Workforce Inclusion Case Manager

3 weeks ago

Roseville, United States PRIDE Industries Full time

Pay Rate: $22.50 per hour Telecommute Status: Onsite Announcement: PRIDE Industries is a fast-paced company with a mission: To Create Jobs for People with Disabilities while providing high quality, value-added solutions to our nationwide customers. We are currently recruiting to fill the following position: Job Description:
**PRIDE Industries**

**Job**: Work Force Inclusion Case Manager

**Job Code**: M57 - PR-WrkfIncl Case Manager

**HR Title Group**: Workforce Inclusion

**Salary Grade**: N19

**FLSA Status**: Non-Exempt

**Approval Date**: August 2019

**SUPERVISES**:
There are no direct reports with this position.

***:
Under general supervision, the Case Manager, Workforce Inclusion serves as a liaison with government agencies, employers, staff, residential services providers, and family members to determine necessary services and development plans for each individual served. Employees in this job class create and maintain service and work plans for individuals with disabilities. This job class requires knowledge of case management, state and federal requirements, community resources, and the ability to coordinate the necessary services and development plans for each person served.

**TYPICAL DUTIES**:
1. *Create and maintain service and work plans including evaluating progress and case management in accordance with state and federal requirements.

2. *Develop, deliver, and evaluate a variety of employment readiness training for individuals with disabilities.

3. *Refer eligible individuals with disabilities to appropriate community resources.

4. *Develop and maintain positive and collaborative relationships with external entities to effectively communicate the individual’s progress toward goals.

5. Performs duties and special projects as assigned.
- Denotes Essential Job Function

**MINIMUM QUALIFICATIONS**:

- Three or more years of experience in case management, social services, or a related field.
- Intermediate to advanced computer skills including spreadsheets, word processing, database, and presentation software.
- Ability to communicate effectively including listening, verbal, and written.
- Ability to manage competing priorities and exercise flexibility.

**EDUCATION REQUIREMENTS**:
Bachelors in Human Resources or related field

A comparable combination of formal education and work experience will be considered.

**CERTIFICATES OR LICENSES REQUIRED**:
The following licenses or certificates may be required depending on local, state and/or contract requirements:
CPR/First Aid

Valid Driver's License

**PHYSICAL REQUIREMENTS**:
Employees must have the ability to perform the following physical demands for extended periods of time with or without assistance:

- Viewing computer screen/monitor
- Keyboarding
- Maneuvering to and around equipment
- Bending, kneeling, stooping, and reaching
- Transporting to various locations within customer site(s)

**WORK ENVIRONMENT**:
Work is performed in a hybrid environment, including an office environment, customer worksite, and community environments with limited privacy and some exposure to background noise. Driving to and from various worksites is required including transporting individuals with disabilities.

**DISCLAIMER**:
The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to this job. Employees are expected to follow their supervisor’s instructions and to perform the tasks requested by their supervisors.

**_
At PRIDE, we make a difference in the lives of many, one job at a time._**

How to Apply:
PRIDE 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)

PRIDE will consider for employment all qualified applicants with criminal histories in a manner consistent with the requirements of all federal, state, and local laws.

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