CLTS-Children's Long-Term Support-Human Services Professional I-Lead (Training)

Position Summary And Job Duties

The CLTS Lead Case Manager Supports and promotes the Mission, Vision and Guiding Principles of the Human Services Department and performs in a manner consistent with the HSD Professional Standards and “Commitment to My Co-Workers.” The Lead Trainer/Float Support and Service Coordinator is responsible for assisting supervisors as well as SSC's that serve a caseload of children who are functionally eligible for the CLTS Waiver Program. This lead position may provide temporary "floating" assistance for supervisors and/or SSC to complete their job duties. This position is additionally responsible for training and technical assistance for CLTS Support and Service Coordinators as well as maintaining and compiling training materials and documents. The waivers give the county and state the flexibility to develop and implement creative alternatives to placing Medicaid-eligible individuals in hospitals, nursing facilities or intermediate care facilities for persons in three target groups; physical disabilities, developmental disabilities, and/or severe emotional disabilities. The Home and Community Based (HCBS) waiver program recognizes that many individuals at risk of being placed in these facilities can be cared for in their homes and communities, preserving their independence and keeping ties to family and friends. The major goals of this position are individualized planning related to the outcomes the families are looking to achieve, collaboration with multiple systems, resource development, and children having the opportunity to be in the least restrictive setting possible. Also be willing to be cross trained in other children and family program areas such as Coordinated Services Teams (CST).

30%- Provide Comprehensive Training to CLTS Support and Service Coordinators.

• Develop training materials for distribution
• Provide one on one training for new CLTS Support and Service Coordinators
• Shadow new case managers at home visits and virtual meetings with participants and families
• Communicate with supervisors regarding progress of training with new staff.
  
  

25%- Provide Case Management Coverage for vacant or leave of absences in order to provide consistent quality Support and Service Coordination services to children eligible for CLTS Waivers and CCOP

• Complete/Update Functional Screens, Monthly Collateral Contacts, Six Month Reviews, Recertification's, and required face to face contacts. Follow waiver manual guidelines.
• Assessments on internal cases for children in out of home placements
• Discharge Planning
• Shift Staff Home Development, Implementation, and Ongoing Day to Day Operation
• Report Critical Incidents
• Provide Advocacy and ongoing evaluation of service providers
  
  

15%-Complete required Documentation

• Assure for Functional and Financial Eligibility to the programs
• Document Completed/Updated Functional Screens, Monthly Collateral Contacts, Six Month Reviews, Recertification's, and required face to face contacts.
• Document Critical Incidents and Restrictive Measures
• Document in Avatar all client related activity
• Completion of Third Party Administrator (TPA) authorizations
  
  

10%- Collaborates with internal and external partners to assure coordinated care and health/safety needs are being met

• Gathering, sharing, and developing resources
• Supervision
• Regional Meetings and Teleconferences
• Attend screening and programmatic meetings
• Restrictive Measures
• Team Meetings
• May be a part of Coordinating Committee Meetings
• May need to assist in the managing of waitlists (Letters to families, CCOP Application, Info to ADRC, Information Sharing as well as Surveys)
  
  

10%- Provide back up to any CLTS program staff that need assistance as it relates to mandated program activities.

10%- All other duties as assigned including special projects related to department and program goals.

Success Factors (KSA's)

• Understanding of cultural competence and working with diverse populations
• Ability to communicate effectively both orally and in writing
• Ability to work and make decisions independently
• Ability to engage children, youth, and families with risk factors for a mental health crisis, out of home placement, and court system involvement
• Ability to work in a fast paced, changing environment
• Ability to prioritize work duties and successfully meet deadlines as assigned
• Ability to travel throughout the county on a daily basis at times with personal vehicle
• Ability to have a flexible work schedule
• Knowledge of the Home and Community Based Waiver Manual
• Knowledge of County wide resources for children, youth, and families at risk
• Knowledge of evidenced based practices with children, youth, and families
• Knowledge of a variety of disabilities
• Knowledge of court systems and legal processes related to families
• Knowledge and ability to document and manage data in Microsoft Word, Excel, and Avatar
  
  

Job Requirements, Education, Training & Experience

• Bachelor's Degree in counseling, social work, psychology, or human services related field
• Social Work Certification Preferred
• Experience with children, youth, and families involved in the child welfare, juvenile justice, mental health, physical disabilities, and/or developmental disabilities systems
• Demonstrates strong leadership skills and in-depth knowledge of CLTS
• Must have a minimum of 18 months of CLTS experience and be in good standing with the agency
• Certified in the Children's Long Term Care Functional Screen and experience conducting Children's Functional Screens
• Must possess and maintain a current unrestricted (not due to corrective lenses) driver's license and auto insurance pursuant to the Rock County Administrative Policy and Procedure 5.02 and 5.27.
  
  

Equipment Use

Essential Job Functions (physical elements, equipment and working conditions)

• Ability to use a computer, computer keyboard, copy machine, and fax machine
• Ability to type notes daily and use computer programs such as Microsoft Word, Excel, and Avatar
  
  

Working Conditions

• Ability to work in multiple locations including the office, client's home, and a variety of community locations.
• Valid Driver's License and insurance
• Available to work a flexible schedule including work into the evenings when needed to meet client needs
• Potential Exposure to physically or verbally abusive clients
  
  

Physical Elements

• Ability to walk, stand, sit, and be active with children and youth
  
  

Rock County Employee

Facts And Benefits Highlights

• Rock County historic and cultural attractions:Rock County is in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.
  
  

Rock County’s many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville’s Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850’s).

The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State’s geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.

• Salary:
  
  

Rock County has updated their pay grid in 2023 and it has 14 steps for every classification. Below is the link to locate the compensation grid and see each of the classifications that Rock County has to offer.

https://www.co.rock.wi.us/departments/human-resources/compens

Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee’s bank account. There is a two-week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check, which is a live paper check. Direct deposit is a requirement of employment.

• Holidays (Ordinance 18.501):
  
  

Required

The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work:

• New Year's Day
• Martin Luther King Jr. Day
• Spring Holiday to be observed the Friday immediately preceding Easter
• Memorial Day
• July 4th
• Labor Day
• Thanksgiving Day
• Friday following Thanksgiving
• Day before Christmas
• Christmas Day
• One Floating Holiday
• Any additional holiday granted by the County Board.
• The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair.
  
  

For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.

For employees not working the standard work schedule see the HR Policies and Procedures.

• Vacation (Policy & Procedure Manual 5.47):
  
  

Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:

• Health Insurance including our Wellness component:
  
  

Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.

• Sick Leave (Policy 5.39):
  
  

Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.

All full-time employees shall earn one sick leave day per month of continuous employment. All part-time em­ployees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in rela­tion to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.

• Dental Plan:
  
  

The County offers a dental plan through Delta Dental and will pay 60% of the applicable

premium for the lowest cost plan. Employees can enroll within the first 30 days of

employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Vision Plan:
  
  

The County offers a vision plan which employees can enroll in at their own cost. Employees

can enroll within the first 30 days of employment, after that there is an annual open enrollment

period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made.

Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Life Insurance:
  
  

The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee’s salary. Employees can also purchase coverage for their spouse and/or children.

• Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)
• Voluntary Benefits:
  
  

The County offers voluntary benefits which employees can enroll in at their own cost. Employees

can enroll within the first 30 days of employment, after that there is an annual open enrollment

period in the fall. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.

• Deferred Compensation:
  
  

Employees can participate in one of the identified deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.

• Flexible Spending Account (Medical and Dependent Care):
  
  

Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts.

If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.

• Retirement:
  
  

Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several factors – age, length of service, salary.

Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.

Employees in protective status have the percentage contributions defined in their respective collective bargaining units.

Employees who have questions about their retirement benefits should contact WRS.

• Bereavement Leave (Policy 5.04):
  
  

In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a person’s wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person’s death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.

No more than (32) hours can be used for the same decedent.

If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday, or comp-time. Sick leave can be used for a parent, spouse, or child only.

Bereavement leave cannot be accrued from one year to the next.

Bereavement leave can be used in increments of quarter hours.

A second or third shift employee may be excused from work the scheduled shift before or after the event, provided the shift begins or ends on the same calendar date of the event.

All leaves under this section shall be prorated based upon the employee’s FTE.

• EAP:
  
  

The County provides an Employee Assistance Program (EAP) for employees to use for all kinds of personal and professional assistance. In the case of counseling, professional counselors are available 24 hours a day, 7 days a week. An employee can establish a relationship with a counselor over the phone or set up an in-person appointment with a counselor in the area. As of March 1, 2022, the EAP program will pay for up to six visits.

• Parking:
  
  

The County provides free parking at all its facilities.

• Workplace Attire (Policy & Procedures 5.53):
  
  

All Rock County employees are expected to present a professional, businesslike image to clients, visitors, customers, and the public. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with the County. Supervisors should communicate any department-specific workplace attire and grooming guidelines to staff members during new-hire orientation and evaluation periods. Any questions about the department’s guidelines for attire should be discussed with the immediate supervisor.

• Employee Identification Badge (Policy & Procedure 5.08)
  
  

All Rock County employees shall have and display, an identification badge while conducting official County business. Minimal exceptions, for safety reasons, may be approved by Department Heads.

• Smoking:
  
  

All County buildings are smoke free. By County Ordinance anyone visiting or working in any County building is prohibited from smoking closer than 30 feet from any building entrance. The Ordinance also makes the entire Rock Haven Nursing Home a smoke free “campus.”

Prior to new hire orientation, please access policy documents here: https://www.co.rock.wi.us/hr

Active Employees: For full policy documents, please visit the Human Resources Intranet page, “Personnel Ordinance” and “Policy & Procedure Manual”. https://www.co.rock.wi.us/rchr/

Please note, you may also be subject to department specific work rules.

Still have questions? Call us! Human Resources: 608-757-5520