Coordinated Entry Lead - The Salvation Army

Description DEPARTMENT: Social Service Department POSITION TITLE: Coordinated Entry Lead STATUS: NON-EXEMPT, FULL TIME SUPERVISOR: CORPS OFFICERS PAY: $19.00/hour 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. The Salvation Army is an Equal Opportunity Employer: Minorities/Women/Veterans/Disabled. SCOPE OF POSITION: The Coordinated Entry Lead works with the Shelter Manager, Social Services director, hygiene center attendant, as well as Coordinated Entry Worker to provide intake and assessment services for persons who are homeless or at imminent risk of homelessness. Enter persons into the Homeless Management Inventory System (HMIS) and maintain accurate data, entering changes to data within 5 days of contact or assessment change. Utilize diversion based, trauma informed and housing first approach engagement. Lead monthly coordinated entry work group with city, county, state and federally funded and non-funded agencies with the purpose to work toward homelessness being rare, brief, and one time. Organize and serve as a lead, working with Lewis County Public Health and Social Services to conduct the annual Point-In-Time (PIT) count. Provide training and and/or organize educational opportunities to community as applicable. Provide referrals to housing providers with include, but not limited to emergency shelter, rapid rehousing, tenant based rental assistance. These services are designed to support participants making changes that will help them establish and maintain residential stability in the community. The Coordinated Entry Lead is responsible for the successful operation of the Coordinated Entry program in Lewis County. This particular role is funded by an outside source, through grant funds, and as such, continuation of employment is dependent on continuation of fund sourcing. KNOWLEDGE, SKILLS AND ABILITIES REQUIRED: + Experience working with low-income and vulnerable people + Case management skills for on-going support and advocacy + Detail oriented and attention to detail + Ability to empathize with and advocate for low-income and vulnerable people + Maintain confidentiality with personal information + Knowledge of social services and local resources preferred + Knowledge or experience working with homeless/low-income families + Have excellent interpersonal skills, with emphasis on working effectively in a team + Able to make decisions based on policies and procedures manual + Proficient in typing, organizing, and filing + Able to multi-task and work in a team + Understand and demonstrate crisis management skills + Self-motivated; ability to work with minimal supervision + Communicate effectively, both written and orally, with Program Manager and other staff + Have (or obtain within 30 days of employment) First Aid & CPR card + Completed (or obtain within 30 days of employment) Blood-borne Pathogens course + Maintain valid Washington State Driver's license and pass a driver safety training + Pass a criminal background check + Working knowledge of database applications and ability to use new software programs ESSENTIAL DUTIES AND RESPONSIBILITIES: + Provide support to the participants living in Night by Night shelter + Maintain complete program documentation for the participants + Oversee office/records management, case management, data collection and reporting + Answer a multi-line phone system + Enter data accurately and promptly into multiple databases and spreadsheets + Help participants find emergency services (food, clothing, furnishings, transportation, etc.) + Assist current and past participants with support services as funding provides + Assist with crisis management, support recovery + Build Trust: Be consistent, trustworthy, and honest + Assist in Preparation: Help participants plan for and anticipate what to expect + Devise Case/Service Plan; help participants to establish and maintain residential stability + Attend community social service provider meetings and participate on committees + Advocate for participants; network with partner agencies and community supporters + Provide aftercare/outreach for participants that choose not to actively engage with housing services + Follow-up with participants and offer services + Attend trainings and staff meetings + Drive to offices, other agency buildings, outdoor encampments, and other buildings as needed for outreach and engagement efforts + Other duties as assigned + May need to be on-call for temporary periods of time PHYSICAL REQUIREMENTS: + Sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis + Ability to grasp, push, pull objects such as files, file cabinet drawers, and reach overhead + Ability to operate telephone + Ability to operate a desktop or laptop computer + Ability to lift up to 25 lbs. + Ability to access and produce information from a computer + Ability to understand written information + Ability to drive for up to 90 minutes each direction + Ability to walk outdoors, sometimes on uneven terrain + Ability to carry outreach items such as; backpacks, tents, hygiene kits + Ability to set up folding tables Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue hardship would result. Work does require local travel to offices, other agency buildings, outdoor encampments, and other buildings. Some work is sedentary, performed in a typical office environment. The Salvation Army is an Equal Opportunity Employer and committed to providing a respectful environment for all applicants and employees that is free from unlawful discrimination or harassment based on age, race, color, religion, sex, national origin, marital status, disability, citizenship, sexual orientation, gender identity, gender expression, or any other characteristic protected by law. Such equal opportunity for employment will apply to recruitment and hiring, training, promotion, salaries and other compensation, transfers and layoffs or termination. A generous benefits package is included with full-time positions: paid holidays, vacation time, sick time, and medical, vision, and dental insurances. Health Insurance: Low bi-weekly premiums ($34.62) for employee only coverage, Kaiser HMO for those residing in a Kaiser service area, Anthem EPO/PPO is available for those residing outside of a Kaiser service area. Voluntary +1 and +family coverage at additional cost. Delta Dental DHMO and DPPO dental insurance offered starting at $2.31 bi-weekly cost. Employees are covered by an employer paid life insurance policy. Voluntary supplemental life, short-term and long-term disability plans are available. Retirement Plans: Employer-funded Money Purchase Pension Plan (Defined Contribution Plan) 50% vested at 5 years eligible service time, employee funded voluntary 403(b) options Parental Leave: Benefit will be one week (5 business days) of paid leave at the employee's normal rate of pay for births, adoptions and foster placements. Sick Leave: 12 days annually accruing from day one, eligible for use after 3 months' service time. Paid Vacation: 2 weeks annually accruing from day one, for non-exempt positions. 4 weeks annually accruing from day one, for exempt positions. Accrued vacation eligible for use after 6 months' service time. Paid Holidays: 13 designated holidays + 1 floating holiday per year Qualifications Licenses & Certifications Required + Driver's License 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)