Carbon Alternatives Manager
Location: Billings, Montana
Description: Alternatives Inc. is at present looking to employ Carbon Alternatives Manager right now, this job will be presented in Montana. Further informations about this job opportunity kindly read the description below.
- FULL TIME (CAM)
REQUIRED: 1. B.S. Degree in Social Service or related field
2. Must have the ability to relate with offenders i! n firm, empathetic fashion. Must also have good interactional skills to relate with referral agencies and to handle public relations responsibilities.
3. Experience in computer database management and word processing.
4. Good writing and verbal skills and the ability to type 40 words per minute.
5. Must have experience and demonstrated ability in records management.
6. A current, valid Montana driver's license.
PREFERRED: 1. Working experience in the local correctional system.
2. Direct public relations experience.
SALARY AND BENEFITS
The current starting salary for the position is $ 12.00 to 14.00 , although consideration will be given the successful candidate's experience and educational background.
Permanent full-time employees of Alternatives, Inc. are entitled to personal time off (PTO), individual health and dental insurance, and retirement benefits. Alternatives, Inc. participates in the State Workers Com! pensation and Unemployment Insurance plans.
Permanent! part-time employees are entitled to a pro-rata share of benefits based on the percentage of full-time hours worked (full-time = 40 hours per week).
Temporary full-time and part-time workers are not eligible for benefits.
Specific detail regarding benefits will be provided upon request at the time of interview or at the time of hire.
DUTIES AND RESPONSIBILITIES
General Overview:
The CAM is directly responsible for assisting with the management of the Alternatives Programs under the supervision of the CAS.
General Requirements:
1. All employees of Alternatives, Inc. are required to comply with the limits of confidentiality concerning client information. The specifics of the confidentiality limits are detailed in SOP I1. In general, no information on clients other than name, current offense, and whether or not the individual is a client may be given out in writing or verbally without a signed consent form from! the client. An exception to this is the case of Deferred Prosecution clients, whose names, charges, and statuses in the program are not a matter of public record and may not be divulged. File materials may not be copied or distributed without a signed release. Under no circumstances are prison files, psychological evaluations, or chemical dependency evaluations to be released, shown to, or discussed with the client or other persons without a signed release from the source of these materials. Failure to comply with confidentiality standards will render an employee of Alternatives, Inc. subject to disciplinary action up to termination of employment, depending on the seriousness of the violation.
2. No employee of Alternatives, Inc. shall use his or her position and its implied authority for personal gain. Staff members shall not:
a. Exchange personal gifts or favors or engage in any business barter with clients, their families, or friends.
b. Accept any form of b! ribe or unlawful inducement.
c. Perform duties under the influence ! of intoxicants or consume intoxicants while on duty.
d. Violate or disobey established rules, regulations, or lawful orders from a supervisor.
e. Discriminate against any client on the basis of race, religion, creed, gender, national origin, or other individual characteristics.
f. Employ corporal punishment or unnecessary physical force.
g. Subject clients to any form of physical or mental abuse.
h. Demean or intentionally humiliate clients.
i. Bring any type of weapon(s) or item(s) declared as contraband into the facility without proper authorization.
j. Engage in critical discussion of staff members or clients in the presence of other clients.
k. Divulge confidential information without proper authorization.
l. Withhold information which, in being withheld, threatens the security of the facility, its staff, clients, visitors, or the community.
m. Endanger the well-being of self or others through intent or neglect.
n. Inquire abo! ut, disclose, or discuss details of client's crime(s) other than as may be absolutely necessary in performing duties.
o. Engage in any kind of social contact with clients except as a part of a staff member's approved Job Duties and as authorized by supervisory staff.
3. All employees of Alternatives, Inc. are expected to attend meetings as directed by their supervisors. Those persons receiving permission from their supervisors to not attend a meeting are responsible for the content of the meeting through reading of minutes of the meeting.
a. Team attendance is mandatory and is a requirement of your employment at Alternatives, Inc. If for any reason you must miss an assigned Team Meeting, it is your responsibility to notify your Team Leader of your intended absence and request to be excused for a specific Team Meeting. If you will be absent from an assigned Team Meeting, it is your responsibility to ensure that your team duties are covered.
4. All employees o! f Alternatives, Inc. are responsible for reading and complying with sta! ndards and procedures in the following documents:
a. Personnel Policy Manual (Employee Handbook)
b. Standard Operating Procedures
5. Alternatives, Inc. personnel are responsible for attending and documenting satisfactory completion of 40 hours of supervisor-approved training activities each fiscal year.
Specific Duties:
Jail Alternatives Programs are aligned with local and county courts and other government agencies; therefore, staff is required to work the same business hour schedules as these agencies, which are Monday through Friday, 8:00 a.m. to 5:00 p.m. This schedule allows staff to coordinate cases for these agencies and also gives offenders/agencies the ability to access staff during normal business hours. Jail Alternatives Managers are given a one-hour lunch. Overtime must be preauthorized by the CAS.
Carbon Jail Alternatives Manger is assigned to independently manage his or her office and programs. The manager must coordina! te with the CAS for coverage for the Carbon office and program in the event he or she is going to be absent. Blanket approval for schedule changes for the required workday are not made available as the pace of work, the familiarity of the office, management of the Carbon clients, and location of the office separate from the main facility makes it difficult for one manager to fill in routinely for another.
The CAM’s responsibilities shall be as follows:
1. Process communications, assessments, SOPs, statistics, and other materials necessary for the maintenance of the Satellite Alternatives office.
2. Perform reception duties.
3. Enter data necessary for the maintenance of database systems associated with all programs.
4. Conduct a complete monthly audit of the Community Service Program, beginning on the fifteenth of each month.
5. Run daily reports from the database records and addressing any issues; reports are to be faxed to CAS at the ! end of each business day.
6. Run computer reports on all program(s)! , close out end of the month reports, preserve hard copies of these reports, and submit a copy to the CAS at the close of the last working day of the month.
7. Compile statistical information on all programs. These reports are to be compiled by the first Wednesday of the next month and then copied to the Alternatives Administrative Assistant Supervisor and the CAS.
8. Conduct and enter in the TOM intake interviews in all programs, take phone calls, make appointments, collect all fees, and provide thorough documentation.
9. Collect all fees and track them in TOM. The CAM shall bring deposits in on a weekly basis to the Billings office for deposit by the Accounting staff.
10. Establish and maintain a referral mechanism by which the CountyAttorney, City, Justice, and District courts may refer clients to the Alternatives Satellite Program.
11. Coordinate and, if necessary, participate in the maintenance of complete records of client performance from the time! of referral to termination. This shall include referral and completion dates, a record of hours worked, documentation of on-site checks, supervision checks and termination reports for the referral sources. Data will be maintained in the TOM system and hard files kept using up-to-date forms.
12. Document all client contact, whether by phone or in person, and make status changes and input information into the computer. Such documentation is to include contact person, purpose, resolution of contact, and initials of the person making the file entry.
13. Train and supervise Community Service workers only if they are placed with the CAM to assist in Alternatives, Inc. Program.
14. Manage work schedule within the assigned time, i.e. taking only two 15 minutes breaks per day, being out of the office for authorized purposes only, informing supervisor of all unauthorized departures and obtaining pre-authorization for work outside of this time. The CAM shall record time o! n his/her time sheet as it actually occurred.
15. Collect all fees ! in all designated programs and allow Indigency status only after the client fills out Indigency form and there is absolutely no source of monthly income. If the CAM feels a client is being dishonest, the CAM should request last year’s income tax papers.
16. Make proper preparations when leaving the office: turn on the answering machine, clear desk of all identifying client information, and ensure that client records are secured behind a double lock situation in accordance to Federal requirements. In addition there will be a recorded message on the answering machine directing callers to the Billings office for backup if the CAM is out of the office.
17. Fulfill the Federal security requirements of alcohol or drug related files, maintain the confidentiality standard required on open charts, and rout all closed files except community service, detention, house arrest, driver safety course, and pre-trail to the Billings office for storage and routing release of ! information requests to the Deputy Administrator on all closed files.
Community Service Program
The CAM is responsible for direction of the Community Service Program.
In greater detail, the responsibilities of the CAM are as follows:
1. Maintain rapport with the on-site supervisor, participate in the training and recruitment of volunteer personnel who meet SOP requirements, and to supervise the volunteers in on-site supervision of clients. This entails the maintenance of up-to-date listings of agencies willing to supervise clients and establishing and monitoring contractual agreements with these agencies.
2. Develop and implement procedures by which clients are interviewed, placed in community service work, supervised by on-site supervisors, and monitored in the completion of work.
3. Ensure that information and fees necessary for obtaining Worker's Compensation Insurance, under which all Community Service clients are covered, is provided t! o the Accountant in a timely fashion.
4. Immediately respond to all! reported injuries of a Community Service worker by notifying the parents (if the worker is a minor), referring the worker for medical care, conducting an investigation of the circumstance of the injury, obtaining a written statement from work-site supervisor, and filling out a Worker's Compensation insurance claim.
5. Monitor and track all Community Service Site Contracts and update contracts every two years as they expire.
Detention/Work-Release/Electronic Monitoring Program
The CAM is responsible for the direction of the Detention/Work-Release/Electronic Monitoring Program.
In greater detail, the responsibilities of the CAM are as follows:
1. Interview Detention/Work-Release and Electronic Monitoring clients. Each interview requires approximately one hour. During this time, the CAM will open a chart and take a photograph of the client.
2. Schedule the Detention/Work-Release/Electronic Monitoring clients for detention so they will serve t! heir days consecutively and start their program within 30 days. All exceptions must have documented approval of the referring Judge.
3. Facilitate Work Release/Electronic Monitoring site investigations via phone, documenting other phone agenda checks, and directing concerns to the court/referral source.
4. Attach band to the Electronic Monitoring client, explain the workings of the phone monitor, ensure via phone check that the monitor is properly attached to the client's phone, and inform the computer of the client’s agenda, etc.
5. Monitor daily reports of Electronic Monitoring clients to ensure they have complied with appropriate schedule and that equipment has not been tampered with.
Supervision, Education and Treatment and Assessment Programs
The CAM’s responsibilities are as follows:
1. Administer assessment instruments in conjunction with the Certified Chemical Dependency Counselor.
2. Compile educational materials nee! ded for alcohol and drug, aggression control and minor-in-possession cl! asses, obtain appropriate releases of information for the supervision portion of the program, and serve as the primary supervisor for these clients while they are in treatment or education.
3. Observe like-gender UA tests, obtain UAs from cross-gender clients by referring them to appropriate law enforcement officer, and make certain that chain-of-custody procedures are followed. UA tests are to be taken as ordered by the courts or referral sources program mandates. Appropriate Releases of Information must be signed in all instances. Random urinalysis is considered to be done one time per week, unless otherwise specified.
4. Facilitate the following group processes:
a. Driver Offender curriculum for misdemeanor offenses.
b. Tobacco Cessation curriculum for Misdemeanor offenders.
c. Criminal Thinking Errors
d. Partner Family Member Assault
e. Minor in Possession
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This job starts available on: Wed, 14 Aug 2013 17:28:21 GMT
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