EMPLOYER INFORMATION
Children’s Home Society of Virginia (CHS) is a full-service, private, nonprofit, non-sectarian licensed child-placing agency. Our agency’s programs support CHS’s mission to build strong, permanent families and lifelong relationships for Virginia’s at-risk children and youth.
My Path Forward is a collaboration between CHS and the Better Housing Coalition to serve youth who are preparing to transition from foster care to independence. My Path Forward provides ‘aged-out’ youth, ages 17 to 25, with housing and a variety of trauma-informed wrap-around supports including job training, access to education, financial literacy, and life skills, to meet their unique needs, develop their individual talents, and ensure they are getting ahead in life and achieving the independence they seek.
This is a FULL-TIME position with a typical schedule of 9am - 5pm, Monday - Friday.
Full-time benefits include medical insurance (with up to a 90% employer contribution to the employee premium), dental insurance, vision insurance, a 403(b) retirement savings plan with employer matching after one year, paid time off (PTO), paid holidays, paid parental leave, life/disability insurance, and an Employee Assistance Program (EAP). Pay commensurate with qualifications. CHS is an Equal Opportunity Employer.
PRIMARY ESSENTIAL FUNCTIONS
The My Path Forward (MPF) Case Manager will use a trauma-informed approach to engage young adults in intensive case management services to achieve independence and personal success. Program participants are young adults aged 17-25 who have aged out of foster care. The MPF Case Manager’s responsibilities include coordinating and implementing service plans that consist of steps to healthy living, employment, education, and identifying and maintaining supportive relationships to ensure permanent connections. In addition, the MPF Case Manager will provide crisis intervention, collaborate with community partners, make sure participants comply with the program’s expectations, and coordinate the volunteer/mentor aspect of the program.
ESSENTIAL DUTIES, RESPONSIBILITIES, AND EXPECTATIONS, include but are not limited to*:
Reasonable accommodations may be made to empower those who are experiencing disabilities or medical limitations with the tools needed to perform the Essential Duties and Responsibilities.
Services to Young Adults:
- Provide ongoing assessment of youth well-being; develop plans to ensure safety and de-escalate crises as needed;
- Develop service plans in conjunction with participants that take into account their interests, strengths, needs, and history of trauma;
- Assess participants’ mental health and link them with appropriate services in order to achieve emotional well-being;
- Identify barriers that prevent participants from reaching their goals and implement strategies to overcome them;
- Assist participants in identifying, engaging, and maintaining supportive relationships in order to create permanency;
- Facilitate roommate mediation as necessary;
- Collaborate with the My Path Forward (MPF) Program Manager to link participants with mentors and utilize volunteers that promote safe and fulfilling interactions;
- Meet with participants on a weekly basis; facilitate quarterly review to highlight progress/goals;
- Set up files to ensure that all program information is appropriately documented and secured;
- Coordinate with community partners and resources to effectively provide services for participants;
- Collaborate with all MPF team members to coordinate services to participants;
- Provide supervision to MPF Program Support Staff and/or interns as assigned;
- Communicate regularly with Chief Programs Officer and MPF Program Manager to ensure participants’ needs are met, case management goals and objectives are understood, and issues are efficiently and effectively dealt with in a timely fashion;
- Transport program participants to appointments, interviews, etc. as needed and required;
- Provide life coaching skills to youth as needed and required;
- In conjunction with the MPF team, assist in identifying, developing, and reviewing MPF policies, procedures, and best practices;
- Provide transitioning case management and support services to participants who move from My Path Forward to independent living (alumni phase);
Outreach:
- In conjunction with the MPF Program Manager, provide the public with information about the program and services, accomplished through community meetings, outreach events, and meeting with community partners;
- Represent the agency in the community and interagency meetings as needed;
Other:
- Carry the CHS “emergency cell phone” at designated times during the year;
- Uphold strict confidentiality in dealing with sensitive, proprietary, restricted, and private information, including client information, trade secrets, and CHS business information;
- Maintain professional relationships with CHS clients, including children, youth, and families, by establishing and upholding appropriate boundaries;
- Other duties as assigned.
*This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. The employee is expected to perform other duties necessary for the effective operation of the agency.
CORE COMPETENCIES
- Knowledge of the impact of trauma on child and youth development.
- Knowledge of the foster care system and independent living programs in Virginia and how they operate.
- Knowledge of agency, State, and Federal rules and regulations as they relate to foster care and independent living.
- Knowledge of best practices for life coaching and case management.
- Knowledge of young adult needs, attitudes, and beliefs.
- Knowledge of the role and importance of permanency for young adults.
- Knowledge of the needs of youth aging out of foster care.
- Skills in interviewing, counseling, and communicating in order to facilitate effective interactions with customers.
- Skilled in the use of Microsoft Word, Excel, Outlook, PowerPoint, and virtual communication platforms (i.e. Zoom).
- Skilled at engaging young adults.
- Skilled at negotiating services and identifying resources as they relate to young adults.
- Skilled at collaborating with clients, staff, and professionals in the community.
- Ability to work in a constant state of alertness and in a safe manner.
- Ability to work independently but answer to many people.
- Ability to tolerate ambiguity.
- Ability to communicate and build relationships with a variety of internal and external customers.
- Ability to grow as the program and position grows.
- Ability to present the program to others in a clear and meaningful manner.
- Ability to anticipate project needs, determine work priorities, and meet deadlines with little supervision.
- Ability to respond and provide feedback in a supportive, empathetic, and professional manner to meet the needs of program participants and applicants.
- Ability to develop and cultivate inclusive and equitable working relationships with people from diverse backgrounds, including those of all ages, races, colors, religions, sexes, sexual orientations, gender identities, gender expressions, national origins, ethnicities, cultures, and socioeconomic statuses.
PHYSICAL REQUIREMENTS
In a typical workday, this position involves:
- Sitting: up to 1* hour at one time and up to 5* total hours during an 8-hour day
- Standing: up to 1.5 hours at one time and up to 3 total hours during an 8-hour day
- Walking: up to 1* hour at one time and up to 2* total hours during an 8-hour day
- Lifting: 0 lbs continuously, 1 lb frequently, 50 lbs occasionally
- Carrying: 0 lbs continuously, 1 lb frequently, 50 lbs occasionally
- Positioning - Bending (waist level): Occasionally
- Positioning - Squatting: Occasionally
- Positioning - Kneeling: Occasionally
- Positioning - Climbing (ladders): Never
- Positioning - Twisting (waist level): Occasionally
- Positioning - Crawling: Never
- Positioning - Balancing: Occasionally
- Positioning - Climbing (stairs): Occasionally
- Hand use - Simple grasping: Frequently
- Hand use - Power grasping: Occasionally
- Hand use - Pushing & Pulling: Occasionally
- Hand use - Fine manipulation: Occasionally
- Hand use - Keyboarding: Occasionally
- Reaching - Above shoulder level: Occasionally
- Reaching - At waist level: Occasionally
- Reaching - Below waist level: Occasionally
Definitions: Continuously = 6 – 8 hours in an 8-hour day or 60 times per hour. Frequently = 3 – 6 hours in an 8-hour day or up to 12 - 60 times per hour. Occasionally = Up to 3 hours in an 8-hour day or 1 - 12 times per hour.
QUALIFICATIONS AND CREDENTIALS
- Bachelor’s degree in a related field (i.e. social work, counseling, psychology, sociology, education, human services, criminal justice, etc.) from an accredited college or university.
- Master’s degree in a related field from an accredited college or university, preferred but not required.
- At least three years of experience working independently providing coaching, case management, criminal justice services, or related services to youth and young adults.
- Experience working with young adults who have aged out of foster care and an understanding of their needs, attitudes, and beliefs, preferred but not required.
- An in-depth understanding of trauma-informed care.
- Commitment to the mission, values, goals, and services of Children’s Home Society of Virginia, including a culture of diversity, equity, and inclusion.
- Acceptable driving record and adequate auto insurance.
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EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
Equal Employment Opportunity is a fundamental principle at CHSVA, where employment is based upon capabilities and qualifications without discrimination because of age, race, traits historically associated with race, color, religion, sex, pregnancy, childbirth, or related medical conditions, sexual orientation, gender identity, gender expression, marital status, national origin, military status, disability, genetic information, or any other protected characteristic as established by law.
Our goal is to maintain a working environment that provides its employees with a fair and professional growth opportunity in which all employees can enjoy the richness and productivity that a diverse workforce provides.
This policy of Equal Employment Opportunity applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, termination and all other terms and conditions of employment.
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
CHSVA is committed to a work environment in which all individuals are treated with respect, civility, and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. The Agency expects that all working relationships will be cooperative, business-like and free of bias, prejudice and harassment.
CHSVA has ZERO TOLERANCE for any form of discrimination or harassment by any employee or any third parties over which we have control. Employees found to be in violation of this policy will be subject to appropriate corrective action up to and including termination.
DISABILITY ACCOMMODATION POLICY
CHSVA values all employees’ contributions and wishes to create an inclusive environment where employees experiencing disabilities can readily and efficiently request and receive reasonable accommodations to help them succeed in our organization. A reasonable accommodation’s primary function is to empower those who are experiencing disabilities with the tools that make performing the essential functions of their job possible; providing equal employment opportunities to all applicants and employees.
The following policy complies with applicable federal, state, and local disability related regulations.
Interactive Process
CHSVA is committed to process requests for reasonable accommodations in a prompt and efficient manner. Individuals who feel they need an accommodation should contact their manager or an authorized HR representative to obtain the requisite forms for Accommodation Requests and Medical Certification, which the individual (and/or their physician or health care provider), must complete and return as indicated. This information will be maintained by Human Resources in a confidential manner and will be shared only with those in the Agency who have a need to know. Once the completed forms are returned, the Agency will discuss possible accommodations with the employee or candidate to evaluate and determine appropriate options. If a request has been pending for longer than the employee or candidate is comfortable with, they should seek a status update from the person to whom the request was submitted.
Sometimes an employee or candidate requests an accommodation that is not reasonable or necessary; that poses an “undue hardship” (i.e., too costly or disruptive) on the Agency or its employees; or that might threaten the safety of the individual who has made the request or of others. In those cases, the Agency will evaluate whether some other form of workplace accommodation may be appropriate. An employee or candidate who has questions regarding this policy, or believes that they have been discriminated against based on a disability, should consult an authorized HR representative. The Agency does not tolerate retaliation against any employee for exercising their rights under this policy.
DRUG-FREE WORKPLACE / SUBSTANCE ABUSE POLICY
The Agency provides a healthy workplace and takes reasonable measures to ensure that alcohol or drug use does not jeopardize the success or safety of our operations, employees or customers.
The use of drugs and alcohol is a concern when it interferes with the efficient and/or safe performance of work, including an employee's dependability. Individuals who are under the influence of drugs and/or alcohol are a danger, not only to themselves, but to all those around them. Addiction to drugs and/or alcohol can also severely impact an employee's performance, increase absenteeism and unnecessarily contribute to increased medical expenses. Even in states where marijuana is legal, use of marijuana still poses a threat to employee and customer safety if it causes impairment. Employees are prohibited from having any detectable amount of marijuana present in their bodies or in their possession while reporting to work, while at work, or while on-call for work, and must be able to maintain a constant state of alertness while working. A reasonable accommodation for lawful use of cannabis oil may be made, so long as the use does not result in impairment and is pursuant to a valid written certification issued by a health care practitioner for the treatment of the employee’s diagnosed condition or disease.
To enforce the Agency's commitment to a drug-free workplace, the following actions are not permitted on Agency premises, in Agency vehicles or while otherwise engaged in the conduct of Agency business:
- Using, possessing, distributing, selling, dispensing, manufacturing, transferring, offering, furnishing or being under the influence of illegal or illicit drugs or other controlled substances (as defined under Federal, State and Local laws and regulations); or
- Working without notice to the immediate manager while using prescription or non-prescription drugs which may impair alertness, judgment or coordination.
Drug Testing
The Agency reserves the right to conduct drug and alcohol testing of all employees/applicants in the following circumstances: (1) Reasonable Suspicion; (2) Post-Accident.
- Reasonable Suspicion: If two members of the Management team have “reasonable suspicion” that an employee has a detectable amount of alcohol or drugs in their system while working, management will request that this employee be tested and corrective/disciplinary actions will be taken if test results are positive. Reasonable suspicion includes, but is not limited to: observation of behavior, such as slurred speech, unsteady walking, abrupt mood swings, breath (alcohol) or odor; needle marks, sudden nosebleeds; excessive absenteeism; declining productivity; use or possession of drug paraphernalia and/or suspicious activity indicating possible involvement with prohibited substances or alcohol.
- Post-Accident: The Agency reserves the right to require any employee involved in a work-related accident to submit to a drug test, including when the Agency’s Workers’ Compensation Insurance carrier requests it.
Any employee who is convicted under a criminal drug statute for a violation occurring in the workplace or on Agency business must notify the Agency.
Employees who violate the Agency’s Substance Abuse Policy may be subject to corrective action up to and including termination.
SMOKE-FREE/TOBACCO-FREE POLICY
CHSVA is committed to a smoke-free/tobacco-free work environment. Accordingly, smoking or use of other tobacco products is not permitted inside or near any of the Agency’s offices, facilities or worksites. “Tobacco products” means any lit or unlit cigarette, cigar, pipe, smokeless tobacco, and any device that emits nicotine vapor.
Job Type: Full-time
Pay: $55,000.00 - $62,000.00 per year
Benefits:
- 403(b)
- 403(b) matching
- Dental insurance
- Employee assistance program
- Health insurance
- Life insurance
- Mileage reimbursement
- Paid time off
- Parental leave
- Professional development assistance
- Retirement plan
- Vision insurance
Application Question(s):
- Do you have valid auto insurance?
- How many years of experience do you have providing coaching, case management, criminal justice services, or related services to youth and young adults?
- How many years of experience do you have working with youth who have aged out of the foster care system?
- This is a full-time position with a typical schedule of 9am - 5pm, Monday - Friday. Are you willing and available to work these hours?
Education:
License/Certification:
- Driver's License (Required)
Work Location: In person
