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!
Telecare’s Carmen Lane is a 12 bed Crisis Residential Treatment Center with a forensic focus located in Santa Maria, California. This program serves adult residents of Santa Barbara County with justice-involved backgrounds who require crisis support to avoid hospitalization, incarceration, or both.Residents may be discharging from a hospital, forensic facility, or long-term locked facility and need step-down care to transition to community living. The program will provide recovery-focused learning environment where residents have opportunity to improve symptom self-management, community living and interpersonal skills, and make lasting connections to family and community supports.
Employment Status:On-Call
Shift: Varies as needed
Days: Varies as needed
POSITION SUMMARY
The Peer Recovery Coach I engages, inspires, and facilitates meaningful conversations with members served that assist the members to explore, create, and meet their own recovery goals. Peer Recovery Coaches provide consultation to the team to promote and reinforce Telecare’s Recovery Culture as defined by the Telecare Recovery Centered Clinical System (RCCS) in which each member’s point of view and preferences are recognized, understood, respected, and integrated into services and self-help programming. Additionally, Peer Recovery Coaches respond to critical situations with high-level engagement and de-escalation skills which support a least restrictive environment for members served experiencing an emergency related to a mental health/addiction challenge.
QUALIFICATIONS
Required:
Preferred:
ESSENTIAL FUNCTIONS
SKILLS
PHYSICAL DEMANDS
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 power grasping. The position requires manual deviation, repetition and dexterity.
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)
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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.
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