Stabilization Case Manager

Description

The Stabilization Case Manager is part of the Stabilization Team, responsible for maintaining contact with families that have been placed into alternative, permanent housing, market rate or affordable. From a trauma-informed perspective this person exhibits trauma awareness and strength-based approach to case management tasks and client relationships with an emphasis on personal safety for both clients and fellow staff, providing a predictable environment for clients that generates a sense of efficacy and personal control over their lives.

Requirements

Essential Functions:

• Collaborative development of a stabilization service plan for on-going support, inclusive of the family’s identified areas of need.
• Entering a family’s initial stabilization plan and progress into ETO/ASIST and update every 30 days until the stabilization services have ended.
• Regular meetings with the family are required to confirm continued housing stability. The minimum cadence for these meetings is specified in the HomeBASE Admin Plan. Regular communication with the landlord, or host family, to proactively respond to any tenancy issues that may have arisen. The minimum cadence for these meetings is specified in the HomeBASE Admin Plan. If the family has moved, the stabilization staff must inform the Regional Administering Agency (“RAA”) within two business days of being made aware of the move for a stop payment on rental stipends.
• Re-evaluating and updating, as needed, the stabilization service plan annually in collaboration with the family. All changes to the service plan must be documented in ETO/ASIST.
• Requesting an interim reallocation of available HomeBASE funds, as needed, and as related to the family’s individualized stabilization service plan.
• Documenting stabilization efforts and meetings utilizing the EA Case Notes in ETO/ASIST.
  
  

Helping the family access and utilize available public and private resources to support housing retention. Housing search activities to ensure housing stability, as applicable.

• Communication with RAA and assistance in submitting reallocation of funds as necessary (see reallocation of funds form on provider portal).
• Advocating for each family in Housing Court, or facilitating connection to resources for legal support, as necessary.
• Intervention if a family’s tenancy is endangered, for any reason.
• Assisting families in security.
• Monitoring the school attendance and educational progress for each school-age child in the family.
• Creating connections to childcare and/or assistance in applying for subsidized childcare as needed. Entering Stabilization Case Notes into ETO/ASIST (recording visit times and dates and length of visit) and phone calls with client or to client. Stabilization progress should be documented in ETO/ASIST monthly utilizing the Stabilization Touchpoint.
• Completing HUD assessments in alignment with EOHLC guidance.
  
  

Essential Responsibilities

EOHLC expects to meet the following performance measures:

• 90% of families will maintain stable housing for at least six months post shelter exit.
• 80% of families will maintain stable housing for at least twelve months post shelter exit.
• 70% of families receiving a HomeBASE rental stipend will maintain self-sufficiency for at least twentyfour (24) months post shelter exit. “Self Sufficiency” may be defined as remaining stably housed with only the HomeBASE rental stipend or connected to resources, other than HomeBASE,
  
  

to secure housing stability and avoid reoccurrence of homelessness.

• Professional conduct: adhering to codes of conduct, especially client confidentiality.
• Cultural competency: providing services to families, considering cultural differences.
• Work collaboratively with colleagues inside and outside the agency to ensure comprehensive service provision for participant families.
• Cultural competency, considering cultural differences when providing services to families.
• Attending meetings and workshops for professional development related to rehousing work with participant families.
• Other related duties as assigned by the Assistant Program Director.
  
  

Qualifications

• BA or two years of experience in human services
• Adherence to professional codes of conduct, especially client confidentiality.
• Sensitivity to and knowledge of issues affecting families of low income.
• Knowledge of affordable housing resources
• Familiarity with Windows-based operating systems/programs such as MS Word, Excel, etc.
• Availability of own transportation for client visitation, valid driving license, good driving record.
• Bilingual in Spanish and English preferred
  
  

Physical Demands

While performing the duties of this job, the employee is frequently required to sit; use hands and fingers, handle or feel and talk or hear clearly.

The employee must occasionally lift and/or move up to 15 pounds.

The employee is occasionally required to stand, walk, reach with hands and arms, kneel, crouch, lift or crawl.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work Environment: The Stabilization Case Manager works at a computer performing tasks such as note taking on two different databases; writing letters to clients or other regional collaterals roughly 60% of the time. Regular visits to clients’ homes require time in a vehicle, driving oneself, riding with co-workers or riding in the program van. Occasionally case managers require items weighing up to 20 pounds. May work long hours in an emotionally stressful environment.

• This job description is not designed to contain all duties that are required. There may be other duties, responsibilities and activities that may change or be assigned at any time with or without notice.
  
  

It is the policy of NSCAP to grant equal employment opportunity to all qualified persons without regard to race, color, sex, age, national origin, religion, physical or mental disability, sexual orientation, genetic information, membership in the uniformed services or any other classification which is “protected” under state or federal law. It is the intent and desire of NSCAP that equal employment opportunity will be provided in employment, promotion, wages, benefits, training, transfers, layoffs and all other privileges, terms and conditions of employment.