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Assist in carrying out the duties as specified in the Crisis Management Plan, especially in the areas of suicide or trauma. Have training in mental health, suicide risk assessment, trauma, family dynamics, alcohol and drug abuse, and crisis interventionHave training in the fields of child abuse, parent education, ADHD, depression, divorce, victimization, self-esteem, social skills, conflict resolution, communication skills, Sec. 504, decision making skills and transition.
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Knowledge: Prefer knowledge of hospital admissions functions, crisis intervention and risk assessment, psychiatric diagnoses symptomology, basic chemical dependency, age specific growth and development and crisis and behavior management.
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Provides direct problem gambling counseling and case management services to youth and adult patients, consisting of individual, group, family, educational sessions, prevention, intervention, and crisis response.
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Cardiopulmonary Resuscitation (CPR)Comprehensive Crisis Management (CCMC)Licensed Social Worker (LSW)Act 31 Child Abuse Reporting with renewalAct 33 with renewalAct 34 with renewal Act 73 FBI Clearance with renewal UPMC is an Equal Opportunity Employer/Disability/Veteran.
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Familiar with Recovery Principles, Crisis Intervention and Stabilization, Integrated Treatment of Co-occurring Disorders, Intensive Case Management, Illness Management, Trauma-Informed Treatment, and relevant Evidenced based/Emerging best practices.
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Our services include academic support and college counseling, job placement and employment training, substance use and violence prevention education, crisis intervention and mediation, leadership development, technology and computer training.
$62,868 - $72,880 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Perform essential counseling responsibilities including screening, intake and orientation, assessment, evaluation and intervention, treatment planning, referrals, crisis intervention, counseling, patient education, case management, reporting and record keeping.
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Services, which include case management, outpatient behavioral health, crisis intervention, respite care, and forensic services, are recovery oriented and offered in a trauma informed and culturally sensitive manner.
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Advocacy: Provide intake, crisis intervention, case management, advocacy-based counseling, information and referral, and other support services with children and youth residents. Support services include on site crisis intervention, case management and advocacy-based counseling, legal advocacy, information and referral, and long-term stabilization services.
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MRT Crisis Response Staff provide these same-day crisis intervention services in homes, schools, and community locations Pierce County. As a Peer Counselor , you will provide case management, mental health, and crisis interventions as needed and works collaboratively with the members of the Mobile Response Team (MRT) and the Short-Term Assessment of Resource and Treatment (START) team s to complete risk screening and safety planning.
$23.69 - $26.19Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience with conflict management, mediation, de-escalation, and crisis mitigation. Provides solution-focused (monitoring, therapeutic, or crisis) intervention to participant and/or caregiver(s.
$75,500 - $86,500 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Under the supervision of the YSB Clinical Director, this position is responsible for providing counseling services, including providing assessment, individual and group counseling, crisis intervention and case management with youth and their families throughout the San Francisco Unified School District and other San Francisco locations.
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Implement a plan of care and monitor patient's response: Provide individual/family counseling, and social work intervention, as it relates to complex crisis management, mental illness, adjustment to illness, material assistance, healthcare decision-making, sexual assault, domestic violence, partner violence, elder abuse, competency, and any other psychosocial barriers in order to maximize the health status of patients.
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Provides feedback to the Associate Director on staff adherence to scope of practice within the Mobile Crisis Intervention Team (MCI) program. This position will partner with Mobile Crisis Intervention Team (MCI) MHPs and Associate Director to implement identified improvements to the program.
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Working in an adult outpatient setting, Counselors provide evidenced based clinical interventions, case management support, and crisis intervention to a population that includes a significant percentage of adults who meet diagnostic criteria for severe and persistent mental illness.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.