ORGANIZATION OVERVIEW: At Catholic Charities of the Archdiocese of Washington, your knowledge and service in areas such as immigrants and refugees, mental health, social work, employment and adult education, legal and financial services, health care, food assistance, shelter and housing, developmental disabilities and prison outreach can make a profound difference in the lives of many. Through more than 50 programs across the district and five surrounding counties, Catholic Charities is opening doors to help and hope. At CCADW, we continue to build an inclusive culture that celebrates a diverse workforce. We offer so much more than just a job. We offer careers. We take pride in our “promote from within” culture. We offer professional development, a comprehensive benefits package, a hybrid work model with both remote and in-office work, and a passion for building and motivating world class, high performing teams. Explore your career opportunity with Catholic Charities. Join us in Inspiring Hope and Building Futures.

Our Benefits:

• Medical, prescriptions, dental and vision insurance
• Retirement savings plan with company match
• Company-paid and supplemental life insurance
• Flexible spending accounts
• Paid vacation, sick and personal leave
• 11 paid holidays
• Professional development and training
• Tuition reimbursement
• Employee referral bonus program
• Flexible work arrangements
• Clinical supervision for licensed social workers and counselors

JOB SUMMARY: The RRH Housing Advocate connects individuals and families experiencing homelessness with supportive services and short-term rental subsidy in partnership with Montgomery County Services to End and Prevent Homelessness (SEPH). Housing Advocates aid referred clients through the housing search, application and lease up process. Provides short-term supportive case management services to ensure clients remain stably housed while the program provides subsidy support. Housing Advocates work primarily in the community, in client’s homes, and in collaboration with other community providers to help client’s access resources, remain stably housed, promote greater self-sufficiency, and increase life skills. Case management frequency and intensity is determined by ongoing needs assessment, observed necessity and request of client within the program length of stay.

ESSENTIAL DUTIES and RESPONSIBILITIES:

• Coordinates with Montgomery County Housing Locators, administrators and interagency case management teams to receive and process client referrals for program intake, orientation and screening.
• Assists referred clients with the identification, application and leasing of
  permanent housing options provided through the Department of Health and Human Services (DHHS) Housing Location Program within 30 days of referral.
• Assists clients with the application and acquisition of all eligible entitlements and required identifying documentation.
• Documents all client interactions and services in the Homeless Management Information System (HMIS).
• Establishes and maintains positive working rapport with client landlords, housing providers and other case management teams to support clients in ongoing and continued stability in their identified housing unit.
• Makes appropriate referrals for substance abuse, mental health, legal, medical, dental, educational, recreational, vocational, employment, and other housing needs.
• Assists clients in developing long-term housing and self-sufficiency goals, and re-evaluating goals in three-month intervals or more frequently as needed.
• Regularly assesses client’s acuity, financial stability and general progress.
• Supports clients in developing a working financial plan that promotes increased budgeting skills, maintenance of housing, timely rental payments and improved credit.
• Creates and maintains case records in accordance with timeliness expectations of contract and program. These records include, but are not limited to, legal documentation, assessments, case notes, case plans, service updates, court reports, medical reports, referrals, discharge summaries, visitation records and educational information.
• Provides crisis response as needed to link clients to treatment and/or resources related to substance abuse, mental health and physical health challenges.
• Completes reports, maintains statistical caseload data, and meets programmatic documentation and other performance standards, on an on-going basis and in a timely manner.
• Enhances the client’s environment by creating a hospitable and customer-oriented facility.
• Facilitates in concert with supervisory team, individual and group intervention meetings as needed.
• Serves as a member of the multidisciplinary program team.
• Performs all other related duties as assigned.

EDUCATION and EXPERIENCE:

• Bachelor’s Degree in Human Services or related field required.
  • For social work degrees, social work licensure in the appropriate
    jurisdiction is required.

  • Professional counseling degrees, professional counseling licensure in
    appropriate jurisdiction is required.
• Two years’ experience working with vulnerable populations, particularly with clients who have a persistent and severe mental illness, substance abuse disorder or other health condition, a history of homelessness and/or are domestic violence survivors.
• In some cases, minimum years of experience can be substituted with additional related certifications or education.
• Must possess a valid local, driver’s license and the ability to maintain a good, clean driving record. Driving is required for this position. Use of a personal vehicle required; mileage reimbursement covered by program.

SKILLS and COMPETENCIES:

• Excellent communication both verbal and written utilizing a variety of styles and techniques appropriate to the audience.
• Ability to prepare clear, concise and accurate reports, correspondence, and other job-related documents with little to no errors.

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 60-1.35(c)