Family Parent Partner

1 week ago

Perris, United States Victor Full time
Pay Range: $17.36 - $23.44
Education Pay: $1.00 - $3.00/hr
Bilingual Pay: $1.92/hr

WHY VICTOR?

    • Learning Organization: Victor provides the best training for new grads and clinicians looking to begin their career
    • Leadership Development: Victor provides employees leadership training and promotes within Many of our executive leadership team have been promoted from entry-level positions
    • Reimbursements: Victor provides reimbursements for license registration fees, CEUs, travel, internet/cell phone usage and more
    • Loan Forgiveness: Victor employees can apply for Public Service Loan Forgiveness

BENEFITS (VCSS):

    • Low-cost Medical, Dental and Vision
    • Life Insurance plan for employee and family
    • 8 Paid Holidays, PTO and Sick pay
    • Retirement Savings Plan (403B)
    • 100% Employer Funded Retirement Plan
    • Employee Assistance Program
    • Mileage Reimbursement
    • Working Advantage Discount Program
    • Verizon Wireless Discount
    • Tuition Assistance
    • Employee Referral Bonus Program
    • Flexible Community-Based Schedules

JOB SUMMARY

The Family Parent Partner is responsible for establishing and implementing the support services for children and families. They serve as liaison for the family's involvement and offer support in whatever way is most helpful to each individual family.

PROGRAM

Early Identification and Intervention Services (EIIS): A community based, family-focused program designed to improve the developmental, social, cognitive, emotional, and behavioral functioning of at-risk children from birth through age 8. The EIIS program uses an interdisciplinary team of professionals that includes Mental Health Clinicians, Registered Nurses, Rehab Specialists, and Occupational Therapists.

ESSENTIAL FUNCTIONS

  1. Serves as the consumer representative to program activities, ensuring advocacy and support services to all participating families.
  2. Able to engage and provide skill building to youth and families as assigned.
  3. Provides introduction and engagement support for families entering services.
  4. Coordinates with the management team in the development and implementation of program systems and standards that promotes consumer driven family-centered services.
  5. Informs families of basic mental health and social service information and referral sources; assists with the development of additional community resources as necessary and appropriate.
  6. Assists with the development of support groups for consumers and coordinates scheduling of groups and transportation assistance.
  7. Participates in consumer advocate training: teaching basic concepts of rights, complaints and grievance procedures, support relationships, crisis management, vocational involvement and related areas.
  8. Recruits for consumer involvement in committees and work groups.
  9. Provides appropriate and professional advocacy and education to providers on behalf of consumer's needs.
  10. Provides linkage of families with appropriate services, advocating for them when necessary, and serving as role model and advocate for children/families involved in the wraparound process.
  11. Assists with the ongoing development and implementation of program evaluation.
  12. Documents services in accordance with program specific requirements.
  13. Meets Agency service percentage standard reflecting expected time spent with clients, if applicable.
  14. Completes other duties as assigned.


MINIMUM REQUIRED EDUCATION AND EXPERIENCE

  1. Must possess a high school diploma/GED.
  2. Must be a former consumer, caregiver or relative of a special needs child who has received services from a child-serving agency.
  3. Bilingual in English/Spanish preferred.


POSITION/PROGRAM REQUIREMENTS

  1. Must possess a valid California driver's license, personal automobile insurance and driving record that meets the standards outlined in the Agency's Personnel Policy: Motor Vehicle Operating Standards.
  2. Must be physically and mentally fit in accordance with the Agency's Personnel Policy: Physical Fitness Standards and Examinations. Must be willing to complete a Tuberculosis (TB) test, and drug screening test.
  3. Must be willing to complete a personal background investigation conducted by the State of California.
  4. Must obtain First Aid Certification. Must obtain a CPR Certification (only when required by local county or program).
  5. Must be flexible to work a varying schedule according to operational need.
  6. Must be willing to work within a culturally integrated workplace and be willing to respect human differences based upon protected classes as defined by state, federal and local laws, or any other condition that distinguishes people from one another.


PHYSICAL REQUIREMENTS

  1. Have an adequate range of body motion and mobility to work in a residential, office or outdoor environment including standing and walking (even and uneven surfaces), alternating between standing and sitting for extended periods of time, bending, kneeling, twisting, reaching balancing and occasional carrying and lifting up to 25 pounds occasionally, and up to 10 pounds frequently.
  2. Physically able to walk up and down stairs routinely.
  3. Physically able to perform CPR and First Aid as trained.
  4. Must be able to sit for prolonged periods of time in a vehicle for traveling to recreational activities, home visits, DCFS and court locations which may be up to 100 miles driving distance.
  5. Requires the ability to utilize computer and telephone systems, which includes the coordination of eye and hand and fine manipulation by the hands and fingers for typing, writing and working with files.


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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