Senior Case Manager Job at Osceola County
General Description of Duties
Under supervision, the Case Manager Specialist II provides extensive case management to clients who are eligible for housing assistance through homelessness and other emergency crisis programs in Osceola County, Florida. This position is also certified to be able to assist clients, when appropriate, with their Supplemental Security Income (SSI) and Social Security Disability Insurance (SSDI) applications, and maintain positive relationships with area healthcare providers, service organizations, and government agencies.
Essential Job Functions
The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this classification. It is not necessarily descriptive of any one position in the class. The omission of an essential function does not preclude management from assigning duties not listed herein if such functions are a logical assignment to the position.
- Provides holistic, comprehensive case management services to all homeless clients to include, Emergency Solutions Grant clients and Shelter + Care clients, and others needing case management services as needed including intake assessments, goal setting, development of case plans, monthly client monitoring, individual money management plans, client advocacy, and referrals.
- Coordinates the development of an individualized case plan and monitors its implementation & progress with each client.
- Completes referrals for services within Osceola County and coordinates access to those services.
- Monitors clients' progress in implementing a case plan, counseling in an informal and formal session, to successfully implement the case plan.
- Maintains accurate and detailed case files on each client including copies of all required documents.
- Facilitates housing placement process for each client and serves as a liaison between clients, landlords, utility providers, and other agencies when needed.
- Reviews and approves leases, confirms utility costs and access, monthly rental payment requests as well as other requests for temporary housing financial assistance.
- Requests monthly rent/utility financial assistance after obtaining approval from Homeless Advocate Coordinator, maintains monthly budget records, makes copies for a complete file ready to audit Adhere to client confidentiality requirements.
- Conducts outreach for programs and services and participate in housing and homeless meeting throughout the region as directed by supervisor.
- Identifies SOAR candidates through local referrals and completes interviews to gather information and confirm eligibility.
- Initiates paperwork by filing initial documentation of representation with the Social Security Administration; completes the SSI/SSDI application according to established policies and procedures of the project; hand deliver/electronic transfer of all needed application forms and information.
- Serves as the liaison between the Social Security Administration and the client; provides coordination between the candidate and various agencies; accompanies the candidate to appointments at the Social Security Office, if necessary.
- Coordinates case management services with community partners; provide linkage and coordination with Social Security Administration and other needed services, e.g., housing, health care (physical and mental), and other supportive services, as needed
- Documents client progress in HMIS system, SPIRIT system, and SAMHSA SOAR program as appropriate.
- Participates in staff meetings, team building retreats, and training programs.
- Adheres to professional code of ethics.
- Serves as backup for the Homeless Advocate Coordinator.
- Creates presentations to educate and advocate for SOAR initiatives and population served; trains and collaborates with stakeholders.
- Maintains knowledge of new legislative changes regarding current eligibility factors for applicable benefit programs.
- Performs duties as assigned/necessary which are related, or logical in assignment to the position.
Minimum Qualifications
Education: Associate's Degree in Behavioral Science, Human Services, or a related field.
Experience: Two (2) years of experience in the human service field providing supportive case management services to at-risk, indigent, and/or homeless populations (advocacy, housing placement, etc.) or an equivalent combination of education and experience. SSI experience and SOAR course completion are preferred.
Miscellaneous: Must possess and maintain a valid Florida Driver's License. Must be able to successfully complete SOAR training.
Experience: Two (2) years of experience in the human service field providing supportive case management services to at-risk, indigent, and/or homeless populations (advocacy, housing placement, etc.) or an equivalent combination of education and experience. SSI experience and SOAR course completion are preferred.
Miscellaneous: Must possess and maintain a valid Florida Driver's License. Must be able to successfully complete SOAR training.
Knowledge, Skills and Abilities
- Ability to analyze data and create written reports with accuracy; must have good writing skills
- Ability to engage with diverse, underserved populations in non-traditional settings
- Familiarity with mental health environments; knowledge of medical and psychiatric terminology
- Ability to understand and follow written and oral instructions.
- Knowledge of community resources and support systems for the homeless.
- Bilingual English/Spanish preferred.
- Ability to clearly communicate information both verbally and in writing.
- Knowledge of pertinent federal, state, and local rules, regulations, ordinances, and other regulatory standards applicable to the work.
- Ability to access, operate and maintain various software applications; ability to read, update and maintain various records and files.
- Ability to operate basic office equipment, e.g., computer terminals, printers, copy machines, telephone systems, facsimile machines.
- Ability to work independently to carry out assignments to completion.
- Ability to perform duties with a professional and cooperative work ethic; ability to maintain confidentiality.
- Ability to deal tactfully and cordially with a variety of people from different cultural backgrounds; ability to deal with people in a variety of changing and complex situations.
- Ability to work under stressful conditions.
- Ability to sit, stand, walk, or climb stairs for extended periods of time.
Physical Demand Requirements:
Physical Demand: Medium
- 50 pounds maximum lifting.
- Frequent (up to 2/3 of the work time) lifting, carrying up to 25 lbs.
- Expressing or exchanging ideas by spoken word or perceiving sound by ear.
- Good eyesight for production or safety of self and others.
- Physical demand requirements are in excess of light work.
Osceola County offers a comprehensive benefits package to fit the needs of our employees and their families. Following is a snapshot of our core benefits.
Medical and Dental Insurance at no cost to the employee. In addition, the County contributes 83% to the dependent(s) premium coverage. Department Heads are eligible for Medical and Dental insurance coverage on the first date of employment.
Medical and Dental Insurance at no cost to the employee. In addition, the County contributes 83% to the dependent(s) premium coverage. Department Heads are eligible for Medical and Dental insurance coverage on the first date of employment.
Group Health/Dental/Vision/Life Insurance
Coverage
Deductions Per Paycheck
(26 Paychecks)
Employee
Employee + 1
Family
Health-HRA Base
$0.00
$102.38
$159.25
Health-HRA Buy-Up
$31.57
$138.89
$216.06
Dental Base
$0.00
$11.99
$22.08
Dental Buy-Up
$3.16
$18.14
$30.75
Vision
$3.42
$6.84
$9.15
Short-Term Disability
$0.00
N/A
N/A
Long-Term Disability
$0.00
N/A
N/A
County’s Contribution to the Medical Plan:
Coverage
Tier
Tier
Annual
Contribution
Contribution
HRA Base Employee
$9,807.72
HRA Base Emp+1
$15,091.96
HRA Base Family
$22,921.08
Coverage
Tier
Tier
Annual
Contribution
Contribution
HRA Buy-Up Employee
$9,436.70
HRA Buy-Up Emp+1
$14,952.34
HRA Buy-Up Family
$22,703.72
Medical Health Reimbursement Account (HRA): The County contributes $500 per employee or $1,000 for employee plus dependents, for medical and prescription-related expenses.
State-of-the-Art Employee W ellnes s Center: The County provides a private health center for County Employees and eligible dependents. The Employee Wellness Center offers an array of primary care services, including sick visits, enhanced by x-ray services, pulmonary tests, lab work, and a dispensary offering over 200 generic medications onsite. Services at the Wellness Center are offered at no cost to the employees and their eligible dependents.
- Employees who are enrolled on the County’s Medical plan have access to the Employee Wellness Center on day one of employment. The Wellness Center is available to patients 8 years of age and older.
Basic Life Insurance Policy: At no cost to the employee, equal to one time the employee’s annual salary, rounded to the next thousand dollars. Employees can opt to buy additional Life Insurance.
Short-Term and Long-Term Disability: At no cost to the employee. The County offers Short-Term and Long-Term Disability at 60% of the employee’s weekly base salary. The employee has the option to purchase an additional 10% coverage.
Membership in the Florida Retirement System: This benefit cannot be easily matched by a traditional 401k plan. Current County contributions are:
The Florida Retirement System (FRS) offers two retirement plans — the Investment Plan and the Pension Plan. Both plans are subject to a mandatory 3% employee contribution.
457b Deferred Compensation Program is also available to help employees boost their retirement saving goals, with pre-tax and post-tax contributions, as well as IRA plan options.
Employee Assistance Program (EAP): EAP provides confidential counseling and referral services to employees and their family members at no cost.
Short-Term and Long-Term Disability: At no cost to the employee. The County offers Short-Term and Long-Term Disability at 60% of the employee’s weekly base salary. The employee has the option to purchase an additional 10% coverage.
Membership in the Florida Retirement System: This benefit cannot be easily matched by a traditional 401k plan. Current County contributions are:
- Regular Class - 11.91%
- Special Risk - 27.83%
- Senior Management - 31.57%
The Florida Retirement System (FRS) offers two retirement plans — the Investment Plan and the Pension Plan. Both plans are subject to a mandatory 3% employee contribution.
457b Deferred Compensation Program is also available to help employees boost their retirement saving goals, with pre-tax and post-tax contributions, as well as IRA plan options.
Employee Assistance Program (EAP): EAP provides confidential counseling and referral services to employees and their family members at no cost.
Employee Wellness Program promotes various activities to encourage total well-being including physical, emotional, and financial health. Rewards can be earned.
Gym Membership Reimbursement up to $20.00 per month.
Vacation and Sick Leave accruals as follows:
Vacation and Sick Leave accruals as follows:
Vacation Accruals
Per Month
1 month to 5 years
8 hours
5 years and 1 month to 10 years
10 hours
10 years and 1 month to 15 years
12 hours
15 years and 1 month to 20 years
13.34 hours
20 years and over
16.66 hours
Sick Leave Accruals
Per Month
Full-time Employees
8 hours
Part-time Employees
4 hours
11 Paid Holidays and 1 Floating Holiday (to be chosen by the Employee)
- New Year's Day
- Martin Luther King Jr. Day
- Memorial Day
- Juneteenth
- Independence Day
- Labor Day
- Veterans Day
- Thanksgiving Day
- Thanksgiving-Day After
- Christmas Eve
- Christmas Day
Paid Bereavement Leave:
Up to three (3) working days off with pay if funeral or memorial services are less than 200 miles from Kissimmee and up to five (5) working days off with pay if funeral or memorial services are more than 200 miles from Kissimmee.
40 hours of Administrative Leave per fiscal year for Exempt employees.
Tuition Reimbursement: Up to $1,600 per Calendar Year, for degree-seeking employees. The degree must be related to the employee’s position.
Employee Recognition Program: Monetary rewards are available.
Sick Leave Bank: Available to employees experiencing a catastrophic medical-related event, with up to 240 hours, per fiscal year. Enrollment required.
40 hours of Administrative Leave per fiscal year for Exempt employees.
Tuition Reimbursement: Up to $1,600 per Calendar Year, for degree-seeking employees. The degree must be related to the employee’s position.
Employee Recognition Program: Monetary rewards are available.
Sick Leave Bank: Available to employees experiencing a catastrophic medical-related event, with up to 240 hours, per fiscal year. Enrollment required.
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