DescriptionJob Title: Resource Case Manager
FLSA Status: Full Time - non-exempt
Reports to: Lead Case Manager
Schedule: FT, varies
Supervises: N/A
Rate of Pay: $26/hour
Closing Date: 10/24/2024
Benefits: Standard; Full-Time, Non-Exempt employees are eligible for but not limited to the following:
- Health, vision, dental, life as well as voluntary life and disability insurance
- Sick leave benefit - 1 day per month, 12 sick days per year (accrual and availability begins at hire)
- Vacation benefit - 10 vacation days per year, accrued at the rate of .0385 hours for each hour worked, excluding overtime (accrual begins at hire but may not be used until the completion of six months of employment)
- One floating day off for use (accrued immediately, and again annually, but may not be used until the completion of the initial three-month introductory period of employment)
- Pension Plan (after one year of continuous service)
- Voluntary Tax-Deferred Annuity Plan (403(b)plan)
Function:
Denver Metro Social Services (DMSS) is seeking a resource case manager. The resource case manager core activities through DMSS will include identifying community resources, assessments, search and lease up in housing, identifying, and administering appropriate financial interventions, referrals to community resources (clothing, food, and other emergency assistances), case conferencing and coordination. The resource case manager will also coordinate and facilitate participant orientation meetings.
Duties and Responsibilities:
- Meet face-to-face with participants at the Navigation center and provide navigation services.
- Facilitate orientation and group case conferencing with resource navigators.
- Provide initial assessment to identify potential barriers to linkage to community resources.
- Be part of a multi-disciplinary team with excellent organizational skills and proven ability to balance multiple tasks and deadlines to meet team goals.
- Develop pathways for linking to community resources.
- Utilizes a strong understanding of a trauma-informed/strength-based approach and is aware of barriers specific to marginalized populations.
- Liaise with local community providers that support marginalized populations.
- Manage an ongoing caseload to follow-up and support to program participants.
General Responsibilities:
- Works in coordination with the micro-unit site to develop assessment and data pathways to ensure optimal data collection for reporting and outcomes.
- Maintain high quality record keeping including statistics, outcome measures and end of month reporting.
- Network with community partners for referrals resource connections.
- Performs other duties as required.
Qualification and Education Requirements:
- Bachelor's degree in human service-related field, required.
- Demonstrated ability to work with populations from diverse backgrounds.
- Knowledge of local resources preferred.
- Service oriented mindset, with the ability to establish and maintain effective working relationships with participants, staff, and schools.
- Experience with daily, detailed data entry and reporting.
- Strong computer skills including web-based databases, internet research and knowledge of Microsoft applications.
- Successfully pass background check.
- Must be minimally21 years of age.
- Valid CO driver's license and ability to pass The Salvation Army driving requirements.
- Be supportive of The Salvation Army's mission. Ability to reflect and model the high standards of our organization as one of the world's most distinguished human services charitable organizations.
Software-related skills:
Microsoft Word and Excel, and email required. Working knowledge of integrated database applications and ability to use new software programs with basic training.
The Salvation Army 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.
Acknowledgement of Religious Purposes of The Salvation Army:
I have been informed and understand The Salvation Army's religious purpose and status as a church. In my employ, I will not undermine the religious mission or religious purposes of the organization, nor will my professional conduct conflict with, interfere with, or undermine its religious programs or religious purposes.
Physical Requirements:
Ability to walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis. Ability to grasp, push, pull, and reach overhead. Ability to operate telephone. Ability to lift to 25 pounds. Ability to access and produce information from the computer. Ability to understand written information. Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A request to modify or adjust these requirements may be made to your supervisor and HR. The Salvation Army would attempt to satisfy requests if the accommodation needed is reasonable and presents no undue hardship.
Statement of Confidentiality:
The Resource Case Manager occupies a position of trust and is expected to maintain confidentiality and exhibit loyalty to The Salvation Army and the staff of the Intermountain Division in all job-related matters.
Employment at Will:
Employees of The Salvation Army are considered employees at will. This means that the employment arrangement between the employee and The Salvation Army may be terminated by the employee or by The Salvation Army at any time with or without cause. No Salvation Army representative may change the at will employment relationship through oral or written promises.
Education
Bachelors of Human Services (preferred)
Licenses & Certifications
Driver's License (required)
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)
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