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!
Cordilleras is a licensed 68-bed mental health rehabilitation center (MHRC) and a licensed 49-bed adult residential facility (ARF) called The Suites. Cordilleras primarily serves San Mateo County residents, 18-59, with long histories of mental illness and multiple episodes of acute psychiatric hospitalization.
RESIDENTIAL COUNSELOR II
STATEMENT OF PURPOSE
We exist to help people with mental impairments realize their full potential.
Telecare will deliver and manage excellent services and systems of care for persons with serious mental illness.
Employment Status: On-Call
Shift: AM/PM as needed
Days: Sunday - Saturdayas needed
The Residential Counselor provides direct and indirect services to both individuals and groups of residents.
At least three (3) years of direct service experience in a mental health setting is required. High School graduation or a G.E.D. equivalent required; an AA Degree in a related field is preferred. Necessary skills include the ability to communicate well and knowledge of psychiatric treatment modalities. The ability to read, write and speak English is crucial. Must have a valid California driver’s license, a DMV clearance for insurability, a vehicle (approved for safety), and proof of insurance. Applicant must be finger printed, sign under penalty of perjury that there has been no conviction of any crime, other than minor traffic offenses, and receive clearance from the Department of Justice/FBI. Must have completed first aid and CPR training or obtain certification with four (4) weeks of hire.
KEY RESULT AREAS
MISSION, VALUES AND BELIEFS
QUALITY AND QUANTITY OF WORK
TEAM MEMBER PARTICIPATION
JUDGMENT, DECISION MAKING AND INITIATIVE
RELATIONSHIPS WITH OTHERS
CUSTOMER AND COMMUNITY RELATIONS
PLANNING AND TIME UTILIZATION
ATTENDANCE AND RELIABILITY
See below for requirements.
Duties and responsibilities may be added, deleted and/or changed at the discretion of management.
POSITION PHYSICAL REQUIREMENTS
(Hours per day)
up to 3 hours
3 - 6 HOURS
6 - 8+ HOURS
Hand Use: Dominant hand Right--- Left---
Is repetitive use of hand required? YES
Simple Grasping (right hand)
Simple Grasping (left hand)
Power Grasping (right hand)
Power Grasping (left hand)
Fine Manipulation (right hand)
Fine Manipulation (left hand)
Pushing & Pulling (right hand)
Pushing and Pulling (left hand)
Reaching (above shoulder level)
Reaching (below shoulder level)
up to 3 hrs.
3 - 6 hrs.
6 - 8+ hrs.
up to 3 hrs.
3 -6 hrs.
6 - 8+ hrs.
OTHER JOB REQUIREMENTS
(If yes, briefly describe)
Driving cars, trucks, forklifts, and other equipment?
Working around equipment and machinery?
Walking on uneven ground?
Walking outside occasionally
Exposure to excessive noise?
Exposure to extremes of temperature, humidity or wetness?
Exposure to dust, gas, fumes, or chemicals?
Working at heights?
Operation of foot controls or repetitive foot movement?
Use of special visual or auditory protective equipment?
Working with bio-hazards such as: blood borne pathogens,
sewage, hospital waste, etc.
EOE AA M/F/V/Disability
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.