Accountability Court Intake Coord./Case Mgr.

Job Title: Accountability Court Intake Coordinator/Case Manager

Job Summary: The Intake Coordinator/Case Manager provides screening and case management services to the Accountability Court Programs, and is responsible for facilitating effective communication between members of the interdisciplinary team, clients, and the public. As such, this work requires extensive knowledge about the accountability court model and intervention guidelines for offenders, the development of effective professional relationships, and strong organizational skills.

Major Duties:

Participates fully as an Accountability Court team member, committing him or herself to the program mission and goals, and working as a full partner to ensure its success

• Educates referral sources and the community on eligibility standards and program goals
• Conducts intakes to determine the eligibility of potential clients
• Coordinates the admission and tenure process of each client, including performing in-depth screenings for eligibility, and the collection of required clinical data
• Reporting of the results to requesting individuals and agencies via web-based software, email, and fax; and verbal and written reports
• Maintains client data records and fee systems
• Facilitates staffing meetings, reporting on client status, incentive, and sanction history
• Performs other duties as assigned.

Knowledge, Skills, and Abilities:

• Possess a basic working knowledge of accountability courts, the criminal justice system as it relates to offenders, and psychiatric disorders
• Must possess good learning skills
• Must possess excellent speaking, writing, and listening skills
• Must possess good problem-solving skills
• Must have intermediate to advanced computer skills
• Must have exceptional interpersonal skills
• Must possess good attention to detail
• Must be a self-motivated person who can willingly accept guidance and direction from supervisors
• Ability to execute the duties of their job in an efficient manner
• Ability to critically analyze system operations, production, workflow, and work simplification
• Ability to maintain an effective working relationship with associates, clients, and the public
• Ability to maintain strict confidentiality.

Supervisory Controls: The Accountability Court Coordinators assign work in terms of detailed and general instructions. Completed work is reviewed for accuracy and the nature and propriety of the final results.

Guidelines: Federal, state, and local laws and departmental policies and procedures. Criminal court procedures, official Code of Georgia Annotated, and best practice data concerning accountability courts. These guidelines require sound judgment and interpretation in application.

Personal Contacts: Typically with program clients, colleagues, judges, law enforcement officers, lawyers, department heads, state and local officials, other county employees, and the general public.

Purpose of Contacts: Typically to give and exchange information, resolve problems, and provide services.

Physical Demands: Typically performed with the employee sitting at a desk. The employee uses tools or equipment requiring dexterity.

Work Environment: Typically performed in an office, but the work environment may vary based on the needs of the program.

Hours and Days of Work: 40 hours a week, variable hours

Supervisory and Management Responsibility: None.

Minimum Qualifications:

Education: A minimum of a Bachelor's Degree, preferably in the area of Administration, Social Science, or Criminal Justice.

Experience:

•  A minimum of two (2) years of working experience within the criminal justice or social service environment, preferably within the court environment; Client interviewing; Customer service; Case management
• Preferred experience includes extensive knowledge of the accountability court model and intervention guidelines for offenders
• Proficiency with the use of computers and Microsoft Office Suite.

Position Content: This position classification is not intended to be and should not be construed as an all-inclusive list of all the responsibilities, skills, or working conditions associated with the position. While it is intended to accurately reflect the position's activities and requirements, management reserves the right to modify, add, or remove duties and assign other duties as necessary