The Program Manager RSP Torrington/ Waterbury is a professional who actively supports the overall philosophy and mission statement of CHD. They also maintains a high level of commitment to Torrington and Waterbury Residential Support program staff. The Program Manager provides support, training and supervision to outreach caseworkers as they assist individuals in need of services that address needs regarding mental health, substance use, and housing and facilitates their living independently in the community.

Overview of program-

Residential Support Services are a set of recovery oriented services provided for the purpose of assisting clients to live independently in community residences, fulfill tenant responsibilities to access and use community resources and supports.

Responsibilities:

• Trains outreach caseworker staff
• Supervise outreach staff in implementing client treatment plans
• Assists outreach caseworker staff with time management: manages logistics of client coverage and assists when necessary
• Participates in on-call system to ensure service delivery
• Oversee clinical documentation and the utilization of an Electronic Health Record system
• Serve as a liaison to external providers and the community at-large
• Participates in team approach, sharing responsibility for client services and eliciting input from the clinical team

Requirements:

• HS Diploma or GED required
• BA/BS Degree in Mental Health related field preferred
• LCSW, LMFT, LPC preferred
• One year supervisory experience required, two years in a human service organization preferred
• Two years experience working with adults with severe and prolonged mental illness and/or two years experience working with people in recovery

Locations:

Torrington & Waterbury

Salary:

Starting at $55,00 annually

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)