MINIMUM QUALIFICATIONS

Transcription

1 MidWillamette Valley Community Action Mission EMPOWERING PEOPLE TO CHANGE THEIR LIVES AND EXIT POVERTY BY PROVIDING VITAL RESOURCES AND COMMUNITY LEADERSHIP NOW HIRING Veteran Services Case Manager Open until filled Apply by May 24th for first round interviews $ 14.64/hour, plus benefits 100% paid Kaiser Medical, Vision, & Dental 4% annual salary contribution to 401(k) Flex account, Basic Life insurance paid vacation, sick and holidays POSITION SUMMARY: This is a fulltime position located at the ARCHES Project. The Case Manager will be responsible for providing assessment, goal planning, and case management support for eligible participants enrolled in the Supportive Services for Veteran Families (SSVF) Program and/or EHA Vet DRF. These programs serve individuals and families who are homeless or at-risk of homelessness, with at least one Veteran residing in the household. The Case Manager will conduct outreach to connect with Veterans experiencing homelessness in Marion and Polk counties, with the intent to engage homeless Veterans in the one or more of our veteran programs. The Case Manager will work with each household enrolled in the program to develop an individualized action plan with the goal of self-sufficiency and housing stability. The Case Manager will provide financial assistance and supports to assist participants in stabilizing their housing and will provide regular assessments to determine eligibility, level of financial assistance, and length of needed support services. The Case manager will connect participants with community resources and supportive services for which they may be eligible, including health care services, daily living services, transportation services, child care services, legal services, personal financial planning services, fiduciary and payee services, and others as appropriate to the needs of each household. The Case Manager will work closely with partnering community programs to enhance supports for the participant. MINIMUM QUALIFICATIONS The requirements listed below are representative of the knowledge, skill, and/or ability required. EDUCATION AND EXPERIENCE: High School diploma or General Education Degree (GED); a Bachelor s Degree in a Social Service or related field; and two years case management experience. Experience working with Veterans and low-income people is preferred. Experience with basic computer operations and skills in MS Office required, as well as good communication and writing skills. **Complete Job Description is attached.** Ready to make a difference? Here s how to apply: Applications can be downloaded at your application to Jobs@mwvcaa.org. Or mail/submit to: Mid-Willamette Valley Community Action Agency 2475 Center St NE, Salem OR Job# Equal Opportunity Employer

2 Mid-Willamette Valley Community Action Agency 2475 Center St. SE, Salem, OR POSITION DESCRIPTION Job Title: Veteran Services Case Manager (Outreach) Program/Dept: Community Resource Programs Reports To: ARCHES Programs Coordinator FLSA Status: Non-Exempt Revision Date: May 10, 2017 Pay Range: J ($14.64/hour) OUR MISSION: EMPOWERING PEOPLE TO CHANGE THEIR LIVES AND EXIT POVERTY BY PROVIDING VITAL RESOURCES AND COMMUNITY LEADERSHIP GENERAL DESCRIPTION The Case Manager position will be full-time (20 hours/week for SSVF & 20 hours/week for EHA Vet DRF), located at the ARCHES Project. The Case Manager will be responsible for providing assessment, goal planning, and case management support for eligible participants enrolled in the Supportive Services for Veteran Families (SSVF) Program and/or EHA Vet DRF. The programs serve individuals and families who are homeless or at-risk of homelessness, with at least one Veteran residing in the household. The Case Manager will conduct outreach to connect with Veterans experiencing homelessness in Marion and Polk counties, with the intent to engage homeless Veterans in the one or more of our veteran programs. The Case Manager will work with each household enrolled in the program to develop an individualized action plan with the goal of self-sufficiency and housing stability. The Case Manager will provide financial assistance and supports to assist participants in stabilizing their housing and will provide regular assessments to determine eligibility, level of financial assistance, and length of needed support services. The case manager will connect participants with community resources and supportive services for which they may be eligible, including health care services, daily living services, transportation services, child care services, legal services, personal financial planning services, fiduciary and payee services, and others as appropriate to the needs of each household. The Case Manager will work closely with partnering community programs to enhance supports for the participant. MINIMUM QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE High School diploma or General Education Degree (GED); a Bachelor s Degree in a Social Service or related field; and two years case management experience. Experience working with Veterans preferred. Experience working with low-income people is preferred. Computer experience required. COMMUNICATION SKILLS Good communication skills and ability to follow verbal and written instructions. Ability to communicate effectively both verbally and in writing. Ability to write reports and business correspondence.

3 Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. This job description is not intended to be all-inclusive. Employee will also perform other reasonably related business duties as assigned by immediate supervisor and other management as required. Provide Outreach to engage homeless Veterans in MWVCAA veteran programs. Partner and collaborate with other community programs providing Outreach to homeless Veterans. Participate in special events and efforts to market the SSVF and EHA Vet DRF programs. Assess participant eligibility and gather documentation as required. Conduct intakes. Complete participant assessments for the purpose of determining continued eligibility and participant needs and strengths. Develop and coordinate individualized action plans. Conduct home visits Monitor participant progress and maintain detailed and up-to-date case notes. Maintain organized and complete participant files. Conduct regular assessments to determine level of needed financial assistance and projected length of time support services will be needed. Gather needed documentation and complete required billing forms to process financial assistance. Network with community agencies to stay informed about services and resources. Follow up with community agencies that have made assistance commitments to participants. Provide information and referral to appropriate services. Provide assistance and advocacy appropriate to each participant s level of need in acquiring such service. Provide client-tracking, follow-up, and support. Input client data in the HMIS. Comply with all program policies and procedures. Prepare data and evaluation reports as required by the program. Respect confidentiality at all times. Attend staff-meetings. May be assigned other responsibilities that further program goals and objectives. Comply with MWVCAA safety policies and personnel rules. Work 8 hours per day, Monday thru Friday and other hours as assigned. Work cooperatively with managers, administration, co-workers and the public. Refrains from spreading rumors or other disruptive behavior in the workplace. Maintain regular and punctual attendance. SUPERVISORY RESPONSIBILITIES This job has no supervisory responsibilities. CONFIDENTIALITY Respects the confidentiality of information about Mid-Willamette Valley Community Action Agency clients, staff, personnel issues, and other program operations. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential duties and responsibilities of

4 this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities. While performing the duties and responsibilities of this job, the employee is frequently required to sit, use hands to handle, use digit control, or feel; reach with hands and arms; talk or hear; regularly required to stand and walk; and occasionally required to stoop, kneel, crouch, or crawl; climb or balance. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. EQUIPMENT USED The equipment used described here is representative of that an employee may encounter while performing essential duties and responsibilities of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities. While performing the duties and responsibilities of this job, the employee will use office material and equipment including, but not limited to, writing instruments, keyboard, calculator, fax, copy machine, WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential duties and responsibilities of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities. The noise level in the work environment is usually moderate. Occasionally exposed to outside weather conditions. Driving in all conditions. Close quarters. Indoor environment. Exposed to wet and/or humid conditions due to outside weather conditions. Work within a team environment. Ability to work safely in a variety of conditions, i.e. close quarters, adverse weather conditions.

5 Mid-Willamette Valley Community Action Agency 2475 Center Street NE Salem, OR (503) Employment Application Each position you apply for must have a separate application packet, which includes all requested application materials. Applications received incomplete, missing the requested materials, or after 5:00 pm on the day of closing will not be considered for a position. Faxed applications will not be accepted. You may your application, with all requested documents attached, to jobs@mwvcaa.org. Signatures for ed applications will be obtained, in person, for those candidates selected for interview. Please be aware that all persons offered a position with Mid-Willamette Valley Community Action Agency may be required to complete some or all of the following prior to being able to begin work: Criminal History check Central Background Registry with the Office of Child Care Proof of eligibility to work in the United States TB Test Physical Exam Drug Screen Class B Commercial Driver s License or Permit o School Bus driver license endorsement ( S Endorsement) o Passenger driver license endorsement ( P Endorsement) o Passing score on Air Brakes knowledge test Oregon School Bus Driver s Certificate Proof of current automobile insurance Department of Motor Vehicles Check Food Handler s Card CPR / First Aid Certification Revised 8/10/2016

6 Mid-Willamette Valley Community Action Agency 2475 Center Street NE Salem, Oregon (503) APPLICATION FOR EMPLOYMENT Please type or print in ink. Please complete all sections of application, and attach any additional materials as requested in the job announcement. Incomplete, illegible, or unsigned applications* will be eliminated from consideration. *Signatures for ed applications will be obtained, in person, for those candidates selected for interview. Position Applying for: Name: Address City State Zip Code Mailing Address (if different) City State Zip Code Home Phone: Cell Phone: Message Phone: How did you hear about this position? Career Builder Employment Department In-house Announcement Facebook Chemeketa Employee Salem Job Finder Itemizer Observer Agency website Craigslist Statesman Journal Other: Have you been employed or attended school using any other name? Yes No If yes, under what name: Have you ever worked for Community Action Agency before? Yes No If yes, dates you were employed: Are you legally eligible for employment in the United States? Yes No Are you 18 years of age or older? Yes No

7 Qualifications Do you have a High School Diploma or GED Certificate? Yes No College: List Major Education Name of School List Degree Achieved or Credits Completed College: List Major Other: Course of Study Specialized Skills and Knowledge List skills or knowledge that show your ability to perform the job for which you are applying, such as computer languages or software programs, etc. Attach additional pages as needed. What is your typing speed? wpm Do you speak another language in addition to English? Yes No If yes, what other language(s) do you speak: Do you have a valid Driver s License? Yes No Do you have a Class B Commercial Driver s License or Permit? Yes No If yes, list endorsements currently held: Do you have a current Oregon School Bus Driver s Certificate? Yes No Are you currently registered in the Central Background Registry w/occ? Yes No Do you have a Food Handler s Card or Food Manager s Certificate? Yes No Are you now, or have you ever been a Head Start Parent? Yes No Personal References List three references WHO ARE NOT LISTED AS A SUPERVISOR IN THE EMPLOYMENT HISTORY SECTION, and who are not related to you by blood or marriage. List those who can provide information regarding your work history or skills. Name Relationship Telephone (with area code) Address (optional)

8 Employment History The information you provide in the Employment History section will be used to evaluate whether you meet the minimum qualifications listed in the job announcement. We will not consider experience that is not listed in this section. List all relevant experience in this section. Start with your current or most recent job, list all your jobs (including volunteer work, part-time, or self-employment) for the last ten years. You may wish to include qualifying experience gained more than 10 years ago, if it helps you qualify for the job. You may attach additional pages if necessary. **A resume will not substitute for completing this section of the application.** From (Month/Year) To (Month/Year) Your Job Title Average Hours Per Week: Name of Employer Employer Address, City, State & Zip Ending Salary Supervisor s Name Phone Number (with area code) Duties: Reason for Leaving: May we contact? From (Month/Year) To (Month/Year) Your Job Title Average Hours Per Week: Name of Employer Employer Address, City, State & Zip Ending Salary Supervisor s Name Phone Number (with area code) Duties: Reason for Leaving: May we contact?

9 Employment History Continued From (Month/Year) To (Month/Year) Your Job Title Average Hours Per Week: Name of Employer Employer Address, City, State & Zip Ending Salary Supervisor s Name Phone Number (with area code) Duties: Reason for Leaving: May we contact? From (Month/Year) To (Month/Year) Your Job Title Average Hours Per Week: Name of Employer Employer Address, City, State & Zip Ending Salary Supervisor s Name Phone Number (with area code) Duties: Reason for Leaving: May we contact? You may attach additional pages if necessary.

10 Explain how you meet the minimum qualifications as stated in the job announcement. Be sure any experience listed in this section is also listed in the Employment History section.

11 APPLICANT AUTHORIZATION FOR RELEASE OF INFORMATION I hereby authorize my past employers to release information to Mid-Willamette Valley Community Action Agency regarding my employment. This release of information covers my employment record in general, including information pertaining to the following questions: 1. Dates of employment; 2. Positions(s) held; 3. The quality and quantity of my work; 4. My attendance habits (EXCLUDING worker s compensation, pregnancy, disability and protected absences); 5. My relationship with co-workers and supervisors; 6. My attitude toward work (cooperative? positive? etc.); 7. Reason for leaving and eligibility for rehire; 8. Strengths and weaknesses: 9. Whether I have had outbursts of temper, threatened, provoked fights with or assaulted others, engaged in hostile or violent behavior, have a criminal record or any traits that would present security or safety issues for others; 10. Other relevant information regarding my performance, skills, ability, and suitability for employment sought, etc. I agree that all former employers who provide such information are indemnified and released from liability arising from such disclosures. I also understand that if I do not sign this Authorization for Release of Information, my application will be rejected. Print Name Signature Date

12 APPLICATION STATEMENT I certify that all information I have provided in order to apply for and secure work with the Mid-Willamette Valley Community Action Agency (Community Action) is true, complete, and correct. I understand that any information provided by me that is found to be false, incomplete, or misrepresented in any respect, will be sufficient cause to 1) cancel further consideration of this application, or 2) immediately discharge me from Community Action, whenever it is discovered. I expressly authorize, without reservation, Community Action, its representatives, employees or agents to contact and obtain information from all references (personal and professional), employers, public agencies, licensing authorities, and educational institutions and to otherwise verify the accuracy of all information provided by me in this application, resume, or job interview. I hereby waive any and all rights and claims I may have regarding the employer, its agents, employees, or representatives, for seeking, gathering and using such information in the employment process and all other persons, corporations or organizations for furnishing such information about me. I understand that Community Action does not unlawfully discriminate in employment and no question on this application is used for the purpose of limiting or excusing any applicant from consideration for employment on a basis prohibited by applicable local, state, or federal law. I understand that this application pertains only to the current, open position. If I wish to be considered for another position, it will be necessary to reapply and submit a new application. I understand that for some positions I must be enrolled in the Central Background Registry of the Office of Child Care of the Oregon Department of Education and/or submit to a Criminal Background check. I understand that some positions may require that applicants submit to a post-offer, pre-employment drug screen, physical exam, Tuberculosis Test, and/or pass a DMV records check. For Head Start positions, I understand that Policy Council approval is required before I may be hired. If I am hired, I understand that I am free to resign at any time, with or without cause and without prior notice, and the employer reserves the same right to terminate my employment at any time, with or without cause and without prior notice, except as may be required by law. This application does not constitute an agreement or contract for employment for any specified period or definite duration. I understand that no supervisor or representative of Community Action is authorized to make any assurances to the contrary and that no implied or written agreements, contrary to the foregoing express language, are valid unless they are in writing and signed by the Executive Director of the Mid-Willamette Valley Community Action Agency. I also understand that if I am hired, I will be required to provide proof of identity and legal authority to work in the United States and that federal immigration laws require me to complete an I-9 Form in this regard. DO NOT SIGN UNTIL YOU HAVE READ THE ABOVE APPLICANT STATEMENT I certify that I have read, fully understand, and accept all terms of the above Applicant Statement. Signature of Applicant Date Please keep a copy of your application. Copies will not be provided.

13 B U R E A U O F L A B O R A N D I N D U S T R I E S Oregon Brad Avakian, Commissioner FAMILY LEAVE ACT NOTICE TO EMPLOYERS AND EMPLOYEES The Oregon Family Leave Act (OFLA) requires employers of 25 or more employees to provide eligible workers with protected leave to care for themselves or family members in cases of death, illness, injury, childbirth, adoption and foster placement. ORS 659A A.186 When can an Employee take Family Leave? Employees can take family leave for the following reasons: Parental Leave during the year following the birth of a child or adoption or foster placement of a child under 18, or a child 18 or older if incapable of self-care because of a mental or physical disability. Parental leave includes leave to effectuate the legal process required for foster placement or adoption. Serious health condition leave for the employee s own serious health condition, or to care for a spouse, same-gender domestic partner, custodial parent, non-custodial parent, adoptive parent, foster parent, biological parent, step parent, parent in law, parent of same-gender domestic partner, grandparent, grandchild, a person whom the employee is or was a relationship of in loco parentis, biological, adopted, foster or step child of an employee or the child of an employee s same-gender domestic partner. Pregnancy disability leave (a form of serious health condition leave) taken by a female employee for an incapacity related to pregnancy or childbirth, occurring before or after the birth of the child, or for prenatal care. Sick child leave taken to care for an employee s child with an illness or injury that requires home care but is not a serious health condition. Bereavement leave to deal with the death of a family member. Oregon Military Family Leave is taken by the spouse or same gender domestic partner of a service member who has been called to active duty or notified of an impending call to active duty or is on leave from active duty during a period of military conflict. Who is Eligible? To be eligible for leave, workers must be employed for the 180 day calendar period immediately preceding the leave and have worked at least an average of 25 hours per week during the 180-day period. Exception 1: For parental leave, workers are eligible after being employed for 180 calendar days, without regard to the number of hours worked. Exception 2: For Oregon Military Family Leave, workers are eligible if they have worked at least an average of 20 hours per week, without regard to the duration of employment. Exception 3: For compensable Workers Compensation injuries, for certain Workers Compensation injuries involving denied and then accepted claims and for certain accepted claims involving more than one employer. Exception 4: When an employee is caring for a family member with a serious health condition and the same family member dies, the employee need not requalify with the 25 hour per week average to be eligible for bereavement leave. How much Leave can an Employee take? What Notice is Required? Employees are generally entitled to a maximum of 12 weeks of family leave within the employer s 12-month leave year. A woman using pregnancy disability leave is entitled to 12 additional weeks of leave in the same leave year for any qualifying OFLA purpose. A man or woman using a full 12 weeks of parental leave is entitled to take up to 12 additional weeks for the purpose of sick child leave. Employees are entitled to 2 weeks of bereavement leave to be taken within 60 days of the notice of the death of a covered family member. A spouse or same gender domestic partner of a service member is entitled to a total of 14 days of leave per deployment after the military spouse has been notified of an impending call or order to active duty and before deployment and when the military spouse is on leave from deployment. Employees may be required to give 30 days notice in advance of leave, unless the leave is taken for an emergency. Employers may require that notice is given in writing. In an emergency, employees must give verbal notice within 24 hours of starting a leave. Is Family Leave paid or unpaid? Benefits? Although Family Leave is unpaid, employees are entitled to use any accrued paid vacation, sick or other paid leave. Employees are entitled to group health insurance benefits during family leave as if they continued working. How is an Employee s job Protected? Employers must return employees to their former jobs or to equivalent jobs if the former position no longer exists. However, employees on OFLA leave are still subject to nondiscriminatory employment actions such as layoff or discipline that would have been taken without regard to the employee s leave. FOR ADDITION AL INFORMATION: Employer Assistance Portland Eugene Salem BOLI Civil Rights Division 800 NE Oregon, #1045 Portland, OR This is a summary of laws relating to Oregon Family Leave Act. It is not a complete text of the law. January 2016 Employees who have been denied available leave, disciplined or retaliated against for requesting or taking leave, or have been denied reinstatement to the same or equivalent position when they returned from leave, may file a complaint with BOLI s Civil Rights Division. THIS INFORMATION MUST BE POSTED IN A CONSPICUOUS LOCATION

14 EMPLOYEE RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION LEAVE ENTITLEMENTS Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons: The birth of a child or placement of a child for adoption or foster care; To bond with a child (leave must be taken within 1 year of the child s birth or placement); To care for the employee s spouse, child, or parent who has a qualifying serious health condition; For the employee s own qualifying serious health condition that makes the employee unable to perform the employee s job; For qualifying exigencies related to the foreign deployment of a military member who is the employee s spouse, child, or parent. An eligible employee who is a covered servicemember s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness. An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule. Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer s normal paid leave policies. BENEFITS & PROTECTIONS While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave. Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions. An employer may not interfere with an individual s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA. ELIGIBILITY REQUIREMENTS REQUESTING LEAVE An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must: Have worked for the employer for at least 12 months; Have at least 1,250 hours of service in the 12 months before taking leave;* and Work at a location where the employer has at least 50 employees within 75 miles of the employee s worksite. *Special hours of service requirements apply to airline flight crew employees. Generally, employees must give 30-days advance notice of the need for FMLA leave. If it is not possible to give 30-days notice, an employee must notify the employer as soon as possible and, generally, follow the employer s usual procedures. Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified. Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required. EMPLOYER RESPONSIBILITIES Once an employer becomes aware that an employee s need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility. Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave. ENFORCEMENT Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights. For additional information or to file a complaint: USWAGE ( ) TTY: U.S. Department of Labor Wage and Hour Division WH1420 REV 04/16