Youth Crisis Response Specialist

Youth Crisis Response Specialist

The Youth Crisis Response Specialist is responsible for providing crisis screening, assessment, and intervention, and continuity of care services to children and youth involved with the Department of Family and Protective Services (DFPS), including youth in DFPS conservatorship, or who are at risk of DFPS involvement to reduce symptoms or behaviors of crisis that may result in displacement or other disruption to the child or youth's life.

This position's duties will include the following :

• Use trauma informed interventions and strategies to de-escalate children and youth in crisis, aid in crisis relapse prevention, and safety planning to ensure safety and reduce risk for placement disruptions.
• Facilitate office-based and community crisis assessments and crisis intervention services for identified children and youth to evaluate immediate needs and arrange for care or services necessary to mitigate risk.
• Work with a team of clinicians, medical staff, community agencies, school professionals, local law enforcement agencies, juvenile justice, and court systems to provide crisis stabilization services.
• Provide trauma informed and solution focused interventions, including motivational interviewing, to promote stability and reduce need for future inpatient and law enforcement interventions.
• Provide care coordination and connection to community resources to address the child or youth's needs and promote recovery.
• Travel in and out of region is required.
• Will work non-traditional business hours, weekends, and some holidays.

What you'll need :

What's in it for you :

Medical, Dental, Vision, Short-Term Disability, Company-paid Life and Disability insurance, HSA / FSA

Say goodbye to those pesky loans- we're a Federal Student Loan Forgiveness qualified employer!

9 Paid Company Holidays PLUS 2 Personal Holidays (VIP Days)

Payscale : $46,710 / yr

Bilingual : $49,513 / yr

Location : Conroe, TX

Effective January 1, 2017, all Tri-County Behavioral Healthcare campuses are smoke free.

NOTICE TO PROSPECTIVE EMPLOYEES

Tri-County is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. Tri-County is committed to Affirmative Action and has an Affirmative Action Plan.

The Texas Health and Safety Code, Section 533.007, allows Tri-County to check conviction records on applicants. Tri-County completes background checks in accordance with Texas State Health and Safety Code, Chapters 250-253 : Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud. Tri-County will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation.

The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment : criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section 250.001, Local Government Code. Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process. Tri-County will also complete a driver's license check. All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals. All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation.

Applicants who are selected for a position in the Criminal Justice / Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter.

Applicants who have lived out of state for two or more years from the date of submission of this application must have a Federal background check by fingerprinting through the FBI if they are selected for a position.

TRI-COUNTY'S POLICY OF DISPUTE RESOLUTION

Each Applicant must agree to arbitrate and to waive class and collective action participation and each Employee, without exception, must sign and agree to the terms of the Arbitration Agreement as a condition of employment with Tri-County.

Please click here to review the Notice of Arbitration and Single Employee Resolution Policy -

POLICY ACKNOWLEDGEMENT

I understand that, as a condition of my request that Tri-County consider my application and possibly hire me, I must agree to Tri-County's Policy of Dispute Resolution, which I understand requires that all disputes between applicants or employees and Tri-County, its constituent member entities, and / or its officials and / or employees must be resolved solely by arbitration, in accordance with Tri-County's Dispute Resolution Policy, a copy of which I have been provided with in this application and that such policy further requires I waive any right to participate in any class or collective action, either as representative or member and that, instead, I must resolve any dispute, as an applicant or employee, through a single-party arbitration under the specific terms and conditions set forth in Tri-County's Dispute Resolution Policy. I hereby acknowledge receipt of that Policy and agree to be bound by all of its terms in connection with the consideration of my application for employment and throughout my employment, including termination thereof, if I am hired.

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