Public Health Foundation Enterprises, In
Care Coordinator (HHIP - Concord) (Personal Services)
The primary role of the Care Coordinator is to provide comprehensive strengths-based, trauma informed, case management services to homeless and recently housed adults.
The Care Coordinator uses harm reduction techniques to engage with individuals who are adults and have a history of experiencing homelessness and mental health illness and/or a co-occurring substance use disorder or other medical impairments.
The Care Coordinator works collaboratively with the Contra Costa Employment and Human Services Department (EHSD), Contra Costa Health Plan, Healthcare for the Homeless, County Behavioral Health services, County Health Services, Coordinated Entry systems, and other community-based programs to retain housing, engage in services, and stabilize chronically homeless individuals.
If hired for this position, applicant will be required to provide proof of full vaccination for COVID-19 prior to the start date.
Hourly rate range: $30 to $34.62, hourly
Stand = Frequently
Walk = Constantly
Sit = Frequently
Handling / Fingering = Frequently
Reach Outward = Frequently
Reach Above Shoulder = Frequently
Climb, Crawl, Kneel, Bend = Frequently
Lift / Carry = Occasionally - Up to 50 lbs
Push/Pull = Occasionally - Up to 50 lbs
See = Constantly
Taste/ Smell = Not Applicable
Not Applicable: Not required for essential functions
Occasionally: (0 - 2 hrs./day)
Frequently: (2 - 5 hrs./day)
Constantly: (5+ hrs./day)
General Office Setting, Homeless Shelter
It is the policy of Heluna Health to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information or any other protected characteristic under applicable law.
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)See job description