

Expert

Ability to work with a diverse population

Expert

Ability to work flex sched and on-call

Expert

Ability to travel

Expert

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Education

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Required

Bachelors or better in Social Work or related field.

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Preferred

Masters or better in Social Work.

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Experience

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Required

1 year: Minimum 1 year child welfare direct service or related experience

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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)