Job description
The Sr Youth Worker provides a consistent, safe and supportive milieu to for each individual within an environment where the population served may present with a high level of need and the population served may change quickly and within a single shift. You will develop positive relationships with children or youth to help them identify immediate needs and/or plan or creating next steps toward stability and how to advance toward those steps. You will also respond to crisis and emergent needs of youth seeking shelter or children and adolescents being placed in care.
- Bachelor’s degree in Social Work or related field plus 1 year experience working with youth or experience in lieu of degree preferred. Experience with homeless, at risk youth or children or youth who have been removed from their homes.
- Effective working knowledge of positive youth development, harm reduction and trauma-informed care preferred.
- Training and competency may be required in the following areas: (Requirements based on program and licensing standards).
- Blood Borne Pathogens,
- Child Safety Restraints
- Crisis Prevention and Intervention (CPI)
- Mandated Reporting
- CPR & FA for infants, children and Adults
- SUIDS and Prevention of Head Trauma
- Runaway Prevention
- Emergency policies and procedures
- Gender based needs
- LGBTQ needs and resources
- Must be 21 years of age or older.
- Must be able to pass a DHS level background check.
Lutheran Social Service of MN is an Equal Opportunity and Affirmative Action Employer of all people regardless of gender, race, culture, religion, ethnicity, protected veteran status and/or disability. It is the expectation that all LSS/CHS employees will behave in a manner that is free of racism, discrimination, bias, and harassment where all individuals are treated with dignity, safety and respect.
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)
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