Pressley Ridge Benefits
The well-being of our employees and their families is important to us. At Pressley Ridge, we strive to provide the most competitive and comprehensive employee benefit programs that are affordable and help you and your family achieve and maintain your best possible health.
- Free single medical coverage available with a Health Savings Account (HSA) with 50% employer match
- Prescription coverage
- Dental and vision plans
- Patient advocate and Medicare specialists available at no cost
- Dependent Care Flexible Savings Account
- Wellness incentive (up to $250)
- 403b with up to 9% employer give/match
- Free life insurance and AD&D
- Paid Time Off (PTO)
- 9 paid holidays (7 recognized holidays plus a floating and birthday holiday per year)
- Tuition reimbursement (if applicable)
- Employee Assistance Program (EAP)
- Quarterly bonuses as fidelity standards are met
PACT therapists are part of a team-oriented truancy prevention program that improve the lives of children and families involved with the child welfare system. A PACT therapist will partner with Allegheny County Children, Youth, and Families, Kids Voice, Allegheny County school districts, and Juvenile Probation to assure systems are working together in effort to provide successful outcomes for the families served. PACT therapists are trained to work with approximately eight families using evidenced based methods such as Motivational Interviewing, Rational Emotive Behavior Therapy, and Cognitive and Behavioral strategies to improve family, individual, and school functioning.
- Carry a caseload of 8 families served primarily in client homes 1-2 times a week, over a 90 day period.
- Use evidence based approaches and a clinical model to address truancy issues.
- Maintain a flexible workweek, scheduling sessions at times that are convenient for families.
- Attend weekly supervision and consultation.
- Provide structure services consistent with HOMEBUILDERS® Model Standards.
- Collaborate with family members and referents in developing intervention goals and service plans directly related to the risk of out-of-home placement.
- Monitor progress, analyze barriers to goal achievement, and help families revise goals or plans as needed.
- Provide a range of clinical, concrete and advocacy services to family members.
- Utilize research-based cognitive and behavioral strategies to facilitate behavior change.
- Utilize a variety of teaching methods to help families acquire, maintain and generalize skills.
- Advocate for and provide concrete goods and services that are directly related to the family’s goals.
- Participate in all required therapist training. Travel may be required.
- Clearances. State Police; FBI clearance; child abuse clearance; CPSL Mandated Reporter-Recognizing and Reporting Child Abuse training; any additional background checks/clearances required by state governing bodies.
- Valid driver’s license and current vehicle insurance.
- Physical Demands. Requires vision, speech, and hearing. Position allows employee to move about freely or sit at will when performing job duties.
- Environmental Factors. Requires extensive travel to client homes and throughout the community. Work is performed primarily in client homes, where conditions may include tobacco smoke, domestic animals, household pests, mold and other allergens, and other conditions common to domestic environments.
- Working Hours. Non-traditional hours as determined by the program.
1 year(s): Experience working with children and/or adults and families
Bachelors or better in Human Services or related field
Masters or better in Human Services or related field
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)