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 122 programs and over 3,680 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 13th Best Place To Work In the Bay Area for 2019! This is the 17th time we have made the list!
Based on the Assertive Community Treatment (ACT) model, STRIDES of Alameda County is an intensive community support service for 120 individuals with severe mental illness (SMI), between the ages of 18-62, who are considered to be at great risk for psychiatric hospitalization.
Sign-on Bonus: $300
Employment Status: Part-Time .6
Shift:Varies as needed
Days: Varies as needed
Family Peer Support Specialist engage, inspire, and encourage participants and their families, families of choice, and natural supports to actively support the participants’ recovery plan. Family Peer Support Specialist provide information, education, and resources to supporters so they can be better prepared to bring out the best in their loved one, whether it be while the person is living independently or in the family home. Family Peer Support Specialist are part of an integrated service team who promote and reinforce Telecare’s Recovery Culture as defined by the Telecare Recovery Centered Clinical System (RCCS) in which each participant and their supporters’ points of view and preferences are recognized, understood, respected, and integrated into services and self-help programming. Additionally, Family Peer Support Specialist respond to critical situations with high-level engagement and de-escalation skills which support a least restrictive environment for participants experiencing an emergency related to a behavioral health challenge.
• High School Diploma or GED required
• Successful completion of Family Peer Support Training or completed within one year of hire
• Demonstrated lived experience as a parent or primary caregiver of a person with behavioral health care needs.
• 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. 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
• Completion of Family Peer Support Training
• Bi-lingual/Bi-cultural a plus
• 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 the positive both with individuals and supporters.
• Advocate on behalf of and in collaboration with families and participants to promote shared understanding and decision-making.
• Develop resource directories to identify relevant formal and informal resources for families and supporters during stages of transition.
• Conduct groups and 1:1 sessions with families to strengthen the efforts of families in caring for and honoring their loved ones’ well-being.
• 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.
Position requires transporting Members in own personal vehicle (acceptable driving record and vehicle inspection for safety)
• 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.
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.