Crisis Prevention Specialist - Child & Family Services of NY : Job Details

Description

The Crisis Prevention Specialist works in conjunction with the clinicians, unit supervisors, and/or direct care staff to ensure effective and ongoing training, mentoring, modeling and monitoring of crisis prevention activities in Residential Programs. This position is focused on achieving a significant reduction in the number and duration of physical holds with the goal of eliminating the use of restraints. This includes working closely with residential staff and families to support the development of de-escalation skills and relationship building with youth.

Essential Job Responsibilities

• Deliver required staff training including updates in Therapeutic Crisis Intervention (TCI) principles and de-escalation techniques.

• Monitor youth activity in various units and during programs; identify potential or actual risk of escalated challenging behavior and provide support and modeling as needed to teach appropriate de-escalation techniques to direct care staff.

• Assist staff in identifying opportunities to employ de-escalation techniques as needed to mediate dysregulated behavior to avoid the use of physical interventions (i.e. holds) whenever possible.

• Consult on revisions to individualized safety plans as needed.

• Actively contribute in inter-disciplinary treatment team meetings.

• Collect feedback from youth and their families on safety plans and goals and share information with the youth's treatment team.

• Analyze restraint trend data such as frequency, duration, individuals involved (i.e. residents and staff), time, location, and precipitating factors, and recommend improvements to policies and practices that improve outcomes for youth.

• Continuously improve the incident debriefing process for staff and youth by partnering with supervisors and managers.

• Maintain all necessary records, reports, and analyses according to agency/funder standards using established processes and practices.

• This job description is not exhaustive. Employees may be required to perform other duties as assigned.

Education and Experience Requirements

• Bachelor's degree in a human services field or a New York State Teacher's Certificate required.

• 4 years' minimum experience providing direct services to children with severe behavioral disturbance required.

Special Requirements

• Unrestricted, valid NYS driver's license with a clean driving record and minimum insurance coverage that meets agency standards.

• The agency will provide First Aid/CPR certification, required to obtain within 60 days of hire.

• The agency will coordinate TCI Trainer Certification, required to obtain within 120 days of hire.

• Specialized training/expertise in trauma informed care and crisis prevention techniques required.

• Must be cleared by the State Child Abuse Registry and must pass a criminal background check through the NYSOMH Bureau of Criminal History Information.

Physical Requirements and Work Environment

The physical requirements described here must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Must be able to work a variable scheduling including evenings and weekends

• The following daily physical demands are required:

• Sitting (up to 6 hours)

• Occasional standing (up to 2 hour)

• Occasional walking (up to 2.5 hours)

• Driving (several times a week up to 12 hours)

• Occasional balancing, bending, stooping, climbing, kneeling, pushing, pulling, reaching forward or down, reaching overhead, running, and twisting (up to 2.5 hours)

• Lifting up to 25 lbs.

• Manual dexterity is required, including the frequent ability to grasp in both hands and continuous use of fine manipulation skills in both hands (approximately 1-2.5 hrs.)

• Ability to change positions as needed

Special Considerations

Our goal is to maintain a restraint free environment. However, there may be times that staff may be required to physically restrain clients weighing between 50 lbs. and 200 lbs. and guide them safely to the floor. In some circumstances, restraints can last up to 15 minutes and may require repetition as necessary.

$24.25 Minimum pay rate, $29.56 Maximum pay rate, based on experience.

C+FS offers full-time employees the below benefits to support our employees and their families and help to create a healthy work environment

• Paid Time Off (PTO), paid holidays and bereavement time

• Employer Paid Life Insurance

• Medical insurance options

• Dental insurance options

• Vision insurance options

• Wellness Program and Incentives

• Health Savings Account (HSA)

• Healthcare Flexible Spending Account (FSA)

• Dependent Care FSA Retirement

• Employee Referral Bonus

• Qualifying Employer for Public Service Student Loan Forgiveness Program (PSLF)

• 403(b) Right Away and Employer-Contributions

CFS Diversity Statement: Within our agency and in the communities that we serve, C&FS is committed to diversity and inclusion with race equity at the center. Every day we work to promote safety, health, and wellness. We will not stop until Black, indigenous and people of color are free from racism and experience peace, prosperity and well-being.

Child & Family Services is an Equal Opportunity Employer: Child & Family Services provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, veteran or familial status, or genetics. In addition to federal law requirements, Child & Family Services complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer leaves of absence, compensation, and training.

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)