The Case Manager I is responsible for full range of case management services, which may include employment support and training for program participants who are qualified under the AbilityOne program. This includes assessment, interpretation of assessment results, orientation and training, development of individual development plans, follow-up, report writing, and consultation with external and internal support personnel.
RESPONSIBILITY LEVEL:
Implements strategies to achieve the goals for the organization and employment support and training for Goodwill Workforce Development program participants and trainees.. Sustains policies, procedures and programs. Typically works on projects and tasks that span 3 - 12 months.
PRINCIPAL DUTIES:
1. Project and Change Management: Effectively plans and manages own work to reliably complete routine job responsibilities and special assignments. Periodically serves as a team member or subject matter expert on formal or department projects. Effectively engages in change affecting her/him, communicating appropriately with supervisor. Follows through on learning, skill building, and practice necessary to adapt to change.
2. Problem Solving: General supervision, regular review of work by manager or senior coworker. May be paired with senior team member for development purposes. Uses skills to solve problems of routine complexity; able to identify root cause, interpret data, and resolve issues.
3. Technical Skills: Fundamental knowledge of professional principles and skills. Works in compliance with established procedures.
4. Community Engagement: Serves as an ambassador for Goodwill in the wider community. Participates in volunteer opportunities as schedules and interest permit.
5. Assess program participants for job readiness, education and training needs, and support needs.Develops, implements, and monitors individualized development plans by establishing appropriate goals and objectives for program participants. (25%)
6. Provides job-related guidance and support in the areas of career exploration, social and emotional skill awareness, professional appearance, appropriate workplace behavior, attendance and available community resources. Facilities referrals to other services as needed. (25%)
7. Follows up to ensure attendance and analyzes progress towards goal achievement for assigned program participants. Attendance reports, phone calls, and individual meetings are used to monitor progress. (20%)
8. Writes regular case notes, accurately completes and submits monthly progress reports to referral sources and other necessary records for all assigned program participants. (20%)
9. Maintains effective communication and professional working relationships with individuals, referral sources, families and Goodwill staff via email, phone calls, and in-person. (15%)
10. Managers select recurring projects, programs and/or relationships (e.g., BHD project) (5%)
11. Responsible for completing other duties/responsibilities as assigned.
The case manager working with Deaf employees will have access to interpreting services and other communication techniques. Fluency in American Sign Language is preferred.
REQUIREMENTS:
1. Two years of college education or experience equivalency, and a minimum of 1 year experience.
2. Proficiency with Microsoft Office suite (Excel, OneNote, Outlook, PowerPoint, Publisher, Word) and ability to learn and effectively use various Workforce Development Information systems.
3. Must have a valid driver's license.
4. Prior experience working with persons with disabilities and disadvantages preferred.
5. Knowledge of job training methods, techniques, and principles preferred.
6. Ability to communicate using sign language preferred.
CORE CULTURAL COMPETENCIES:
1. Customer Focus: Independently anticipate and meet customer needs, while searching for ways to improve customer service. Internalize customer feedback, and follow up with customer to ensure problems are solved by providing innovative ideas to meet their future needs.
2. Values Differences: Seeks out the diverse perspectives and talents of others, striving to work effectively with others who have different perspectives, backgrounds or styles. Behave with sensitivity towards differences in cultural norms, expectations, and ways of communicating. Challenge stereotyping or offensive comments.
3. Communicates Effectively: Shares information and updates with others, while ensuring a clear, concise and professional communication through reports, documentation, written and other communications. Listens with interest to what others have to say.
4. Situational Adaptability: Demonstrates flexibility of responses to different situations through adapting to the changing needs, conditions, priorities or opportunities. Monitors how well an approach is working to see if a change is needed, recognizing cues that suggest a change in approach or behavior is needed.
5. Drives Results: Demonstrates a strong drive to achieve meaningful results, through driving tasks to successful completion and closure. Sets high standards for own performance, showing determination in the face of obstacles and setbacks.
6. Ensures Accountability: Takes responsibility and ownership for successes and failures in own work. Monitors progress of performance and changes approach accordingly, following through on commitments.
PHYSICAL/SENSORY DEMANDS:
Occasionally lifts and/or moves up to 20 pounds. Moves about to accomplish tasks. Worker is subject to weather conditions (hot, humid, dry, cold etc.). Worker is subject to human blood, body fluids or tissue. Repetitive use of hands and feet as needed for job employment support activities. Vision Required while using computer keyboard and working with written and electronic information, travel required.
(NSGL)(SEW)
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)