11-180 - Drug & Alcohol Counselor/Case Manager - SC/Hope Harbor Center
The Salvation Army USA Western Territory | |
23.00 | |
United States, California, Los Angeles | |
Nov 08, 2024 | |
Description
Mission Statement The Salvation Army, an international movement, is an evangelical part of the universal Christian church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination. Position Summary The Case Manager is responsible for evaluating and directing the care and Supervision of residents in Hope Harbor Center Licensed Residential Drug and Alcohol Treatment Facility. Development and coordination of appropriate activities to meet Evidence Based Practices, entering Patients into HMIS, CAL-OMS, and (DMC) Drug Medi Cal, identify needs and expand on identified interests. He/She will work in collaboration with Clinical Program Manager and Counselors to ensure maximum outcomes in all areas of treatment. Essential Functions
Working Conditions Ability to walk, stand, bend, squat, climb, kneel and twist on an intermittent or sometimes continuous basis. Ability to grasp, push, pull objects such as files, file cabinet drawers, and reach overhead. Ability to operate computer, fax and telephone. Ability to lift up to 50 lbs. Minimum Qualifications
Skills, Knowledge & Abilities
Education
Bachelors of Social Work (preferred)
Experience
*Proficient in Microsoft Word and Excel. (required)
Experienced working with Parolees, Mental Health client, DMC, and homeless population desired. (required) MUST be a certified or registered Alcohol and Drug Counselor (AOD), registration must be up- to date. (required) Licenses & Certifications
Driver's License (required)
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)
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