Job Description

Jackson County Employment Opportunity.

The Adult Outpatient Program at JCMH serves clients in various stages of mental health recovery and well-being, with a specific focus on adults 55 years and older. The case manager on this team will work collaboratively with a team of providers including prescribers and nurses, peers, therapists, and another case manager. We are looking for a QMHA with experience in providing strength-based case management that encourages client autonomy, skill development, and active engagement in managing symptoms as well as activities that improve wellbeing.

Jackson County strives to recruit, hire and retain the best employees!

Pre-Employment Requirements and/or Preferences

Preferred candidate will have an interest in working with aging and older adults. Most of our clients are diagnosed with a severe and persistent mental illness, and many are somewhere within the stages of change or recovery-maintenance regarding substance use disorders.
Either experience with or an interest in developing skills with the treatment of substance use disorders is essential.
Pass a criminal background check prior to hire.
Submit an acceptable DMV certified court print prior to hire. click on the following link to review Jackson County's requirements for an acceptable driving record (Download PDF reader).

Pass a pre-employment drug screen, which includes screening for Marijuana. Click on the link to review Jackson County's Drug-Free Workplace Policy (Download PDF reader).

This position is represented by union group SEIU.

Job Duties and Requirements

I. Position Summary

Provides a variety of case management services to an identified caseload of clients with chronic mental illness; and, provides fiscal oversight and decision-making duties regarding program functions and/or oversight of fidelity model programs. Employees initially work under direct supervision, and progress to more general supervision as the incumbent becomes able to independently perform the full range of duties and work is normally reviewed upon completion and for overall results.

II. Examples of Essential Position Duties (The following duties represent some of the principal job duties; however, they are not all-inclusive. Other duties may be required or assigned.)

Assesses client needs and functioning level and identifies client’s goals and objectives for services; provides individualized case management services to clients to meet those needs.
Provides services such as gathering information and data to determine the need and support for program eligibility, assesses client problems and makes referrals; schedules client appointments for various services; transports clients; assists clients in completing forms.
Establishes and maintains complete and accurate records of client activities and treatment progress.
Conducts home visits; provides basic individual and group counseling, education, skills training, outreach and support to clients and families as necessary.
Provides indirect services including routine consultations to care givers and community agencies, client advocacy and community resource development.
Maintains knowledge of current research, trends and practices applicable to assigned program by attending classes, conferences and workshops as appropriate.
May include working rotating shifts and adjusted work schedules which include holidays, weekends, and overnights; works overtime when required; may be assigned to perform work in the field outside the office.
Adheres to regulatory requirements, collective bargaining agreements, County and departmental policies and procedures, required trainings, as well as safe work practices.
Develops and maintains effective internal and external working relationships at all levels.
Has regular and reliable attendance. Overtime may be required.

III. Minimum Requirements(Performance of the essential duties of this position includes the following requirements, physical demands and/or working conditions)

Education and Experience

Bachelor’s degree in psychology, social work, a behavioral sciences field, or equivalent; OR
A combination of at least four years of relevant work, education, training or experience.

License, Certificate or Other

Requires possession of a valid driver’s license and an acceptable driving record.

IV. Other Requirements

Knowledge, Skills and Abilities

Requires knowledge of the techniques and procedures used in evaluating, modifying and motivating human behavior; community resources; de-escalation techniques; Oregon Administrative Rules, laws, regulations for scope of practice including confidentiality policies and regulations. Knowledge and practice of ethics of behavioral health care and for public employees. Ability to assess status of individuals and families for needs and services; provide case management and care coordination; provide support and guidance to clients and family members; identify risk or danger and respond professionally, independently, and responsibly in all situations, including crisis, emergency, or dangerous situations; understand and provide trauma informed and client-centered care and contribute to a trauma informed workplace/environment; work independently and participate as an active member of a cohesive work group; prioritize high volumes of work and multi-task situations well; write concise, timely, and accurate progress notes and reports; maintain timely records with accuracy and confidentiality; exercise initiative, tact and good judgment in dealing with community partners, other providers, community members, and clients and families from various backgrounds; establish and maintain cooperative working relationships with those contacted in the course of work; understand and carry out detailed instructions of a technical and professional nature; communicate effectively, both orally and in writing; operate office equipment; learn and successfully use a variety of office and healthcare information systems; and, read and understand relevant reference manuals, and equipment manuals, etc.

Physical Demands (Performance of the essential duties of this position includes the following physical demands)

Ability to work in an office environment and in the field; to coordinate hands and feet in performing simple movements, such as bending, reaching and grasping; to exert physical effort in sedentary to light work involving moving from one area of the facility to another and in the field, reaching, kneeling, climbing of stairs and standing for extended periods of time. Requires sufficient strength and coordination for lifting, pushing, pulling and/or carrying the weight of equipment as well as sufficient hand/eye coordination to perform semi-skilled repetitive movements such as operating office equipment. Requires the ability to operate a motor vehicle. Sensory requirements include sound, odor and visual perception and discrimination, as well as oral communications ability.

Working Conditions (Performance of the essential duties of this position includes the following working conditions)

Work is generally performed in an office environment and in the field, and includes exposure to disruptive people and communicable diseases. May include exposure to adverse weather, including extreme temperatures, rain, snow, sleet, and hail. Incumbents are also exposed to dangerous or unpleasant conditions and substances, including noise, traffic hazards, biohazards, noxious plants, and wildlife.

V. Additional Information

This classification description is not intended to be an exhaustive list of duties, knowledge, skills, abilities, or requirements, as any one position in this classification may be assigned some or all of these duties, in addition to other duties not explicitly listed here. The various duties, responsibilities and/or assignments of this position may be unevenly balanced and change from time to time based upon matters such as, but not limited to, variations in the shift, work demands, seasons, service levels and management’s decisions on how to best allocate department resources. Any shift, emphasis or rebalancing of these assigned duties, responsibilities and/or assignments does not constitute a change in the job classification. The County shall schedule employees and determine FTE consistent with its determination as to efficiency of operations, financial advantages to the County, and/or effective service to the public.

Equal Opportunity Employer

ADA and Equal Opportunity Employer

In accordance with the requirements of the Americans with Disabilities Act of 1990 (ADA) and its amendments, Jackson County does not discriminate on the basis of disability in its hiring or employment practices. A person who requires an accommodation for any part of the recruitment process should contact the Human Resources Office, Attn. ADA Coordinator, at (541) 774-6036 or by TTY/TDD 711 or (800) 735-2900 as far in advance as possible but no later than 48 hours before the scheduled need.

Jackson County is an equal opportunity employer and does not discriminate on the basis of race, religion, color, sex, age, national origin or disability. For a copy of Jackson County's Equal Employment Opportunity Plan, visit our web site at www.jacksoncountyor.gov or call 541-774-6036.

Because of the Immigration Reform Act of 1986, persons hired by the County must be able to present acceptable documents verifying identity and authorization to work in the United States.

Jackson County Benefit Summary - SEIU

Jackson County provides an excellent, generous and comprehensive benefits package for eligible employees and their dependents, as applicable.

This overview provides highlights of the comprehensive benefits package Jackson County SEIU employees receive. If any statement conflicts with the applicable plan documents, Codified Ordinance, Jackson County policies, and/or collective bargaining agreement, the applicable documents will govern.

Insurance

Health Insurance – As of July 1, 2025 Regular full-time employees and their eligible dependents receive medical insurance, including prescription and chiropractic, dental, and vision coverage at a cost to the employee of $22.82 per paycheck ($49.45 per month) toward the monthly composite premium. Regular full-time employees may not waive coverage. Regular part-time employees may enroll in the full plan, with a prorated composite premium depending on their full-time equivalent (FTE), or may elect to waive benefits. Coverage begins on the first of the month following an employee’s date of hire.

Hinge – Provided through Regence, Hinge is an online virtual Physical Therapy benefit for all employees and their dependents enrolled in the health insurance plan. This online virtual service will work around your schedule in the comfort of your own home, and there is no cost to the employee.

Wellness Center by CareATC – In addition to health insurance, certain primary care medical services, lab services, and prescription medications are offered at no out-of-pocket cost for the employee who is enrolled in the County’s health insurance plan, and their eligible dependents at the wellness center.

Group Life Insurance and Accidental Death and Dismemberment – Fully funded for regular full-time employees (prorated for regular part-time employees), employees are eligible the first of the month coinciding with 30 days from date of hire. The benefit is equal to two times the employee’s annual salary rounded to the next higher $1,000, to a maximum of $500,000. Insurance in excess of $50,000 is a taxable benefit.

Long-Term Disability – Fully funded for regular full-time employees (prorated for regular part-time employees), employees are eligible the first of the month following date of hire. The benefits are payable after a waiting period of 60 days at a rate of 66 2/3 percent of base salary, up to a maximum monthly benefit of $12,000.

Voluntary Accidental Death and Dismemberment – Regular employees may choose to participate in additional AD&D coverage through payroll deduction, and have the choice of plan and coverage amounts.

Voluntary Life Insurance - Regular employees may choose to participate in additional Life Insurance coverage through payroll deduction, and have the choice of coverage amounts.

Leaves

Vacation – Regular full-time employees earn vacation leave at a rate of 15 to 27 days annually depending upon years of County service. Regular part-time employees earn vacation leave on a prorated basis. Employees can carry forward up to two times the annual vacation accrual (prorated for part-time employees). Vacation leave cannot be used during the first six full months of regular employment. Twice per fiscal year, employees may request to be paid for vacation accruals, provided specific requirements are met.

Years of Service Annual Vacation Accrual
0 to 5 years 15 days (4.62 hours/pay period)
Over 5 - 10 years 18 days (5.54 hours/pay period)
Over 10 - 15 years 21 days (6.47 hours/pay period)
Over 15 - 20 years 24 days (7.39 hours/pay period)
Over 20 years 27 days (8.31 hours/pay period)

Sick Leave – Regular full-time employees earn sick leave at the rate of 3.70 hours per pay period (12 days annually), which starts to accrue during the first pay period. Regular part-time employees accrue sick leave on a prorated basis. Accrued sick leave may be used as soon as it is accrued.

Holidays – Regular full-time employees receive ten paid holidays annually (prorated for regular part-time employees), New Year’s Day, Martin Luther King, Jr’s Birthday, President’s Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veteran’s Day, Thanksgiving Day, and Christmas Day. Holidays that fall on a Saturday will be observed on the previous Friday and holidays that fall on a Sunday will be observed on the following Monday.

Personal Leave – Each fiscal year on July 1, full-time regular employees receive one personal leave day (eight hours; prorated for regular part-time employees based on the position’s FTE as of July 1). Employees must be employed on July 1 to be eligible to receive the personal leave day. Personal leave is used in 15-minute increments. If it is not used, it does not roll over to the following year.

Retirement

Oregon Public Employees’ Retirement System – Jackson County participates in the State of Oregon Public Employees’ Retirement System (PERS). PERS has Tier One, Tier Two, and the Oregon Public Service Retirement Plan (OPSRP) pension programs, as well as the Individual Account Program (IAP). Tier One covers members hired before January 1, 1996; Tier Two covers members hired between January 1, 1996 and August 28, 2003; and OPSRP covers members hired on or after August 29, 2003.

IAP contains all member contributions (6% of covered salary, currently County-paid) made on or after January 1, 2004. The legislature created the IAP in 2003 to provide an individual account-based retirement benefit for new workers hired on or after August 29, 2003, and for Tier One/Tier Two members active on or after January 1, 2004. The IAP benefit is in addition to the member’s other retirement program benefit (i.e., Tier One, Tier Two, or OPSRP). Employees are automatically vested in their IAP account when their account is established.

IAP Redirect - Per Senate Bill 1049 (2019) contributions remain at the rate of 6% however, a portion of that 6% is redirected to the Employee Pension Stability Account (EPSA). 2.5% is redirected for the Tier 1 and Tier 2 members and 0.75% is redirected for OPSRP members. The rest of the county-paid contribution is directed to the employee’s IAP. Employee’s may choose to make voluntary contributions for the amount of the redirect through the Oregon PERS Online Member Services (OMS) at www.oregon.gov/PERS.

Salary Limit - Beginning January 1, 2020, SB 1049 changed the definition of “salary” for PERS purposes and created new limitations on annual and monthly “subject salaries.” Your salary is used to determined member Individual Account Program (IAP) contributions, employer contributions to fund the pension program, and the final average salary used in calculating retirement benefits under formula methods. The 2022 limit $210,582 per year. The limit is prorated when members work fewer than 12 months in a calendar year.

OPSRP is designed to provide approximately 45 percent of an employee’s final average salary at retirement (for a general service member with a 30-year career or a police and firefighter member with a 25-year career).

OPSRP General Service: Unless employees are in a police or firefighter position, they are considered a general service member. In addition to other retirement programs or any social security benefit, when employees retire, if vested, PERS will calculate monthly benefit using the following formula:

1.5 percent x years of retirement credit x final average salary. Normal retirement age for general service members is age 65, or age 58 with 30 years of retirement credit.

General Service Benefit Calculation Example (employees can estimate benefits using any number of years and any final average salary):

Final average salary: $45,000
Retirement credit: 30 years as an OPSRP member
30 (years) x 1.5 percent = 45 percent
45 percent x $3,750 (final average monthly salary) = $1,687.50
Single Life Option monthly benefit = $1,687.50 ($20,250 annual benefit)

Other Benefits

Voluntary Deferred Compensation Program – Jackson County offers regular employees the option to enroll in IRS Section 457 Deferred Compensation Retirement Plans. The employee defers compensation through voluntary payroll deductions into this supplemental retirement plan. The 457 plan is a separate retirement plan from PERS.

Voluntary Direct Deposit – An employee may choose to have their payroll check automatically deposited into their bank account. Employees can choose up to four accounts to receive direct deposit funds. Most banks allow participation of this program.

Voluntary Flexible Spending Account (FSA), Section 125 Plan – The FSA is a tax-free regular employee-funded account. Regular employees may choose to participate in pre-tax health insurance premiums, out-of-pocket unreimbursed eligible health care expenses, dependent care expenses, and qualified transportation expenses, in order to have “before-tax” dollars deducted from their paychecks.

Employee Assistance Program (EAP) – The County has a fully-funded Employee Assistance Program (EAP) to offer. The EAP is a FREE and CONFIDENTIAL benefit that can assist you and your eligible family members with personal problems, large or small. The EAP provides confidential services to help people privately resolve problems that may interfere with work, family, and life. The EAP is offered to regular employees, their dependents, and any household members. Services include up to four face-to-face counseling sessions per year, 24/7/365 access to crisis counselors, and convenient access to on-line consultations with licensed counselors.

Jackson County Oregon

About Company

8806 - QMHA II - Outpatient Program Case Manager (Health & Human Services)