Job Description

 

THE SALVATION ARMY

SEATTLE SOCIAL SERVICES

 

 

Case Manager

 

 

Join a team where you can offer compassion, dignity, and sustainable opportunities for people in need in your local community!

The Salvation Army is an inspiring place to work. With offices in every major US city and over 120 countries around the globe, it’s a place where people can invest in people on every level. In the Northwest region of the United States, we are committed to being an efficient and effective network of local offices that provide the community with resources, such as food and shelter opportunities. As one of the most impactful social service organizations in the world, we hire people who constantly seek new ways to keep us moving forward.

Use your administrative and social services skills as a Case Manager!

The Salvation Army is seeking a Case Manager to provide trauma-informed, housing-focused case management and social services for self-identifying males facing homelessness, often with co-occurring disorders. This includes comprehensive housing readiness assessments, individualized service plans, and service-intensive case management to promote self-sufficiency.

This position is full-time, non-exempt, and located in Seattle, Washington.

DUTIES & RESPONSIBILITIES:

• Provide comprehensive case management, including screening, assessing, and monitoring clients, crisis intervention, and connecting them to health, mental health, employment, and housing resources.
• Monitor and evaluate client progress continually, making corrective action revisions to the plan as needed.
• Assist clients with Social Security or State Assistance applications
• Foster a professional and welcoming environment for diverse identities, backgrounds, beliefs, and choices.
• Participate in assigned training and coordinate in-house training for staff.
• Serve as a mentor to staff, provide case consultation, and report pertinent information to the Program Manager.
• Attend unit and case management meetings, providing case summaries and status information.
• Co-facilitate monthly VTP and TLP house meetings with the Program Manager.
• Assist with case file reviews, maintaining organized and confidential records.
• Conduct regular client contact, ensuring accurate and timely case notes.
• Input client case records into WellSky, HMIS, or other required database systems.

EDUCATION & EXPERIENCE:

• Bachelor in Social Work or related field and/or equivalent experience
• 3 years of related social services experience preferred
• Knowledge of trauma-informed care and community cooperation in congregate living environments preferred
• Proficiency in HMIS data management preferred

The information in this job posting indicates the general nature and level of work performed by an employee in this classification. It is not to be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications of employees assigned to this job. Management has the right to add to, revise, or delete information in this description.

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A generous benefits package is included with full-time positions: paid holidays, vacation time, sick time, and medical, vision, and dental insurance.

Health Insurance: Low bi-weekly premiums for employee-only coverage, Kaiser HMO for those residing in a Kaiser service area, Anthem EPO/PPO is available for those residing outside a Kaiser service area. Voluntary +1 and +family coverage at additional cost. Delta Dental DHMO and DPPO dental insurance are offered.

Life and Voluntary Options. An employer-paid life insurance policy covers employees. Voluntary supplemental life, short-term and long-term disability plans are available.

Retirement Plans: Employer-funded Money Purchase Pension Plan (Defined Contribution Plan) 50% vested at five years eligible service time. Plus, an employee-funded voluntary 403(b) option.

Parental Leave: The benefit is 40 hours of Paid Leave for qualifying events.

Sick Leave: 12 days of Sick Leave annually accruing from day one, eligible for use after three months’ service time.

Paid Vacation:

• Two weeks annually, accruing from day one, for non-exempt positions.
• Four weeks annually, accruing from day one, for exempt positions.
• Accrued vacation is eligible for use after six months’ service time.

Paid Holidays: 13 designated holidays + 1 floating holiday per year

 

 

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against based on disability. The Salvation Army is committed to providing reasonable accommodation for qualified job applicants, job candidates, and employees with disabilities to ensure they enjoy equal access to all employment opportunities and benefits of employment as required by the Americans with Disabilities Act. EEO is the Law.

The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the Gospel of Jesus Christ and to meet human needs in His name without discrimination.

“The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds.”

Once a conditional offer has been made and then accepted by the applicant, The Salvation Army may then ask specific questions about vaccination status, if applicable. If the applicant requests an exemption, then the processes described in this summary should be followed.

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)

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