Position Summary and Job Duties Under the direction of the program supervisor and program manager, work involves providing comprehensive, person-centered, team based, assertive community treatment to persons living with severe and persistent mental illness receiving services through the Community Support Program. Work includes the provision of: case management, symptom management, supportive psychotherapy, psychosocial rehab, vocational related supports and assisting clients with activities of daily living according to individualized treatment plans. Provides a variety of therapeutic interventions for persons with mental illness and/or co-occurring disorders based on clinical assessments. In conjunction with service provision, responsibilities include the development and maintenance of client case records, benefits, plans and reports in accordance with DHS 63, Social Security and Medicaid/Medicare requirements. Work in collaboration with a treatment team, other HSD employees, families and collateral agencies.
55% Provide comprehensive, person-centered, team based, assertive community treatment services in accordance with DHS 63.
- Manage a case load and provide or arrange for provision of all needed services for each person on that case load. Develop and implement clinically relevant treatment plans ensuring that services are culturally competent, recovery oriented and involve consumer participation.
- Provide interventions including; symptom management, supportive psychotherapy, psychosocial rehabilitation, vocational related supports, and assistance with activities of daily living. Provide services on an individual and group level including possible supportive services and education to families. Provide a variety of therapeutic interventions and work with clients whom have more intensive clinical needs.
- Advocate for and arrange transition to the least restrictive living situation for all CSP consumers. Attend and testify at court proceedings as needed.
- Act as a team member on a multidisciplinary team contributing to the functioning of the treatment team, supporting and covering for other team members as necessary.
- Regularly assess consumer mental status, areas of functioning, and symptom patterns and communicate this assessment to the team.
25% Develop and maintain consumer records, benefits, plans and reports in accordance with DHS 63, Social Security and Medicaid/Medicare requirements.
- Maintain needed documentation and benefits including; Medicaid and Medicare, Social Security reviews, and FoodShare. Arrange other community resources as deemed needed offering consumers choice when available.
- Act as a representative payee for consumers as assigned, completing monthly budgets with those consumers and providing psychosocial rehab with a goal of increasing independence.
- Writes clinically relevant individualized treatment plans on a six month and annual basis including the completion of an annual Functional Screen. Completes written discharge plans.
- Regularly document assessed consumer mental status, progress and problems and share with the treatment team.
15% Work in collaboration with a treatment team, other HSD employees, families and collateral agencies.
- Actively participate in treatment team meetings, individual and group supervision meetings, and treatment plan meetings for consumers on your case load and team.
- Provide team and individual direction on clinical strategy and intervention for consumers with more complex needs.
- Attend in-services, trainings, division/department meetings, committee meetings and trainings as requested or approved by your supervisor.
- Maintain prompt communication with family members, team members, Rock County Crisis Intervention, and collateral agencies requesting information.
5% Perform other duties as assigned.Success Factors (KSA's)
- Knowledge of assessment and treatment of persons whom have serious and persistent mental illness including co-occurring disorders.
- Knowledge of the principals and practices of social work. The knowledge of best practices and the ability to implement them.
- Ability to embrace and nurture a person centered, recovery oriented framework and culture for service delivery.
- Extensive knowledge of therapeutic and psychosocial interventions for persons with complex needs.
- Knowledge of the laws, regulations and practices pertaining to DHS 63.
- Knowledge of psychotropic medications, their effect, side effects and abuse potential.
- Knowledge of community resources and how to effectively utilize them.
- Ability to plan and organize work effectively.
- Ability to maintain accurate current records and prepare clear and concise reports.
- Ability to establish and maintain effective working relationships with agency staff, community members, families, and collateral agencies.
- Knowledge of various cultures and diverse populations and ways in which cultural values impact individuals, families, and the community.
- Ability to make assessments and provide or refer for appropriate treatment.
Job Requirements, Education, Training & Experience
- Masters Degree in Social Work or a related field from an accredited college or university.
- 1,500 hours in a CSP or 3,000 hours working with persons with severe and persistent mental illness.
- State of Wisconsin LCSW or LPC required, or ability to obtain license within 3 years.
- Must possess and maintain a current unrestricted (not due to corrective lenses) driver's license and auto insurance pursuant to the Rock County Administrative Policy and Procedure 5.02 and 5.27.
Essential Job Functions (physical elements, equipment and working conditions)
Physical elements:
- Ability to stand, walk and sit. Physical movement occurs a majority of the day.
- Inside and outside work with exposure to weather conditions.
- Potential for contact with unpredictable and aggressive persons.
- Must be willing to transport consumers and be exposed to challenging and unpredictable environments.
- Participate in disaster evacuations and fire drills when circumstances warrant. Maintain safety procedures.
- Lifting and carrying up to 25lbs frequently.
Equipment use:
- Ability to use a computer and keyboard.
Working conditions:
- Ability to be flexible with time in order to coordinate consumer emergencies and care.
- Potential exposure to physically or verbally abusive persons.
Benefits
Rock County Employee Facts and Benefits Highlights
- Rock County historic and cultural attractions:Rock County is in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.
Rock County’s many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville’s Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850’s). The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State’s geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.
Rock County has updated their pay grid in 2023 and it has 14 steps for every classification. Below is the link to locate the compensation grid and see each of the classifications that Rock County has to offer. https://www.co.rock.wi.us/departments/human-resources/compens
Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee’s bank account. There is a two-week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check, which is a live paper check. Direct deposit is a requirement of employment.
- Holidays (Ordinance 18.501):
The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work: (a) New Year's Day (b) Martin Luther King Jr. Day (c) Spring Holiday to be observed the Friday immediately preceding Easter (d) Memorial Day (f) July 4th (g) Labor Day (h) Thanksgiving Day (i) Friday following Thanksgiving (j) Day before Christmas (k) Christmas Day (l) One Floating Holiday (m) Any additional holiday granted by the County Board. (n) The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair. For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.
For employees not working the standard work schedule see the HR Policies and Procedures.
- Vacation (Policy & Procedure Manual 5.47):
Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:
- Health Insurance including our Wellness component:
Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.
- Sick Leave (Policy 5.39):
Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.
All full-time employees shall earn one sick leave day per month of continuous employment. All part-time employees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in relation to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.
The County offers a dental plan through Delta Dental and will pay 60% of the applicable premium for the lowest cost plan. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.
The County offers a vision plan which employees can enroll in at their own cost. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.
The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee’s salary. Employees can also purchase coverage for their spouse and/or children. *Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)
The County offers voluntary benefits which employees can enroll in at their own cost. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.
Employees can participate in one of the identified deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.
- Flexible Spending Account (Medical and Dependent Care):
Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts. If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.
Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several factors – age, length of service, salary.
Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.
Employees in protective status have the percentage contributions defined in their respective collective bargaining units.
Employees who have questions about their retirement benefits should contact WRS.
- Bereavement Leave (Policy 5.04):
In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a person’s wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person’s death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.
No more than (32) hours can be used for the same decedent.
If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday, or comp-time. Sick leave can be used for a parent, spouse, or child only.
Bereavement leave cannot be accrued from one year to the next. Bereavement leave can be used in increments of quarter hours.
A second or third shift employee may be excused from work the scheduled shift before or after the event, provided the shift begins or ends on the same calendar date of the event. All leaves under this section shall be prorated based upon the employee’s FTE.
The County provides an Employee Assistance Program (EAP) for employees to use for all kinds of personal and professional assistance. In the case of counseling, professional counselors are available 24 hours a day, 7 days a week. An employee can establish a relationship with a counselor over the phone or set up an in-person appointment with a counselor in the area. As of March 1, 2022, the EAP program will pay for up to six visits.
The County provides free parking at all its facilities.
- Workplace Attire (Policy & Procedures 5.53):
All Rock County employees are expected to present a professional, businesslike image to clients, visitors, customers, and the public. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with the County. Supervisors should communicate any department-specific workplace attire and grooming guidelines to staff members during new-hire orientation and evaluation periods. Any questions about the department’s guidelines for attire should be discussed with the immediate supervisor.
- Employee Identification Badge (Policy & Procedure 5.08)
All Rock County employees shall have and display, an identification badge while conducting official County business. Minimal exceptions, for safety reasons, may be approved by Department Heads.
All County buildings are smoke free. By County Ordinance anyone visiting or working in any County building is prohibited from smoking closer than 30 feet from any building entrance. The Ordinance also makes the entire Rock Haven Nursing Home a smoke free “campus.”
Prior to new hire orientation, please access policy documents here: https://www.co.rock.wi.us/hr
Active Employees: For full policy documents, please visit the Human Resources Intranet page, “Personnel Ordinance” and “Policy & Procedure Manual”. https://www.co.rock.wi.us/rchr/
Please note, you may also be subject to department specific work rules.
Still have questions? Call us! Human Resources: 608-757-5520
