OMAP Lead Case Manager

Accountability:  This position reports to the Director of Homeless and Prevention Services

Job Summary/Function:  The OMAP Lead Case Manager is responsible for the overall coordination of the Operation Military Assistance Program and supervision of the OMAP Case managers of a defined service area.

Duties and Responsibilities:  Within the limits of the Agency’s programs, policies, and procedures, the OMAP Lead Case Manager is responsible for and has commensurate authority to perform the duties and responsibilities listed below.  Performance of these duties requires regular supervision.

  • Implementation of Supportive Services for Veteran Families (SSVF) services within the service area.
  • Networking, public relations and coordination with federal, state and community organizations serving veterans and homeless persons within the service area.
  • Direct supervision of case managers, and other assigned staff within the service area.
  • Coordination and delivery of staff training.
  • Assurance of staff productivity in line with JFCS, COA and SSVF program standards.
  • Assurance that client records are current and maintained in accordance with SSVF and COA standards through supervisory review.
  • Coordination of peer review activities and reporting for OMAP staff within the service area.
  • Timely submission of required HMIS data within the service area.
  • Timely submission of required data for JFCS and VA reports within the service area.
  • Implementation and ongoing utilization of the JFCS electronic health record within the service area.
  • Assurance of staff compliance with JFCS policies and procedures regarding confidentiality and the release of Protected Health Information (PHI) as required by the Health Insurance Portability and Accountability Act of 1996 (HIPAA).
  • Assistance with the recruitment, training and coordination of volunteers and mentors for the OMAP Program within the service area.
  • Coordination of special projects, such as annual Veteran Stand Downs, within the service area.
  • Assistance with maintaining and updating the OMAP Policy and Procedures Manual.
  • Assistance with the preparation of grant applications.
  • Case management of a partial caseload (approximately one-third of a full caseload).
  • Provision of other assistance to the Director of Homeless and Prevention Services, as required.

Qualifications

  • A Bachelor’s degree from an accredited school of higher education or equivalent experience, preferably in a human services-related program
  • At least two years of experience working directly with low-income individuals/families, preferably with persons who are homeless and/or who are veterans
  • At least two years of experience as a supervisor or administrator, preferably in a human services-related program
  • Within 60 days of hire, all employees with be required to complete SSI/SSDI Outreach, Access, and Recovery (SOAR) Training.
  • The ability to work independently and to take directions
  • The ability to establish positive relationships with program participants and their families
  • The ability to establish and maintain relationships with local collaborative partners outside the agency which build community capacity
  • The ability to express and communicate ideas and knowledge clearly with reasonable organization and conciseness
  • The ability to organize one’s time and effort to meet assigned situations and work demands
  • The ability to recognize, understand and control one’s biases

Physical and Other Requirements of Position

This position requires the ability to perform a broad range of activities.  The position requires full range of motion, including manual and digital dexterity and hand-and-eye coordination.  The position requires vision, speech and hearing capacity that is corrected to normal range, or special accommodations made which are sufficient for the completion of assigned tasks.

The position requires work while seated at a desk, including the use of a computer.  The position requires the ability to lift 30 pounds.  The position requires occasional work under stressful conditions and during irregular hours.

The position requires the ability to drive and regular access to a reliable vehicle.

Training Expectations and Opportunities

Within the first three months of hire, all new employees will receive orientation to:

  • The organization’s mission, philosophy, goals, and services.
  • The organization’s role within the community.
  • The organization’s personnel manual.
  • The lines of accountability and authority within the organization.
  • The cultural and socioeconomic characteristics of the population their program serves.
  • Applicable COA standards.

All staff who regularly have direct contact with clients will receive training on legal issues, including:

  • Mandatory reporting and the identification of clinical indicators of suspected abuse and neglect.
  • Reportable criminal behavior, including criminal, acquaintance, and statutory rape.
  • Issues and responsibilities related to the “duty-to-warn”.
  • The organization’s policies and procedures on confidentiality and disclosure of service recipient information, and the penalties for violations of these policies and procedures.
  • The legal rights of service recipients.

All staff who handle client case records will receive training on proper documentation techniques and the maintenance and security of case records.

All staff who regularly have direct contact with clients will receive training on the following topics, as needed, to be determined by the employee and their supervisor;

  • Establishing rapport and responsive behaviors with service recipients.
  • Identifying the needs of individuals and families in crisis, including special service needs of victims of violence, abuse, and/or neglect, and the needs of their family members.
  • Identifying the basic health and medical needs of the service population.
  • Procedures for working with foreign language speakers and persons with communication impairments.
  • Public assistance and government subsidies.
  • How to advocate on behalf of clients and their families and how to empower service recipients and their families to advocate on their own behalf.
  • Understanding differences within the organization’s service populations, including:
    • Interventions that address cultural and socioeconomic factors in service delivery;
    • the role which cultural identity plays in motivating human behavior;
    • bias and discrimination; and
    • the need for normalizing experiences and social inclusion.

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