We are looking for Game Changers
The types of people who wake up excited to make a difference. The superheroes of their field who care about the people they serve. If that sounds like you, we want you on our team. We recognize the importance of a quality work life balance and offer a generous paid time off program and flexible work arrangements to meet the changing needs of our workforce.

Job Duties

• Meet with new intensive outpatient families in the community within 3 days or during the intake to introduce services and supports available. Assist with completing crisis plan during this time as applicable.
• Screen for co-occurring disorders and recognize diagnostic criteria used to identify substance abuse or dependency.
• Coordinates with Primary Behavioral Health Clinician in identifying needs, developing goals, and creating authorizations for services. Reviews IPOS with this clinician to ensure needs are being addressed.
• Completes referral forms, clinical and legal documentation necessary to obtain community-based services for clients as well as collaboration and communication with other SA/MH community partners.
• Advocates and provides options for supports and services as needed and seeks out and develops community resources to meet the needs of assigned individuals for activities and support services.
• Educates individuals and provides resources for Self Determination options.
• Assist individuals with identifying changes in behavior, attitude, feelings, and thoughts that are triggers for relapse. Assist in the development of a relapse prevention plan and crisis plan utilizing a variety of supports including personal, community and treatment interventions.
• Provide education regarding prescribed medications to treat substance use and psychiatric disorders.
• Continue to meet with client/family a minimum of 1x per week while in the intensive outpatient program and support the transition process.

Qualifications

• Must be a CMHP in accordance with Medicaid Provider Manual Guidelines. Must meet one of the following:
  • Possess a Bachelor's degree from an accredited school is trained and has three years supervised experience in
    the examination, evaluation, and treatment of minors and their families.
  • Possess a Bachelor's degree from an accredited school and be an LLBSW or LBSW with the State of Michigan and
    one year of experience in the examination, evaluation, and treatment of minors and their families.
  • Be a Master’s prepared LLMSW or LMSW with the State of Michigan with specialized training and one year of
    experience in the examination, evaluation, and treatment of minors and their families.
  • Be a Master’s prepared LLPC or LPC with the State of Michigan with specialized training and one year of
    experience in the examination, evaluation, and treatment of minors and their families.
  • Be a Master’s prepared TLLP or LLP with the State of Michigan with specialized training and one year of
    experience in the examination, evaluation, and treatment of minors and their families.
• Must possess a valid motor vehicle operator's or chauffeur's license.
• Must possess a knowledge and understanding of co-occurring disorders (mental health & substance abuse); Stages of Change (The Transtheoretical Model); Phases of Recovery, and Motivational Interviewing.
• Must possess/obtain 24 documented training hours relative to Child Diagnostic Treatment Services (CDTS) within 3 months of employment AND maintain 24 documented training hours relative to CDTS annually thereafter (within any 12-month period)
• Must be CAFAS Certified within the first 3-months of employment and maintain ongoing certification

Benefits of Being a Superhero!

We are proud to offer an equitable and inclusive environment that reflects the communities that we serve and encourages, supports and celebrates the diverse voices of our workforce.
Here at Easterseals MORC, life is good. We have flexible hours, loads of time off, and awesome events. 3 weeks of Personal Time Off (PTO) and 3 floating holidays, in addition to Easterseals MORC's 10 observed holidays.
As a member of our family, you are part of a culture that values professional development, community service and collaboration.
We keep it open, honest and inclusive. We care about providing our employees a collaborative experience, including quarterly team days.
We not only offer our employees a competitive salary, we also provide bonuses and extra incentives to reward their hard work & dedication.
Innovation is at the heart of our organization. We use cutting-edge technology and evidence-based practices.
We offer fantastic benefits! We have a competitive and comprehensive salary and benefits package including Medical/Dental/Vision coverage with company contribution Flexible Spending Account, Voluntary Dependent reimbursement
We offer a variety of resources centered on our 6 pillars of well-being to support staff in living a healthy lifestyle. Free access to Calm app? Yes please!
We offer traditional and 401k options to ensure each of our employees are able to save for their future.
We are a PSLF (Public Service Loan Forgiveness) Employer.

Proud Winners of:

• Metro Detroit's 101 Best & Brightest Companies to Work For
• Corp! Magazine Diversity Award Winner
• West Michigan's 101 Best & Brightest Companies to Work For
• Crain's Cool Places to Work
• Oakland Parenting Awareness Coalitions' Family Friendly Employer of the Year

Education

• Bachelors or better in Social Work or related field
• Bachelors or better in Psychology or related field
• Bachelors or better in Counseling Psychology or related field

• Masters or better in Counseling Psychology
• Masters or better in Psychology
• Masters or better in Social Work

Licenses & Certifications

• Drivers Lic

• Auto Insurance

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)