Lead Employee Assistance Program Specialist

2 months ago

Washington, Washington, D.C., United States USAJobs Full time
Duties

This position is located in the Howard C. Liebengood Center for Wellness, Employee Assistance Division, Office of the Chief of Police, the United States Capitol Police (USCP). Serves as the Lead Employee Assistance Program Specialist for the USCP.

Responsible for the quality of work produced by the Employee Assistance Program (EAP) and therefore routinely spot checks work for errors prior to review by the Supervisory EAP Specialist.

Ensures that EAP Specialists complete their assigned work within the required timeframe. Provides technical support, guidance and advice to specialists.

Observes the work of EAP specialists and administrative staff and provides feedback to the Supervisory EAP Specialist on performance goals and objectives.

Recommends training and development opportunities for specialists.


Conducts on-going assessments of treatment and rehabilitation programs available to employees, including those sponsored by Federal, State, and local agencies.

Determines the appropriateness of programs or facilities, and when necessary and in coordination with professionals and experts, refers employees to treatment or rehabilitative programs or facility.

Draws upon the resources and facilities of the department and utilizes appropriate methods and procedures to provide services to USCP employees at all levels.

Conducts formal and informal interviews to assess the nature of employee problems, which may interfere with job performance. Maintains confidential employee records and exercises the highest degree of tact, diplomacy, sensitivity, and objectivity.

Maintains a close liaison with treatment professionals to coordinate the highest level of support and resources for employees.

Participates in all phases of support including collaborating with benefits specialists, state and local welfare agencies, admission to hospitals and clinics, and home visits where conditions permit.

Conducts follow-ups to ensure that employees receive continued assistance until the problem is rectified. Maintains close liaison with the treatment team to ensure that regressions are not occurring.

Requirements

Conditions of Employment
  • You must be a U.S. Citizen. Successful completion of a Background Investigation is required. Must complete a one year probationary period. May require some weekend and evening hours.

    Qualifications

    In order to qualify, you must meet the education and/or experience requirements described below.

Basic Education and Licensure Requirements:


Masters or Doctoral degree in a behavioral health-related field, including clinical psychology, social work, professional counseling, or marriage and family therapy.

Independent clinical licensure in one of the above disciplines (Ph.
D./PsyD; LCSW/LCSW-C; LPC/LCPC; LMFT) required. Licensure must be active and unrestricted and may be held in any of the 50 U.S. states, the District of Columbia, or U.S. territories. Certified Employee Assistance Professional (CEAP) credential or eligibility is preferred.

AND
Qualifying experience for this position includes one or more years of specialized experience providing EAP-related services at the CP-10/GS-12 (public or private sector equivalent) which is directly related to the nature of the position to be filled

Specialized experience includes:

Administering, planning, directing, managing, monitoring, educating, developing, implementing, marketing, evaluating, and training and consulting, on all aspects of the agency Employee Assistance Program (EAP); participating, coordinating, issuing measurement reports, focus on awareness, prevention, informing and training members, employees, and families on services provided through EAP.

*Prior experience providing EAP-related services to members of law enforcement, public safety or military community is preferred.*All eligibility requirements must be met by the closing date of the vacancy announcement.

(Information on Qualification & Education are located at the following link: )

Education

There is no education substitution for experience in this series and/or grade.

Additional information

Additional Conditions of Employment with

USCP:

As per the Congressional Accountability Act (CAA) and the Fair Chance to Compete for Jobs Act of 2019, criminal history information will only be collected following a qualifications review and after a tentative offer of employment has been made.

A criminal history does not automatically exclude an applicant from employment with the USCP.

Criminal History Check Must successfully pass a comprehensive criminal history check of the past 10 years if offered employment.

A criminal history check will be performed on applicants who accept an offer of employment. Credit Check Must successfully pass a credit check. Applicants must not be in default or delinquent on any Federal guaranteed student loans. Applicants must demonstrate a competent financial history. Financial delinquency including collection accounts, liens, repossessions, or garnishments may be a basis for disqualification.

Selective Service Registration Male applicants must provide verification of registration with the Selective Service System or must verify exemption from the Selective Service System registration because of age or military status.

Female applicants are exempt from Selective Service System registration.

Fingerprint Check Applicants' fingerprints will be submitted to the Federal Bureau of Investigation (FBI) for a check of the criminal history record.

Background Investigation Must successfully complete all components of the USCP full field background investigation. There are few automatic grounds for rejection in the USCP background investigation process. Issues of misconduct, such as illegal drug use, arrests, or convictions may not be automatically disqualifying.

However, deliberate misstatements, omissions, or intentionally withholding required information at any phase of the hiring process will result in a candidate's disqualification regardless of the nature or reason for the misstatement or omission.

The primary reason candidates fail a background investigation is due to deliberately withholding or omitting material facts. Providing false and/or misleading information may be grounds for removal from the application and selection process.

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