Case Manager I, TANF - Denver

The TANF Case Manager exists to support TANF Participants as they address barriers and seek new ways to reach their highest level of personal and economic independence. This position collaborates with program participants on a plan to assist in obtaining employment and becoming self-sufficient. To include assessing the participants education, work experience and barriers in order to provide supportive counsel regarding occupational choices and opportunities. To arrange support services, including childcare; and monitor the delivery of services as well as the progress of the participant through programming.

Essential Functions include:

Case Management Tracking, Documenting and Reporting

Intake: Gather demographic information about the participant, identify any immediate needs, and begin to establish trust and build a relationship. This first interaction is helpful for a case manager to determine if a participant would benefit from the services your organization offers. If they would, they then move on to assessing the participants individual needs. If their needs fall outside your organization, the case manager works to identify and refer the participant to an outside community resource. Assessment:The Assessment stage builds on the information collected during the Intake stage, going into greater depth on the participants individual challenges and goals. During this stage, a case managers primary objective is to identify a participants barriers, interests, and risks to success. While every participant goes through this stage when they first come to an organization, its important to re-assess every 30-45 days.
Service Planning:The Service Planning stage is particularly important to the success or failure of a participant. A case manager establishes specific goals and the actions that will be taken to meet those goals. The result of this goal-setting process is a case plan inclusive of outputs and outcomes that will measure a participants success. A service plan should be both achievable and measurable. Monitoring and Evaluation:Evaluation is critical to understanding the impact specific programs and services have on a participant. Using the output and outcome metrics defined in the previous stages, a case manager should continuously monitor and evaluate a participants progress. Evaluation and data ensure participant success is quantified and qualified rather than simply anecdotal. Accountable for Administrative duties of data tracking systems: CBMS, Excel, Outlook and other tracking systems. Will maintain accurate detailed record of Participant information in CBMS and Scan into the provided data system: jobs inquiries, upskilling, basic needs support/navigation Data: Maintain accurate records, demonstrate sound computer skills Communication

Using the Platinum rule: Treating the participants in a manner the participant would like to be treated Clear, transparent, and collaborative manner of speaking Confidentiality is of the utmost importance. Keeping confidentiality regarding the agency, client records and all information.
Focusing on long- and short-term goals using motivational interviewing to support each participant to successfully move in a self-sufficient pathway.
Treating others with the utmost respect; including respectful verbiage, tone of voice and body language. Career and Community Awareness/Resources

Responsible to assess which barriers are most prevalent or most impactful to participants Maintains detailed information of key community resources, Housing, transportation, Child Care, Employment Opportunities Serves as a primary source of information and resources for participants about programs offered in the community Will meet all deadlines of data submission

QUALIFICATIONS

Must have significant experience working in a social work atmosphere, have an understanding of the culture of poverty, and successfully navigating community, government and corporate programs with complex rules and regulations.

Must have excellent written, digital and verbal communication skills.
Must be able to communicate effectively both one-on-one and able to create materials to be understood by and appeal to a wide audience.
Must have demonstrated success maintaining relationships with key contacts and groups for the purpose of referrals to programs, knowledge sharing about opportunities available through those relationships to gain inside information about best practices for navigating various bureaucracies.
Organizational skills required Experience maintaining positive relationships with key internal stakeholders and identifying key success criteria in conjunction with leadership and stakeholders, implementation of initiatives and maintaining tracking of statistical information to demonstrate success of program.
Demonstrated success in the provision of customer delight through active listening, expectation setting and timely, consistent follow up.
Must have demonstrated experience with successfully maintain confidentiality.
The incumbent must have current experience working 1 on 1 with persons faced with disadvantages such as: TANF, Food Assistance, Medicaid, Medicare, Disabilities (diagnosed and undiagnosed), justice involved, Mental Health homelessness, and food insecurity.
The incumbent must have business networking experience within the city of Denver and outlying areas The incumbent must be personable, present self in a business professional manner and have the ability to interact with diverse customers (participants, employees, referral sources and business to business) in order to build sound working relationships.
The incumbent must be a self-starter, demonstrating the ability to stay focused and disciplined while being flexible to the demands of the job.

Continuously Frequently Occasionally Never 5-8 hours 3-4 hours 1-2 hours 0 LIFTING: (as defined by ADA) Heavy: 45 lbs & over X Moderate: 15-44 lbs X Light: 14 lbs & under X CARRYING: Heavy: 45 lbs & over X Moderate: 15-44 lbs X Light: 14 lbs & under X PUSHING/PULLING: x REACHING: Above Shoulder x At Shoulder x Below Shoulder x TWISTING: x BENDING: x KNEELING/CRAWLING: x SQUAT: x CLIMBING: Use of legs only (stairs) x CLIMBING: Use of arms & legs (ladders) x HEARING: x VISION: Visual close x Visual distant x Visual - depth perception x HANDS/FINGERS: Simple grasping x Fine Manipulation x Repetitive Movements x WALKING: x STANDING: x SITTING: x SPEAKING: x OTHER: Please describe: Pay: $21/hour

This Full Time job is eligible for Medical, Dental, Vision, Retirement, Long Term Disability, Short Term Disability, Life and Accidental Death and Dismemberment, Flexible Spending Accounts and several voluntary supplemental benefit offerings. In addition, this position is eligible for paid time off in the form of vacation, sick, holiday, floating holiday, jury duty and bereavement leave

**Criminal Background Check:**

Pursuant to C.R.S. 27-90-111 and CDHS Policy VI-2.4, any independent contractor, and its agent(s), who is designated by the Executive Director or the Executive Director's designee to be a contracting employee under C.R.S. 27-90-111, who has direct contact with vulnerable persons in a state-operated facility, or who provides state-funded services that involve direct contact with vulnerable persons in the vulnerable person's home or residence, shall:

submit to a criminal background check, and report any arrests, charges, or summonses for any disqualifying offense as specified by C.R.S. 27-90-111 to the State. Any Contractor or its agent(s), who does not comply with C.R.S. 27-90-111 and DHS Policy VI-2.4, may, at the sole discretion of the State, be suspended or terminated.

Goodwill is an Equal Opportunity Employer dedicated to employing qualified individuals including those with disabilities, protected veterans, and military spouses.

Goodwill participates in E-Verify. For more information on E-Verify, please contact DHS: 888-897-7781 or www.dhs.gov/E-Verify

We promote a Safe & Drug-free Workplace.

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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)

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