Description

　　Position Summary:

　　The Wraparound Care Coordinator provides home-based services to assist youth and families within the Erie County System of Care and who are receiving services through Erie County Department of Social Services. Coordination is provided through strength-based, individualized service planning. Linkages, coordination, and monitoring of services to improve and promote family stability are the focus of service.

　　Major Responsibilities/Activities:

　　Provides home based services to families in Erie County utilizing the Wraparound Care Coordination model

　　Utilizes a strengths based family centered approach to services

　　Partners with children, parents, guardians and service providers to create a comprehensive Plan of Care and identify any additional services the family may benefit from

　　Conducts assessments throughout duration of the case

　　Provides education, care coordination, and community linkages as appropriate

　　Conducts face to face contacts with families

　　Conducts Child and Family Team meetings each month

　　Participates in trainings required by stakeholders and agency

　　Maintains timely and accurate documentation in two systems

　　Other duties as deemed appropriate

　　Competencies:

　　Solid writing and verbal communication

　　Strong engagement skills and ability to engage with diverse populations

　　Flexibility related to scheduling

　　Familiarity with computer applications (i.e. Word, Excel, Outlook)

　　Familiarity with Fidelity EHR and Connections a plus

　　Bi-lingual ability a plus

　　Minimum Requirements:

　　Bachelor’s Degree in human services related field plus two (2) years experience working in human services in a community setting.

　　Ability to work effectively with clients, families, staff and community contacts from diverse backgrounds.

　　NYS Driver’s License that meets agency policy.

　　Reliable transportation.

　　Hours: Flexible schedule based on clients' needs.

　　Competitive pay rate of $21.512 per hour based on a 37.5 hour work week

　　CFS offers full-time employees the below benefits to support our employees and their families and help to create a healthy work environment.

　　Paid Time Off (PTO) –20 PTO Days (25 Days After Five Years of Employment)–14 Paid Holidays (includes 2 flex holidays)– Bereavement: Four Paid Days– Paid Jury Duty

　　Employer Paid Life Insurance

　　Medical, Two Plan Options

　　Dental, Two Plan Options

　　Vision Insurance

　　Wellness Program and Incentives

　　Health Savings Account (HSA) and Quarterly Employer-Contributions

　　Healthcare Flexible Spending Account (FSA)

　　Dependent Care FSA Retirement

　　Employee Referral Bonus

　　Qualifying Employer for Public Service Student Loan Forgiveness Program (PSLF)

　　403(b) Right Away and Employer-Contributions After Two Years

　　CFS Diversity Statement: Within our agency and in the communities that we serve, C&FS is committed to diversity and inclusion with race equity at the center. Every day we work to promote safety, health, and wellness. We will not stop until Black, indigenous and people of color are free from racism and experience peace, prosperity and well-being.

　　Child & Family Services is an Equal Opportunity Employer: Child & Family Services provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, veteran or familial status, or genetics. In addition to federal law requirements, Child & Family Services complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer leaves of absence, compensation, and training.

　　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)