- Bachelor's degree in Social Service or related field and one year of working with youth, life skills training, and group facilitation.
- A valid driver's license, acceptable driving record, reliable transportation, valid insurance, and a Motor Vehicle Check.
- Strong organizational skills.
- Ability to be focused and attentive for an extended period of time.
- Able to develop, guide, and provide follow-up for client transition plans.
- Ability to promote a positive attitude regarding LSS and other programs to the public.
- Knowledgeable regarding community programs and referrals.
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Case Manager with Hiring Bonus - Duluth, United States - Lutheran Social Service of Minnesota
Description
Lutheran Social Service of Minnesota is a dynamic social service organization serving children, youth and families, people with disabilities, older adults, and military veterans. Trustworthiness is a value and strength shared by our employees and recognized by the communities we serve. We offer an ALIVE Workplace (Supportive, Positive and Fun) and careers that challenge, energize, and reward employees. Consider joining us
$1,000 Hiring Bonus
Job Summary:
As a Case Manager, you will provide case management services to individuals who are currently in care or former program participants who are living independently. You will coordinate and meet with county social workers, foster parents, probation, and other community agencies as necessary to develop and implement transition and housing plans. You will assist with the development and curriculum for independent living skills and/or parenting groups as well as plan; prepare and facilitate bi-weekly program management meetings; and provide housing and individual life skills support for program participants as needed. You will market and recruit program services and compile and submit program reports/data for program management.
Qualifications and Requirements:
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 c)
