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Employment Support Specialist
4 months ago
Essential Functions:
- Provide case management and help develop individual training and employment plans with complete.
- Complete assessments of vocational skills and areas of functional limitations.
- Maintain contact with external supports of employees including social workers, families, legal guardians, conservators and agency contacts.
- Provide internal and external individual training for specific job tasks: job coach individuals by providing work direction, guidance and emotional support. In addition, facilitate appropriate interactions with others.
- Aid in monitoring overall job performance, work with individuals to correct quality issues, etc.
- Maintain documentation and confidentiality parameters in coordination of services by obtaining releases of information, facilitating the completion of informed consent forms and documentation.
- Develop partnerships with outside agencies to provide exceptional vocational services.
- Aid in monitoring job performance, individual training for specific job tasks, work with individuals to correct quality issues, provide coaching, support, and facilitate appropriate interactions.
- Ensure accurate and timely completion of annual and semi-annual reviews for all employees with disabilities per the requirements of applicable agencies (SourceAmerica, DEED, CARF, DHS, counties).
- Serve as employee advocate by providing referrals to appropriate external agencies.
- Employ effective, respectful and persuasive spoken and written communication skills.
- Implements continuous improvement programs using problem resolution and analysis skills.
- Ensure compliance with work instructions and/or Quality Management System (QMS) procedures.
- Functions effectively in a fast paced, diverse, team environment.
- Works independently, efficiently manages time, and uses experience and judgment to plan and accomplish.
- Maintain a safe work environment for yourself and others including wearing mandatory Personal Protective Equipment (PPE), such as eye and ear protection.
- Ensure compliance with all company policies.
- Other duties as assigned.
- Associate degree in social work, vocational rehabilitation, psychology, sociology, or related fields, or equivalent experience.
- Two or more years related experience.
- Ability to operate basic computer equipment and peripherals as well as company standard software.
- Able to effectively perform all basic mathematical functions (addition, subtraction, multiplication, division, and percentages.)
- Ability to effectively read and interpret industry specific documentation.
- Basic knowledge of agency compliance requirements. (SourceAmerica, DEED, CARF, DHS, counties.)
- Experience working with people who have diverse disabilities.
- Satisfactory completion of a Motor Vehicle Record check.
- Satisfactory completion of a DHS and criminal background checks.
- Valid state-issued driver's license.
- Verified eligibility for employment in the United States.
- A traditional work week (M-F) with MDI core hours of 8am-4:30. Work during Non-traditional hours may be required.
- Normal vision is required.
- Works in a typical office setting which includes;
- Continuously sit, use of computer monitor, mouse, and keyboard, standard telephone, hearing and talking.
- Occasionally lift, reach, rotate hands, stoop, kneel, or crouch.
- Occasionally will work in a typical factory environment (high noise levels, machinery, conveyors, dust, chemicals, odors and temperature fluctuations.)
- Occasionally will work at community employment sites
Other:
- Some travel within the state and limited out of state.
The list of essential job functions and qualifications contained in this job description is not exhaustive and may be supplemented as necessary. Tasks are to be completed with or without reasonable accommodations.
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)
