8358 - Developmental Disability Case Manager (Health & Human Services) - Medford, United States - Jackson County, OR

Description

Salary:
$ $31.75 HourlyLocation : Medford, OR

Job Type:
Full Time
Job Number: 8358Department: Health and Human ServicesDivision: Developmental Services
Opening Date: 01/12/2024

Closing Date:
ContinuousJob DescriptionJackson County Employment Opportunity.
Jackson County Health and Human Services is committed to providing exceptional supports to adults and children with developmental disabilities. We have openings on our Adult In Home team and our Child In Home team.

As a Case Manager, you will use your gifts of compassion and creativity to design individualized service plans for people with developmental and intellectual disabilities.

Qualified individuals with strong bilingual skills are encouraged to apply.

Be the first to apply for this amazing opportunityJackson County strives to recruit, hire and retain the best employees Pre-Employment Requirements and/or Preferences Experience in providing DD Case Management through a CDDP or Brokerage is preferred.

Pass a criminal background check prior to hire. Submit an acceptable DMV certified court print prior to hire. click on the following link to review Pass a pre-employment drug screen, which includes screening for Marijuana. Click on the link to review This position is represented by union group SEIU Job Duties and RequirementsI.

Position SummaryProvides a variety of case management services to a developmentally disabled population, which includes coordinating, monitoring and providing services, authorizing Medicaid services.

Performs work under direct supervision, and progresses to more general supervision as the incumbent becomes able to independently perform the full range of duties.

II. Examples of Essential Position Duties (The following duties represent some of the principal job duties; however, they are not all-inclusive. Other duties may be required or assigned.)Uses the State-authorized needs assessment tool to assess client functional needs and determine level of care and enhanced/exceptional services generally through, face-to-face meetings, file reviews, interviews, observations, and other methods; conducts assessment for an individual free from conflicts of interest as established in Oregon Administrative Rules.

Determines eligibility for services for a person with a developmental disability and assures individual's strengths, personal choice, risks and support needs are identified.

Provides individualized case management services to clients to meet determined needs.
Participates on Individual Support Teams and authorizes Medicaid services.

Provides services for developmentally disabled individuals such as gathering information and data to determine the need and support for program eligibility, assesses client problems and makes referrals; schedules some client appointments for various services; transports clients; assists clients in completing forms.

Conducts home visits; provides basic support to clients and families as necessary.
Provides protective services and participates in abuse investigations.
Monitors the provision of services by sub-contractors and foster providers for developmentally disabled individuals.

Adheres to regulatory requirements, collective bargaining agreements, County and departmental policies and procedures, required trainings, as well as safe work practices.

Develops and maintains effective internal and external working relationships at all levels.
Has regular and reliable attendance. Overtime may be required.
III.

Minimum Requirements(Performance of the essential duties of this position includes the following requirements, physical demands and/or working conditions)Education and ExperienceBachelor's degree in behavioral science, social science, or closely related field and two years experience in developmental disabilities; ORAny combination of education and experience which provides the applicant with the desired skills, knowledge, and ability required to perform the job.

License, Certificate or OtherRequires possession of a valid driver's license and an acceptable driving record. Specific positions may be required to fulfill the education and training requirements established by the State of Oregon. IV.

Other RequirementsKnowledge, Skills and AbilitiesRequires knowledge of the public service system for developmental disabilities services in Oregon; techniques and procedures used in evaluating, modifying and motivating human behavior; case management methods; rules, laws, regulations and ethics of developmental disabilities field; and community services and resources.

Ability to assess status of individuals and families for services and needs; write concise and accurate progress notes and reports; coordinate individual support plan; and maintain confidentiality; establish and maintain cooperative working relationships with those contacted in the course of work.

Physical Demands (Performance of the essential duties of this position includes the following physical demands)Ability to work in an office environment; requires the ability to exert a small amount of physical effort in sedentary to light work involving moving from one area to another; may require some moderate lifting, bending, reaching, kneeling and some climbing of stairs; and seeing including sufficient hand/eye coordination to perform semi-skilled repetitive movements such as operating office equipment.

Sensory requirements include color, sound, odor, texture and visual perception and discrimination as well as oral communications ability. Requires driving and the ability to operate a motor vehicle.

Working Conditions (Performance of the essential duties of this position includes the following working conditions)Work is generally performed in an office environment and may include exposure to disruptive people and communicable diseases.

V.

Additional InformationThis classification description is not intended to be an exhaustive list of duties, knowledge, skills, abilities, or requirements, as any one position in this classification may be assigned some or all of these duties, in addition to other duties not explicitly listed here.

The various duties, responsibilities and/or assignments of this position may be unevenly balanced and change from time to time based upon matters such as, but not limited to, variations in the shift, work demands, seasons, service levels and management's decisions on how to best allocate department resources.

Any shift, emphasis or rebalancing of these assigned duties, responsibilities and/or assignments does not constitute a change in the job classification.

The County shall schedule employees and determine FTE consistent with its determination as to efficiency of operations, financial advantages to the County, and/or effective service to the public.

Equal Opportunity EmployerJACKSON COUNTY IS AN EQUAL OPPORTUNITY EMPLOYERJackson County is committed to being an Equal Employment Opportunity employer and complying with the Americans with Disabilities Act.

Our commitment includes providing a respectful working environment that is free from discrimination and harassment in the workplace. This commitment is made by Jackson County in accordance with applicable Federal, State and Local laws and regulations. Upon your request, Jackson County will consider all requests for reasonable accommodation during the recruitment and selection process.

Because of the Immigration Reform Act of 1986, persons hired by the County must be able to present acceptable documents verifying identity and authorization to work in the United States.

For a copy of Jackson County's Equal Employment Opportunity Plan, visit our web site at or call Jackson County Benefit Summary

• SEIUJackson County provides an excellent, generous and comprehensive benefits package for eligible employees and their dependents, as applicable.

This overview provides highlights of the comprehensive benefits package Jackson County SEIU employees receive.

If any statement conflicts with the applicable plan documents, Codified Ordinance, Jackson County policies, and/or collective bargaining agreement, the applicable documents will govern.

InsuranceHealth Insurance

• As of July 1, 2023 Regular full time employees and their eligible dependents receive medical insurance, including prescription and chiropractic, dental, and vision coverage at a cost to the employee of $22.

82 per paycheck ($49.45 per month) toward the monthly composite premium. Regular full-time employees may not waive coverage.

Regular part-time employees may enroll in the full plan, with a prorated composite premium depending on their full-time equivalent (FTE), or may elect to waive benefits.

Coverage begins on the first of the month following an employee's date of hire.
Hinge

• Provided through Regence, Hinge is an online virtual Physical Therapy benefit for all employees and their dependents enrolled in the health insurance plan.

This online virtual service will work around your schedule in the comfort of your own home, and there is no cost to the employee.
Wellness Center by CareATC

• In addition to health insurance, certain primary care medical services, lab services, and prescription medications are offered at no out of pocket cost for the employee who is enrolled in the County's health insurance plan, and their eligible dependents at the wellness center.

Group Life Insurance and Accidental Death and Dismemberment

• Fully funded for regular full time employees (prorated for regular part time employees), employees are eligible the first of the month coinciding with 30 days from date of hire.

The benefit is equal to two times the employee's annual salary rounded to the next higher $1,000, to a maximum of $500,000. Insurance in excess of $50,000 is a taxable benefit.
Long-Term Disability

• Fully funded for regular full time employees (prorated for regular part time employees), employees are eligible the first of the month following date of hire.

The benefits are payable after a waiting period of 60 days at a rate of 66 2/3 percent of base salary, up to a maximum monthly benefit of $12,000.Voluntary Accidental Death and Dismemberment

• Regular employees may choose to participate in additional AD&D coverage through payroll deduction, and have the choice of plan and coverage amounts.

Voluntary Life Insurance

• Regular employees may choose to participate in additional Life Insurance coverage through payroll deduction, and have the choice of coverage amounts.

LeavesVacation

• Regular full time employees earn vacation leave at a rate of 15 to 27 days annually depending upon years of County service.

Regular part-time employees earn vacation leave on a prorated basis. Employees can carry forward up to two times the annual vacation accrual (prorated for part-time employees). Vacation leave cannot be used during the first six full months of regular employment. Twice per fiscal year, employees may request to be paid for vacation accruals, provided specific requirements are met.
Years of ServiceAnnual Vacation Accrual0 to 5 years 15 days (4.62 hours/pay period)Over 5 through 10 years18 days (5.54 hours/pay period)Over 10 through 15 years21 days (6.47 hours/pay period)Over 15 through 20 years24 days (7.39 hours/pay period)Over 20 years 27 days (8.31 hours/pay period)Sick Leave

• Regular full time employees earn sick leave at the rate of 3.

70 hours per pay period (12 days annually), which starts to accrue during the first pay period. Regular part-time employees accrue sick leave on a prorated basis. Accrued sick leave may be used as soon as it is accrued.
Holidays

• Regular full time employees receive ten paid holidays annually (prorated for regular part time employees), New Year's Day, Martin Luther King, Jr's Birthday, President's Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veteran's Day, Thanksgiving Day, and Christmas Day.

Holidays that fall on a Saturday will be observed on the previous Friday and holidays that fall on a Sunday will be observed on the following Monday.
Personal Leave

• Each fiscal year on July 1, full time regular employees receive one personal leave day (eight hours; prorated for regular part time employees based on the position's FTE as of July 1).

Employees must be employed on July 1 to be eligible to receive the personal leave day. Personal leave is used in 15-minute increments. If it is not used, it does not roll over to the following year.
RetirementOregon Public Employees' Retirement System

• Jackson County participates in the State of Oregon Public Employees' Retirement System (PERS).

PERS has Tier One, Tier Two, and the Oregon Public Service Retirement Plan (OPSRP) pension programs, as well as the Individual Account Program (IAP).

Tier One covers members hired before January 1, 1996; Tier Two covers members hired between January 1, 1996 and August 28, 2003; and OPSRP covers members hired on or after August 29, 2003.

IAP contains all member contributions (6% of covered salary, currently County-paid) made on or after January 1, 2004.

The legislature created the IAP in 2003 to provide an individual account-based retirement benefit for new workers hired on or after August 29, 2003, and for Tier One/Tier Two members active on or after January 1, 2004.

The IAP benefit is in addition to the member's other retirement program benefit (i.e., Tier One, Tier Two, or OPSRP).

Employees are automatically vested in their IAP account when their account is established.
IAP Redirect

• Per Senate Bill contributions remain at the rate of 6% however, a portion of that 6% is redirected to the Employee Pension Stability Account (EPSA).

2.5% is redirected for the Tier 1 and Tier 2 members and 0.75% is redirected for OPSRP members. The rest of the county-paid contribution is directed to the employee's IAP. Employee's may choose to make voluntary contributions for the amount of the redirect through the Oregon PERS Online Member Services (OMS) at Salary Limit

• Beginning January 1, 2020, SB 1049 changed the definition of "salary" for PERS purposes and created new limitations on annual and monthly "subject salaries.

" Your salary is used to determined member Individual Account Program (IAP) contributions, employer contributions to fund the pension program, and the final average salary used in calculating retirement benefits under formula methods. The 2022 limit $210,582 per year. The limit is prorated when members work fewer than 12 months in a calendar year.

OPSRP is designed to provide approximately 45 percent of an employee's final average salary at retirement (for a general service member with a 30-year career or a police and firefighter member with a 25-year career).

OPSRP General Service:
Unless employees are in a police or firefighter position, they are considered a general service member.

In addition to other retirement programs or any social security benefit, when employees retire, if vested, PERS will calculate monthly benefit using the following formula:1.5 percent x years of retirement credit x final average salary.

Normal retirement age for general service members is age 65, or age 58 with 30 years of retirement credit.

General Service Benefit Calculation Example (employees can estimate benefits using any number of years and any final average salary):
Final average salary: $45,000Retirement credit: 30 years as an OPSRP member30 (years) x 1.5 percent = 45 percent45 percent x $3,750 (final average monthly salary) = $1,687.50Single Life Option monthly benefit = $1, $20,250 annual benefit)Other BenefitsVoluntary Deferred Compensation Program

• Jackson County offers regular employees the option to enroll in IRS Section 457 Deferred Compensation Retirement Plans.

The employee defers compensation through voluntary payroll deductions into this supplemental retirement plan. The 457 plan is a separate retirement plan from PERS. Voluntary Direct Deposit

• An employee may choose to have their payroll check automatically deposited into their bank account.

Employees can choose up to four accounts to receive direct deposit funds. Most banks allow participation of this program.
Voluntary Flexible Spending Account (FSA), Section 125 Plan

• The FSA is a tax free regular employee funded account.

Regular employees may choose to participate in pre-tax health insurance premiums, out-of-pocket unreimbursed eligible health care expenses, dependent care expenses, and qualified transportation expenses, in order to have "before-tax" dollars deducted from their paychecks. Employee Assistance Program (EAP)

• The County has a fully funded Employee Assistance Program (EAP) to offer.

The EAP is a FREE and CONFIDENTIAL benefit that can assist you and your eligible family members with personal problems, large or small. The EAP provides confidential services to help people privately resolve problems that may interfere with work, family, and life. The EAP is offered to regular employees, their dependents, and any household members.

Services include up to four face-to-face counseling sessions per year, 24/7/365 access to crisis counselors, and convenient access to on-line consultations with licensed counselors.

01 Have you had any founded reports of child abuse or substantiated abuse? Yes No Required Question