ORGANIZATION OVERVIEW: At Catholic Charities of the Archdiocese of Washington, your knowledge and service in areas such as immigrants and refugees, mental health, social work, employment and adult education, legal and financial services, health care, food assistance, shelter and housing, developmental disabilities and prison outreach can make a profound difference in the lives of many. Through more than 50 programs across the district and five surrounding counties, Catholic Charities is opening doors to help and hope. At CCADW, we continue to build an inclusive culture that celebrates a diverse workforce. We offer so much more than just a job. We offer careers. We take pride in our “promote from within” culture. We offer professional development, a comprehensive benefits package, a hybrid work model with both remote and in-office work, and a passion for building and motivating world class, high performing teams. Explore your career opportunity with Catholic Charities. Join us in Inspiring Hope and Building Futures.
JOB SUMMARY: The Case Manager provides direct management services including identifying and coordinating community resources. The Case Manager provides a variety of individual and/or group supportive services that address both short-term and long-term client needs.
ESSENTIAL DUTIES and RESPONSIBILITIES:
- Interview clients for direct service needs, develop a case plan with the client including written short-term and long-term goals and tasks. Makes referrals as needed. Reevaluate goals with clients at regular intervals.
- Facilitate individual and group meetings as needed. Serve as a member of the multidisciplinary case team.
- Collaborate with other disciplines including substance abuse, legal, medical, educational, vocational, mental health professionals, and other service providers.
- Make appropriate referrals for emotional, substance abuse, legal, medical, dental, educational recreational, vocational, employment, and housing needs. 7. Create and maintain case records, including, but not limited to legal documentation, assessments, case notes, case plans, service updates, court reports, medical reports, referrals, discharge summaries, visitation records and educational information.
- Enhance the client environment by creating a hospitable and customer-oriented facility.
- Enter DAP notes within 48 hours into the Homeless to Housing portal.
EDUCATION and EXPERIENCE:
- Bachelor’s degree in human services or related field.
- Social work degrees - social work licensure in the appropriate jurisdiction is required.
- Professional counseling degrees - professional counseling licensure in appropriate jurisdiction is required.
- One-year experience working with at-risk clients in a direct service setting.
- Two years’ experience working with clients who have a history of homelessness, with some knowledge of addiction and mental health issues preferred. In some cases, minimum years of experience can be substituted with additional related
certifications or master’s degree in human services or related field.
- DHS will allow a high school diploma or equivalent, plus four or more years of experience working with vulnerable and marginalized populations, in lieu of the education requirement for Case Managers. Additional considerations can be made on a case-by-case basis for applicants with a previous history of homelessness.
SKILLS and COMPETENCIES:
- Communication skills both verbal and written. Ability to prepare clear, concise, and accurate reports, correspondence, and
other job-related documents.
- Skill to work effectively under pressure. Interpersonal skills. Ability to maintain accurate client records which includes the client database.
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)
