Central City Concern (CCC) is an innovative nonprofit agency providing comprehensive services to single adults and families impacted by homelessness, poverty, and addictions in the Portland metro area. We hire skilled and passionate people to meet our mission to end homelessness through innovative outcome-based strategies that support personal and community transformation.

This position supports clients being referred from Department of Community Justice ARC unit and the case managers working in the programs at the Shoreline, Estate, Richard Harris, and the Henry. The PTP Case Manager will work closely with the Employment Access Center, Department of Community Corrections ARC programs, and other service providers; in order to coordinate services and ensure ongoing support of program participants, as they work on income enhancement, finding stable housing, and developing self-sufficiency. The case manager acts to ensure the stability of individuals within the programs, is familiar with and able to access resources for benefits/entitlements, alcohol and drug treatment, mental health treatment, and housing.

Shift: Monday - Friday 8:00am - 4:30pm

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Provide case management services for special needs offenders referred by the Department of Community Justice.
• Stay in communication with clients, Department of Community Justice Transitional Service Unit staff, parole officers and treatment providers. Provide record keeping for community corrections, and ADFC.
• Complete intake/interview process of clients upon referral from Transitional Services Unit including: assessing needs, explaining building and ADFC policies and procedures.
• Assist clients, in collaboration with parole officers and all housing providers, to transition to housing that is more permanent.
• Update weekly goals and activities for each client and keep detailed progress notes. Create forms reflecting the current needs of the program.
• Work with parole officers to establish a safe discharge plan for clients who are non-compliant or have violated parole.
• Attend clinical staff meetings and case conferences in order to initiate aftercare plans for clients.
• Work as a team member with Central City Concern Portfolio Managers and all building staff.
• Develop and maintain working relationships with alcohol & drug corrections treatment providers, mental health providers and other outside resources for clients.
• Monitor client utilization of assigned unit.
• Be available for follow-up case management.
• Participate in compliance, quality assurance and quality improvement activities as directed.
• Transport clients to Social Security Offices, DHS Offices, Medical Appointments or other emergency transportation needs.
• Attend all mandatory CCC trainings in a timely manner.
• Relationship/trust building with clients.
• Participate in training opportunities to advance skills and knowledge in mental health and addiction and criminality.
• Oversight of OYA and Imani beds if applicable.
• Adhere to all state and federal privacy and security regulations applicable to the program, and to CCC policies and agreements regarding confidentiality, privacy, and security.
• Perform other duties as assigned.

MINIMUM QUALIFICATIONS:

• High School Diploma or GED and six months of experience working with the homeless population, behavioral health environment, human services, or related environment; OR 6 months experience in a high-volume customer service role.
• Understanding of recovery terminology and ability to apply the concepts preferred.
• Experience with ex-offenders preferred.
• Central City Concern is committed to a drug-free workplace that encourages a safe, healthy and productive work environment and strictly complies with the Drug-Free Work Place Act of 1988. An employee shall not, in the workplace, unlawfully manufacture, distribute, dispense, possess or use a controlled substance or alcohol.
• Will be required to carry an agency cell phone for work use. Cell phone will be provided by Central City Concern.
• Must pass a pre-employment drug screen, TB test, and background check.
• Physical ability to bend, stoop, kneel, squat, twist, reach, pull, lift heavy objects and climb stairs several times a day.
• Must possess a current driver’s license, pass a DMV background check and be designated an “acceptable” driver as outlined in Central City Concern’s Fleet Safety Policy. Must pass an initial drivers training within 60 days of being an approved driver and continued recertification training.
• Must not actively be on parole or probation.
• Must adhere to agency’s non-discrimination policies.
• Ability to effectively interact with co-workers and clients with diverse ethnic backgrounds, religious views, political affiliation, cultural backgrounds, life-styles and sexual orientations, and treat individuals with respect and dignity.

BENEFITS:
Central City Concern offers an incredible benefits package to our employees!

• Generous paid time off plan beginning at 4 weeks per year at the time of hire. Accrual increases with longevity.
• Amazing 403(b) Retirement Savings plan with an employer match of 4.25% in your 1styear, 6% in the 2nd year, and 8% in your 3rd year!
• 11 paid Holidays PLUS 2 Personal Holidays to be used at the employee’s discretion.
• Comprehensive Medical, Vision, and Dental insurance coverage.
• Employer Paid Life, Short-Term Disability, AND Long-Term Disability Insurance!
• Sabbatical Program is offering extended time off at years 7, 14, and 21.

Central City Concern is a second chance employer and complies with applicable laws regarding consideration of criminal background for employment purposes. Government regulations, contractual requirements, or the duties of this particular job may require CCC to conduct a background check and take appropriate action to address prior criminal convictions.

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)