Preventive Case Planner

Company Overview

Founded as an orphanage in 1831, Rising Ground has been at the forefront of evolving community needs. Driven by the belief that each of us can thrive when life has hope and opportunity, Rising Ground provides caring support and proven paths to positive change, helping children, adults, and families rise above adversity, and each year, Rising Ground is a positive force in the lives of more than 25,000 individuals.

We do this through 50 programs in 70 locations throughout New York City and Westchester. Our strong belief and commitment to diversity shows not just through our work with supported persons but is integral to the building of a strong staff that reflects the communities we serve. Rising Ground is headquartered in downtown Brooklyn.

The goals of the Preventive case planner, within the Family Connections model, are to keep families together, while continually assessing for risk and safety issues. Through the Family Connections model, they are to help strengthen families, stabilize and maintain family functioning. Under the direction of the social work supervisor, the case planner shall serve as the primary service provider. The model requires great time flexibility, as we meet with the entire family system most of the time.

Therefore, workers must make themselves available when the families are.

The Case Planner will have a caseload of 12 families. Each family will be seen for one hour of change‑focused intervention, primarily in the home, each week. Therefore 2‑4 contacts are expected per month.

Based on the Family Connections model, once a case is assigned, face‑to‑face contact must be made with the family to present the model and explain the expectations within 24 hours. Concurrently the JHV is set up with ACS. Once that is completed the intake is conducted within a short timeframe, and all documents must be signed. The intake referral form must be completed and placed in CONNX within 7 days.

Case Planners are to carry out ongoing risk and safety assessments of the family and clearly document this within their progress notes. Any concerns must be brought to the immediate attention of their supervisor.

Case Planners must complete all Family Connections paperwork within the required time frames. These include the CASI instrument;
Comprehensive Family Assessments;
Service Plans;
Evaluations for Change; and Case Closure Form. In addition, all FASP's must be completed and submitted to their supervisor for review two weeks prior to submission to ACS.

Progress notes must be written within 72 hours of the contact and inputted into CONNX. These notes must follow the template that was developed, which encompasses Family Connections, as well as ACS guidelines. Notes are to be printed out and submitted to their supervisors on a weekly basis for review. All casework contacts must be entered into PROMIS on a weekly basis.

To facilitate family team conferences for your caseload and enter into PROMIS by end of week. Family team conferences will be held at the beginning of a case, or at the point of case closure.

Weekly contact grids and calendars are to be submitted to supervisor at the end of each week. To participate weekly in supervision; and bi‑weekly in group supervision. To serve on committees as assigned and perform other job‑related tasks and duties as assigned.

BSW degree plus experience with families and children in a human service agency setting. Proven clinical skills pertaining to children and families are preferred. Good writing skills are necessary.

Yes/No

Normal

Full‑time

Case planners are expected to travel to family homes regularly.

N/a

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

It is the policy of Rising Ground that the Agency wholly complies with equal treatment of all employees and applicants for employment without unlawful discrimination as to an individual's perceived or actual race, creed, color, national origin, alienate, citizenship status, gender, age, disability, marital status, partnership status, sexual orientation, ethnicity, religion, or veteran status in all employment decisions, including but not limited to recruitment, hiring, compensation, training and apprenticeship, promotion, upgrading, demotion, downgrading, transfer, layoff and termination and all other terms and conditions of employment.