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Case Manager - Sacramento, United States - Salvationarmytucson
Description
The purpose of this position is to assist clients of the Transitional Living Program in their efforts to prepare for and to access affordable housing.
It is also to assist client with job search skills, job placement and achieve a level of self-sufficiency to stay in housing.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Adheres to agency's policies and procedures.
Provides housing case management to clients seeking housing assistance. Case management tasks will include intake, assessment, information and referral, housing case management, application assistance, placement, and follow-up services.
Provide case management geared to housing assistance and job development. Employment services will include job preparation, job search, and workshops. Housing case management will include intake, assessment, information and referral, including application assistance, placement, and follow-up services.
Implements case management standards as required by all funding sources including Salvation Army
Establishes and maintains a housing referral system for clients, including landlords, rental agencies, management companies, local and regional housing authorities.
Assists in coordinating periodic workshops for clients and potential clients on housing, employment and related issues.Maintains accurate and confidential case records on each client served.
Enters, tracks and reviews Bridges client data.
Provides Case Management sessions to each family at least twice a month.
Attends trainings as required by The Salvation Army.
Completes and submits all required paperwork in a timely fashion as designated by the supervisor. Meets deadlines and department productivity demands.
Acts as a role model within and outside the agency.
Acts as role model within and outside the agency.
Maintains a positive respectful attitude.
Communicates regularly with supervisor about program issues.
Consistently reports to work on time prepared to perform duties of position.
KNOWLEDGE, SKILLS, ABILITIES AND OTHER QUALIFICATIONS REQUIREMENTS
AA degree in a related social services field, one to three years of experience or a combination of education and experience.
Experience working in the housing arena, accessing housing for clients, conducting case management and providing outreach and education services.Ability to read, analyze, and interpret common scientific and technical journals, financial reports, and legal documents.
Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community.
Must possess a valid California
Class C Driver License , and ability to drive a Salvation Army vehicle
Must be 21 years or older.
Complete The Salvation Army vehicle course training.
Ability to work well under pressure and meet deadlines.
PHYSICAL REQUIREMENTS:
Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis
Ability to grasp, push, and/or pull objects
Ability to reach overhead
Ability to operate telephone
Ability to lift up to 25 lbs. for administrative positions
Ability to operate a computer
Ability to process written, visual, and/or verbal information
Ability to operate basic office equipment and tools PC, Fax Machine, Telephone, Calculator, Copier, Printer.
Qualified individuals must be able to perform the essential duties of the position with or without accommodation.
A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position.
The Salvation Army will attempt to satisfy requests as long as the accommodation needed would not result in undue hardship.
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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 c)#J-18808-Ljbffr
