Peer Support Specialist - Conroe, United States - Tri-County Behavioral Healthcare

Tri-County Behavioral Healthcare

Verified Company

Conroe, United States

2 days ago

Posted by:

Mark Lane

beBee recruiter

Description

The Peer Support Specialist will share personal recovery experiences and develop authentic peer-to-peer relationships.

This is what you have to do:

Work with individuals one-on-one and in groups to provide peer support services.
Advocate for individuals in recovery, sharing resources and building skills, building community and relationships, mentoring and setting goals, and providing support and assistance to individuals served.
Travel to client's home and/or other community settings as needed.
Must obtain Peer Specialist Certification Training within 1 year of employment and maintain certification throughout employment.
Work under the supervision of a Licensed Practitioner of the Healing Arts who is also a Certified Peer Specialist Supervisor
This person will work Monday-Friday 10:00am2:00pm

What you will need:

High School diploma or GED required.
Have lived experience with a mental health condition, be willing to appropriately share your recovery story and be able to demonstrate current selfdirected recovery.
Peer Specialist Certification preferred.
Must have a valid Drivers License and be insurable through Tri-County.

Effective January 1, 2017, all Tri-County Behavioral Healthcare campuses are smoke free.

Payscale:
$14.94/Hr

NOTICE TO PROSPECTIVE EMPLOYEES
Tri-County is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. Tri-County is committed to Affirmative Action and has an Affirmative Action Plan.

The Texas Health and Safety Code, Section , allows Tri-County to check conviction records on applicants.

Tri-County completes background checks in accordance with Texas State Health and Safety Code, Chapters :

Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud.

Tri-County will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation.

The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment: criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section , Local Government Code.

Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process.

Tri-County will also complete a driver's license check.

All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals.

All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation.

Applicants who are selected for a position in the Criminal Justice/Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter.

TRI-COUNTY'S POLICY OF DISPUTE RESOLUTION

Each Applicant must agree to arbitrate and to waive class and collective action participation and each Employee, without exception, must sign and agree to the terms of the Arbitration Agreement as a condition of employment with Tri-County.

Please print this page for a copy of this policy.

POLICY ACKNOWLEDGEMENT

NOTICE TO PROSPECTIVE EMPLOYEES
Tri-County is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. Tri-County is committed to Affirmative Action and has an Affirmative Action Plan.

The Texas Health and Safety Code, Section , allows Tri-County to check conviction records on applicants. Tri-County completes background che