Since 1972, Places for People has helped individuals in the St. Louis community find and define their places in the world.

Specifically, our mission is to provide caring, effective services to help those with the greatest challenges recover from mental health illness and associated chronic illnesses.

We fundamentally believe that each person we serve deserves a chance to be their best selves and we want to help them get to that point.

Do you believe that all members of society are valuable and should be treated as such?

Would you love to work in an environment where, throughout the organization, your co-workers are tied to the same mission as you are?

What about working for a non-profit organization that is committed to growth, both internally and externally?

Well, Places for People just might be the place for you!

SOME perks of working at Places for People:

• Flexible work schedule
• Paid Vacation Time and Sick Leave
• 403(b) Retirement Plan contribution
• Mileage reimbursement at the federal rate
• Supervision available for licensure during work hours and at no cost
• Loan forgiveness through the National Health Service Corps (NHSC) for specific positions

General Description

As a Team Leader, this individual will oversee and provide clinical supervision to assigned clinical staff (case managers / Integrated Health Coach Specialists) as they provide an array of key services to adult persons with severe and persistent mental illnesses. Services provided include evaluation, crisis intervention, community support, medication management, and psychosocial rehabilitation. They will also provide individual supervision, ensure QA standards are met, arrange/schedule/provide necessary training, write performance evaluations and individual development plans, oversee student and volunteer activities, act as a liaison with other teams and outside agencies as needed, and gather and incorporate outcome data and client feedback.

Job responsibilities to include but not limited to:

Direct Report Development

• Schedule twice monthly supervision meetings with all direct reports on team and coordination meeting twice a month with any team staff who may not be direct reports, including assigned PSR staff.
• Develop and implement an effective on boarding process for new team members including orientation support, discussion of organization values/culture, identification of recommended additional initial training, and plan for development/coaching.

• General scope of development for direct reports should include clinical documentation, mentoring, teaching, nurturing, and team well-being assessment, and identification of any additional support recommendations, if appropriate.
• Monitor training requirements for direct reports and regularly provide feedback and direction based on job responsibilities and desired professional development.
• Hire applicants that personify agency culture
• Conduct annual succession planning assessment per process prescribed by HR

Leadership Activities

• Review a minimum of 4 service notes per month per IHC to assess quality of notes in regard to: medical necessity congruent with ITP, documentation adequately justifies service and duration, documentation identifies actual specific clock time (not rounded), assessment of progress, or lack of per plan, identifies next steps, and documents, at least, attempt to review with person served prior to termination of the service activity. Provide appropriate feedback and identify improvement strategies during supervision.
• Informed by data, monitor team performance with a focus on access, efficiency, effectiveness and accountability (need to define) in supervision meetings.
• Monitor clinical and administrative process flows and identify improvement opportunities utilizing available resources (QI) when necessary and celebrating and sharing success.
• Monitor outcomes against treatment plans for improvement.

• Develop ATL for succession of supervisory role
• Accompany health coaches on visits to provide feedback on performance and identify opportunities for development and/or improvement. Frequency of visits should be more for new IHC’s and should be based on supervisor assessment of performance.
• Promote and coach service delivery that is recovery focused, trauma informed and culturally intelligent.

Communication

• Regularly communicate information gleaned from meetings, trainings, conferences, etc. to your team members. Effectively and continually communicate information to your direct reports in order to minimize confusion or lack of understanding regarding organizational direction.
• Support and model the agency’s efforts to promote a culture of health, wellbeing, inclusion, camaraderie, compassion, and appreciation of our collective work.
• Promote coordination of care to your direct reports where we work across teams, disciplines, departments, and other providers to most effectively address the treatment needs of those we serve and take advantage of our collective wisdom.

Task List

• Participate in quarterly peer review process and review one progress note per week per staff person and annually review one assessment, treatment plan, DLA and outcomes per staff person
• Schedule on call rotation, provide back-up to front line and provide crisis intervention as needed
• Set a monthly meeting with PM and team to review dashboards, identify areas of needing improvement and set a plan for correction
• Meet with team at least one time weekly to review and pre-schedule services that are linked to the person served treatment plan

• Establish a weekly meeting, to include assigned team members and consumers, to complete annual treatment plans by due date
• Meet with team monthly to review persons served who are 1) non-responders of services and create plan to address needs or refer to Lunch Bunch, 2) review those who are preparing for discharge and 3) review consumers who are receiving too much, or too little services based on utilization review
• Address critical issues including completing critical incident reports and addressing client and staff grievances per agency policy
• Oversee client assistance funds
• Monitor controlled medications per agency policy

• Supervision for all staff including twice a month supervision and a quarterly field observation of staff’s work; follow disciplinary action procedure as needed
• Monitor staff orientation, ongoing training requirements, time records and annual reviews
• Bi-weekly (2x per week) review of failed activities
• Train ATL on rotating list of TL duties
• Participate in agency wide meetings, provide training and write reports, as you are interested or needed to support agency development
• Complete agency training as required
• Fulfill any on-call requirements as needed

• Perform other duties as assigned by supervisor

Job Qualifications and Requirements

Qualifications:

• Bachelor’s degree in a social services related field
• Three years’ working experience in a social services field
• Working knowledge of DSM, psychotropic medications, and substance use services
• Med Tech training, First Aid and CPR Certifications (can be provided by the organization upon hire)
• Personal vehicle, Chauffeur’s License, and current, valid auto insurance

Physical Requirements: Ability to stand, bend, kneel, lift (20-30 lbs), navigate steps or use appropriate accommodations, drive. Ability to sit or stand for long periods at a time.

Job Type: Full-time

Pay: From $50,000.00 per year

Benefits:

• Dental insurance
• Employee assistance program
• Flexible schedule
• Health insurance
• Life insurance
• Paid time off
• Referral program
• Vision insurance

Schedule:

• 8 hour shift

COVID-19 considerations:
Staff must mask when in the presence of persons served. Unvaccinated staff must remain masked in all spaces at all times. Staff must wear a mask if they are within six feet of someone else who is masked. Additional details shared upon hire.

Education:

• Bachelor's (Required)

Experience:

• social work: 3 years (Preferred)
• management: 1 year (Preferred)

Work Location: One location

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