Case Manager III - Rapid Rehousing

At Heartland Family Service, we are committed to building a culture that is trauma informed and values and celebrates diversity and inclusion. We believe this allows for better service delivery and innovation, as it encourages our employees to bring various experiences and uniqueness to the workplace.

Trauma Informed Care is an approach to engaging people with histories of trauma that recognizes the presence of trauma symptoms and acknowledges the role that trauma has played in their lives. Trauma Informed Care also acknowledges the effects of working with trauma survivors on our workforce and seeks to build collaborative and supportive working environments and relationships.

If you believe in our mission of creating healthy families and communities, and like a fast pace, collaborative and team-oriented environment, then Heartland Family Service is the agency for you.

SUMMARY DESCRIPTION OF WORK

Rapid Rehousing (RRH) program provides Rapid Re-Housing services in the form of temporary financial assistance and support services to individuals and families who are experiencing homelessness and residing in Pottawattamie County. The Case Manager will work to identify, screen, and serve eligible clients through the RRH Program.

Intensive case management responsibilities begin at this level. Educational requirements are very specific. Decision making, problem solving, and highly developed interpersonal skills are critical. This position requires high level of social work skills, practice and knowledge.

Compensation: between $19.74 and $23.54 per hour (wage is based on total years of relevant experience)
Work Schedule: Monday through Thursday, 8:30am-5pm; Friday, 8:30am to 5pm

Click to see benefits and company perks

MINIMUM QUALIFICATIONS

• Bachelor’s Degree in social work or a comparable human service field AND two years direct care experience in human services preferred OR Master’s Degree and no experience OR other equivalent combination of degree and experience
• Valid Driver’s License and acceptable driving record

Essential Duties and Responsibilities

• • Participate in outreach to homeless individuals to engage them in services and screen for program eligibility.
• • Conducts interviews and assessment to accept, deny, and refer applicants.
• • Responsible for verifying and documenting the eligibility of applicants and maintaining comprehensive, accurate service records for all approved or denied clients
• • Assists the clients in identification of strengths, needs and goals. Develops an individualized housing stability plan in cooperation with the client. Monitor and evaluate program participant progress.
• • Assist individuals or families in locating, obtaining, and retaining suitable housing though housing search and placement services
• • Provide case management services related to meeting the housing needs of program participants and helping them obtain housing stability.
• • Assist program participants with critical skills related to household budgeting, money management, accessing a free personal credit report, and resolving personal credit issues.
• • Provides problem solving and crisis intervention services to empower clients to develop self-sufficiency.
• • Work is completed in client homes, homeless shelters, office space, and other non-traditional settings. Ensure safety and security measures for in-home/outreach services are followed.
• • Travel is required, included use of personal vehicle.
• • Ensure required information is collected, entered into prescribed formats, and reported in a timely manner – as outlined by federal funding and internal reporting guidelines.
• • Provides program information and referral services to clients and homeless service providers.
• • Demonstrates knowledge of current community and Heartland Family Service programs and resources to meet client needs.
• • Demonstrates ability to help clients effectively by utilizing community resources to obtain self-sufficiency.
• Evaluates efficiency and effectiveness of community service providers on an ongoing basis to ensure clients are receiving quality care.
• Is able to work both independently, with little supervision, and as a part of a team.
• Able to establish regularity and dependability in attendance, scheduling all appointments and accuracy in reports and statistics.
• Displays a courteous and caring attitude at all times to the clientele, volunteers, and visitors of the Agency.
• Abides by all specific program and Agency procedures, policies, and requirements.
• Cooperates and collaborates with program area staff, volunteers, and other Agency staff.
• Able to evaluate program services and make recommendations.
• Develops personal and program related skills through participation in internal and external training opportunities including printed material and audio and/or visual media.
• Is able to develop positive working relationships with clients, referral sources, service agencies, landlords, and others encountered in the course of work.
• • Creates, maintains, and shares as appropriate a dynamic self-care plan.
• • Strives to make connections between the agency and the larger community whenever possible in order to contribute to the agency’s ongoing fundraising and friend-raising efforts.
• • Essential functions of this job is to be performed on company physical work site.
• Performs other program related duties as assigned.

• DENOTES ESSENTIAL JOB FUNCTIONS

Experience

• No experience necessary (with Master's Degree)
• 2 year(s): Previous direct care experience in human services (with Bachelor's Degree)

Education

• Masters or better in Social Work or related field
• Bachelors or better in Social Work or related field

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)