Shire Jobs

Description

Position Summary:

The Mental Health Therapist provides clinical and case coordination services to children and families consistent with program philosophy and regulations. Facilitates Service Plan Reviews and coordinates permanency planning with the County Department of Social Services Case Manager and Family Court.

Major Responsibilities/Activities:

• Clinical and case coordination responsibility for children and families on assigned caseload.

• Coordinate with local county Department of Social Service and Family Court to facilitate permanency planning.

• Integrate information from a variety of sources to complete assessments, identify service needs, and complete treatment plan.

• Utilize a variety of treatment interventions including Trauma Focused Cognitive Behavioral Therapy and Family Therapy.

• Present at Service Plan Reviews and ensure follow through of recommendations.

• Maintain case records and other required paperwork in accordance with NYS regulations.

• Demonstrate the ability to engage families in the treatment process.

• Begin permanency planning upon admission and implement diligent efforts towards that end.

• Provide clinical leadership for treatment team by promoting the integration of trauma informed care, collaborative problem solving, and therapeutic crisis intervention principles.

• Participates and contributes to program Quality Improvement process.

• Maintain positive working relationships with program staff and other internal and external customers.

• Complies with all agency policies and procedures.

• Other duties as assigned

Minimum Requirements:

• NYS Education Department license in Social Work, Mental Health Counseling or related field and experience in the child welfare field

• Possess a valid NYS Driver’s License

• Prefer experience providing trauma treatment to emotionally disturbed children

• Ability to deescalate and manage difficult behaviors of children

• Ability to initiate or participate in physical interventions when necessary

• Standing, walking, climbing, stooping, kneeling and occasional lifting and/or moving more than 25 pounds

Competitive Salary of $58,500 - $62,500 annually based on experience

C+FS offers full-time employees the below benefits to support our employees and their families and help to create a healthy work environment.

• Paid Time Off (PTO) –20 PTO Days (25 Days After Five Years of Employment)–14 Paid Holidays (includes 2 flex holidays)– Bereavement: Four Paid Days– Paid Jury Duty

• Employer Paid Life Insurance

• Medical, Two Plan Options

• Dental, Two Plan Options

• Vision Insurance

• Wellness Program and Incentives

• Health Savings Account (HSA) and Quarterly Employer-Contributions

• Healthcare Flexible Spending Account (FSA)

• Dependent Care FSA Retirement

• Employee Referral Bonus

• Qualifying Employer for Public Service Student Loan Forgiveness Program (PSLF)

• 403(b) Right Away and Employer-Contributions After Two Years

Diversity Statement:

Within our agency and in the communities that we serve, C+FS is committed to diversity and inclusion with race equity at the center. Every day we work to promote safety, health, and wellness. We will not stop until Black, indigenous and people of color are free from racism and experience peace, prosperity and well-being.

Child and Family Services is an Equal Opportunity Employer:

Child and Family Services provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, veteran or familial status, or genetics. In addition to federal law requirements, Child and Family Services complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer leaves of absence, compensation, and training.

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)