Founded in 1965, Telecare is a rapidly growing mental health care company dedicated to making a difference for our clients, the community, and our employees. We offer an array of mental health services to adults with serious mental illness. We partner with public sector entities and behavioral health organizations and have over 130 programs and over 4,000 employees across the country. And we 're growing all the time! When you work at Telecare, you help to empower thousands of individuals every day in their journeys of recovery.
Telecare is proud to have been recognized by The Bay Area Business Times as the 9th Best Place To Work In the Bay Area for 2020! This is the 18th time we have made the list!
As the newest member of the Telecare family, Home First FSP provides intensive and comprehensive housing supports to individuals who are at risk of losing housing in the Central region of Orange County. Telecare will employ a range of housing focused case management and behavioral health interventions through a fully mobile triage and field-based case management approach. Staff will be deployed to provide services onsite at permanent supportive housing developments, scattered site apartments and other transitional housing locations where clients reside. Focus areas will include resident wellness checks; wellness groups, skill building activities, and housing stabilization focused case management services; behavioral health and substance use services, crisis interventions; conflict resolution and property manager mediation; and other interventions that focus on successful tenancy, eviction avoidance and community integration.
Status: Full Time
Days: Monday - Friday
Hours: 8:30 - 5 pm
The Family Peer Recovery Coach works to engage family members and the prospective participant with the goal of fostering a willingness to accept available services. The Family Coach provides information, education, and resources to family of participants to enable them to better support their loved one in their goals and/or recovery plan, whether it be while person is living independently or in the family home. The Family Peer Recovery Coach provides direct support and case management services to assigned family members and participants and works closely with participants and their families to ensure that their needs are expressed and that they have a “voice” in their recovery plan. In conjunction with the clinical team, the Family Peer Recovery Coach completes program intakes/assessments, facilitates groups, promotes engagement and provision of peer and family support services; and serves as an advocate for the participant and family for services as a point of interaction between participant’s family and the program.
• Bachelor’s Degree or at least two (2) years experience in a mental health services environment
• At least five (5) years of demonstrated experience as a parent or primary caregiver of a person with behavioral health care needs
• Successful Completion of Family Peer Support Training within one year of hire.
• Must be at least 18 years of age
• Must be CPR, Crisis Prevention Institute (CPI), and First Aid certified on date of employment or within 60 days of employment and maintain current certification throughout employment
• All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, valid driver license, a motor vehicle clearance and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual or local requirements may apply
• In San Diego County, Bachelor’s degree preferred
• Sensitivity to multi-cultural and diverse populations and issues is preferred
• Completion of Family Peer Support Training
• Bi-lingual / Bi-cultural
• Demonstrate the Telecare mission, purpose, values and beliefs in everyday language and contact with the internal and external stakeholders
• Draws upon own personal lived experience as a parent or primary caregiver of a person with behavioral health challenges as a basis for engagement and to validate members ' and families ' own lived experiences.
• Models strength-based, recovery focused interactions by accentuating solution-focused and positive steps towards agreed upon goals
• Provides case management support services as necessary to family members and their loved ones.
• Educate the family members on mental illness and behavioral health challenges; community resources as well as de-escalation strategies and the LEAP model of understanding loved ones with mental health challenges.
• Advocate on behalf of and in collaboration with families and participants to promote shared understanding and decision-making.
• Assures that participants know and understand their legal status and rights.
• Provides consultation/interpretation to participants and their families regarding issues arising from the participants ' recovery plan.
• Conduct psychoeducational and/or support groups as well as 1:1 sessions with families to strengthen the efforts of families in caring for and honoring their loved ones ' well-being.
• Conducts community outreach presentations to educate on family support component
• Provides transportation when needed.
• Assists participants in obtaining appropriate benefits.
• If employed at Inpatient program, must assist with restraint of members served in the event of assaultive behavior and pass assault crisis/crisis prevention training
• If employed at Outpatient program, must evade members served in the event of assaultive behavior and pass assault crisis/crisis prevention training
Duties and responsibilities may be added, deleted and/or changed at the discretion of management.
• Strong ability to recognize the value of partnerships with participants and families so that a balance between a persons’ choice and caregiver contribution can be achieved.
• Ability to be curious in seeking to understand participants’ and families’ unique circumstances, preferences and recovery goals and incorporate them into daily work as well as any needed crisis response to support the participant regain a sense of control.
• Able to make decisions while maintaining awareness that this decision-making will have an immediate impact on the well-being of the persons and the relationship between the program and the family.
• Strong verbal de-escalation skills and ability to assist with unsafe behaviors.
• Possess strong communication, presentation, writing, typing, and computer skills.
The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
The employee is occasionally required to stand, twist, squat, kneel and lift and carry items weighing 25 pounds or less as well as to frequently sit, walk, reach, bend and do simple and firm grasping. The position requires manual deviation, repetition and dexterity.
Equal Opportunity Employer Description
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
Pay Transparency Policy Statement
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)
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.