Under supervision the Court Assessor/Coordinator provides screening and assessment services to the court system to best identify needs and risks associated with offenders. This position will work closely with the jail staff, court systems and treatment programs to complete assessments.

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.
* Complete assessment and screening for offenders using the COMPAS or other tools identified by the contract administrator and/or program supervisor. These could be on-site or at the Eau Claire County Jail.
* Develop and maintain relationships with law enforcement, District Attorney's office, Public Defenders office, DOC and jail personnel to improve supervision and agency coordination. Work with the District Attorney's office to obtain client criminal histories.
* Develop and maintain confidential filing system to facilitate data collection necessary to monitor participant compliance, and identify trends. Maintain database of referrals, status, completions and reasons that assessments are not completed.
* Document all contacts and services, prepare reports and other written materials and comply with all record-keeping requirements.
* Maintain communication with referral sources on referral status.
* Attend all relevant meetings as necessary, including weekly and monthly staff meetings.
* Implement referral track and feedback loop mechanism
* Complete COMPAS training and other continuing education requirements.
* Performs other duties as assigned

PERKS:

• Medical/Dental/Vision Insurance
• Flex Spending for Dependent & Health Care
• Mileage reimbursement
• Paid Time Off
• 10 Paid Holidays
• Ability to Contribute to 403B
• Employee Assistance Program
• Service Awards and Recognition

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:

Associates Degree in criminal Justice, public administration, social work/services or other closely related field is required. However depending on contractual agreement, a Bachelor's Degree may be required. In addition, a minimum of (1) year related experience is required. Specific experience working within the criminal justice system is preferred (program specific training may be an additional requirement where relevant). A combination of training, education, and experience which provides necessary knowledge, skills, and abilities may be considered. Experience in various evidence based screening and assessment tools and reporting outcomes is preferred.

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.

TRAVEL: Ability to travel on day trips is required. 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.