TITLE Case Manager, Northwest Project
CLASSIFICATION NUMBER 7643
IMMEDIATE SUPERVISOR Principal Investigator
MAJOR ADMINISTRATOR Dean, College of Health and Human Services
The Case Manager, Northwest Project provides holistic and comprehensive case management services to participants of the Northwest Project to increase strength in ten pivotal assets. Services include intake assessment, benefit assessment, goal setting, long-term case plan development, weekly case plan development, progress monitoring, individual money management, tenant education, advocacy, and referrals.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree in social work is required; a Master’s degree in Social Work is preferred.
Experience: Five years of work experience in social work or as a case manager is required. Experience working with persons in crisis is required.
Skills: Knowledge of community resources and social work practices with high risk populations is required. Good documentation skills are required. Excellent verbal and written communication skills and the ability to establish rapport with clients are required. The ability to motivate others to achieve goals is required. The ability to work independently and in a task-oriented manner with a strong sense of focus is required. The ability to maintain boundaries and remain open and non-judgmental is required. The ability to maintain confidentiality involving both clients and fellow employees is required. The ability to work in a variety of settings with culturally-diverse families and communities and to be culturally sensitive and appropriate is required. Problem solving skills and the ability to multi-task are required. Excellent organizational and time management skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: A valid Missouri driver’s license is required. Must provide one’s own transportation. Must have and maintain motor vehicle insurance as required by law in the state of Missouri.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Maintains a caseload of ten families and meets with clients weekly or bi-weekly as prescribed in the case plan.
2. Assures that at least 80% of follow-up meetings are held in-person rather than over the phone for the first four months of a client’s participation.
3. Connects families with needed and available community resources and follows up with clients and agencies as appropriate to document the use and success of the referrals.
4. Inputs accurate and complete client data into the project database and ensures that all documents submitted on behalf of a client are valid.
5. Conducts outreach to neighborhood schools, businesses, families, and health care providers.
6. Provides all required documentation in a timely manner, which may include client follow-up, outcome evaluation, client contact sheets, and evaluations.
7. Promotes quality and cost effective interventions and outcomes.
8. Participates in regular staff meetings, staff training programs, supervisory sessions, and accepts responsibility for aiding the development of positive team relationships as requested.
9. Adheres to University policy and procedures and the professional code of ethics.
10. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
11. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed by the supervisor.
12. Supports the overall success of the Northwest Project by performing all other duties assigned.
The Case Manager, Northwest Project supervises graduate assistants, students, and community volunteers participating in case management.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 2 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.