Clinical Supervisor, Residential

CLINICAL SUPERVISOR

FLSA Status: Full-Time, Salary, Exempt
FTE: 1.0
Salary Range: $70,000 - $81,000/annually
Website: https://guildservices.org/

This position will assist the program manager with day-to day operations of our St. Paul IRTS and Crisis Stabilization Services to ensure operations are in compliance with licensing standards. It is responsible to supervise staff and assist persons who use the services of Scott County to identify their personal goals and ensure resource needs are met and coordinated, creating an environment for recipients to live self-directed and satisfying lives.

Primary Responsibilities

• Oversee the program’s clinical operations, including referral process and treatment for clients from intake to discharge.
• Assist with the staff schedule as needed to ensure staff-to-client ratio standards are in compliance.
• Provide leadership and direct supervision to program staff, including 90 day and annual reviews.
• Partner with Senior leadership and Human Resources for interviewing, onboarding, and training.
• Provide ongoing training opportunities to staff and ensure training requirements are being met per 245I variance.
• Prioritize and engage in professional development of program staff.
• Review and develop program curriculum for psychoeducational/skills-based groups.
• Ensure required documentation is completed properly and within timeframes according to 245I variance.
• Build partnerships with external providers and referral sources to provide education about the referral processes.
• Foster a recovery focused environment to promote overall wellness for clients.
• Collaborate with staff and clients to ensure treatment is provided with a person-centered, harm-reduction, and recovery focus.
• Participate in on-call services and shift coverage as needed.
• Other duties as assigned.

Qualifications

• Master’s Degree in one of the behavioral sciences or related fields from an accredited college or university and has 4,000 hours of supervised experience in the delivery of services to persons with mental illnesses.
• Licensed as a Mental Health Professional (LICSW, LMFT or LPCC) in the state of Minnesota.

Preferred

• Board approved Mental Health Professional Supervisor; or eligible to become board approved within 3-6 months.

Additional Requirements

• Ability to pass a MN Department of Human Services background check.
• Ability to perform CPR, first aid, and respond to emergency situations or ability to get certified to perform these within 90 days of employment.
• Ability to navigate stairways.
• Ability to lift and carry weights that could be up to 20-50 pounds to assist clients with belongings at times.
• Must not be actively receiving services from Guild and cannot have received services within the last two years.

Guild’s Employer Promise

We know you do your best work when you feel supported and have the flexibility to meet all of life’s demands, no matter what those demands might be. Guild is an environment where your emotional, physical, and social wellbeing matters. A place where we’re motivated to care for each other and to work together to make a difference in the lives of our clients. We show up for our clients and we show up for each other. And Guild shows up for you.

About Guild

Guild is a Minnesota not-for-profit 501(c)(3) organization that empowers those living with mental illness and/or experiencing long-term homelessness by helping them find the tools they need to lead stable, fulfilling lives in communities of their choosing.

Benefit Highlights

• Flexible work arrangements
• Autonomous managers
• Separate vacation, personal and sick time
• Modern technology (enables flexibility, communication and collaboration)
• Sick leave donation
• Supportive culture
• Investment in individual and group training and development

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)