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Social Work/Treatment Coordinator - New Social Work Graduates!


We are looking to hire Social Work Graduates right out of college! We will pay for your Social Work Licensing Exam as well as the Social Work License. Once licensed, enjoy a bonus, pay increase, and promotion! The Family Worker works in a collaborative manner to build a partnering relationship with families and others in the home and community to assure that the needs of designated children and their families are respectfully and adequately addressed. In each case the Family Worker will assure that services to children and families are individualized, strengths and needs based, culturally sensitive and responsive, and goal driven. This position requires local travel and flexibility to work a non-traditional schedule in a high-demand work situation.

Essential Roles and Responsibilities


To assure proper assessment the Family Worker will:

  • gather and understand current and past psychosocial histories
  • use diagnostic tools to provide comprehensive information for a treatment plan
  • assess risk factors related to safety and well-being of all family members
  • provide clinical direction that meet the needs of the child and family

Treatment Plan/ISP development

To assure the development of effective treatment plan/services, the Family Worker will:

  • plan and lead treatment team meetings for the purpose of creating treatment plans/ISP
  • work with team members to develop ownership for the treatment plan/ISP
  • write and utilize specific measurable goals, objectives, and time frames for each child and family
  • develop crisis plan for each child and family
  • deliver services outlined in treatment plan/ISP
  • monitor and record client/family progress
  • provide advocacy for family to outside agencies
  • evaluate and reform goals and objectives as necessary
  • provide support to families in times of crisis

Professional Relationships and Therapeutic Alliance

To assure the development and maintenance of good working relationships, the Family Worker will collaborate with:

  • consumer child, family and their natural support system
  • internal and external stakeholders
  • program team members and
  • supervisor and organizational support staff

Quality Assurance & Compliance

To assure adherence to quality standards and compliance with external licensing and regulatory agencies, the Family Worker will:

  • comply with Pressley's standards and state licensing requirements
  • exemplify the values of the program service model
  • complete all paper work in a timely and professional manner
  • produce billable units that will meet the program's requirements
  • maintain flexibility and creativity in working a non-traditional schedule to accommodate the needs of children and families

Professional development

To assure continuous professional growth and development, the Family Worker will: actively participate in individual and/or group supervision and staff meetings

  • attend and participate in all required and other professional trainings
  • independently seek out resources and learning opportunities to foster ongoing professional growth

Employer-paid licensure within 90 days of hire date.

Clearances: State Police, FBI, and Child Abuse Clearances; CPS/ Mandated Reporter-Recognizing and Reporting Child Abuse training per state regulation.

Valid State Drivers License and insurance

EducationBachelors of Social Work (required)
Experience1 years: Supervised experience with children and/or families. (required)

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)
Towson, MD, 21286, US