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    BEHAVIORAL HEALTH WORKFORCE SPECIALIST Part Time - Arlington, United States - Melwood

    Melwood
    Melwood Arlington, United States

    2 weeks ago

    Default job background
    Part time
    Description

    Responsibilities include, but are not limited to:

    • Provide pre-vocational skills training, job development, placement, and/or follow along support services to workforce candidates in the Northern Virginia region.
    • Assess the candidate's strengths and preferences to determine an appropriate job fit
    • Identify employers to job carve or identify existing job positions for workforce candidates to be employed
    • Assist with resume development and interview/professional skill development
    • Assist with on the job training once successfully employed
    • Provide follow up services, as assigned, to the employer and individual to ensure long term success on the job.
    • Maintain case load documentation of individual service plans, progress reports and other reports for case record maintenance, according to Fairfax County Community Service Board and Melwood, standards and requirements.
    • Provide service coordination with the individual's treatment team, funding agency and other community agencies, as applicable.
    • Provide crises intervention and retraining as needed.

    Requirements:

    • Bachelor's degree from an accredited college or university required, specialization in vocational rehabilitation or related field.
    • Previous business to business experience preferred.
    • Access to a motor vehicle and a valid driver license for consumer related visits.
    • Flexible schedule sometimes required.
    Qualifications
    Education Bachelors (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 c)
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