Delivers trauma-informed professional level social work case management services to children placed in foster care; assesses, treats and evaluates clients; trains, certifies and supports foster parents; and performs other duties as required.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
This list of duties and responsibilities is not all-inclusive and may be expanded to include other duties and responsibilities, as management may deem necessary from time to time.
* Network, both formally and informally, with professionals in the community.
* Provide on-call crisis services as assigned.
* Follow all LSS policies and procedures regarding confidentiality and disclosure (HIPPA).
* Attend regular staff meetings, individual supervision and program meetings.
* Continuing education as directed by supervisor and/or selected by staff.
* Travel, as needed.
* Other responsibilities as assigned.
Licensing
* Respond to foster parent inquiries via phone or email.
* Complete a log of such inquiries and submit quarterly to supervisor.
* License/re-license homes according to DCF 56 standards (in consult with supervisor).
* Maintain files/licenses of existing homes (hard and electronic copies).
* Provide pre-service and ongoing training to foster parents.
* Research available training and inform foster parents of opportunities as they become available; quarterly at minimum.
* Conduct annual foster parent evaluations (in consult with supervisor).
* Implement work plans, corrective action, and revocation when necessary (in consult with supervisor).
* Provide support and connect foster parents to needed resources.
* Screen referrals and inform placement decisions (in consult with supervisor)
Case Management
* Facilitate placement, both planned and emergency (in consult with supervisor)
* Coordinate and facilitate case management services for children/youth in care.
* Provide support and connect foster parents with local resources.
* Coordinate and facilitate team meetings.
* Conduct assessments and complete support, treatment and independent living plans according to the expectations set forth in the Foster Care Services Handbook and/or on the audit checklist.
* Meet with clients weekly, bi-weekly, or as otherwise needed.
* Complete necessary documentation and maintain client files (hard and electronic copies).
* Maintain records of respite services.
* Run background checks and call references, as needed.
* Attend permanency plan reviews and court hearings, as needed.

QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Upon offer, candidates must successfully complete the necessary background, caregiver, medical and any other checks required, according to program requirements. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION AND/OR EXPERIENCE:
This position requires:
A Bachelor's Degree in a social work, psychology or related field and a minimum of 2 years post degree related experience
OR
A Master's Degree or higher in a social work, psychology, or related field.

Certification/Licensure is required (CSW, APSW, LCSW or ability to become certified).

CERTIFICATES, LICENSES, REGISTRATIONS:
* Must have a valid driver's license and have reliable transportation to perform the essential duties of the role; a motor vehicle check (MVR) with a satisfactory driving record per the LSS Driver Safety Procedure is required, and ability to meet LSS auto insurance requirements.
* Certification/Licensure is required (CSW, APSW, LCSW or ability to become certified).

LANGUAGE SKILLS:
Ability to communicate both in verbal and written format, effectively and efficiently in job is required.

PERKS:

• Mileage reimbursement
• Paid Time Off
• Service Awards and Recognition
• Ability to Contribute to 403B
• Employee Assistance Program

COMPUTER SKILLS/TECHNOLOGY:
Working knowledge of computers to allow employee to access computer systems and applications to complete timecards, read and respond to email, and complete required on-line training.

PHYSICAL DEMANDS/WORK ENVIRONMENT:
The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and use hands to finger, handle, or touch objects, tools, or controls. The employee frequently is required to talk or hear. The employee is occasionally required to stand; walk; and stoop, kneel, or crouch. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus.

This position works in an air-conditioned, office environment, with a shared work space. The incumbent will also be exposed to outdoor weather conditions when traveling on company business. The noise level in the work environment is usually moderate.

TRAVEL: Ability to travel on day trips as required up to 25%. Some overnight travel may be required.

LSS is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, disability status or any other characteristic protected by federal, state or local law.

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.