Protective Services Representative

3 months ago

Wausau, United States North Central Health Care Full time

1.0 FTE (80 hours per pay period) Monday-Friday 8am-4:30pm

Pay starting at $28.00 per hour.

It is never too early to plan for retirement

-As an employee of NCHC, you would be eligible for the Wisconsin Retirement System (WRS), which is among the best funded and best managed public pension systems in the country.

-The WRS is a hybrid defined benefit plan. It contains elements of both a 401(k) or defined contribution plan and a defined benefit plan. The WRS is a strong public pension plan because of its stable funding, unique plan design and robust governance. These factors set the WRS apart from the vast majority of other plans in the United States. With some $142 billion in assets, it is the 8th largest U.S. public pension fund.

-Participating staff contribute 6.9% and NCHC will match this at 100% each pay period

Purpose of the Position:

The Protective Services Representative is responsible for coordinating necessary action for the appointment of a guardian and protective services or placement, including required evaluations, organizing follow-up, completely court reports for cases on an assigned caseload and conducting adult/elder abuse/neglect investigations.

Education, Licenses, Certification, Skills, and Experience Requirements:

  • Minimum Education: Bachelor's degree in Social Work or related field, earned from an accredited four-year college or university
  • Minimum Work Experience: One to three years of experience in social work or human services related field.
  • Required Skills: None
  • Driving Requirements:


Valid unrestricted driver's license and appropriate auto insurance coverage as required by North Central Health Care

Must have the use of a personal vehicle, mileage reimbursement available at federal rate
  • Preferred Qualifications, Skills, Education, Licenses, Certifications and Requirements:
Three to five years of social work experience with emphasis on protective and/or adult services.

Social Work Certification (CSW)

Working knowledge of Wisconsin DHS Chapters 54, 55, 46.90 and 51.

Any combination of education and experience that provides equivalent knowledge, skills and abilities may be considered.

Essential Job Duties and Responsibilities:
  • Completes adult at risk intakes and investigations, including emergency and crisis situations.
  • Completes required court appearances and provides effective testimony.
  • Completes necessary court reports and follow up for assigned caseload. Meets mandatory timeframes, timely notification of changes and accomplishes court order changes in accordance with State statutes.
  • Evaluates and applies applicable statutes and collateral assessments to formulate comprehensive evaluations, protective placement reviews and make recommendations to the court for least restrictive services.
  • Evaluates and assesses client needs and refer to appropriate services/agencies/providers.
  • Coordinates petitions for guardianships and protective services or placement and all proceedings and actions.
  • Consults with attorneys, medical professionals, mental health, and other social service professionals to assure an interdisciplinary approach to care
  • Balances client rights with protections of guardianship and protective placement for incompetent persons and clients right to self-determination.
  • Maintains professional boundaries in all interactions.
  • Demonstrates ability to maintain initial caseload while intervening on at risk cases and completing case review.
  • Adheres to scheduled work hours with regular and predictable attendance.
Non-Essential Job Duties:
  • All other duties as assigned.
Functional Demands:
  • Activity Requirements (including Mental & Physical Activities):
  • _40% General Office Work: Frequent use of computer, keyboard, and other technology; data interpretation, decision making, problem recognition, problem solving, visual acuity (near visual acuity, far visual acuity, depth perception, color vision), hearing, verbal communication, verbal comprehension, writing communication, and written comprehension
  • % Sedentary Work: Continuous sitting at desk for several hours occasional standing, walking, turning, twisting, bending, stooping, carrying, pushing, pulling, reaching, grasping, and lifting of under 10 pounds as required
  • _60% Light Work: Intermittent lifting, sitting, standing, walking, turning, twisting, bending, stooping, carrying, pushing, pulling, reaching, and grasping. Must be able to lift a minimum of 10 pounds unassisted
    • % Medium Work: Frequent lifting, standing, walking, turning, twisting, bending, stooping, carrying, pushing, pulling, reaching, and grasping. Must be able to lift a minimum of 25 pounds unassisted
    • % Heavy Work: Frequent lifting, standing, walking, turning, twisting, bending, stooping, carrying, pushing, pulling, reaching, and grasping. Must be able to lift a minimum of 50 pounds unassisted
    • % Very Heavy Work: Frequent lifting, standing, walking, turning, twisting, bending, stooping, carrying, pushing, pulling, reaching, and grasping. Must be able to lift a minimum of 100 pounds unassisted
  • Exposure to Hazards:
    • Moderate exposure to workplace hazards
  • Types of Hazards:
    • Other: household conditions
  • Working Conditions:
    • Indoors
    • Outdoors
  • Travel Requirements:
  • Frequency:
    • Frequent
    • Other: No overnight travel is required
  • Type of travel:
    • In community
    • Within the county
    • Out of the county
  • Nature of travel:
    • Transport clients/patients/residents
    • Other: Home visits, community visits and meetings


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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