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A health services organization in New York City is currently seeking a new Licensed Master Social Worker (LMSW) and/or Licensed Clinical Social Worker (LCSW) to join their Assertive Community Treatment (ACT) team at one of their inpatient mental health facilities in Manhattan.
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The Clinical Social Worker, Licensed, is knowledgeable of post-hospital care and services available to the patient including, but not limited to the following: Home Health, Infusion Services, Durable Medical Equipment, Palliative Care, Hospice, Outpatient Services, Transitions of Care Clinics, Transitional Care supportive programs and clinics, follow up appointments, Skilled Nursing Facilities, Rehabilitation Services and Facilities and Community-based Organizations.
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The Community Health Worker (CHW) behaves in a professional manner and consistently demonstrates and promotes the values of respect, exceptional service, continuous improvement, safety, trust, and transparency for the patient and all members of the healthcare team.
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At least 2 years of relevant work experience as a Community Health Worker, Peer Support Specialist, Medical Assistant, or similar role. Everyone on our team from our providers, nurses, and Care Specialists to our HR, Technology, and Business Services staff are driven by a desire to improve the lives of our patients.
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This new position will join a collaborative care team providing behavioral health services to children and adolescent patients at a family care practices in Arlington, MA. The behavioral health clinician is a core member of the care team which includes the patient's primary care provider, a behavioral health care manager, and a psychiatric consultant.
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Work Relationship and Scope: Reports directly to the Comprehensive Community Services Program Manager in the WCS Specialized Services Division; works with Unlimited Potential psychiatrist, nursing staff, the CCS treatment team as well as the benefits advocates, acts as a liaison with landlords, employers, community medical staff and family members as needed.
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In this role, you will provide direct services, coordinate care management, and function as a vital member of our "Care Team." As the LCM, you will oversee specific cases, coordinating health care benefits, offering education, and facilitating timely and cost-effective access to care.
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The Community Health Worker is a member of a multidisciplinary, integrated team of behavioral health and primary care providers. Providing high-quality, affordable care including primary care, behavioral health services, substance abuse treatment, mobile crisis response, community-based services, homeless outreach, school-based treatment, and more.
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Lane County Health & Human Services is committed to providing Trauma Informed Care. As an organization, we recognize that many of the people we serve have experienced trauma, either currently, recently or in their past.
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We are currently recruiting for a full-time bilingual- Spanish speaking Community Health Worker to join our team in Stamford, CT. Join our team-based model of care delivered in a kind and compassionate manner.
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The Community Health Worker (CHW) is a part of an inter-disciplinary clinical care team who helps increase access to health services for people through outreach, encouraging engagement, education, and peer support.
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The purpose of this position is to support the Agency’s needs by providing support based on CRT’s Steps to Success model, the Case Manager – Certified Community Health Worker (CHW) is responsible for providing a wide-range of services; including, but not limited to, outreach, engagement, education, coaching, informal counseling, social support, advocacy, care coordination, and basic screening and assessments of any risks associated with social determinants of Health.
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Position Summary: The Community Health Worker/Patient Navigator (CHW) will work to outreach, identify, recruit, and support patients to engage in care and/or care management services; and will provide patient education and advocacy to assist patients with accessing services of FHCW and make and follow-up on referrals for external services as part of the population health team.
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We are family owned and operated and we take our mission seriously: to provide holistic health care in a home environment, located within an internal neighbourhood design that promotes a caring community with emphasis on optimal health and life purpose for each resident.
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Collaborates with the interdisciplinary care plan team which may include member, caregivers, member`s legal representative, physician, care providers, and ancillary support services to address care issues, specific member needs and disease processes whether, medical, behavioral, social, community based or long term care services.
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worker health services community care team jobs in Anoka, Minnesota
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
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The Effects of Workplace Racism and Sexism
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?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
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.